Wednesday, November 27, 2019

Free Essays on Dramatic Irony

and actions of the characters of a work of literature have a different meaning for the reader than they do for the characters. This is the result of the reader’s having a greater knowledge than the characters themselves. Flannery O’Connor presents the characters in her story by allowing the reader to know more about the characters than they do about each other in order to have a deeper understanding of what her short story is really about. In O’Connor’s â€Å"Good Country People,† the reader is aware of the dramatic irony occurring throughout the short story. Mrs. Hopewell, one of the four main characters in â€Å"Good Country People,† believes herself to be superior to everyone around her; In reality she is the same as everyone else around her. â€Å"Her silver gleamed on the two sideboards; she decided he had never been in a room as elegant as this† (421). When Manly Pointer is invited into the living room to try to sell Bibles to Mrs. Hopewell she automatically assumes that her living room is the nicest one he has ever set foot in. Mrs. Hopewell’s haughty outlook towards Manly Pointer allows the reader to acknowledge her thinking of superiority towards others. After reading only the first few paragraphs, the reader already realizes how naà ¯ve Mrs. Hopewell comes across, and they are able to look past future judgments she bestows upon herself. Along with Mrs. Hopewell’s superiority, she also believes that she is in charge of everything. When Mrs. Hopewell hires the Freemans to help her with her home and farm she finds out Mrs. Freeman is the nosiest woman after she consults a reference the Freeman’s provided. â€Å"Since she was the type who had to be into everything, then, Mrs. Hopewell had decided, she would not only let her be into everything, she would see to it that she was into everything – she would give her the responsibility of... Free Essays on Dramatic Irony Free Essays on Dramatic Irony Dramatic Irony At Its Best By definition, dramatic irony is when the words and actions of the characters of a work of literature have a different meaning for the reader than they do for the characters. This is the result of the reader’s having a greater knowledge than the characters themselves. Flannery O’Connor presents the characters in her story by allowing the reader to know more about the characters than they do about each other in order to have a deeper understanding of what her short story is really about. In O’Connor’s â€Å"Good Country People,† the reader is aware of the dramatic irony occurring throughout the short story. Mrs. Hopewell, one of the four main characters in â€Å"Good Country People,† believes herself to be superior to everyone around her; In reality she is the same as everyone else around her. â€Å"Her silver gleamed on the two sideboards; she decided he had never been in a room as elegant as this† (421). When Manly Pointer is invited into the living room to try to sell Bibles to Mrs. Hopewell she automatically assumes that her living room is the nicest one he has ever set foot in. Mrs. Hopewell’s haughty outlook towards Manly Pointer allows the reader to acknowledge her thinking of superiority towards others. After reading only the first few paragraphs, the reader already realizes how naà ¯ve Mrs. Hopewell comes across, and they are able to look past future judgments she bestows upon herself. Along with Mrs. Hopewell’s superiority, she also believes that she is in charge of everything. When Mrs. Hopewell hires the Freemans to help her with her home and farm she finds out Mrs. Freeman is the nosiest woman after she consults a reference the Freeman’s provided. â€Å"Since she was the type who had to be into everything, then, Mrs. Hopewell had decided, she would not only let her be into everything, she would see to it that she was into everything – she would give her the responsibility of...

Saturday, November 23, 2019

Simple Exister Verb Conjugations in French

Simple Exister Verb Conjugations in French The French verb for to exist is  exister. This should be an easy one to remember because its so similar to the English word. Now, when you want to change it to the past tense existed, you will need to conjugate it. This is relatively simple and a quick lesson will show you how its done. Conjugating the French Verb  Exister Exister  is a  regular -ER verb, which is the most common verb conjugation pattern found in the French language. This means that once you learn how to conjugate  exister, you can apply the same endings to other verbs like à ©viter (to  avoid) and  emprunter  (to borrow), among countless others. To conjugate  exister  into the present, future, or imperfect past tense, begin by identifying the verb stem:  exist-. We will then add a new ending for each subject pronoun and tense. For instance, I exist is jexiste while we will exist is nous existerons. Its quite simple, particularly with a familiar word like this. To memorize these, practice them in context. Subject Present Future Imperfect j existe existerai existais tu existes existeras existais il existe existera existait nous existons existerons existions vous existez existerez existiez ils existent existeront existaient The Present Participle of Exister The  present participle  of exister  is  existant. Notice how this is as simple as adding -ant  to the verb stem, which is how most present participles are formed. This is a verb and can also be an adjective, gerund, or noun in certain contexts. The Past Participle and Passà © Composà © The  passà © composà ©Ã‚  is a common way to say the past tense existed in French. To form it, you need to attach the  past participle  existà ©Ã‚  to the subject pronoun and conjugate of  avoir  (an  auxiliary, or helping, verb). It comes together quite easily. For instance, I existed is jai existà © and we existed is nous avons existà ©. More Simple Exister  Conjugations to Learn Its important to concentrate on the  exister  forms above as theyre used most often. When youre comfortable with those, add the rest of these simple conjugations to your vocabulary.   The subjunctive form is used when the action of existing is uncertain. Likewise, the conditional verb mood relies on something:  if  this happens,  then  this will exist.  The passà © simple and imperfect subjunctive are reserved primarily for formal writing. Subject Subjunctive Conditional Pass Simple Imperfect Subjunctive j existe existerais existai existasse tu existes existerais existas existasses il existe existerait exista existt nous existions existerions existmes existassions vous existiez existeriez existtes existassiez ils existent existeraient existrent existassent To express   exister  in a short, direct statement, the imperative verb form may be used. When doing so, skip the subject pronoun as it is implied within the verb. Rather than tu existe,  use existe alone. Imperative (tu) existe (nous) existons (vous) existez

Thursday, November 21, 2019

Trusts-UK legal system,fuduciaries Essay Example | Topics and Well Written Essays - 2250 words

Trusts-UK legal system,fuduciaries - Essay Example Dean, the company’s solicitor agreed with Anna that she would negotiate the purchase, receiving 5% of the final purchase figure. Anna negotiated the purchase price at  £1million. Anna and Dean were also responsible for the renegotiation of the company’s key ingredient (Citsalp) supplier, Kipling Ltd. Kipling Ltd requested  £50,000 in advance and  £2,500 per month for the exclusivity of the supply, and the company could not afford this. Anna and Dean put together the money themselves and negotiate with Kipling Ltd purchase the supply and its exclusivity. They then offer the company exclusivity of supply of Citsalp at  £25,000 in advance and  £2,750 per month. [Kipling are happy with this]. Anna decides to sell her shares and retire as director, selling her shares in Gealette Ltd to Beauty Trust for  £20,000 below the market value. The new product is delayed and causes Gealette Ltd significant losses, and it is on the verge of folding. Gealette Ltd’s shares are almost worthless. The nature of a person in decision making decides the success rate in any business enterprise. At times, being aggressive in decision making helps and during some times, it may fail if the organization falters in strategic decisions. Trustee is a person who administers a trust. At the same time, a trustee is considered as a fiduciary and he or she owes the highest duty under the law to protect trust property from unreasonable loss for the trusts beneficiaries. In cases of mismanagement of trust property by trustee, he or she would be held liable for the extent of loss incurred. Anna in the present cases study has undergone the similar experience. Being a trustee of a beauty trust, she has some reasonable rights in representing the trust in several national and international forums. She analysed that the purchase of shares in company â€Å"Gealette† would certainly benefit the trust and accordingly the beauty trust purchased

Tuesday, November 19, 2019

Importance of Business Contract Law and its Implementation Assignment

Importance of Business Contract Law and its Implementation - Assignment Example Various lawyers and accountants provide their services both as employees and independent contractors. Essentials of a Contract The first essential of a valid contract is a valid offer. An offer is a clear statement of terms on which a party is ready to do business. It becomes valid when it is free from any ambiguity, communicated to the offeree, and not a counter-offer. The next element is acceptance. The acceptance must be a mirror image of the offer, communicated to the offeror, must not be subject to a condition, and must not have any new terms. Otherwise, it becomes a counter-offer. Communication can be through speech, conduct, writing, or by any reasonable method. Otherwise, it is not valid and there is no contract. The third important element is a consideration. It has been defined as â€Å"a benefit to one party or a detriment to the other† in Currie v Misa2. It must not be passed, must move from the promisee, must be sufficient, must not be something the promise is leg ally bound to do and must be legal. The fourth element is the intention of the parties involved to be legally bound. If there is no such intention, there is no contract but a social agreement. When these four conditions are fulfilled, a valid contract is formed. Types of Contract A contract that is formed by just oral agreement and nothing is put into writing is called a verbal contract. For contracts, being in writing is not an essential part and they are still enforceable by law. A written contract is a contract put in writing. It is also enforceable by law. It is difficult to enforce a verbal contract as it becomes almost impossible to provide a proof upon which a decision can be based on. When a contract is in writing, it is easy to prove and enforce. Another type of contracts is made in deeds. A deed is a written instrument used to convey the title or interest in a real estate. Relating mostly to land law, deeds can be regarded as written agreements.  

Sunday, November 17, 2019

Crime and Punishment Essay Example for Free

Crime and Punishment Essay The themes of sacrifices and egoism are usual in his works. He believes that egoism became that reason that destroyed earlier civilizations and made a threat to contemporary societies. Despite the fact that he saw nothing wrong in the wish to self-perfection, he blamed those, who tried to oppose their â€Å"I† to the rest of the world and considered only their own needs and desires. Raskolnikov, the protagonist of Crime and Punishment is severely punished for his extreme egoism and daring to take the decision about human lives. For example in The Brothers Karamazov Zosima worries about moral responsibility for all actions, committed by the person. Ivan doubts his views and states that responsibility is nothing but abstract notion and without God it becomes impossible to talk about any limits to the behavior of an individual. In the poem Ivan declaims to his brother in the cafe he expresses his view on the free will. The Inquisitor blames Jesus for giving people free will, which has become a hard burden and the reason of misery. The feeling of guilt becomes Ivan’s price for an attempt to express his free will. Dostoevsky does not agree or disagree with any opinion discussed but he constructs the plot of the story in such a way that the readers get an opportunity to get the proofs of ideas, expressed by Zosima. (Dostoevsky) The characters of Dostoesky are haunted by their past. In many his stories people cross the limit and take excessive responsibility to make the decision for other people and get severe punishment for it. In contrast to Borges, whose characters exist in present, and to Tolstoy, who regarded human history as a reason for all the events, which happen to us, Dostoevsky made the past the reason of suffering and misery. His characters are haunted by the ghosts from the past and can not find their place in present. For Dostoevsky the conflicts between free will and determination, and between egoism and responsibility become driving force and a source for creativity. All three authors use literature not only as means to bring their messages for the readers, but also as a way to resolve their inner conflicts. Art is always a personal experience for both – creator and those, who perceive it, and Dostoevsky, Tolstoy and Borges make their art serve one ultimate purpose a quest for the meaning of life. Sources Dostoevsky, Feodor (1992). Crime and Punishment. Pevear, R. and Volokhonsky, L. transl. New York: Alfred Knopf. Dostoevsky, Feodor (1992). The Brothers Karamazov. , Pevear, R. and Volokhonsky, L. transl. New York: Alfred Knopf. Dostoevsky, Fyodor translation by Pevear, Richard and Volokhonsky, Larissa (1990). The Brothers Karamazov. New York: Farrar, Straus, and Giroux. Tolstoy, Leo (1969). War and Peace , transl. Rosemary Edmonds, Penguin. Borges, Jorge Luis (1998). Collected Fictions(translated by Andrew Hurley), Viking Penguin

Thursday, November 14, 2019

The Philosophy of Science Essay -- Realism

The study of the philosophy of science explores whether scientific results are actually the study of truth. Scientific realism is an area of study in the philosophy of science and has a contrasting view called anti realism. The debate between the two revolves around their disagreement between the existence of an external world. A scientific realist believes that an external world exists independent of our minds whereas the anti realist, or the idealists, believes that no such world exists outside of ourselves. A stick underwater seems bent while railway tracks seem to meet in the distance, when they do not. Our vision plays tricks on us and therefore the phenomena appears misleading. Seeing as there are doubtful sources to our experiences we cannot know anything derived from our senses. Moreover, the anti realist believes that matter, objects and the world, all exist as electric signals occurring in our brain. To illustrate, envision yourself eating a strawberry. You do not actually face the strawberry but only its perception in the brain. Simply put, the fruit is nothing but the interpretation of electrical signals, regarding the smell, taste, shape and so on. More importantly, the two differ on their interpretation of scientific theories that refer to unobservable entities. A scientific realist maintains the belief that unobservable entities, which make up many scientific theories, are in fact real world entities. Meaning, a berry is a berry regardless of what we perceive it to be. Anti realists state that theories distort reality by building on premises that are only seen indirectly and therefore should never be considered true. Hence the disagreements, the anti realist claims that the only thing that exist in reality are our ... ...uccess is not a miracle. Science has contributed more tangible and intangible success than any other field, i.e. religion. From the industrial revolution to the information age science has created medicine, travel, communication; it has opened the world to us. It contributed everything to our modern world whereas other ‘fields’ presented us with doubt, controversy, and death. Other theories, such as creationism, do not accept different alternatives, is not open for criticism and is meant to be taken at face value. Whereas science is continuously evolving. Theories are constantly being redefined when new data emerges and rejected when results differ the second time. Over time advances in technology could possibly convert many theories into fact. But till than we should believe who we feel has the most logical, rational and reasonable answers to our questions.

Tuesday, November 12, 2019

Importance of Organisational Design

THE IMPORTANCE OF ORGANISATIONAL DESIGN AND ITS IMPACT ON ORGANISATIONAL BEHAVIOUR The impact of globalization and new technologies on business environment has made it vital for organisations to constantly reassess their structure. French et al (2008), stresses that an organisation should be able to design its tasks and delegate some duties so that it can achieve its mission and vision. It is necessary to explore the importance of organisational design and how it can help in understanding the behaviour of informal and formal groups.Organisational design refers to the roles and formal reporting relationships that exist within an organisation. According to French et al (2008), it is selecting and implementing a structure for an organisation. The structure of an organisation is the assigned interrelationships and networks that exist among organizational resources (Schermerhorn, Hunt and Osborn, 2005). Organisational structure can be flat or hierarchical, bureaucratic, organic or hybrid. There are arguments that organisations are now less hierarchical in structure (Molinsky et al, 2012).In contrast, there are several who claim that the modern organisational structures are still very controlling with top-down power (Diefenbach and Sillince, 2011). The purpose of the organisational design is to prepare a layout for which the objectives of the organisation are achieved as it is to align with the organisation’s core competencies. Organisational design has to flexible and must be in alignment with the organisation’s strategy (Goold and Campbell, 2002). When the organisational strategy changes, components of organisation design such as structures roles and functions should be realigned to cater for this change (Corkindale, 2011).If there is a misalignment of organisation design with the organisation’s strategy, the result will be frustrating as employee performance will not drive organisational goals. Every organisation has both formal and informal s tructures. The formal structure represents the different types of design (i. e. hierarchical, matrix, flat etc. ) where the positions are clearly distinguished while the informal structure is built on individual associations and social processes (Mullins, 2011). This informal order cuts across the formal structure and is needed to keep the formal structure in order.An organisational structure that emphasises the formal structure over the informal structure will lead to bureaucratic and rigid organisation. Also, organisation design dictates the communication and decision loop within an organisation. Huber and McDaniel (1986) argue that organisations design should be carried with the objective of facilitating organisational decisions. Poor organisation design might lead to top management totally detached from the base operation of the business, missing out crucial details on every day realities of the business.A good organisation design should provide us with an insight into the organ isational strategy, its communication and decision making loop and if it takes advantage of its formal and informal structures. Where the organisation design cannot provide these insights, it is most likely ineffective. Therefore Managers should always therefore strive to get feedback from the employees about the organisation structure and if it affects the ways they relate with one another and if it helps to fulfil their achievement needs (French et al, 2008).

Sunday, November 10, 2019

External environmental influences Essay

The external environmental factors described in the following essay have a direct or indirect influence on HRM. To be effective, HR managers must monitor the environment on an ongoing basis; assess the impact of any changes; and be proactive in implementing policies and programs to deal with such challenges. Economic Environment The economic environment has a major impact on business in general and the management of human resources in particular. Economic conditions affect supply and demand for products and services, which, in turn, have a dramatic impact on the labour force by affecting the number and types of employees required, as well as an employer’s ability to pay wages and provide benefits. When the economy is healthy, companies often hire more workers as demand for products and services increases. Consequently, unemployment rates fall, there is more competition for qualified employees, and training and retention strategies increase in importance. Conversely, during a downturn, some firms reduce pay and benefits in order to retain workers. Other employers are forced to downsize, by offering attractive early retirement and early leave programs or by laying off and terminating employees. Unemployment rates rise, and employers are often overwhelmed with applicants when vacancies are advertised. In most organizations today, productivity improvement is essential for long-term success. Through productivity gains, managers can reduce costs, conserve scarce resources, and increase profits. This leads to a win-win situation, since higher profits often result in better compensation and improved working conditions, thereby enhancing the employees’ quality of work life and their motivation to further improve productivity. Australia’s relatively low productivity growth rate and high labour costs are of grave concern, since competition with foreign companies has become increasingly important. Australia’s economic success increasingly depends on the ability of Australian employers to meet international quality and  productivity standards and become more cost-competitive. This applies to firms selling products and services in the domestic market, in which foreign competition is increasingly a factor, as well as those with international markets. Labour Market Conditions The labour market is the geographic area from which an organization recruits employees and where individuals seek employment. In other words, it is the area in which the forces of supply and demand interact. The labour market is often different for various employee groups within an organization. While clerical and technical employees are generally recruited locally, the labour market for senior managers and highly specialized employees is often national or even international in scope. One measure of an organization’s effectiveness is its ability to compete successfully for high calibre human resources. Many factors motivate candidates to seek employment with a particular organization, including type of business/industry, reputation, opportunities for advancement, compensation, job security, and working conditions. Location and climate and other aspects of a firm’s physical surroundings, such as housing, commuting, and living costs, can help or hinder a firm’s ability to attract and retain employees. Recent population shifts to the coastal and small towns and rural areas can be attributed, at least in part, to the desire of many individuals to work and live in what they perceive to be a more desirable physical environment. Such shifts alter the demand for and supply of individuals in local labour markets, a factor that firms must always take into account when deciding where to establish a new venture, expand, or downsize. Because the labour market is not controlled or influenced by any one factor, it is unstructured and often unpredictable. Nevertheless, organizations must constantly monitor and track trends affecting supply and demand of human  resources. By doing so, they can gather information about the prevailing pay rates for employees with particular talents or skills, and estimate how difficult it is likely to be to attract and recruit staff. Labour market conditions should also be monitored to determine present and emerging trends (such as the changing composition of the labour force) as well as changing values and expectations, so that policies and programs can be adapted and/or designed in order to recognize and take advantage of these trends. Globalization Globalization refers to the tendency of firms to extend their sales or manufacturing to new markets abroad. For businesses everywhere, the rate of globalization in the past few years has been nothing short of phenomenal. â€Å"The bottom line is that the growing integration of the world economy into a single, huge marketplace is increasing the intensity of competition in a wide range of manufacturing and service industries.† Production is becoming globalized, too, as firms around the world put manufacturing facilities where they will be most advantageous. Also, there are increasing numbers of multinational corporations–firms that conduct a large part of business outside the country in which they are headquartered and that locate a significant percentage of their physical facilities and human resources in other countries. Many organizations are locating new plants in areas where wages and other operating costs are lower. For example, Australia’s Hewlett Packard’s computers are assembled in Singapore. While cheaper labour is one reason for transferring operations abroad, another is to tap into what Fortune magazine calls â€Å"a vast new supply of skilled labour around the world.† Many multinational firms set up manufacturing plants abroad, not only to establish beachheads in promising markets, but also to utilize that country’s professionals and engineers. This globalization of markets and manufacturing has vastly increased international competition. Throughout the world, organizations that formerly  competed only with local or national firms–from airlines to automobile makers to banks–are now facing an onslaught of foreign competitors. From boosting the productivity of a global labour force to formulating selection, training, and compensation policies for expatriate employees, managing globalization and its effects on competitiveness will thus continue to be a major HR challenge in the years to come. Demographic Trends and Increasing Work-force Diversity Demographics refers to the characteristics of the work force, which include age, sex, marital status, and education level. Demographic changes occur slowly and are well measured, which means that they are known in advance. The fact that Australia’s labour force is becoming increasingly diverse is one of the major challenges confronting HR managers today. Diversity refers to â€Å"†¦ any attribute that humans are likely to use to tell themselves, ‘that person is different from me,'† and thus includes such factors as race, gender, age, values, and cultural norms. Population Growth The single most important factor governing the size and composition of the labour force is population growth. Currently, the fastest growing groups in the Australian work force are women, visible minorities, Aboriginal people, and persons with disabilities. Age The baby boomers, born between 1946 and 1965, began crowding into the labour market in the late 1960s. The sheer number of â€Å"boomers† helped to expand the economy and made it easier for HR departments to focus on issues such as cost containment, since recruitment and selection, while important, were not the most critical problems. During the 1990s, individuals in this â€Å"population bulge† experienced a great deal of competition for advancement. This challenged managers to find new strategies for forging career paths, such as lateral moves, to keep this group motivated and satisfied. The  oldest of the baby boomers are now in their mid-fifties. Life expectancies have increased and fertility rates have declined, the average age of the population is increasing substantially. Since some baby boomers have already taken advantage of generous early retirement programs and many more will be retiring over the 25 years, pension plan and social security benefits issues are starting to present a very serious concern for employers and governments, given the smaller labour force available to support the retirees. Many organizations with a primary interest in the younger age group, such as retail establishments and fast-food chains, have already started to feel the impact of the fact that the population from which they have traditionally gained customers and part-time workers is starting to shrink dramatically. Some employers have undertaken initiatives to attract older workers, especially those who have taken early retirement, by offering job sharing and expanding the number of part-time hours available. For example, McDonald’s Restaurants of Australia is another organization that is actively recruiting seniors, as well as directing advertising efforts to appeal to the senior market. HR specialists must remember that many HR policies, benefits plans, and reward systems that attract and motivate employees in one age group may not appeal to those in another due to differing values and priorities. Education The level of education of the Australian labour force is increasing at a significant rate. more Australians are pursuing higher education, through a variety of institutions ranging from universities and colleges/TAFEs to trade schools, private-sector organizations, and professional associations.  growth in the number of cooperative-education programs, designed to enable students to gain work experience while still attending school, and of  distance-education opportunities, which mesh Internet technology with the fundamental need to continue learning. Given the higher expectations of the better-educated labour force, managers are expected to try to ensure that the talents and capabilities of employees are fully utilized and that opportunities are provided for career growth. In today’s economic climate, doing so is not always possible. Visible and Ethnic Minorities The proportion of visible and ethnic minorities entering the Australian labour market is growing, in jobs ranging from general labour to technical, professional, and skilled trades. Ethnic diversity is also increasing. Thus, HR specialists must ensure that policies and programs are developed in their organizations to accommodate and celebrate the diverse cultural characteristics of visible and ethnic minority employees, something that requires much more than ensuring compliance with human rights legislation. Women The growing presence of women has been one of the dominant trends in Australia’s labour force since the 1950s. Factors contributing to the dramatic increase in female participation rate include smaller family size, increased divorce rate, the need and desire for dual family incomes, increased educational level, and the availability of more-flexible working hours and part-time jobs. The employment rate for women has also continued to climb. Recent studies have shown that women have moved into occupations in which the unemployment rate is low, while men tend to be clustered in jobs in which the risk of unemployment is much higher.73 There is still strong evidence that women are underutilized in the Australian work force, however. Aboriginal Peoples Indigenous peoples are still facing considerable difficulty in obtaining jobs and advancing in the workplace. Persons with Disabilities Despite the fact that human rights legislation in every Australian jurisdiction prohibits discrimination against individuals with disabilities, Australians with disabilities continue to confront physical barriers to equality every day. Inaccessibility is still the rule, not the exception. Even though studies show that there are no performance differences in terms of productivity, attendance, and average tenure between employees who classify themselves as having a disability and those who do not, persons with disabilities continue on average to experience high rates of unemployment and underemployment, and lower pay. Overall Impact of Increasing Diversity Managers must be extremely aware that related to the work-force diversity described above are significant value differences about the overall importance of work, what aspects or characteristics of a job are most important, tolerance of discipline in terms of hours and pace of work, attitudes toward authority, and definition of loyalty. Employees increasingly expect to exercise more freedom from management control, and are more demanding and questioning. More people are seeking jobs that are attuned to their personal values and provide the opportunity for them to bring their personalities to work with them,87 as well as flexible work arrangements and other programs that will enable them to balance their work and personal lives.88 Policies and practices must be adapted to embrace the diversity of the dominant values represented in an organization’s work force. Trends in the Nature of Jobs and Work Major changes have been occurring in the nature of jobs and work, in part as a response to a number of the environmental challenges already discussed. Telecommuting, is the use of microcomputers, networks, and other communications technology (such as fax machines) to perform in the home work that is traditionally done in the workplace. Many firms are using more contingent employees–defined as workers who do not have regular full-time or part-time employment status–to handle vacation and leave coverage, peak-period demands, extra workload, and specialized tasks or assignments. Included are contract workers, seasonal workers, casual and non-regular part-time employees, temporary employees, independent contractors (freelancers), consultants, and leased employees.108 Contingent workers currently account for about 12 percent of all jobs in Australia, a figure that is expected to reach 25 percent by 2010.109 There are more regular part-time employees in Australia than ever before. These are individuals who work fewer hours than fulltime core employees, typically during peak periods (such as evenings and weekends in retail stores and restaurants). Approximately 33 percent of all employed women work part-time: two-thirds of them by preference, and the other one third because they were unable to obtain full-time employment.112 The fact that part-time workers are often paid less than their full-time counterparts–and may not have benefits coverage–has raised some major equity concerns. Small businesses, classified as firms with fewer than 50 employees, whether sole proprietorships, partnerships or corporations, are a large and increasingly important part of the Australian economy. A Service Society Employment trends in Australia have been experiencing dramatic change. The primary sector, which includes agriculture, fishing and trapping, forestry, and mining, now represents only 2.8 percent of jobs. While the secondary  sector (manufacturing and construction) has grown In common with trends in Western Europe and the U.S., the sector of the Australian economy accounting for the greatest growth in recent decades is the tertiary or service sector, which includes public administration, personal and business services, finance, trade, public utilities, and transportation/communications. While much of this growth is attributable to rapid technological change (initially in the form of automation and more recently in improvements in IT), part is due to an increase in outsourcing of particular activities by primary- and secondary-sector firms to decrease costs and increase efficiency. Subcontracted functions range from building maintenance to provision of security, cafeteria management and laundry services to payroll and training and development. Since all jobs in this sector involve the provision of service, often in person but increasingly through the design, installation, and maintenance of service-providing technologies (such as automated banking machines and cable television), effectively managing and motivating human resources is critical. Although there are some lesser-skilled jobs (in housekeeping and food services, for example), many service-sector jobs demand knowledge workers, employees who transform information into a product or service, whose responsibilities include planning, problem solving, and decision making. Knowledge Work and Human Capital Management expert Peter Drucker has said that â€Å"the foundation of an organization is not money or capital or technology–it’s knowledge and education (human capital). By 2005, knowledge workers will be the single largest group in the labour force.†116 He is not alone in this belief. Many experts believe that the distinguishing characteristic of companies today and tomorrow is this growing emphasis on human capital. Jobs today in all sectors demand a level of expertise far beyond that required of most workers 20 or 30 years ago, which means that human capital is quickly replacing machines as the basis for most firms’ success. Furthermore, it is not  unusual for more than one-quarter of sales to come from products less than five years old. As a result, â€Å"innovating–creating new products, new services, and new ways of turning out goods more cheaply–has become the most urgent concern of corporations everywhere.†11 For managers, the challenge of fostering intellectual or human capital lies in the fact that knowledge workers must be managed differently than workers of previous generations. New HRM systems and skills are required to select and train such employees, encourage self-discipline, win employee commitment, and spark creativity. Apple computers is one organization that has learned how to encourage creativity and access the skills and ideas of all of its employees:118 Technology It is mainly through technological innovation that firms develop new products and services and/or improve existing ones in order to remain competitive, and gain the productivity and quality needed for competitive advantage. Manufacturing advances, such as robotics and computer-aided design / computer-aided manufacturing (CAD/CAM), have eliminated many blue-collar jobs, replacing them with fewer but more highly skilled jobs. When robots were introduced in the automobile industry, for instance, there was a major decrease in the demand for welders and painters, but a new demand for technicians who could program, install, and service automated equipment.89 Due to computer technology, similar changes have been occurring in the nature of office work. Optical scanners, computerized x-ray scanners, and Magnetic Resonance Imagery (MRI) are technological advances that have caused major occupational changes in the medical field over the past few decades, and such advances are being made every d ay. Currently, for example, a few doctors are attempting to revolutionize heart surgery using computer assistance and robotic arms.90 The overall impact of the technological changes affecting almost every field is that labour-intensive blue-collar and clerical jobs have been decreasing, while technical, managerial, and professional jobs are on the increase. This shift in employment opportunities has many implications for organizations: jobs and organization  structures are being redesigned; new incentive and compensation plans are being instituted; revised job descriptions are being written; and new programs are being instituted for employee selection, evaluation, and training/retraining–all with the help of HR specialists. Unfortunately, the training of the Australian labour force has not kept pace with the rate of technological change and innovation. Consequently, there is a scarcity of skills in certain fields. Many Australian firms, such as Telstra, inevitably have to look outside of Australia to fill their high-tech openings, which is rather disturbing given the fact that there are currently about 1.1 million Australians seeking employment. While much of the impact of information technology has been positive, it has also led to some organizational problems. For many employees, it has created anxiety, tension, resentment, and alienation. Unions have consistently expressed concerns about job displacement and health hazards, such as those related to video display terminals. All of these issues must be addressed through effective HRM practices such as information sharing, counselling, ergonomic refitting, job redesign, and training. Information technology has also hastened what experts call the â€Å"fall of hierarchy,† or promotion of egalitarianism. Power and authority are spread more evenly among all employees. For example, with â€Å"distributed computing,† every employee with a personal computer on his or her desk can tap into the firm’s computer network and obtain needed information. Expecting employees to make more decisions has implications for selection, training, and compensation. Questions concerning data control, accuracy, right to privacy, and ethics are at the core of a growing controversy brought about by the new information technologies. Sophisticated computerized control systems are used to monitor employee speed, accuracy, and efficiency in some firms, including IBM Australia. More and more firms are also monitoring employee e-mail, voice  mail, telephone conversations, and computer usage, and some now monitor employee behaviour using video surveillance.94 Reasons for such monitoring include eliminating time wastage, deterring abuse of company resources, protecting network security, preventing misappropriation of company resources, ensuring compliance with health and safety standards and regulations and other legislation, and monitoring employee behaviour and performance. Employers considering monitoring employees should be aware that doing so may present both practical and legal problems: such monitoring may have counterproductive results such as increased job stress, decreased morale and productivity, lowered employee self-esteem, and decreased trust in and respect for the employer Setting up and maintaining a monitoring system may involve significant economic costs surveillance of employees in the workplace raises the controversial legal issue of employee privacy rights. Human Resources Information Systems Changing technology has also had major implications for HR departments. Over the past few decades, many firms introduced a Human Resources Information System (HRIS) to store detailed information on employees, HR policies and procedures, government laws and regulations, collective agreements, etc. HRIS computer applications include: salary and benefits administration; tracking statistics on absenteeism, grievances, and health and safety; collecting data for government statistical reporting and employment equity purposes; advertising jobs and recruiting candidates; and communicating with employees. Computers are now being used not only for storage, retrieval and analysis of information but for broader applications, including basic report production, long-range forecasting and strategic planning, and evaluation of HR policies and practices. Such systems can decrease time lost to comparatively non-productive work like data entry and employee scheduling, thereby providing time for HR department employees and managers throughout the firm  to focus on more strategic issues. Today, many Australian firms, are utilizing computer technology even more extensively by introducing a Human Resources Management System (HRMS), defined as an information management system accessible to staff at all levels, designed to ensure that the organization’s human resources are recruited, selected, developed, employed, deployed, and supported effectively. Functional applications include succession planning, pension plan projections and eligibility monitoring, interactive employee retirement training, and more. Self-service applications for employees and managers ensure that information reaches those who need it, with one-time data entry, less maintenance, and improved quality and accuracy. Government Various laws enacted by governments have had and will continue to have a dramatic impact on the employer-employee relationship in Australia. In one recent survey, 70 percent of the HR specialists responding cited changing regulatory requirements as a major factor altering their work environment. The legal framework for employment includes: constitutional law, particularly the Charter of Rights and Freedoms; acts of parliament; common law, which is the accumulation of judicial precedents that do not derive from specific pieces of legislation; and contract law, which governs collective agreements and individual employment contracts. Such laws impose specific requirements and constraints on management policies, procedures, and practices. Some of the employment-related legislation is aimed at prohibiting discrimination in various aspects and terms and conditions of employment, such as human rights, employment equity, and pay equity. Other laws require employers to meet certain obligations, such as occupational health and safety, employment standards, and labour relations. Still others make various payments mandatory, such as Workers’ Compensation, Employment Insurance, and the Australia Superannuation Plans. All of the laws mentioned above and their regulations have important  implications for all managers, since they must: Stay abreast of legislative developments is a major ongoing responsibility. Often, the HR department staff members play a major role in helping other managers to remain current by circulating reading material or holding seminars. Develop and administer policies and practices that ensure compliance to avoid loss of government contracts, suits by affected employees or regulatory bodies, fines, and bad publicity. Try to ensure that compliance does not interfere with the efficient and effective accomplishment of their other responsibilities. This means finding ways to comply with regulatory requirements with as little cost and disruption as possible. For example, many firms have developed manuals, videotapes, and self-administered quizzes, such that employees can study independently at home or at work during off-peak times, and submit their completed quizzes for evaluation and verification of training completion. Bibliography 1. Baron, J.N. and Kreps, D.M. (1999) ‘Consistent human resourcepractices’,California Management Review, 41(3), pp.29-53. 2. De Cieri, H. and Kramar, R. (2003) Human Resource Management in Australia; strategy, people, performance, McGraw Hill Australia. 3. Dessler, Griffiths and Lloyd-Walker (2004), Human Resource Management, 2nd ed, Frenchs Forest, N.S.W. : Prentice Hall Australia 4. Heneman, H.G, Donald P. Schwab, D.P (eds) (1978), Perspectives on personnel/human resource management, Homewood, Ill : R. D. Irwin, 1978 5. Lansbury, R.D. and M. Baird (2004) ‘Broadening the horizons of HRM: Lessons for Australia from the US experience’ Asia Pacific Journal of Human Resources, 42(2), pp.147-155. 6. Mirabal, N. and De Young, R. (2005) ‘Downsizing as a Strategic Intervention’ Journal of American Academy of Business, 6(1), pp.39-45. 7. Nankervis A., Compton and Baird (2005) Human Resource Management: strategies and processes, 5th ed.,Thomson, Southbank, Victoria Australia 8. Stone, R. J, (2005) Human resource management, Milton, Qld.: John Wiley & Sons Australia, ch 1 9. Travaglione, A. and Marshall, V. (eds) (2000) Human Resource Strategies: An Applied Approach, Irwin/McGraw Hill, Roseville. 10. Todd, T and Crake. A, Human Resource Management 237, lecture notes (2005) 11. Young, S. (2000) ‘Outsourcing: Lessons From the Literature’ Labour and Industry, 10(3), pp.97-118.

Thursday, November 7, 2019

USS Oregon (BB-3) in the Spanish-American War

USS Oregon (BB-3) in the Spanish-American War In 1889, Secretary of the Navy Benjamin F. Tracy proposed a large 15-year building program consisting of 35 battleships and 167 other vessels. This plan had been devised by a policy board that Tracy convened on July 16 which sought to build upon the shift to armored cruisers and battleships that had begun with USS Maine (ACR-1) and USS Texas (1892). Of the battleships, Tracy wished ten to be long-range and capable of 17 knots with a steaming radius of 6,200 miles. These would serve as a deterrent to enemy action and be capable of attacking targets abroad. The remainder were to be of coastal defense designs with a speed of 10 knots and a range of 3,100 miles. With shallower drafts and more limited range, the board intended for these vessels to operate in North American waters and the Caribbean. Design Concerned that the program signaled the end of American isolationism and the embracing of imperialism, the US Congress declined to move forward with Tracys plan in its entirety. Despite this early setback, Tracy continued to lobby and in 1890 funding was allocated   for the building of three 8,100-ton coastal battleships, a cruiser, and torpedo boat. The initial designs for the coastal battleships called for a main battery of four 13 guns and a secondary battery of rapid-fire 5 guns. When the Bureau of Ordnance proved unable to produce the 5 guns, they were replaced with a mixture of 8 and 6 weapons. For protection, the initial plans called for the vessels to possess a 17 thick armor belt and 4 of deck armor. As the the design evolved, the main belt was thickened to 18 and consisted of Harvey armor. This was a type of steel armor in which the front surfaces of the plates were case hardened. Propulsion for the ships came from two vertical inverted triple expansion reciprocating steam engines generating around 9,000 hp and turning two propellers. Power for these engines was provided by four double-ended Scotch boilers and the vessels could achieve a top speed around 15 knots. Construction Authorized on June 30, 1890, the three ships of the Indiana-class, USS Indiana (BB-1), USS Massachusetts (BB-2), and USS Oregon (BB-3), represented the US Navys first modern battleships. The first two ships were assigned to William Cramp Sons in Philadelphia and the yard offered to build the third. This was declined as Congress required that the third be built on the West Coast. As a result, construction of Oregon, excluding guns and armor, was assigned to Union Iron Works in San Francisco. Laid down on November 19, 1891, work moved forward and two years later the hull was ready to enter the war. Launched on October 26, 1893, Oregon slid down the ways with Miss Daisy Ainsworth, daughter of Oregon steamboat magnate John C. Ainsworth, serving as sponsor. An additional three years were required to finish Oregon due to delays in producing the armor plate for the vessels defenses. Finally completed, the battleship commenced its sea trials in May 1896. During testing, Oregon achieved a top speed of 16.8 knots which exceeded its design requirements and made it slightly faster than its sisters. USS Oregon (BB-3) - Overview: Nation: United StatesType: BattleshipShipyard: Union Iron WorksLaid Down: November 19, 1891Launched: October 26, 1893Commissioned: July 15, 1896Fate: Scrapped in 1956 Specifications Displacement: 10,453 tonsLength: 351 ft., 2 in.Beam: 69 ft., 3 in.Draft: 27 ft.Propulsion: 2 x vertical inverted triple expansion reciprocating steam engines, 4 x double ended Scotch boilers, 2 x propellersSpeed: 15 knotsRange: 5,600 miles at 15 knotsComplement: 473 men Armament Guns 4 Ãâ€" 13 guns (2Ãâ€"2)8 Ãâ€" 8 guns (4Ãâ€"2)4 Ãâ€" 6 guns removed 190812 Ãâ€" 3 guns added 191020 Ãâ€" 6-pounders Early Career: Commissioned on July 15, 1896, with Captain Henry L. Howison in command, Oregon commenced fitting out for duty on the Pacific Station. The first battleship on the West Coast, it commenced routine peacetime operations. During this period, Oregon, like Indiana and Massachusetts, suffered from stability problems due to the fact that the vessels main turrets were not centrally balanced. To correct this issue, Oregon entered dry dock in late 1897 to have bilge keels installed. As workers completed this project, word arrived of the loss of USS Maine in Havana harbor. Departing dry dock on February 16, 1898, Oregon steamed for San Francisco to load ammunition. With relations between Spain and the United States quickly deteriorating, Captain Charles E. Clark received orders on March 12 instructing him to bring the battleship to the East Coast to reinforce the North Atlantic Squadron. Racing to the Atlantic: Putting to sea on March 19, Oregon began the 16,000-mile voyage by steaming south to Callao, Peru. Reaching the city on April 4, Clark paused to re-coal before pressing on to the Straits of Magellan. Encountering severe weather, Oregon moved through the narrow waters and joined the gunboat USS Marietta at Punta Arenas. The two ships then sailed for Rio de Janeiro, Brazil. Arriving on April 30, they learned that the Spanish-American War had begun. Continuing north, Oregon made a brief stop at Salvador, Brazil before taking on coal at Barbados. On May 24, the battleship anchored off Jupiter Inlet, FL having completed its journey from San Francisco in sixty-six days. Though the voyage captured the imagination of the American public, it demonstrated the need for the construction of the Panama Canal. Moving to Key West, Oregon joined Rear Admiral William T. Sampsons North Atlantic Squadron. Spanish-American War: Days after Oregon arrived, Sampson received word from Commodore Winfield S. Schley that the Admiral Pascual Cerveras Spanish fleet was in port at Santiago de Cuba. Departing Key West, the squadron reinforced Schley on June 1 and the combined force commenced a blockade of the harbor. Later that month, American troops under Major General William Shafter landed near Santiago at Daiquirà ­ and Siboney. Following the American victory at San Juan Hill on July 1, Cerveras fleet came under threat from American guns overlooking the harbor. Planning a breakout, he sortied with his ships two days later. Racing from the port, Cervera initiated the running Battle of Santiago de Cuba. Playing a key role in the fighting, Oregon ran down and destroyed the modern cruiser Cristobal Colon. With the fall of Santiago, Oregon steamed to New York for a refit. Later Service: With the completion of this work, Oregon departed for the Pacific with Captain Albert Barker in command. Re-circling South America, the battleship received orders to support American forces during the Philippine Insurrection. Arriving in Manila in March 1899, Oregon remained in the archipelago for eleven months. Leaving the Philippines, the ship operated in Japanese waters before putting into Hong Kong in May. On June 23, Oregon sailed for Taku, China to aid in suppressing the Boxer Rebellion. Five days after leaving Hong Kong, the ship struck a rock in the Changshan Islands. Sustaining heavy damage, Oregon was refloated and entered dry dock at Kure, Japan for repairs. On August 29, the ship steamed for Shanghai where it remained until May 5, 1901. With the end of operations in China, Oregon re-crossed the Pacific and entered Puget Sound Navy Yard for an overhaul. In the yard for over a year, Oregon underwent major repairs before sailing for San Francisco on September 13, 1902. Returning to China in March 1903, the battleship spent the next three years in the Far East protecting American interests. Ordered home in 1906, Oregon arrived at Puget Sound for modernization. Decommissioned on April 27, work soon commenced. Out of commission for five years, Oregon was reactivated on August 29, 1911 and assigned to the Pacific reserve fleet. Though modernized, the battleships small size and relative lack of firepower still rendered it obsolete. Placed in active service that October, Oregon spent the next three years operating on the West Coast. Passing in and out of reserve status, the battleship took part in the 1915 Panama-Pacific International Exposition in San Francisco and the 1916 Rose Festival in Portland, OR. World War II Scrapping: In April 1917, with the United States entry into World War I, Oregon was re-commissioned and commenced operations on the West Coast. In 1918, the battleship escorted transports west during the Siberian Intervention. Returning to Bremerton, WA, Oregon was decommissioned on June 12, 1919. In 1921, a movement began to preserve the ship as museum in Oregon. This came to fruition in June 1925 after Oregon was disarmed as part of the Washington Naval Treaty. Moored at Portland, the battleship served as a museum and memorial. Redesignated IX-22 on February 17, 1941, Oregons fate changed the following year. With American forces fighting World War II it was determined that the ships scrap value was vital to the war effort. As a result, Oregon was sold on December 7, 1942 and taken to Kalima, WA for scrapping. Work progressed on dismantling Oregon during 1943. As the scrapping moved forward, the US Navy requested that it be halted after it reached the main deck and the interior cleared out. Reclaiming the empty hull, the US Navy intended to use it as a storage hulk or breakwater during the 1944 reconquest of Guam. In July 1944, Oregons hull was loaded with ammunition and explosives and towed to the Marianas. It remained at Guam until November 14-15, 1948, when it broke loose during a typhoon. Located following the storm, it was returned to Guam where it stayed until being sold for scrap in March 1956.

Tuesday, November 5, 2019

Populism - Definition in American Politics

Populism - Definition in American Politics President  Donald Trump was repeatedly described as a populist during the 2016 presidential race. Trump styled himself as a populist during his flamboyantly provocative campaign, The New York Times wrote, claiming to hear, understand and channel the working-class Americans so wrongly ignored by other leaders. Asked Politico:  Is  Donald Trump the Perfect Populist, one with broader appeal to the right and the center than his predecessors in recent American political history? The Christian Science Monitor opined that Trumps unique populism promises a change in governance perhaps equal to parts of the New Deal or the early years of the Reagan revolution. But what, exactly, is populism? And what does it mean to be a populist? There are many definitions. Definition of Populism Populism is generally defined as a way of speaking and campaigning on behalf of the needs of the people or the little man as opposed to the well-to-do elite. Populist rhetoric frames issues such as the economy, for example, as the  angry, aggrieved and neglected struggling to overcome a corrupt oppressor, whoever that oppressor may be. George Packer, a veteran political journalist for The New Yorker, described populism as a stance and a rhetoric more than an ideology or a set of positions. It speaks of a battle of good against evil, demanding simple answers to difficult problems.   History of Populism Populism has its roots in the grassroots formation of the Peoples and Populist parties in the late 1800s. The Peoples Party was founded in Kansas in 1890 amid depression and a widespread belief among farmers and laborers that the government was dominated by large money interests, the political historian William Safire wrote. A national party with similar interests, the Populist Party, was founded a year later, in 1891. The national party fought for public ownership of railroads, the telephone system, and an income tax that would demand more from wealthier Americans. The latter idea is a common populist idea used in modern elections. It is similar to the Buffett Rule, which would raise taxes on the wealthiest Americans. The Populist Party died in 1908 but many of its ideals linger on today. The national partys platform read, in part: We meet in the midst of a nation brought to the verge of moral, political, and material ruin. Corruption dominates the ballot-box, the Legislatures, the Congress, and touches even the ermine of the bench. The people are demoralized; most of the States have been compelled to isolate the voters at the polling places to prevent universal intimidation and bribery. The newspapers are largely subsidized or muzzled, public opinion silenced, business prostrated, homes covered with mortgages, labor impoverished, and the land concentrating in the hands of capitalists. The urban workmen are denied the right to organize for self-protection, imported pauperized labor beats down their wages, a hireling standing army, unrecognized by our laws, is established to shoot them down, and they are rapidly degenerating into European conditions. The fruits of the toil of millions are boldly stolen to build up colossal fortunes for a few, unprecedented in the history of mankind; and the possessors of those, in turn, despise the republic and endanger liberty. From the same prolific womb of governmental injustice we breed the two great classes- tramps and millionaires. Populist Ideas Modern populism typically is sympathetic to the struggles of white, middle-class Americans and portrays Wall Street bankers, undocumented workers, and U.S. trade partners including China as evil.  Populist ideas including heavily taxing the wealthiest Americans, tightening security along the U.S. border with Mexico, raising the minimum wage, expanding Social Security and imposing stiff tariffs on trade with other countries in an attempt to keep American jobs from going overseas.   Populist Politicians The first real populist presidential candidate was the Populist Partys nominee for president in the 1892 election. The nominee, General James B. Weaver, won 22 electoral votes and more than 1 million actual votes. In modern times, Weavers campaign would have been considered a great success; independents typically garner only a small share of the vote. William Jennings Bryan is perhaps the most famous populist in American history. The Wall Street Journal once described Bryan as the Trump before Trump. His speech at the Democratic National Convention in 1896, which  was said to have roused the crowd to a frenzy, aimed to advance the interests of small Midwestern farmers who felt they were being taken advantage of by the banks. Bryan wanted to move to a bimetallic gold-silver standard.   Huey Long, who served as the governor of Louisiana and a U.S. senator, was also considered a populist. He railed against wealthy plutocrats and their bloated fortunes and proposed to impose steep taxes on the richest Americans and distribute the revenue to the poor still suffering from the effects of the Great Depression. Long, who had presidential aspirations, wanted to set a minimum annual income of $2,500. Robert M. La Follette Sr. was a congressman and governor of Wisconsin who took on corrupt politicians and big business, which he believed had a dangerously oversized influence on matters of public interest.   Thomas E. Watson of Georgia was an early populist and the partys vice presidential hopeful  in 1896. Watson had won a seat in Congress by supporting the reclamation of large tracts of land granted to corporations, abolishing national banks, eliminating paper money, and cutting taxes on low-income citizens, according to the New Georgia Encyclopedia.  He was  also  a southern demagogue and bigot, according to the Encyclopedia.  Watson wrote of the threat of immigrants to  America: The scum of creation has been dumped on us. Some of our principal cities are more foreign than American. The most dangerous and corrupting hordes of the Old World have invaded us. The vice and crime which they have planted in our midst are sickening and terrifying. What brought these Goths and Vandals to our shores? The manufacturers are mainly to blame. They wanted cheap labor: and they didn’t care a curse how much harm to our future might be the consequence of their heartless policy. Trump routinely inveighed against the establishment in his successful presidential campaign. He regularly promised to drain the swamp in Washington, D.C., an unflattering portrayal of the Capitol as a corrupt playground for plutocrats, special interests, lobbyists and fat, out-of-touch lawmakers. Decades of failure in Washington, and decades of special interest  dealing must come to an end. We have to break the cycle of corruption, and we have to give new voices a chance to go into government service, Trump stated.   The independent presidential candidate Ross Perot was similar in style and rhetoric to Trump. Perot fared well by building his campaign on voter resentment of the establishment, or the political elite, in 1992. He won a  startling 19 percent of the popular vote that year. Donald Trump and Populism So is Donald Trump a populist? He certainly used populist expressions during his campaign, portraying his supporters as American workers who have not seen their financial status improve since the end of the Great Recession and those neglected by the political and societal elite. Trump, and for that matter Vermont Sen. Bernie Sanders, spoke to a class of blue-collar, struggling middle-class voters who believe the economy was rigged. Michael Kazin, the author of  The Populist Persuasion, told Slate in 2016: Trump expresses one aspect of populism, which is anger at the establishment and various elites. He believes Americans have been betrayed by those elites. But the other side of populism is a sense of a moral people, people who’ve been betrayed for some reason and have a distinct identity, whether they are workers, farmers, or taxpayers. Whereas with Trump, I don’t really get much of a sense of who the people are. Of course journalists say he’s talking mostly to white working-class people, but he doesn’t say that. Wrote Politico: Trump’s platform combines positions that are shared by many populists but are anathema to movement conservatives- a defense of Social Security, a guarantee of universal health care, economic nationalist trade policies. President Barack Obama, who Trump succeeded in the White House, took issue with labeling Trump a populist, however. Said Obama: â€Å"Somebody else who has never shown any regard for workers, has never fought on behalf of social justice issues or making sure that poor kids are getting a decent shot at life or have health care - in fact, have worked against economic opportunity for workers and ordinary people, they don’t suddenly become a populist because they say something controversial in order to win votes. Indeed, some of Trumps critics accused him of phony populism, of using populist rhetoric during the campaign but of wanting to abandon his populist platform once in office. Analyses of Trumps tax proposals found that the biggest benefactors would be the wealthiest Americans. Trump, after winning the election, also recruited fellow billionaires and lobbyists to play roles in his White House. He also walked back some of his fiery campaign rhetoric on cracking down on Wall Street and rounding up and deporting immigrants who are living in the United States illegally.

Sunday, November 3, 2019

Managing International Operations Essay Example | Topics and Well Written Essays - 1500 words

Managing International Operations - Essay Example The Six Markets Model is beyond the basic marketing of a product/service. It, in a way, markets the entire organisation as well as the industry rather than marketing merely the product/service. The Six Markets Model aims at categorising the markets to manage the business relationships. Figure 1 briefly explains the categorisation of the markets. Managing relationship is the key ingredient of a successful business. The survival and growth of any business is mainly dependent on the relationship it maintains with its customers, employees, collaborators and competitors. The Six Markets Model, especially the customer market, internal market and recruitment market would make a huge impact on the internal candidates and the global customers as they would assist the organisation in analysing and improving its relationship with them. The customer service model adopted by the organisation determines the strength of the relation the organisation would have with its customers. A customer service model consisting of the following features would be necessary to bridge the gap between the services provided and the services expected by the customer: Getting into the shoe of the customer: The organisation w... Recruitment Markets Designing a method to appropriately select, motivate and train employees Supplier Markets Managing relationships with suppliers and distributors Influence Markets Managing influential sub-markets such as the government regulators, stockholders, venture capitalists and so on Referral Markets Organisation's ability to attract new customers on the basis of referrals given by existing customers (http://openlearn.open.ac.uk/mod/resource/view.phpid=210431) Managing relationship is the key ingredient of a successful business. The survival and growth of any business is mainly dependent on the relationship it maintains with its customers, employees, collaborators and competitors. The Six Markets Model, especially the customer market, internal market and recruitment market would make a huge impact on the internal candidates and the global customers as they would assist the organisation in analysing and improving its relationship with them. Customer Service Model The customer service model adopted by the organisation determines the strength of the relation the organisation would have with its customers. A customer service model consisting of the following features would be necessary to bridge the gap between the services provided and the services expected by the customer: Research: A thorough research into the target market is a must to understand consumer expectation. Getting into the shoe of the customer: The organisation would not be successful in understanding customer's needs just through a survey. It needs to view the service through the eyes of the customers. Develop appropriate services: The services should be developed to fit the necessity as assessed

Friday, November 1, 2019

Marketing Plan - IPhone 5 Case Study Example | Topics and Well Written Essays - 750 words

Marketing Plan - IPhone 5 - Case Study Example The iPhone is increasing its market share due to the extreme loyalty of the existing Apple customers as well as the branding of the product; so far their marketing strategy has been immaculate. After going on sale in 2007, the Iphone has not looked back. The growth reasonably slow in the start, has increased dramatically over the years as improved versions are being introduced almost annually to quench the thirst of technology hungry customers looking for a product full of style. The Iphone 5 that will be launches through Kwantlen’s Apple Store will have pre-loaded applications and software that will help students and teachers at the campus to interact better and with ease. The biggest competition of Iphone 5 is the Blackberry Torch and Motorola’s Razor, as they all boast to be tech-savvy and sleek in style. Existing users of the Apple products, however, are also part of the target market for the newer version. Brand perception and brand loyalty has been the biggest str ength of Apple over the past half decade and Apple continues to cash in on this intangible asset that is only increasing in quantity over time. However, weaknesses include the rumours of a faulty reception and battery issues as have been claimed by some users. Another issue is the exclusive nature of iTunes. Apple can capitalize on its strength of branding and continue to offer products in different categories. They have no imminent threats as long as they keep on top to technology of their competition. The launch price of the product will be higher than the retail price of the current phone owing to the originality of the product as well as the added features to this specific model. The availability of these pre-loaded phones will be for the students enrolled in Kwantlen’s campuses only, increasing originality, and decreasing wait times. The basic product placement would be done through the distribution of the phone to the professors at a discounted price so that the usage o f the product by the professor directly increases product penetration to the 9000 students studying in all the campuses. Iphone 5: The fifth generation Iphone is expected to be launched soon. Iphone 4 was the 4th generation of iphones released for the public. Considerably different in its looks and style from its predecessor, it was an instant hit. However, there are certain features that are still wanted by its die hard consumers that are now expected to be released in Iphone 5. There are a number of changes that are expected in the newer version of the product. Rumours are already flying that the latest generation phone is already in production and trails are being conducted as this report is being formatted. The faithful Apple customers are looking forward to this release like anything; Iphone 4 was considered a huge success as it is different and advanced than its predecessor. However, there were glitches related to reception and hopefully this will be fixed in the new phone. Wi th the help of the USB connection, it will be easier to transfer files. The Iphone is user friendly and will have applications that will help increase student-teacher communication and acceptability at the academic area. The touch screen is patented and is the best in its smart phones category. Therefore, the preloaded academic material and applications will also help improve student-teacher acceptability.