Funding my used book store Essay Example for Free

Financing my trade-in book shop Essay This will be an outlet that bargains in second-hand or trade-in books. Proficiency of a people is the establishment of a country. We wish to support the way of life of perusing so as to take out lack of education. We have decided to go this course because of moderateness. The shop’s name â€Å"Daily Books† will undoubtedly be a group puller. The administration will focus on the a large number of customers and those abiding window shopping or going for easygoing strolls. Considering the hard financial occasions we are experiencing as a country, this thought couldn't be more ideal. Idea Funding my trade-in book shop Business Statement SBA advances are accessible and we are going for the lowdoc that tends to needs beneath $150k. This is a piece of the 7(a) credit program. The credits not just accompany low loan fees and least issues yet in addition with business visionary instruction. This is a useful asset. Since certain banks permit one to get to assets for the business from family members, at that point your proposition is well inside every single lawful necessity. Serious edge Products and administrations: Ease of getting old style books and compositions which may not be accessible from the ordinary book shops. These should be collectors’ things. Modest: All our books will be route underneath the market costs. Association: The plan and arrangement of books will make it simple for customers to find what they need and henceforth spare important time. The lighting will be masterful and proficient. Area: - . The shop’s vital area is a certain champ. The college and schools’ readership will prove to be useful. Advertising: This is perhaps the best quality as my accomplice is profound and wide peruser, also that I am an amazing extrovert and advertiser. We have been mindful so as to enlist submitted staff whose vision is like our own. Market/Industry data While the information search keeps on growing, there is solid rivalry in the skyline. New players are joining the market also new innovation. The administration is setting up structures that will help in the development. Item/Service Information The urgent help on offer is the arrangement of an available, remarkable item, advantageous, and a modest assistance office which guarantees simple access to the eager peruser. The region committee has been of extraordinary help since we imparted our plan to them. On the dispatch, they have offered the motorcade grounds at no charge by any stretch of the imagination. They will likewise be sending word out to the nearby occupants. Objectives and techniques for the time being, we will concentrate on getting individuals to see the 10,000 foot view. What has from the beginning been thought of a rich man’s leisure activity that possessing a rich home library is their protect will currently be basic spot. Because of our key area, we are guaranteed of traffic. Our objective at that point, will be to concentrate on those strolling in and around the complex. We expect to serve in any event 50 strolling clients for every day. The tills in the stores around the town will offer markdown vouchers to every one of their clients in the main month subsequent to propelling. The following level and optional objective will involve publicizing by utilization of flyers and flags. We will likewise do adjusts in the workplaces. Our advertisers will visit each school in the territory and the college too. For these understudies, we mean to offer a limited cost particularly for the course books. We will acquaint participation with every one of our clients with a point of parting with extra blessings and limits. This will see our client base develop from 50 to 100 following a half year of business. In the long haul, we are taking a gander at electronic deals. This will involve a site that will publicize just as offer on-line deals. A conveyance van will prove to be useful for those individuals who might be somewhat away. The bookshop ought to have a meaningfulness of 500 or more reliable clients following a time of 2 years. As a reinforcement plan for the above technique, we will liaise with the neighborhood bookshops just as those in the close by towns. We will present an organization program that should see their business take off also. The thought is to realize beneficial interaction and cut uncalled for rivalry. We intend to have stock arrangements of al different outlets and when clients make enquiries, referential deals will be consistent. We will urge book proprietors to trade or store old books that they do not utilize anymore. This thought will come path in lessening our capital prerequisite for re-loading. Restitution according to the bank’s necessities, we have arranged an extremely low recompense loan fee. We have a 60 days introductory beauty period after which we will be required to pay just 1. 5% PA on a diminishing parity. This game plan will come route in helping us reimburse you inside an agreeable period. It won't stretch the business neither will you be stressed monetarily while it gives you genuine feelings of serenity that your venture is made sure about. References Advani, A. (2005). SBA credits for your startup. Business person. com. Recovered November 18, 2008 http://www. business visionary. com/cash/financing/startupfinancingcolumnistasheeshadvani/article79254. html

Unethical Behavior Sample Essay Example For Students

Exploitative Behavior Sample Essay Exploitative conduct can occur in any calling and cause damage to numerous individuals. Unscrupulous examples and conduct in the bookkeeping universe can be extremely genuine and do a clump of employments for a group of individuals. There are numerous sorts of things that are done in the work environment that would be viewed as exploitative conduct. This would be things, for example, revealed bogus long stretches of work. using work hardware for individual use. taking things from work to your place. what's more, in the bookkeeping scene defalcating cash from others for financial expansion. There is no ground for dishonest conduct aside from self inclusion and voracity. Bookkeepers may misshape reads with terrible data for an organization so they would hold a superior outcome on their archives. or then again to conceal something that is going on with the cash. This would other than incorporate twisting and changing concern paperss like grosss. or on the other hand meddling with any investigations. This all characterizes as dishonest conduct. Individual may other than contort this data as a result of corporate power per unit region by the customer. â€Å"Perhaps the most well-known signifier of deceptive conduct is the disappointment for a representative to carry on a top to bottom examination when getting ready and reexamining financial data. There are numerous people who like to take short-cuts† ( Jacobsen. Rick ) . In 2002 the Sarbanes-Oxley Act was placed into result. This demonstration places in topographic point guidelines that will keep officials responsible for their organization’s monetary articulations and for reality of those examinations. This demonstration should use unpleasant punishments alongside condemnable disciplines for any that do non follow. This demonstration requires publically exchanged organizations open up their codification of moralss. furthermore, was intended to propel honestness and great moral conduct. Fitting to Section 302 of Sarbanes-Oxley Act. organizations should inconsistently coordinate monetary investigations the incorporate liberations about the substance of their financial examinations to ensure all the data is exact. Area 802 areas that disciplines of mulcts could be forced or up to 20 mature ages detainment for evolving. destructing. misshaping. covering up. or then again ravaging and articles that adjust the investigations. Other than up to 10 mature ages of detainment could be given for a controller who wittingly and volitionally disregards the requests of financial desk work. The exercise to larn is that it is non meriting the danger of misshaping or changing financial proclamations for anybody. no undertaking the legitimate reasoning. Notices: ( Jacobsen. Rick ) . Deceptive Behavior in the Workplace.hypertext move convention:/ezinearticles. com/? Untrustworthy Behavior-In-The-Workplace A ; id=954264 hypertext move convention:/www. soxlaw. com/s802. htm

V. S. Naipaul Has Died At Age 85

V. S. Naipaul Has Died At Age 85 Author V. S. Naipaul has died this Saturday in London, at the age of 85. Naipaul is known by works such as The Mystic Masseur (which was turned into a movie in 2001), A Bend In The River, A House For Mr Biswas, and In A Free State, for which he won the 1971 Man Booker Prize. During his long life, throughout a career that lasted over 50 years and combined both fiction and non-fiction, Naipaul wrote over 30 books. But he also became known for his racist views of the African Continentâ€"which is prominent in the essay The Middle Passageâ€"and by his misogynist comments, and behaviours. He won the Nobel Prize in Literature in 2001. You can learn more about his life and career  in The New York Times obituary. Sign up to Today In Books to receive  daily news and miscellany from the world of books.

Influences That Affect Child and Young Peoples Development...

INFLUENCES THAT AFFECT CHILDREN AND YOUNG PEOPLES DEVELOPMENT Children will come from a diverse range of backgrounds including family environments cultures and circumstances. A child is at school from a very young age to late teens and during this time many families will go through significant changes. Sometimes however schools may not always be aware of these changes. Any one of these happenings may affect their emotional and or intellectual development, this in turn can affect their behaviour in school and therefore their ability to learn. Sometimes it can also affect their physical development, for example some children may development a speech impediment such as a stutter. BACKGROUND/FAMILY ENVIRONMENT Cultural differences†¦show more content†¦Growth is extremely important to the development process. Growth is responsible for height, weight gain, development of muscles and structures within the brain. Thus having a direct impact on physical and intellectual development. Abuse Abuse in the home whether it be mental, physical or sometimes sexual can affect every aspect of a childs life and development. Sibling jealousy/rivalry There are many influences on childrens development by their family such as birth of siblings and the childs interactions with the sibling such as learning how to win, lose, love and even fight and the influences that their sibling has over them. Sometimes there may be a lot of jealousy and rivalry between them. Neglect For various reasons some children are neglected and not looked after properly. Some parents put the well being of their children low on their list of priorities. This would have a detrimental affect on all aspects of the childs life and development Mental health issues Children can find it hard coping if a family member has mental health issues. It can affect their lives and their emotional/social and intellectual development. Parents expectations Some parents have huge expectations of their children and can put a lot of strain and worry on their childrens shoulders thus causing emotional stress Sleep Sleep also plays a major function in supporting development. Sleep is vital forShow MoreRelatedEssay on Factors that Influence Development in Children1081 Words   |  5 PagesUNDERSTAND THE FACTORS THAT INFLUENCE CHILDREN AND YOUNG PEOPLE’S DEVELOPMENT AND HOW THESE AFFECT PRACTICE There are various personal factors which can affect the development of children and young people. When a child is conceived, their genetics are formed. It is becoming increasingly apparent that as well as deciding, hair colour our genetics can influence addiction, depression and self-esteem issues. A baby’s development can also be affected during pregnancy. A mother’s lifestyle can alsoRead MoreExplain how children and young people’s development is influenced by a range of personal factors967 Words   |  4 Pagesï » ¿Core 3.1 2.1. Explain how children and young people’s development is influenced by a range of personal factors 2.2. Explain how children and young people’s development is influenced by a range of external factors 3.2. Explain the reasons why children’s development might not follow the expected pattern Factors that influence development. Core 3.1 2.1 Children’s development is influenced by a variety of different personal factors. Such factors can include Cerebral palsy, downs syndrome, dyslexiaRead MoreExplain the Reasons Why Children and Young Peoples Development May Not Follow the Expected Pattern1058 Words   |  5 PagesExplain the reasons why children and young peoples development may not follow the expected pattern Q: Explain the reasons why children and young people’s development may not follow the expected pattern. The child: There are many factors that influence a child/young persons development such as health issues, personal characteristics, motivation to learn, behaviour, sensory impairment, disability and learning difficulties. Even before birth a child needs to reach many milestones and howeverRead MoreChild and young person development1148 Words   |  5 PagesUnit 201 Child and Young Person Development Title Describe the main stages of a child and young person development from birth to 19 years old and the kind of influences that affect this process. Evidence Covered 1.1 Describe the expected pattern of children and young peoples development from birth to 19 years, to include: a) physical development b) communication and intellectual development c) social, emotional and behavioural development 1.2 Describe with examplesRead MoreDescribe with Examples the Kinds of Influences That Affect Children and Young Peoples Development Including, Background, Health, Environment1439 Words   |  6 PagesAssessment Task TDA – 2.1 Child and young person development. Task 2 links to learning outcome 2, assessment criteria 2.1 and 2.2. Describe with examples the kinds of influences that affect children and young people’s development, including: - background - heath - environment While children are influenced by many things, there are no stronger influences than that of their parents. Parents are usually their children’s first playmates, and while there world expands with each passing yearRead More2.1 Describe with Examples the Kinds of Influences That Affect Children and Young Peoples Development Including : Background, Health, Environment1165 Words   |  5 Pageskinds of influences that affect children and young people’s development. Background; There are many factors that can influence a child and young person’s development, particularly in relation to their background. The formative years can be termed as crucial in regards to development and any major setback can create many problems for the future. Parents that are going through a marriage breakdown, divorce and separation can be stressful for all involved particularly the children/young personRead MoreResearch Task: Give examples, of the kinds of influences that affect children and young persons’ development including: (a) Personal factors (health), (b) External factors (environment)1121 Words   |  5 Pagesexamples, of the kinds of influences that affect children and young persons’ development including: (a) Personal factors (health), (2.1) (b) External factors (environment), (2.2) Answer: (a) Personal factors that influence/affect children and young person’s development (health) †¢ Disabilities such as blindness, deafness, and other physical handicaps can cause learning loss as the child therefore is physically hindered and as we know all areas of development are interlinked, so the othersRead MoreDoes the Environment of a Child Impact Their Development?1050 Words   |  5 Pages Does the Environment of a Child Impact Their Development? There are many different aspects of environment that can affect the development of children. One major environmental impact that influences the development of a child is the neighborhood they are raised in. Within the neighborhood there are several other aspect of influence. Where a child is raised can affect their behavior, attitudes, emotions, personality, values, health, and so much more. This can be seen in their personal lives atRead MoreTda 2.1 Child and Young People Development1468 Words   |  6 PagesDescribe the expected pattern of children and young people’s development from birth to 19 years to include : a. physical development b. communication and intellectual development c. social, emotional and behavioural development | | |Communication and intellectual development |Social, emotional and behavioural development| |Age |Physical development | Read MoreEssay about SCMP1 Assessment and planning with young people1539 Words   |  7 Pagesall times ensuring all young people receive equal access, consider their culture background, learning needs and any disability. Be positive focusing on their strengths and not their weakness, and always use an holistic approach you need to look at the child as a whole. Young people and children are affected by wide variety of personal and external factors in their development and are conditioned by variants such as family environment and education establishments. As a child is developing in the

Mini Review Spatial Cognition - 3454 Words

Mini-Review: Spatial Cognition Spatial Cognition is concerned with the achievement, organization, application, and modification of knowledge about spatial surroundings (Bandura., 1963). These capabilities enable animals and humans to manage basic and high-level cognitive tasks in everyday life (Bandura.,1971). Spatial cognition studies have assisted to tie cognitive psychology and neuroscience together. Most researchers are concerned about how animals acquire and find information. Since acquiring and acting on spatial information appears to have computational requirements from learning to predict temporal sequences of events, we might expect to find adaptively specialized, domain-specific mechanisms of spatial learning and/or†¦show more content†¦The global picture developing from this support is that spatial cognition can be split into two genres which are to some magnitude divided in mammalian brain (Hartley Burgess., 2001). There are various mechanisms for spatial cognit ion, which pose the ultimate question: â€Å"Do animals have cognitive maps?† (Shettleworth., 2010) These include dead reckoning, beacons, landmarks, routes, and geometry (Shettleworth., 2010). Dead reckoning is an internal sense of the direction and distance of the target from the current position. It is one of the most basic and ubiquitous ways in which animals keep track of their location with respect to a known position. It has been mostly studied in bees, spiders, and ants. Dead reckoning is a mechanism for egocentric spatial localization, that is, the animal is localizing things in the environment with respect to itself. Beacons are local or proximal cues, whereas landmarks are global or distal cues (Shettleworth., 2010). A guide animals can use when features of a goal are not immediately perceptible from a distance in fixed locations are called landmarks (Shettleworth., 2010). They are used based on three factors: template matching and local views, vector sum model, an d multiple bearing models. Route learning is often referred to as reaching a goal using a series of landmarks, which is a series of stimulus-response (S-R) associations (Shettleworth., 2010). This concept can be

Second Foundation 12. Lord Free Essays

Of all the worlds of the Galaxy, Kalgan undoubtedly had the most unique history. That of the planet Terminus, for instance, was that of an almost uninterrupted rise. That of Trantor, once capital of the Galaxy, was that of an almost uninterrupted fall. We will write a custom essay sample on Second Foundation 12. Lord or any similar topic only for you Order Now But Kalgan- Kalgan first gained fame as the pleasure world of the Galaxy two centuries before the birth of Hari Seldon. It was a pleasure world in the sense that it made an industry – and an immensely profitable one, at that – out of amusement. And it was a stable industry. It was the most stable industry in the Galaxy. When all the Galaxy perished as a civilization, little by little, scarcely a feather’s weight of catastrophe fell upon Kalgan. No matter how the economy and sociology of the neighboring sectors of the Galaxy changed, there was always an elite; and it is always the characteristic of an elite that it possesses leisure as the great reward of its elite-hood. Kalgan was at the service, therefore, successively – and successfully – of the effete and perfumed dandies of the Imperial Court with their sparkling and libidinous ladies; of the rough and raucous warlords who ruled in iron the worlds they had gained in blood, with their unbridled and lascivious wenches; of the plump and luxurious businessmen of the Foundation, with their lush and flagitious mistresses. It was quite undiscriminating, since they all had money. And since Kalgan serviced all and barred none; since its commodity was in unfailing demand; since it had the wisdom to interfere in no world’s politics, to stand on no one’s legitimacy, it prospered when nothing else did, and remained fat when all grew thin. That is, until the Mule. Then, somehow, it fell, too, before a conqueror who was impervious to amusement, or to anything but conquest. To him all planets were alike, even Kalgan. So for a decade, Kalgan found itself in the strange role of Galactic metropolis; mistress of the greatest Empire since the end of the Galactic Empire itself. And then, with the death of the Mule, as sudden as the zoom, came the drop. The Foundation broke away. With it and after it, much of the rest of the Mule’s dominions. Fifty years later there was left only the bewildering memory of that short space of power, like an opium dream. Kalgan never quite recovered. It could never return to the unconcerned pleasure world it had been, for the spell of power never quite releases its bold. It lived instead under a succession of men whom the Foundation called the Lords of Kalgan, but who styled themselves First Citizen of the Galaxy, in imitation of the Mule’s only title, and who maintained the fiction that they were conquerors too. The current Lord of Kalgan had held that position for five months. He had gained it originally by virtue of his position at the head of the Kalganian navy, and through a lamentable lack of caution on the part of the previous lord. Yet no one on Kalgan was quite stupid enough to go into the question of legitimacy too long or too closely. These things happened, and are best accepted. Yet that sort of survival of the fittest in addition to putting a premium on bloodiness and evil, occasionally allowed capability to come to the fore as well. Lord Stettin was competent enough and not easy to manage. Not easy for his eminence, the First Minister, who, with fine impartiality, had served the last lord as well as the present; and who would, if he lived long enough, serve the next as honestly. Nor easy for the Lady Callia, who was Stettin’s more than friend, yet less than wife. In Lord Stettin’s private apartments the three were alone that evening. The First Citizen, bulky and glistening in the admiral’s uniform that he affected, scowled from out the unupholstered chair in which he sat as stiffly as the plastic of which it was composed. His First Minister Lev Meirus, faced him with a far-off unconcern, his long, nervous fingers stroking absently and rhythmically the deep line that curved from hooked nose along gaunt and sunken cheek to the point, nearly, of the gray-bearded chin. The Lady Callia disposed of herself gracefully on the deeply furred covering of a foamite couch, her full lips trembling a bit in an unheeded pout. â€Å"Sir,† said Meirus – it was the only title adhering to a lord who was styled only First Citizen, â€Å"you lack a certain view of the continuity of history. Your own life, with its tremendous revolutions, leads you to think of the course of civilization as something equally amenable to sudden change. But it is not.† â€Å"The Mule showed otherwise.† â€Å"But who can follow in his footsteps. He was more than man, remember. And be, too, was not entirely successful.† â€Å"Poochie,† whimpered the Lady Callia, suddenly, and then shrank into herself at the furious gesture from the First Citizen. Lord Stettin said, harshly, â€Å"Do not interrupt, Callia. Meirus, I am tired of inaction. My predecessor spent his life polishing the navy into a finely-turned instrument that has not its equal in the Galaxy. And he died with the magnificent machine lying idle. Am I to continue that? I, an Admiral of the Navy? â€Å"How long before the machine rusts? At present, it is a drain on the Treasury and returns nothing. Its officers long for dominion, its men for loot. All Kalgan desires the return of Empire and glory. Are you capable of understanding that?† â€Å"These are but words that you use, but I grasp your meaning. Dominion, loot, glory – pleasant when they are obtained, but the process of obtaining them is often risky and always unpleasant. The first fine flush may not last. And in all history, it has never been wise to attack the Foundation. Even the Mule would have been wiser to refrain-â€Å" There were tears in the Lady Callia’s blue, empty eyes. Of late, Poochie scarcely saw her, and now, when he had promised the evening to her, this horrible, thin, gray man, who always looked through her rather than at her, had forced his way in. And Poochie let him. She dared not say anything; was frightened even of the sob that forced its way out. But Stettin was speaking now in the voice she hated, hard and Impatient. He was saying: â€Å"You’re a slave to the far past. The Foundation is greater in volume and population, but they are loosely knit and will fall apart at a blow. What holds them together these days is merely inertia; an inertia I am strong enough to smash. You are hypnotized by the old days when only the Foundation had atomic power. They were able to dodge the last hammer blows of the dying Empire and then faced only the unbrained anarchy of the warlords who would counter the Foundation’s atomic vessels only with hulks and relics. â€Å"But the Mule, my dear Meirus, has changed that. He spread the knowledge, that the Foundation had hoarded to itself, through half the Galaxy and the monopoly in science is gone forever. We can match them.† â€Å"And the Second Foundation?† questioned Meirus, coolly. â€Å"And the Second Foundation?† repeated Stettin as coolly. â€Å"Do you know its intentions? It took ten years to stop the Mule, if, indeed, it was the factor, which some doubt. Are you unaware that a good many of the Foundation’s psychologists and sociologists are of the opinion that the Seldon Plan has been completely disrupted since the days of the Mule? If the Plan has gone, then a vacuum exists which I may fill as well as the next man.† â€Å"Our knowledge of these matters is not great enough to warrant the gamble.† â€Å"Our knowledge, perhaps, but we have a Foundation visitor on the planet. Did you know that? A Homir Munn – who, I understand, has written articles on the Mule, and has expressed exactly that opinion, that the Seldon Plan no longer exists.† The First Minister nodded, â€Å"I have heard of him, or at least of his writings. What does he desire?† â€Å"He asks permission to enter the Mule’s palace.† â€Å"Indeed? It would be wise to refuse. It is never advisable to disturb the superstitions with which a planet is held.† â€Å"I will consider that – and we will speak again.† Meirus bowed himself out. Lady Callia said tearfully, â€Å"Are you angry with me, Poochie?†*** Stettin turned on her savagely. â€Å"Have I not told you before never to call me by that ridiculous name in the presence of others?† â€Å"You used to like it.† â€Å"Well, I don’t any more, and it is not to happen again.† He stared at her darkly. It was a mystery to him that he tolerated her these days. She was a soft, empty-headed thing, comfortable to the touch, with a pliable affection that was a convenient facet to a hard life. Yet, even that affection was becoming wearisome. She dreamed of marriage, of being First Lady. Ridiculous! She was all very well when he had been an admiral only – but now as First Citizen and future conqueror, he needed more. He needed heirs who could unite his future dominions, something the Mule had never had, which was why his Empire did not survive his strange nonhuman life. He, Stettin, needed someone of the great historic families of the Foundation with whom he could fuse dynasties. He wondered testily why he did not rid himself of Callia now. It would be no trouble. She would whine a bit- He dismissed the thought. She had her points, occasionally. Callia was cheering up now. The influence of Graybeard was gone and her Poochie’s granite face was softening now. She lifted herself in a single, fluid motion and melted toward him. â€Å"You’re not going to scold me, are you?† â€Å"No.† He patted her absently. â€Å"Now just sit quietly for a while, will you? I want to think.† â€Å"About the man from the Foundation?† â€Å"Yes.† â€Å"Poochie?† This was a pause. â€Å"What?† â€Å"Poochie, the man has a little girl with him, you said. Remember? Could I see her when she comes? I never-â€Å" â€Å"Now what do you think I want him to bring his brat with him for? Is my audience room to be a grammar school? Enough of your nonsense, Callia.† â€Å"But I’ll take care of her, Poochie. You won’t even have to bother with her. It’s just that I hardly ever see children, and you know how I love them.† He looked at her sardonically. She never tired of this approach. She loved children; i.e. his children; i.e. his legitimate children; i.e. marriage. He laughed. â€Å"This particular little piece,† he said, â€Å"is a great girl of fourteen or fifteen. She’s probably as tall as you are.† Callia looked crushed. â€Å"Well, could I, anyway? She could tell me about the Foundation? I’ve always wanted to go there, you know. My grandfather was a Foundation man. Won’t you take me there, sometime, Poochie?† Stettin smiled at the thought. Perhaps he would, as conqueror. The good nature that the thought supplied him with made itself felt in his words, â€Å"I will, I will. And you can see the girl and talk Foundation to her all you want. But not near me, understand.† â€Å"I won’t bother you, honestly. I’ll have her in my own rooms.† She was happy again. It was not very often these days that she was allowed to have her way. She put her arms about his neck and after the slightest hesitation, she felt its tendons relax and the large head come softly down upon her shoulder. How to cite Second Foundation 12. Lord, Essay examples

Annotated Bibliography Employee Engagement free essay sample

Employee engagement (EE) is an essential part of organizational life and of paramount interest to human resource management (HRM) professionals in the banking industry due to its influence on the organizational outcomes. This paper therefore examines the topic with the aim of defining EE and identifying the use of, value and benefits of EE to be obtained from industry surveys. This paper begins with the annotated bibliographies of 12 journal articles, followed by an analysis of the relationship between these key findings. The researcher concludes with practical recommendations in order to address the decision-making of whether a Major Bank should be concerned about EE and evaluate the use of and benefits to be obtained from participating in a survey of EE. The scope of this paper is to provide analysis of EE in relation to the literature. The analysis is undertaken by reviewing academic journals, however the amount of information was dependent on a word limit and consequently restricted the explanation and analysis contained within this paper. 2. Annotated Bibliography Arrowsmith, J. Parker, J. (2013). The meaning of ‘employee engagement’ for the values and roles of the HRM function. The International Journal of Human Resource Management, 1-20. In this A-rated paper Arrowsmith and Parker first review the literature on EE, HRM and EE as well as HRM values and roles and further use a case study approach of an initiative at New Zealand Post designed to improve the engagement and performance of supervisory staff to understand the meaning of EE for the values and roles of the HRM function. The authors investigate these issues through a case study method based on primary and secondary data and 12 in-depth interviews with HR and line managers as well as team leaders in order to identify ways EE is perceived and addressed by the HR function. This case study focuses on the dynamics of developing, implementing and evaluating a particular HR initiative focusing on EE and performance as well as employee voice to generate an integrated set of change proposals around areas such as work design, skills development and leadership support. The article is useful for my research topic as Arrowsmith and Parker provide besides definitions of EE, on what conditions HR should be concerned about EE and further present an example of an HR initiative to enhance EE. The main limitation of the article is that the case study was based on a single initiative in one organization and restricted to supervisory employees whose view may not reflect the actual experiences of employees across the whole organization. Nonetheless, this case study raises the importance of high-level competencies for HR to enhance EE which is closely linked to business outcome. This article will form the basis of my research as it provides useful information on EE, its conditions for HR and their benefits for the company. Sarangi, S. Srivastava, R. K. (2012). Impact of Organizational Culture and Communication on Employee Engagement: An Investigation of Indian Private Banks. South Asian Journal of Management, 19(3), 18-33. In this C-rated article Sarangi and Srivastava examine that organizational culture and communication have significant impact in predicting EE comprising of vigor, dedication and absorption. The authors used data gained through a study involving 247 executives conducted in private banks of Indian origin with different educational background and from various managerial levels aiming to identify the role and impact of organizational culture and communication on facilitating the EE. Their research focuses on organizational and cultural drivers and variables which lead to EE. The article is useful to my research topic as Sarangi and Srivastava provide insights and methodology for measuring organizational culture, organizational communication and EE ithin the banking industry as well as managerial implications and recommendations. The main limitation of this article is that the study does not include foreign banks, thus the authors indicate that further research needs to incorporate banks of foreign origin including more variables under the theoretical framework as well as multiple measurement methods enhancing the justifiability of the theoretical model like focus group inte rviews, nominal group technique, etc. This article will not form the basis of my research; however it will be useful supplementary information for my research on EE within the banking industry. Wefald, A. J. Downey, R. G. (2009). Job engagement in organizations: fad, fashion, or folderol? Journal of Organizational Behavior, 30, 141-145. In this A*-rated article Wefald and Downey review recent literature on EE answering the question if job engagement in organizations is a fad, fashion, or folderol. Their research focuses on the differences between the academic and organizational view of engagement, identifying that the organizational view focuses on macro issues versus researchers focus on the micro view which might influence measurement and other methods. The article is useful for my research topic as Wefald and Downey explore how organizations are using engagement. The main limitation of this article is that the literature review could have been further analysed in order to explain how EE could be influenced by HR practices. The authors highlight the need for resolving the gap between the academic and practical view on engagement. This article will not form the basis of my research; however it will be useful supplementary information for my research on the question on what conditions companies should concern about EE. Shuck, B. , Reio, T. G. Jr. S. Rocco, T. S. (2011). Employee engagement: an examination of antecedent and outcome variables. Human Resource Development International, 14(4), 427-445. In this B-rated journal article Shuck, Reio and Rocco examine the relation between antecedents of EE and organizational outcomes. The authors use data gained through an Internet-based survey involving a heterogeneous sampling of 283 workers of organizations from service, technology, healthcare, retail, banking, non-profit, and hospitality fields in order to identify the essential onditions suggested to be antecedents of EE as well as performance-related outcomes aiming to provide Human Resource Development (HRD) scholars and practitioners with strategic leverage points to enhance EE. Their research focuses on the relation between the antecedent variables of job fit, affective commitment, and psychological climate with EE and the outcome variables discretionary effort and intention to turnover. The artic le is useful for my research topic as Shuck, Reio and Rocco demonstrate why companies should be concerned about and what they can gain through EE. The main limitation of this article is that the data was generalized and could have been further analysed in order to explain the varying antecedents of EE and outcomes for a specific industry (i. e. banking). The authors indicate that further research is needed to explore the influence and effect of cultural variables on antecedent and EE in different countries. This article provides useful supplementary information on the benefits of EE for a company. Rich, B. , Lepine, J. A. , Crawford, E. R. (2010). Job engagement: Antecedents and effects on job performance. Academy Of Management Journal, 53(3), 617-635. In this A*-rated article Rich, Lepine and Crawford theorize job engagement, its atecedents and effects on job performance. The authors demonstrate this issue through a review of the literature on EE, focusing on Kahn’s (as cited in Rich, Lepine, Crawford, 2010, p. 617) work to develop theory that positions engagement as a key mechanism explaining relationships among a variety of individual characteristics and organizational factors and job performance followed by a study of firefighters designed to test their theoretical model. The article is useful for my research topic as it provides practical implications for HR practitioners in order to enhance EE and job performance. The main limitation of this article is the insufficient generalizability of the results to other employees or jobs, thus the authors indicate that further, more extensive, research needs to be undertaken to develop a more in-depth understanding of practices that engender engagement among employees. This article provides useful supplementary information on essential theory of EE. Gruman, J. A. Saks, A. M. (2011). Performance management and employee engagement. Human Resource Management Review, 21, 123-136. In this B-rated article Gruman and Saks present a model of the effective application of performance management processes that may enhance EE and performance and provide a new approach to the performance management process that includes EE andthe key drivers of EE at each stage by reviewing recent literature. Their research focus on a coherent model and process for promoting the engagement of employees that goes beyond the use of engagement surveys that focus on aggregate levels of psychological engagement as self-reported by employees. The article is useful for my research topic as Gruman and Saks emphasize the limitations of the use of and participating in EE surveys for organizations. The main limitation of this article is the lack of a case study which supports the applicability of the new model. Nontheless this article highlights the need to provide employees with support and resources to fully engage themselves in their job and the organization. This article provides useful supplementary information on EE surveys for organizations. Harter, J. K. , Schmidt, F. L. Hayes, T. L. (2002). Business-Unit-Level Relationship between Employee Satisfaction, Employee Engagement, and Business Outcomes: A Meta-Analysis. Journal of Applied Psychology, 87(2), 268-279. In this A* journal article Harter, Schmidt and Hayes examine the relationship at the business-unit level between EE and the business-unit outcomes of customer satisfaction, productivity, profit, employee retention and safety. The authors use data gained through a meta-analysis of 42 studies based on 7,939 business units in 36 companies (3 companies of bank branch) conducted by the Gallup Organization in order to demonstrate that business-unit-level EE promotes the business-unit outcomes. Their research focuses on the Gallup Workplace Audit (GWA) considering two broad categories of employee survey items which measure attitudinal outcomes and identifying issues within a manager’s control that influence attitudinal outcomes. The article is useful to my research topic, as the authors provide evidence that there is a linkage between EE and business outcomes which can be generalized across companies. The main limitation of this article is that it did not offer any recommendation for employers on how to enhance EE. The authors indicate that further, more extensive, research needs to be undertaken to develop a more in-depth understanding of the reliability of business-unit outcomes and the test–retest reliability of business-unit-level measures of employee satisfaction–engagement. This article will not form the basis of my research; however it will be useful supplementary information for my research on the effects of EE. Soane, E. , Truss, C. , Alfes, K. , Shantz, A. , Reese, C. Gatenby, M. (2013). Development and application of a new measure of employee engagement: the ISA Engagement Scale. Human Resource Development International, 15(5), 529-547 In this B-rated article Soane, Truss, Alfes, Shantz, Reese and Gatenby investigate the Intellectual, Social, Affective Engagement Scale (ISA Engagement Scale) which is relevant to the field of Human Resource Development (HRD), as a comprehensive method of measuring employee reactions to their work environment, and as a tool for HR practitioners and employees to monitor engagement levels in relation to HRD interventions. The authors use data gained through 2 studies in order to confirm internal reliability and demonstrate construct validity: the first study involved 278 questionnaires conducted by employees from a manufacturing organization who represented a range of occupational backgrounds including managers, administrators, skilled trades and machine operators. The second study examined data from 683 employees in a retail organization. Their research focuses on facets of engagement as well as three organizational outcomes: task performance, organizational citizenship behaviour (OCB) and turnover intentions. This article is useful to my research topic as Soane, Truss, Alfes, Shantz, Reese and Gatenby provide a tool for organizations, HRD scholars and practitioners to effectively assess the EE. The main limitation of the article is that the data gathering focused solely on organizations within the UK, thus the authors indicate that further research needs to test the ISA Engagement Scale in other organizational contexts and job roles. This article provides more in-depth information on specific survey methods in order to assess EE within an organization and shape theory and practice around individual and organizational outcomes. Pati, S. (2012). Development of a Measure of Employee Engagement. Indian Journal Of Industrial Relations, 48(1), 94-104 In this C-rated article Pati develops a multidimensional instrument to measure EE. The author used data gained trough 278 employee surveys from three different organizations across industries supported by expert reviews (one faculty member and three doctoral students) in order to confirm internal reliability and demonstrate construct validity of the measurement tool. The research focus on a behavioral perspective of engagement as well as a qualitative methodology, further Pati argued that only psychologically enabled employees can be engaged which in turn manifests as Passionate Task Pefrormance (PTP) and Organizational Citizenship Behavior (OCB). This article is useful for my research topic as Pati provides an instrument to measure EE which can be used as a survey for the head of HR. The main limitation of the article is that the organizations and type of industries in which the surveys were conducted have been disguised and therefore limits its comparability with other research. However, the author indicates that further identification and empirical examination of different antecedents and consequences for each of the subscales must be done to generate decisive evidence for discriminant validity. This article provides useful supplementary information on EE surveys and methods to measure EE. Xu, J. Thomas, H. C. (2011). How can leaders achieve high employee engagement? Leadership Organization Development Journal, 32(4), 399-416. In this B-rated article Xu and Thomas investigate the evidence for leadership as a key antecedent of engagement and the link between leader behaviors and EE. Research was conducted with a large New Zealand insurance organization, the authors use data gained through a pilot study involving 236 employee ratings for their immediate managers (42 managers in total were rated) using the JRA 360-degree feedback measure as a factor analysis, subsequently, a linkage analysis (178 employees) was conducted to establish the relationship of the resultant leadership factors with JRA’s employee engagement measure. Their research focuses on three factors emerged from the JRA 360: supports team, performs effectively and displays integrity. The article is useful to my research topic as Xu and Thomas demonstrate that leadership behaviors and skills are associated with EE which therefore could be another reason why the bank should be concerned about EE. The main limitation of the article is that that the overall methodology could have been supplemented with interviews. The authors indicate that further research is needed to assess the generalizability of the findings, and to establish causality. This article provides more in-depth information on specific antecedents of EE. Bakker, A. B. , Albrecht, S. L. Leiter, M. P. (2011). Key questions regarding work engagement. European Journal of Work and Organizational Psychology, 20(1), 4-28 In this B-rated article Bakker, Albrecht and Leiter discuss the concept of EE and review research on its most important antecedents in order to formulate 10 key questions and shape a research agenda for engagement. The authors focus on the categories of ‘‘what we know’’ and ‘‘what we don’t know’’ about EE by answering the following questions: ‘How should we conceptualize engagement? , ‘How should we best measure engagement? ’, ‘Are there fluctuations in engagement across the working week? ’, ‘What is a ‘‘climate for engagement’’? ’, ‘Can leaders influence follower engagement? ’, ‘Is engagement contagious? ’, ‘Do engaged employees conserve their own work engagement ? ’, ‘Is there a dark side of engagement? ’, ‘Is engagement related to health? ’, ‘What are effective interventions for engagement? ’. The article is useful for my research topic as it provides a structured overview over the recent literature on EE. The main limitations of this article is that it only provides a literature review without considering practical examples on EE in a business environment. The authors highlight that engagement researchers and practitioners need to be seen to be making a positive difference in organizational contexts. This article provides useful supplementary information on EE and could be used as a guide for further research as it adresses main topics of EE. Robertson, I. T. Cooper, C. L. (2009). Full engagement: the integration of employee engagement and psychological well-being. Leadership Organization Development Journal, 31(4), 324-336. In this C-rated article Robertson and Cooper introduce the concept of â€Å"full engagement† proposing that EE is more likely to be sustainable when employee well-being is also high. Research evidence covering the separate concepts is reviewed and evidence of the benefits that EE and well-being have on organizations is presented. Their research focuses on a broader conception of engagement which includes employee well-being, as a basis for building sustainable benefits for individuals and organizations. This article is useful for my research topic as the authours demonstrate why companies should be concerned about and what they can gain through EE. The main limitation of this article is that the overall methodology could have been supplemented with more practical examples. The authors indicate that further empirical research is needed to develop a more in depth understanding of EE and well-being is needed to validate and develop the propositions put forward in this article. This article provides useful supplementary information on the sustainability of EE within an organization. 3. Analysis The above articles illustrate the diversity of context and content of EE. The key findings of these articles, which include evidence-based practical recommendations for HRD and HR practitioners, are critically evaluated and thematically presented below. This is followed by the identification of recommendations. Employee Engagement Bakker, Albrecht and Leiter (2011, p. ) define EE as a positive, fulfilling, work-related state of mind that is characterized by vigor, dedication, and absorption and further suggest EE captures how workers experience their work: as stimulating and energetic and something to which they really want to devote time and effort (the vigour component); as a significant and meaningful pursuit (dedication); and as engrossing and something on which they are fully concentrated (absorption; Bakker, Albrecht and Leiter 2011, p. 5). This aligns with the definition of Arrowsmith and Parker (2013) for EE who further note that EE is vital and everyday part of the vocabulary of human resource management (HRM). The concept of EE was developed by Kahn(1990), who points out that EE concerns the degree to which individuals make full use of their cognitive, emotional, and physical resources to perform role-related work (Kahn as cited in Xu Thomas, 2011). There appears to be some congruence in terms of the definition of EE among the 12 articles, as all articles base their definition of EE first on Kahn’s ethnographic study and then derive their own definitions for EE. Value and Benefits of employee engagement There are two main themes which surface from the literature on EE. The first theme is the abundance of available information relating to humanistic reasons for pursuing engagement. While Xu and Thomas (2011, p. 400) emphasize that engaged employees have an energetic, enjoyable, and effective connection with their work, Bakker, Albrecht and Leiter (2011, p. 5) further admit because of their positive attitude and activity level, engaged employees create their own positive feedback, in terms of appreciation, recognition, and success. They further support this view by claiming that engaged employees perceive their work as fun and are highly energetic, self-efficacious individuals who exercise influence over events that affect their lives. Rich, Lepine and Crawford (2010, p. 620) further support investments of emotional energies also help individuals meet the emotional demands of their roles in a way that results in more complete and authentic performance. The second theme refers to the commercial incentives of EE. These incentives are found to be directly comparable as they are either expressed in similar terms or draw the same conclusion.

To Kill A Mockingbird Scouts Maturity Essay Example For Students

To Kill A Mockingbird Scouts Maturity Essay As people grow in life, they mature and change. In the novel , To Kill a Mockingbird ,by Harper Lee, Scout, the main character, matures as the book continues. Slowly but surely, Scout learns to control her explosive temper, to refrain from fistfights, and to respect Calpurnia, their maid, and to really learn her value to the family. Scout simply changes because she matures, and she also changes because Atticus, her father, asks her to. In the early chapters of the book, Scout picks fights at the slightest provocation. One example of this is when Scout beats up Walter Cunningham, one of her classmates, for not having his lunch, which isnt a very good reason at all. Catching Walter Cunningham in the schoolyard gave me some pleasure, but when I was rubbing his nose in the dirt Jem came by and told me to stop. Youre biggern he is, he said He made me start off on the wrong foot. Let him go Scout. Why? He didnt have any lunch, I said, and explained my involvement in Walters dietary affairs (27). Scout is also very mischievous and has a devious mentality towards Calpurnia. We will write a custom essay on To Kill A Mockingbird Scouts Maturity specifically for you for only $16.38 $13.9/page Order now She describes Calpurnia as a tyrannical presence, and she does everything she can to get her out of the house. One time Scout does this is when Walter comes over to her house to eat dinner. Scout criticizes Walter for drowning his food in molasses, and Calpurnia scolds Scout. After Walter leaves, Scout asks Atticus to fire Calpurnia, which of course he doesnt do. Jem said suddenly grinned at him. Come on home to dinner with us, Walter, he said. Walter stood where he was, biting his lip. Jem and I gave up, and we were nearly to the Radley Place when Walter called, Hey, Im comin! While Walter piled food on his plate, he and Atticus talked together like to men, to the wonderment of Jem and me. Atticus was expounding on farm problems when Walter interrupted to ask if there was any molasses in the house Walter poured syrup on his vegetables and meat with a generous hand. He would probably have poured it into his milk glass had I not asked what the sam hill he was doing It was then that Calpurnia quested my presence in the kitchen She was furious, and when she was furious Calpurnias grammar became erratic Theres some folks who dont eat like us, she whispered fiercely Jem and Walter returned to school ahead of me: staying behind to advise Atticus of Calpurnias iniquities was worth a solitary sprint past the Radley Place. She likes Jem bettern she likes me, anyway, I concluded, and suggested that Atticus lose no time in packing her off. . . Have you ever considered that Jem doesnt worry her half as much? Atticuss voice was flinty. Ive no intention of getting rid of her, now or ever' (27-30). Later in the book, however, Scout changes. She now tries to control her temper, and is somewhat successful. One example of this is when Cecil Jacobs, another of Scouts classmates, insults Atticus by saying that Atticus defended Niggers. Scout remembers that she shouldnt fight, and walks away. Cecil Jacobs made me forget. He had announced in the schoolyard the day before that Scout Finchs daddy defended niggers You gonna take that back boy? You gotta make me first! he yelled I drew a bead on him, remembered what Atticus had said, then dropped my fists and walked away, Scouts a cow-ward! ringing in my ears (80-81). Scout also learns to respect and value Calpurnia. .

Thorny Devil Lizard Facts

Thorny Devil Lizard Facts Thorny devil lizards are part of class Reptilia and mainly live throughout the arid parts of Australia. Their scientific name, Moloch horridus, is derived from the Latin word meaning rough/bristly (horridus). These lizards get their name from the conical spikes across their whole body, and they can camouflage themselves in their environments. Fast Facts: Thorny Devil Lizards Scientific Name: Moloch horridusCommon Names: Thorny Devil, Mountain DevilOrder: SquamataBasic Animal Group: ReptileDistinguishing Characteristics: Conical spikes on its head, body, and tail with a skin color of yellow and brownish-black.Size: Up to 8 inchesWeight: 0.1 - 0.2 pounds on averageLife Span: Up to 20 yearsDiet: AntsHabitat: Dry desert, grasslands, scrublandConservation Status: Least ConcernFun Fact: Per meal, a thorny devil can eat anywhere from 600 to 2,500 ants with their sticky tongues. Description Thorny devils have cones and shields on their bodies that serve as camouflage and as retainers of any water they come in contact with. The colors of their skin range from brown to yellow as the time of day changes to effectively blend in with their arid environments. They have long tongues that allow them to catch ants, and their teeth are specially adapted to bite through the hard, chitin-rich bodies of ants. Females are generally larger than males, and they live 6 to 20 years in the wild. Head of a Thorny Devil Lizard. Theo Allofs / Getty Images These reptiles do not travel very far from their homes. They are not territorial and have been spotted in overlapping ranges of other thorny devils. They are also active from March through May and August through December. During the hottest (January and February) and coldest parts (June and July) of the year, thorny devils hide in burrows that they dig. Habitat and Distribution Thorny devils live in most of the arid regions of Australia, including the Southern and Western parts of the country. They prefer desert areas and spinifex grasslands. Spinifex is a type of spiky grass that grows in sand dunes. Diet and Behavior Their diet is made up exclusively of ants, eating anywhere from 600 to 2,500 ants in one meal. They locate these ants by moving very slowly to find trails and then waiting for the ants to come. They use their sticky tongues, similar to an anteaters, to pick them up. Additionally, thorny devils’ skin collects water from its environment and channels the liquid to its mouth to drink. In extreme circumstances, they bury themselves in the sand to get moisture from it. Thorny Devil traveling on the sand. Luis Castaneda Inc. / Getty Images Thorny devils are non-territorial and don’t travel very far from their homes. Their daily routine consists of leaving their cover in the morning to warm themselves in the sand, moving to their defecation site, and then returning to their cover along the same path while eating ants along the way. However, they will travel further distances between August and September when in search of mates. To defend against predators, such as buzzards and Australian bustards (large land birds), thorny devils curl themselves to protect their head and expose a bony mass on their neck often referred to as a false head. This fools predators into attacking the knob instead of its real head. Reproduction and Offspring Mating season for thorny devils occurs from August to December. They travel long distances to converge at mating sites. Males attempt to attract females by bobbing their heads and waving their legs. Females fall and roll to throw off any males that meet their disapproval. Females lay 3 to 10 eggs in burrows much deeper than their normal ones and fill in the holes to cover up any signs of the burrow. The eggs incubate anywhere from 90 to 132 days and then the young emerge. Males and females grow at similar rates for the first year, but females grow at faster rates up until age five. Conservation Status Thorny devils are designated as least concern as assessed by the International Union for Conservation of Nature (IUCN). The organization found thorny devils to be very widespread and unlikely to be under any threat. Sources Dewey, Tanya. Moloch Horridus. Animal Diversity Web, 2019, https:// animaldiversity.org/accounts/Moloch_horridus/.Moloch Horridus Adaptations. Dancing With The Devil, 2008, http:// bioweb.uwlax.edu/bio203/s2014/palmer_tayl/adaptation.htm.Thorny Devils. Bush Heritage Australia, 2019, https://www.bushheritage.org.au/species/thorny-devils.ï » ¿Thorny Devil. The IUCN Red List Of Threatened Species, 2019, https://www.iucnredlist.org/species/83492011/83492039.

Assess the management of the Canadian Wolseley company Research Paper

Assess the management of the Canadian Wolseley company - Research Paper Example These processes include frequent reporting on the status of internal control and risk management from the Audit Committee, and annual objectives’ and strategic plan reviews before the approval of the strategies and budgets of the company. Management exercises control at business unit level by monitoring monthly performance against forecasts, budgets, and cash targets. The Board regularly visits the Managing Directors and Group Chief Executive of the different geographical regions for effective communication and collaboration on all strategic matters. â€Å"The Board has formal procedures in place for approving investment, acquisition and disposal projects, with designated levels of authority, supported by post-investment review processes for major acquisitions or disposals and capital expenditure† (â€Å"Risk Management†). The management of Wolseley comprises a large team of highly qualified and competent professionals with years of experience in their respective fields. The efforts of the management are directed at developing a healthy organizational culture at Wolseley where organizational personnel can feel comfortable and reach their optimal

STD Essay Example | Topics and Well Written Essays - 500 words - 1

STD - Essay Example The spirochete Treponema pallidum (bacteria) is responsible for the said illness. This disease has the highest cases in urban populations, affecting persons with age 15-39, drug dependents, and those infected with HIV or Human Immunodeficiency Virus. Syphilis is usually acquired by humans through sexual contact. Infected mothers may transmit the infection to her fetus (prenatal syphilis). Moreover, if the disease is left untreated, it can progress into primary, secondary, latent and tertiary or late stage syphilis. Clinical signs and symptoms of syphilis depend on the stage of progression. Initially painless fluid-filled lesions or "small cancres" which may erupt on anus, genitalia, lips, tongue, fingers, nipples, eyelids or tonsils are observable then typically disappear 3 to 6 weeks after. About 8 weeks after, lesions or macules often erupt in areas of the trunk, soles, arms, palms, face and scalp. Other symptoms include anorexia, malaise, headache, nausea, weight loss, slight feve r and sore throat. Gumma, a deep or superficial nodule found in the bones, is one of the signs of late syphilis stage.

Self-Assessment on Group Work

Self-Assessment on Group Work The End or The Beginning? Donald J. Peters Doug Flemming Introduction This module has served as a reminder that I should not give up on group interaction. I need to embrace the dynamics so I can be a better manager, leader and group member. We have learned about the significance of groups and that a large part of our professional life fundamentally relies on our group interaction skills. Improving group interaction skills can be very satisfying to all group members and advance the business organizational model as well. There are also some significant difficulties and hurdles intertwined with small group interaction. This makes groups a crucial focus for study, examination and action. The goal of this summary paper is to identify key concepts or topics that we have discussed, examine why we study group interaction, a self-analysis of our ability, and a discussion on how group OL313 is functioning. Topic 1 Discussion Background factors The first subject I want to discuss is background factors. By definition, background factors are attributes that existed prior to the groups formation and will probably endure after the group no longer exists. Some relevant background factors include personalities, age, health and values. Personality is one of the most important background factors in small group interaction (Tubbs, 2009). I am a member of a modification proposal working group and attend monthly meetings for my organization. In this working group, we discuss issues and the perceived failures of the modification proposal process. The normal attendees from the Tinker AFB location include both government and civilian employees who were purposely selected by the working groups senior member and government manager. There are various subject matter experts who also attend based on leaderships selected topics and questions. I was directed to attend and support this working group as I have been anointed the subject matter expert for these issues. My office has the responsibility to receive the modification proposals from the initiator and insure approval in a timely manner. Often this is not as easy as it appears. The working group chairperson is one of the high-ranking government employees in our building. Questions are asked at the meetings and the answers are not listened to. These processes are documented by the Air Force and there is very specific guidance detailed in the instructions. It is my observation that the chairperson has a need to control or influence the process to the point that it is interfering with the outcomes of the group. Due to my perceptions of the chairperson and the group in general, this meeting is basically a time killer for me. I continue to provide information as requested but I no longer have the patience to deal with the point counter point discussions which keep the process moving in a circle. There have been interactions with other group members who have noticed that there is a difference in my attitude when I attend this meeting. I would say I need to do a better job of camouflaging my attitude while attending this meeting. I dont believe I can bypass my attitude without engaging the source. Personality appears to be the most relevant background factor in this situation. It appears that the chairperson has trained themselves to look for opportunities for improvement without regard for the documented process. I was trained to follow the documented process for repeatable, sustained results. I have conceded that the documented processes may be too restrictive for our purpose, but there is also a process to seek relief from said restriction. Situationally, I have determined that this could be a personality issue, at least on my part. The Myers-Briggs Type Indicator (MBTI), a popular method of measuring personality, revealed that I demonstrated a high tendency towards introversion. Some of the ways introverts are described include, more reserved, like to be alone and more focused. I have learned, that although I dont see this as my fault, I have been a contributing factor to the problem or issue at hand. I have been a hindrance to the working groups goal of resolving the modification proposal issues. I have set a personal goal to try and resolve this conflict. I may not be able to fix a problem within a working group but I should be able to control my actions and set an example to follow. Topic 2 Discussion Circumstance and Structure I work in a windowless building but the technology used in some of our conference rooms is our window to the world of the B-2 bomber. Normally the atmosphere of the building I work in feels restricting. A dreary place where the atmosphere never changes. The conference rooms however, are very well maintained and tastefully decorated. It gives off a good vibe when you attend meetings in these conference rooms and I believe it effects the way people act and react to the information discussed in these venues. The meetings that I normally participate in take place in three large, well maintained conference rooms located throughout the building. There are normally several large rectangular tables set up in a horseshoe design and the chairs are very comfortable. The horseshoe layout allows dignitaries or the head of the meeting to sit at the head of the table. This position allows all participants to view the leader of the meeting. Due to the number of personnel, there is an overflow area established on both sides of the tables. One large advantage we utilize in our conference rooms is the ability to video teleconference (VTC) between geographically separated units. The attendees can view each locations speaker if they share the same equipment architecture. The conference rooms also have the capability to push briefing slides, normally power point, across multiple locations and that ability allows all participants to share data. I enjoy the capability to observe the VTC briefers as they provide their information to the group. It helps me remember that they are people like me, and not just another voice with a tasker or an assignment. The VTC capabilities also help to reduce travel expenses that would otherwise be accepted as the normal cost of doing business. During the last five years, I have noticed that people tend to sit in the same locations when attending meetings in these conference rooms. I also sit in the same locations depending on the meeting content and my role during the meeting. There are meetings when I am required to brief information to the group and its during those meetings when I sit at the table. That seat is as close to the VTC camera as possible so I am off camera to the group, but located near a microphone so I can be heard. Another meeting I attend puts me more in a support role and I try to sit away from the table, but close enough to the briefer to assist with questions or clarifications. These perceived seating assignments appear to be accepted as the norm by all attendees. I have needed to sit in other locations than my normal place and there have been times when the meeting chair did not think I was in attendance. The size of the group does have an impact on discussion. Smaller groups, less than ten, appear to be more relaxed and willing to facilitate the exchange of ideas or speak up when required. The larger groups, to include the offsite attendees, lose focus on the discussion topic and start sidebar conversations. Theses sidebar conversations can be very distracting and limit the exchange of ideas and reasoned answers to topics at hand. I personally think I perform better in the smaller groups and need their feedback to help my performance. The larger groups are a challenge for me as I dont always know who the players are and how they normally function. It appears or feels as if there is no cohesion or unity. The communication network that I see demonstrated during these meetings, using our wonderful VTC system, is the wheel. In this case the leader is viewed as the central person, or hub of the wheel and all communication and comments must pass through the hub or leader (Tubbs, 2009). The leader of the meeting is in control of the technology and responses are restricted to the leader of the meeting. The other offsite users appear to manage their meeting in the same fashion. I think it works very well in preventing people talking over one another while using the technology. The ability to have productive meetings is related to many different factors. From the setup of the conference room tables to your territorial seat at the meeting, these influences can contribute or impede the groups ability to operate. Some organizations have grown very adept at the use of this technology and I feel that its use provides everyone with more feedback on the items discussed. Although it appears our leade rship is using a restrictive communication network described as the wheel, it seems to work well for the groups using this technology. Why Study Group Interaction At the basic level interaction is simply communication. Small group interaction is the process by which three or more members of a group communicate, verbally and non-verbally, to influence one another (Tubbs, 2009). Why does an organization or individual need to educate themselves about interaction? The answer appears to be straight forward in that almost every business requires some form of interaction or communication. For that communication to be successful, it requires certain skills and capabilities. The continued study of communication will refine your skills and competencies which, in turn, will allow you the opportunity to become a more effective manager, leader and team member. This knowledge can save the organization time and limit expenditures. Self-Analysis The first thing that comes to mind is how much time has passed since I have been in a classroom. The experience has initiated a reassessment of my abilities as a student, learner and team member. As a student, I realize I need to improve my study skills and practice interaction daily. After retiring from the military, I intentionally sought out employment that would limit interaction. I did not want to be in leadership or management as I did not want to have that responsibility again. As I have progressed through the current company, I require those skills once more if I hope to be promoted. My ability to learn has not changed and for that I am thankful. But knowledge application has suffered. This course has shed light on some communication issues I am experiencing at work and that identification has led me to a new goal. That goal is to participate in the process through interaction and communication. Im not sure if I can reverse any of the negative interaction trends I have noticed, but I am sure I want to be a person that contributes, not a person that detracts from the group goals. Once I wrapped my head around what the professor expected and the teaching style, I enjoyed the class. I am a slow starter with new information but my interest in the subject matter increased with each week of instruction. Group OL313 Another module down and the group is that much closer to completing the objective of a college degree. I dont presume to know what the rest of the class thinks but I for one am very comfortable being part of this group. The fact the most of us have either had military experience or have worked close to the military complex seems to be the one thing we all share; other than being human I mean. I do not recall one instance where we had an issue within the group. As the oldest member of the group, I have faced technology challenges during instruction. Everyone in OL313 has helped or offered to help me sort out those issues. There have been several in our group who appear to have shown a marked improvement in communicating and interacting. It has been a pleasure to witness those changes for the better. I appreciate working with a group of this caliber and look forward to the few months we have remaining in this program. Conclusion To conclude, I have briefly discussed the background factor of personality and that it is the one of most important factors to small group interaction. Personalities exist prior to group formation and will likely remain the same after dissolution. The topic of structure was addressed with discussion centered on seating arrangements and technology. A brief self-analysis of my skills and where I think I need to go from here; as well as some thoughts on why we need to study small group interaction. And finally, I closed with analysis if how I think the OL313 group is performing. References Tubbs, S. L. (2009). A Systems Approach to Small Group Interaction. New York: McGraw-Hill.

Affirmative Action Plan Essay

Affirmative action is a plan to promote the efforts of employers, schools and other organizations to recruit and hire groups that have previously been discriminated against. It is important to note that affirmative action programs do not require employers to hire unqualified people for a job. Equal employment opportunity is used to describe policies that prohibit discrimination of any kind. Affirmative action is a program that analyses the make up of the current workforce, establishes guidelines to insure an employer is not underutilizing certain groups and identifies and removes barriers for employment. Equal employment is the legislation that provides the oversight and investigates any allegations of discrimination and unfair treatment. To effectively implement an affirmative action program is important to have management support. This is not the type of program that can be successful at the grass roots level. The first step is to designate a high level manager as the champion. This person will be responsible for setting the overall tone for the program and will ensure that his managers at all levels throughout the organization take part in the implementation process as well as ensuring that the program is being effectively managed. The next decision is what kind of plan will be implemented from the two basic strategies, good faith effort or quota. Good faith focuses on changing the hiring practices that have created these inequities. It is also aimed at removing any obstacles that might be in the way of hiring minorities, women or disabled persons. Quotas are focused on the results and getting certain groups hired by implementing restrictions. Employers are required to meet specific numbers to be successful. Good faith is the preferable strategy because it focuses on a more positive approach while still hiring the best candidate for the job. There are many steps that are needed to roll-out an affirmative action plan. The following are the steps necessary in the development and implementation: 1. It is extremely important to develop the policy statement that will guide the entire program. In many instances this policy statement is also used as a clause on contracts as well as company newsletters and advertisements. Once the policy statement is completed the specific goals and objectives of the affirmative action program need to be established and disseminated throughout the organization. The goal of the program is to remedy the past and continued discrimination in hiring based on race, ethnicity and gender. The goal also addresses creating a work place that embraces the differences. Questions that must be answered are: What is the strategy to obtain the goal and what are the timelines associated with reaching our goal? 2. All the HR processes and job qualification standards to make sure that the job qualifications are consistent with the business need. Job analyses and job descriptions must be reviewed as well to ensure that they too are structured accordingly. Another aspect that should be done to ensure that the right protected groups are being targeted is the workforce analysis. What is the breakdown and make up of the employee population. This will help in the initial efforts. It is also necessary to audit this on an ongoing basis. 3. Detailed program initiates need to be written and communicated. The program should include details on recruiting, hiring and training employees as well as the company’s position on fair employment practices. 4. Develop the training program for HR managers as well as line managers at all levels. All employees must understand their responsibilities as they relate to an effective affirmative action program. How to effectively recruit and hire based on the program. Information should also be included in the company’s code of conduct booklet. Affirmative action should also be covered in employee orientation. 5. Training is the first step in forming a better understanding within the company, however unless the corporate goals and objectives are aligned with each department, the program will be harder to enforce. It is important to tie the affirmative action objectives to an individual’s performance and  part of the review process. This will ensure adherence. 6. The communication plan is another crucial part of the program and involves many steps. Employers should get the word out that they are an equal opportunity employer. Communicating this message is great publicity. Unless it is communicated effectively no one will know. Communications must be used to promote implementation internally. Posters can be put up throughout the facility or special edition newsletters to create enthusiasm for the program. The next level of communication is to go out into the communities by placing advertisements in local papers, talks with the local officials to gain support. Perhaps by establishing an arrangement to get applicant referrals through various state agencies, college placement offices and labor organizations perspective employees can be canvassed. Develop the appropriate communication strategies to target the right candidates for openings. If women are being sought after, then perhaps placing advertisements in a journal or periodical that has a higher female readership. Provide written notification of company affirmative action policy to subcontractors, vendors and suppliers and make sure that the company is partnering with the right mix. Today it is very important to align with other organizations that are minority owned. 7. Establish a training program for incumbents and current employees to supplement their skill set. An on the job training program as well as access to higher education will provide create the environment needed to be successful and will further eliminate obstacles for minorities and women. It is important not only to provide minorities and female employees with the educational opportunity, but to actively encourage participation. 8. Establish programs such as flex hours, child care and working from home to assist working mothers and or fathers with child care issues that would have precluded them from being successful in the past. 9. Design and implement an audit and reporting system to measure the effectiveness of an affirmative action program. If an affirmative action program is found to be deficient, actions must be taken to fix the problems. It is important to monitor an organization’s success on an ongoing basis and provide the necessary coaching when necessary. Diversity goes a long way to enrich our lives. People bring varying levels of experience and knowledge based on their individual backgrounds. It is important to encourage employees and managers to view these differences in a positive light. Affirmative action should have a positive view in the workplace for it to be successful. In avoiding the use of a quota system, employers remove the negative connotation that has historically been associated with a program like this. The diverse culture in our workplace is about finding the right person for the job, not hiring based on a person’s gender or color. The plan will be successful because it will become part of the corporate culture. When management endorses a program such as this and is dedicated to its success, line managers at all levels are also determined to make it work. It is important to communicate the details of the program in a manner that is understandable as well as non-controversial to gain the maximum amount of support. Ensuring that the hiring process removes all obstacles as well as working with contractors and outsource providers that also have affirmative action plans will further the success of the program. References Go to: http://www.apa.org/pubinfo/HowAffirmActBenAmerica.pdf Go to: http://www.fca.gov/Download/AEP%20Inspection%20Report.pdf Go to: http://hr.dop.wa.gov/wfd/guidlines.pdf

Apple’s iPhone Price Cut Consumers’ Reaction

Apple Inc. (Apple) was established in Cupertino, California on April 1, 1976, engaged in producing, selling and supporting a wide range of personal computers, portable media players, mobile phones, computer software, computer hardware and hardware accessories (Apple Store). The company is always known for its strive for delivering new and improved products and find innovative means of marketing and strategies of human resource management. Since its inception, the firm has been enjoying a prominent place among the players in the computer industry with most successful marketing strategies and innovative products and services. The company is a US – based multinational corporation that focuses on design and manufacture of consumer electronics and closely related software products. The company was established in Cupertino, California on April 1, 1976, engaged in designing, developing, selling and supporting a wide range of personal computers, portable media players, mobile phones, computer software, computer hardware and hardware accessories. Till 2007, the firm opened around 200 retail stores across five countries and one online store through which hardware and software products are being sold (Retail Stores). In the year 2008, the firm was awarded the best corporate performer organized by the famous business magazine, Business Week. (Best Performer Award 2008). iPhone: A Revolutionary Invention The mobile phone technology made its beginning in the mid 20th century. In the opinion of Robert Conway (Conway), the head of, Global System for Mobile Communication (GSM) Association â€Å"Mobile phones are becoming absolutely indispensable in the developing world†. It was in Sweden the first mobile service introduced in the form of radio telephony which was two-way radio; used in taxis and police cruisers as tested by Swedish police. Then in 1946, first commercial mobile service for use in communication devices was launched by American AT&T and South-western Bell. It was only in 1970s the ‘modern’ mobile phones were developed, researched and experimented. Thereafter from 1980s, it attracted more and more consumers as a result the growth in the mobile phone industry was tremendous. In 2003 the number of mobile phone users around the world reached to 1. 52 billion. So the mobile phone technology is experiencing fast growth and making greater sophisticated one. The mobile users were also benefited from security systems and surveillances. Conway also stated that,† â€Å"The technology is a gravitational force that brings into its orbit a huge amount of innovators. † The trend in the mobile phones users in the developing nations never showed a negative trend but instead it always showed a positive trend. For estimating the target market in mobile technologies and services, it is necessary to have proper knowledge regarding consumers live style and their demand because as the consumers passes through different stages their interest levels, usage patterns, spending habits, and brand preferences for mobile and other technological products and services constantly changes. So a good e. g. to give is iPod a revolutionary model of Apple bringing bundle of digital music’s introduced by the Apple company in order to exploit maximum home computer market. With this iPod, the company created user friendly product so that the users could download music from the Internet to the player and used technological expertise to improve their product based on consumer needs. The analyst Richard Jameson, GfK NOP said,† Apple's history proves that it has the magic touch when it comes to product development and marketing†. There after Apple introduced by totally redesigning iPod a small sized that changed the rules for the entire portable music market named iPod nano. This introduction made no changes in the market for iPod and continued as Apple’s monopoly product. As the competition rose between various devices in market, the iPod nano became the most fashionable product of Apple, made a stiff move with many optional accessories including lanyard headphones. There was a price-cut in iPod nanos i. e. Its 4 GB version was priced at $149, which was $50 below the cost of current version having a similar memory and the 8 GB version was priced $199 lower than current model which resulted its success, so the Apple thought of launching iPhone by combining iPod and mobile phone in order to meet its design and user interface with consumers and proved to be number one in the market. This gadget was launched on June 29, 2007 and revolutionized the tech-savvy market. It also entered highly volatile cell phone market combining telephony, MP3, web surfing and video watching. The iPhone was the most awaited gadget by technology enthusiasts and mainstream media. It wants to reach top during holiday season of 2007 than the previous year’s 2121 million units and the way it interacted its consumers succeeded it to reach the top. Exhibit 1) describes the features of iPhone as: it has got2-megapixel camera, headset and audio jacks, an iPod dock, Wi-Fi, stereo Bluetooth and a speakerphone; weight is about 135 g little heavier than standard mobile phone but lighter than many devices having QWERTY keyboard; its thin design has a touch screen that allow users to use on-screen soft keys to dial numbers, enter web addresses and type e-mails and text messages; it makes more appealing to the less tech-savvy users because of touch screen that helps for all menu navigation an d data entry from typing messages to dialing phone numbers; it can also support digital-music player that syncs with iTunes; the Apple’s voicemail system provides visual interface that allow users to pick messages as the wants to listen; finally it has built-in rechargeable battery that allow users to talk up to eight hours and standby time up to 250 hours but browser sessions on General Packet Radio Service (GPRS), depletes its battery rapidly, however if the iPhone is used as an iPod music player by users its life would be shortened. Apple iPhone also possesses unique features that perform its most functions with single contract and able to standby long time. It also has supportive functions of like multi tasking where the user can read a web page while downloading e-mail in the background over Wi-Fi or Enhanced Data rates for GSM Evolution (EDGE). Here interface is unique with large multi-touch display and innovative new software that allows controlling everything by finger on touch screen. It also combined the features of multiple tools into one handheld device to appear as the grid of colorful icons, with the four chief functions—Phone, Mail, Safari web browser and iPod—in a separate strip along the bottom. These all sophisticated features made iPhone a much sought after device and enjoyed a top position in the market (Exhibit 2) in spite of its acute competition from the top mobile players having overlapping features. The combined features of iPod music and video player with mobile telephone, the iPhone was available through AT&T Wireless Services. But it was locked by the service provider AT&T in its two-year service agreement. The consumers in India could not use iPhones in their home town even they have purchased from US or UK, because of reloading software. The demand for iPhones rated greater than any other product of Apple. In the opinion of iSuppli, the best-selling handset among the 2, 70,000 smart phones and featured phones sold to US consumers during the beginning of month in July 2007 is iPhone. Even market analyst pointed that Apple created a strong brand and customer Market analysts pointed out that Apple had created a strong brand and customer loyalty by following a skimming price strategy and customers are ready to purchase highly priced products now and in future with equanimity. iPhone: Banking on Pricing The iphone entered the market a month with stock of 3, 00,000 and a manufacturing capacity of 1, 50,000. Their version 8 GB was available for $399 in the US through Apple's retail and online stores and AT&T retail stores but 4 GB version were sold till the supplies lasted. To make it affordable to customers, Apple launched more iPhones during holiday seasons. The launching of Apple iPod in October 2001 is a success story which was priced at$349 (as of 2007) for 160 GB lower than a MP3 player and remained popular by gaining high demand till date though there was a price rise in 2005. Later another product named ipod shuffle with 512 MB, was introduced having unique appeal with a price at $99 and $149 for 1 GB. The analyst at Jupiter Research Joe Wilcox analyzed that the lower-priced iPod is part and parcel of Apple's new mass-market strategy, and before September 2007 it wanted its one-millionth piece to be sold. Similar to the price cut of the iPod, the Apple after two months decision to cut the price of 8 GB storage iPhone from $599 to $399 on September 5, 2007 showed a good response from many quarters. In accordance to Steve Wozniak, Cofounder of Apple Computers, remarked, â€Å"Nobody expects a product to drop that much in price in such a short time† and criticized Steve Jobs (Jobs) the chief executive of Apple Inc. , for his decision to price cut of iPhone by $200 within 68 days of its launch. He also said that Jobs has received letter on the company’s website and complaints from hundreds of customers acknowledging that Apple has disappointed some of its customers through price cut of iPhone's 8-gigabyte model. According to Apple executives the plan for price cut was done long ago and hoped it would keep the iPhone's pricing in line with its new iPod Touch. But this price cut suggested that Apple which long lived in a pricing bubble insulated from other personal computer makers was not different from the brutal pressures of the cellular phone business. Van Baker, an industry analyst at Gartner Group said that. â€Å"My suspicion is that they got to 7, 50,000 really quickly, and then it started to slow down†. This price cut dropped down the share price of Apple by 5% and stood at $136. 76 on September 5, 2007. Protests against Apple went to the extent of consumers filing cases against the company. Dongmei Li (Li) a customer of Apple filed a case on September 24, 2007 in the US District Court, against the company for violating price discrimination laws claiming that it should stop selling the $499 4 GB model. Li had waited for the launch of iPhone and then found that the store only had 4 GB iPhones in stock and had subsequently purchased one. Much to her charging, Apple then slashed the price of the 8 GB iPhone and stopped selling the 4 GB model. 100s of customers like Li who paid the full price did not expect the sudden reduction and complained bitterly. Apple, however, had no financial reason to cut prices, but to gain more customers during the holiday season. By the end of September 2007, Apple had sold 1. 4 million iPhones and also launched the device in the UK, Germany, and France. In Asia and Australia iPhone was scheduled to be released during 2008 (Exhibit 3). While the company was dealing with the price cut controversy, its competitors were working on developing models that could compete with the iPhone. Apple's competitor LG was working on iPhone `killers', its new product Prada phone KE850 will attempt to offer unbeatable combinations of style, features and price. It costs ?300 ($614). Nokia with its N800 was already a tough competitor to Apple's iPhone with a niche market. The iPhone price cut caught the media attention in a big way and raised questions about the device's continued success. However, there are also some advantages to Apple's price cut (Exhibit 5). The price cut has raised the question as to whether Apple needed to stimulate demand as it is the most valued gadget in history, by reducing the price drastically soon after its release. Experts observe that Apple is switching from a price-skimming strategy to market penetration strategy. They felt that it would be able to expand market share more rapidly and competitive barriers could be strengthened through the change in strategy (IPod: Factors of Success). In spite of its popularity, the iPhone is said to suffer a few shortcomings. Apple iPhone lacks some features like user-changeable battery, voice dialing, voice recording, video recording, instant messaging, Multimedia Messaging Service (MMS), copy and paste and common Bluetooth file transfer OBject EXchange (OBEX). It is hard to use the on-screen keyboard because of its small sized surface. Further, the iPhone is available only through AT&T service provider and not through third parties. It comes with a two-year service agreement in the US. In countries like India even if iPhones are purchased customers cannot use them, as they have to reload the software to use it. Many users opine that though it boasts of a very clear and sharp screen, Apple's user interface is finger driven and the screen rapidly becomes covered in unsightly fingerprints (Ziegler). Apart from these limitations, Apple had to tackle the consequent criticism following the price cut of the iPhone Stephen Hoch, marketing professor at Wharton University, observed, â€Å"The reversal on Apple's iPhone may have been more dramatic because the company has marketed itself as consumer friendly. People have strong positive feelings about Apple. They feel they are part of the Apple family. When Jobs announced the price decrease, people felt betrayed†. According to Wharton faculty and analysts, the iPhone episode reveals the perils of pricing in a marketplace where constant innovation, fierce competition and globalization are changing the rules of the game (Smart pricing boosts revenue). John Zhang, marketing professor at Wharton University, said, â€Å"The product lifecycle is short and the market is moving quickly. You don't have a lot of time to learn from your mistakes. You have to price the product right the first time†. Jobs, while speaking to reporters, defended his move stating that his price cut was directed to attract new customers in the holiday season with more aggressive pricing. He added that it benefits both Apple and every iPhone user to get as many new customers as possible in the iPhone `tent'. Jobs observed, â€Å"†¦even though we are making the right decision to lower the price of iPhone, and even though the technology road is bumpy, we need to do a better job taking care of our early iPhone customers as we aggressively go after new ones with a lower price. Our early customers trusted us, and we must live up to that trust with our actions in moments like these. † Greg Joswiak, Apple's worldwide vice president of iPod and iPhone product marketing, also agreed with Jobs and observed that there was no better time for the price cut and he also added that it was that time of the year that was most important and an opportunity to come into the holidays with a fresh and aggressive product line (Ziegler). Work Cited Aaker, Kumar, Day George, and Kumar V. Marketing Research. 2nd Edition, John Wiley ; Sons, Inc., 2000 Apple Retail Store, â€Å"Interior Design of Apple Retail Store in the US, Apple Inc â€Å". Apple Inc. 16 June 2009 ;www.apple.com/retail ;. Apple Store, â€Å"Store information: Apple Inc â€Å". Apple Inc. 17 June 2009 ;http://store.apple.com/us ;. Apple Changes Strategies, Apple Changes Strategies for iPhone and iPode Touch Devices†, Apple Inc â€Å". Apple Inc. 16 June 2009 ;www.enbite.com/apple-changes-strategies-for-iphone-and-ipode-touch-devices/ ;. Best Performer Award 2008, â€Å"Best Performer Award 2008†. Apple Inc. 17 June 2009 ;http://search.businessweek.com/Search?i=1;page=2;resultsperpage=20;searchterm=best+corporate+performers+2008;sortby=relevance;u1=searchterm;. Hawkins, D I, Best R J, and Coney K A. Consumer Behaviour: Implications for Marketing Strategy. Homewood: Boston, 1989. IPod: Factors of Success, â€Å"Big Apple†. Apple Inc. 17 June 2009 ;www.korekalibre.wordpress.com/category/successfulpioneers ;. Mahajan, Vijay, Muller Eitan, and Bass Frank M, A New Product Diffusion Models in Marketing – Review and Directions for Research. Journal of Marketing, ; Self Service Account Program, â€Å"Self Service Account Program†. Apple Inc. 16 June 2009 ;http://www.apple.com/support/programs/ ;. Ziegler Chris, â€Å"The Apple iPhone†. Apple Inc. 17 June 2009 ;www.engadget.com/2007/01/09/the-apple-iphone ;.