Midterm report ISTD Essay

This project is designed to make an in-depth study and critical analysis of HR aspects in MedTek.Net India Pvt Ltd. At this point in the project, it reports about the progress we made in analyzing theR training aspects and the progress it made towards its goals; describe obstacles (both internal& external) faced; detail work accomplished and actions to be taken in the future. During the process of project, we got to know and notice lot many interesting facts and points which are really important for the growth and success of the organization. It gave an opportunity for the HR department to  audit the entire HRD aspects of the organization there by adding more value to way we operate. At the end of this project, all parties of the organization; Management, employees, HR department are eager to know more about the findings and improvements that we can make to the organization from the HRD prospect which can bring an edge to the company when compared to our competitors in the market. Below pages of this report offers a brief description about the analysis and work we have done so far in this project. Introduction: Within every organization, there is a need to manage learning in accordance with business requirements. A systematic approach in training and development always adds an edge to the performance of the organization in all means. Objective: Objective of this project is to do complete analysis on the below training aspects, their performance impact and recommendations for betterment of the organization. a) Human Resource Planning, Training Policy, Training Budget. b) Training Needs Assessment System. c) Training & other Development Programmes and their evaluation. d) Strategies for improving HRD activities in the Organization. With our analysis, findings & recommendations, our attempt is to provide viable propositions for betterment in the applicable areas of organization. In this process, we have collected all recorded data like policies, questionnaires, processes followed etc and live data like interviews and one on one discussion with various employees of different departments and external data like market scenario, industry analysis etc. Project Design: We have designed the project in to four phases. 1. Collecting basic data and information related to all training aspects. 2.  Analyzing data, processes and drawing findings for their evaluation procedure. 3. Evaluating the information and processes of various data analyzed. 4. Recommending strategies for the improvement of HRD activities with the help of above in the organization. For any company, training and development is an important aspect which boosts continuous growth and success to the business. We have considered all external and internal components of the existing performance of the organization with respect to the targeted objectives set. Some of the components include absenteeism, work hours of the employee’s w.r.t their performance, performance of the software (IPAS – Integrated Performance Appraisal System) which was initiated recently, employee hiring and job enrichment strategies used for retaining the existing employees, HRD activities practiced for long term growth of the organization etc. Project Implementation We started implementing the project by collating data available from all sources. Simultaneously we started working with people as well by circulating questionnaires and by conducting one on one discussion. Below explanation will give us a brief of what we have studied and analyzed in this process with the help of both data and people. HRD System: Human Resource Planning, Training Policy, Training Budget. Human Resource Planning At MedTek.Net we measure the growth of business by the no of minutes and reports we process per year. Therefore our target of business growth lies in the same and accordingly we plan for resources to recruit per year, it includes both fresher’s and experienced resources. MedTek HR planning for the period of 2012-2013 is focused on the below points to achieve during this time. Below points are analyzed after a detailed discussion with people in the company and after going through the information/data which is all available. 1. Work closely with management to reinforce the need for competitive compensation for individuals MedTek wishes to attract and retain. 2. Invest  in professional development programs to improve leadership capabilities, job skills, and employee productivity. 3. Identifying and attracting right talent at campus level thereby training and employing them in the organization accordingly. 4. Develop comprehensive career management tools, job enrichment strategies, and mentoring programs to help employees prepare for new opportunities. 5. Leverage technology to streamline HR service processes and improve access to employee information. 6. Conduct regular organizational climate assessments and collaborate with senior managers to improve the campus work climate. Review of training policy & budget: As MedTek.Net is a mid sized company they do not really have a fixed annual budget for training. The budget varies as per the requirement and situation of the company although getting approved prior by management. But, with in the limitation HR department tried to encompass the training programs which align the company’s goals and objectives of employee development. Some of the cost effective measures which got imparted in the training budget are: 1. Finding trainers with in the organization wherever it is necessary and possible. 2. Imparting self learning techniques for the employees which not only reduces costs but also helps employees to work on their skills by focusing on their weaknesses and strengths. 3. Encouraging the technique of cross-train employees at work place. This technique really worked at MedTek as employees showed great interest to share their knowledge. It is happening in this way; 2nd level employees train 1st level employees and 2nd level employees will g et trained by their above level i.e. 3rd level employees and vice-versa. Keeping in view of budget constraints and business requirements training policy of Medtek for the year 2012-13 aims to ensure that 1. All new members of staff receive an induction training programme that achieves the common company induction standards. 2. Company invests in training that helps to meet its goals of providing a quality service, which are achieved by increasing the knowledge and skills and competencies of its staff to meet the needs of quality service standards set. 3. All staff has  an annual appraisal which, amongst other matters, reviews all training undertaken and sets goals for the coming year based on the individual training needs assessment. 4. All staff are provided with an annual personal training file, which they will keep. In the file they include details of all training sessions that they attend. The file should also contain a personal development plan filled in at the same time as the appraisal. The personal development plan contains details of any training opportunities that the member of staff seeks to pursue during the year. At MedTek, Training policy and Training budget got framed by keeping in view of companies annual HR planning and business growth. Keeping in view of companies strengths and weaknesses these three components got designed and in the continuous process slight deviation(more or less) is always there to align with industry and market changes and requirements. Analysis on Training needs Identification and Assessment process: Up on detailed analysis and review Training Identification & Assessment process at MedTek usually happens by following the below steps: 1. Data Gathering: One on One discussion with Managers/ Supervisors/ employees, performance Mgmt software, knowledge/ skill test to the employees, questionnaires etc. 2. Post assessing the need, HR department designs a module defining the purpose of the need, target group, resource person and the deliverables. 3. Defining the deliverables and methodology to measure the deliverables are very critical while identifying the need. 4. Training Need Validation: After identifying the list of training needs, the same will be listed and discussed with functional heads of all departments. During this exercise, the relevance of each training need with the forthcoming financial year and the business requirement to be validated. 5. Training Need Prioritization: The training needs identified will be then categorized as high impact and low impact / high cost and low cost. 6. The deliverables of the training needs which may likely to create High Impact on the business with Low Cost will be given fir st priority. The training needs with High Impact and High Cost will be given 2nd Priority and the training needs with Low Impact and Low Cost will be given 3rd Priority. Review and analysis of 2012-2013 annual Training programs planned & conducted: The training programs conducted on continuous basis for the year 2012-2013 at MedTek.Net are mentioned as below: 1. Induction for new joinees- Technical Training, Behavioral Training, HR induction. 2. Technical Training – To all employees designation wise for knowledge and skill improvement. 3. Management Development Sessions – Workshops for the existing managers and potential employees who are identified for promotions. 4. Soft skills and Personality Development Training programs – For the identified team members of different departments. 5. Sponsoring some training workshops for the identified team members which were conducted outside the company premises. T&D activities which left impact towards improvement & development of both the parties i.e. employees & the organization. Employees: Entry Level: Employees at entry level got highly benefited with induction training program as it includes both soft skills, technical and company policies related training. The best part of this training is each employee after training session will be associated with one senior employee as their mentor for 1 month and on-the job assistance/training will be given to them till they get accommodated with the work life at MedTek. It is the responsibility of the mentor to make the new employee comfortable and feedback from the new employee at the end of the mentorship will be taken and will be added to the performance points of the senior employee. This process got succeeded and is yielding some great results so far. Mid Level: Technical Training and personality development programs are popular in this segment of employees at MedTek. Providing mentorship to new employees is also popular as it inculcates self learning process and adds performance points. Proof Readers and Quality Controllers generally comes in to the segment of mid level employees at MedTek. They need high technical knowledge  and skill as they are responsible for the final delivery of report to the clients. Therefore self learning technique and technical training plays a great role for their knowledge and skill improvement. Supervisors and Managers: Management Development sessions which got conducted at both indoor and outdoor left a visible impact in their skill development. In the company where stress and pressure rules, these sessions helped a lot for the managers and supervisors to handle the team members and stress. Organization: As an organization MedTek is able to see advantages in various ways as below: Performance of new recruits got improved and are delivering their full capacity of performance. Quality standard got improved and are getting some good satisfaction mails from the clients about the quality and TAT (Turn Around Time). Management sessions helped the organization to polish and train the employees who are identified to elevate for the next level mgmt positions at different levels. Overall on a note of conclusion, training programs which got implemented are able to deliver clear return on investment for both employees and organization. The success rate is clearly visible and is encouraging for both HR department and management to continue the training programs in a more effective manner for the growth of organization Analysis of T&D evaluation techniques up on which the organization is relying in terms of measuring the outcomes of the T & D programs implemented & planned. At MedTek, training evaluation is done keeping in view of five main elements as mentioned below: Satisfaction and participant reaction, with the help of questionnaires and random one on one discussion. MedTek, also has internal portal where the participants can post their feedback wrt training sessions attended. Knowledge acquisition- This can be evaluated by the scores they get in the technical tests which are conducted very often in the office premises.  Behavioral application – This can be observed eventually and often immediate supervisors or mentors are responsible for recording any change in their behavioral aspects during the course of time. Return on investment (ROI) – Each individual performance in terms of increase in number of minutes they process can be considered to evaluate ROI. Measurable business improvement – Improvement in all four parameters collectively contribute towards business improvement. Keeping in view of the above five elements, below mentioned evaluation techniques are often used at MedTek. 1. Kirkpatrick’s training evaluation model. 2. Robert O Brinkerhoff- The Success Case method 3. The IPO model (Input, Process, Output) 4. Jack Philips Return On Investment HR department pick a combination of one or two from the above models for evaluation process and the evaluation process happen in 3 phases; Pre Training, During the training and Post Training. Results of training evaluation are submitted to senior management and some points of evaluation are accessible to employees as well through portal. Project outputs Management of MedTek.Net is very keen about this project as it gives an opportunity to analyze the entire process of T & D processes we have been conducting every year. It gave an opportunity to observe, compare and study T&D processes and systems other competitors are practicing in the industry. Below are few outputs so far turned up in the project. 1. Because of budget constraints they have challenges in hiring the no’s they require and this could effect the effective HR planning. HR department need to come up with some new strategies to fulfill the requirement of manpower with in the budget. MedTeK HR department was able to succeed so far but, in order to survive for long term they have to plan some strong strategies which can help them for some good no of years. 2. Employees at MedTek are happy with the training programs going on in the company when compared to some of the fellow companies from the same industry. 3. The challenge for both  employees and HR dept is volume fluctuation. The amount of work that they get on any day is often fluctuating and this could really affect the training schedules planned. For HR dept it is a challenging task, as they need to make the employees still connect with the training programs and need to constantly motivate them on this regard. 4. Management wants cost effective hiring or less hiring with out increasing operational costs but operations team demands more head count. 5. So far during the project, we have observed that support departments of the organization like Finance & Accounts, Admin, IT help desk are not getting their fair share of training as the always got mobbed up with work and they are the most stressed out team members in the organization. 6. Post evaluation after evaluating employees performance periodically it is really becoming tough for the HR department to plan for successive training programs for the employees those who are in need of because of the tight work schedules. 7. Time and money are the game pla yers at MedTek when it comes to T&D activities. Both management and employees see the value addition of T&D activities but they want it to be done with in the time frame and budget so that these activities would not affect work and budget stretch. Key Issues addressed 1. As we have observed above both management and employees shows interest towards T&D activities but with in the time frame and budget. On this regard, HR department had a discussion with Management about the long term benefits of T&D activities and tried to enlighten them how and what kind of remarkable changes it can bring to the improvement of business in a more effective manner. 2. HR department also highlighted the importance of hiring few more team members for support teams like Accounts & Finance, admin, IT helpdesk etc and advantages of training them in them which can bring a spearhead change in the way they are operating so far. 3. As it is emergency the temporary or time being strategy for hiring after discussing with managers and senior level mgmt, HR dept gave the options as below. a. Providing more work from home options there by reducing operational costs and paying salary as per the performance i.e. no of minutes processed per month by a resource. b. Recruiting and training fresher’s and making them  ready by the time projects comes in as per the business forecast (In health care industry fresher’s usually get paid only after completing the training). c. Encouraging and motivating existing employees for processing more no of minutes and paying incentives for the extra minutes they process. 4. But, for many concerns at MedTek, hiring more team members is the single answer. But considering the concerns of budget, market conditions and business growth plans, MedTek has to consider the plan of hiring in slow pace (for experienced) and hiring fresher’s at good number and making them job ready with in the short period which really cuts the budget to a greater extent. Impact of the Project 1. The project did really give us enough reason to actually audit entire HRD aspects of the organization which we delayed because of some noted business reasons. 2. It throws light on many aspects which we need to work on for the betterment of both organization and employees success. 3. We are able to clearly figure out the strengths and weaknesses from HR point of view and started working on them in no time. Future Direction of the project We are in the final & crucial phase of completing this project. It will take couple of weeks to draw the final and more detailed analysis of the entire work we have done so far during this project tenure. We are left with Section D analysis which has been carrying out simultaneously and will be finished at the earliest. With the support of my guide we can submit the final version by the 3rd week of October.

Broad Environment Essay

Knowing the Unknown about the Broad Environment University of Tampa MGT 431 Practical Strategic Assessment Dr. George Bud Wynn June 09, 2009 Abstract In â€Å"Foundations in Strategic Management†, pages 21 to 27, author Harrison discusses the influence that the external environment has on a particular company’s operations and how its managers can adapt to environmental uncertainties to sustain their competitive advantages. Harrison also points out why it is important for firm to analyze and evaluate its broad environment. He also mentions how managers can analyze and evaluate external forces and devise strategies to complement the rapid-changing environment in order for their company to be competitive throughout and take advantage of its strengths and minimize its threats. He further divides the broad environment into four sub-headings (socio-cultural, economical, technological and political/legal) and states why each is important and the effect each have on a company’s operations. The purpose of the paper focuses more on informing the reader of the importance of evaluating a particular company’s broad environment. The paper also includes a review of and my opinion on what I think firms and their managers should be aware of when it comes to their company’s broad environment. The Importance of the Broad Environment to Managers Before the 1990’s, if a business had a competitive advantage and opened its doors to the general public, it was almost guaranteed success. However, such cases no longer exist. In modern times, companies with competitive advantages such as sufficient resources, skilled workers, superior technologies and the like can still go under due to the ever-changing environment. Nowadays, successful businesses are shifting focus from just having a competitive advantage in one or two areas, to maximizing on the relevant information that its managers have about its operation environment; including the broad and task environment. In order to operate a successful business, it is important for managers to have a comprehensive understanding of its broad environment in which it plans to operate. The broad environment includes socio-cultural, economical, technological, and political/legal forces which have an effect on how the company plans to gain a profitable market share. Such comprehensive understanding allows managers to save valuable time and money; subsequently making their business profitable. Due to the uncertainties of the rapidly changing economy, it is almost required by top performing firms to research the broad environment; even if its plan to merge or joint venture with another firm elsewhere. In addition, such research is also highly recommended for companies that plan to do business globally; if the company wishes to create a buffer from potential losses. Also, companies that analyze the broad environment effectively are able to maximize its advantages and opportunities while limiting weaknesses and threats. In conclusion, successful firms must recognize the importance of the broad environment in order to take advantage of its strengths and opportunities while minimizing its weaknesses and threats. Well-defined researches coupled with a complete understanding of a company’s broad environment are always important because, when done properly, it can enable companies to seize potential market areas and dominate a particular geographical location. Maintaining a complete understanding of the broad environment is vital to a company’s success. Understanding the broad environment is important for many reasons. Socio-cultural forces occur randomly and without warning. Many firms experience difficulties with these forces many times during operations. Examples of socio-cultural forces range from the influence of terrorism on the economy to the legality of abortion. Proper socio-cultural assessment enables firms to minimize its threats from potential restrictive legislation. Firms which are aware of pending restrictive law changes can avoid huge fines and penalties. In addition, managers should spend ample time researching law changes in order to save their company from falling intothese traps. Managers who are aware of demographic and economic changes in society can take advantage of opportunities that their competition fails to recognize. For example, a careful study of a firm’s social environment can gather information on what products/services or lifestyles people from a particular neighborhood purchase or prefer. In conclusion, a thorough understanding of socio-cultural forces can enable managers to gain from their knowledge about its societal operations and make it work to the best interest of their business. This will enable them to take advantage of strengths while also minimizing their threats. Economic forces play a critical part in the understanding of a firm’s broad environment. Factors such as interest rates, economic growth and inflation are important variables which managers must be aware of in order to process their broad environment effectively. Without such knowledge, it would be almost impossible to run an effective and efficient business and establish a competitive advantage. Furthermore, information gained from economic forces enables managers to allocate resources while allowing time to seek other investment opportunities. For example, multinational firms can benefit from favorable exchange rates. In order words, an understanding of fluctuations in exchange rates can lead such firms to purchase raw materials in countries where their own currency is superior to that of the foreign country. On the other hand, without knowledge of inflation, companies can suffer huge losses when investing in these countries. As a result, managers must be aware of such economical changes beforehand in order to make educated decisions that can assist their company’s growth and production. Another broad environment which managers should be aware of is technology. Nowadays, technology is changing the ways individuals and firms do business. New innovations such as the internet, handheld computers, and direct satellite systems are making it much easier for firms to purchase, deliver, and sell its products/services. Firms must be aware of and adapt to new technological changes in order to stay ahead of its competition in the fight for market shares and profits. If not, these companies are bound to fail or file for bankruptcy. Most firms are pumping millions of dollars into research and development in order to find new ways of improving its product’s life cycle which will in turn, generate more revenue and satisfy customer. One of the world leaders in electronic supply, the Sony Corporation of America, has developed new ideas to save its customer time and money. As a result, Sony is one of the main leaders in its industry and continues to see profits soar in 2008. According to one official, one of its newest inventions, â€Å"Eye on Education†, â€Å"[e]ducation educators receive competitive pricing, exclusive service and support capabilities, financing options, and trade-in opportunities for Sony professional display products. † Technology awareness and continuous improvement in its research and department hasled the company to success over the years. In modern times, in order for any one company to be effective, managers must be aware of the technological forces that can assist their companies to save money, andtime; subsequently improving the business purpose and values. Finally, close attention must be geared towards political/legal forces which can change the company’s focus or purpose in one way or another. Government regulations can alter the ways in which companies wish to perform its business in terms of locally or globally. Therefore, managers must pay attention to different types of changes that their companies might undertake if there is a desire to join multiple or particular industries. Government normally provides advantages to some businesses in the form of tax incentives which promote ethical behavior and remind firms of its responsibilities. Managers who are vigilant can take advantage of these incentives. Overall, a comprehensive understanding of a company’s broad environment such as socio-cultural, economical, technological, and political/legal forces are an essential assessment that needs to be considered before a merger, joint venture, acquisition, or even to successfully run a business. On the other hand, trained personnel must carry out such researches in order to avoid huge losses and business failure. Also, integrated understanding coupled with awareness can provide managers with information on what types of products/services to offer, sell, customers, delivery, and the like to enable their business to accomplish its goals. Assessments are highly recommended for starting up and strugglingcompanies and businesses which wish to operate globally. If somehow a particular set of managers can make a reasonable assessment of its company’s broad environment, they are almost guaranteed to run an effective and efficient company.

Centralization In The Byzantine Empire History Essay

Centralization In The Byzantine Empire History Essay In his article OsmanlÄ ± PadiÃ…Å ¸ahÄ ± published in 1958 Halil Ä °nalcÄ ±k wrote â€Å"It was obligatory to comply to caliph-sultan who had been designed by God to direct Muslims with shariaà ¢Ã¢â€š ¬Ã‚ ¦Subjects had to show absolute obedience to the sultan and this relationship was similar with relationship between father and sonà ¢Ã¢â€š ¬Ã‚ ¦ The idea of absolute and indivisible authority and the regulations in the organization of state to materialize this idea was important.†Ã‚   [ 1 ]   Georg Ostrogorsky writes the lines below for Byzanine emperors in his book History of the Byzantine State: â€Å"The state was completely identified with the Emperor and with his military and bureaucratic machine. The Emperor is chosen of God, and under the protection of Divine Providence. He is entire master of the government of the Empire, commander-in-chief of the army, supreme judge and sole law-giver, protector of the Church and guardian of the true f aithà ¢Ã¢â€š ¬Ã‚ ¦ his judicial sentence is final and irrevocableà ¢Ã¢â€š ¬Ã‚ ¦As master of the State the Emperor has in practice unrestricted power.†Ã‚   [ 2 ]    To read merely these two observations on the Ottoman and Eastern Roman empires together gives a considerable idea already on the permanent link between the two empires. Yet, it is necessary to pay attention to the claims of â€Å"former orientalism†, with the expression of Halil Berktay, which suggests that the single source of the Ottoman institutions was Byzantine`s socio-political organization.   [ 3 ]   However, an attempt in instantiating this claim should be cautious regarding the ultra-nationalistic tendencies which completely refuse the similarities between the two empires. In this essay I seek to analyze the centralization, which was one of the major common aspects between the Ottoman and the Byzantine empires, in the reign of Justinian. The centralization policies of Justinian, who was in th e throne between 527 and 565, seemed to be simultaneously emerged through the political fragmentation and decentralization processes in Europe. Therefore, an investigation on the centralization of the reign of Justinian can create opportunities for comparisons between the West and the Byzantium The Mainlines of Justinian Period and the Political Centralization To understand centralization policies throughout the period of Justinian, it will be useful to see mainlines of his era briefly. Justinian ruled the empire two centuries later Constantine who had founded the capital Constantinople   [ 4 ]   and was the first emperor of the Eastern Roman Empire. Throughout two centuries the Empire tried to get over the crisis that had destroyed Europe with a minimum damage. However, this crisis had affected its political and social life and it reached to the capacity to regain the western lands after the fifth century. According to Ostrogorsky, even though the estranged administrations of t he western and eastern sides of the Roman Empire, the ideas of unity and universality of the empire continued during the Germanic invasions. Within the sixth century when the Byzantine Empire reached the capacity to adopt an active policy, instead of a â€Å"passive actor†, an emperor came to the throne to get this idea into happening: Justinian. It is possible to summarize the goal of Justinian as reconstructing the heritage of Roman Empire, and establishing an empire within its former borders as a Christian and Roman empire. For this aim, the North Africa, Italy and South Spain were conquered and the Mediterranean became a Byzantine lake. However, those wars in the west decreased the defensive power of the Empire against Persia and throughout the Danube borders. Therefore, it can be said that while Byzantine armies were celebrating their victories in the distant west, the center of the Empire had been ravaging.   [ 5 ]   However, these conquests which were held in order to restorate the Roman Empire caused to a dramatic increase in the taxes and the discontentedness of people caused the Nika Revolt in 532. The Greens and the Blues got united to overthrow the emperor and the revolt was widely disseminated and gained strength within a short time. In so much that a nephew of the former emperor Anastasios was announced as the new emperor. However, the revolt stifled with the efforts of Theodora, Belisarios and Narses.   [ 6 ]   It is necessary to mention that to see the financial outcomes of the conquest policy as the only reasons for revolt would be inaccurate. Obviously, an increase in taxes was a significant factor for the revolt. However, the other reason which lied behind the revolt summarized the characteristic of the period of Justinian.

How To Tame a Wild Tongue Essay Example | Topics and Well Written Essays - 1000 words

How To Tame a Wild Tongue - Essay Example In order to engage the reader with a topic and understanding, Anzaldua finds it necessary to fully utilize Aristotle’s three strategies of argumentation: ethos, logos, and pathos. As a function of this particular understanding, this brief analysis will seek to analyze and draw inference upon the way in which Anzaldua utilizes rhetoric as a means of proving the points that she illustrates within her essay. Within Aristotle’s definition of the word â€Å"ethos†, the understanding and importance of character and the means by which this character is related is ultimately the most important aspect. Likewise, in seeking to understand the rhetorical means by which Anzaldua utilizes ethos as a means of engaging the audience, the reader need look no further than the fact that she does so not by setting herself up as an exception to the norm but rather by exhibiting her personal story through the likely and believable lens that it is necessarily indicative of a broader hum an experience. Although Anzaldua places a strong level of focus upon the personal struggle and unique aspect of identity robbery that language is ultimately affected upon her, this close level of analysis does not preclude the means by which Anzaldua’s character is analogous to humanity in general. In such a way, the defaults that she displays within her argument is born not upon the shoulders of a hero that exhibits a hyper intellects or some other amazing attribute; rather, the strength of her rhetoric buys upon the foundation that it is exhibited within each and every individual. Similarly, with regards to the logos of Anzaldua’s claim, this is clearly exhibited with regards to the sociological and psychological aspects of culture and development that she references within the text. Although the main point of her essay is to underscore the importance that formative experience has upon identity creation, it is impossible to perform such a task without first seeking t o direct a level of analysis based upon the academic understandings of the terms in which she uses. This should not be understood to mean that Anzaldua relies heavily upon an academic interpretation of the experience which she had; rather, it merely illustrates the point that for argument is fully cognizant of the fact that the subject matter in which she attempts to grapple with is ultimately something that can be understood far outside the scope of personal experience. Finally, the last rhetorical approach that Anzaldua utilizes is with regards to pathos. Aristotle necessarily defines pathos as a means of rhetorical argument in which emotional appeal is utilized. It should be understood from a careful analysis of Anzaldua’s essay that this particular method of rhetorical argument perhaps utilize the most. Typically, arguments that are steeped in pathos have traditionally been understood as necessarily weaker. However, within the case of this particular essay, it must be und erstood that the utilization of pathos as a legitimate means of which workable argument is not misplaced nor is it overstated. This is of course due to the fact of the subject matter in which Anzaldua seeks to engage the reader with is naturally one which engenders a great deal of emotion and psychological trauma; both for the writer herself as well as countless other

Ehret.Marcia and Creation Essay Example | Topics and Well Written Essays - 250 words

Ehret.Marcia and Creation - Essay Example There could be two major audiences. First, we are told that God used the pronoun ‘us’ in saying â€Å"Let us create man in our own image†. The first audience therefore were the supposedly accomplishes (Angels and Jesus) with whom God created the universe and humankind. The second audience however is the people ‘They’ were creating. It was to be a living legacy to enable humankind know his roots and origin. There are 2 accts of creation in Genesis because there were two classes of creatures (Breeden, 2011). First, the universe and secondly humankind. God grouped His creation into these groups and the latter was to have dominion over the former. It is for the reason of such groupings that there are different accounts. Breeden T. ‘Two Different Creation Accounts in Genesis 1 & 2? Or Two Complementary  Accounts?’ http://siriusknotts.wordpress.com/2011/03/20/two-different-creation-accounts-in-genesis-1-2-or-two-complementary-accounts/ . 2011. Web. July 4,

Critique of a Qualitative Research Paper Essay Example | Topics and Well Written Essays - 2250 words

Critique of a Qualitative Research Paper - Essay Example In addition, the researchers have particularly concentrated upon the social marketing, which looks for striving for the betterment of society at large. Social marketing, Andreasen (1995:31) submits, is the application of commercial marketing technologies to the analysis, planning, execution, and evaluation of programs designed to influence the voluntary behavior of target audiences in order to improve their personal welfare and that of their society. In other words, the main objective of the social marketing is working voluntarily for the benefit and uplift of the individuals at large. Moreover, it is also a reality that the young people are the future builders of a society, proper education and training of which is one of the most formidable responsibilities of all members of asocial set up. If the youth is not discouraged and prohibited from participating into the social evils including drinking, smoking and gambling etc, the future prospects of the society would be in grave jeopar dy for the future years of come. In addition, it has aptly been observed that gambling leads the young people towards other nefarious activities including drinking and sex etc, which may challenge their health condition. Hence the social problem, selected by the researchers, is very important in its scope and exposure, and carries wide scope and depth in its nature. The researchers are quite justified in choosing the research problem related to social marketing, which looks to strive for the wellbeing and safety of the young people on the basis of the findings of the study, as well as the suggestions made on the foundations of the findings of the present research. Whether positively or negatively the gambling prevention campaigns, being launched by the government and non-governmental organizations at various media platforms, influence the minds of the young

Entrepreneurship and Small business. MKT2290 Essay

Entrepreneurship and Small business. MKT2290 - Essay Example The corporate strategy plays a significant role at building a bridge between the company’s inner policies and the undertakings it has with the various stakeholders, who could be from the external marketing settings. (Korzeniowski, 2001) In the world of today, external marketing environment has gained a lot of essence due to the fact that it brings into picture the real role of the channel members, middle line managers and wholesalers as well as other personnel who do their bit towards completing different activities and tasks, coming directly under the auspices of the organization’s hold. (Applbaum, 2004) What is therefore necessary in such a situation is to be open to all forms of criticisms which could be raised by the various stakeholders and parties hailing from the external marketing environment and the related regimes. This will present the said organization with a host of options when it devises a plan to counter the problems which it is facing at the hands of the external marketing environment and the different players present within the very same environmental settings. Problems stumbled upon by the business at one region or at a local franchise would mean that the company should be ready to bear lo sses of an unimaginable cost. More than that, the company will lose its self-won respect and dignity around which shareholders and owners, etc are revolving around. Long range planning can help a particular company gain so much in accordance with its goals and objectives that had been planned and drafted but in the current times more and more attention and emphasis is making the rounds of the discussion as to whether these plans can actually deliver what was expected of them in the first place. Now we shift to the methodology and rationale behind building competitive advantage. This is something that is build over time and requires synchronization between the