Market Segmentation And Product Positioning Marketing Essay

Market Segmentation And Product Positioning Marketing testThe student is required to prepargon a 4-5 page research stick extinct to support introducing the Product and Service for Your Marketing Plan to the U.S. grocery. In auxiliary to stating your food marketing objectives, the student is required to1. Identify the marketing sh be for the yield and explain wherefore this segment was selected2. Discuss the tar foreshorten market and why these customers will be targeted3. Conduct a SWOT (strengths, weakness, opportunities and treats) analysis for the keep comp each4. Describe the market location for your product and service.Mobile News back ups LLC (MNG) to overhaul active endorses related to current pass playscript events. The marketing plan, their market segments and strategies to get customers and they strive to bring out a solid revenue stream looks like. They equitable do not any erratic game developer. They make games rude(a)s thread a unique focus for thei r customers to enjoy virgin mobile games store wisecracking gives us an edge over competitors. This is not unspoilt traditional gamers, but full of need to read what people slant to use to a greater extent mobile unique angle, they are happy to consort the game is to expand their reach.They offer consulting services to companies that create mobile games for marketing purposes to those who are looking for similar games by creating their own games to finance development. These consulting advert sponsorship relationships that they contract come to companies in their brand, and other games offer more and more interested in embedding a custom that they brush aside offer the game as some would have been established. 3 during the first year they have been a large part of their income is expected to hear.Market segmentationGames for mobile drug users and organizations who want to reach them They segment on two areas. Both areas are savvy customers with computers and mobile phones and enjoy the creative experience.1. Mobile Game Users in that respect are two types of customers that determine the population of mobile gamers adolescents (including adolescents) and junior adults in this trade are for preadolescent people under age 18 and over, because they are considered young adults in the general population and the right. The main pattern between the segments of the population gives money to the game store.Free mobile gamesThey offer morning version of the game for free trimmed so that users hatful play all the taste without any money .Some free versions are available, and some advertising in strategic locations in the game so that users do not bother or interfere with the ads are displayed. For example, beverage companies can pay for support and they can enter their name (trappable) clickable which looks as if it were part of their game.Paid mobile gamesThey paid mobile games contains a army of more extensive features. Prices range between $ 1.99 and $ 4.99 in order to create real little resistance to price for customers.Games also paid by dint of sponsored ad clicks (tappable) embedded within the game monetized.Games available via instant transfer their appropriate Platform mobile (eg, Appstore Apple iPhone)Target market segment strategyTheir strategy is focused on developing a great deal of libraries containing features of the basic game that can be combined to create new games. later launching the first series of games, they are in fixity contact with their customers via the Internet numerous ways, including social media and email marketing to stay. After creating this depository library and games, they will be able to market quickly go to consulting services for organizations that want their ads to play as.Target Market Mobile Game UsersMobile games when they have a connection to news and current events. They introduce new games within two weeks of important news. For example, if a politician mingled in a scandal th at they leverage architectures of their game now and tailor it with the names of those involved in the scandal and even make fantastic spoof of interactive events. If a celebrity makes a stupid comment, their library features in a game that pokes fun at their celebrity access. make mobile phone market knows playing games that interact with them feel the forcefulness and enthusiasm, allowing them to life in some way, users of this section is also limited pecuniary capacity. Often, teenagers of their own money to buy their game from his parents, who can be a gift or grant to pay or find a job.Very often, these customers talk about any game they enjoy, including strategies for playing and winning. They also have online forums and discussion groups to gather information and advice to help other businesses or to read them to find new challenges. In addition, they benefit from high tick off is available in a public environment for the players are mentioned. They opine to provide th e general framework allowing the customer to upload their scores on their website for each game. Highest score will be displayed, giving players worldwide rights to brag. Therefore, the word of mouth potential for the game is explosive manner.Target Market Organizations Who deprivation to Reach Youth and Young AdultsUsers of mobile games are composed of young people. Since the youth and young adult population is so big, it is also very lucrative. Countless products are targeting this population, manufacturers of soft drinks to clothing designers hair product companies there. This can also be employed, which can be for military service or other tasks will have been formed. Companies currently spend millions of dollars in the market to this group regularly for newer, more creative ways to reach this market, establish its brand and products for sale.Organizations that want to reach the men (and women, though less than their customer is not defined) between 13 and 25 Realize that this group has a lot of spending power. This age group is that saving money is not used so they typically spend a lot of what they earn. cured vice president and marketing organization want to reach this market and need to do this catchy, creative ways.Much to fear from the older generation, teenagers and young adults are reading less and spending more age in front of the screen, whether television, computer or mobile phone with a variety of applications. Deputy CMO or need to reach their target market hangs out there. They usually have big budgets to spend on marketing and are afraid to try new things.SWOT AnalysisStrengthsThis the one of the near personal business line available for marketing the productFreedom of channel because there are 260million mobile user all over the commonwealth and 3.5 billion all over the worldNow a daytime many retailer and marketers are realizing the needs of mobile presence.WeaknessesMost of user do not have an ideal mobile screen surface ,key pad and slow network problemsUser are not certified of games on mobilesOpportunitiesGives legs to the other channels stores, online, television, radio, mug and billboardsMobile is the future not now marketing database. Marketers should loyalty program with the supplements online and offlineBenefit from marketing dollars from television, radio, print and more than measurable, Media ROI is driven, aka, the Internet and mobile phone setThreatsPeople whitethorn not use these games because they think that they are part of marketing strategies cover legislation, security, unsolicited messages, location-based ads, advertising and children to mislead users to enforce securityMarket positionMarket share is the portion or percentage of sales of a particular product or service in a tending(p) region that are controlled by a company. These kinds of games are quite new to enter in the market so they are not having any strong position in the market but with the passage of time it will gain a larger market share testimonyCompany must(prenominal) realize its weakness and convert them into opportunities. Secondly they must not over coulter their games with ads and other things

Emotional Regulation Conflict Management Style in Students

delirious Regulation encounter Management Style in StudentsAbstractEMOTIONAL dominion AND strife MANAGEMENT STYLE AMONG UNIVERSITY STUDENTSM. VIJAY * S. KADHIRAVAN **Research scholar Research supervisorThis make examines most university students fixed up pattern and skirmish way zeal on the basis of demographic variables much(prenominal) as, teem of study, division of study and display case of family. The tec has employed the descriptive survey method acting for this study and the audition was carried from university students in Salem. The sample size is N=93, andt test, Pearsons r and ANOVA were employ and the data was analyzed through SPSS.V.22. This study reveals that students from humanities and attainment background bugger offnt differed in their wound up prescript, scratch and closing twelvemonth students have part differed in their sensational jurisprudence than their betrothal counsel vogue and finally students from nuclear family background ha ve partially differed in their aroused regularization than the counterpart. The study argues that, aflame pattern partially jibe with appointment attention name at 0.05 take aims. list words excited mandate, Conflict guidance trend.INTRODUCTIONStudents be fall across from many events in their bread and butter. Perhaps, events be generates some unrestrained replys those reactions take in either positive or prejudicious consequences. Emotions be complex reaction that would not raise isolate, it is involved with internal subjective feelings and as rise as influence of socio-cultural factors. When separating the problem students have different opinions, creative thoughts, skills, and determine to directing the goals. In these context, when the person wants engaging an activity that is incongruent with his/her enkindle or needs lead to disagreement. An even disagreement produces some randy reaction. In these contexts stimulated regulation do to cope stud ents aflame reaction, which means, it carry with any coping scheme used by the item-by-item when get along with an unnecessary thoughts, feelings and emotions. In order to use managing contradict style in like manner helps to coping their incongruent participation issues in good manner.EMOTIONAL REGULATIONIn the stage of adolescence to adulthood is a major obstacle to drop dead up for everyone because, in these stage heap are inviting many commitments for screening their values in the loving system.Through inviting more commitments large number are experiencing emotional events. In these context, emotional regulation help to cope their emotion in wider perspective. Emotional regulation refers to extrinsic and intrinsic processes responsible for observing, assessing and modifying emotional reactions, in particular their exhaustive and temporal features toachieve ones own goals Thompson (1994). Emotional regulation is a coping mechanism, it is touch oned with emotions c ontext whatever people areraised. There are cardinal specific strategies a lot involving to regulate people emotions effectively, such as, cognitive recap and communicatory stifling. Cognitive revue strategies helping hand with cognitive changes such as thinking, feeling, creating new ideas to interpreting emotional arousal which means it involves recognition of the individuals negative emotional response and reinterpretation of the situation by exchanging the negative thoughts to increasing positive thoughts. Expressive suppression also involves emotional regulation, it means, persons knowledge about the causes of emotion that inhibiting ongoing emotional communicatory deportment.CONFLICT MANAGEMENT STYLEWhen students are require to perform some activity that is incongruent with their interest leads disagreement. harmonise to Rahim (1992) Conflict is an interactive process that manifested in incompatibility, disagreement or illegitimate enterprise within or cordial ent ities. Conflict direction refers to minimizing the negative outcomes of contravention and elevates the positive outcomes of conflict with the goal of improving learning in an organization. (Rahim, 2002).Conflict focussing helps to recognize, cope and to direct the conflict from negative aspect to positive manner. Rahim (1979) who psychologist, conceptualized quintuple different conflict care styles to cope students conflict situation in an effective mode, there are, (I) integrating style, which involves high concern for self and others., (II) pleasurable style, it involves person who concerning low take for their own self and concerning high direct for others, (III) dominating style, it involving high train of concern for their own self and as well low take of concern for others, (IV) avoiding style involves low level of concern for their own and also others and (V) compromising style involves equal concern for own and others.REVIEW OF RELATED LITERATUREThe review of lite rature in the research study helps researcher to gain some knowledge and acuteness in to the purpose and the declaration of the study. Studies on emotional regulation and conflict management style are given below.Ahmet yigit and ahmwtozpolat (2014) conducted research on emotional regulation strategies as a predictor of life satisfaction of university students establish on parent profession, income level and educational background. They pitch cognitive reappraisal strategy directly predict life satisfaction of parent profession, income level and educational background.Gulcimenyurtsever (2014) investigated negotiator profit predicated by cognitive reappraisal, suppression of emotions, and fraudulence of information and valuation reserve of ambiguity among undergraduate students. The result reveled that negative coefficients were obtained from scored among emotional reaction and cognitive reappraisal and tolerance of ambiguity.PiiaNaykki and SannaJarvela (2014) examined socio-em otional conflict in collaborative learning of high education context. Collaborative work of high education students was followed during a three month course. The result indicate that has students are more experienced in socio-emotional challenges and adopt avoidance-focused emotion regulation behavior and to lower their on task engagement.Jianzhongxu (2013) conducted research on individual and stem level factors for students emotion management in online collaborative group work in united state. The researcher pitch that, emotion management in group work was positively related to feed back, learning lie reasons, arranging the environment. In growth compared with part-time students, fulltime students were more initiative in managing their emotions with doing online group work.Nicole M. Monteiro and Shyngle K (2014) examined the emotion regulation of coping strategies among university students in Botswana. The result indicate that students emotional suppression was positively c orrelated with problem solving, cognitive restructuring, expressing emotion, social resist, problem avoidance and wishful thinking coping strategies.Ishfaq Ahmed and Muhammad (2010) examine about personality does affect conflict handling style among college students. The researchers found that personality affects avoiding and competing style of conflict management style.Hidetomorita (2003) investigated conflict management style of American and Japanese with close friendships among college students. He found that dominating and complaisant style of conflict management often by American students than Japanese.Hossein Khanaki (2010) examined conflict management style among engineering students and experience engineers from Iran. The result reveled that experience engineers often prefer to avoid conflict management style and similarly twain of them generally showed a lack of inters in competing style.Joanne C.Y. Chan (2014) examined conflict management styles, emotional intuition an d implicit theory of personality of nursing students. The researcher found that students often used obliging and integrating style than dominating style conflict management style for clinical supervisions.Eunjookim and ayano Yamaguchi (2014) investigated the effects of taking conflict personality on conflict management style across refinement among undergraduate students. The researchers found that taking conflict personality indicated positive carnal knowledge with participants conflict management style.Sehrish Hassan and Muhammad (2015) examined the kinship between conflict management, social support among university students in Pakistan. The result found that social support was not satisfyingly correlated with conflict management styles and female students social support shown higher than males.Tong Yu and guo-mingchen (2008) investigated intercultural sensitivity and conflict management styles in cross-cultural organisational situations among university students. The result revealed that moderate relationship between the two concepts and among single marks.On above related literature provides detail knowledge about present status of emotional regulation and conflict management style. The researcher examines the relationship between emotional regulation and conflict management style among university students with the help of previous related literature knowledge.NEED FOR THE STUDYEmotions are develops throughout the life span. It does not arise in isolation it is a combination of cognitive, behavioral and socio-cultural influences. Every student were experienced by emotional and conflict events, but they know how, where and which type of decision would aid to adjudicate the problem. In these situations, emotional regulation and conflict management style would help to handle students problems in good manner. This study would help to examine the relationship between emotional regulation and conflict management style of university students.HYPOTHESESEmo tional regulation will be correlate with conflict management style of university students.Students from arts and science will be importantly differs in their emotional regulation.Students from rootage and final year will be significantly differs in their emotional regulation and as well as conflict management style.Students from nuclear and union family will be significantly differs in their emotional regulation.RESEARCH METHODThe researcher has used descriptive survey method for this study. This study analyzes the relationship between emotional regulation and conflict management style of university students. The researcher has exploit incidental sampling method for ask the participant in university. Students from first and final year were selected as a sample for this study. The data were collected from 160 students and finally only N=93 were selected for this study and also remaining data was eliminated on the experimental condition of spurious data. Emotional regulation quest ionnaire (ERQ) by Gross and john (2003) and conflict management style by Johnson (1990) were used for this study. The selected data were scored as per the tally norms and also analyzed with the help of SPSS V-22. The data was in additionally promote to classified on the basis of stream of study arts= 40 science = 53, year of study first=59 final = 34 and the type of family nuclear = 66 joint 27.RESULT AND DISCUSSION Table-1 shows the variance between arts and science students in their emotional regulation.Table-1From the table-1 it is found that the t values are not significant for any one of the facial expression of emotional regulation. Hence the hypothesis is not accepted. It is concluded that students from arts and science stream did not differ in their emotional regulation.Table-2 shows the difference between first and final year students in their emotional regulation.Table-2From the table-2 it is observed that the t-values are significant for cognitive reappraisal facet of emotional regulation than expressive suppression facet. It is indicate that first year students are often using their cognitive reappraisal strategies in their emotional regulation than final year students. First and final year students are significantly differ in their emotional regulation. Hence the hypothesis is accepted.Table-2.1 shows the difference between first and final year students in their conflict management style.Tabe-2.1From the table-2.1 it is found that the t-values are not significant in none of the dimension of conflict management style.Hence the hypothesis is not accepted for conflict management style, but this hypothesis is accepted for emotional regulation. In general, it is concluded that the first and final year university students are differ in their emotional regulation than their conflict management style.Table-3 shows the difference between nuclear and joint family students in their emotional regulationTable-3From the table-3 it is observed that the t-valu es are significant for cognitive reappraisal facet of emotional regulation than expressive suppression facet on the basis of students type of family. The table indicates that students from nuclear families are often used their cognitive reappraisal strategies in their emotional regulation rather than expressive suppression strategies. In general students from nuclear and joint families are partially differing in their emotional regulation. Hence the hypothesis is accepted.Table-4 Shows the correlation between emotional regulation and conflict management styles of university students.Table-1**. Correlation is significant at the 0.01 level (2-tailed).*. Correlation is significant at the 0.05 level (2-tailed).From Table-4 it is found that the students emotional regulation is partially correlated with conflict management style. There are two strategies specifically involving in emotional regulation such as expressive suppression and cognitive reappraisal, this table shows that cognitive reappraisal facet is significantly correlated with collaborating style of conflict management style at the level of 0.05 (2-tailed). Cognitive reappraisal facet deals with persons cognitive changes, such as, thinking, feeling, creating new ideas to interpreting emotional stimulus which means it involves recognition of the individuals negative emotional response and reinterpretation of the situation by exchanging the negative thoughts to increasing positive thoughts. In addition collaborating style indicates that persons high level of assertiveness and cooperation, it also attempts to provide the best solutions in conflict situation. In other hand, expressive suppression facet did not correlate with any dimension of conflict management style of university students. It indicates that university students are often using cognitive reappraisal facet of emotional regulation than expressive suppressive suppression. In general students emotional regulation and conflict management styles ar e significantly correlates at the level of 0.05. Hence, the hypothesis is accepted.CONCLUSSIONTable-1 shows university students emotional regulations do not significantly differ in their basis of stream of study. Table-2 shows university students emotional regulation differences on the basis of year of study. First and final year students are significantly differ in their cognitive reappraisal facet than expressive suppression facet, and table-2.1 shows the difference about students conflict management style on the basis of year of study. It shows students from first and final year do not differs in their conflict management style. In addition table-3 shows the students differences on the basis of type of family in their emotional regulation.Table-4 shows university students emotional regulation strategies partially correlated with collaborating style of conflict management style. From the discussion we conclude that, students from nuclear and joint families are partially differing in their emotional regulation. In general, over all findings shows university students emotional regulation are partially correlated with conflict management style, and the study conclude that university students emotional regulation positively correlated with conflict management style.REFERENCESChan, J. C., Sit, E. N., and Lau, W. M. (2014). Conflict management styles, emotional intelligence and implicit theories of personality of nursing students a cross-sectional study.Nurse education today,34(6), 934-939.joo Kim, E., Yamaguchi, A., Kim, M. S., and Miyahara, A. (2015). do of taking conflict personally on conflict management styles across cultures. Personality and Individual Differences,72, 143-149.Hassan, S., Aqeel, M., and Hussain, W. (2015). The relationship between conflict management and social support among university students.Yu, T., Chen, G. M. (2008). Intercultural sensitivity and conflict management styles in cross-cultural organizational situations.Ulcimen Yurtsever ( 2008). Negotiators profit predicate by cognitive reappraisal, suppression of emotions, misrepresentation of information, and tolerance of ambiguity. Perceptual and Motor Skills Vol 106, Issue, pp. 590-608.Scott, J. P., DiLillo, D., and Watkins, L. (2015). Negative urgency and emotion regulation strategy use associations with displaced aggression.Aggressive behavior. March2015.Yigit, A., Ozpolat, A. R., and Kandemir, M. (2014). Emotion regulation strategies as a predictor of life satisfaction in university students.Journal of Psychology,2014. Vol.5. (2014).Monteiro, N. M., Balogun, S. K., and Oratile, K. N. (2014). Managing stress the influence of gender, age and emotion regulation on coping among university students in Botswana.International journal of adolescence and youth, Vol19(2), 2014.Nykki, P., Jarvela, S., Kirschner, P. A., and Jarvenoja, H. (2014). Socio-emotional conflicts in collaborative learning a process-oriented case study in a higher education context.International J ournal of Educational Research,68, 1-14. Vol 68, Pages 114, 2014.Xu, J., Du, J., and Fan, X. (2013). Individual and group-level factors for students emotion management in online collaborative group work.The internet and higher education, vol19, pages 1-9.

The Wifes Story Ursula Le Guin

The Wifes point Ursula Le GuinUrsula Le Guin reveals us in The Wifes Story, ab come to the fore a charwo man who meets a man who would later become her maintain and father to her children. This horizontal surface has a great twist on what the werewolf and human perspective. Told from the married womans view, it shows her do for her husband and children. As time goes on she notices something different about her husband. Having to admit between the two of her rages, she bequeath deem to make a decisiveness of whether to save her husband or her children.Ursula Le Guin depart show us how our minds can be trick into believing what we perceive. Many time our views will be predetermined before we gather all the facts. Often times siding to what we hold to be right or wrong, well be fixd or evil. After reading this story and gathering all the facts, it is amazing on how fast we switch our thoughts on which side we emphasize with. Not solo will the readers allegiances that be p ut to the test but also the wifes. finished the telling of this story she will manipulate our tomographys. She will lend us to the complete opposite of what we are thinking. It will not be until the terminate that we prevail out we have been tricked. Being told from the wifes view, we sympathize with the wife. She will lead us into believing that her husband is cursed and is changing, that this once good and kind man is turning evil and is going to be a risk of infection to her and her childrenAfter watching the way the he interacts with his mother and work outing with the children, she finds him to be a kind and gentle man. Anyone that nice must be expense knowing (Le Guin, 2012, p 29). He always seemed to be happy, never in a foul mood. This is what would eventually lead her to fall in love with him. The wife describes him as a good husband and a good father (Le Guin, 2012, p 29). Being a young and hard prole he was look up to by the community. This is a recipe for the a ccurate man for her. During the first year of their marriage, life was wonderful for them.Soon we will start to see changes from him. As their life goes on, she starts to describe strange conduct from him. He would start waking up during the night. Unable to sleep, he would tell her he was going off to hunt. After these trips he seemed to be different, banal and worn. This good natured man would be terse and short, not wanting to chew up about where or what he was doing. His wife would also know that on that point was a scent to him that could not be washed away, It would be in his hair and in our bed for days (Le Guin, 2012, p 30).This starts to give us the idea that the wife is starting to be concerned about what is happing to her husband.Le Guin gives us clues as to what this behavior stems from. Giving us key talking to she leads us to intend that this man is turning into a beast. The curse comes from his fathers personal line of credit and it only happens in the dark of t he moon (Le Guin, 2012, pp. 29, 30). She also tells us the he is not from around these parts, a stranger here with no ties to the community. there is very little known about his true background. Le Guin was mensurable to not give to many details about how the story would turn. She lets the readers imagination take them where they lead themselves too. This would give us a realization as we find out how our own thoughts and preconceptions can betray us.The wifes suspicions start to grow, on with our own. When the youngest of the children seemingly just overnight (Le Guin, 2012, p 30), starts to fear her father, we have a sense that that the wife is not the only one who notices these changes. The father tries to play the fear of the child off as a bad dream. The wife still does not want to believe what she feels, admonishes the baby for her bad behavior. We select now, that he knows there is something terribly wrong with him. He is either in denial or does not want his family and c ommunity to find out the truth. As she states that he kept away that whole dayprobably sensing the starting the dark of the moon (Le Guin, 2010, p 30) Not only do we believe that the wife is in danger but, now also the whole family. As most of us probably have seen a werewolf photographic film or more, recognize what dangers may lay ahead. Now that Le Guin has our gratify peaked, she will push our own thoughts even farther against us.Now that Le Guin has our full attention. She will reveal the truth of the story. The wife would wake up during the night to find that he husband is not in bed. He has once again wakened up and left. Hearing a noise she could no longer bare it (Le Guin, 2012, p 30), she goes to investigate what is going on. The wife sees her husband sitting outside. Her fears hold her in place as she starts to witness his transformation. His feet are getting longer with toes, as he starts to turn fleshy snow-cladlosing his hair to become smooth skinned, his ears disa ppear and his eyes turn grisly and white rimmedthen standing on two legs (Le Guin, 2012, p 30). He has change into a human man. All along we have been thinking he was human and was cursed to be a werewolf. We find that the story was being told from the werewolves point of view. The wife finally sees for herself that he has been cursed, My full love, turned into the hateful one (Le Guin, 2012, p 30).We know that the wife and werewolf community have dealt with human men before. The man thing looked around. It had no gun, like the ones from the man places do. I knew the man would kill our children if it could (Le Guin, 2012, pp. 30, 31). We get that the wolves have been hunted down before and killed by her reaction. She fears for her childrens lives even though the man in unarmed. She starts howling, alerting others of her kind. They would chase down the man and kill him.

Electronic commerce

Electronic transactionIntroductionElectronic commerce,is also known as electronic marketing,consist of do work of buying,selling or exchanging products,services or information via computer network.The amount of trade conducted electronically grown extraordinarily with widespread Internet usage. Electronic commerce started to a greater extent than 20 years ago in the form of Electronic data Interexchange(EDI) and Electronic Funds Transfer(EFT) Followed in the 1980s by Automated storyteller Machine(ATM),teleph one banking and the extensive apply of on-line credit card transaction.There are one-third judgment in E-commerce such as brick-and-mortar,virtual, and click and mortar.The brick-and-mortar conceptThe brick-and-mortar is colligate to business enterprise that have physical presence which is rather than virtual or online.Furthermore,stores(physical material such as brick and mortar) that we rotter drive to end repose physically to touch,purchase and see the merchandise.I t is term as the basic for the click and mortar.The brick-and-mortar business is old-economy organization(corporation) that perform most of their business whithout network(off-line).It is selling physical product by means of physical agents.The vitual pure play organization(virtual)In e-commerce pure-play I give ear to organization that originated and does business purely through the internet.It has no physical store(brick-and-mortar) where customers can shop.Examples of large pure play companies are Amazon.com and Netflix.com.The click-and-mortar conceptThe click-and-mortar concept is come to to combination of traditional(brick-and-mortar) and online establishment,such as store,bank and website.Transaction can be initiated and finalized either at the website(click)or at the physical site(mortar)The transformation in organization(brick to click)Many of organizational structures of todays business were knowing more than 100 years ago when when computer-based information system were not available.Besides,information is really comparative and difficult to process.Plus,communition system is too old to use in daliy life.More than 10 years a ago Peter Drucker tell the coming of a new organizational type,an organization composed mostly of specific who discipline and direct their own performance through make feedback from headquarters,colleagues and customers.Few years ago,when pure-play organization is gear stand anymore in business,other organization think to fatten out their sale,so click-and-mortar start to be use.The orbit pure-play thole short are precisely the areas in which brick-and-mortar companies took place in business. out front this,we use brick-and-mortar also.This concept can be use in organization,but to expand the business is hard because the business is just spread around its area because brick-and-mortar organization only sell physically outside the network.People from other places cant purchase thingS from it because they did not know ab out it.Soon,they realize that to make a successful business,it must go online.Click-and-mortar is not about praising one business model at the expense of another.It is also about feature the strength of both to develop the most positive consumer experience practicable because in the e-commerce world,the customer will determine the winner.The advantage of using click-and-mortar concept in organization

Tni Or Training Need Indentifaction Commerce Essay

Tni Or t individu everyying Need Indentifaction handicraft EssayThis is basic every last(predicate)y identified by the supervisor / manager as per the procedure of the exclusive or the future political program of growth which has been charted.. nevertheless(prenominal) legion(predicate) organistaions who have a complete Performance Management ashes in place, fix the TNI upon mutual agreement with the concerned employee and supervisopr/manager in accordance with the goals determined and agreement upon for the next PMS cycle. Sometimes TNI is worrywise fixed upon to improve an mortals performance/skill.There ar so umpteen styluss for conducting a education use upfull Analysis, depending on the situation. Is it to lead in to a design of a specific purpose improvement go-ahead? Is it for managers to identify gentility and learning conveys of their respective(prenominal) staff during the performance appraisal cycle? Is it to devise a calendar of reproduction subscr iber lines? How ruff to conduct the compendium volition depend on your answer to this question.In every case, determining arm demand come to the fores with a gap analysis the gap betwixt what skills your employees have and what they extremity to move the business forward. We should wont one or more(prenominal)(prenominal) than of the following info sources prep ar Needs Analysis (TNA) is an crucial first step in management tuition. If we tender to achieve the greatest improvement in performance and better think of from your investment in develop, ontogeny, practical experience or net peeing, we should first secure a comprehensive prep inevitably analysis. This lead form the background for designing a cost effective management or talent using programme. Training call for analyses finish in incorporate a 360 feedback survey, or an analysis of current corporate needs. For senior idiosyncratics an intensive interview programme, including work shadowing st ool be secureified.Design a TNA-Before off coiffe on a procreation needs analysis, it is desirable to carry step to the fore an audit of the current situation, desired transposes in barter or responsibility, and probable technological and schemeal suppurations. This will provide the entropy needed to determine what is necessary of the man-to-man, team or establishment.Then we raise determine performance full pointards in term of skills, contacts and practical experience.Simple questionnaires attention us identify where respective(prenominal)s stand on a range of competences in management, corporate goverance and railor behaviour, and corporate culture. Both the process of answering the questions, and the feedback will contri neverthelesse to self aw arness, specially if the results include contri plainlyions from line manager, peers and direct reports. The fostering need is the difference mingled with the current performance and the required performance.360 fe edback surveys -A 360 feedback survey protagonists the organisation deem quality information virtually performance and relationships by posing a set of example questions to an individuals line manager, peers and direct reports. This all nigh (360) rise identifies any variation of behaviour in divergent roles and minimises in the flesh(predicate) bias.Brefi classify recommends that a 360 survey should precede any informational checking programme. When reviewing an individual it is often best to ask open questions such as stay on doingWhat are the things which sh out(p) currently does which help you and which you hope (s)he will appease to do?Do more ofWhat are the things you would like get to to start doing or do more of?Do less ofWhat are the things whichname does which get in the panache of life and which you would like to be done less often? outgrowth needsWhat are the areas upon which you intuitive feelingname should au thuslytically concentrate in order to impro ve the managerial performance of the organisation? You whitethorn wish to highlight aspects of how (s)he manages or specific objectives or accountabilities which you feel need attention.Personal strengthsWhat do you look on as the key strengths whichname brings to his/her clientele?This information give the gate and so be consolidated by an independent consultant and fed back in a relatively unattributed manner.However, for a larger or organisation-wide survey it is better to get mathematical information that washstand be analysed and presented by computer. Brefi Group has developed two on-line TNA analysis programs for this purpose.BuddyCoach is a low cost on-line dish for individuals the basic service is free. Using standard questions based on competencies in someoneal effectiveness, man age communications, managing lot, effective directorship and corporate culture an individual can dominate an analysis of own(prenominal) strengths and maturement needs. For a small charge up to ten spick-and-span(prenominal)s line manager, peers and direct reports for instance can be invited to find too. The graphical results contrast the results from the different categories of feedback and also compare them with the norm for our planetary database. For for each one competence result there are suggestions of how to improve.CorporateFeedback is a all-powerful tool for organisations to identify individual and corporate provision needs. It is a fully customisable on-line 360 feedback program which soak ups on a reservoir of independently benchmarked competencies for managers and directors. The software program is hosted on our servers but can be fully integrated into the website or intranet within a template of your design.CorporateFeedback offers a choice of job role, that can either be specified by the client or draw on our standard list. Within each job role there is a choice of modules, such as managing plurality or managing finance. Again, the se can be specified by the client or draw on our existing selection. Each module comprises a number of competencies.Brefi Group has evolved a large selection of competencies, many based on international standards. Clients can draw on these and also include specific competencies relevant to their feature organisation. Each competence is represented by four statements which are include randomly in the questionnaires with options to agree or disagree.The results are presented graphically, with options for department heads and HR departments to view consolidated results and for learning recommendations to be included within each category.Personal interviewsPersonal interviews by a trained interviewer who is independent of the organisation is a means of obtaining high quality information about an individual or members of a team. Not only can the interviewer collect standard information, but he/she can ask penetrating questions to identify the reasons for the feedback.The information can be fed back to the subject in a non-attributable manner, but with such(prenominal) more information, including non only actual quotes but theappropriate voice tone and emphasis of the original quote. If the interviewer is also commissioned to coach the individual or team, this quality information will ensure that significant issues are rightly dealt with.Work shadowingWork shadowing involves a coach spending time with an individual while he or she is carrying out their normal work. The coach sits in on meetings and observes the individuals behaviour in different circumstances. Feedback can then be immediate, or compiled into a lump report. The instant feedback is a valuable part of the coaching process.Conventional tuition is required to cover essential work-related skills, techniques and companionship.Importantly however, the most effective means to develop mint is quite different from conventional skills nurture, which lets deliver it many employees regard quite negativ ely. Theyll do it of lean, but they wont enjoy it much because its about work, not about themselves as people. The most effective guidance to develop people is instead toenable learning and personal tuition, with all that this implies.So, after covering the basic work-related skills rearing,the focus should be on change learning and development for people as individuals which extends the range of development way impertinent traditional work skills and knowledge, and renders removed more exciting, liberating, motivational opportunities for people and for employers.Rightly organisations are facing great pressure to change these long time to facilitate and progress whole-person development and fulfilment beyond traditional learn.As with this website as a whole, this fosterage guide is oriented chiefly around whats good for people, rather than chiefly whats profitable for governments.The reason for this is that in terms of learning, formulation and development, whats go od for people is good for the validations in which they work. Whats good for peoples development is good for organisational performance, quality, customer satisfaction, effective management and control, and therefore wampum too.This is central to a fairly balancedPsychological Contractin employment organizations.Profit is anoutcomeof managing and developing people sound. People and their development enable profit. Enable people and you enable profit.Organizations which approach educate and development from this standpoint of necessity foster people who perform vigorous and progress, and, authorisedly, stay around for long enough to become great at what they do, and to help others become so.Training is a very commonly used word, butlearningis in many ways a better way to think of the subject, because learning belongs to the learner, whereas fostering traditionally belongs to the trainer or the organization.Training should be aboutwhole person development not just offring sk ills, the traditional interpretation of information at work.Whatever your role and responsibility, you ability not immediately be able to put great young emphasis on whole person development.Being realistic, corporate postures and expectations about what knowledge is and does cannot be changed overnight, and most organisations noneffervescent see pedagogy as being limited to work skills, classrooms and powerpoint presentations. However, when you start to imagine and think and verbalize about progressive attitudes to developing people beyond traditional skills knowledge for exampleenabling learningfacilitating meaty personal development parcel people to identify and achieve their avow personal potentialthen you will surely gravel to help the organisation (and CEO) to see and need these fresher ideas about what types of learning and development really work best and produces class-leading organizations.Training is also operable far beyond and outside the classroom.More seriously, training or learning, to look at it from the trainees view is anything offering learning and developmental experience.Training and learning development includes aspects such as ethics and godliness attitude and behaviour leadershiphip and determination, as well as skills and knowledge.Development isnt restricted to training its anything that helps a person to grow, in ability, skills, confidence, tolerance, commitment, initiative, inter-personal skills, understanding, self-control, motivation and more.If you apportion the attributes of really effective people, be they leaders, managers, operators, technicians any role at all,the important qualities which make good performers special are probably to be attitudinal. Skills and knowledge, and the processes available to people, are no great advantage.What makes people effective and valuable to any organization is their attitude. view includes qualities that require different training and learning methods. Attitude stem s from a persons mind-set, belief dodging, emotional maturity, self-confidence, and experience. These are the greatest training and development challenges faced, and there are better ways of achieving this sort of change and development than putting people in a classroom, or indeed by delivering most sorts of conventional business or skills training, which people see as a chore.This is why training and learning must extend far beyond conventional classroom training courses. Be creative, innovative, and open-minded, and you will recrudesce learning in virtually every new experience, whether for yourself, your team, or your organization. If you involve to make a difference, think about what really helps people to change. completely supervisors and managers should enable and provide training and development for their people training develops people, it improves performance, raises morale training and developing people increases the health and effectiveness of the organization, and the productivity of the business.The leaders ethics and behaviour set the standard for their peoples, which determines how productively they use their skills and knowledge. Training is nothing without the motivation to apply it effectively. A strong capability to plan and manage skills training, the acquisition of knowledge, and the development of motivation and attitude, largely determines how well people perform in their jobs.Training and alsoenabling learning and personal development is essential for the organisation. It helps improve quality, customer satisfaction, productivity, morale, management succession, business development and profitability.Use these tools and processes to ensure that essential work-related skills, techniques, and knowledge are trained, but concoct after this to concentrate most of your training efforts and resources onenabling and facilitating meaningful learning and personal development for people. There is no reason to break short at work-related t raining. Go further to help people grow and develop as people.Induction Training is especially important for new starters. total induction training ensures new starters are forbeared, and then settled in quickly and happily to a productive role. Induction training is more than skills training. Its about the basics that seasoned employees all take for granted what the shifts are where the notice-board is whats the routine for holidays, sickness wheres the canteen whats the dress code where the toilets are. New employees also need to understand the organisations mission, goals and philosophy personnel practices, health and safety rules, and of course the job theyre required to do, with clear methods, timescales and expectations.Managers must ensure induction training is properly planned an induction training plan must be issued to each new employee, so they and everyone else involved can see whats possibility and that everything is included.These induction training principles are necessarily focused on the essential skills and knowledge for a new starter to settle in and to begin to do their job..An organisation needs to assess its peoples skills training needs by a variety of methods and then complex body part the way that the training and development is to be delivered, and managers and supervisors play a key role in percentage this process.Peoples personal strengths and capabilities and sucks and desires and special talents (current and dormant) also need to be assessed, so as to understand, and help the person understand, that the opportunities for their development and achievement in the organisation are not limited by the job role, or the skill-set that the organisation inevitably defines for the person.As early as accomplishable, let people know that their job role does not define their potential as a person within or outside the organisation, and, subject to organisational policy, look to develop each person in a meaningful relevant way that t hey will enjoy and seek, as an individual, beyond the job role, and beyond work requirements.If realistic top-up this sort of development through the provision of mentoring and facilitative coaching (drawing out not putting in), which is very effective in producing excellent people. Mentoring and proper coaching should be used alongside formal organized training anyway, but this type of support can also greatly tending whole-person development, especially where the mentor or coach is seen as a role- pose for the persons sustain cross aspirations.Its important that as a manager you understand yourself well before you coach, or train or mentor othersAre your own your own skills adequate? Do you need help or training in any important areas necessary to train, coach, mentor others? What is your own way? How do you you communicate? How do you approach tasks? What are your motives? These all strickle the way you see and perform see the training, coaching or mentoring role, and the way that you see and relate to the person that your are coaching, or training, or mentoring. Your aim is to help the other person learn and develop not to create another version of yourself. When you understand yourself, you understand how you will be perceived, how best to communicate, and how best to help others grow and learn and develop.And its vital you understand the other persons style and personality too how they prefer to learn do they like to read and absorb a lot of detail, do they prefer to be shown, to experience themselves by trial and error? Knowing the other persons best-loved learning style helps you deliver the training in the most relevant and helpful way. It helps you design activities and tasks that the other person will be more be more comfortable doing, which ensures a better result, quicker.Many organizations face the challenge of developing greater confidence, initiative, solutions-finding, and problem-solving capabilities among their people. Organisatio ns need staff at all takes to be more self-sufficient, resourceful, creative and autonomous. This behaviour enables staff can scarper at higher strategic level, which makes their organizations more productive and competitive. Peoples efforts produce larger results. Its what all organizations strive to achieve.However, while conventional skills training gives people new techniques and methods, it wont develop their maturity, belief, or courage, which is so essential for the development of managerial and strategic capabilities.Again, focus on developingthe person, not the skills.Try to see things from the persons (your peoples) point of view. Provide learning and experiences that theyd like for their own personal interest, development and fulfilment. Performance and capability are ultimately dependent on peoples attitude and emotional maturity. Help them to achieve what they want on a personal level, and this provides a platform for trust, emotional contracting with the organisatio n, and subsequent skills/process/knowledge development relevant to managing higher responsibilities, roles and teams.2.Examining training in large municipalities linking individual and organizational training needs.By Willow Jacobson Ellen V. Rubin Sally Coleman Selden Public personnel character Management Winter, 2002Both practitioners and academics in the private, not-for-profit, and public sectors are change magnitudely focusing attention on organizational and gentle resourcemanagementperformance. An important factor or predictor of government performance isitstraininginfrastructure. It helps organizations enter and retain workers, as well as ensure that workers have the needed skills and opportunities to perform in their current and future positions. Training is a direct means of developing individuals, and subsequently organizational competency. This capacity, in turn, is linked to boilers suit organizational performance. This member utilizes data collected as pa rt of a national study of local anaesthetic, state, and national governmentthe Government Performance Project. Specifically, it focuses on training in the largest municipalities in the United States.First, this article briefly reviews the existing investigate on training, demonstrating the need for a holistic examination of training in the public sector. Second, using data from the Government Performance Project, it describes the nature of training in 33 of the 35 largest cities in the United States. Finally, drawing upon what was conditioned through survey questions and personal interviews with city officials, this article presents a training model that integrates employees, the organization, and the environmental context in which employees and the organization operate.A go on discussion in the training literature relates to the categorization of trainingmanagement training, technical training, and skills of an aging workforceand the inclination on the part of scholars is to lim it their research to a particular type of training. As responsibility for the delivery of public sector goods and run is passed down to local governments, understanding the opportunities and mechanisms for developing employees becomes increasingly more important. With this military commission of responsibility come expectations that local government employees will deliver an increasing range of services. The need to provide additional services corresponds to a need to train employees for the delivery of extended services. Furthermore, in an increasingly competitive job market, it is essential that governments explore training as twain an opportunity to retain employees and as a means to attract and develop new employees.This article is designed to fill the gap of knowledge about training in local governments by examining and discussing training for all employees and managers. In addition, this article will look at the relationship between different measures related to training an d the environment. Finally, based upon data collected and analyzed, we develop a framework that can be used to guide government prep and training analysis.The humanresourcemanagementsurvey official document contained a series of multi-part, unrestricted questions designed to yield information about a given citys training system. The survey instrument was designed and pretested in four states, four local governments, and four federal agencies in 1997. Based on this pilot study, the instrument was revised and streamlined to focus as directly as realizable on the evaluation criteria for human resource management. After completing a survey of 50 states in 1998, the survey was revised.Training need realisation-Some cities track employees training records centrally, while others assign this responsibility to individual agencies in which employees work. Specifically, in 76.0 percent of cities, the central personnel department keeps records of individual employee training, and in 66.6 percent, individual departments keep records. Records kept by the central office were computerized more frequently (82.6 percent) than those kept at the department level (50.0 percent). Computerized records pull up stakes managers and policy makers easier access for planning and analysis.Having a training catalog on the Web can make it easier for employees to stay up-to-date with course offerings. capital of Hawaii and Jacksonville are two cities that provide online training catalogs.Finally, cities may offer incentives to encourage training.Other incentives for obtaining training are the rewards employees receive for completion. The GPP identified five possible rewards for training class certification, college credit, recognition by supervisor(s), meal (ceremony), and skill pay. Rewards for training can motivate employees to not only seek, but complete training. in spite of their potential positive impact, the survey results show that less than a tertiary of cities offer rewards for completing trainingexplored a series of bivariate relationships between training-related measures and environmental factors including unionization, workforce planning, and workforce age. Unionization and workforce planning are significantly associated with form of training opportunities and training capacity. Monetary encouragement is significantly associated with average workforce age however, the nature of this relationship is negative.While the data is useful in providing information about the array of courses offered and a all-encompassing sense of the training environment structure, it offers limited insights about the quality of course offerings or the extent to which training meets the strategic needs of the government. As a result, this article develops a framework that structures our understanding of training from both(prenominal) the individual employee perspective and the organizational perspective.The model clarifies how the organizations training structure repr esents two evident components and how these components may be prioritized.Strategic Systems Training Model An Integrated mountThe Strategic Systems Training Model (SSTM) is based on the premise presented by Abraham Maslows A Theory of Human Motivation (1943) in which he describes a hierarchy of needs when a foundational need is met, a more building complex need emerges that an individual strives to fulfill. It is the emerging tension that motivates employees. Maslows model is based on the assumption that all individuals have needs that underlie their motivational structure, and as a lower level need is fulfilled, that need no womb-to-tomb drives behavior. However, a new higher order need becomes the source for motivation. (22) parting 1 The Individual EmployeeUsing Maslows model as a beginning point, he argues that humans have individual motivational structures. We take a similar approach and argue that individuals have individual training structures. In Maslows model, individua ls are motivated at the most basic level by physiological needs that include their basic survival needs. In the individuals training structure, the most basic level of need is training on minimal occupational skills needed for basic employment survival. Depending on the individual, this may be basic literacy training or basic computer training. As shown in go in 1, as an individual moves up the hierarchy, his or her motivation becomes more refined and specific. Similarly, as public sector employees progress through the training hierarchy of needs, the training requested becomes more advanced and specialized.n Maslows model, individuals still need to fulfill lower-level needs as they progress up the hierarchy. The training model begins to deviate from Maslows model at this point. Basic training does not need to be continually re-taught as more advanced training is undertaken, but the basic skills gained through previous training do need to be maintained. An individuals training stru cture is theblueprintfor the training the individual needs to build his or her capacity, based upon the foundation of skills and training the person has already received.Component 2 The OrganizationAn organization, like an individual, has its own training structure based on its needs and the skills of its workforce. (23) The training structure for an organization is make up of its employees, who bring their own training structures. Employees fill the layers within an organization the organization needs to be aware of an employees current level of need and train him or her accordingly. The organization must also consider how the different needs and skills of its employees fit within the boilers suit needs and mission of the organization. An organization that works to train all employees at the most basic level can then shift resources to other areas of training the organization needs to prosper. Furthermore, an organization must reconcile the obligation of meeting the training needs of its individual employees with its responsibility to develop an organizational training structure that suits its overall needs. An organization with a strategic focus advances and develops through its acquisition of new human capital and the development and training of its current human capital.The diversity of employees training needs means that an organization has to carefully plan its training structure to train employees at the appropriate level according to both individual and programmatic needs, which requires a more holistic understanding of how employees fit into the largerorganizationalstructureand how that employee contributes to the accomplishment of the organizations mission. Matching employees to training levels actually results in the separation of the organizational training structure into two training sub-structures or components one that focuses on training managers and the other that focuses on general training. These two components are then treated as separate but interactive pieces of the organizations training structure. They can be prioritized and developed differently. The priority that one component may receive over the other is often due to limited resources, training philosophy, or other contextual factors. In an ideal system, both components receive attention. In reality, one part is often prioritized over another due to figure constraints and other limited resources. This prioritization often relates to greater philosophical and contextual factors (see Figure 2).For example, cities that believe in succession planning, or filling management positions with people that have worked their way up through government, are more promising to focus their attention on the bottom triangle, expecting employees who complete thosetrainingcourses to by and by progress into management positions. Thus, they want to advance the individual within that individuals training structure because they will take those skills to their next positions. This type of city is likely to prioritize the general training component.Cities that place a priority on the manager training structure might feel that trained managers transfer information to employees, so general training is not as important. This ruling implies that managers act as trainers for employees, and as a result, fewer formal courses may be offered to general employees. This could lead to a less-developed training program. The transfer of training through informal networks does not allow for formal record retention of an employees progress, thus making it difficult for the organization to accurately plan organizational training that meets individuals needs. Another explanation for the focus on the manager component could be justified by cities that are undertaking massive change the priority may be to familiarize managers with changes so they can help transition the organization.Research has demonstrated the significance of the environment on organizational structure and be haviorThese examples demonstrate this significance by presenting factors that are outside the organizations training structure, yet have a serious impact on how the training system operates. The influence of these contextual factors on the training system are included as important explanatory factors in this model. This model serves two purposes in the planning process. First, it allows planning for individual training needs, and second, it allows planning at the organizational level. This second purpose is multidimensional, including the individuals that make up the organization, the capacity they bring to the organization, and how this interacts with meeting the future goals of the organizationConclusion-This article presented a picture of training in 33 city governments, as well as key relationships that help us to understand training capacity, both overall and in relation to some of its key components. Cities offer a range of courses to general employees, ranging from the most b asic to more advanced skills. Interestingly, fewer cities offer basic training than a more specialized set of training coursesFinally, this article provides a model that helps to conceptualize individual training structures an

Tools of the Astronomer :: essays research papers

The Telescope of the Astronomer years and Years ago, astronomers didnt progress to the advantage of the telescope. They could only use their naked eye. It wasnt until Galileo first do a better telescope that it could be used for looking into space. most every telescope you buy today is better than the one he used. These telescopes have revolutionized astronomy in general.When Galileo first took his telescope and looked at the alternate he saw amazing things. He saw craters on the Moon, darkling spots on the surface of the Sun, tiny moons moving around Jupiter. No one else had ever seen these things. With the modern telescopes we use today, we tail assembly see galore(postnominal) umpteen more things.Light from planets, stars and galaxies spreads itself on Earth, and a telescope get togethers this write down and lets us look at the object the firing came from. Some telescopes, called refracting telescopes, collect and focus heat through a glass lens. Another type, the st rikeing telescopes, reflect light on a glass mirror. The bigger the telescope the more light it collects, giving us a better view of what we require to look at. Some dont have just one big mirror, it has many little mirrors that fit together like bathroom tile. With the help of a computer, these little mirrors work together like one big mirror. The Hubble pose Telescope is the largest orbiting optical telescope in history.The refracting and reflecting telescopes collect and focus indubitable light, which is light that we can see. There are also other types of light that we cannot see. Nowadays astronomers have telescopes to looks at different types of light. On Earth we can look at visible light and radio waves. A a couple of(prenominal) of the very largest telescopes look for radio light. Other types of light, like X-ray light and ultraviolet light, can only be looked at from space, so astronomers have built telescopes in space that orbit the Earth. The most famous is the Hubbe ll spot Telescope.

Argument for the Existence of God :: Religion, Theology

The following paper will provide a sound argument in favor of theexistence of paragon. By demonstrating that an doubter world cannot account for thepreconditions of the laws of system of logic an unbelieving cannot even account for a rationaldebate concerning the existence of God.The impossibility of the contrary, the best and besides proof that thenesesary truth of the existence of God is his revelation of himself to us thatmakes it manageable for us to use logic. This could be translated, using onlynessesary truths, into the form ofL (laws of logic)G (God exists) if L entails GL================ GLogic is the laws of abstract thought that God has established. IfGod has established these laws of reasoning that we call logic then(prenominal) how couldthe Atheist system account for the laws of logic. First they are indifferent(p) anduniversal, and how could anything immaterial and universal be accounted for in anaturalistic (matter only) universe. Second if God has established these laws ofreasoning then there would be no atheism. An Atheist wants to believe in laws oflogic which are universal in application, entirely in order to escape the ultimateimplications of this idea ( there is a God who imposes universal standards ofreason.), the Atheist will try to maintain that the laws of logic are merely conventions of general agreement amongst them. This is philosophically non-acceptable, if logic were apparently a matter of convention, it would be impossible

Casablanca :: essays research papers

Casablanca was a very interesting recognise. The first time that I watched it, I authentic in ally had no idea what was spill on. I found it a miniature hard to follow. But, after the second time around, a good depute of the movie became very clear to me. The setting takes place in Casablanca, Morocco and in Paris, France. At first the movie takes place in December 1941 at deform Blaines saloon in Casablanca. Rick has to deal with some prohibited visa papers that he was given, and he hides them in the piano. Ricks former fan Ilsa comes with her husband Victor Laslo to the saloon. She is friends with the piano player surface-to-air missile, and tells him to play the song As Time Goes By Rick and Ilsas "song." Rick comes in and yells at Sam to stop, and then he sees Ilsa. Then next scenes Rick is having a flashback to all the good times he had with Ilsa when they were in Paris, France. Rick and Ilsa are in love and plan to leave on a train to stir up married. Ilsa is really married to Victor, but she believes that hes dead. She finds out that hes alive and in a concentration camp right before she plans to leave with Rick. She doesnt go with Rick on the train and leaves him heartbroken. Then back in Casablanca Rick discovers that hes quiet in love with Ilsa. Rick tells his friend Louie, the police chief, about the unratified papers and plans to have him set up Victor to go to chink for having the papers so Ilsa and Rick can go to America. Rick decides that he cant go to America with Ilsa, because shell regret it. Victor and Ilsa end up going to America on an airplane together. The most memorable scene of the film for me was when Ilsa comes back into Ricks life. She begs Sam to play As Time Goes By. He wont so she keeps saying, "Play it Sam..." When Sam does play the song Rick storms in and says, "I thought I t white-haired you to never play that again" Then he looks up and sees Ilsa. They make eye contact and they remember all of their old feelings for each other. This scene is very emotional and you can tell simply what theyre both feeling. I think a filmmaker wanted to make this film to show what war can do to two people.

Guillain-Barre Syndrome Essay -- Health Medical Medicine Essays

Guillain-Barre Syndrome Most people do not expect to fit paralyzed during the course of their lives. Barring injury to the nervous system or debilitating disease, one does not expect to lose motor function. In spite of these expectations, people of all races, sexes, ages, and classes tail end be afflicted with a debilitating syndrome that can lead to difficulty in walking or even to temporary paralysis in the most severe cases. This syndrome is cognize commonly as Guillain-Barre Syndrome, or GBS.GBS is an inflammatory disorder of the skirting(prenominal) nerves. When the syndrome occurs, the bodys peripheral nerves become inflamed and cease to work due to an recondite cause. (1) (3) Around 50% of the cases of GBS appear by and by a bacterial or viral infection. (1) The syndrome can also appear after surgery or vaccination. GBS can appear hours or days after these incidences or can even take up to three or four weeks to appear. (4) few theories propose that GBS is caused by a mechanism of the autoimmune system that prompts antibodies and unclouded blood cells to attack the covering and insulation of the nerve cells, which leads to abnormal sensation. GBS is considered a syndrome rather than a disease, because its description is based on a stigmatize of symptoms reported by the patient to her doctor. (5)GBS is also known as sagacious inflammatory demylinating polyneuropathy and Landrys ascending paralysis after Jean B. O. Landry, a french physician who depict a disorder that paralyzed the legs, arms, neck, and breathing muscles of the chest. (4) (1) GBS was named after French physicians Georges Guillain and Jean Alexander Barre who, along with fellow physician Andre Stohl, described the differences of the spinal fluid of those who suffered f... ...undation International, based in Wynnewood, PA.http//www.guillain-barre.com/overview.html2) Kolata, Gina. Flu The Story of the abundant Influenza Pandemic of 1918 and the Search for the Virus That Caus ed It. Simon & Schuster New York. Pgs. 167-185.3) Guillain-Barr halt Group, The homepage for the Guillain-Barre Syndrome Support Group based in the United Kingdom. The organization disseminates information to sufferers of the syndrome and their family and friends.http//www.gbs.org.uk/index2.shtml4) NINDS Guillain-Barre tuition Page, National Institute of Neurological Disorders and Stroke information page on GBS.http//www.ninds.nih.gov/disorders/gbs/gbs.htm5) GBS - An Overview For The Layperson, An overview of GBS written by Dr. Joel S. Steinberg, a neurologist that once suffered from GBS. http//members.ozemail.com.au/guillain/gbs.htm

The Hobbit by JRR Tolkein :: essays research papers

The Hobbit Book ReportThe Hobbit was written by J. R. R. Tolkien and secured as a copyright in 1937. The story is about a short, peaceful putz named Bilbo Baggins who, like most hobbits, is about half as tall as a human, provided not nearly as loud. Bilbo resides in his snug hole where he leads a very easy-going life. He does, however energize a side to himself that wants to go out and explore the human beings and be adventurous. One day a wizard, named Gandalf, comes to Bilbos ho go for and discovers that he could use an adventure to make a difference in his life. Bilbo declines Gandalfs invitation, but gets dragged into an expedition when Gandalf hires Bilbo as a Burglar to join a meeting of dwarves. These dwarves, led by Thorin, are going to head to the Lonely atomic pile to reclaim protect stolen from their family by a fierce dragon, named Smaug. Throughout the quest, the caller is faced with trouble from trolls, goblins, spiders, and many evil creatures. Bilbo is usefu l to the group because he can sneak around very quietly, and explore things without getting caught. This powerfulness to sneak around is ever increased when he stumbles across a magic ring that makes him invisible. Using the ring, Bilbo comes across a way to consume the dragon and reclaim the treasure. He spreads word of Smaugs weak eff and the dragon is killed, but not before an full town is destroyed. When the treasure is reclaimed, there is much controversy over who gets to claim it. Thorin is, however, unwilling to make out the treasure with anyone but the dwarves, and a war brews over it. The good creatures colligate and defeat the evil creatures, but as a consequence Thorin is killed in battle. The treasure is then spread peacefully among the good creatures, including Bilbo, and he heads home. When he returns he finds that the other hobbits do no longer wish to move with Bilbo because of his newfound adventurous ways. He doesnt mind though, because he has gained many fr iends out of his expedition, who stop by frequently. The Hobbit is a great story for plenty who like to leave their present reality, and simply enter a world of fantasy.This novels most important element was the main character, Bilbo Baggins. The entire story revolves around Bilbos actions, and follows him wherever he goes.