Community Map Essay Example | Topics and Well Written Essays - 250 words

Community Map - Essay Example Each map misses something important as when I compare my map with that of my neighbors I realize that I forget to draw a lot of stuff, but it does not matter because it shows how each of us envision our community (Glenn, 2004). It also shows how each person expresses his or her own interpretation of a community on his or her map. In my community, my neighbors are very close to one another because the majority of us are Haitians, which makes us strong. We speak of the similarity of language, eat same food and dress the same way. In contrary, we do not support each other as they do in Haiti. I personally did my own research about community economics. In order for a community to be powerful, each of us must practice group economics that means patronize each other businesses so our money can be osculated within our community. An example is, we need to control more businesses and resources in our community instead of having someone else that comes from a different community that has a different culture ruling all of us (Glenn, 2004). We can buy out politicians or at least rent them out so they can implement a new law that would benefit us in the long run. Anybody thinks by voting you automatically control your politicians; you are delusional. By having a business in your community, you can afford to write a cheque to your local politicians and support them in their next campaign (Glenn, 2004). Next time you decide to ask for a favor, someone you would be ready to answer to your

The Causes For Eating Disorders And The Impact Of The Media On Essay

The Causes For Eating Disorders And The Impact Of The Media On Self-Image - Essay Example This paper discusses causes for eating disorders and the impact of the media on the self-image. Causes of eating disorders Poppink defined eating disorder as abnormal eating habits, which may occur in form of starvation or excessive eating acts and identifies anorexia, bulimia, and binge eating as examples of common eating disorders (17). Causes of eating disorder can be grouped into psychological, interpersonal, and social factors. Psychologically, eating disorder may occur because of mental and emotional imbalance. Psychological factors include, lack of self-esteem, feeling of lack of purpose in life and occurrence of anxiety, anger or stress. Psychological factors, though inherent to the patients, can be professionally addressed through patient counseling. In addition, Poppink states that individuals could manage anxiety and anger without seeking professional services where individuals could relax, and avoid incidences that might trigger anger (104). Interpersonal factors could al so result to eating disorders. According to NEDA (1), interpersonal factors may occur through physical and sexual abuse, strained personal relationships, and having history of being ridiculed or teased about ones weight or size. Having relationships and interacting with parties is the genesis of developing interpersonal factors that lead to eating disorders. Avoidance of negative crowd and withdrawal from strained relationships could prevent the occurrence of eating disorder. However, those who have suffered from sexual abuse may further require professional counseling and guidance. Spettigue and Henderson further identify social factors as the leading cause of eating disorders. With the advent of information technology, mass media have created a social context of ideal women through the biased exposures of thin women in their programs and magazines. The society has also framed a narrow definition of beauty where slender women and masculine men are being considered beautiful and han dsome. Poppink further notes the existence of such biased concept and social mind frames in the society may generate peer pressure among individuals who are overweight hence leading to eating disorder (145) Causes of eating disorders offers basis for treatment and recovery. The disorders may be treated in three different approaches, which include the use of psychotherapy, medicines, and nutritional supplements. Spettigue and Henderson stated that the cause of the eating disorder determines the approach of the treatment. Counseling and administration of medicines may be used to treat eating disorder that could have resulted from physical and sexual abuse. It is fundamental that the administered treatment addresses the root cause of the eating disorder and resulting symptoms of the condition concerning psychological, interpersonal and social factors (NEDA). After undergoing successful treatment, an individual is able to recover from an eating disorder. Full recovery is always dependen t on the nature of treatment and care offered to a patient. Recovery is a long-term process, which may last for years. It is vital that one should carefully follow the instructions of the therapist and the outlined recommendations for this stage (NEDA). The role of the media The media has a mandate of informing the public. It, as an informative tool, has contributed to the flourishing of eating disorder in the society. Overweight women, for example, have been subjected to social pressure by the media, which has framed social context of beauty. The media has portrayed celebrities, actors, and models with slender bodies, resulting to a biased definition of bea

Human Resource Essay Example | Topics and Well Written Essays - 1500 words

Human Resource - Essay Example Furthermore, more detailed ideas and concepts about the said topic are elaborately obtained from various studies through the use of academic journals. Critical evaluation There is no question about it; sexual harassment is prevalent in diverse parts of the world especially in the workplace. The sad thing about it is the thought that victims have little idea that they were already sexually harassed. One reason may be due to cultural orientation (Poulston, 2008). Some may have different perspective about it (Pierce et al., 2004). This further resulted to situation in which sexual harassment and its definition has not been fully understood by all. It is therefore important to study on this aspect because this can be informative to individuals especially those who have little information about the abusive capacity of those who can impose power over them. It is also important to understand this because sexual harassment has specific undesirable impacts that can eventually result to ineffi cient output in the workplace. Thus, workplace harassment is proven to have negative consequences in an individual and organisation (Bowling and Beehr, 2006; Raver and Nishii, 2010; Hershcovis and Barling, 2010 ). Thus, the human resource department must essentially address this issue in order to ensure efficient output of the human resource. The authors were consistent about their purpose of their paper and that is to outline their position on sexual harassment, how to avoid it in the workplace and the responsibilities of the employers to control this kind of situation. There were various sources employed in the paper and these include those with relevant discussion about the real definition of sexual harassment in the workplace. This makes the paper informative because it tries to inform the readers about the basic forms of sexual harassment in the workplace. Furthermore, more relevant literatures were included in order to justify their points on how to avoid sexual harassment in the workplace especially on the best part that employers can do to protect the human resource. It was also evident in the paper that the authors were able to critically consider various sexual harassment related incidents. From this stand point, it was evidently clear how the authors tried to emphasize the relevance and prevalence of sexual harassment in the workplace. The authors concluded that sexual harassment can represent abuse of power in the workplace. This basically is one of their strong stands on this issue. It is in fact true that through sexual harassment, everyone has the chance to dominate someone through imposition of power based on the definition given by the authors. Unfortunately, they failed to expand on this issue. Even though they are suggesting more important and relevant studies on this part, but they failed to expand or give detailed explanation on this aspect. They failed to provide available literature that could support this claim. Primarily, they have imp arted logical explanation and some relevant statistics about sexual harassment in the workplace but they failed to emphasise how many of them are eventually caused by abusive use of power over the abused or victims. For instance, they pointed out that women are said to be commonly sexually harassed in the workplace. However, there is no clear justification that this result is evident because women are primarily weak in physical strength than men for instance or the latter is more powerful than the former in the

Cafe Expresso And Sustained Competitive Advantage

Cafe Expresso And Sustained Competitive Advantage The purpose of this report was to critically analyse the Human Resource and Performance management systems of Cafe Expresso as a source of sustained competitive advantage. Specific objectives were to discuss the Human Resource, as a source of sustained competitive advantage (under RBV) in a company. In addition, the implications of RBV (Resource Based View) on SHRM (Strategic Human Resource Management) of an organization were discussed and how performance management systems are put in place to multiply its efficiency. The role of managers in this regard was also analysed to certain extent. In the end, threat posed to Cafà © Expresso was identified and recommendations were offered. One of the challenges faced by the company was the sustainability of its competitive advantage. The report recommends an extensive use of innovation and creativity at all levels of management in the company and futuristic approach in all its strategies and decision-making process. Table of Contents Introduction The case study on which this report is based, deals with one of the renowned players of the coffee house industry, called the Cafà © Expresso. After reining the coffee industry for almost 15 years, they lost their market share at the hand of rival competitors. As their key staff was poached and business model imitated. The new leadership in the form of charismatic chief executive, Ben Thomson, identified the problem in companys human resource and appointed, Kam Patel as a new global HR director to sort it out. Kam Patel worked on the new HR strategy to achieve Bens vision of becoming the number one coffee house across the globe. She revolutionised the role of HR and introduced functions of Partner Resources, where all employees were termed as partners in the business. Other key areas on which she focused were, resourcing and retention, learning and development, talent management, employee involvement and communication, and compensation and benefits. Her efforts reaped results and Cafà © Expresso moved to number two in the industry. The service had improved considerably and there was an increased level of staff and customer retention. However, they were now concerned about sustaining and developing this competitive advantage, which they achieved through superior strategy and innovative HR practices (Harzing and pinnington, 2011). Objectives of the report The main objectives of the report are to discuss the Human Resource Management strategy of cafà © expresso in light of Resource Based Theory presented by Barney (1991). Followed by key recommendations, as to how it can further develop or maintain its competitive advantage, based on this perspective. Purpose of the report The purpose of this report is to put forward an inductive theoretical discussion, where by, the human resource in an organization can be viewed as a source of sustained competitive advantage. In order to accomplish our mission, we will focus on the need to introduce the Strategic Human resource Management and the summary of Resource Based View of an organization, as well as, cursory touching upon the old and new conflicting theories in the process. We will then identify the circumstances, under which the human resource is actually valuable, rear, inimitable and non-substantial (VRIO framework). We will draw an end to literature review by discussing the implications of RBV on basic SHRM and example case study. Finally, we will discuss the inferences and put forward recommendations, as to how human resources can provide sustained competitive advantage and analyzing the role of HR practices in creating this advantage. Limitations Due to word limit, this report only discusses the theoretical research carried in the field of SHRM development and not the empirical research. Literature Review Strategic Human Resource Management and Transformation Armstrong (2008:5) defines Human Resource Management as a strategic and coherent approach to the management of an organisations most valued assets- the people working there, who individually and collectively contribute to the achievement of its objectives. Therefore, strategic HRM can be termed as those HR policies and practices, which will help an organisation in achieving its long-term goals and objectives through its people. Purcell (1999) defines strategic HRM as those actions, which differentiate an organsiation from its competitors in the market. HR policies and practices are no longer being formulated in isolation, as in the past. In the last half a century, HR functions have transformed from personnel in 1970s to employee welfare (unions) in 1990s to a strategic business partners in 21st century (Holbeche, 2009; Ulrich and Brockbank, 2005). The current period of HR transformation has been greatly influenced by Dave Ulrichs thinking (Holbeche, 2009). Strategic Management Framework Strategic management has seen remarkable advancement in the past half a century. Ever since the realisation of strategy into management, both academic researchers and practitioners have shown great interest in this field (Wright, et al, 1994). The business strategy encompasses the organisations strength, weaknesses, opportunities and threats-SWOT (Chanda, 2009). The strategists have relied extensively on this single framework (SWOT) to structure their work (Barney, 1991). Other contribution in this framework is Porters- 5 Force Model in Fig.1.1, which emphasizes on the external environmental factors affecting firms performance. Porters model did receive a wide range of acceptability by the practitioners, but it does not cater for the determinants, on which a companys manager has influence (Wright, et al, 1994). Keeping in view the above mentioned strategic management theories, based on external factors determining the competitive advantage of an organization, let us now narrow down to strategic human resource management. In this regard, the most relative one is the Outside-in (Michigan HRM Model) theory, first published by Tichy, et al., 1982) According to them, People are recruited in to the organisations to do the jobs defined, by the division of labour. Performance must be monitored and rewards must be given to keep individuals productive (Devanna, et, al, 1984). In their model, Fig.2.2 Strategic management and environmental pressures they present the basic elements as interrelated systems, that are surrounded in the work related environment. C:UsersShahrukhDesktopR0801E_A.gif Fig.2.1 The five competitive forces that shape strategy Source: Harvard Business review, 2008 However, critics suggest that this model has harder, less humanistic approach to HRM, holding the employees as a resource, in the same manner as any other business resource. People can be obtained as cheap as possible, used sparingly, developed and exploited to organizations benefit (Price, 2011). Another limitation to this model is that, it cannot fit into dynamic and globalized economic conditions, where innovation and learning is the key to sustained competitive advantage. One of the upcoming and current theoretical discussions on strategic management is the Resource Based View of an organization (Barney, 1991; Wright, 1993). This theory of strategic management is different from environmentally-focused and externally motivated theories (e.g., Poter, 1980; Tichy, et al, 1982; Devanna, et al, 1984). It mainly focuses on the inside out view of the organization (Barney, 1991), its strategy and its performance (Hill and Jones, 2007). Furthermore, the Resource Based model of competitive advantage is mainly organisation- focused as compared to strategic management analysis by Porter and Devanna, which are industry environment- focused (Mc Williams and Smart cited in Wright, 1994). Resource Based View of an organisation Resource based view of a company as described above, emphasizes upon the internal resources of the company as a major factor in competitive success and sustainability (Wright, et al, 1994). It is therefore, imperative to briefly focus on the definitions of resources, competitive advantage and sustained competitive advantage. Resources within Resource Based Theory According to Barney(1991:101) the resources in a firm are all assets, capabilities, organizational processes, firm attributes, information, knowledge, etc. controlled by a firm that enable a firm to conceive of and implement strategies that improve its efficiency and effectiveness. Barney also classifies these resources in to three categories, such as, physical capital resources, human capital resources and organizational capital resources (Wright, et al, 1994). Since our focus is on human capital resources, therefore, according to Barney, it includes such things as experience, intelligence of both managers and workers in an organisation. Competitive and sustained competitive advantage When discussing the RBV of a firm, the above mentioned resources are in fact the source of competitive advantage. Barney (1991:102) believes competitive advantage is being achieved when a firm is implementing a value creating strategy, not simultaneously being implemented by any current or potential competitors. In contrast, in the environmentally motivated strategic models (e.g. Porters 1980; Devanna1984), the resources are considered to be mobile and that companies can create or purchase, resources held by the other firms (Wright, et al, 2001). The second definition is the sustained competitive advantage. Some authors have suggested that a sustained competitive advantage is simply a competitive advantage that lasts long period of calendar time (e.g. Jacobson 1988; Porter1985) (Barney, 1991). Whereas, the new theory is that sustained competitive advantage occurs only when the competitors are unable to copy the benefits of a competitor advantage at the first place (Wright, et al, 1994). Therefore, the criteria chalked down by Barney (1991) for sustained competitive advantage in his resource based theory is VRIO: Value should be created through resource There should be an element of uniqueness or rarity in the resource as compared to its competitors in the market The resource should not be imitable The resource of an organisation should not be substitutable with resources from other competitors Human Resource under VRIO Framework We have established that human resource is one of the components of sustained competitive advantage. Let us now further discuss it under the resource based (VRIO) framework (Barney Wright: 1997). Human Resource as Valuable As mentioned above, in order for human resource to become the source of sustained competitive advantage, it needs to add value to the firm (Elliot, 2003). According to Barney (1991), resources must possess additional characteristics, in order for them to add value to the organization. Other researchers believe that because of the variable level of skills and abilities of employees, there is a variance in individual contribution to the firm, consequently adding to the ability of human capital to provide value. (Wright, et al, 1994). In addition, value can also be created within the organisation for its human resource through regular training and development activities (Ulrich and Brockbank, 2005). Human Resource as Rare In contrast to the idea of rarity of human resources, it can be argued that labor pool is in fact homogenous due to existence of fairly high levels of unemployment, leading to an excess of supply of labor (Elliot, 2003). However, it is widely believed amongst the HR strategists that rarity in a human resource is derived from their variable levels of competencies and skills. For example, cognitive is an ability which is rarely found in all levels of human resource (Wright, et al, 1994). Since these rare competencies are distributed uniformly amongst the talent pool, therefore, quality human resource is rare (Lado and Wilson 1994). Human Resource as inimitable According to Wright et al (1994), If the competitive advantage gained through having a high quality skilled worker is easily imitable, then it not possible for human resource to constitute as a source of sustained competitive advantage. According to the RBV of competitive advantage, SHRM researches argue that the high quality workers can be imperfectly imitable, if they possess pre-requisites such as, unique historical background, casual ambiguity and social intricacy (Elliot, 2003). Furthermore, to sustain a competitive advantage, the human resource must also be imperfectly mobile i.e. that cannot be traded as regularly as possible (Amit Shoemaker; Grant; Peteraf, cited in Elliot 2003). However, William (1992) argues that nothing lasts forever and no matter what the organisation does, its competitive advantage will eventually be copied by its competitors. Therefore, he purposes the idea of First mover advantage- how fast an organization can maneuver across a range of competitive co nditions. Human Resource as non-substitutable Not able to be substituted mean that there must be no strategically equivalent valuable resources that are themselves either not rare or imitable (Barney 1991:111). Alternatively, if the resources are not rare and imitable, the other firms will be able to easily create and implement same business model and strategies, thus, invalidating the benefits of competitive advantage (Barney, 1991). However, it is widely argued that the biggest advantage to human resource is the fact that every person is genetically unique in a way that no two people are exactly identical, thus they are heterogeneous resource (Barney Wright, 1997; Wright et al, 1994; Pfeffer, 1995). In addition, human resources is the only source in an organisation, which has the potential to not to grow obsolete and can be easily introduced to new technologies, products and markets (Wright, et a, 1994). Furthermore, the time human resource spends in an oragnisation, adds to the experience which in turn adds to the total valu e of the organisation (Barney Wright, 1997). Applying RBV to SHRM and sustained competitive advantage As it is mentioned in para.2.1 that SHRM is a set of those HR policies and practices, which are designed to achieve long-term organizational goals. Though field of SHRM has not directly born of the RBV, it has clearly been instrumental to its development (Wright; Dunford; Snell: 2001). It was largely due to the fact that RBV shifted the view from external (environmental) factors to internal firm resources as a source of competitive advantage (Hoskisson: 1999). Therefore, amalgamation of RBV into SHRM should come as no surprise to the practitioners around the world. HR practices and sustained competitive advantage The potential of HR practices to establish a source of sustained competitive advantage has been argued greatly amongst academic researchers (Wright, et al: 2001). Two arguments came in quick succession in 1994. Wright et al (1994) suggested that HR practices (tools used to manage human pool), when studied under the RBV, VRIO framework (Barney and Wright: 1997), does not form the basis of sustained competitive advantage. As, individual HR practices can easily be imitated by competitors. Alternatively, they proposed that only the human resource capital (highly skilled and highly motivated workforce) has the potential to become the source of sustained competitive advantage for a firm (Elliot: 2003).In contrast, Lado and Wilson (1994) argued that HR practices are in fact the source of sustained competitive advantage for firm because HR systems (opposite to individual practices) can be unique, informally ambiguous and synergetic in way they develop firm competencies. Thus, HR practices wi th all its complementariness and interdependencies would be impossible to be copied by another competitor. This argument seems valid in the current SHRM paradigm (Wright, et al: 2001). Development and performance management The constant development in the field of SHRM has rendered RBV to achieve some consensus on the role of human resource in achieving sustained competitive advantage (Wright et al: 2001). These factors are illustrated in Fig.2.5. Fig.2.5: A model of basic strategic HRM components C:UsersShahrukhDesktop1-s2.0-S0149206301001209-gr1.gif Source: Journal of Management (2001) The components depicted in Fig.2.5 are only the levers by which a pool of human capital can be developed (Wright et al, 1994). The role of managers in a firm is inherently limited, when it comes to defining the sources of sustained competitive advantage under VRIO framework (wright et al 2001). However, Wright et al (1994) argues that the managers can play a vital role in developing a pool human capital (highly skilled and motivated workers) by superior HR practices such as: Extensive selection and recruitment process Systems to attract, identify and retain high quality employees Training programs aimed at increasing and developing individual skills and competencies Attractive wages and compensation packages Based on Wright et als(1994) model, Elliot(2003) suggests that the next aim of an HR manager is to affect the individual behavior of employees by introducing Performance Management Systems supportive of firms competitive strategy. For example, Reward systems, Appraisal systems, communication systems and socialization systems and encourage employees to improve their individual performance, where by, they can deliver and act in the best interest of the organization (Wright et al, 1994). Link between theory practice- Cafà © Expresso Here, we will link theory to practice, by practically, adding the example from the case-study on Cafà © Expresso. After Ben Thomson (CEO) decided to re-launch Cafà © Expressos business strategy, the main emphasis of his program was the refurbishment of HR department. As, this discussion focuses on modern HRM theories and practices in light of RBV, it is evident that the new HR director, Kam patel, applied almost the same strategy. For example: To start with, they set aside the external (outside-in) environment (Michigan model by Devanna et al (1984) and Porters forces model (1985)) and focused on the firms internal (Inside-out) HRM strategy and practices (RBV of the firm by Barney (1991) and Wright et al (1994)). Due to high turn-over of employees in the industry and weak retention, they identified the key human capital of the company, as a source of competitive advantage (based on Wright et al, 1994). Kam Patel, with her futuristic and modern approach, transformed the HR function as Partner Resources (based on Holbeche, 2009; Ulrich and Brockbank, 2005). She introduced performance management systems, for example, objective and development needs, in relation to knowledge, technical skills and behavioral skills. Performance appraisal was conducted bi-annually and feedback from customers and peers were included in the process. (Based on Wright et al, 1994; Elliot, 2003). Under the VRIO framework (Barney, 1991), Cafà © Expresso did manage to create Value, Rarity, Inimitability and non-substitutability through their superior HR practices. Value and Rarity by introducing learning and development feature in their HR practice, for example, new recruits were encouraged to spend time on the floor. They spent a day in Cafà © Expresso development Centre, learning the company history and coffee industry. They were made Cafà © expresso ambassador by taking part in the coffee master program. They were groomed through mentor system, where both baristas and managers were provided with a buddy, who would support and provide assistance in their job. In addition, the new resourcing technique (window advertsing and word of mouth) meant that most of their selected partners were actually loyal customers in the past, which is a rare human resource pool in a firm (Harzing Pinnington, 2011). In-imitability and non-substitutability is measured by the fact that cafà © expresso possessed a unique team of partners (mostly former customers) with the same love and passion for coffee house experience amongst them. Furthermore, the retention strategy offered was of high quality and included wide range of benefits, for example, share option scheme and discount of 30% was offered to partners on all cafà © expresso stores. In addition, they empowered their partners to provide suggestions and ideas. Partner Voice a company magazine was introduced, by which all employees were kept aware of all the activities of the company (Harzing Pinnington, 2011). Conclusion One of the objectives, set in the introduction part of this paper was to analyse the HRM strategy of Cafà © Expresso in light of Barneys (1991) Resource Based Theory. It is proven from the discussion that Cafà © Expresso did work on its HR policies and practices based on the reigning Resource Based Theory by Barney and Wright. The link between Cafà © Expressos HR practices and companys performance has been established through the above mentioned theory. For example, when Ben Thomson did not find any solution in the external (industrial) environment, he turned his focus inside the company and immediately discovered problems in the internal resources; out of which the most important one was the HR function. With RBV of the firm he added value to the firm by employing an experienced HR director Kam Patel. She in turn added more value and rarity to the firm by introducing empirical HR strategies and unparalleled performance management systems. The result was that Cafà © Expresso star ted to grow and moved to second place in the industry (Harzing Pinnington, 2011). It has been established that human resource can become a source of competitive advantage in the industry, as well as, a possible source of sustained competitive advantage when scrutinized under VRIO framework (Wright et al, 1994). Furthermore, Cafà © Expresso did achieve the competitive advantage they hoped for, but the true test of the robustness of their strategy is in fact sustainability and development of the same. Finally, is it enough for Cafà © Expresso to not to worry any more about their current competitive advantage, as, they have fulfilled all the prerequisites of the Resource Based Theory of competitive advantage laid down in the paper? The answer will be discussed in the Recommendations part. Recommendations Despite the debate amongst strategists and scholars continue, regarding the effectiveness of RBV, there is no denying the fact that sustainability is the function of companys key resources and their immobility (Brahma Chakraborty, 2011). Undoubtedly, the question is what makes these resources absolutely, valuable? Petraf and Barney (2003:312) state that, Resource Based Theory (RBT) is not the only or a best substitute for industrial level analytical tools, such as five-force analysis (Porter, 1980) or for group analysis or analysis of macro environment. It is relatively an additional tool to complement all these tools, where by, one can search for possible causes of sustained competitive advantage. In view of the above, I have come up with following recommendations for cafà © expresso and their issue of sustained competitive advantage: Aphorism: Innovate or Die is a famous saying these days, which warns companies to innovate or face the consequences of being driven out of the market for good (Barney, Ketchen Wright, 2011). Rapid advancement in the field of Information sharing technologies, Globalisation and dynamic economic environment are some of the factors, which pose an existent threat to any companys competitive advantage in the market. Companies, such as Cafà © Expresso, should not only rely on one successful strategy for long but should constantly revise and develop new ideas to develop and maintain their competitive advantage. How time affects strategy? The common denominator is time; this approach helps managers become proactive in creating change- in policies, in practices and in processes. Williams (1992) suggested this theory for sustained competitive advantage, which I believe holds much valid in todays fierce business environment. The success in this theory is embedded in the managers ability to change the rules of the game so entirely that the competitors are left behind in the chase. The management of cafà © expresso should keep their options open and avoid fixation. Futuristic leadership at all levels in the organisation is one of the key factors to sustained competitive advantage. A visionary team of managers will push the organization towards innovation and creativity, avoiding stagnation in the process. Ben Thomson (current CEO) should constantly monitor market for new avenues and trends in the coffee house industry. He should also develop and train his key managers to become visionary and creative. Capacity for change is an all-time important element of a sustained competitive advantage. Due to highly fluid business environment, where new technologies and features enter the market every day, a company should possess a capacity to change its internal business ethos accordingly. Human resource in an organization has a great capacity to change and being exposed to new environments. Being Customer focused is last but not the least of worries for a company such as, cafà © expresso. The kind of industry in which it operates is directly involved in customer service and satisfaction. Much study has been done on customer service and retention in the past two decades or so, because the focuses of almost all the businesses have now shifted in the direction of its customers. The future of entire coffee house business is embedded in this single aspect.

Critical Analysis of Edvard Munchs The Scream Essay -- Visual Arts Pa

Critical Analysis of Edvard Munch's The Scream "The Scream", sometimes known as "The Cry" was painted by Edvard Munch in 1893. Some say Munch played a role in the development of German Expressionism, though the Norwegian painter turned down two offers to join the group, and preferred not to be classified, or 'put' into a category. This painting was part of Munch's "The Frieze of Life", a series of paintings each portraying a phase of life - as defined by Munch: Birth of Love, Blossoming and Dissolution of Love, Anguish of Life, and Death. The eleven paintings - "The Kiss", "Madonna", "Ashes", "Dance of Life", "Melancholy", "Red Virginia Creeper", "The Scream", "Death in the Sick-Room", "Puberty", "Moonlight", and "The Sick Child" - are as moving today as they were a hundred years ago when the motifs were first conceived. Munch finished "The Scream" in 1893. It was a work of great personal meaning to him. The painting was like the culmination of all the tragic and harrowing events in his life. When Munch was aged only five years old, his Mother died from Tuberculosis. Nine years later, his favourite sister Sophie dies from tuberculosis also, at the age of 15. Frequent illnesses prevent him from attending Technical college in Christiania (Oslo). In 1889, he is hit with perhaps the biggest blow so far: his beloved father dies. Munch wrote: "And I live with the dead ones; my mother, my sister, my grandfather, my father- he, especially. Every memory, every little thing, they all come back to me in flocks. I can see him again as I saw him for the last time four months ago, when he told me goodbye on the bench; we were a little bit shy, we didn't want to betray the pain that this separation was causing to us. How much we loved each other in spite of everything, how much he worried at night for me, for my life - because I couldn't share his faith" Therefore, it is not surprising that the mood of the painting is so haunting. Munch painted it surrounded by morbidity. The point in the painting where we see the figures, was a road on top of a hill looking over Christiania and the harbour. On one side of the hill was a psychiatric hospital where one of his sisters had been sent, and on the other side, an abattoir. Munch described the feeling he experienced in a diary entry in his literary diary in Nice, on the 22nd January 18... ...e influenced two German expressionist groups, Die Brà ¼ke and Die Blaue Reiter. He had two offers from Die Blaue Reiter to join them, but he turned both down. Painting was for Munch a personal experience, and he did not like to share it, or put his works into any grouping. The painting itself looks quite 'slapdash', as though it was rushed. The thick streaks of oil paint give the effect of a movement blur, like the world was swirling around the figure. It is hard to distinguish between the water and the land, difficult to recognize where the hills in the background stop and the sunset begins. "The Scream" is a painting full of emotion, full of character not understood at the time of its birth. It reflects Munch's life at that time, all the Death and anxiety that makes the painting so mysterious and haunting, whilst also lively. When I look at it, I feel I can hear the scream echoing from it. The screaming figure draws the attention of the onlooker, but other aspects of the painting are just as interesting. Whilst we cannot know what was going through Munch's mind when he painted"The Scream", we can guess that the painting evokes all the pain he was feeling.

Durga puja Essay

Different people may have different take on the need and importance of Durga Puja. If one is looking from the traditional point of view then Durga, who is considered as the culmination of energies of the various Gods resembles the victory of the good over the evil. Goddess Durga has not only the powers to destroy evil but also the caring heart of a Mother and is therefore, referred popularly as Maa Durga. She is also referred to as Aditi – the mother of all gods and goddesses. This endearing quality of Durga makes Her so very lovable in the minds of Her followers. From being mother of all creations She equally holds the place of the destroyer. The word Durga means â€Å"durduhkhena gamyate† – destroyer of all evil and ignorance. Modern day importance – the concept of feminist Maa Durga with Her all powering qualities represents the feminist concept of women-power. It calls for the respect of the mother and women in our lives. No where it is important than in India where gender discrimination is still rampant. Durga Pujas and its various traditions like the Kumari Puja send forth an idea to the followers to respect Womanhood. in fkvbrnvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvv- vvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvv- vvvvvvvvvverfvkmedcomedcmelmclemclemcklec register | forgot Bottom of Form Maa Durga Importance of Durga Puja Different people may have different take on the need and importance of Durga Puja. If one is looking from the traditional point of view then Durga, who is considered as the culmination of energies of the various Gods resembles the victory of the good over the evil. Goddess Durga has not only the powers to destroy evil but also the caring heart of a Mother and is therefore, referred popularly as Maa Durga. She is also referred to as Aditi – the mother of all gods and goddesses. This endearing quality of Durga makes Her so very lovable in the minds of Her followers. From being mother of all creations She equally holds the place of the destroyer. The word Durga means â€Å"durduhkhena gamyate† – destroyer of all evil and ignorance. Modern day importance – the concept of feminist Maa Durga with Her all powering qualities represents the feminist concept of women-power. It calls for the respect of the mother and women in our lives. No where it is important than in India where gender discrimination is still rampant. Durga Pujas and its various traditions like the Kumari Puja send forth an idea to the followers to respect Womanhood. in fkvbrnvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvv- vvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvv- vvvvvvvvvverfvkmedcomedcmelmclemclemcklec register | forgot Bottom of Form Maa Durga Importance of Durga Puja Different people may have different take on the need and importance of Durga Puja. If one is looking from the traditional point of view then Durga, who is considered as the culmination of energies of the various Gods resembles the victory of the good over the evil. Goddess Durga has not only the powers to destroy evil but also the caring heart of a Mother and is therefore, referred popularly as Maa Durga. She is also referred to as Aditi – the mother of all gods and goddesses. This endearing quality of Durga makes Her so very lovable in the minds of Her followers. From being mother of all creations She equally holds the place of the destroyer. The word Durga means â€Å"durduhkhena gamyate† – destroyer of all evil and ignorance. Modern day importance – the concept of feminist Maa Durga with Her all powering qualities represents the feminist concept of women-power. It calls for the respect of the mother and women in our lives. No where it is important than in India where gender discrimination is still rampant. Durga Pujas and its various traditions like the Kumari Puja send forth an idea to the followers to respect Womanhood. in fkvbrnvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvv- vvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvvv- vvvvvvvvvverfvkmedcomedcmelmclemclemcklec

The edocrine system

The endocrine system The endocrine system is a collection of ductless glands which are positioned through the whole body. The endocrine glands pass their secretions of hormones directly into the blood stream so that they are always adjacent to blood vessels. Hormones are chemicals in the body produced and secreted in the body that regulate the function of a particular tissue or organ (Bing dictionary). These chemical messengers transfer information from one set of cells to another.Despite many chemicals being transmitted and circulated around the body via the bloodstream, each one only acts n the cells that are genetically programmed to receive and respond to its message. Hormone levels can be influenced by many factors including stress, infection and changes in the balance of fluids within the body. A gland is a group of cells that produce and secrete chemicals (http://kidshealth. org/parent/general/body_basics/ endocrine. html). A gland will select and eliminate waste materials fro m the blood, then process it and secrete the end product for use at another location in the body.Endocrine glands release more than 20 major hormones straight into the loodstream and from here they can be transported to the cells in other parts of the body. There are many major glands that make up the endocrine system and these include the: hypothalamus, pituitary, thyroid, parathyroid, adrenals, pineal body and the reproductive glands (testes for males and ovaries for females). The pancreas is also involved in secreting hormones which are involved with the maintaining of blood sugar levels within the body.The pancreas is also associated with the digestive system as it produced hydrolytic enzymes which aid with digestion. Neuro- endocrine system The nervous and endocrine systems control all the biological processes within the body and they can almost control one another. The nervous system can stimulate or inhibit the release of certain hormones while the endocrine system can promot e of inhibit nerve impulses. Hypothalamus The hypothalamus is found in the lower part of the brain and is a collection of particular cells.It has key links with the nervous system and the endocrine system and has an important role in secreting hormones. The nerve cells in the hypothalamus control the pituitary gland by producing certain chemicals that can timulate or supress hormone secretions from the pituitary gland. The pituitary gland is moderately small and is located at the base of the brain beneath the produced hormones that control other endocrine glands within the body. The hypothalamus can convey information sensed by the brain to the pituitary gland to make any changes that could be influenced by factors like emotions and seasonal changes.The pituitary Gland The pituitary gland is divided into 2 sections: Anterior lobe This regulates the activity of the thyroid, adrenals, and reproductive glands. It also roduces growth hormone which stimulates the growth of bone and other body tissues. It also produces prolactin which stimulates mammary gland growth and activates milk production in females. Thyrotropin is another hormone produced and this stimulates the thyroid gland to produce thyroid hormones. Corticotrophin is produced which causes the adrenal glands to produce certain hormones.Follicle- stimulating hormone (FSH) is also produced and affects ovaries in females and stimulates the development of oocytes. It also affects the testes of males and stimulates the production of sperm. Luteinizing hormone (LH) affects the ovaries in females and stimulates ovulation, the formation of the corpus luteum and results in secretion of oestrogen and progesterone. It affects the testes of males and stimulates the production of testosterone. The pituitary gland also secretes endorphins. These are chemicals that act on the nervous system and allow us to reduce our sensitivity to pain.It also triggers the reproductive organs to release sex hormones such as testostero ne in males, and estradiol and progesterone in females which play a part in the menstruation cycle. Posterior lobe This releases antidiuretic hormone and this encourages reabsorption of water by the kidneys. The posterior lobe also produces the hormone called oxytocin and this helps induce labour and produces milk in the mammary glands of females. Another hormone produced in the posterior lobe is Melanocyte-stimulating hormone (MSH) and this helps with the darkening of the skin. Hull. R, Anatomy & Physiology for Beauty and Complementary Therapies, the Write Idea Ltd, 2009) Thyroid The thyroid is positioned in the lower region of the neck at the front and it produces a hormone called thyroxine. This is an amino acid derivative and increases the metabolic rate and heart rate. It also promotes growth within the body. Another development also, and helps with body temperature and plays a role in metabolism. Calcitonin is another hormone formed which targets bones and lowers the level of calcium in the blood.The production and release of these thyroid hormones is controlled by Thyrotropin and this is secreted by the pituitary gland. If a person has more thyroid hormones circulating in the blood stream, the chemical reactions within the body will occur much quicker. Parathyroids There are 4 small glands that are attached to the thyroid called the parathyroids. These release a hormone called parathyroid hormone and this adjusts the level of calcium in the blood with the help of calcitonin, which is also formed in the thyroid. (http://kidshealth. rg/teen/your_body/body_basics/endocrine. html). It also decreases the level of phosphate in the blood and promotes the formation of calcitriol by the kidneys. Thymus The thymus gland plays an important role in the immune system and secretes numerous hormones. One of these is thymosin and this promotes the growth of T- Cells which are a type of white blood cell. (Hull. R, Anatomy & Physiology for Beauty and Complementary Therap ies, the Write Idea Ltd, 2009). Adrenal Glands The adrenal glands are situated above each kidney and release many hormones that are important in the body.The adrenal glands are divided into 2 sections and each one has a particular function: Adrenal cortex The adrenal cortex produces steroid hormones that are essential in the body. These hormones are grouped into mineralcorticoids, glucocorticoids and sex hormones. This produces corticosteroids that regulate water and salt balance in the body. They also play a role in the bodys response to stress and help maintain metabolism. The adrenal glands also produce mineralcorticoids (mainly aldosterone) and this acts on the kidneys.It regulates the mineral content of the blood by increasing blood levels of sodium and water, it also decreases blood levels of potassium. Sex hormones called androgens and oestrogens are also produced in the adrenal cortex and these have a small contribution to sex drive and libido. The adrenal medulla in innerva ted by neurones of the sympathetic branch of the ANS and can quickly release hormones called catecholamines. One example of this is epinephrine (also known as adrenaline) and this produces many effects which are related to short-term stress response.It is also responsible for the â€Å"fght or flight† response which is triggered during times of stress. This increases blood pressure and heart rate (from own personal notes). Another hormone called norepinephrine (also known as noradrenaline) plays a role in the body's response to stress. It decreases the rate of digestion and stimulates cellular metabolism. Pineal Gland The pineal gland is located in the middle of the brain and it secretes a hormone alled melatonin and this regulates sleep patterns in the body.Reproductive glands In males the reproductive gland is the testes. It produces a hormone called testosterone which regulates the development and maintenance of secondary sex characteristics. In females the reproductive gl and is the ovaries. A hormone produces is estradiol which regulates the development and maintenance of secondary sex characteristics. Another hormone produced is progesterone and this prepares the uterus for pregnancy and is involved in the regulation of the menstrual cycle in females. PancreasThe pancreas is also involved in secreting hormones around the body and also links with the digestive system as it secretes digestive and hydrolytic enzymes. The pancreas produces 3 hormones. Insulin: this is secreted from the beta-cells of the islets of Langerhans in the pancreas and is secreted in reply to a raised blood glucose concentration. The effect of insulin is that is lowers blood glucose concentration to normal levels. The modes of action for this are that it stimulates the absorption of glucose from the blood by the muscle fibres, liver cells and adipose cells.