Free Essays on Dday

Under Adolf Hitler the German empire extended from Russia to the west, to France on the east. Germany controlled much of Europe except for Spain, Portugal, Switzerland, and Sweden (Keegan 1). Hitler’s army’s gained control of much of Europe during the years of 1939 through 1941. It was not until December 11th 1941 that Hitler declared war on the United States. Soon afterward, Dwight D. Eisenhower was appointed supreme commander in charge of planning the invasion of Europe. American invasion planners were in favor of an attack across the English Channel that would defeat the German army in the west and later, push into the German capital of Berlin. The allied plan would be a land attack, supported by air power and navy. The attack, if successful, would mark the beginning of the end for Nazi Germany. Adolf Hitler referred to his western defenses as the â€Å"Atlantic Wall†(Jennys 1). The British under Prime Minister Winston Churchill, had an invasion plan before the United States got into the war. When the United States entered the war, a plan to attack the German forces from England was talked about again. The Germans knew that they would have to defend their Atlantic Wall, since they knew that an attack would probably come across the English Channel. Even though England was bombed day and night, Germany was unable to defeat them. One major problem in defending the ‘Atlantic Wall† was â€Å"no single supreme German commander in the west† was named to command the army (Badsey 25). Instead, Hitler had two commanders in Western Europe, Marshal Gerd von Rundstedt and Field Marshal Erwin Rommel. Rundstedt and Rommel could not agree on how best to defend an invasion from England. Rommel believed that the strongest German forces should be positioned a long the Normandy coastline. While Rundstedt believed that the allies would best be defeated by holding back a large central army in an effective counter attack (Jennys 1). ... Free Essays on Dday Free Essays on Dday Under Adolf Hitler the German empire extended from Russia to the west, to France on the east. Germany controlled much of Europe except for Spain, Portugal, Switzerland, and Sweden (Keegan 1). Hitler’s army’s gained control of much of Europe during the years of 1939 through 1941. It was not until December 11th 1941 that Hitler declared war on the United States. Soon afterward, Dwight D. Eisenhower was appointed supreme commander in charge of planning the invasion of Europe. American invasion planners were in favor of an attack across the English Channel that would defeat the German army in the west and later, push into the German capital of Berlin. The allied plan would be a land attack, supported by air power and navy. The attack, if successful, would mark the beginning of the end for Nazi Germany. Adolf Hitler referred to his western defenses as the â€Å"Atlantic Wall†(Jennys 1). The British under Prime Minister Winston Churchill, had an invasion plan before the United States got into the war. When the United States entered the war, a plan to attack the German forces from England was talked about again. The Germans knew that they would have to defend their Atlantic Wall, since they knew that an attack would probably come across the English Channel. Even though England was bombed day and night, Germany was unable to defeat them. One major problem in defending the ‘Atlantic Wall† was â€Å"no single supreme German commander in the west† was named to command the army (Badsey 25). Instead, Hitler had two commanders in Western Europe, Marshal Gerd von Rundstedt and Field Marshal Erwin Rommel. Rundstedt and Rommel could not agree on how best to defend an invasion from England. Rommel believed that the strongest German forces should be positioned a long the Normandy coastline. While Rundstedt believed that the allies would best be defeated by holding back a large central army in an effective counter attack (Jennys 1). ...

Integrating different human resource processes in a retail store using SAP, Oracle and other Employee Management Systems The WritePass Journal

Integrating different human resource processes in a retail store using SAP, Oracle and other Employee Management Systems Introduction Integrating different human resource processes in a retail store using SAP, Oracle and other Employee Management Systems IntroductionInitial ResearchPayroll Management ModuleLabour and Time Management ModuleBenefits Administration ModuleHR Management ModuleAims and ObjectivesAimObjectivesDesignPayroll ModuleAttendance ModuleHoliday Management ModulePerformance Analysis ModuleShifts Management ModuleEmployee Use-CaseManager Use-CaseHR/Admin Use-CaseREFERENCESAppendixRelated Introduction In current scenario, Information Systems plays an important role in every business. Managing the human resources of an establishment is one of the key challenges faced by the organizations. There are several solutions to manage the human resources that are currently available in the market. Currently major supermarkets in the UK like Sainsburys, Tesco, ASDA, BQ etc. uses different HRMS provided by leading vendors like SAP, Oracle etc. which are extremely efficient and also comes at a price. These advanced and efficient systems are not within the scope of upcoming supermarkets and superstores in the UK and in other developing countries which definitely need an efficient, robust, simple and cheaper solution to manage the various core processes that come under the human resources management which include Payroll Management, Time and Labour Management which includes managing attendance, holidays management etc. and finally Employee Self Service. There is a strong need of an application which would integrate all these solutions and provide a single solution with various modules to perform various tasks. The advent of open source technologies has revolutionized the entire world as it has made some of the most expensive information systems and other software less expensive sometimes the similar systems are available for free. The Employee Management Systemwill be totally built on various open source technologies like Java, JSP, XML and JavaScript which would further reduce the costs to the company and also would make the system available for various categories of supermarkets from large scale to small scale stores. Initial Research Human Resource forms one of the vital resources of any organization which is the important driving factor for success of that organization. Managing human resource that human resource efficiently and effectively reduces the costs and increases the productivity. Information Systems which manage the human resources is called Human Resource Management System. Human Resource Management Systems are â€Å"The systems which provide link between Human Resource Management and the Information Technology†. There are many HRM Systems provided by major vendors like Oracle, SAP Labs, Ascentis etc. which are efficient and robust. These systems have four core modules of a Human Resource Management Systems namely Payroll Management Module In this module, payroll process is completely automated. Based on total working hours, holiday pays and tax deductions a specific pay check and tax report is generated for each employee automatically. Labour and Time Management Module In this module attendance management and holidays management of employees is taken care of and it calculates the cost of each employee to the company. It provides the company with valuable data about the usage of labour resource. Benefits Administration Module The benefit administration module helps the HR department to monitor and manage the employee participation in benefit programs offered by the company. Benefit programs include health insurance, pension schemes, stock options etc. This module is clearly outside the scope of proposed employee management system because the system is mainly targeted at smaller and upcoming retail stores. HR Management Module This module consists of different HR solutions starting for recruitment to retirement. This module assists HR department to manage its human capital pool in an effective manner. It consists of various functionalities like training and development, online recruiting etc. The initial setup costs and further maintenance cost of these systems provided by popular vendors are expensive and are not affordable for smaller retail stores. Also the smaller and newer retail stores would require just the basic functionalities and a cheaper solution to run within the allocated minimum budget. Hence there is a strong need for an HRMS system which is developed using open source tools and can be made available for free. Aims and Objectives Aim The aim of this project is to develop an information system which integrates different process that are related to Human Resources of a retail store. Objectives To research on various processes that are related to human resources of a retail store. To research on current systems being used for managing human resources of retail store. Gathering the requirements for building a system for smaller retail stores. Designing and Implementing the simple system which incorporates the core modules required in a HRM System.   Testing and Evaluating the system. Design An employee management system for a retail store would involve many users like a normal employee, supervisor, team leader, manager, HR manager and a general manager. Some of the most common user roles include an employee, manager, HR Manager, General Manager and an Administrator. The following use case diagrams illustrate the various functionalities provided for different set of users. The system would be built entirely on model-view-controller design (MVC) where view classes forms the front end of the system, controller classes directs the request and response to appropriate modules based on the type of request and model classes consists of the business logic of the entire system. Employee management system consists of various modules which are basic requirements for any start-up retail store. The following diagram depicts the structure of proposed Employee Management System. Payroll Module This module based on attendance and tax deductions automatically generates the pay check at the end of the pay period which can be 2 weeks or 4 weeks or a month depending on the company policies. At the end of the payment period, employee can view his pay check and HR/Admin can view all the employees pay checks. Attendance Module This module keeps track of employee attendance. It allows employee to mark his attendance and also notifies manager and HR if employee takes unauthorised leave. Holiday Management Module This module manages all the holidays of the employees. It allows an employee to request holidays and notifies the manager of the same. When manager approves, the shift will be marked paid/unpaid leave depending on the type of leave applied. Performance Analysis Module In this module performance of the employee is calculated based on the factors that determine the performance for a particular job role. The factors set aside for every job role depends from company to company and from store to store. There will be a basic framework built for this module and depending on the company it can be customised. Shifts Management Module In this module Manager can allocate a shift to an employee which has to be approved by HR. Some of the user roles of this system at basic level are Employee, Manager, General Manager and HR. The uses-cases are as follows: Employee Use-Case    Manager Use-Case HR/Admin Use-Case REFERENCES [1]Automatic Data Processing Inc. Available at: adp.com/solutions/employer-services/professional-employer-organization/small-business/peo-overview/human-resource-management-system.aspx   (Accessed: 19-03-2011) [3] Gui Ying, Tang Bin, Gao Xiao-hui (2009) J2EE-based human resources management Information System design and implementation, pp.20-03-2011. Appendix [1] Project Proposal Form [1] MSc Project Proposal Form AY10/11, Semester 2 Student Number 1002269 Student Name Ramchaitanya Rallapalli Balasubramanyam Degree Course MSc Computers and Internet Applications Supervisor Name Rob Manton Title of Project Employee Management System Description of your artefact There is a strong need for an employee management system which is simple, efficient and free for upcoming retail stores to quicken many processes. Currently many supermarkets like Sainsbury use different HRM solutions provided by major vendors like SAP, Oracle etc. to manage different HR department functionalities which are not within the scope of smaller retailers.The aim of this project is to provide a low cost efficient system which integrates all the necessary functionalities to manage the human resources of the retail store.Some of the main features the system includes are:The system monitors the employees’ attendance. Allows Employee to apply for their paid holidays and check their pay slips. Provides manager with various functionalities like allocating shifts, approving holidays and monitoring performance. Notifies manager of any unauthorized absence of an employee. Allows HR department to add, edit and delete employees and approve holidays. The artefact will be a web application totally developed using struts framework and will be deployed on a tomcat server. The backend will be developed using MySql Database. What methodology (structured process) will you be following to realise your artefact? The entire application will be designed based on MVC architecture where the business logic is separated from the presentation part and hence making the application reusable and customisable to any business.The entire application will be developed using open source technologies. There are 4 modules namely Payroll management, Attendance Management, Holiday Management and Shifts management which will be implemented fully and Performance management modules basic framework will be implemented which can be customised and built based on the business requirements which describes the governing factors for performance.The entire process will be divided into different phases and developed according to simplest software development life cycle model that is waterfall model where entire project is developed linearly starting from requirements gathering analysis and terminating at maintenance. How does your project relate to your degree course and build upon the units/knowledge you have studied/acquired As part of MSc Computers and Internet Applications I have studied various modules like Internet development, multimedia applications, applied programming and Online Database applications which will be helpful in developing this project. Resources Tomcat server, eclipse IDE and MySql database. Have you completed submitted your ethics form? Yes

Information & operation management Essay Example | Topics and Well Written Essays - 1500 words

Information & operation management - Essay Example The functions of the operations are at the center of Jaguar Land Rover (JLR), and they interact with other duties although they may involve different activities. The functions must work together to realize the objectives of the company. Operation management is not done in isolation, but every decision is entwined with other functions to follow the strategic direction that has been developed by the management (Stevenson & Sum 2009). The Operations function of JLR ensures that raw materials are available to the production process so as to make products that consumers will require. The ‘operations’ also share ideas across the company on how to improve processes and realize savings on the cost. The Department of operations ensures that there is increased efficiency and effective management of safety and environmental matters (Stevenson & Sum 2009). JLR’s business operations managers help different departments in the company to coordinate and meet the objectives of the business. The roles of business operations managers of the company are to negotiate contracts, address budget issues and guide work teams among others. Production and Operations Management is involved in the conversion of inputs into outputs that will meet the needs of clients. The primary role of Production and Operations Management of JLR is to guarantee that the company manufactures the required products, according to the objectives of the company. POM incorporates different tasks that are interdependent. These functions include product, plant, processes, programs, and people (Stevenson & Sum 2009). Some of the problems addressed by Production and Operations Management of the company include scheduling production, management of distribution systems, selecting production facilities location and ensuring that goods and services are of high quality. Jaguar Land Rover’s Supply Chain Management deals with

Network protocola Coursework Example | Topics and Well Written Essays - 250 words

Network protocola - Coursework Example th each other.   Most vendors implementations have quite a few utilities built in.  The utilities might relate to configuration information and troubleshooting.   Some of the TCP/IP utilities implemented in my organization includes, arp, nslookup, finger, ping, ftp, rcp, hostname, rexec, ipconfig and route. More so, I am currently implementing TCP/IP services that includes; net start dhcp client, net start simple tcp/ip services, net start ftp server and net start snmp. TCP/IP services and utilities not currently implemented includes; lpq, rsh, lpr, tftp, nbtstat, tracert, and netstat forms of TCP/IP services and net start lpdsvc, net start tcp/ip netbios helper, net start microsoft dhcp server and net start windows internet name service forms of TCP/IP utilities.    The OSI model originally distinguishes between service, interval and protocols while The TCP/IP model does not clearly distinguish between service, Interval and protocols. More so, The OSI model is a reference model while the TCP/IP model is an implementation of the OSI model. In addition, in OSI model, the protocols came after the model was described while in TCP/TP model, the protocols came first, and the model (Zack, 2010). Migrating from IPv4 to IPv6 is not an immediate process and requires gradual implementation due to the endless number of users on the Internet that still utilize the IPv4 system. Additionally, more businesses and organizations are relying on the Internet for day to day processes and therefore a lengthy IP protocol replacement which involves downtime can seriously affect business continuity. For the above described reasons, the migration from IPv4 to IPv6 is not accomplished with a simple flick of a switch since there are problems that arise as the result of making the

Deming Case Study Essay Example for Free

Deming Case Study Essay 1Introduction 1.1Microsoft Background Microsoft Corporation is a multinational computer technology corporation that develops, manufactures, licenses, and supports a wide range of software products for computing devices. Its most profitable products are the Microsoft Windows operating system and the Microsoft Office suite of productivity software. Microsoft was co-founded by Bill Gates and Paul Allen in 1975.Microsoft rose to dominate the home computer operating system market with MS-DOS in the mid-1980s, followed by the Windows line of operating systems. One of Microsofts original mission was a computer on every desk and in every home, running Microsoft software. The company also markets both computer hardware products such as the Microsoft mouse and the Microsoft Natural keyboard, as well as home entertainment products such as the Xbox, Xbox 360, Zune and MSN TV. 1.2The Aim Of Report The aim of the report is to do an analysis on Microsoft corporation on how the Deming’s 14 point would impact the Company Performance. It will focus on: * Company existing practice  * Qualitative degree of Conformance against the 14 points 2.Quality Chain Reaction 3.The 14 Deming’s Point 1st Point Create Constancy of purpose toward improvement of product and service Plan for quality for the beginning for long-term commitment by continuously provides top quality product or even exceeding it. The organization should always predict and prepare for the any future challenges that are to come. Microsoft is currently applying this practice in their Organization. In the 1980 they come up with MS-DOS the earlier version of their Operating System which evolves to Window 95.Here is where the window-line operating system keeps on evolving until year 2012 with the introduction of Window 8.Every operating system it comes with an improvement. Since the emergence of Apple in the PC industry Microsoft now are having a stiff competition in the area where they used to be dominating since 1980’s. Microsoft needs to maintain this system in order to remain competitive in the PC industry. 2nd Point Adopt the New philosophy. Organization need to implement quality not only to its product but to the whole organization process. Rather than reacting to competitive pressure, an organization should focus on the customer need, what exactly they want. The employee of Microsoft been used to all the benefit working with Microsoft such as high speed internet and tend to forget the outside world doesn’t have the luxury they are experiencing and expect the gadget there are using will have the same impact to the outside world. Problem arises when their product are not well accepted by the public since its unsuitable to them since they are lacking the facility to fully used it, Microsoft need to understand what the people needs first before deciding and producing the product. Produce a product that everyone can use and it needs to be the best product and in good quality. Resource http://www.qbrundage.com/michaelb/pubs/essays/working_at_microsoft.html 3rd point Cease dependence on inspection to achieve quality. Deming emphasize that organization need to stop depending on inspection. It is costly and unreliable in the long-run. It function don’t actually improve quality but to find lack of quality. Therefore organizations need to build quality from the beginning of process till its end. Microsoft need to take this into consideration because during Microsoft Surface tablet launching the device crash during its presentation, thus show the incapability’s of its device. If they had implement Quality in the beginning this would had happen. Microsoft should learn from this experience and not depend on inspection during the production. They should ensure any possible problems are eliminated during the production itself from earlier stage by making the sure top quality products are done from every step of the production. 4th point Move toward a single supplier for any one item on a long-term relationship of loyalty and trust. By having lesser supplier, an organization can focus on the quality of their output. Other than price, quality is another priority when looking for a supplier. Microsoft need to motivate supplier to improve on their quality and when they achieve it look at them as a partner in quality rather than a business connection. Software and application developer need to provide the very best service so that Microsoft can depend on them to even produce a good product themselves. 5th Point Improve constantly and forever the system of production and service, to improve quality and productivity and this will lead to decrease in cost. An organization need to continuously improve their system and process. Deming encourage the use of Plan-Do-Check-Act approach to do analysis and find ways of improvement. The Organization should emphasize on training and education so everyone can perform better in their jobs to reduce waste, improve productivity, effectiveness and safety. Currently employee in the RD department is given the freedom to be creative and innovative in creating Product as long is benefiting the organization. In 2010 spend $9.5 billion for research and development. Microsoft wanted to its employee to be able to find new ways to improve their current product and service. This can be done  through training, providing seminar and outsourcing it employee to perform better. 6th point Institute training on the job By providing a consistence training toward the people an organization will be able to reduce variation. By providing training on the job they will be able to build a foundation of common knowledge. This allows the worker to understand their roles. Encourage staff to learn from each other. In some department of Microsoft some employee are lacking the motivation to improve themselves, these employee lack interest to outperform. Microsoft needs to institute training for them in order to improve their capabilities by encouraging them to attend seminar and courses. This would better prepare the Microsoft for any difficulties since these employees will be able to solve the problem with having to consult the top management. This will also improve the quality of their work since they have the knowledge and the expertise to do so. 7th point Institute leadership-Done The aim of leadership is to make supervisor and managers to understand their staff or worker and the process they are using. The leader should not only supervise but also give guidance rather than punishment. A leader should know what needed to make the individual work at their best. Microsoft actually had a touch-screen e-reader developed in 1998, but Bill Gates ignored it because he didn’t like the user interface and didn’t represent Microsoft. The team that developed the reader was told to stop coming up with new ideas and instead work on software for Microsoft Office which is their comfort zone. Only now after touch screen getting so much coverage they start giving it attention. The top management should be encourage those staff who came up with innovation to pursue their invention. If they were to pursue the idea in the beginning, they would be still dominating the gadget industry. 8th point Drive out fear, so that everyone may work effectively for the company By eliminating fear its throw away people worry and concern of making mistake thus making them able to perform at their best. The organization needs to let its people them know the management will not place blame if mistakes occur. Ensure those who are supervising the worker are approachable. Encourage open communication between manager and employee to make them feel comfortable in expressing their problem. An article mentions Bosses at Microsoft screams at employees and blaming them for everything, whether it was their fault or not. This creates fear to employee to be cautious when they are working and even driving them to move out of the company. This will have an impact of the quality productivity. Microsoft needs to establish a friendly relation with its employee to ensure their commitment and motivation to perform at the highest level. High morale employee will produce good productivity and service. Resource http://www.businessinsider.com/microsoft-is-filled-with-abusive-managers-and-overworked-employees-says-tell-all-book-2012-5?op=1#ixzz25ZMiHdwh 9th point Break down the barrier between departments Each department need to recognize each other department function so they can understand which department depend on which. Rather than Departments trying to compromise, they should focus on collaboration and build a shared vision to achieve this. This would improve teamwork and reduce adversarial relationships. For this point it’s trying to say that there were cases in Microsoft that there are boss of each department at times will be only thinking of their department. Only to maximize the performance of their own department without consulting with other department of how they are progressing. It would impact the outcome of the product. Microsoft need to ensure each department will be able to collaborate with each other to achieve their goal to attain top quality outcome. 10th point Eliminate slogan and target for the work force -Done The management need to let its subordinate what they want and not making them  to guess. An unclear slogan such as â€Å"Excellence in service† confused people which area or what kind of excellence are the organization are pointing at. It would be much clearer if it states â€Å"You Can Do Better If You Try†. An earlier mission statement of Microsoft is A computer on every desk and in every home. This doesn’t really tell a clear intention of Microsoft. Soon after a few year the Mission statement changes to a computer on every desk and in every home, running Microsoft software .This clearly indicates the intention of Microsoft of providing Microsoft application and software to every computer. This would motivate its worker to work on Microsoft software. Microsoft should now make a clearer message rather than specific Slogan to ensure all it employees understood where the Organization goal and what they wanted to achieve. 11th point Eliminate management by Objective The management needs to see how the process is being carried out, not just on achieving its numerical target. Normally an organization production target produces high output but low on quality. Provide them with support and resource so that high qualities of production are achievable. Microsoft has tried this before with the Zune, which was an attempt to compete with iPod. Microsoft Corporation launches the Zune Mp3 player when Apple iPod was in its Prime. This attempt result in failure as Apple product are way better compare to their. Here Microsoft needs to know it not necessary to try to compete with other but focus on the quality which will meet with the consumer preference than they would have a higher chance of success rather than trying to rival its competitors. Resource http://betanews.com/2011/03/14/ipod-didn-t-kill-zune-microsoft-did/ 12th point Remove barrier to pride of workmanship These points concentrate of the people whose doing the work. It means to allow everyone to be proud of their achievement without being compared from one another. Treat all workers with the same treatment to eliminate competition amongst worker for any rewards. â€Å"If you were on a team of 10 people, you walked in the first day knowing that, no matter how good  everyone was, 2 people were going to get a great review, 7 were going to get mediocre reviews, and 1 was going to get a terrible review,† says a former software developer. â€Å"It leads to employees focusing on competing with each other rather than competing with other companies.† This is taken from a former employee of Microsoft, their clearly indicates there are favoritism in Microsoft Top management. This encourages rivalry amongst its own staff. Remove this, and then employee will then be able to focus on their job and produce quality product and service. 13th Point Implement education and Self-Improvement With this point, the management should focus on improving the current skill of its employee. By encouraging them to learn new skill and knowledge it will better prepare them for future challenges and changes In Microsoft Corporation they are lacking the motivation to be more innovative nowadays. They are more concern to preserves their existing product such as extending their office application, Window Operating system and increasing server software window server. Microsoft is not too fond of taking risk into making new product and service. It took them years to come up with Microsoft surface tablet when other developer such as Samsung and Apple’s been doing it for a few years already. They need to implement the 13th point so that its employee will be able to improve their ability and knowledge so that the organization can cope with changes in the future. 14th point Make Transformation everyone’s Job Everyone in the organization have to make changes, the organization will improve overall by having each person in the organization is motivated to produce better quality. To achieve this management will need to make changes in the management principle by applying the Deming’s 14 point into their system. Microsoft needs to analyze each small step and understand how these steps contribute to better quality. Everyone from the lower ranking worker to the top ranking should be able to contribute to their fullest. 4.Conclusion To conclude all Microsoft corporation need to implement the 14 Deming point to ensure its survival in its industry which it previously dominate. For the research done on Microsoft corporation , there are some major area that they need to gives attention too and Deming 14 point will be able to provide a solution if it is to be applied in the proper way. The success of this method will depend on the top management to its lower ranking worker of how well they can adopt to Deming philosophy. 5.Reference Book Mary. Walton (1986) ,The Demings Management Method Dennis F. Kehoe (1997) The Fundamentals Of Quality Management 2nd Edition Website †¢ Hci.com.au (1960) Demings 14 points. [online] Available at: http://www.hci.com.au/hcisite2/articles/deming.htm. [Accessed: 29 August 2012]. †¢ Deming 14 points Philosophy. Available at http://www.mindtools.com/pages/article/newSTR_75.htm. [ Accessed: 27th August 2012]. †¢ Deming’s approach is summed up in his famous 14 points. Available at http://www.1000advices.com/guru/quality_tqm_14points_deming.html. [Accessed: 30th August 2012]. †¢Information of Microsoft available at: http://www.winsupersite.com/article/windows-server/microsoft-just-like-ibm http://www.about-microsoft.com/ [Accessed:25 August 2012] †¢Information for Microsoft Surface available at: http://psynixis.com/blog/2012/06/surface-the-problem-with-the-microsoft-tablet-vision †¢Information on former employee complain http://betanews.com/2010/02/09/why-former-employees-say-microsoft-can-t-innovate/ [Accessed:25 August 2012] http://www.businessinsider.com/microsoft-is-filled-with-abusive-managers-and-overworked-employees-says-tell-all-book-2012-5?op=1 [ Accessed:25 August

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Process: A computer Process means a program which is being executed. some are administrative, providing ancillary services for the remainder of the system and some are application processes. Each process has its own address space, or memory allocated to it A program may contain more than one process. E.g. we open MSWORD & then we may work with copy, paste, cut etc commands which are its sub processes or child processes. Some times a process is also called a task . A thread is a light process of executes during program execution through a program. E.g. Error messages, Alerts etc , which may appear during program execution. Multiple threads can exist within a process, but they all share a common address space. A process can be in one of three states: Running Blocked Ready (or Queued) There are five different states of a process New - The process is being created. Running - Instructions are being executed. Waiting - Waiting for some event to occur. Ready - Waiting to be assigned to a processor. Terminated - Process has finished execution. Processes must communicate with one another in computer environment e.g. we may open a MSWord & MS-Excel we perform a copy operation in MSWord & then use Paste Special function in MS-Excel , here inter process communication is being performed. That is why it is very necessary for a processes that must coordinate activities to achieve a common objective. we can also define Inter Process Communication as a set of techniques for the exchange of data among two or more threads in one or more processes. Processes may be running on one or more computers connected by a network. IPC techniques are divided into methods for message passing, synchronization, shared memory, and r... ...he scheduler,& Algorithm it uses is called the scheduling algorithm. The following are the main objectives of Scheduling: Make best use of available system resources, Give preference to those processes which are holding the key resources. Give preference to processes which are having good behavior. CPU Scheduler basically selects the process from the different processes which are residing in the memory and are ready to execute, & then allocates the CPU to one of them. The Scheduling may be Preemptive or Non-Preemptive: Non-preemptive Scheduling Once CPU has been allocated to a process, the process keeps the CPU until Process exits OR Process switches to waiting state Preemptive Scheduling Process can be interrupted and must release the CPU. Need to coordinate access to shared data E.g. when we use â€Å"Ctrl + Alt + Delete† to terminate the process forcefully.

Employee Motivational Theories and Concepts Essay

Numerous theories on the subject of employee motivation have been developed and published for the better part of this century. While early employers thought of their workers as just another input into the production of goods and services (Lindner, 1998), employees were becoming increasingly dissatisfied with working conditions and malevolent management. As post-war, labor tensions mounted in the 1920s, employers needed to change their approach to employee relations if they were to avoid costly, and sometimes violent, labor strikes. Early motivational theories set the foundation for the development of 20th century concepts, including the move to get â€Å"Googled† and motivational techniques based on business strengths found in the corporate toolbox. Early Motivational Theories George Elton Mayo, an Australian-born psychologist and Harvard Professor, began significant research in 1927 in an attempt to demonstrate that employees, if appropriately motivated, are more productive and can achieve greater return through appropriate human relationship management techniques (Trahair & Zaleznik, 2005). This research, referred to as the â€Å"Hawthorne Studies,† found that employees are not only motivated by financial gain, but also by the behavior and attitude of their supervisors. During these studies, the employees responded positively to the mere fact that they were receiving attention from their supervisor as a result of the experiment. In his article, Gordon Marshall (1998) noted that â€Å"the term ‘Hawthorne effect’ is now widely used to refer to the behavior-modifying effects of being the subject of social investigation, regardless of the context of the investigation. More generally, the researchers concluded that supervisory style greatly affected worker productivity† (para. 1) and that â€Å"enhanced productivity therefore depends on management sensitivity to, and manipulation of, the ‘human relations’ of production† (para. 2). This represented a dramatic paradigm shift for employers and theorists alike. Subsequent to the conclusion of the infamous Hawthorne Studies, five primary motivational theories have developed that have increased the understanding of what truly motivates employees. They are Maslow’s need-hierarchy, Hertzberg’s two-factor system, Vroom’s expectancy theory, Adam’s equity theory, and Skinner’s reinforcement theory. Maslow identified that employees, in general, have five primary levels of needs that include psychological (e.g. air, food, shelter), safety (e.g. security, order, stability), belongingness (e.g. love, family, relationships), esteem (e.g. achievement, status, responsibility), and self-actualization (McLeod, 2007). Maslow further noted that, in order to provide motivation, the lower levels would need to be satisfied before one progressed to the higher levels. Hertzberg classified motivation into two, distinct factors. He believed that intrinsic factors (or motivators) produce job satisfaction through achievement and recognition while extrinsic (or hygiene) factors produce dissatisfaction. He identified extrinsic factors to be associated with compensation and perceived job security, or lack thereof. Vroom theorized that demonstrated effort would lead to performance which, in turn, would lead to reward (either positive or negative). The more positive the reward the more highly motivated the employee would be. To the contrary, negative rewards would result in a lesser motivated employee. Adams found that employees want to ensure that there is a sense of fairness and equity between themselves and their co-workers. He believed that equity is achieved when employees are contributing, in terms of input and output, at the same rate. Skinner’s theory was likely the most simplistic, He established that employees will repeat behaviors that lead to positive outcomes and eliminate or minimize behaviors that lead to negative outcomes. He conceived that, if managers positively reinforce desired behavior, it would lead to positive outcomes and that managers should negatively reinforce employee behavior that leads to negative outcomes (Lindner, 1998). James R. Lindner, Professor of Management and Research at Ohio State University, has conducted extensive research on this topic. In his paper â€Å"Understanding Employee Motivation,† he further extrapolated on the five theories, providing a comparative analysis, and offering a summary definition that focuses on the psychological process and â€Å"inner force† associated with the accomplishment of personal and organizational goals (Lindner, 1998). 20th Century Concepts In addition to studying popular theories associated with employee motivation, Lindner (1998) includes the methodology and outcomes of an independent study, conducted at Ohio State University, that sought to rank the importance of ten motivating factors. The results of this study were compelling; with â€Å"interesting work† ranking as number one over other more commonly identified motivators, such as wages and job security. In comparing these results with Maslow’s hierarchy of needs, among others, he found that the results are mixed, with the highest ranked factor (interesting work) being one of self-actualization and contrary to Maslow’s findings (Lindner, 1998). This presents a divergent result that challenges Maslow’s assumption that the lower needs must be satisfied before a person can achieve their potential and self-actualize (McLeod, 2007, para.16). This does not negate Maslow’s work, but rather demonstrates that a natural evolution may have taken place with the modern workforce due to the progression of motivation strategies. This is a credit to the work of early theorists, and a call to arms for those that continue this research. Get Googled But history has yet to definitively answer the question, â€Å"what is the best method(s) to motivate employees?† The imprecise answer continues to be: it depends. Many successful organizations incorporate a variety of programs aimed at motivating their employees, based on their specific population. Google Inc., for example, is leading the way to restructure management so that employees can streamline creative ideas that produce blockbuster new products. They are rewarding employees with perks like onsite swimming pools, allowing employees to bring their pets to work, providing onsite child care, and all the free food employees want (â€Å"How Google Inc. Rewards Its Employees,† 2010, Thinking Leaders, para.1). While this may not be realistic for every organization, there is something to be said about the fact that Google, Inc. is consistently ranked by Fortune magazine as the best place in the U.S. to work. However there are things that a company can do to motivate their employees that are low or no cost and likely already exist in their corporate toolbox. The Corporate Toolbox Most successful organizations pride themselves on their ability to promote their product or service to achieve the desired level of profitability. They develop strategic plans, set production goals and persuade their customers that they are best of the best in their field. They are advertisers and peddlers of wares. So what does this have to do with motivation? Robert Hershey, Director of James E. Rogers College of Law at the University of Arizona and contributing author to the Journal of Managerial Psychology, contends that there is a significant correlation between an organization’s ability to successfully promote their business and thrive at motivating their employees. He notes that â€Å"we do not need one more theory of motivation; we need better insight into the psychology of advertising. We can take some tried-and-true product advertising techniques that have been found to be effective and use them in a human resources and management context. But before we do that, the point must be made that, as a practical matter, our vocabulary and attention require a shift from the motivation jargon of needs, expectancy, two-factor theories, etc., to an emphasis on communications practices, because persuasion requires the transmission of information† (Hershey, 1993). If Hershey is correct, then an emphasis on communication and inclusion would create an environment ripe for employee motivation. One could also argue that, if communication is key, allowing input and empowered decision making is the next logical step to producing a motivated employee. Carolyn Wiley, Professor of Business at Roosevelt University, concurs with this notion and provides the following supporting statements in her article â€Å"Creating an Environment for Employee Motivation†: When employees have an opportunity to provide input, this increases their survival rate and their sense of commitment. In many very small companies, a natural sense of owners hip often develops among the employees. However, as companies grow, feelings of ownership and commitment start to decline. To increase commitment as the organization grows, managers must change how they define who retains control. Shared decision making is essential both to company success and employee survival. Workers generally do not resist their own ideas and decisions. Rather, they are motivated to fulfill them. (Wiley, 1992, para.14) While this may seem threatening to traditional leaders, it should not be viewed as surrendering control. Employees that are empowered through inclusion are ambassadors for organizational success. It is only through mutual success that both the employee and company thrive. It seems so simple, but eludes even the most progressive of companies. Most organizations are more inclined to spend thousands of dollars creating recognition programs, building home office environments, developing bonus structures and hosting employee appreciation events rather than recognizing that most employees are merely looking to be valued. The same attention that motivated the Hawthorne workers applies to the modern employee who just wants to contribute and receive credit for their effort. Conclusion There is certainly compelling evidence to indicate that employee motivation comes in many forms. Whether one places their belief in the theoretical assumptions of a Maslow or Hertzberg, their financial backing in the creation of a Google-esque environment, or capitalize on their organizational strengths to communicate and persuade, there is clear agreement that the ability to successfully motivate employees is essential for corporate success and sustainability. The concept of positive human relation management has finally taken its place at the forefront of organizational strategies and, with it, the evolution of employee motivation. References Trahair, R. & Zaleznik, A. (2005). Elton Mayo: The Humanist Temper. New Brunswick, NJ: Transaction Publishers Marshall, G. (1998). A Dictionary of Sociology; Hawthorne Studies. Retrieved from Encyclopedia.com: http://www.encyclopedia.com/doc/1O88-Hawthornestudies.html Lindner, James R. (1998). Journal of Extension; Understanding Employee Motivation. Retrieved from http://www.joe.org/joe/1998june/rb3.php McLeod, S. A. (2007). Simply Psychology; Maslow Hierarchy of Needs. Retrieved from http://www.simplypsychology.org/maslow.html How Google Inc. rewards its employees. (2010). Retrieved from Thinking Leaders website: http://www.thinkingleaders.com/archives/517 Hershey, R. (1993). A practitioner’s view of motivation. Journal of Managerial Psychology, 8(3), 10-10. Retrieved from http://ezproxy.arbor.edu:80/login?url=http://search.proquest. com/docview/ 215865845?accountid=13998 Wiley, C. (1992). Create an environment for employee motivation. HR Focus, 69(6), 14-14. Retrieved from http://ezproxy.arbor.edu:80/login?url=http://search.proquest.com/ docview/206781828?ac countid=13998

Ethnic Market Essay

With mounting western influence and focus on revival of traditional Indian fashion elements, diversity in India sees many faces. To maintain the dignity of the culture and to provide a platform to small Indian brands, future group initiated ethnocentrism concept by opening ethnicity store in Ahmedabad, Gujarat. This initiative has provided new format insights to organized retailers to expand their horizons in highly volatile Indian consumer oriented market. A new format has always been a challenge to any retailer to sustain into the market. In the changing face of market, to regain preference of consumers towards nationalized brands, can be looked from a confronting angle. This created an anxiety in the mind of researchers and inspired them to undergo the research to understand the ethnicity concept. Ethnicity format is studied based on the first ethnicity store set up in the city of Ahmedabad, Gujarat and glimpses are taken from the second and third store set up in Mumbai and Pune respectively. Research is secondary followed by primary in nature. This paper gives insights into the overall set up of ethnicity format that includes differentiating Criteria’s of ethnicity in comparison to regular retail formats based on observation at the store. Questionnaire based survey is also performed to get opinion on ethnicity store and paper gives insights into preferential category for purchase for future developments Consumers have given a very good response to the new concept. Along with shopping, experiences of consumers’ with the format have given a lasting impact on their mind-set. Further Raja market, Rani Market, Thoda aur market are found attractive to consumers and have gained good preference of consumers followed by Sona-chandi market Chota India and Ghar aangan market. The insights into concept development and suggested potential extended formats of ethnicity may readily work as a pillar to stand into the market for new retailers. Keywords: Ethnicity, Ethnocentrism, Organized Retail, Nationalized brands. Introduction Indian fashion industry is moving towards westernization due to high level of acceptance of foreign brands by the consumers. Due to this ,western brands are getting a wider platform than the ethnic brands across the country. As a result, national/ethnic products are even overlooked by consumers and time may come that such products may disappear from the market. To protect the Indian heritage, Future group took up the maiden initiative to provide a space to Indian products and brands under its own name and fame Future Group, India’s leading business house with strong presence in retail sector, launched a new retail format, family lifestyle store – Ethnicity, in Ahmadabad to market ethnic brands and products of India in 2008. This chain is a major family format developed after the launch of *Professor, G. H. Patel Post Graduate Institute of Business Management, Sardar Patel University, Vallabh Vidyanagar. **Assistant Professor, N. R. Institute of Business Management (GLS-MBA), Gujarat Technological University, Ahmedabad. Pacific Business Review International 2 highly successful family formats like Pantaloons, Big Bazaar, and Home Town. The new store format that has been billed as ‘Everything Indian, seeks to promote ethnic brands, ranging from ethnic and fusion wear, Jewellery, handicrafts, home decor, beauty products to accessories and gifts. ‘ Thus ethnicity showcases a large number of small Indian brands under one roof. Ethnicity besides promoting the culture of ethnic products, provide a modern platform to augment the presence of the retailers into the industry. Research Objectives †¢ †¢ †¢ To understand the concept of ethnicity as a new retail format To understand differentiating factors of ethnicity store in comparison to the modern retail stores. To understand the consumers’ preference towards the new format. Scope of the Study The study has explored the concept of ethnicity. In includes understanding of the theme and concept development, merchandise development and differentiation criteria of format in comparison to existing formats. Further to understand acceptance of the new format, consumers’ preference towards the offerings has also been analyzed Data Collection Sources Secondary data sources have been used to understand the concept the ethnicity. Information has been taken from leaflet provided by ethnicity store of Ahmedabad, and Company website to get insights into ethnicity store of Pune and Mumbai. Articles kept on the websites are also used at the launch of ethnicity. Primary data has been collected through questionnaire to know consumers preference towards the new format. Respondents were the consumers of Ahmedabad who visited ethnicity store. Sample of 100 respondents was administered out of which 94 responses identified as valid sample for the study. Literature Review Ethnic origin has been defined as a group of people who share a common descent, a sense of collective identity and usually a shared cultural heritage and tradition (Crysdale and Bettie, 1973). Ethnicity implies common customs, values, and attitudes within a group of people who are bound by a common cultural identification. Because values reflect a standard or criterion that people use in the guidance of behavior, they act as a norm for ethnic consumer behavior and an influence on many consumption motives. Ethnic Marketing Ethnic marketing is an important aspect of lifestyle marketing, a strategy that tailors a company’s products and services towards the customer’s lifestyles. According to Technopak Analysis, the current market of sarees and ethnic wear stands at Rs 31,000 crore and is projected to grow at 10 per cent to reach Rs 45,000 crore in 2014. Views expressing rationale towards ethnic marketing Mr. Arvind Singhal, chairman of management consulting and retail specialist firm Technopak Advisors (201011) said, â€Å"Overall apparel category spends are rising, with special focus on ethnic wear brands, where many new brands have emerged as market heroes. They sensed the vacuum in the market, ease of entry, and attracted women – the most interesting target consumer, which places the Indian ethnic wear market at Rs. 56,800 Crore, growing at 9% annually†. Govind Shrikhande, customer care associate and managing director, Shoppers Stop said â€Å"Branded ethnic Volume 5 Issue 5 (November 2012) wear is one of the top selling categories in our stores. For the past few years this segment has seen double digit growth,† Mr. Gaurav Mahajan, CEO, Westside, a Tata group company said ,†Indian ethnic wear is an integral part of our customer promise. We widened the Westside range and introduced Zuba, which offers silks and authentic handlooms. This autumn will see the launch of two more brands,† Mr. Rakesh Biyani, joint managing director, Future Group said ,†There is a significant rise in demand for women’s ethnic clothing. There is a big gap between the opportunity and what is being delivered today by organized players. This gap identification generated a lead to cover the untapped ethnic market and future group took up the initiative to establish ethnicity store as a revolution in the existing apparel format. Concept development of Ethnicity Store by Future Group. Store Design Future Group has launched the first of a chain of stores aimed at retailing Indian wear in 2008 in Ahmedabad city. It is the branded ‘Ethnicity’ store that keeps the a range of ethnic and fusion wear, jewelry, handicrafts, home decor, beauty products and accessories and gifts. All the products are India inspired. The store is having a spread over an area of 25,000 to 30,000 sq. ft. Store Objective The apparel labeled as traditional and indoor clothing a decade ago, has laid the foundation for today’s contemporary Indian ethnic chic. Ethnicity proudly follows the Indian values of being sensitive to Ahmedabad city, environment and community. It provides a platform to bring together traditional or ethnic 3 retailers and consumers. It recreates the know-how of a traditional ethnic market in a modern retail format and is an aggregator of the multi-faceted ethnic merchandise and traditional selling practices. It revives and rejuvenates anything and everything that is Indian. It aims to truly open out the urban ethnic market and redefine the scale of ethnic merchandising. Ethnic-Theme Positioning at the Store The concept Ethnicity is not limited to ethnic clothing but it is a destination to get the unique experience. The key differentiator for Ethnicity lies in its 360-degree shopping experience. Ethnicity’s store design reflects a distinctly ethnic character – visual merchandising tools include artifacts, paintings and decor pieces from Rajasthan, Orissa and Gujarat. â€Å"Visual merchandising at ethnicity is like the synopsis of a story book†. Ethnicity has gone the â€Å"Desi way (Highly traditional)† to become attractive and communicative. It is vital to not only be a differentiated retailer but also to draw out the true essence of the products. Branding in ethnic wear has been led by region of origin of the product like Benaresi sarees, Lucknowi kurta, Kutchchi Bandhani. The store is colorfully designed and the flashiness gives it an ambience of luxury and festivity. Atmosphere at Ethincity Store Atmospheric at ethnicity store is a reflection of Indian heritage. Instead of halogen lights, everywhere light is reflected by lanterns. Instead of room freshener or perfumes, a raw fragrant of essential oil from flowers known as attar is used to mesmerizes the entrant and bring them to the Indian culture. All the racks for display of merchandise are developed from wooden and outside decoration is of handicraft, which gives a reflection of Indian art. Instead of having all the racks or shelves for display, few of the merchandise is displayed on cot. Store assistants are dressed in ethnic kurtas for refreshments, Coconut water is served in a lorry (Cart) which gives a flavor of typical Indian culture, on the road serving. Pacific Business Review International 4 Use of multi colors, art and fancy designs, air fragrance and traditional lightings give all time festival feeling experience. market. Chosen name for the market is based on arterial language of India. With the theme of ethnocentrism, the collection represents only Indian brands in all the merchandise. Merchandise at Ethnicity Store All the offerings are divided into a â€Å"Niche name† of Overall Analysis of Ethnicity Store Table 1 Store Sections Generic category name Ethnic name at ethnicity store Women’s wear category Rani market-everything ethnic for women Men’s wear category Raja market-everything ethnic for men Kid’s wear category Chota India market Jewellery/ accessories Sona –chandi market- ethnic Jewellery Home accessories Ghar –aangan- ethnic ideas for your home Stationary/medical items Thoda aur- ethnic accessories and more Source: http://www. indiaretailing. com/organising-ethnic-retail. asp Data Analysis Regular formats of organized retail stores have their specific offerings. While ethnicity store has differentiated the same to give a new experience to the consumers. Based on observation at ethnicity store, the following comparison has been made to derive the differentiation criteria Table 2 Comparative Analysis: Organized Regular Retail Format V/s. Ethnicity Format Parameter Organized Retail Organized retailOutlet outlet Theme A move culture Objective To give exposure to western To give platform to Indian brands culture dynamics and appeal to ethnocentrism Size of the outlet Large size Comparatively small size Structure Vertical departmentation Horizontal departmentation. Availability of brands Global brands Only Indian brands Atmospheric Exclusive halogen lights lantern /yellow lights towards Ethnicity Store Ethnicity store western A move towards Indian legacy Volume 5 Issue 5 (November 2012) 5 Decoration No additional decoration Fully decorated with colors, lamps, handicraft ,puppets etc. -looks like all time festival Music Western songs Indian instrumental Fragrance Room fresheners Raw fragrant of essential oil from flowers known as attar Shelves Racks Along with racks Traditional village themed cots with four legs Merchandise division Products are separate Gender wise product bundling. Apparel gets displayed in one section, accessories other section, footwear another section and so on e. g. Raja market includes apparel ,accessories ,footwear addressing men. Rani market includes apparel, accessories, footwear for women Merchandise name English names Traditional Indian names Store assistant’s dressing Western formal wear Traditional Indian kurta Packaging Plastic printed bags Paper bags with traditional look Merchandise Western outfits western designs and indo- Indian traditional embroidery work outfits with Shoes Mojaris and chappals Indo-western painting Handicraft Cosmetic products. Natural ayurvedic products and aromatherapy Perfumes Incense stick, fragrances Light chandelier Candles and Lantern Artificial jewellery Stone work, Kundan jewellery Refreshments Food court with multi cuisine Small push cart/lorry with coconut water Deliverable Shopping Experience attar, natural Source: Primary data collection through observation Analysis of Consumers Preference Towards Ethnicity Store: Consumers survey has been performed to get insights into their experience towards the format with the help of questionnaire. Respondents were the consumers who visited the ethnicity store. Pacific Business Review International 6 Figure 1 Consumers’ Preference towards the Market based Merchandise at Ethnicity Store with Mean Rank ( where 1 is least and 5 is maximum) 0 1 2 3 4 5 4. 25 Raja Market 4. 02 Rani Market 2. 80 Chota India 3. 20 Sona Chandi Ghar Aangan 2. 05 4. 15 Thoda aur Source: Primary data collection through questionnaire Consumers’ preference towards the ethnic theme based markets is analyzed to know the preferred market. This analysis is aimed at developing the market to increase the preference †¢ †¢ †¢ †¢ Consumers are highly satisfied with Raja Market offerings followed by Rani market and thoda aur market. New introductions in thoda aur market like lamps, candle and fragrances, ayurvedic products etc have grabbed attention of people which gives a lead to introduce more unique and Indian traditional items. Sona chandi market has got a good response. Thus it can be interpreted that fashion accessories in ethnic look are keeping tune with the ethnic garments. As per consumers opinion, Chota India is yet to gain preference may be because of traditional designs that are not preferred more for kids in †¢ comparison to western attractive outfits with cartoon characters Again as per consumers opinion, Ghar aangan is also yet to gain preference may be because of bed sheets, utensils, toys , purchase for rituals like puja ka saaman etc. have pre-existence of established unorganized market. Volume 5 Issue 5 (November 2012) 7 Consumers’ Preference towards Ethnic Products for Three Most Preferred Markets Figure 2 Preference has been Analyzed towards Offerings for Females as Rani Market Source: Primary data collection through questionnaire Fusion wear and Mix & Match are able to attract consumers as it is a new and unique base of ethnic products. As Saari, salwaar kamiz have become a common purchase and many platforms are available to address the demand, preference is found at the moderate level. Figure 3 Preference has been Analyzed towards Offerings for Males as Raja Market Source: Primary data collection through questionnaire In men’s wear traditional wear in the form of Jodhpuri, Chudidar and kurtas along with traditional mojaris have attracted consumers to larger extent Pacific Business Review International 8 Figure 4 Preference has been Analyzed towards Offerings for Thoda Aur Market Source: Primary data collection through questionnaire Full range of Fragrances and Candles & Incense has been introduced by ethnicity store. It has got extra ordinary preference of consumers. Thus it has contributed towards maintenance of Indian legacy Consumers preference towards Aromatherapy Aromatherapy is the use of aromatic plant oils, including essential oils, for psychological and physical wellbeing. Aroma therapists blend therapeutic essential oils especially for each individual and suggest methods of use such as topical application, massage, inhalation or water immersion to stimulate the desired responses. Aroma therapy oils may include : †¢ Peppermint – Digestive disorders †¢ Rosemary – Muscular pains, mental stimulant †¢ Sandalwood – Depression, anxiety and nervous tension †¢ Sweet orange – Depression and anxiety. †¢ Tea tree – Respiratory problems, antifungal, antibacterial and antiviral †¢ Lavender – Headaches, insomnia, burns, aches and pain Ethnicity store has provided the platform for Aromatherapy. Full range of essential oils has been displayed to generate the awareness and preference towards the same. It is aimed at generating awareness towards ayurvedic medicine in the arena of allopath for better and secure treatment. Ethnicity has taken maiden initiative to mould the consumers psychology towards naturopath. (Graph on next page) It can be interpreted from figure-5 that first hand response has been satisfactory with 49% for. Aromatherapy and thus it enjoys the potential to increase the preference in future. The atmospheric of traditional products is supporting the purchase of traditional way of health supplements. The advice and explanation given along with the product has played important role in making realization to go for natural products Volume 5 Issue 5 (November 2012) 9 Figure 5 Preference has been Analyzed for Aroma Therapy Source: Primary data collection through questionnaire Figure 6 Analysis of Consumers’ Satisfaction towards Ethnicity Store: Consumers’ level of satisfaction towards the differentiated offerings has been analyzed. Such analysis is aimed at identifying the most appealing differentiation for future positioning of the store and developing the strategies that may lead to future satisfaction Competitive Assessment Matrix with Mean Rank ( Where 1 is least and 5 is maximum) Regular Organized Retail Formats and Ethnicity Store Consumers’ satisfaction on competitive assessment matrix 0 1 2 3 4 5 4. 05 4. 95 Theme 2. 30 2. 60 Price 3. 25 4. 00 Variety 3. 94 4. 35 Display 4. 00 Experience Source: Primary data collection through questionnaire Keys : Regular organized retail outlets Ethnicity store 5. 00 Pacific Business Review International 10 †¢ †¢ †¢ †¢ †¢. Competitive assessment matrix depicts that ethnicity theme is highly appealing to the people. The differentiation point of giving experience to the consumers than only to provide a platform for shopping is getting correct positioning in the mind set of consumers as it is applauded by consumers with the mean rank of 4. 95. Unique display of ethnicity is highly appreciated by consumers in comparison to regular organized retail formats. On the dimension of variety ethnicity is lagging behind in comparison, the contributing reason may be limited number of Indian brands into each category. As far as pricing is concerned none of the outlets satisfied the consumers expectation. It brings out the fact that price structure is too high. Here opportunity lies with ethnicity store to discriminate pricing strategy to get competitive edge over other formats. It might be feasible to reformulate the pricing strategy due to nationalized brands. †¢ †¢ †¢ †¢ †¢ Suggestions †¢ Major Findings †¢ †¢ †¢ Ethnicity is indeed a revolutionary move towards consumers’ ethnocentrism. National players have also joined hands with the big retailer and accepted the opportunity to address the mass market. Thus it has contributed to a greater extent in providing a wider platform to small retailer of India. Further is has contributed towards generating awareness of ethnic products and brands of allover India which were not noticed by the consumers and importance was not realized by consumers. It is an absolutely unique model into organized retail formats. Everything starting from atmospherics to collection of brands, merchandise display and packaging is uniquely positioned with the nationalized theme. It provides a feel-good factor and thrilling experience to the consumers. Consumers are getting attracted by the theme and getting exposed and penetrated by ethnic products. Today consumers look for fashionable clothes. National brands which were not recognized earlier, have provided a platform of fashion to explore Consumers are highly satisfied with Raja Market offerings followed by Rani market and thoda aur market. Fusion wear, Mix & Match, Jodhpuri,Kurtas, Chudidars, Mojaris and fragrances ,candles and incense are able to get preference of people. Aroma therapy is able to get good welcome form the consumers. Ethnic designs are getting acceptance in the form of novelty. In all this innovative concept well applauded by consumers as they are getting exposed to all the variety and designs of products of all the corners of India under one roof. †¢ †¢ †¢ More Indian retailers should be motivated to provide huge collection of ethnic products in the categories of mens’ wear and women’s wear to provide more varieties. There is a need to increase the range of aroma therapy offerings to increase the awareness and consumption. Fragrances, candles and incense offerings have brought Indian values back in the preferences. This has showcased a very good business potential as a whole. There is a need to provide more and more offerings into the segment with more and more varieties. Potential revolutions into existing format of ethnicity for India. Format can be expanded by introducing specialties of major states/cities of India †¢ Rajasthan market – Art & craft †¢ Jamnagar market-Bandhani Volume 5 Issue 5 (November 2012) †¢ †¢ †¢ †¢ †¢ †¢ †¢ †¢ †¢ †¢ †¢ Bangalore -Silk garments Chennai- Pearl jewellery Kerala market-Spices Format can be expanded by introducing specialty food of major states/cities of India it may help to give a back shift to the consumer trend which is moving towards western food Gujarati food Punjabi food South Indian food Rajasthani food North Indian food Kathiyawadi food Potential revolutions into existing format of ethnicity for other countries. It has been witnessed that countries are getting specialized into technological innovations but spread of such innovations into the same continent reflects questionable behavior of consumers. Many a times it is because of lack of awareness. Such type of format may provide a common platform to explore the small innovative products at consumer end E. g. European countries. Fashion based Ethnicity- As fashion industry is one of the major growing industries in Europe, all fashion statements can be displayed under one platform †¢ Fashion statement of Italy †¢ Fashion statement of France †¢ Fashion statement of United kingdom Technology based ethnicity- Technical Research. & innovation driven countries, all innovations can be displayed under one platform †¢ Big to small innovative products of Finland †¢ Big to small innovative products of Germany †¢ IT & Renewable technology based products from Sweden †¢ Electric technology innovations of Netherland E. g. Asian Countries 11 Technology based ethnicity. †¢ Robotic technology based innovative small to big products from South Korea & Japan References Crysdale and Bettie, 1973, Retrieved from, http:// www. manifolddatamining. com /html /products/ ethnicmarketing. htm on 15/02/2012 Anuradha Shukla, Ethnic wear market booms in India retrieved from http://wonderwoman. intoday. in/ story/ethnic-wear-market-booms-in-india/1/ 88440. html http://indiatoday. intoday. in/story/ethnic-wear-marketto-grow/1/124981. html retrieved on 06/02/2012 koregaonparkplaza, pune (2011) retrieved from http:// w w w. k o r e g a o n p a r k p l a z a . c o m / s t o r s details. asp? id=77&catid=1&st=1 retrieved on 06/ 02/2012 Runul Vashistha, (2009) retrieved from http:// www. indiar et a iling. com/ R et ailC oncep t _ details. aspx? Id=58 retrieved on 02/02/2012 Pooja nair, (2009). retrieved from http://ahmedabad. metromela. com/Lamps+and+ethnic+ wear+at+. Ethnicity/article/3183 retrieved on 15/02/2012 Shailesh Shah, (2012). Ethnicity: Towards organising ethnic retail, retrieved from http: // www. indiaretailing. com/organising-ethnicretail. asp retrieved on 02/02/2012 http://www. pantaloonretail. in/pdf/ethnicity_karigari. pdf Reference Book Jr. Churchill Gilbert A. , Lacobucci Dawn, Israel D. , (2009),†Marketing Research- A South Asian Perspective†, India Edition, Delhi: Cencage Learning. Additional material Leaflet circulated at ethnicity store 12 Glossary Attar: A fragrant of essential oil typically made from rose petals Ayurvedic: It is a Hindu system of traditional medicine native to India and a form of alternative medicine. Ayurveda can be defined as a system, which uses the inherent principles of nature, to help maintain health in a person by keeping the individual’s body, mind and spirit in perfect equilibrium with nature Bandhani: A process of patterning cloth by tie-dyeing in which the design is reserved on the undyed cloth by tying small spots very tightly with thread to protect them from the dye especially popular in Rajasthan and India Chappal: An item of Indian footwear, similar to a flipflop with a toe strap Chota (India market): Younger, junior child related products. Pacific Business Review International Kundan Jewellery: Kundan is a traditional Indian gemstone jewelry, a method of gem setting in a jewellery piece, consisting of inserting gold foil between the stones and its mount, usually used to create elaborate necklaces believed to have originate in royal courts of Rajasthan and Gujarat. It is the oldest form of jewellery made and worn in India Kurta: A knee-length, collarless shirt worn over pajamas by men in India Mojaris: A style of South Asian handcrafted footwear mostly using vegetable-tanned leatherproduced in India Organized retail: Organized retail has been defined as a network of similarly branded stores with an element of self service Raja (Market): A prince, chief, or ruler related products in India Rani (Market): Indian princess related products Ethnicity: Ethnicity implies common customs, values, and attitudes within a group of people who are bound by a common cultural identification Saree: a dress worn primarily by Hindu women; consists of several yards of light material that is draped around the body Ethnic groups: A group of people who share a common descent, a sense of collective identity and usually a shared cultural heritage and tradition Sona-chandi (market)-Gold & silver related products/jewellery Ethnic Marketing: Ethnic marketing is an important aspect of lifestyle marketing, a strategy that tailors a company’s products and services towards the customer’s lifestyles Ghar -aangan (market):Home decoration related products Handicraft: Items made by hand, often with the use of simple tools, and are generally artistic and/or traditional in nature . They are the objects of utility and objects of decoration. Incense stick: It is composed of aromatic biotic materials, which release fragrant smoke when burned Thoda aur (market): somewhat more than the existing here in the context of more than the regular offerings.

A Challenging Situation Essays - Computer Programming Lessons

A Challenging Situation Essays - Computer Programming Lessons A Challenging Situation University of Washington Admissions Essay The challenging family situation I would like to share with you is our move from Korea to the United States. In 1989, my life was changed when my family immigrated to a new country, hoping for a better future. My life in Korea was hopeless, because I was a failing student with not much interest in school. I spent the majority of my time in Arcades, wasting my coins on video games. Rather than studying with my friends, as I had told my parents I would, I obsessed over the games. The only positive aspect to my life was my private computer programming lessons. Programming in Apple BASIC presented me with an opportunity to create my own world. One day, my parents told me that we were going to move to the United States of America, and I developed a strong feeling that my life soon would change forever. After spending eleven years in Korea, our family moved a totally different environment. This I knew would be my toughest challenge to date. As a fifth grader attending a new elementary school in a new country, I felt left out because of my inability to communicate. Some kids assumed that I did not understand them at all, so they made rude remarks about me. I understood them, maybe not completely, but I knew the intent of their messages. All that I had was my Apple II computer at which I just sat and programmed when I came home from school. At home, my parents pressured me to study all of the time, but I was frustrated and wanted to return to Korea. I wanted to go back and talk freely with my friends and play games with them. My parents often told me that they decided to move here because of the educational opportunities, yet I continued to rebel and refused to listen to what they said. Over time, my English improved. I moved on to regular sixth grade classes; some of which were challenging, but tolerable because of my teachers whom were willing to help. I always enjoyed class trips to the computer lab, where I would start programming on the computer. Other kids would start to gather around and treat me like a genius. Before long, I made more friends and found that I was enjoying school. Thoughts of going back to Korea faded, and my grades rose to a satisfactory level. This pleased my parents who now encouraged me to invite friends to dinner. When my friends came over, I became the translator between my parents and my friends. Since then, I often translate for my parents in any occasion where translation is needed. Talking to some adults was intimidating and sometimes embarrassing, but I felt mature and responsible. The rest of my school year went by very smoothly, and my self-confidence grew. Now I help other Korean people with language difficulties, helping them t o understand English and American customs. Prior to my arrival to the United States, I thought everything would be nice and easy, but it did not turn out that way. Life was difficult, since I had to learn a new language, culture, and customs. One of the best things I learned was that my parents were right. This experience helped change me from a hopeless kid to a confident and responsible young adult. From this experience, I have learned that if one sets goals, works hard towards those goals, dedicates oneself to those goals, and takes advantage of opportunities presented, they can achieve anything.

Philippine Business Environment Essays - Maritime Southeast Asia

Philippine Business Environment Essays - Maritime Southeast Asia Philippine Business Environment " The countries that will achieve steady and economic growth in the 21st century are those that go with the tide ". An economic manager must look into his resources and not on what other countries have. The Philippines is rich with natural resources , raw material and especially manpower. That's why when we made a move to improve our economic condition , The Sick Man of Asia was renamed as the New Tiger Cub of Asia. A name signaling other countries that a new threat for world leadership has arrive. We have attracted lots of foreign investors to invest in the Philippines and many more of them are coming . So what's next ? We should not be satisfied of what we are seeing. We should concentrate in the welfare of our people. Since there's an influx of foreign investors here, it is the proper time to show what the Filipinos are made of .Proper promotion of micro-enterprises , and especially promoting rapid development of human capabilities. As an economic strategy this may sound small but actually this is in preparation of something big for us. Technology today has change the world's vision of business. Because of technology we know can communicate better and faster. Everybody is just a phone call away or should we say an E-mail away. Everybody can do business anywhere at anytime . Thus born a new commerce, the E-commerce, or simply the Electronic-commerce and with its birth came Globalization. It is the global expansion of trade and investment , even though there are still lots of arguments whether to join or not this trend, we should be ready. We should look at all the possibilities of this trend. We should be prepared for it otherwise we will be left behind . Singapore is now leading this market of E-commerce in Asia, but because this country is not a democratic country investors are having a hard time doing their job, that's why they are looking for another place . And that's where we go in, we have the people, a good strategic position in Asia, and lastly we follow the rules of democracy . We might not have the best but we have the better men for the job. Filipinos literacy is very high compare to other countries in Asia and we are very adaptable . By creating T-Zones or Technology Zones where all about technology will be seen and used , local and foreign investors will surely come and put up their business here for good . And remember more investors means more profit, the economy will surely skyrocket and the employment rate will soar up. Thus, given our people a fair chance of living a comfortable life. We will be the Center of Technology Services in Asia and this will surely lever our status in the world from a tiger cub to ! The New Tiger of Asia , and maybe just maybe The Dragon of Asia.

Db2 program capstone Research Paper Example | Topics and Well Written Essays - 250 words

Db2 program capstone - Research Paper Example Control and monitoring is a key aspect of Toyota’s success (Toyota, 2014). To improve the overall performance of the firm, workers are controlled through clear policies and procedures. Line managers explain the operations at the firm, and show how specific job roles have to be performed. At a broader perspective, this results in compliance to specific standards across the firm, which is essential for Toyota given it is operating in the automobile industry. The brand name Products from Toyota are associated with safety and quality as strict monitoring and control procedures are in place. Making decisions is a difficult as well as an essential task for managers. To assess if a managerial decision is good the decision must first be methodologically tested against solutions known to yield good results. Gaps and blind spots if any have to be identified related to the decision made. The logical structure of the decision should be analysed to investigate if the decision is well founded and will yield consistent results. Most managerial decisions are based on underlying assumptions. Managers assume the role key individuals will play in tandem with the decision being made, the environment under which decision will be applied, and the speed of execution of the decision. For instance, in the case of Toyota a manager in the production line asked to increase the rate of production will assume they have the required physical and technical resources to do so before undertaking a strategic decision. To test and conform the credibility of assumptions for case 1 the trend of price i ncrease or decrease of fuel must be statistically analysed. For case 2 the GDP of the country where the airline operates, the local economic profile, the demographic profile of potential customers and competitor analysis will be useful in the decision making process (Towler & Keast,

Online Assingment Article Example | Topics and Well Written Essays - 500 words

Online Assingment - Article Example The New York Presbyterian hospital is the first hospital to test surgery that is designed only for type 2 diabetes. This study is designed to test if diabetes is better handled by surgery as opposed to the other medical treatment options that there are today. This is the first study available to those who are overweight or mildly obese and may open doors to new studies. Under guidelines that currently exist, bariatric surgery is used for the treatment of severe obesity or morbid obesity for people who have a body mass index of 35 or greater. Treatment is now available for patients with a body mass index as low as 26. The body mass index of a healthy person is 19 to 25 while those who are overweight have a body mass index of 26 to 29. Those who are obese have a body mass index that is above 30. Patients with a body mass index below 26 and above 35 are not permitted in the study because the health risks are too dangerous. Previous research has shown that gastric bypass surgery for thos e people with a body mass index of 35 or greater will benefit from the results to treat their type 2 diabetes.