Great Essay Writing In 8 Steps

Great Essay Writing In 8 Steps Think very carefully before adding decorative features like WordArt, page borders or Clip Art to any piece of academic work. Such additions are unlikely to improve the work, and often serve only as a distraction. Quotations â€" It is important to show, by the use of speech marks (“t”), when you are quoting what someone else said or wrote. It is well known that many actors, athletes, politicians, and businesspeople have contracted with uncredited ghostwriters to produce their memoirs for them. Your paper will have proper references in the citation style you choose. Academic writing is a huge challenge for someone who’s only done basic homework so far. There’s nothing that loves more than passing on his knowledge of marketing in his writings. Always up-to-date with marketing trends, he has a BSc in Marketing from Keele University. This partnership is part of the English Education Alliance , a global effort of the U.S. Department of State to address the global demand for 21st century English language skills. Train your employees in the most in-demand topics, with edX for Business. MyEssayWriter.net does everything it says it will do and on time. You will not have a single worry if MyEssayWriter.net assists you on your schoolwork. We complete math, stats, chemistry labs, and multiple choice. Just let us know what you need, and we will complete your timed assignment. The idea of paying someone else to do your work for you has become increasingly commonplace in our broader culture, even in the realm of writing. Single pieces of paper for single points, allocated to group headings later. Mind Map â€" sketch out all the ideas in your mind and then work out how they are related to each other. Spider/pattern â€" Draw a diagram with the subject of the essay written in a central circle or box. It aids to pull the attention of the audience and provoke their curiosity. Fill in the contact form below if you would like a quotation or if you would like to find out more about our services. Generating ideas - there are various methods of doing this. The State Department-supported EducationUSA network will also offer facilitated discussions in some locations for students interested in pursuing higher education in the United States. The last thing you should do before handing in your essay is to proofread it. It is often useful to let someone else read it and listen to their comments, as well as reading it through out loud to yourself. Use only white A4 paper and print on both sides. Please think very carefully before numbering headings and paragraphs in reports as these often become confusing and adversely affect presentation. If you decide to use a numbering style, please use the Microsoft Word numbering tools, as these will present the numbers in the most suitable manner. Any report, regardless of style, is very different from an essay. Reports are designed to be selective in information given, and the correct compilation and layout of a report is arguably as important as the material it contains. A final check for grammar and punctuation errors is always time well spent, since grading is influenced by the appropriate use of standard English. Lengthy quotations are not generally appropriate to the short essay and it is better to quote a reference for the reader to follow up if she/he wishes. Shorter, succinct quotations relating to a particular point can be very effective. Appendices are not usually necessary for an essay. However, you should make your sources clear at the end of the essay. Know how to write a proper conclusion that supports your research. Prior to the start of an essay organize your thought and outline a rough draft. Like this, you can ensure that your story will flow and not create a mess. Present your essay with an interesting and suitable Title.

Application Reinforcement Theory By Managers To Shape Employees Behaviours Business Essay - Free Essay Example

INTRODUCTION The aim of this paper is to explain the application of reinforcement theory by the managers to shape employees behaviors in order to overcome restraining forces of change in an organization. Goal is to explain the managerial aspect of applying reinforcement theory. For better explanation, some basic fundamentals of Organizational Behavior and Organizational Development will be used with special reference to reinforcement theory and how managers should apply strategies in lessening resistance to change amongst employees. Purpose is to help us better understand organizational behavior and organizational development techniques and theory and how to implement them in an organization. I will be including all the essential components of reinforcement theory,its principle,its application as how it should be implemented by managers,what are the restraining forces that comes in the way during changes and how management should try to overcome it. Reinforcement is an extremely important principle of conditioning used by managers to influence their employees in an organization. It is the process of shaping behavior by controlling its consequences. Reinforcement theory is sometimes known as operant conditioning as it focuses on th relationship between operant behavior and associated consequences. Continuous reinforcement strategies are implemented to sustain employees desire to work as they loose their interest in work over long period of time. Hence management should use the reinforcement strateg ies and theories to motivate their employees and benefit their organization to achieve desired results. ORGANISATIONAL BEHAIOUR THEORIES Organizational theories helps to motivate workers and employees so that they can perform their jobs in the best possible manner contributing to overall development of the organization. These provide courage and motivation to the employees in order to improve their working skills. There are two best known names for the development of theories :- Parlov who developed theory of classical conditioning and Skinner who developed theory of instrumental conditioning. CLASSICAL CONDITIONING Classical Conditioning is the type of learning made famous by Pavlovs experiments with dogs. It is used by trainers to condition (train) autonomic responses, such as the drooling, producing adrenaline, or reducing adrenaline (calming) without using the stimuli that would naturally create such a response; and, to create an association between a stimulus that normally would not have any effect on the animal and a stimulus that would. Classical conditioning reflects how an organism learns to transfer a natural response from one stimulus to another. It is association between two stimuli. This theory is difficult to explain wide variety of observable human behavior, specially issues involving complexity. It does not allow for choice in the response options available to humans and applied in daily life. It deals with cognitive thought process. OPERANT CONDITIONING Operant conditioning forms an association between a behavior and consequences. This process has a wider application than the classical conditioning approach as it provides shaping of behavior in particular patterns. The basic assumption of operant conditioning is that behavior is influenced by its consequences One of the distinctive aspects of Skinners theory is that it attempted to provide behavioral explanations for a broad range of cognitive phenomena. For example, Skinner explained drive (motivation) in terms of deprivation and reinforcement schedules. PRINCIPLES OF OPERANT CONDITIONING Some of the important principles of operant conditioning that can aid the manager to influence behavior:- POSITIVE REINFORCEMENT Managers often use positive reinforcer to influence behavior. A positive reinforcer is a stimulus which,when added to the situation,strengthens the probability of a behavioral response. It can be used to improve employees performance. Positive reinforcement is highly effective and used for two reasons. Firstly, it is used for the direction or motivation of the actions of other people and secondly it uses versatile concept of reinforcement as an explanation of behavior. Many organizations uses positive reinforcements to increase productivity, decrease absenteeism and workplace accidents. For Eg. An insurance company offered incentives at end of each month if the agent succeed to reach their target. Another example,chemical bank has set up programs to positively reinforce employee actions that lead to better customer service. Positive reinforcemen t can be monetary rewards as well as non financial rewards such as recognition,merchandise incentives etc. When positive reinforcements are used, the desired outcome is that the behavior is reinforced. NEGATIVE REINFORCEMENT Negative reinforcement increases the frequency of a response following removal of a negative reinforcer immediately after the response. It strengthens the response as response removes some painful stimulus and enables the organization to avoid it. For example, exerting high degrees of efforts to complete a job may be negatively reinforced by not listening to boss. PUNISHMENT It relates to unpleasant reward for particular behaviors. It is defined as presenting an uncomfortable consequence for a particular behavioral response. It is increasingly used managerial strategy. This forms of reinforcements decreases the occurrence of the behavior in question. Organizations typically use several types of unpleasant events to punish individuals. Int erpersonal punisher are used extensively including frowns,grunts,personal grudges and aggressive body language of an employee. Punishments can also be materialistic i.e, cut in pay, demotion, final punishment can be firing of an employee,transfer to another job,etc For example, punishing a worker who slows down the work may be an economically necessary step to alter behavior, another example can be loss of pay. There can be negative affects of punishment,it can cause undesirable emotional reaction,another problem is control of undesirable behavior becomes restricted to managers presence only. EXTINCTION Extinction can be defined as decline in response rate because of non reinforcement. It refers to stopping of the reinforcement,firstly it leads to reduction n eventually omission of reinforcement. An example would be if an employee is not acknowledged despite of his or her tremendous work,he will finally stop doing so. This form of reinforcement decreases the occ urrence of the behavior in question. An important base for all these important principle is Thorndikes classic law of effect. Managers must strategically balance between the use of pleasant and unpleasant events occurring in an organization in order to meet their desired outcomes. However positive management procedures dominates in any well-run organization. Before applying reinforcements in an organization,managers also need to know as to when reinforcements should be used in order to influence level and rate of continued repetition of desired behavior. For this it is important to know the Schedules of Reinforcement. SCHEDULES OF REINFORCEMENT In an organization it is very essential to time the rewards and punishment and timing of these outcomes is known as reinforcement scheduling. There are different results of timing and frequency of reinforcement. Reinforcement schedules is widely used to explain different process of workplace such as absenteeism,motivation,different payment systems. Continuous and Intermittent Reinforcement Continuous reinforcements means that the behavior is reinforced each time it occurs and is the simplest schedule of reinforcement. If the reinforcement does not occur after each response ,an intermittent reinforcement schedule is being used. Ferster and Skinner argued that there are two basic types of intermittent schedules. First there are those schedules in which reinforcement occurs at fixed number of desired responses,secondly, there are schedules where reinforcements occurs regularly or irregularly. By combining these two ideas four intermittent schedules are made which they believe has different effects on behaviors. Four types of intermittent schedules are :- 1. Fixed Interval Schedule In fixed interval schedule,a constant amount of time should pass before a reinforcer is provided. In other words behavior pattern almost stops after a reward until the next interval . An example may be praise employees performance once a week and not at other times or payment of employees must be done weekly,biweekly or monthly. This is an monetary reinforcement that comes at the specific period of time. 2. Variable Interval Schedule It represents changes in th amount of time between reinforcer. Variable reinforcer varies in time and predictability. Examples of variable interval schedules would be managers giving special recognition to employees for successfully completing projects and promoting them to higher-level positions . If the manager does not changes its schedule,employee would anticipate his tours and adjust their behavior accordingly to be rewar ded. 3. Fixed Ratio Schedule In fixed ratio schedule ,the behavior which you desire must occur number of times specifically before reinforcement takes place. It produces high reinforce rate at closing of reinforcements. For example,paying employees weekly checks that is determined to be paid in expected time. 4. Variable Ratio Schedule Unlike fixed ratio,variable ratio schedule varies in the number of repetitions of desired behavior. There is a high rate of responding in this schedule. Managers often uses variable ratio with praise and recognition. For example ,In an organization bonuses or special awards are given after varying numbers of desired behaviors . Variable ratio schedules produces desired behavioral change which is consistent and very resistant to extinction. ORGANISATION APPLICATION OF BEHAVIOURAL MODIFICATION Organizational behavioral modification is a more general term coined to designate the systematic reinforcement of desirable organizatio nal behavior and the non reinforcement or punishment of unwanted organizational behavior. It is based on an assumption that behavior is more important than psychological causes (needs, values,motives held by individuals)(7) Application of behavior modification in organization follows step by step process:- 1. Managers must define and identify the behavior specifically. When a behavior is observable and can be recorded then it is being pinpointed. To be pinpointed as an important behavior,there must be positive answers to these questions: can it be seen ? Can it be measured? 2. Pinpointed behaviors must be counted by the managers as it provides a clear perspective of the strength of the behavior at the present or before change situation. By graphing these data ,managers can determine whether behavior is increasing or decreasing or remaining at the same. 3. ABC analysis should be conducted any managers of an organization. ABC refers to antecedents (analyzing ante cedents of actual behavior), behavior (pinpointing critical behavior) and consequences (indicates contingent consequences). This helps managers to analyze performance analysis questions significant in programs. Questions may be:- Antecedents Does the employer know what is expected? Have they been communicated? Are they clear about the standards? Behavior Can the behavior be performed? Could the employee do it if his or her life is dependent on it? Does something prevent its occurrence Consequences Are the consequences weighted in favor of performance? Do we note improvement even though the improvements may still leave the employee below company standards? Is the reinforcement specific? 4. Manager describes action plan and strategies after setting the first three steps. The strategies for strengthening desirable performance and weaken undesirable behaviors are positive reinforcers, negative reinforcers, punishment and extinction. Generally managers tends to use positive reinforcement in applying behavior modification programs but identifying it is not so easy. It can be identified by asking subordinates whats rewarding and another method can be by doing surveys asking about job preferences. 5. The last steps involves evaluation. This step is essential as it tells manager to review changes in behavior before the implementation of the program. Evaluation permits managers to measure performance on an ongoing basis. It also provide feedback to managers which help them to take corrective measures if any. Behavior modification helps to understand workplace behavior by making connections between stimulus,response and contingencies. Reinforcement theory is an important explanation of how people learn behavior. It is often applied to organizational settings in the form of a behavioral modification program. Although the assumptions of reinforcement theory are often criticized, its principles continue to offer important insights into individual learning and motivation. Assessing behavioral modification programmes in an organization has evolved a technique known as meta analysis. This collect studies using different sample sizes and weight them accordingly. One meta analysis of a larger number of studies found a 93 percent success rate which appeared in different target behavior and organizational settings. Organizational behavior modification is used widely among several organizations which includes united air lines,General electric, Proctor and Gamble, Michigan bell telephone etc. Organizational behavior modification is making and can make a positive contribution to organizational behavior. Absenteeism rates,quality of productions and employee safety behaviors appear to improve more often than not when using Organizational behavior modification. Hence a manager should understand that the employees are the most important aspect of an organization success, and towards the realiza tion of its goals and so every employee must be motivated in doing his function. Motivation is significant factor in persuading a certain employee to work at his best . Therefore, it is essential that reinforcement strategies should be continuously conceptualized and implemented in order to sustain employees positive attitude towards his work. Employees tend to loose their interest in their work over long periods of time; so continuous reinforcement strategies are implemented to sustain employees desire to finish their job. The strategies are based on Douglas McGregors two different assumptions (Theories X and Y). There must be continuous coercion and control of employees. They must be directed always on what to do. Continuous monthly reward must be given to employees to boost their self confidence and improve organizations desired outcome. By using certain theories and strategies ,managers can help in reinforcing their employees by fulfilling their needs, giving them bonuses,treating them equitably,making them satisfied ,more goal oriented and focused, resulting in high outputs to an organization. RESTRAINING FORCES BLOCKING IMPLEMENTATION OF CHANGE IN EMPLOYEES Kurt Lewin ,developed a management technique known as Force field analysis and is used to overcome resistance to change in an organization. According to Lewin, there are driving and restraining forces which influence any change that may occur in a situation. Driving forces Driving forces are forces that tends to initiate a change and keeps it going. pressure from a supervisor, competition may be some examples of driving forces in an organization. Restraining forces are forces acting to restrain or decrease the driving forces. For example, poor maintenance of equipment may restraining forces against increased production in an organization. In a group process, there are always some forces that favor the change and some forces that are against it. Therefore an equ ilibrium should be established and it is reached when the sum of the driving forces equals the sum of the restraining forces. To make the employees accept the changes, manager should push driving forces and convert or immobilize the restraining forces. HINDRANCES TO OD CHANGE PROGRAMS Uncertainty regarding change Employees resist change due to the uncertainty and ambiguity associated with the old ways of doing things. Generally,people tend to become more independent and active as they grow older and wiser in a firm. They become anxious accepting changes,they have fear of unknown.they are filled with insecurity due to lack of information in new techniques. Threats To Position Power This type of threat is often seen in top management,which threaten them to lower their status or prestige in a group during the process of change. Social Factors Every individual have social needs. While working in an organization employee becomes members of certain informal group a nd so,any change or new adjustment will bring a fear among them. The stronger the group ties,the greater the resistance of change. Threat to specialization. Any change in organization may also threaten the expertise of specialized groups. For example, giving specialized training to all the employees was perceived as a threat by the experts in an organization. Threat to insecurity Safety and security are high priority for every individual. and this is the major factor for resistance to change especially on the job front. When employees feel that the security of the job is at the stake due to the change, they resist it. WAYS TO LESSEN RESISTANCE It is very important for the managers to overcome the resistance of change in employees by using some of the following strategies:- Effective Communication: One of the foremost reason for resistance to change is inaccurate information or in other words lack of communication. Thus effective communication program can h elp in overcoming this resistance. Managers should give necessary information about any change, its process and its working through training class and conferences. Reasons for change must also be communicated very clearly among employees. This will help in making employees understand about the necessity of change in an organization. Participation and Involvement: Participation and involvement can help employee to accept changes in an organization. It helps in removing their doubts and to win their cooperation in the change process. This involvement of the workers can obtain personal commitment and increase the quality of the changed decisions. Negotiation and Agreement: Negotiation and Agreement technique is very useful and can make change go much smoothly. For example, union agreement, transferring employee to other divisions etc. Leadership: Leadership plays an important role in overcoming resistance to change. A capable leader can reinforce a climate of psycholo gical support for change. A strong and effective leader can exert emotional pressure on his subordinates to bring about the desired change. (8) Coercion: Managers may choose to coercion if all other methods fail. Coercion may be in form of explicit or implicit threats involving loss of jobs, lack of promotion, etc. Managers sometimes dismiss employees who resist change. It can seriously affect employees attitudes and may also have adverse consequences in the long run. Managers consider change to be an important ingredient to the success of any organization and therefore it is extremely essential for them to overcome restraining forces of change amongst their employees ,using such strategies and techniques. Gaining acceptance of proposed changes is the foremost job of the management as it directly focuses on Organizational Development. It is not the strongest of the species that survive nor the most intelligent but the one most responsive to change Charles Darwi n CONCLUSION Reinforcement theory deals with motivating and influencing behavior of employee. It is sometimes also referred as operant conditioning. In order to understand manager and employees perspective it is important to know the organizational behavior techniques and theory. Reinforcement theory shapes individual behaviors and so organization uses this theory to influence their employees. There are several principle of this theory which include positive reinforcement which is in terms of some monetary reward or non financial rewards,negative reinforcement which include dismissal or some kind of negative activity taken by managers, punishment and extinction. Then it is also important to understand as to when this theory should be applied by the management and so its scheduling is also significant aspect. Reinforcement scheduling can be continuous schedule or intermittent schedule. Further this paper focuses on application of this organizational behavior theory by the managers ,explaining managers actions and controls. It also focuses on restraining forces blocking implementation of changed program established by manager and later it also describes how to overcome resistance to these changes.

Analysis Of Dove s Self Esteem - 1476 Words

Confidence Is Key Attracting young people has always been more a challenge for campaigns and organizations. Capturing the focus of these young people to communicate a message effectively has always been a priority of campaigns and organizations. Sometimes however, instead of communicating a message the priority is addressing a social problem. A social problem such as young girl’s lack of self-esteem. With the power of Dove’s Self Esteem Workshop they are helping young females to love their look and to feel comfortable in their own skin. Dan Savage and Urvashi Vaid are founders of It Gets Better and Action Makes It Better for lesbian, gay, bisexual and transgender people. Better meaning life in general and feeling more comfortable with who they are. We use Savage and Vaid’s strategies to benefit Dove’s Self Esteem Workshop to help young girls to improve their confidence and like the way they look, and by improving their self-confidence they will not miss ou t on events while growing up or suffer believing the cruel words from others. Dove’s Self Esteem project was made for young girls because more young girls struggle with having low self-esteem between the ages of seven to seventeen than most people realize. Not having good self-esteem takes a toll on young girls and causes them to miss out on many opportunities while growing up. Dove stated â€Å"six in ten girls avoid participating in fundamental life activities because of concerns about the way they look†. I found this veryShow MoreRelatedDove Case Analysis1102 Words   |  5 PagesSWOT analysis: Strengths: Weaknesses: †¢ Unilever’s worldwide establishment †¢ Unconventional marketing strategy †¢ Word of mouth and Word of Mouse free publicity †¢ Campaign has a strong emotional touch †¢ Social responsibility- Dove established self esteem fund, which conducted self esteem workshops along with Girl Scouts to improve the self esteem of girls †¢ Dove’s brand loyalty †¢ Best known for functional superiority, i.e. beauty bar which does not dry the skin †¢ Changing perceptions of peopleRead MoreDove Marketing Analysis1348 Words   |  6 PagesDove Case Analysis 1. Imagine you have oversight of the Dove Campaign for Real Beauty. Are you comfortable with what is going on? Is this a brand that is out of control with its promotional messages? Dove released its first advertising on 1957, in which Dove called its product as cleaning cream instead of soap. After that, Dove launched some advertising to emphasized on its functional feature. In 2000, Dove became a Masterbrand of Unilever. In other words, it had to establish a meaningRead MoreDove Campaign for Real Beauty1327 Words   |  6 PagesDove Campaign For Real Beauty 2004 to 2006 Case Evaluation Situation Analysis In 2004 , In England, Dove started the Campaign For Real Beauty , with the aim to make women feel confident about their physical appearance no matter their age and their size. Target Audience All women regardless their size and their age. Research To get to know their audience, Dove begin a study about how women fell about their physical appearance. The conclusion was that women feel that physical attractivenessRead MoreDove Marketing Mix1632 Words   |  7 Pagesfor women, and Dove promise that their products will enhance women’s beauty (Bhasin, 2016). 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Comparitive Analysis of Marketing Stratergies Indian Footwear Industry free essay sample

COMPARITIVE ANALYSIS OF MARKETING STRATERGIES: INDIAN FOOTWEAR INDUSTRY NIKE-ADIDAS-REEBOK-PUMA-INDIAN BRANDS Executive Summary To study and develop substantial market analysis on the primary products these firms (Nike, Adidas, Reebok, Puma and Indian brands) make, i. e Athletic Footwear. We will compare their marketing strategies, their targeting and their marketing mixes. We will analyze their segmentation and examine their positioning in the Indian market. And lastly we will state our conclusions on the comparative marketing strategies of these firms. Project Scope This project will cover the following areas: * Brief Company’s Profile * Major Players Market Share * Trends in the Industry * Market Analysis Brief Company’s Profile Adidas: Adidas is a German sports apparel manufacturer and part of the Adidas group, which consist of Reebok Sportswear Company, Taylor Made-Adidas Golf Company, and Rockport. Adidas is the largest sportswear manufacturer in Europe and the second largest sportswear manufacturer in the world. Though Adidas entered in to license agreement with Bata in 1989, it formally began operations only in 1996 with establishment of Adidas India Marketing Pvt. We will write a custom essay sample on Comparitive Analysis of Marketing Stratergies: Indian Footwear Industry or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Ltd. Nike: Nike is a major publicly traded sportswear and equipment supplier based in the United States. It is the worlds leading supplier of athletic shoes and apparel and a major manufacturer of sports equipment. Nike has been present in India for over a decade through its seven year license agreement with Sierra enterprises, which didn’t help much in the bigger scheme of things as Reebok and Adidas came to the country with fully owned subsidiaries. This explains why the global market leader is still lagging behind in India. In2004, instead of renewing its franchise, it became a subsidiary and started operating with more freedom and capital. Reebok: Reebok International Limited, a subsidiary of the German sportswear company Adidas, is a producer of Athletic shoes, apparel, and accessories. It is a private organization. The name comes from the Afrikaans spelling of rhebok, a type of African antelope or gazelle. In 1890 in Holcombe Brook, a small village 6 miles north east of Bolton, England, Joseph William Foster was making a living producing regular running shoes when he came up with the idea to create a novelty spiked running shoe. After his ideas progressed he joined with his sons, and founded a shoe company named J. W. Foster and Sons in 1895. Puma: Puma AG Rudolf Dassler Sport, officially branded as PUMA, is a major German multinational company that produces high-end athletic shoes, lifestyle footwear and other sportswear. Formed in 1924 as Gebruder Dassler Schuhfabrik by Adolf and Rudolf Dassler, relationships between the two brothers deteriorated until the two agreed to split in 1948, forming two separate entities, Adidas and Puma. Indian Brands: Bata: Bata India is the largest retailer and leading manufacturer of footwear in India and is a part of the Bata Shoe Organization. Incorporated as Bata Shoe Company Private Limited in 1931, the company was set up initially as a small operation in Konnagar (near Calcutta) in 1932. Bata India has five manufacturing plants and acquires its leather from two tanneries in Mokamehghat (Bihar) and Batanagar. It is headquartered in West Bengal, India. Types of footwear of fered by the company include rubber, canvas, leather and plastic footwear. The company also markets apparel under the brand names of North Star, Power and Ambassador. MD of Bata Stores is Rajeev Gopalakrishnan. * Liberty: Liberty shoes ltd. is a leading leather shoes brand and is engaged in the manufacturing, supplying and exporting of the footwear’s. It is the only Indian leather shoe brand that occupies fifth ranking among the top shoes manufacturing companies in the world. * Action: The Action group is one of the Indias leading business conglomerates. The group commenced its operations as a source of footwear and its components in domestic and export markets. Action has consistently used COMPLETE FAMILY FOOTWEAR positioning and continues to use it. The company virtually makes shoes for the entire family- more precisely-for everyone- for all occasions. Action shoes, a 1000 crore division of trendy footwear, are the flagship company of Action Group. Action shoes is the market leader and the most renowned company for manufacturing performance sport shoes to semi-formal and formal footwear. Major Players Market Share Brands| Percentage (%)| Reebok| 34| Adidas| 28| Action| 9| Nike| 26| Others| 3| 3 26 9 28 34 Others Nike Action Adidas Reebok Trends in the Industry In this stage the big four, Nike, Adidas, Reebok and Puma and the others such as Bata and Liberty, the industry is experiencing hyper competition. We will discuss these trends in detail in our Phase-2 presentation. Market Analysis India has a large market for footwear and the brand loyalty is also growing. India is ranked the 4th  largest economy by GDP. We will analyze the market trends in depth in our Phase-2 presentation.

Only Words Essays (867 words) - Anti-pornography Feminism

Only Words Constitutionally protected speech that is Clearly sexual abuse is discriminating and unconstitutional, therefore, must be restricted speech. Catherine A. MacKinnon, in her book "Only Words" gives persuading evidence that pornography subordinates women as a group through sexual abuse. She says "Protecting pornography means protecting sexual abuse as speech, at the same time that both pornography and it's protection have deprived women of speech, especially speech against pornography (MacKinnon, 9). MacKinnon argues this bye explaining defamation and discrimination, racial and sexual harassment, and equality and speech. Women are sexually abused for the making of pornography. Torture, rape, hot wax dripping over nipples, and murdering women are the tools to produce a product of evil. Literature is the description of these crimes against humanity (emphasized) and cameras are proof of these crimes. On the assumption that words have only a referential relation to reality, pornography is defended as only words-even when it is pictures women had to directly used to make, even when the means of writing are women's bodies, even when a women is destroyed in order to say it or show it or because it was said or shown. (MacKinnon, 12) However, assuming words are only a partial relation to reality would mean we would have to reconsider what reality is. Our wedding vows such as "I do" would be meaningless and a jury could never return a verdict that is only partial to reality. These words are "treated as the institutions and practices they constitute, rather than as expressions of the idea they embody" (Mackinnon, 13) Therefore, if these words of pornography are only words, don't they institutionalize rape? Since pornography is rape on women. Pornography is protected by the First Amendment as free speech, but why? Because the pornographic materials are construed as ideas, and the First Amendment protects ideas. Pornography is commonly brushed of as some product of fantasy for those who buy it. But what about the women who were tortured to make it. Also it is brushed off as simulated. This means that the pain and hurt the women are feeling is just acting. Put a little music and a smile here and there to cover up the pain, and you are portraying to and giving pure pleasure for those who buy the product. Just like fantasizing a death, how do you simulate a death? But discarding pornography as a representation is the most frequent excuse. But how can a murder be justified on terms of representation? (MacKinnon, 27,28) . When one fantasizes about murdering another person, this is premeditation of murder. If he were to express this idea, he would be heard as expressing a threat and penalized. For the obvious reason, publications that are "how to" guides on murdering people are not protected speech. I believe Pornography is the catalyst for premeditation of rape. Pornography flicks are "how to" guides for rape. So why are they legal? His idea is protected, and further more is his threat of "I'm gonna *censored* her", because both are seen as fantasy, but why isn't murder seen as fantasy? Murder is the loss of ones life, but so is pornography when women have been killed to produce it. Pornography is proven to be addicted. When somebody is addicted to premeditating rape, it's only a matter of time before his addiction of premeditation becomes a solid plan. Sexual or racial harassment has been suggested to only be made illegal if only directed at an individual and not a group. "The idea seems to be that injury to one person is legally actionalble, but the same injury to thousands of people is protected speech". (MacKinnon, 51) This would be disparate impact which involves "employment practices that are facially neutral in their treatment of different groups, but that, in fact, fall more harshly on one group than another and cannot be justified by business necessity." (Lindgren & Taub,167) Pornography is disparate impact on women, because of the sexual abuse, and ironically the disparate impact seems to be the business necessity. Under Title Seven's disparate impact treatment concept, pornography is illegal. ( I just have to prove it now) Also, is there not reasonable "harm" (Wolgast, 432, Fem Juris) for a women to visit a place where men are watching a porno and premeditating her rape? Is she not infringed on her First Amendment right to congregate with equal respect. The idea of pornography (pre meditated rape) does not allow her respect. It does not allow respect for women as a whole, living among men as a whole, who have

The Influence of Accent on Person Perception Essay Example

The Influence of Accent on Person Perception Essay Example The Influence of Accent on Person Perception Paper The Influence of Accent on Person Perception Paper The aim of the experiment is to see if people make stereotypical judgements of other people based upon their accents. Various studies prior to this one have looked into this area of research for example, Strongman and Woosley (1967). They recorded two people reading out a passage, firstly in a Yorkshire accent and then again in a London accent so it actually sounded like four different people when in actual fact there were only two. 110 subjects took part in the experiment and were split into two groups (one group was from the north of England, the other from the south). They were asked to rate the speakers on various personality traits. They did this by way of a questionnaire; they rated the traits on a five-point scale and were asked to rate traits such as generous/mean, good looking/unattractive, intelligent/dull etc, there were eighteen pairs of traits in total. The results showed that one accent was not particularly favoured more than the other one but both groups held the same stereotyped attitude about the two accents for e. g. the London accent was found to be more self confident and the Yorkshire accent was found to be more honest and reliable. A slightly more recent study by Giles (1970) looked at Received Pronunciation, South Welsh and Somerset accents. These three examples each carried different status, RP having the highest status and Somerset having the lowest; Giles suggested that this same pattern would emerge when looking at personality traits. His study was rated on a seven point scale, where the subjects would rate the recordings played to them. The subjects themselves either had a South Welsh accent or a Somerset accent, the results showed that as suggested the RP accent was favoured more than the regional accents, but the regional accents were not favoured one more than the other, just on different traits for e. g. Somerset were shown to be good natured ness. This study looks at Received Pronunciation (RP) and Yorkshire accents. There are two hypothesis that will be tested; hypothesis 1: The speaker with the Received Pronunciation accent will receive a significantly higher competence rating than the speaker with the Yorkshire accent, and hypothesis 2: The speaker with the Yorkshire accent will receive a significantly higher social attractiveness rating than the speaker with the RP accent. The null hypothesis 1: There is no difference between competence ratings in the populations from which the samples come (i.  e. any difference between sample competence ratings for RP and Yorkshire accents will be down to chance). Null hypothesis 2: there is no difference between social attractiveness ratings in the populations from which the samples come (i. e. any difference between sample social attractiveness ratings for RP and Yorkshire accents will be down to chance). Method Design The experiment used a matched guise technique; this design is used because the same speaker adopted two verbal guises in the form of two accents. The speaker was a thirty-three year old white woman, who read the passage in the same neutral style with both accents. The recording lasted for one-minute and fifty-two seconds and the content was a short article from as Huddersfield community newsletter, this was chosen because it is supposedly a less interesting topic so that the speaker did not develop character whilst speaking which could influence the experiment. The independent variable is the rating scores and the dependant variable is which accent the person speaks in. Participants There were 151 participants in total, 68 of these listened to the RP recorded passage and 83 listened to the Yorkshire recorded passage. The participants were students attending a lecture on a psychology course. Apparatus/Materials The apparatus which were used were the tape recorded voices of the speaker reading the same passage first in the RP accent then in the Yorkshire accent, the tape player and the personality questionnaires (see appendix A). Procedure Once the students were in the room, the following standardised instructions were given: Before the tape recording was played: Today you will be taking part in an experiment which investigates the accuracy of everyday assessments of personality. In a moment you will hear a tape recording of a woman reading an article from a community newsletter. After listening to the recording you will be given a personality questionnaire which asks you to rate the speaker on ten personality traits. Does everyone understand? Okay, the tape recording is about to begin. After the tape recording was played: Having listened to the tape recording you should now rate the speaker on the ten personality traits listed on the personality questionnaire. Please read the written instructions on the questionnaire and do not confer with anybody else whilst completing it. Once the questionnaires were all collected in the students were all debriefed as to the real purpose of the experiment. Results From table 1 shown below we can accept hypothesis 1 that RP will have a higher competence score because RP scored 15. 00 and Yorkshire scored 13. 12. (To put the mean numbers into perspective and to further understand just how high/low they are, please see Appendix B).

Case Study - Employment Law - Employment Discrimination Case Essay - 1

Case Study - Employment Law - Employment Discrimination Case - Essay Example They had both commented negatively towards him and it was evident that they were out to terminate his job and contract. Staub had earlier been made to check with his employer any time he left the job premises after false allegation that he had left the place of work. After some months, one of the supervisors maliciously reported Staub to the vice president for leaving the work area. This was followed by a discontinuation from his work by the vice president. The evidence given made the jury to rule in the favor of the complainant but some time later the federal court reversed the ruling. In the ruling, the judges claimed that the decision made by the vice president was not solely dependent on the information given by the supervisors. This therefore ruled him out of the discrimination case. Therefore, the Court of Appeal concluded that the company was not liable. This ruling was overturned by the Supreme Court on the basis that the employer remains liable if the decision made is motivated by a discrimination bias. According to Guerin (2011), this ruling was therefore in favor of Staub and that served as a great motivation to employees going through the same. This Act is therefore important in safeguarding the rights of employees against discriminatory supervisors. Guerin, L. (2011). Supreme Court victory for employees in discrimination case. Nolo’s Employment Law Blog. Retrieved from