The Break-Up Movie Analysis - 1248 Words

The film starts off with the protagonists’ encounter in a baseball tournament. Invitation communication begins with Gary asking Brooke if she would like to have a hotdog. On relationship meaning level, it reflects Gary’s interest in knowing Brooke. By the end of the tournament, Gary tries to ask her out, exploring the possibilities for a relationship with her. Despite Brooke calling him â€Å"crazy†, she still chuckles and responds to Gary’s pick-up lines, hinting that Brooke is not totally uninterested. It is quickly followed by the opening credits with intimate photos that captured the intensifying communication stage between the protagonists. Their long term commitment takes the form of cohabitation, thus completing the escalation phase of†¦show more content†¦They should show empathy for their partner, and give interpersonal confirmation by endorsement. Instead than exiting completely, the protagonists could take a time out and bring the issue back to the table when both parties are ready. However, instead of coming to a resolution, they enter the social support process by telling their friends about their problems. (This shows that Gary and Brooke lack of communication with each other and might possibly lead to a breakup.)From their conversation, we could infer the conflict management style the protagonists predominately adopt. Brooke seems to take on the competing style as she puts the blames on Gary, hoping that Gary will change and â€Å"he’s gonna come home and apologize.† Initially, Gary avoided conflict by moving into the living room. He then wilfully irritates Brooke with his behaviours, expressing his disagreement in an indirect manner that shuts down discussion. This puts them in a demand-withdrawal sequence, where Brooke makes demand on Gary to apologize, and Gary avoids it by withdrawing. As they each â€Å"punctuate† the cause of the conflict differently, they blame the other party for t heir behaviours. However, when Gary tries to salvage the situation, Brooke makes it difficult by embarrassing him publicly during the couple bowling competition. They even attack each other family members by using the information disclosed in their earlier stage of the relationship, thusShow MoreRelatedFilm Analysis : The Notebook Essay1109 Words   |  5 PagesFilm Analysis Throughout the movie, The Notebook, there were many different aspects that corresponded with the material learned throughout the semester. There were times were you were able to pin point why each problem was faced based on different character backgrounds. As began to watch the movie, you start to understand the culture aspects of each individual by the way they talk and present themselves, which caused many situations to arise. 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Overpopulation Is Not The Issue - 1382 Words

Overpopulation is blamed for many of todays problems around the world including poverty, hunger, and war. In reality, overpopulation is not the issue. In fact, the term â€Å"overpopulation† shouldn’t even be used because it makes one infer that there is too many people on this planet. That, however, is not true. There are plenty of resources to go around and the population may actually be declining instead of growing. Overpopulation will not be an issue for the future of planet Earth because the poverty rate is decreasing, there is plenty of food for everyone, and birth rates are going down. Poverty decreases as population increases. Poverty isn’t a disease its the lack of a thing like darkness. Poverty usually exists when infrastructure†¦show more content†¦A single human being is incapable of solving some of the most basic problems that need to be solved in order for their lives to improve. With community, however, there is an assembly of minds and an increase in labor that allows people to solve a problem and accomplish a harder and more complex task (Episode 4: Poverty). More people actually helps lower poverty rates. People have more opportunities in urban areas to increase education therefore getting a higher paying job and bringing them out of poverty. There is plenty of food to go around, it just isn’t always distributed evenly. â€Å"The world currently produces enough food for everybody, but many people do not have access to it† (What Causes Hunger?). Something along these line was said by both the United Nations Food and Agricultural Organization (FAO) and the World Food Programme (WFO). We can grow more food on less land now because of genetically modified plants. Plant breeders have worked to find the best variety of plants that can produce the most and resist disease and other natural problems. Since many plants have been genetically modified, they produce higher yields. We are also able to grow food in places where it has now been able to be grown before. This is because of modern technology such as better irrigation systems, adding nutrients and chemicals to the soils, and finding crops that would better adapt to a

Presently Finding Himself In A Situation †Myassignmenthelp.Com

Question: Discuss About The Presently Finding Himself In A Situation? Answer: Introduction The manager of TripleA Company is presently finding himself in a situation where he is unable to develop a growth strategy for his company. He is facing many difficulties in running the company smoothly and this is mainly due to a particular issue that he has noticed regarding the working attitude of his employees. He is of the opinion that if the situation is not handled and the problems are not redressed, then the company might just go into liquidation in the coming years. Now, the main issue in any research design is the issue of problem identification. Similarly in the case of TripleA Company, the basic problem lies in the proper identification of the cause of the working attitude problem among the employees. There might be many reasons due to which the company employees do not wear the right attitude to work, namely, issues in management, unsuitable work environment, poor promotion or incentive strategies, etc. The task at hand, or in other words, the main objective of this paper is to design a research methodology whereby the main causes behind the working attitude problem of the employees can be identified and the areas where the company can improve so as to enhance the engagement and the performance of the employees can be highlighted or brought to the notice of the top management of the company. Another thing to note is that the working attitude of the employees might look like the real issue to the manager on the face of it. But in reality the problem that the company is facing whereby the overall performance of the employees and with it the performance of the company is failing, might lie elsewhere. So the main objectives of the research design are the following: To identify the causes due to which the company performance is being hampered. To identify the level or area at which the problem is arising. To highlight the areas in which the company management is going wrong and the improvements that can be made by the company to enhance employee engagement and performance. To provide an easy and feasible solution to the problems that will be established from the results of the data analysis. It is a common observation that employees who are dissatisfied with their job, be it for any reason, end up having an undesirable attitude or a negative behavior that can result in the employees underperformance and can hamper the profitability of the company (Meyer, 1997). The study is conducted to ascertain the right method whereby the manager can address the issue at hand. The main objective is to devise the right strategy, the right plan so as to choose the correct method of sampling and the right instrument of data collection which can pin point to the main cause of underperformance and bad working attitude of the employees. Sampling Design Now, since we are dealing with a company that is facing different problems, as stated earlier, first we need to identify the basic areas of problem. In order to do that, we have to devise a sampling method whereby all the different levels of hierarchy in the organization are properly represented so as to study the different levels of management and see wherein the problem lies. The issue might be in the way the top level management works, the middle management works, the bottom management, or a mix or the above. It might be due to lack of communication or trust between the different levels of authority. The flexibility that an employee enjoys in his/her work is found to have a direct effect on their job performance (Richardson, 2014). For this purpose, the right sampling method is the method of Stratified Sampling. Now, stratified sampling is used as a sampling method for populations that do not consist of homogeneous units. In such cases, the population is divided into sub-populations that are more-or-less homogeneous. These sub-populations are known as strata. Then from each stratum, selections are made that form the sample. This type of sampling ensures more accurate estimates where heterogeneous populations are involved (Kothari, 2004). For the purpose of our research, we differentiate between the different stratums based on the level of management that the employee belongs to in order to capture the relationship between the different hierarchies. This sort of stratification will help in making the sample much more representative of the whole company workers. Also, based on these stratums, different issues can be targeted which are more relevant in their own level of management. For example, the communication between the top level management, the directors and managers of the company and the bottom level management, the new recruits or the helping staff might be almost negligible. The higher authorities might be unaware of the distress among the employees. The new recruits and the trainees might be dissatisfied with the work environment or maybe their mentors attitude towards them. There might be problems of different kind all of which together impede the profit making capacity of the company. (Miller, 2014). Theref ore, studying all the different groups is very important in getting an overall picture of what is really going wrong in the company. And this is made possible only with stratified sampling as the method of sampling design. The sample size depends on the workforce of the company. But whatever be the workforce, at least 50% of the workforce should comprise the sample. Since we are talking about a companys performance here and the issue is really crucial since the manager fears the possibility of liquidation in the coming years, we should try to keep the sample size as large as possible and include the opinion of most in order to get more precise estimates and results. For example, lets say TripleA has 3000 employees. These employees are divided according to their levels in the following way: Top level management 50 Middle level management 1000 Bottom level management 1750 Helping staff - 200 So the sampling can be done by considering the different categories as different stratums. And from each of these stratums, we take a certain proportion that forms the sample. Let the proportion be 50. Then from each stratum we take the following numbers: Top level management 25 Middle level management 500 Bottom level management 875 Helping staff 100 So we get a sample of 25 + 500 + 875 + 100 = 1500. If the proportion was taken as 25, then we would get the following numbers: Top level management 13 (rounding off) Middle level management 250 Bottom level management 437 Helping staff 50 So then the sample size would be 13 + 250 + 437 + 50 = 750 Depending on the situation at hand, you might choose different sample sizes. Given, the issue at hand is one of working attitude; a large sample size is more useful. Therefore one should choose a sample which represents the whole workforce proportionally and has a sample size half the size of the population size. Instrument of data collection Data collection is the next step and a very important component of research. The main goal of collecting data is to gather information on certain issues that form the crux of the research study. Based on this information, the data is analyzed and results are drawn. There are many instruments or tools for data collection. Building questionnaires, holding interviews, or simple observation and reading can all be considered as different tools whereby data can be collected for research. Any instrument should been chosen based on how reliable it is as a tool of data collection and how valid it is in providing accurate estimates. For the case at hand, questionnaire seems like an appropriate tool for data collection. There are mainly two forms of questionnaires, structured and unstructured. Structured questionnaires are the restricted ones with a closed form. They are said to be structured in the sense they provide the respondent with questions and a multiple choice for the answers and the r espondent is to check that item which is closest to his/her opinion. Unstructured questionnaires are the open ended type of questionnaires in which the respondents have the liberty to express their opinion and answer in their own words. For the case of the TripleA Company, using structured questionnaire is the most appropriate tool of data collection. Following are the reasons that other tools are not appropriate for the case at hand: Interview: Holding face to face interviews for a large sample size is very time consuming. Also, responses might be biased when questions are asked face to face. In order to capture genuine response, such a method might not always be a good idea. Observation: It will be highly unlikely to get any result out of just observing the situation in the company affairs. A structured questionnaire will be able to bring out the main problem areas among the employees. Knowing their opinion about the company management, the benefits and the incentives provided by the company, and their level of job satisfaction will go a long way in addressing the work attitude problem among them and enhancing their proficiency and productivity. The questionnaire should consist of at least 50 questions on the overall experience of the employees. In this case, a detailed survey is required and so a minimum of 60 questions based on different themes should be framed. After preparing the questions, the questionnaire should be reviewed by a trustworthy and reliable source. An expert opinion should be taken in order to test for the effectiveness and the appropriateness of the survey. The next step should be to conduct a pre-test of the instrument where the sample questionnaire is given to potential respondents so as to improve the quality of the survey, to do away with the errors and the improper wordings and make all the necessary changes based on the opinion of the ones on whom the pre-test is done. Survey Method Sincewe are using a structured questionnaire which allows the respondents to give their opinion in a predetermined construction, it allows for the responses to be converted into statistical data that can be used for proper data analysis. The task at hand is therefore to undertake a quantitative research using survey questionnaire. The selected participants that comprise the sample can be made to take the survey, a questionnaire that includes questions on different themes. The survey will help the manager of the company to focus on the immediate needs of the company and will throw light on the areas for improvement. The questions should be structured in such a way that their answer can be used to draw information on the employees attitude towards work, their assessment of their own performance, their commitment to the company goals, the level of flexibility they have in their work, the overall work environment, the kind of relationship and trust they enjoy with their peers and their s eniors and the level of independence in decision making that they possess and the effect that has on their efforts in work, etc. The main themes that should definitely be featured in the questionnaire are as follows: The work environment/ corporate culture of the company Job satisfaction/ benefits and incentives The stress level of work The work-life balance Training and teamwork Flexibility at work, opportunity for self-improvement and self- development Employee relations Management structure, hierarchy and transparency Pay/Rewards/Recognition Human Resource Communication There are different ways or different scales that can be used to measure and report the responses of the respondents. Based on the question posed, one may use different measures like the measure of agreement or the measure of satisfaction for measuring the response of the participants. Using a 5 point Likert scale is most appropriate in this case. An example of a question using the measure of agreement and a 5 point Likert scale is: Do the managers involve you in the decisions affecting your work? Strongly Disagree Disagree 3. Neutral 4. Agree 5. Strongly Agree Similarly, a measure of satisfaction can also be used depending on the type of question posed and its structure. An example of a question using the measure of satisfaction and a 5 point Likert scale is: Are you happy with the level of efficiency shown by your team members? Very Dissatisfied Dissatisfied 3. Neutral 4. Satisfied 5. Very Satisfied Along with the survey question, there should be a list of items on which general comments can be taken from the participants of the survey. The items should mainly concentrate on the following: Areas that the company feels more efforts can be taken for improvement New initiates that the company has taken for the benefit of its customers or employees and would like an opinion of the employees on the same New initiatives that the company can take for the benefit of the employee While making the survey questions it should be kept in mind that the company has people from different backgrounds who are working at different levels. So, there is a need to have few common questions for all the employees and a section of questions that are particular to the level of post held by the employee. For example, the question given in an above example, as to whether the managers involve the employees in the decisions affecting their work is not appropriate for the top level managers but the employees working under the managers in any project. Similarly the question as to whether the employee is satisfied with the level of efficiency shown by the team members is not meant for the unskilled helping staff. But the question as to whether the employee is happy with the work environment applies to employees of all levels. So a note should be made on the same and separate questionnaires should be made for the employees of different levels. Data Analysis Once the survey is conducted and the participants fill in their responses, the scores got from the Likert scale can be used to conduct statistical tests and data analysis. We can use Microsoft Excel to tabulate the information got from the survey. All the responses got from the employees can be put in a structured format in the excel file. Then you can import the (.xls or .xlsx) file into the software package SPSS for conducting statistical analysis. Once imported to SPSS, we will have a database having the number of variables equal to the number of questions plus two (for the ID of the employee and the gender of the employee). The different tools or methods that can be used for data analysis in this case are as follows: Descriptive Statistics Simple relative frequency tables / Contingency tables Inferential Statistics Hypothesis testing using t-test and ANOVA Regression Analysis Descriptive Statistics The data got from the survey is mainly ordinal data. And hence, the first thing that should be done is create simple relative frequency tables or contingency tables for each of the questions posed or you might just choose the important questions. Based on the frequency tables, we will get an idea of the relative frequency of the different scores on the scale. For example, lets say there were 500 respondents to the question, The Human Resource staff is approachable and responsive when I need any kind of assistance and they responded to the question in the following way: Strongly disagree (1) Disagree (2) Neutral (3) Agree (4) Strongly Agree (5) 42 106 72 41 39 14% 35.33% 24% 13.66% 13% So, we can conclude that 14% of the employee respondents strongly disagree, 35.55% of the employee respondents disagree, 24% of the employee respondents is neutral, 13.66% of the employee respondents agree and 13% of the employee respondents strongly agree to the fact that the Human Resource staff is accessible, approachable and responsive to the needs of the employees. These numbers are random and have been used just for the sake of providing an example. But these percentages give just an overall picture but for more detailed analysis we have to move on to inferential statistics next. In order to make a visual comparison we can use bar graphs. Bar graphs provide an easy way of checking the height of the scores, which basically means seeing the percentage of people choosing different score as their response. Since, the questionnaire was designed to collect ordinal data, using summary measures like mean, median, mode, range and standard deviation will not be an appropriate method for running proper analysis of the data. SPSS commands: Analyze = Descriptive Statistics = Frequencies Graphs = Chart Builder = Bar = Simple bar chart Inferential Statistics In order to draw more meaningful insights and extend the analysis beyond the simple summary measures, we have to use inferential statistics. Inferential Statistics is just a means of inferring information about the population from the sample data at hand. Inferential statistics mainly involves the General Linear Model, which is a family of statistical tests involving the t-test, Analysis of Variance (ANOVA), Analysis of Covariance (ANCOVA), regression analysis and others. We can run many hypothesis tests using the above statistical models in order to draw better insights from the data collected from the survey responses. Now, there are different types of t-tests, each used for a different purpose. These are as follows: One Sample t-test: It is generally used to test whether the population mean is equal to a target value. Now, different hypothesis can be framed for using the one sample t-test. Few examples have been listed below. Null Hypothesis: The average job satisfaction level score is equal to 4 (where 4 = satisfied). Alternate Hypothesis: The average job satisfaction level score is not equal to 4 (where 4 = satisfied). Null Hypothesis: The average agreement score regarding team spirit among the employees is equal to 4 (where 4 = agree) Alternate Hypothesis: The average agreement score regarding team spirit among the employees is not equal to 4 (where 4 = agree) Two Sample t-tests: This type of test is used to test whether the difference between the means of two independent populations is equal to a target value. Few examples are given below. Null Hypothesis: The average job satisfaction level is the same between the male and the female employees Alternate Hypothesis: The average job satisfaction level is not the same between the male and the female employees Null Hypothesis: The average work-life balance satisfaction score is the same between the male and the female employees Alternate Hypothesis: The average work-life balance satisfaction score is not the same between the male and the female employees Paired t test: This type of t-test is used to test whether the mean of the differences between paired or dependent observations is equal to a target value. An example is given below. Now, paired t test is useful when you try to find out the effect of some measure taken on a given population. For example, you want to measure the effect of a drug for cholesterol maybe. So you test the difference in the mean cholesterol level before and after the drug use for the same population. So in the case of the TripleA Company, what can be done is the survey can be conducted twice with a time interval of a month, where within the month, based n the conclusions drawn from the reports on the survey results, few measures are taken to address the problems being faced by the employees and improvements are made in some distress areas. Based on these two survey reports, we can try to see whether there has been a change in the working attitude of the employees. Null Hypothesis: There has been a significant change in the attitude towards work of the employees before and after the new measures. Alternate Hypothesis: There has been no significant change in the attitude towards work of the employees before and after the new measures. SPSS Commands: Analyze = Compare Means = One sample t-test Analyze = Compare Means = Independent samples t-test Analyze = Compare Means = Paired samples t-test Analysis of Variance (ANOVA) ANOVA is used as a statistical model in order to capture variations among and between groups. If you want to check whether there is any difference in the average satisfaction levels between the employees of different levels, then ANOVA is the appropriate method. Null Hypothesis: The mean level of satisfaction or agreement is the same for all the groups Alternate Hypothesis: The mean level of satisfaction or agreement is not the same for all the groups You can test for the difference in the mean scores or the mean responses across the different groups for any of the relevant questions that are deemed to be important. SPSS Command: Analyze = Compare Means = One way ANOV Regression Analysis In case you want to test for causation, then regression analysis is a form of inferential statistical tool that can come of great help. If you want to see whether two or more items on the questionnaire are linked and whether one causes the other, using the method of simple linear regression can help answer all your questions. For example, if you want to know whether the level of satisfaction with the pay or incentives program offered to the employee has an effect on the work engagement of the employee, you can test for such causation using regression analysis. Our main objective of this study is to identify the reasons or the causes for the inappropriate working attitude among the employees. In order to do that, we can take the results found from the above tests that are run, on what are the key areas of dissatisfaction and try to see whether those factors have an overall effect on the work commitment, the work performance and the work engagement of the employee. You can also test fo r multi-colinearity in the model, whereby you can find out whether two factors are correlated to each other. Looking at correlation between the different variables can also help in finding out the underlying problem. SPSS Command: Analyze = Regression = Linear All the above analyses are done using the software, SPSS which provides a very convenient way of running t-tests, ANOVA tests and also regression analysis. After running these series of tests, you can draw meaningful insights from the responses collected and form a proper report on the survey data. The report will then help in trying to find out wherein lies the real problem with the employee and what are the ways the performance of the employees and with it that of the company can be improved, so as to avoid the impending liquidation. Summary Now, we summarize the whole study to see the research design that has been proposed in a nutshell. We shall go over the things point wise. Problem Statement: The problem being faced by the manager of TripleA Company was with its employees. Things were not running smoothly in the company and he feared that the company would be liquidated soon. The manager felt that the issue lied in the working attitude of the employees and wanted to address the same. Objective of Study: Now, the objective of the study as stated earlier is to chalk out a research design for the manager so that he can address the above issue regarding his company. So, the main motive is to identify the problem areas of the company and the issues being faced by the employees so that once the problems can be looked into and a solution can be provided, the overall performance of the company will improve. Sampling Design: The method of sampling chosen for running this research was the stratified sampling method. The reason for choosing this method of sampling is because the company employees form a heterogeneous group with people coming from different backgrounds, holding different positions and working at different levels in the company hierarchy. Instrument for Data Collection: The tool chosen the purpose of data collection is questionnaire. It is the appropriate tool for the kind of research at hand. Depending on the quality of the questionnaire, a lot of important information can be collected from the employees which in turn can help pin point to the underlying problems of the company which is hampering its performance. Research Method: The method that can be used for conducting research for this particular case study is survey. Survey is a very popular and convenient way data is collected and the responses got from the survey are a good means of doing research in any field. Data Analysis: For the purpose of data analysis, both descriptive statistics and inferential statistics have been used. In the case of descriptive statistics, we have confined to simple relative frequency tables and bar graphs to get an overall picture of the data collected from the responses. When moving on to the inferential statistics portion, different statistical models like the t-tests, one-way ANOVA, linear regression model can be used. Few things should always be kept in mind while conducting a survey. These are: The problem areas that are highlighted from the survey response should be acted upon by the senior managers. The language of the questionnaire should be simple, clear and precise. No technical and fancy jargon should be used unless really necessary. The anonymity of the participants should be ensured in order to get genuine responses. The questionnaire should be pilot tested. Instructions regarding the questionnaire should be clearly communicated to the participants. The survey can be conducted for a second time in order to see whether attitudes change among the employees in the way of change in responses. References Ahmad, H., Ahmad, K., Syah, I. (2010). Relationship between job satisfaction, job performance attitude towards work and organizational commitment. European Journal of Social Sciences , 18 (2), 257-267. Dawn, L. (2010, November 2). Handling Employee "Attitude" Problems| A Step-by-Step Guide. Retrieved from toolbox.com: https://hr.toolbox.com/blogs/business-fitness/handling-employee-attitude-problems-a-stepbystep-guide-42263 Employee Survey Checklist . (2017). Retrieved August 7, 2017, from hr-survey.com: https://www.hr-survey.com/employeesurveychecklist.htm Miller, H. S. (2014). 10 Best Practices for Enhanced Employee Engagement. Retrieved August 7, 2017, from millergroup.com: https://www.millergroup.com/wp-content/uploads/2014/09/The-10-Best-Practices-for-Enhanced-Employee-Engagement.pdf Richardson, F. W. (2014). Enhancing Strategies to Improve Workplace Performance. Retrieved August 6, 2017, from scholarworks.waldenu.edu: https://scholarworks.waldenu.edu/cgi/viewcontent.cgi?Article=1105context=dissertations Susanty, A., Miradipta, R., Jie, F. (2013). Analysis of the effect of attitude toward works, organizational commitment and job satisfaction on employee's job performance. European Journal of Business and Social Sciences , 1 (10), 15-24. Mowday, R., Porter, L., Steers, R. (1979). The Measurement of organizational commitment. Journal of Vocational Behavior, 14 (2), 224-247. Kothari, C. (2004). Research Methodology: Methods and Techniques. Retrieved August 7, 2017, from modares.ac.ir: https://www.modares.ac.ir/uploads/Agr.Oth.Lib.17.pdf Meyer, J. P., Allen, N. J. (1988). Links between work experience and organizational commitment during the first year of employment: A longitudinal analysis. Journal of Occupational Psychology, 61(3), 195-209. Meyer, J.P. Allen, N.J. (1997). Commitment in the workplace. Thousand Oaks, CA: Sage Publications. Riketta, M. (2009). The causal relation between job attitudes and performance: A meta-analysis of panel studies. Journal of Applied Psychology, 93 (2), 47

The Fall Of The House Of Usher Essays - English-language Films

The Fall Of The House Of Usher Regarded as his ?most famous piece of fiction,? ?The Fall of the House of Usher? inspires the usual horror found in most works by Poe. Every aspect expected from a Poe piece is found within this story. There is the first person narrative, the division of personality, and Gothic style; which all characterize classic Poe. Although some critics feel that the tale is ?difficult to read? and ?an overdone and vulgar fantasy;? most recognize it as the masterpiece it is. From the gloomy beginning to the shocking conclusion, ?The Fall of the House of Usher? implements every attribute needed to create a model narration. As in most Poe stories, the unnamed narrator experiences a horrific sight. This harrowing incident is the realization by himself and Roderick Usher that they have in fact buried Madeline Usher alive. The thought of this atrocity causes the narrator to flee from the house indefinitely. He does not know at the time that the house will subsequently cave in after his departure. Almost every tale written by Poe is written in this fashion. Although most stories employ no real plot or characterization, the final terrible experience is typical. This is due to occurrences in Poe's own life involving the illness of his child-bride Virginia. Her untimely death stirred an interest in the supernatural that pervaded his writing from that point on. Therefore, all first person narrators in Poe's work encounter death in some mysterious and grave manner that helps Poe to cope with his personal issues. There is a division of personality found in ?The Fall of the House of Usher,? which also presents itself in ?William Wilson.? In the tale being discussed, Roderick and Madeline Usher are twins whose health is slowly diminishing. While Madeline seems to have accepted her fate, it looks as if Roderick does not quite understand his recent transformation. It is almost as if all the worry and frustration felt by both is channeled through Roderick. While he is slowly losing his mind, Madeline becomes increasingly sedate. The narrator mentions that the master of the house has indeed changed a great deal. Apparently, some ?curse? has overcome him and his sister causing their recent decline in spirits, sanity, and health. Throughout the story, both are equally affected by the other's actions. This element is found in many Poe tales, although usually it involves a dual nature within a single character. Numerous critics castigate Poe's writing for its highly Gothic style. It is ?too serious? and conveys a certain difficulty in reading. They claim that this particular style hinders the reader from being able to handle more than one story at a time. Nevertheless, Poe's writing does reflect upon his own personality. Edgar Allen Poe was a staid and somber man, and these traits shine through his writing. Also, it seems that perhaps he did not intend for more than one story to be dealt with at a time. Poe wrote in a highly stylized way in order to contribute to the overall mood of the piece of fiction. Without that edge, his work would lose much of its eeriness. ?The Fall of the House of Usher? certainly incorporates such language as evidenced by phrases such as ?singularly dreary tract? and ?whither shall I fly.? The elevated language and carefully chosen adjectives weigh on the reader throughout the story. Finally, while some critics may lambaste the work of Poe as ?fanciful ramblings,? it stands to reason that perhaps they are mistaken. Carefully thought out narration, sensible characterization, and appropriate diction pervade not only ?The Fall of the House of Usher,? but every subsequent Poe work also. While the discussed piece is the best example of his genius many other manuscripts fall into these same patterns. Nonetheless, ?The Fall of the House of Usher? is a classic work that holds its own among the most recognized and celebrated short stories ever read

Strategic Analysis (SWOT, Porter, PESTEL) on Hewlett Packard The WritePass Journal

Strategic Analysis (SWOT, Porter, PESTEL) on Hewlett Packard 1. Introduction Strategic Analysis (SWOT, Porter, PESTEL) on Hewlett Packard 1. Introduction1.1.(i)   PESTEL Analysis1.1 (ii)   Porter’s Five Forces Analysis1.2.   Opportunities And Threats1.2. (i)   Opportunities1.2. (ii)   Threats2.1. Internal AnalysisValue Chain Analysis:Inbound LogisticsOperationsOutbound LogisticsMarketing and SalesServices2.1 (i) Strengths2.1 (ii) Weaknesses3. Key Strategic Issues3. (i)   2002 deal to acquire Compaq3. (ii) No Defined Smartphone Strategy4. Relevant Frameworks4. (i) With reference to Ansoff’s growth strategies, HP used â€Å"product development† strategy in acquiring Palm.4. (ii) Alternative Option5. (a) Key HP stakeholders5. (b) Implementation of HP’s acquisition strategyRelated 1. Introduction Hewlett Packard (HP) is a multinational information technology corporation headquarterd in Palo Alto, California, USA. This report examines the external and internal factors that have influenced   HP defining their strategic and competitive position. Evaluation of the company’s strategic choices is presented. The models of Porter’s five forces, Ansoff Matrix, SWOT and PESTEL are used in the analysis. 1.1.(i)   PESTEL Analysis Political:   The political analysis of HP pertaining to government controls and rules in the effort of HP to keep up with the Environmental and CSR (Corporate Social Responsibility) Codes and in terms of decency, quality and environmental concerns. Economical:   HP mainly relies on revenue from its printing hardware, financial investments, investments in small and medium enterprises and internet solutions for its maintenance. Social:   HP has the local US consumer base well captured but it seems that there is very little to be done here in terms of attracting the upcoming young generation of IT zealot and unless there is a stress upon updating the models of its hardware for printing and PC’s to catch up with the hype created by HP and Intel who unveil new models almost every other month. Technological:   HP went â€Å"cyber† almost a decade ago, which is fairly recent in comparison to its 70 year long market presence (HP, 2009). In fact the turning point of HP’s luck came in 1998 when HP’s corporate software and support division and corporate systems division was amalgamated and Ann Livermore took over to run this new Enterprise Computing Solutions Organisation (ECSO), with an investment of $15 billion and an employee base of 44,000 employees (Moore and Snyder, 2000). Environmental:   HP’s operations are subject to regulations under federal, state, local and foreign laws concerning the environment, including laws addressing the discharge of pollutants into the air and water, the management and disposal of hazardous substances and wastes, and the cleanup of contaminated sites. Legal: Patent Reform Legislation – As one of the largest patent holders in U.S, HP is on average granted four patents every day. HP is a constant target of frivolous patent lawsuits. These lawsuits force HP to divert resources away from innovation and product development, leading to reduced economic benefits from invention (HP, 2009).    1.1 (ii)   Porter’s Five Forces Analysis Threat of Entry:   Threats of entry in this case is moderate. There is low brand loyalty of existing firms. Consumers usually compare the prices with different brands when they decide to purchase PCs. They think that every PC has the same price and has the same function no matter what brand it is, which means low product differentiation. There is medium capital requirements, no government regulations and low economies of scale in manufacturing. There is low investment for independent stores. Decreasing profitability indicates that there is a threat of new entrants Threat of Substitutes:   Threat of substitute products is low. HP believes in standards-based technology, which represents the opportunity to decide in the item of much preferance. HP tries to eliminate barriers by continuous updating processes and presenting new products to remain in the top of the industry. The Power of Buyers: Bargaining power of buyers is high. Consumers are very price sensitive because they like to buy cheap and high quality products. If they see a hardware or software or PC with similar functions but different brands and price, they will tend to buy a cheaper one. The buyer power for HP can be low since product demand is high, this means that the company has power to control the amount of production and also its products price. On the other hand, customers have lots of substitutes. Moreover there is not a huge difference between products which are produced in the market. The Power of Suppliers:   HP bargaining power of suppliers is high. There are large number of suppliers for every component parts of the PC, for example, one can make a PC by using component parts from different suppliers, including hard disk, DVD drive, monitor, etc. Microsoft and Intel have tremendous bargaining power against the PC manufacturers. There are high switching costs. Competitive Rivalry:   Rivalry is high. For instance, price, when one company acts to protect its position by lowering the price of PCs, it will affect other companies. This means all other firms may want to lower their price in order to attract the customers. There is also decreasing profitability. Since the firms sell their PCs in a low price, they will make less profit. 1.2.   Opportunities And Threats 1.2. (i)   Opportunities Expanding presence in cloud computing market – In July 2008, HP along with Intel Corporation and Yahoo, created a global multi-data centre,   open source test bed for cloud computing research and education. The goal of the project was to promote collaboration among industry, academy and governments by removing the financial and logistical barriers. In 2009, HP announced HP Cloud Assure, a new SaaS offering designed to assist businesses to safely and effectively adopt cloud-based services. The increasing demand for cloud computing is likely to create demand for HP’s solutions in coming years. The global spending on cloud computing is forecast to cross a value of over $40 billion by 2012. Expanding portfolio of imaging and printing solutions – HP has made several strategic acquisitions and introduced new products in the imaging solutions segment in recent times. Its imaging solutions strategy entails the commercial markets, from print services solutions to new growth opportunities in commercial printing. HP has launched several retail photo printing solutions and services that provide consumers the tools to personalise their photos and publish customised creative output. 1.2. (ii)   Threats Projected decreases in the IT markets – Forecasters predict a decrease in the worldwide demand for various IT products offered by HP. The economic slowdown has negatively affected many market segments, including information technology. HP has experienced this decline not only in the U.S. but also in its global markets. Hyper-competitive Environment – Although HP recently overtook Dell in sales, the latter remains a formidable competitor, as are other companies such as Toshiba, Lenova Group and Aver. It competes in terms of price, quality, brand, technology, reputation, distribution and range of products, among other factors. In some regions, the company faces competition from local companies and from generally-branded or white box manufacturers. 2.1. Internal Analysis Comparative Analysis – The three dominant producers (competitors) in the PC industry are HP, Dell and IBM. HP has always been a leader in this industry and in all aspects of technology. Through its merger with Compaq, HP has created an even bigger market share to compete with Dell’s PC division. As far as research and development, HP is always at the head of the game. HP has created and patented some of the leading products in technology development, such as touch screen monitors. HP still receives royalties today, from that invention. All three companies agree that employee learning is a very important aspect of their organisations. Each of the companies spends a substantial amount of money on educating and rewarding employees. HP and IBM have similar strategies for learning. When it comes to sales, Dell is at the top of the market. With regards to IT services, IBM is a far more profitable company than either HP or Dell. Organisations willing to spend money on research and development, like HP and IBM, will likely be here in years to come because they are not just relying on PCs to make a profit. Dell will likely have to get involved in producing other products in order to stay on top of the market. Resources: HP has 324,600 employees worldwide while servicing more than one billion customers in 170 countries on six continents (HP annual report, 2010). It has three main business divisions namely: HP Enterprise Business – is the largest business segment of HP accounting for 36% of HP’s 2007 revenue, providing servers, storage, software and information technology services that enable enterprise and midmarket business customers to manage their current IT environments and transform them into a business enabler. HP Enterprise Business has three sub-divisions namely HP Personal Systems Group, HP Imaging and Printing Group and HP Financial Services. HP Labs – is the exploratory and advanced research group for HP with some 600 researchers in seven locations throughout the world HP Software Division – is the Enterprise software division of information technology company. From September 2005 through 2010, HP purchased a total of 15 software companies as part of a publicized, deliberate strategy to augment its software offerings for large business customers (HP, 2010). HP also has subsidiaries namely, 3Com, 3PAR, Compaq, Palm, Inc, ProCurve, Snapfish and VoodooPC. Finance: HP’s posted net revenue in 2010 was $126.3 billion, in 2009, net revenue was $115 billion, with approximately $40 billion coming from services. In 2006, the intense competition between HP and IBM tipped in HP’s favour, with HP posting revenue of $91.7 billion, compared to $91.4 billion for IBM, the gap between the companies widened to $21 billion in 2009. In 2007, HP’s revenue was $104 billion, making HP the first IT company in history to report revenues exceeding $100 billion. In 2008, HP retained its global leadership position in inkjet, laser, large format and multi-function printers market and its leadership position in the hardware industry. The financial position of HP as of October 2010 is as follows: (HP,2010) US$ billion Operating Income    11.479 Net Income   Ã‚  Ã‚   8.761 Total Assets 124.503 Total Equity    40.781 Value Chain Analysis: Inbound Logistics Building products to order, maximise manufacturing effeciencies by producing high volume of basic product configurations Configuring products to order – for customer customization JIT to minimise inventory Purchase supplies from multiple vendors Operations Utilizes its own manufacturing capacity as well as origional design manufacturers and contract manufacturers for cost efficiencies HP is the largest customer for most of their suppliers – best terms and prices Outbound Logistics HP uses external partners for its outbound logistical needs Marketing and Sales HP has a number various types of partners including retailers, VARs, distribution partners, OEMs, system intergrators and independent software vendors Services HP Services competes in IT support services, consulting, intergration and outsourcing services. Products : HP has successful lines of printers, scanners, digital cameras, calculators, PDAs, servers, workstation computers and computers for home and small business use. HP not only supplies hardware and software but also a full range of services to design, implement and support IT infrastructure (HP, 2010). Culture: HP founders, Bill Hewlett and Dave Packard developed a unique management style that came to be known as â€Å"The HP Way†. The HP Way focuses on employee satisfaction as the source of company success. Some of the by-products of the HP Way include flex time and open communication between managers and employees.    2.1 (i) Strengths Prominent Brand Name Recognition: HP has launched a branding initiative called, â€Å"One Voice,† in order to better intergrate its line of consumer electronics and computer hardware products. The project resulted in hundreds of thousands of dollars in cost savings by automating package design creation. In 2009 the company moved up from the 12th to the 11th most recognisable brand (Interbrand.com). Successful Strategic Acquisitions: HP’s major mergers and acquisitions in recent past include Compaq Computer Corporation in 2002, Mercury Interactive in 2006 and Electronic Data Systems Corporation (EDS) in 2008. In Nov 2009, HP announced that it had reached an agreement to acquire 3Com, a provider of computer network equipment for $2.7 billion. Strong Market Position: HP can boast of a 30% global server market. Its domination of the global printer market is evidenced by its 40% market share. In 2008 HP took a major step in strengthening its position in the IT services market by acquiring EDS. 2.1 (ii) Weaknesses Weak Market Segment Intergration: HP’s portfolio of offerings lack significant software product or manage consulting services when compared to major competitors, for instance, IBM and Accenture are establishing management consulting divisions so as to provide more comprehensive and intergrated range of services. 3. Key Strategic Issues 3. (i)   2002 deal to acquire Compaq While the merger went smoothly, it didn’t solve too many of HP’s strategic challenges. The Compaq merger helped HP vault to no. 1 in storage and no. 2 in servers while becoming stronger in technology services. In the fourth quarter, the corporate unit’s sales rose a surprising 10%. Still HP was struggling with profitability at the same time IBM and other competitors were reaping strong profits. Even with HP’s top line gains, the margins and profits declined. Also, combining the market shares of HP and Compaq was designed to create a market leader that could slow Dell’s advance, but Dell had blown past HP in market share and had widened its lead to 18.3% of the market, versus HP’s 15.7%. HP had also fallen short of its 3% operating margin goal, reporting margins of less than 1% for 2004. This merger meant a lot of people lost their jobs. 3. (ii) No Defined Smartphone Strategy While the HP company directors had confirmed their interest in smartphones, nothing had been communicated about its strategy, even, if previously, projects existed which were looking to combine hardware and mobile services in a harmonious fashion. Always enterprise oriented, HP completely missed the uptake of smartphones by general public, allowing market leadership to be taken by a smaller player. In the first quarter of 2010, latest financial results indicated that this business unit was losing money at a fast rate, generating only $25million compared to $57million, the same period in 2009 (NYT, Feb 2010). There was a dilemma whether to continue with the smartphone market. 4. Relevant Frameworks 4. (i) With reference to Ansoff’s growth strategies, HP used â€Å"product development† strategy in acquiring Palm. Suitability: HP had already acquired the iPaq line of smartphones in 2001 when it bought Compaq Computer although there had been a decline in profits. Before the acquisition, HP had no legitimate play in the vital smartphone space, so this strategy is suitable. The deal would give HP access to Palm’s homegrown software that could run phones, as well as other types of devices like computer-tablets. It was an opportunity not to be missed. Feasibility: HP has all it takes in terms of finance, technology and skills, to make the acquisition profitable. This came at the right time as both companies were struggling and therefore needed a big fix. Palm’s innovative operating system provides an ideal platform to expand HP’s mobility strategy and create a unique HP experience spanning multiple mobile connected devices. Product development is therefore a feasible strategy. Acceptability: The strategy is acceptable but with some risks of â€Å"new strategic capabilities† and â€Å"project management risk†. Both companies were failing in the smartphone industry therefore there was no guarantee that when the two companies come together, there will be any improvement, especially since Palm chief executive was to stay on. Product development also involves heavy investments which could be a risk in case the project fails. 4. (ii) Alternative Option In order to deal with its key strategic issues HP could possibly have adopted â€Å"market penetration† strategy. Suitability: This was going to be a suitable strategy, as in the case of compaq, market penetration would have meant hq would gain compaq’s customers. It would have worked well also for the smartphone industry. All that HP was going to do is attracting non-users of HP products and convincing current clients to use more of their products through promotions and advertising. Feasibility: Market penetration is the least risky way for any company to grow, also, penetration pricing involves the setting of lower rather than higher prices in order to achieve a large, if not dominant market share so this makes it a feasible strategy. Acceptability: It is however not such an acceptable option as there might be a likelihood of competing suppliers following suit by reducing their prices also, thus nullifying any advantage of reduced prices. The other potential disadvantage is the impact of reduced price on the image of offering, particularly where buyers associate price with quality. 5. (a) Key HP stakeholders Stakeholders have different interests in supporting or opposing a particular strategy (Johnson et al., 2008) and this is best illustrated below:                                                                                  Stakeholder power vs level of interest   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   (Adopted from Johnson et al., 2008) Key players are those where their reaction towards the organisation’s projects and initiatives must be given primary consideration. Shareholders exercise their ultimate control over HP and how it is managed, for example, having a say on how the management is paid. Recently, (March, 2011), investors expressed how unhappy they were on pay packages for top managers , saying they are paid a lot of money and claiming it’s a waste. By voting against these pay packages, the board approved the change (Inquirer, March 2011). Managers are key players in the sense that for any company to succeed, it needs management that is driven and ambitious. In 2007, HP produced a report called â€Å"The Seven Habits of Ambitious Companies†, briefly laying down that its managers have big ideas, stay focused, build momentum, put people first, encourage communication, manage innovation and listen to their conscience (HP, 2007). With all these habits, the company is bound to thrive for the best and stay at the top. Employees are equally important as they are integral to the success of the business. The talent, expertise and skills of employees drives everything from how HP innovates its products and manage its supply chain to how they connect with customers and collaborate with partners (HP, 2010). Consumers may, for example, exert pressure on sales managers to represent their interests within the company, so in a way they can also be regarded as key. 5. (b) Implementation of HP’s acquisition strategy A stream of acquisitions have strengthened HP position in the software business (alcrastore.com). Key stakeholders have the power to influence HP’s implementation of its acquisition strategy. This can be done in different ways: Involvement in strategic implementation: This is through exercising discretion. Shareholders have to vote for or against any acquisition meaning the power is in shareholders hands as they are the ones who ultimately decide if any acquisition is to succeed or not. Control of strategic resources: Management is responsible for the allocation of resources to implement the policies and plans, projects and programs. For instance when HP acquired Compaq, there were job losses so its vital for management to take this into consideration. There has to be a balance between the longer term needs of the future and the short term imperatives of the present.. Hierachy (formal power): This is management’s role through decision making. They have to make sure that the acquisition is suitable, feasible or acceptable. If after such considerations, the strategy does not meet the interests of HP then management have the power not to implement such strategy. Control of human environment: The board of directors play a vital role in negotiating HP acquisitions. They are the ones who eventually seal the deal financially so it is vital that the share price is right. Possession of knowledge and skills (competitive advantage): Expert knowledge that forms the organisation’s core competencies is equally influential. It is the core competencies of an organisation that differentiates it from its peers and competitors. For instance, in the case of HP acquisition of Palm, there were other companies who had shown interest. Potential buyouts from companies like HTC and Lenovo ultimately fell through but HP had an advantage over its competitors – the global strengths. Since HP is such a global company, it has gained significant skills and knowledge hence making it more attractive.

Should Companies Allow Employees to Exercise on Work Time Coursework

Should Companies Allow Employees to Exercise on Work Time - Coursework Example Furthermore in a recent research, for workers who were more active physically, job burnout was less likely to develop into depression. In this research, the greatest benefits were attained by people who exercised hours weekly. High levels of energy, as well as daily health, are just among the benefits that originate from exercise. Weight loss is an unbelievable outcome that has happened from exercise for some individuals. Increasing physical activity has been proved to burn more calories, which assists in breaking a weight loss plateau (Scott, 2008). Physical activity has not just proved to reduce obdurate body fat, but also to lower blood pressure levels, cholesterol, as well as reduce the risks of diabetes and cancer (Hellmich, 2008). This enables an individual to live healthier and longer just with some exercise. According to Hellmich (2007), exercising can as well suppress appetite suppressant since it leaves an individual feeling less hungry. Some overweight individuals have been seen to have issues with cardiac problems in later life. Habitual exercise has proved to protect against illnesses linked with persistent low-grade systemic inflammation (Peterson & Pederson, 2005). Being overweight does not automatically mean one may not be in shape. It is in some individuals’ body nature to carry extra weight as indicated in most studies. One research showed that the exercise benefit was enjoyed despite the body mass and that being thinner does not always mean being fitter (Australian, 2007). One can have a look at a manual labor job of several athletes from boxing to football see overweight individuals that are in incredible shape. A number of types of exercise have proved not to assist in ridding away body fat. Moreover, exercise has even been associated to lower the level of stress as well as fire up a range of brain chemicals that might leave an individual feeling happier as well as more relaxed as compared to before she or he

12 Angry Men Essay Example | Topics and Well Written Essays - 1250 words

12 Angry Men - Essay Example rovide an intimate look into the American justice system, complete with its breakdowns, weaknesses and strengths, that has withstood the test of time, holding its own among the classic films of American cinema. Far from the highly colorized, flash and bang of modern cinema, â€Å"12 Angry Men† takes place in a single room and involves 12 ordinary men who are each stereotypical of prevalent societal attitudes at the time of the film’s making, but could as easily be transferred to more modern times, forcing the viewer to focus on the psychological action occurring rather than the latest high-dollar computer graphic imagery or fast-moving car chase scene. The production of this film provides it with an importance different from that of its subject matter, setting an artistic precedence in keeping with the intentions of the director and contributing greatly to the impact of the film in general. Filmed almost exclusively in a bare, 16 by 24 foot real-life jury room, this film nevertheless has an interesting production history that lends it weight and appeal that might otherwise have been lost in today’s movie-making mentality.2 Having started as a television screenplay by Reginald Rose, the project was expanded in 1956 for the cinema at the request of co-producer and star Henry Fonda. Created with a budget of only $350,000, the film did not have much room for enticing special effects, elaborate scenery or extensive on-location filming.3 Instead, it was filmed on site in approximately 17 days in the actual jury room of New York’s courthouse. Although color was available for films in this time period, the use of black and white film worked to reduce costs as well as further highlighting the life and death question that hung in the balance as the main point of the movie. The makers of the film took another almost unheard of approach to the production of this movi e in that they hired Sidney Lumet to direct it, a man who had only directed television programs up