Where In The World Is CoSchedule Its Kind Of A BIG Deal... #OverheardAtCoSchedule - CoSchedule Blog

Where In The World Is Its Kind Of A BIG Deal... Blog When Kathryn and Nathan  host webinars, they usually kick things off by asking you gals and guys: Where are you from? Whats the weather like there? That probably has a lot to do with the kinds of conversations they have at the office, with their friends, and when they chat with family. Because  talking about the weather is pretty typical around here. And when  Kathryn and Nathan share  where the two offices are located, a lot of you are really surprised. So we want  to share the story with you about where we are why we LOVE it here and how its been a massive strategic advantage for (and therefore, a big win for our customers, too). Where in the world IS ? Its probably not  where  youd expectIn this video, Im chatting with Shannon Wiedman, s UI/UX Design Lead. Shannon grew up + loves it here, and she has some BIG things to share with you about  s home state. Youll also learn to start where you are with your business dreams (and how that can help YOU succeed, too). Subscribe to receive videos in your inbox: //

Solutions)

How to Read Our Teaching Explanations (Answers / Solutions) SAT / ACT Prep Online Guides and Tips At PrepScholar, we call our answers / solution manuals â€Å"Teaching Explanations†, because we believe answers should be geared to teaching you how totackle the question. This is why we answer your questions in up tofour different ways.Let's go overthe different types and what they mean. Short Answer: This is the short and technically correct answer you’ll sometimes see in official solution manuals. It’s correct, but often can leave you without knowing where to start. Also, it makes for a poor problem set / homework answer. If I were a math professor, this is what I would put to show another math professor I know my materials. Homework Answer: As a professor, this is the answer that I’d expect on my students’ problem sets and homework in order to get an A. You not only have to get the answer, but also â€Å"show your work†. What I’m looking for is that you know the right way to get the answer. While homework answers will get you an A, it might not be the best for actually understanding the question, and to make sure you get an A on the final exam. The problem with homework-quality answers is that it proves to someone who is more knowledgable that you that you know your materials. It doesn’t provide the motivation for how to get to the answer! Motivated Answer: This is the best place to start to truly understand the solution. It’s a â€Å"authentic mental walkthrough† of all the steps that a new student learning the material for the first time should be sequentially thinking about. It teaches you how to think so that not only do you solve this problem, but you also learn to solve other similar questions. Video: This is a video of an impromptu explanation. It’s meant to mimic the motivated answer, and sometimes can fit into homework answer category. Videos will often contain extra details that can help you, so if the motivated answer doesn’t do it for you, watch the video too!

Gender Sexuality and Nationalism in the Early 20th Century in China Essay

Gender Sexuality and Nationalism in the Early 20th Century in China - Essay Example However, with the changes that were facing the country in the early 20th century, the aspects that were previously restricted increased in the number of cases and more people began engaging in different acts. One of the cases that had increased was prostitution that was more acceptable as with the fast growing population and city life people stated in engaging in the acts and although the men were also affected, the women were the most highly affected (Liu, et al 90). There was more premarital sexual behavior since the people that had moved to the urban areas did not believe in sticking to the same rules that restricted them before. There was also a change in nationalism as the state stopped being involved in every aspect of its people’s lives and due to the changes in the global setting, there were other problems that had hit the country. The state stopped looking at the state of affairs of marriages by individuals and as a result, there was increased freedom among the people . The state would however still involve itself in the problems facing the marriage if there was any violence or if the issue was brought to the attention of the state. The state and the people had started changing their previous beliefs and they were slowly integrating the modernity model into their lives that brought with it other sexual behaviors. Masculinity and femininity are also important aspects that were slowly changing in China as the old and patriarchal systems were changing although at a slow rate.

Argumentative paper Research Example | Topics and Well Written Essays - 500 words

Argumentative - Research Paper Example Carefully chosen elements not only help the author create the ambiance needed to pacify the audience, but are also necessary for giving the events and happenings that form part of the story, the meaning that is consistent with the theme of the novel. Every description of the winter season in Narnia has a special purpose of giving meaning to the scenes of the story in addition to the ordinary purpose of telling which weather the various incidents in the story happened in. The eternal winter season which the Witch uses to blanket Narnia is the symbol of a time that is dead and stagnant and has lost the ability to move on. Nothing in the world of Narnia grows while the season remains. Animals sleep through winter. People duck around fires instead of moving out of their homes. There is no element of joy whatsoever in the world that is under the influence of the magic cast by the Witch. Almost every human being who lives in the world of Narnia cultivates a primitive abhorrence for the win ter season even in moths when it is normal for winter to be. Through this, the author has tried to make the audience realize that although winter seems the most pleasant and beautiful of all the seasons of a year particularly when it is accompanied with snowfall, yet if this season ever attained eternity, it would become intolerable for all mankind.

Management styles and strategies in small firm Essay Example for Free

Management styles and strategies in small firm Essay Management literature provides us a number of management styles practiced by managers and leaders across the globe through the years. A manager’s style is largely determined by many factors in the organization including the structure and the size of resources available as well as the managerial capacity of the owner. The mode of operations and styles in small firms are determined by the transactional nature of the firm as well as the nature and capacity of the manager-cum-owner. Authoritarian Management Style. Some managers of small firms practice the authoritarian management style. With the inherent characteristics of being small, managers of small firms take absolute control of a workplace situation, without reference to the views and inputs of the employees. According to Davidmann, in authoritarian organizations it is orders which are passed down from above and the managers role is to pass orders down the chain of command. In small firms, owner-cum-managers are the only ones who decide on innovations and changes in the business operations. Innovation in small firms is usually linked up with the entrepreneurial skill of the owner-cum manager. To Meulenberg Verhees (2004), â€Å"in a small firm, innovativeness implies a wiliness of the owner to learn about and to adopt innovations, both in the input and output markets. High innovations of small firm do not mean that the owner is innovative in all domains†. Workers in small businesses can also contribute to the innovative process of the firm but only through the direction of the organization’s leaders. It is still the owner-cum-manager’s decision that is implemented in the end. As Slatter (1992:159), puts it, â€Å"strong leadership provides a key role in overcoming the confusion that usually accompanies growth and is necessary to build and maintain the cohesiveness of the organization†. Participative Management Style Participative management style is also practiced by managers of small businesses. The main goal of participative management is to enhance the quality of the employees’ working life and the management must be responsive to the requests of the employees (Lewis Renn, 1992). This style allows information sharing and involvement of employees in the decision making. Participative management is a process whereby the employees are involved in the decision-making of the organization through formal and informal means (Chan). As a small firm with small organizational structure, there is the need to focus on people issues, and trust-based relations; such a perspective neglects the probability of conflict, even in ostensibly high trust work settings (Collins Ram, 2003). In small firms, employees are encouraged to be involved in decision making. Managers share information directly to the employees and ask inputs before making decisions about policies and processes. This type of management styles promotes and boosts the morale of employees and prevents low productivity. According to Davidmann, smaller company is more effective when compared with larger company both in terms of both employee utilisation (turnover per employee) and capital utilisation (turnover per unit of issued share capital). The adherence to informal structure and system in small firm operation is another noticeable fact that has affected how managerial pattern is determined. According to Blackburn (2003:12), â€Å"the relatively low use of the formal systems by small firms may also mean that a reliance on patent counts etc. is an inaccurate measurement of innovative or research activity. Hence, there is a need to ‘unpack’ the approaches to innovative and intellectual property management by owner-mangers†. In the same parlance, Moore (1996), cited in Blackburn (2003), opined that SMEs rely on more informal methods to protect their intellectual property, such as maintaining a lead time advantage over competitors in bringing new products to market. Also, this can come through the development of high-trust. Adaptive Management Style Ken Blanchard and Paul Hershey, renowned management gurus, created a management style that analyzes the needs of the situation a manager or a leader is dealing with, and then adopts the most appropriate style. This is ideal for small businesses since management styles are considered to be difficult due to the flexible nature of small businesses. In this view, Slatter (1992:159) puts it that â€Å"managing fast growth in entrepreneurial firms is one of the most difficult challenges that exist†. â€Å"Owners often struggle to balance the flexibility required to keep pace with customer demands, with a sense of continuity and security. Hence, management essentially comprises a careful balancing act between strong leadership and decentralized task-oriented management; entrepreneurial and professional management; and processes involving organizational cohesion and those promoting individual responsibilities† (Collins Ram, 2003). The availability of strong leadership in small firms provides a key role in overcoming the confusion that usually accompanies growth and is necessary to build and maintain the cohesiveness of the organization. Thus, â€Å"achieving the balancing act between stability and flexibility is difficult, but potentially attainable through such means and a strong but democratic leadership style† (Slatter 1992:126). Small firms have been observed to be adapting operational plan rather than strategic plan. While strategic plan is conceived as â€Å"a written long – range plan, which includes both a corporate mission statement and a statement of organizational objectives†¦operational planning , on the other hand, is defined as the setting of short term objectives for specific functional areas such as finance, marketing, and personnel† (Shrader et al, 1989). The limited resources available to small firms have resulted in their continual practice of operational plans. â€Å"Strategic planning has not commonly been practiced by smaller firms because they do not have the staff or the time to engage in strategic planning. Rather, the top manager in a small firm must be concerned more with operational, day-to-day, functional area problems† (ibid). Robinson, Logan, and Shalem, cited in Shrader et al, (1989), found that strategic planning was not related to improved financial performance of small firms, but that operational planning was positively related to performance. It is argued that small businesses do not benefit from strategic plans primarily because they do not take time or effort to formulate them. Robinson concluded that small businesses which hired outside help in strategic planning performed better than those that did not plan (ibid). Operational planning allows more flexibility on the part of the owner-cum-managers of small firms. This type of planning allows them to be more adaptive in their management style depending on the need of the situation. Most research works and write ups have been about the management of human resources in large organizations. However in recent times, the focus has shifted to HRM in small firms. Major concerns and predictions for the failures of small businesses relate to financial issues. But in the argument of Marlow Patton (1993), the effective management of employees is also emerging as a key variable in the survival of small firms. The limited size of many small firms justifies the absence of full-time HR professionals in their organizations. The complex and time consuming nature of many HR activities can result in a significant drain on existing managerial resources. Small firms also face the problems and challenges of lacking high skilled HR. â€Å"Attractive and retention is clearly linked to the ability to offer a competitive benefits package† (Williams Dreher 1992, cited in Klaas et al, 2000). There is a need for a well-skilled and well-motivated workforce for small firms in order for them to compete effectively in the global marketplace. â€Å"There is growing empirical evidence linking HRM activities and organizational performance† (Holt 1993, cited in Wager 1998). As Odaka Sawai (1999), puts it, â€Å"small business has sometimes been criticized for its economic ‘vices’: retrace competition, the exploitation of employees through low wages, poor working conditions, paternalistic labor relations, and so on. In so far as small firms are characterized by the relatively labor-intensive choice of technology, they contributed to society by enhancing the employment capabilities of the latter†. Lack of technological processes of small firms also constitutes as basis of inefficient HR relationships. Collins Ram (2003) identified four types of employment relations in small firms: â€Å"a ‘factory’ model, which emphasized pecuniary attachment and managerial control: a ‘commitment model based upon peer and ‘cultural’ control: a professional model that stressed attachment to work; and an ‘engineering’ that exhibited a more instrumental approach to work relations’. The concept of informality is invoked to describe social relations at work. But the substance of informality needs to be investigated, together with the shaping power of the context in which the small firm is operating. The ranking of importance of HRM activities differs between small and large scale businesses. According to Ng and Maki (1993), quoted in Wager (19980, â€Å" for smaller firms, the three most important activities were the ‘retaining function’ (which included administering personnel records, payroll processing, health and safety compliance, public relations, and vacation processing), ‘obtaining function’ (which involve pre-employment testing, recruiting, and hiring), and the ‘identifying function’ (which included human resource planning and job evaluation). On the other hand for larger firms, the most important activity was the ‘adjustment function’ (which addresses promotion, transfer, and separation, union-management relations, employee assistance plan administration, and disciplinary issues, followed by the ‘identifying function’, and the developing function’ (which included skill training, orientation, and career development). CONCLUSION So going back to the question Is small beautiful? , my discussion in this paper would say yes. Small is beautiful indeed. Although many literature and management experts would disagree with this conclusion, this paper concludes that small is beautiful. Nooteboom (1994) and Rothwell and Dodgson (1994) as cited by Voosen, find that the relative strengths of large firms are predominantly material. According to Voosen, it is not always easy to separate the effects of market power and firm size, as these two are obviously correlated. But despite the obvious advantage of large organizations over small firms, this paper concludes that small is beautiful. There is beauty in managing small businesses. The beauty of small firms lies in its inherent characteristic of being small. Small allows flexibility, creativity, innovativeness, responsiveness, and efficiency in decision making. Nooteboom (1994) and Rothwell and Dodgson (1994), as cited by Voosen, concluded that in general, the relative strengths of small firms lie in its behavioral characteristics. This definitely reinforces the saying that bigger isn’t really better! REFERENCES Anglund, Sandra M. (2000), Small Business Policy and the American Creed. Westport CT: Praeger. Bannock, Graham (2005), The Economics and management of Small Business: An International perspective. New York: Routledge. Blackburn, Robert A. (2003), Intellectual Property and Innovation management in Small Firms. London: Routledge Blackburn, R. Hart, M. (2001), â€Å"Perception or reality? The effects of Employment Rights on Small Firms† Paper at the 3rd SBS- Kingston university seminar series, Sheffield 6 November. http://business. kingston. ac. uk/research/kbssbs/percrel. pdf (06/03/06) Bolton, J. (1971) Small Firms Report of the Committee of Inquiry on Small Firms. London. Chan, Alvin. Organizational Survival: Adapt to Succeed! http://www. zeromillion. com/business/adapt. html Collins, L. 7 ram M. (2003), â€Å"Managing the Entrepreneurial Firm† Stream 9: Critical Realist Perspectives on Entrepreneurial Organizations and Discourses. June http://www. mngt. waikato. ac. nz/ejrot/cmsconference/2003/proceedings/criticalrealist/collins. pdf (06/03/06) Fletcher, Denise E. (2002), Understanding the Small Family Business. London: Routledge. Klaas, Brian S. et al (2000), â€Å"Managing HR in the small and Medium Enterprise: The Impact of Professional Employer Organizations† in Entrepreneurship: Theory and Practice Vol. 25, No. 1. Lewis, Jerre and Renn, Leslie (1992), â€Å"How to Start a Participative Management Program: 10 Easy Steps†. Lewis Renn Associates, 1992. Marlow, S. and Patton D. (1993), â€Å"Research Note-Managing the Employment Relationship in the Smaller Firm: Possibilities for Human Resource Management†, International Small Business Journal, 11 (4) 57-64. Meulenberg M. T. G. Verhees F. J. H. M. (2004), â€Å"Market Orientation, Innovativeness product Innovation, and Performance in Small Firms† in Journal of Small Business Management. Vol. 42, No. 2. Odaka, K. Sawai, M. (1999), Small Firms, Large Concerns: The Development of Small Business in Comparative Perspectives. Oxford: Oxford University Press. Shrader, C. B. et al (1989), â€Å"Strategic and Operational Planning, Uncertainty and Performance in Small Firms† in Journal of Small Business Management. Vol. 27, No 4 Slatter, S. (1992), Gambling on Growth: How to Manage the Small High-tech Firm, John Wiley Sons. Vosen, Robert. â€Å"Combining Large and Small Firm Advantages in Innovation: Theory and Examples. www. ub. rug. nl/eldoc/som/b/98B21/98b21. pdf Wager, Terry H. (1998), â€Å"Determinants of Human Resource Management Practices in Small Firms: Some Evidence from Atlantic Canada† in Journal of Small Business Management. Vol. 36, No. 2.

lord of he flies :: essays research papers

  Ã‚  Ã‚  Ã‚  Ã‚  Over a month ago a tragic incident occurred that tested the unity of this country. Terrorist attacks tested the will power and the strength of all. On September 11th the Osama Bin Ladens of the world committed an evil act that attempted to destroy all. Americans were disturbed mostly because the people who committed these acts are human like the rest of us, meaning basically everyone is capable of causing such a disturbance. William Golding came to the same conclusion in his book Lord of the Flies. Throughout his novel, Lord of the Flies, Golding illustrates mans inhumanity to man.   Ã‚  Ã‚  Ã‚  Ã‚  Using conflict between characters, Golding shows how easy it can be for innocents to become evil. First of all, Roger throws stones at Henry. Henry plays on the beach quietly, and Roger hides behind the trees and chooses stones to throw at Henry. Henry never does anything to deserve it, but Roger throws them anyway. Golding writes, â€Å"This side and that the stones fell, and Henry turned obediently but always too late to see the stone in the air†(62). Roger shows cruelty to Henry and several other littluns. Jack also shows ruthlessness to other boys on the island. For example, Jack breaks Piggy’s glasses. As Piggy takes a step forward to talk to Jack, he smacks Piggy’s head. Piggy’s glasses fly off and shatter onto the rocks. This action makes one of his lenses break, which causes Piggy, blind in one eye. Jack does this out of pure evil in hopes of releasing his anger. At this part of the novel acts of evil increase in the boysâ€℠¢ actions.   Ã‚  Ã‚  Ã‚  Ã‚  Using conflict, Golding again attempts to demonstrate mans capability to lose sight of what’s important. The boys destroy their own friendships for no reason at all. Maurice kicks sand in Percivals’ eyes in hopes of harming him in some sort of way. Maurice does this out of pure anger, choosing to release his anger on Percival, who did nothing to deserve this. Maurice at the time was acting on his feelings: â€Å"†¦laughing, and add[ing] to the destructionâ€Å"( ). Jack also demonstrates the same kind of evil that Maurice does. Jack reacts on his feelings by punching Piggy out of pure jealousy. Piggy, was given the gift of intelligence, a gift Jack wishes he had. Jack then uses his insecurity to destroy Piggy’s self-image in hopes of boosting his own. Piggy does nothing but try and help out the boys by using his knowledge and sense of humanity, but the boys can’t simply deal with the fact that there is much more to Piggy than his appearance, and they show only cruelty to him.

Examine the relevance of unitarism to contemporary

This essay looks to analyze the relevancy of unitarism to modern-day apprehensions of the employment relationship. This will foreground the implicit in premises associated with unitarism, sing the influence of both power and cognition within the employment relationship, and inquiry whether both factors play a portion within the unitarism position. Lastly it will reason by sketching the figure of elements associated with the employment relationship and whether the unitarism position bases an apprehension of the employment relationship between employer and employees. There are legion premises of the unitarism position within the workplace. Harmonizing to Huczynski and Buchanan ( 2001 ) the unitarism frame of mention is â€Å"a position on struggle which regards direction and employee involvements as coincident and which therefore respects ( organizational ) struggle as harmful and to be avoided† . Salamon ( 1992 ) believes the administration exists in good harmoniousness and all struggle is unneeded and exceeding. However there are deductions in following the unitarism attack, the term struggle is expressed as if there is dissatisfaction from the employees with differences in which direction is perceived when transporting out an unreasonable activity. Another deduction is trade brotherhoods are regarded as an invasion and are seeking to vie with direction to derive trueness from the employees, of which the unitarism perspective disfavors. The unitarism construct can be seen as an attack to command the employees, and the psychological contr act is an illustration of this, which stems from the unitarism position. Harmonizing to Gill ( 2007 ) Personal computer literature is frequently based on the unitarism position. Fox ( 1966 ) argues the unitarism position, is found among directors and is regarded as a ‘management political orientation ‘ . Therefore foregrounding the unitarism position as an of import theoretical tool to analyze employee attitudes and perceptual experiences of direction in an organizational context. Unitarism is another tool in which administrations use to command the working environment, which tends to disregard struggle as it does non believe it exists. The unitarism frame of mention affected the employment relationship in 19th century, nevertheless in today ‘s society this is seen as an political orientation as suggested by Fox ( 1966 ) . Harmonizing to Blyton and Turnbull ( 1998 ) the term industrial dealingss will necessitate to alter its focal point to 'employment dealingss ‘ , looking at how the employment relationship operates in pattern. There is an premise that one time there has been an understanding with the employment contract, the employment relationship should be free of struggle, and employees should accept and understand the authorization the administration has in the best involvements of all. However, this premise can be seen to be wrong as it assumes that one size fits all, where as surveies such as Purcell and Hutchinson ( 2007 ) show this non to be the case.From this position point I would reason that the focal point draws off from the administration as a whole and looks at persons, hence conveying in the paradigm of the psychological contract. The Personal computer believes that when the person ( employee ) enters into an understanding with the administration and director, and the person has agreed to this understanding there should be no struggle. This brings in an component of integrity within the administration as all are holding as persons to the administration. With this fond regard to the administr ation and its intents the ideal result from come ining into this understanding is commitment/engagement to the administration. The Personal computer construct is emphasised on managerialism, unitarism, neo-liberal and a societal exchange which is utilised by direction to pull off public presentation. The Personal computer communicates its outlooks and serves a political involvement to direction. Even though the Personal computer does non recognize struggle, it does recognize misdemeanor when it is breached ; which comes back to the component of control exerted by the employer. There are other signifiers of positions administrations adopt, one of the most normally used is the pluralist attack. Marchington and Parker ( 1990 ) argues that there are cardinal differences between the two positions ( unitarism and pluralism ) they are the ‘management ‘s credence and acknowledgment of brotherhoods ‘ , ‘their views about direction privileges ‘ and 'employee engagement ‘ , and in the ‘perceived legitimacy of and reactions to conflict at work ‘ . Therefore as unitarism position disfavors trade brotherhoods, the paradigm of occupation ordinance has more relevancy to the pluralist position as it accepts there is struggle and institutionalises it. The occupation ordinance paradigm allows for directors to hold power and processes ordinance to make order, which regulates power between the employer and employee. This paradigm has an component of objectiveness, as once more it is direction that exert power. However with trade brotherhoods assisting to commit struggle it hence allows corporate bargaining to take topographic point. Harmonizing to Kaufman ( 2008 ) the IR field has made a displacement towards a narrower paradigm of which consisted of trade brotherhoods, corporate bargaining and labour-management dealingss over the past few decennaries. There is an issue of equality which needs to be addressed in the employment relationship. The employment relationship is non equal as the employer is in the place of power, by utilizing the cognition of the work force and pull stringsing them by the usage of linguistic communication they use in the working environment to derive control. As suggested by Foucault, administrations change linguistic communication in order to rule the work force. However, Foucault ( 1980 ) besides believed that cognition is an built-in portion of power and can non be separated. â€Å"It is non possible for power to be exercised without cognition, it is impossible for cognition non to breed power† ( Foucault, 1980: p52 ) . I agree with Foucault ‘s statement in how power can non be enforced without cognition, as if it did there would be terrible effects to the administration and employees. As suggested by Townley ( 1993 ) â€Å"Power is the desire to cognize. Power is non negative ; on the con trary, it is creative† . From this statement it suggests that power is non a negative, but can be utilised to acquire the best out of cognition. Again this relates to the unitarism position as it exerts power, in order to command cognition within the workplace and in society in general. In decision the unitarism position contains premises that if it controls the working environment so there will be no struggle, nevertheless as discussed earlier this is non the instance. The employment relationship is non equal and the employer places themselves in power by utilizing linguistic communication to command the work force. As discussed power and cognition can non run as separate entities therefore they both play a portion within the unitarism position. The employment relationship is besides complex as it is the context within which interaction between employees and employers are conducted either separately or jointly ( Rose, 2004 ) .

Marketing Tools

Marketing tools and techniques are the various methods and promotional approaches companies use to help market and sell their products and services. Marketing tools includes SWOT analysis, PEST analysis, PORTERS 5 FORCES analysis, TOWS analysis, BCG analysis. Banking in India was typically mature in terms of supply, product and reach, even though reach in rural India and to the poor still remains a threats.The government took initiatives to address this through the State bank of India expanding its branch network and through the National Bank for Agriculture and Rural Development with things like microfinance. HDFC Bank Limited is an Indian financial Institution company based in Mumbai, Maharashtra that was commenced in August 1994. HDFC Bank ranked fifth largest bank in India by assets and the largest bank by market capitalization as of 1 November 2012. The bank build up the â€Å"Housing Development Finance Corporation†, a foremost housing finance of India. SWOT ANALYSIS AND PEST ANALYSIS were used to analyse the Banking Industry, HDFC Bank have selected for critical analysation .SWOT ANALYSISSWOT analysis is a structured method used to classify the Strength, Weakness, Opportunities, and Threats elobrated in a project or in business entreprise. A SWOT analysis can be carried out for a product, place, company, industry or person. It involves specifying the target of the business entreprise or project and identifying the internal and external factors that are favorable  and unfavorable to achieving that objective. Setting the target or goal should be done after the SWOT analysis has been made.This would be allow to achieve goals or objectives to be set for the organization. Strengths: It is the attributes of the business entreprise or project that give it an advantage over the others Weaknesses: It is the aspects that place the team at a disadvantage relative to the others Opportunities: It is the factors that the project could be exploit to its merits Threats: It is the factors in the environment that could cause trouble for the business entreprise or projectStrengths :1. HDFC bank ranked the second largest private banking sector in India which have 2,201 branches and 7,110 ATM’s 2.HDFC bank is situated in 1,174 cities in India and has over than 800 locations to serve customers through Telephone banking 3.The bank’s ATM card have got compatible with all domestic and international Visa/Master card, Visa Electron/ Maestro, Plus/cirus and American Express. This makes notable reason for HDFC cards to be the most preferred card for shopping and online transactions 4.HDFC bank has the highest degree of customer satisfaction level when comparing to the other private banks5.The Intrest rate in HDFC is low and it is one of the best places to work in private banking sector 6.HDFC has won lots of awards and recognition and it has received ‘Best Bank’ award from various financial rating institutions includes Dun a nd Bradstreet, Financial express, Euromoney awards for excellence, Finance Asia country awards etc 6.HDFC has good financial advisors in terms of guiding customers towards right investmentsWeakness :1.HDFC bank doesn’t have strong existence in Rural areas, where as bank like ICICI has its direct competitor is expanding in rural market 2.HDFC cannot enjoy first mover advantage in rural areas because Rural people are die hard loyals in terms of banking services. 3.HDFC Bank have got lack in aggressive marketing strategies like ICICI 4.The HDFC bank Mostly focuses on high end  clients5.Some of the HDFC bank’s product categories faces absence in performance and doesn’t reach in the market 6.The share prices of HDFC are often vary and wich causes uncertainty for the investorsOpportunities :1.HDFC bank have got better asset quality parameters over the government banks, therefore the profit growth is likely to stand high 2.The large companies and SME are growing at v ery fast pace. HDFC has enough reputation for maintaining corporate salary accounts 3.When compared to government banks, HDFC bank has improved in it’s bad debts portfolio and the recovery of bad debts were high 4.Opportunities for HDFC is high in abroad5.Due to strong financial position, the scope for acquisitions and strategic alliances is stand highThreats1.THE Non Performing Assets (NPA) of HDFc increased from 0.18 % to 0.20%. Since it is a slight variation it is a bad sign for the financial health of the bank 2.In India there is vast increase in non banking financial companies and new age banks 3.Since market share is not able to expand in HDFC so ICICI imposes major threat 4.The modernazation in government banks which trying to compete with private banks 5.Foreign Banks got 74 % of investment in Indian market which is opened upby RBIPEST ANALYSISPEST analysis (Political, Economic, Social and Technological analysis) determine a structure of macro-environmental factors us ed in the environmental scanning component of strategic management and It is a part of the external analysis when conducting a strategic analysis or doing market research, and gives a sketch of the different macro environmental  factors that the company has to take into consideration. It is a strtegic tool for understanding business position, potential and direction and market growth for operations. PEST analysis includes Political factorsEconomic factors Social factors Technological factorPolitical : Politics can increase HDFC bank’s risk factors, because governments can easily change business rules and regulations that negatively affect HDFC bank’s business. According to NDTV (2012), INDIAN government held HDFC responsible for money laundering from criminal activities by drug lords amounting to more than $2.6bn in assets. The HDFC bank is now required to strengthen their compliance and risk management infrastructure and culture which is likely cost it a lot of mone y.EconomicMany financial institutions are still feeling the effects of the 2008 financial crisis and the very real liquidity problem that led to the failure of others banks. Banks like HDFC have been saved by the fact they are universal with product offerings over many geographical locations. The HDFC chairman says is surviving and doing well because its underlying revenue growth is driven by Markets and Commercial Banking particularly in the faster-growing regions of Mumbai, Rest of India and where the economic outlook is more positive .SocialSocial issues like climate change and criminal money laundering are some of the social issues that HDFC is dealing with currently. In 2012.The Indian government held HDFC accountable for criminal money laundering amounting to $2.6bn and asked the company to contribute considerable time and resources to monitor millions of potential crime transactions. HDFC is also gearing towards supporting a move to a low carbon economy and as a result, it of fers climate financing, including environmental markets, insurances, debt and equity Investments.TechnologicalThe Bank have been made some substantial efforts and investments in gathering the best technology available internationally, to build up the infrastructure for a world-class bank. The scalable and web enabled systems were opened. The Bank gives prime importance in technology and the internet as one of its key objective and has already made significant progress in web-enabling its core businesses. The Bank has succeeded in advancement of market position, expertise and technology to create a competitive advantage and build market share in each of its businesses.CONCLUSIONI am of the view that for HDFC Bank most appropriate marketing tools is SWOT analysis. As SWOT analysis is concentrating on over marketing measures of the bank including strength , weakness , opportunities and threats .on the otherhand PEST analysis focuses on external factor such as political , economical, so cial, and technological factors which may or may not affect. Since the HDFC have got numerous opportunities as well.

Multiple Personality Disorder Essays - Psychiatry, Psychology

Multiple Personality Disorder Essays - Psychiatry, Psychology Multiple Personality Disorder The most famous dissociative disorder is Multiple Personality Disorder, also known as Dissociative Identity Disorder (DID). It is estimated that one in one hundred people may suffer from Multiple Personality Disorder and other Dissociative Disorders. With correct diagnosis and appropriate treatment, people have the potential for complete recovery. Multiple Personality Disorder is a condition in which a person has more than one identity, each of which speaks, acts and writes in a very different way. Each personality seems to have its own memories, wishes, and (often conflicting) impulses The symptoms of an individual with Multiple Personality Disorder are 1.) lack of appropriate emotional response 2.) memory loss, lost time, not knowing what they have said or done 3.) feeling dream like 5.) experiencing dissociation which might include dizziness, headaches, numbness in body, spontaneous trance states 6.) not remembering childhood or major life events 7.) recurrent depression 8.) anxiety, panic, and phobias 9.) self destructive thoughts and behavior 10.) substance abuse 11.) eating disorders 12.) sexual dysfunction, including addictions and avoidance 13.) flashbacks, intrusive thoughts and images of trauma 14.) low self esteem, and feeling damaged and/or worthless 15.) shame 16.) somatic pain syndromes 17.) sleep disturbances: nightmares, insomnia, and sleepwalking and 18.) alternative states of consciousness or personalities. Many people displaying MPD have experienced events they would like to forget or avoid. The causation of Multiple Personality Disorder is when an individual has suffered severe, horrific, traumatic, unavoidable, persistent physical or sexual abuse in childhood. Also many people displaying MPD appeared to be skilled at self- hypnosis through which their psyche comes forward as a coping mechanism, to protect them from the pain ( they create a self- induced hypnotic like trance) which allows the individual to escape psychologically. Most people suffering from Multiple Personality Disorder found that they could escape the trauma of abuse at least temporarily by creating new personalities to deal with the stress. ( Braun, B. (1988). The BASK model of dissociation. DISSOCIATION, 1, 4-23. American Psychiatric Association (1994) Diagnostic and statistical manual of mental disorders. ( 4th ed) The separate personalities known as alters, are usually unknown to the host personality, which operates the body most of the time. Alters can take many forms, but few types are common. Some typical manifestations include a depressed or hurt child, an internal caretaker, a strong angry protector, and an envious protector who is angry with the host. Although these represent the most common alter personality types, the reported list of variations is fairly long and includes perpetrator alters, avenger alters, opposite sex alters, different race, and even non- human alters. Most of the writings dealing with DID (Dissociative Identity Disorder reports that individuals with the illness flow in and out of the various personalities as the environment changes, usually unaware of what is taking place. (Putnam, F.W. (1989). Diagnosis and treatment of multiple personality disorder. New York: Guilford Press. There are many theories which attempt to explain DID, but the central component in all of them appears to be that the disorde occurs as a protective reaction to severe childhood trauma. Essentially, the self appears to dissociate, or split into seperate and distinct personalities in an effort to repress the pain and terror of some tramatic event. The trauma is often sexual in nature. There is one such theory that implies that the blocked pain, terror, and awareness create compartments in the mind, which hold the unprocessed feelings. When these compartments leak says the theory, the person has flashbacks, panic attacks, and nightmares. Individuals stricken with DID may experience the onslaught of the disturbance suddenly or gradually, and the symptoms may become worse over a long period of time. Recent studies indicate that the age of onset is nearly always childhood, and that it is much more common among women then men; as much as three to nine times more. Those who warn that DID/MPD is alarmingly common mental illness and cite numerous studies and a long list of statistics in support of its legitimacy. For example: in a 1990 study which appeared in The Journal of Occupational Therapy, J.F. Higdon stated, The past two decades have seen a marked increase in the diagnosing of this disorder, and we are seeing a significant increase in the

Learn to Spell by Phonograms, not Letters

Learn to Spell by Phonograms, not Letters Learn to Spell by Phonograms, not Letters Learn to Spell by Phonograms, not Letters By Maeve Maddox In the 1970s, educational research indicated that less than one per cent of the population suffered what has come to be called dyslexia (a disturbance of the ability to read). Now the estimate is from 5 to 15 per cent. As early as 1955 Rudolf Flesch pointed out the disconnect between modern teaching methods and the ability to read (or spell) in Why Johnny Cant Read and What You Can Do About It. After half a century, Fleschs book remains a thorn in the side of the advocates of the sight method of teaching children to read. Parents of young children would do well to read it. I once tutored a child who looked at the word April and read it as May. He knew that the word represented the name of a month because hed been taught the names of the months in context. He apparently did not know how to decipher it by its spelling. Adult readers recognize words by sight. Experienced readers can recognize words if only some of the letters are showing. They can recognize them if the words are upside down. This ability comes from having seen the words hundreds or thousands of times. Beginning readers, however, need systematic instruction in approaching words from left to right, phonogram by phonogram. To develop confidence and fluency in readingand the ability to spellthey need to begin with words like hat, cot, and bin before encountering words like know, they, or eight. (The latter three words are on the Dolch List taught to beginning readers with the use of flashcards.) NOTE: The use of flashcards to develop instant word recognition is a useful techniquebut only after the beginning reader has been taught the phonetic elements of the word being drilled. Its counterproductive to expose a beginner who knows only the 26 letters of the alphabet to words spelled with sounds represented by letter combinations like th, kn, ay, igh, and eigh. Relatively few of the common words on the Dolch List defy the effort to sound them out by their phonograms. Those few, like once and warm, are easily taught as exceptions. The most efficient way to learn to spell a word is to approach it phonogram by phonogram, and not letter by letter. A phonogram is a written symbol that stands for a sound. The word pal, for example, contains three letters, each of which is also a phonogram: /p-a-l/. The word church , on the other hand, contains six letters, but only three phonograms: /ch-ur-ch/. Here are some phonograms to look for when analyzing a words spelling: Consonant phonograms: b, c, d, f, g, h, j, k, l, m, n, p, r, s, t, v, w, x, y, z, sh, th, ch, ng, ck, wh, kn, gn, wr, ph, dge, gh, ti, si, ci, pn, rh, and qu. Vowel (and semi-vowel) phonograms: a, e, i, o, u, y, ee, ay, ai, ow, ou, oy, oi, aw, au, ew, ui, oo, ea, ar, er, ir, ur, or, ed, or, oa, ey, ei, ie, igh, eigh, oe, ough, and eu. Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Spelling category, check our popular posts, or choose a related post below:The Meaning of "To a T"Time Words: Era, Epoch, and EonAppropriate vs. Apropos vs. Apt

The Role of New Media in Shaping the Image of Cultural Diversity in Essay

The Role of New Media in Shaping the Image of Cultural Diversity in Britain of the 21st Century - Essay Example Culture diversity also describes a variety of dissimilar communities or individuals with divergent origins, faiths and customs all co-existing and intermingling with each other. The assorted societies around the globe are distinct from each other. Their cultural disparities are clear from the way they dress, talk and relate among others. There are also considerable disparities in the way communities structure themselves, in their mutual presumption of morality and in the manner they interact with their surroundings. The conception of cultural variety is grounded on the notion that cultural personalities should not be discarded, but rather sustained and valued. The basis of this notion is that every culture and ethnic group has distinct characteristics (Amin, p. 20, 2002). Cultural diversity also comprises of having an open mind that recognizes, allows, values and even celebrates the varied ways in which individuals live and interrelate in the globe. Appreciation of this cultural vari ety makes a person understand that despite all these variations, as human beings, we look for similar things. These crucial things encompass well-being, respect, acceptance, autonomy, and equity. Features of diversity include age, cognitive structure, customs, economic background, instruction, ethnicity, gender personality, geographic milieu, language, pious beliefs and political inclination among others. However, some critics assert that this phrase is frequently misused to describe the diversity of human communities or cultures in a certain locale or the globe. This trend is referred to as multiculturalism as opposed to ethnic variety. The ethnically destructive action of globalization has had an unconstructive impact on the world’s ethnic variety (Alibhai-Brown, p. 89, 2000). Cultural Variety in Britain The two world battles of the previous epochs, the resultant disintegration of empires and the advancement of transit technology considerably changed a lot of things in Euro pe. Since this era, massive immigration started into both Europe and the UK. This rate has, however, reached extraordinary levels in the previous decades. In 2005, the population of Britain was anticipated to reach seventy million with the seventy percent increase attributable to enormous immigration. Britain was formerly an extremely homogenous community. However, since WWII, Britain has become considerably varied as it has hosted massive immigrant populations. The mixtures of cultural associations complicate the procedure of describing Britain as appearing of behaving in a certain manner. Britain has gained from this cultural diversity all through its long history and most presently it is amongst the most ethnically diverse nations in the universe. The UK has a long account of racial and cultural variety. Current decades have seen significant immigration of dissimilar racial associations into the UK from around the globe. This has generated a community extremely diverse in the 21s t epoch. This is with conceptions such as super diversity which have surfaced in an attempt to express the diversification of variety. The massive immigrations have pushed the coalition administration to establish stringent immigration controls. However, overseeing cultural variety is a complex and tricky challenge. Administrative regulations directed at fostering cultural variety over the previous year have failed to foster social assimilation and cohesion as envisioned. The administration’