World Povery Causes and Role of Foreign Aid Essay

World Povery Causes and Role of Foreign Aid - Essay Example However, this development is seen only in the developed countries. There is a strong reason behind it. The developed countries have resources, education and most importantly money. They have all the factors which are necessary for a normal citizen to fulfill his needs. On the other hand many countries of the world are struggling with the issues of overpopulation and unemployment that eventually cause poverty. The cause of world poverty are many but it has been unveiled that the foreign aid provided to the deprived countries is usually not sufficient enough to fulfill their basic demands and thus inefficacy of foreign aid has evolved as one of the major factor behind the world poverty. Everything has a side effect and in the same way, the overuse of these resources and foreign aid by the developed countries tend to leave less for the other under developed countries that then face poverty. Poverty is a problem that cannot be solved instantly. It has to be a combined effort of everyone working together. However, before the solutions, there has to be proper knowledge about the main causes of poverty. There are many causes, big or small, that result in world poverty and give rise to the many problems caused by poverty (Bauer, 1992). Firstly, the main cause of poverty is overpopulation. When there are limited resources and too many people, it becomes hard for all the people to benefit from those resources thus causing poverty. This can be applied to many of the cases such as places to live. If there is limited property, it is obvious that the elite class will get the chance to utilize the area as they can afford it. The ones who are left unsheltered are the ones attacked by poverty. Overpopulation is closely linked to the literacy rate. Literacy rate plays an important role in managing the poverty levels of a country. If there is a low literacy rate, there will be less people to earn and fulfill their demands. The illiterate people are, however, engaged in agricultur al activities that can never fulfill their needs for a comfortable life. Illiteracy results in high birth rate, and thus more need of limited resources. The developing countries have more urban areas where the environmental degradation causes poverty as these areas have shortage of clean water, food and shelter (Mitchell, 2007). Another cause of poverty closely linked with the literacy rate is employment. In many developed countries, life is getting too fast like technological based. They use manufactured goods so there is less demand for natural resources. In developing countries, the people employed for the extraction of natural resources need to be highly professional, again leaving behind the illiterate population. Moreover, these employees are paid less wages with which they can only support their basic needs. Apathy is another major problem in poor countries which leads poverty levels to rise. The people feel so powerless and hopeless that they refuse to improve conditions, fi x problems and judge between right and wrong. When they see someone in their family or society rising above or trying to make a change, they get jealous and discourage them. This results in tension and suspicion in the society. An individual or a group of people feel so helpless that they start to depend on help from outside and forget about making a change on their own. Ignorance is another major factor as lack of education is the trigger that leads to poverty. The main contribution in the increase of poverty levels is from the government. The government of developing countries has become powerless. The government is influenced by the external influence of rich people who formulate the

FINANCIAL MANAGEMENT - Marks and Spencer Essay Example | Topics and Well Written Essays - 4000 words

FINANCIAL MANAGEMENT - Marks and Spencer - Essay Example These principles revolve around the responsibilities of firm towards their stakeholders, customers and employee. With these principles different suggestions are provided, discussing that what extra should be included by the Hermes in its Principles. The paper ends with a brief description on conclusion. Marks and Spencer is the famous British retail chain with 760 stores working in more than 30 countries. This retail chain is the most iconic and recognized chain in the world whose 520 stores are serving only in United Kingdom. This store chain is famous as it is the largest clothing retailer and is consider being multi-billion pound food retailer. Recently the store introduces the homes wares including different wares for furniture's and other products. It was the tail of 1998 when this store consider to be the first British store who make pre-tax profit of one billion pounds but later it went into some crisis but by 2007 it start growing economically and showing high profit margins to their investors. According to Emilio Barucci , (2003) Financial management policies are the one that are used by the firm to know that how they should finance their business, what should they provide the shareholders in return, what would be their cost structure and how they should manage their capital structure. This may include various structures that are taken in consideration to know that either the firm is acquiring better financial management system in the firm. Hermes is famous for its principles specially taking shareholders in consideration. Below Marks and Spencer financial management policies are seek by the researcher to know that either they are in accordance with Hermes principles or not. Financial Management Policies of the store Agency theory Thomas E. Copeland, John Fred Weston, Kuldeep Shastri, (2005) argued that agency theory of the firm includes the profit sharing, efficiency wages and performance measures. The agency theory of marks and Spencer is in accordance with the principles of Hermes. Today 290000 shareholders are present with marks and Spencer and the reason is that they are provided with effective return on their investments. Taking full care of the employee's, the employee's are provided with 500 pound bonus provided to each single employee on their performance. This bonus providing enhances the loyalty of the employees. When taking profit sharing in consideration than the firm ensures the stakeholders that they will be provided with maximum profits, and the reason is that they want to keep their stakeholders with them at long-term basis. The firm is providing efficient end results with the food retail shops as these are earning highest. Moreover, the firm has launched the performance measuring system to kn ow that what they can do more to increase the market performance of the firm. The agency theory of the Marks and Spencer is in accordance with Hermes but the only thing that they lack is efficient performance measures. According to Jean-Pierre Danthine, John B. Donaldson, (2005)the performance measure of the employees and their policies must be used to now that what are their actual performance. Marks and Spencer is dealing with more than 700 retail stores and thus measuring each employee performance would be difficult, but by

The Critics of the Government’s Proposals Essay Example for Free

The Critics of the Government’s Proposals Essay Topic: â€Å"The critics of the Government’s proposals to abolish the post of Lord Chancellor and create a Supreme Court are motivated by blind adherence to tradition rather than a rational analysis of the issues† The United Kingdom is a Constitutional Monarchy and is based on Parliamentary Democracy, with a Queen and a Parliament that has two houses: the House of Lords, and the House of Commons. Supreme legislative power is vested in Parliament, which sits for five years unless dissolved sooner. The executive power of the Crown is exercised by the Cabinet, headed by the Prime Minister. Since the advent of the 10th century, England has existed as a unified entity and along with that has brought about many changes into the way England was governed which constantly reflected the changes in the times as the years passed by. In the year 1997 the electoral victory of the Labour Party after eighteen years of a Conservative rule is promising to bring about a Constitutional reform that will not only serve to decentralize the United Kingdom but also contribute to the effectiveness of the Separation of Powers which has long been an issue of contention, along with the introduction of separate Parliaments in Wales and Scotland. Among some of the other elements of the Constitutional Reform as proposed by this government is the decentralization of powers from Westminster and Whitehall. The role of the Lord Chancellor is rather controversial in the sense that his responsibilities are in conflict with the doctrine of the Separation of Powers. This doctrine states that the power of the state has to be divided between the three organs, namely the judiciary, legislature and executive. Each of the organs should operate independently and none will become all powerful. The Lord Chancellor, who is the member of the cabinet, is the head of the judiciary and is entitled to sit in the House of Lords to hear the appeal cases. Besides that, he is the speaker of the House of Lords, which is the legislative chamber. This direct conflict to the doctrine of separation of powers is seen to be incompatible with the independence of the judiciary. The fact that the Lord Chancellor is involved in all the three organs of government is said to be unacceptable. What about ensuring fair trial which requires that a judge must be independent of the government? However, one could have doubt as to whether the Lord Chancellor, when sitting as a judge, would be biased against the government. In light of the proposed Constitutional Reform the Lord Chancellor because of his responsibility in connection with this system of justice, he should no longer be allowed to sit as a judge hearing a case. Apart from the office of the Lord Chancellor being revamped is the proposed creation of the Supreme Court of the United Kingdom. The government also announced in 2003 that it would end the constitutional anomaly under which a House of Lords Committee served as Britains final Court of Appeal, and replace it with a 12-member Supreme Court located in its own building. Among some of the criticisms is the fear expressed by some judges that the Supreme Court will become more powerful than the House of Lords Committee it is supposed to replace, and the possibility that this court can assert itself in opposition to government. There is also the argument that any change to the present British Constitution would destabilize the nation and would be detrimental to its citizens, however, one can surely realize that the simple fears and concerns being expressed are no more than children throwing tantrums when they have been taken away from that which they are accustomed. Are we so afraid of change that we are not seeing the benefit which these two drastic changes will offer, not only for the reputation and character of the United Kingdom but also to the citizens it governs? The Supreme Court will be bolder in vindicating both the freedoms of individuals. What this means is that the twelve justices which will be appointed will be the final arbitrators between the citizens and the state and they will be the ultimate checks and balances that the law is correctly and fairly applied. This is just a case of changing the form rather than the substance of the United Kingdom. There is little difference in the work the Supreme Court does. The case work that will be dealt with by the Supreme Court is the same that comes before justices as they sit as Law Lords in Parliament. The marked difference is that they will be leaving the House of Lords and will be therefore independent of Parliament. The issues are these: We have a situation where the Judges who decide cases in the House of Lords are the very judges who sit in Parliament where laws are being made. It is a clear overlap of powers when it is observed that these said members of the judiciary are participating in the law making process as well. It is nothing less than a protracted brainwash if this is not observed as a benefit of the reform. It is not only about allocating balanced power to the judiciary, independence doctrine of the United Kingdoms legal system is even guaranteed from the grass root. The most important theme of this reform will be to modernize the legal system of the United Kingdom: putting more balanced power, independent mechanisms toward selecting the judges; all are the mechanism to reach equal human dignities. Is this not what we should strive for? Have we become so accustomed to our old ways that we are simply negating the issue of change no matter how positive it may be for us? Be this as it may, we seem to forget that this United Kingdom has a history of change which is only brought about to maintain our image of steadfastness and stability but enough to reflect the modern aspects of life. This separation brings the United Kingdom into line with many comparable modern states. It means the Supreme Court becomes the final pillar in the constitution: Parliament creates laws, the government and public bodies use those laws and the courts monitor their application. The issue with those who have severely criticized and believe in the hindering of this change is simply that members of the United Kingdom are very proud of their traditions and they attempt to maintain same. However, every nation and every country has its own customs and traditions. It is only natural for this to be so. However we cannot let our love and passion for what has since been a tradition blind us to what the country needs for further development to take place. We cannot forget the ideality of the Separation of Powers we have been striving to achieve by simply shutting down the very change which may bring about this ideal. The change in function of the Lord Chancellor and the advent of the Supreme Court must not be treated as a short glass of cheap whiskey which one simply engorges rather let us treat it as a bottle of fine wine which increases in value over time.

Importance of Innovation and Change Within an Organization

Importance of Innovation and Change Within an Organization In todays constantly changing world, change and innovation play an extremely important role within any organization. New technologies like faster software and hardware and improved manufacturing systems are increasing production and changing the way we do business across the globe. Newly advancing markets such as China and India are becoming more and more capitalistic, opening the door for corporations to come and do business. There are multiple elements when dealing with innovation and change within an organization. The first element is how an organization can change successfully which consists of the steps that are needed and the process that makes change happen. The next element is technological change, which is how organizations adapt and implement new technology. From new technology, organizations come up with our next element, new products and services. As these organizations become larger and larger there is the need for strategy and structure change as well as cultural change s. These two elements often go hand in hand and can be some of the most difficult to change. There are five key factors when looking at what is necessary for successful change. The first is ideas. In order to bring about change you need to have a new idea or thought. Creativity, innovation and outside-the-box thinking play a huge role here. Often times some of the best ideas can come from the least likely places. A study conducted by Daniel Tzabbar and his team, found that high levels of collaboration promotes innovation, as it encourages a free flow of ideas among people who must work together to discover new solutions to problems. (Tzabbar 17) With this being said, many new ideas come from the collaborations of groups and individuals within an organization. The second factor is need. There must be a perceived need for change. Constantly changing structures, strategies, or culture can actually be a bad thing if overused. If a specific change is going to take place, there needs to be an identifiable reason in order to make that specific change necessary. On the other hand, an organization that fails to realize the need for change is doomed for failure. It is the responsibility of upper management to be responsive and aware of when change is needed but not so sensitive that change becomes excessive. An article entitled Change for Changes Sake offers and interesting view on the topic of knowing when to change. According to the article, an organization periodically needs to shake itself up regardless of the external environment. The authors argue that a few things happen when an organization does not change enough. First, companies that are organized around a single criterion such as function, product, or market, tend to only communicate with themselves and not with the other units thus making them slow to adapt to changes in the environment. Next organizations are likely to get entrenched in a routine way of thinking, failing to realize new opportunities and the possibility of threats. Finally, organizations become extremely inefficient at allocating resources. In order to combat these factors, organizations should change structures every so often to keep itself ready to react quickly to its environment. (Vermeulen et. al. 70-76) The third factor is adoption. After the new ideas have been thought of on how to change and there is a perceived need for that change, a new idea is chosen. Now that an idea has been chosen it is time to put that idea into practice. This brings us to our next factor, implementation. According to Scott Sonenshein of Rice University Implementing strategic change is one of the most important undertakings of an organization. Successful implementation of strategic change can reinvigorate a business, but failure can lead to catastrophic consequences. (Sonenshein 477). Management must have a rock solid plan on how they want to implement change. A project management approach is the most successful approach when implementing such change, with the definition of clear success measures being important. (Oakland, Tanner 2) The final factor is resources. Through human energy and activity the idea is implemented and kept alive. People are the most important resource and the essential contributors to successful change, without them, change cannot happen. It is important that your employees are thoroughly trained and understand what is being changed and why. Empowering them with this knowledge will only enhance and increase the possibility of successful implementation of the changes set forth. Within an organization there is always the need for developing, acquiring, and adopting new technology. New technologies are always coming about and have a tremendous impact on organizations. The main approach to technological change is the ambidextrous approach. This combines both the organic and mechanistic structures. Under the ambidextrous approach there are numerous options of how to bring about new technology. Switching structures brings people from different areas of an organization together to share ideas and technology with each other. Creative departments consist of a research and development department. The sole duty of this department is to come up with new technology and test new technologies to ensure they will be useful for the organization. Another popular option is the use of venture teams. Venture teams are essentially their own organization within an organization. They often have their own separate location and structure in order to develop new technologies. In addition to RD and venture teams, another way to increase technological knowledge and bring about technology change is to acquire technology from external sources. Procter Gamble provides an excellent example of interorganizational technology transfer. Roughly half of new product development projects involve key ideas from external sources. Procter Gamble also uses an active licensing strategy of their own technological advances to generate millions in annual licensing revenue. Pharmaceuticals are notorious for using this type of strategy to bring about technological change within their organizations. (Lichtenthaler 2) Despite the great amount of success achieved by these firms, most organizations are still timid about sharing their own technological advances. They fear that by doing so, it will allow their competitors access to their own competitive advantage. While this may be true in some instances, it appears that interorganizational technology transfer can actually benefit organizations and ultimately consumers. While there are certain exceptions, new products and services are usually the direct result of new technology and coming up with new products and services is vital for success in todays markets. As markets evolve so should your products or services. The question of how to create and present new products now arises. Michelle Karas offers 11 steps that help organizations answer this complex and challenging question. Step one is to analyze the situation. Evaluate your environment and current product position and then identify your strengths, weaknesses, opportunities and threats. The next step is to explore and research product needs. Brainstorm ideas, have an open mind and write down all ideas. Figure out what your customers needs are and your competitors limitations. Step three is to determine usage and identify what market you want to target with your product. Step four calls for developing a prototype. This entails converting an idea into an actual product and determining the produc ts specifications, features and benefits. Step five is to determine the price based on your objectives. Testing the product or service is the next step and is absolutely crucial to its success. It is also important to ensure that all operations within your business can fully support the product. (Karas 32-34) After the product has been thoroughly tested, it is time to establish sales goals. Identify target sales goals, and whether or not these goals are realistic and obtainable. The next step involves developing a marketing plan for both internal and external markets that achieves the goals set forth earlier. Step nine is training and educatin employees. Ensure employees/salespeople understand all aspects of the product. Characteristics like price, description, how the product works, and sales goals should all be thoroughly understood. The final two steps involve actually introducing the product to the market and evaluating the results. Record how the product performs and how the customers respond. (Karas 32-34) While these steps are quite simplified, these are the basics concepts that organizations utilize, regardless of size. A great example of products that have just recently been introduced is Sonys Move and Microsofts Kinect gaming systems. Both of these systems allow users to make use of their own bodies to become more active and involved in the gaming experience, very similar to the Wii. When the Nintendo Wii debuted, it was the first gamming system of its kind to offer an interactive gaming experience. It was a tremendous success and both Sony and Microsoft realized the opportunity to have their piece of the pie too. Rather than come up with a completely new gamming system, through the use of new technology, Sony and Microsoft designed a device that would simply be used in conjunction with users Playstation 3 and X-Box consoles. As time goes by it will be interesting to see what effects theses systems have on Wii sales and whether or not they are profitable for both Sony and Microsoft. Going along with the video game theme, Sega, which offered very popular gaming consoles in the 90s failed to innovate and offer a product strong enough to compete with Sonys Playstation and Nintendos N64. The result was Sega removing itself entirely from the hardware side of gaming and focusing solely on video game software. While Sega failed in one area, they were able to make a successful change and become profitable selling software. These two examples offer evidence to the power that new products and services hold within an organization. Once again failing to change and innovate successfully will most likely spell disaster for an organization. As an organization becomes larger the need for strategy and structure change becomes apparent. Strategic change involves altering employees construction of meanings by using a discourse that sets a new direction for a firm. (Sonenshein 505). All organizations need to make changes in their strategies, structures, management processes and administrative procedures. Many organizations go about this change using a dual core approach, which is a balance between the technical side and the management side of an organization. The technical side refers to the employees who actually produce the product or service that the company offers while the management side ensures that the day to day operations of the company are being fulfilled and the performance objectives are being met. While the two sides may have very different ideas of what changes need to take place, it is imperative that both sides be on the same page and working toward the same goal. In addition to becoming larger, there are also some other reasons why organizations must change their strategies. The first reason is the persistent pressure from shareholders for greater profitability. This requires business leaders to continually update their strategy. Theses updates are necessary to remain aligned with customers changing needs and priorities, while generating the necessary profits. This demands that strategies must be executed successfully within increasingly shorter time-periods. (Franken 49-73) The second reason relates to the increased complexity of organizations. In many organizations the activities performed to create products and services cross multiple functional, organizational, and geographical boundaries. Consequently, any strategic change program is likely to affect the people, processes, structures, technologies, suppliers, and business partners that work both within and across these boundaries. Hence, strategic change programs are becoming highly complex, resulting in increased risk of failure due to oversight. (Franken 49-73) The third reason is the difficult challenge faced by managers to balance the demands of successfully executing complex change programs with the demands of managing todays business performance. In situations where management is strongly tied to reward schemes based on todays performance, it is challenging to achieve active participation for the creation of tomorrows organization. However, as a result of the relentless pressure from stakeholders for repeated performance, managers cannot afford to dedicate their time, effort and resources to one set of demands exclusively. This balance is particularly challenging during the high-risk period when a business transitions to a new strategy. (Franken 49-73) The fourth reason is the low levels of involvement of a large number of managers across all functions at an early stage of strategy execution. The mechanics of involving large numbers of people in complex discussions leads organizations to restrict involvement in the quest for urgency. Often managers see these early stages as bureaucratic, unnecessary, and delaying real action. However, such involvement is required to obtain commitment to change and for the development of effective implementation plans. The fifth reason is the difficulty of securing the required resources to execute the strategy. Often, as a result of the large number of concurrent change programs, many of the organizations resources will already be allocated. Furthermore, as such resources are limited, managers will compete for them, and, once within their control, will endeavor to own them to secure their own goals.14 (Franken 49-73) According to Paul Sabbah, president of Stamford International, new strategies should focus on innovation, productivity and risk management. Productivity can be as easy as having employees working longer hours, implementing new technologies in order to speed up product development, or simply reducing inventory and using effective communication. Firms also need to look to international expansion as another potential strategy. By doing so, they open themselves up to new markets and new customers while being exposed to new ways of doing business and new retail concepts. Business is also all about managing risk. In difficult times, effectively managing risks like political instability, currency fluctuations, transportation costs, and rising energy costs has a direct effect on an organizations ability to survive in a struggling economy. (Sabbah) The final element and the most difficult to change is a change in organizational culture. This is often the most difficult to change because you are affecting people core values and daily routines. Eric Van Der Steen has shown that organizations have a tendency, over time, to develop the same set of beliefs and values. This happens through two mechanisms. People who share the same beliefs would rather work with those who share their beliefs than someone that does not. People also share experiences, which in turn leads to a set of shared beliefs. These shared beliefs and values directly impact the core culture of an organization. (Van Der Steen 26) To help explain the difficulties of culture change, think of a factory worker who has been assembling ball bearings a specific way over the past 20 years. This worker comes in every day, goes to their station and performs their duty over and over again for the duration of their shift. They have their routine down and never deviate from the steps they take. Now imagine someone coming up to them and telling them that the routine they have done over the years is inefficient and they have a better, more efficient way of performing their duty. In addition to this, there will be new policies and procedures to follow to ensure that the changes take place. That worker is obviously going to be skeptical and very resistant to changing. They may even feel that this person has no right to come and tell them how to do their job which they have been doing for so long. This is what must be overcome when dealing with cultural change. There are a few different ways to implement cultural change and each process has its own unique advantages and disadvantages. One way is by large group intervention. This entails having everyone in the organization go through a seminar, explaining to them what changes are going to be made. While this allows everyone to hear and hopefully understand the message, there may be some specific questions about the change that go unanswered. For instance a specialized department may wonder how certain changes will be affecting their culture. It is imperative that cultural change is led from upper management. Managers need to set the standard and lead by example especially when it comes to cultural change. In support of this, Lance Ewing states that companies without cultural leadership are always going the wrong way. (Ewing 88) Changing culture within an organization is never an easy task yet it is necessary and critical to change a culture when leadership transforms. Starting cultural change is like cooking in a Crock-Pot. Adding the right ingredients and turning the heat up with the right measure of enthusiasm for positive consumer change makes everyone want what is in the cultural pot. (Ewing 88) When dealing with change in any area, there will always be barriers to overcome. Resistance to change is now seen as a natural, acceptable incident. When it occurs, resistance may cause problems within the organization. However, depending on the nature of the change, the surrounding atmosphere and how the change takes place, resistance is not always a bad thing (Dent and Galloway Goldberg 27). According to Bauer, resistance to change, like pain, can be an alarm signal and serve as a warning that something is failing in the change process. (Bauer) Klein argues that resistance is a needed factor of flourishing change and if properly managed, can provide a beneficial response to the changes taking place. (Klein) Resistance is also a resource. It can provide valuable feedback to managers if they are willing to listen. Considering resistance as failure will overlook opportunities to strengthen operational outcomes. By paying attention to this feedback, managers can see a different perspective to the change they plan on initiating. Sometimes employees resist change for no reason, but often times, the employees most resistant to change are the ones who care enough to make sure the plan succeeds. People are also very aware of the past, and thoughts of changes that have utterly failed will constantly be running through their heads. In order to convince these people it is necessary to explain to them why and how you plan to implement change. Giving them the chance to voice their own questions and concerns will only enhance your plan to change. (Ford 100-103) In conclusion, the world is constantly changing and change and innovation play an extremely important role within any organization. As an organization if you fail to change and adapt to the rest of the world and your environment the world will pass you by. There are many elements for successful change, but your people will always be the most important in order for that change to take place. New technologies are always being introduced and it is important to stay up to date and take advantage of technology that will greatly benefit your organization. As an organization it is imperative that new technology is used to constantly come up with new and innovative products and services. While this is a major undertaking for any organization it is necessary for sustainability. As new products and services are being offered and an organization grows the strategy and structure used must also change. This gives way to cultural change where there is almost always some kind of resistance. Using t hat resistance as a tool to overcoming problems is a key step in successfully implementing change. Ultimately, the whole purpose of change is to increase profitability by making changes to the strategy, structure, technology and culture of an organization. While there will always be problems and other bumps along the road it is imperative that these obstacles are overcome in order to increase the odds for success.

Boeing Company Essay -- Strategic Planning, Case Study

Boeing’s management has been concentrating on diversification of the overall company activities. The management has a concept that oversees the diverse employees, business partners and customer relations are important to creation of advanced aerospace services and goods for the diverse customers around the world. It has concentrated on creating good working conditions for its employees through creating an environment that is conducive. The environment refers to a welcoming, engaging and respectful environment with chances for both professional and personal development of the employee. Through this plan the management has increased productivity, creativity, quality and innovation in the company. Boeing has companywide diversification strategy, vision, mission and objectives which guide a variety of internal events and processes. Moreover, Boeing seeks to progressively improve its processes and facilities for all the workers, including incorporation of ergonomics that lead to more comfortable products technologically and investments that result to safer working places. Boeing has set a five-year goal to improve its work safety level by 25 percent by 2013. To achieve this it is adopting a single, enterprise wide safety management structure at its major producing plants that conforms to OHSAS 18001, and an internationally known occupational safety management system standard. Moreover, Boeing seeks to have a positive and tangible effect on its surrounding which are a more importantly areas where its employees live. It also has company policies, systems and procedures for making its decisions that are aimed at showing the right image of Boeing (Boeing, 2011). Through the above plans Boeing aims at systematic improvement on every a... ...ons. Boeing has relied on well trained and educated employees who do not require a lot of supervision to achieve a single target in groups. Hence management plans can easily be integrated to these short term targets. Contingency plans are executed for specific situations when things do not go as expected. Boeing employees work as a family in executing services and are determined to make corrections so as to achieve customer satisfaction (The Houston chronicle, 2011). Reference List Authenticity consulting, LLC (2011). All about Strategic Planning. Retrieved from; http://managementhelp.org/plan_dec/str_plan/str_plan.htm Boeing (2011). The Boeing Company. Retrieved; http://www.boeing.com/ The Houston chronicle (2011). Example of tactical planning in business. Retrieved from; http://smallbusiness.chron.com/example-tactical-planning-business-5102.html

goblin market Essay -- essays research papers

It is difficult to cull a satisfying thematic interpretation from Christina Rossetti's "Goblin Market." Obvious themes might be "that one should be careful of temptation," or "that little girls should not talk to strange men." One might even go on to the end of the poem and decide the theme is "that sisters should love one another." These are rather trite ideas, however, and while the poem definitely supports them (and they are easily defended with quotations from the text), a more careful look at "Goblin Market" reveals that the poem is fairly complex, and able to support a more revolutionary reading than the ones put forth above. Rather than saying that "Goblin Market" has a particular theme, I would put forth the notion that it attempts to deal with certain problems Rossetti recognized within the canon of English literature, and specifically with the problem of how to construct a female hero. There are no signifecant female heros in English literature up to the time of Rossetti. Female protagonists exist, of course, like Elizabeth in Austen's Pride and Prejudice, but they have no outlet for heroic action. They are constrained by the gender-roles into which a male-dominated society has placed them. Elizabeth must spend a good deal of her energy waiting for Darcy to take action; she herself is hobbled by the cords of decorum. In "Goblin Market," Rossetti creates a rudimentary framework of behavior in wh...

Story telling through Greek Art :: Greek History

Story telling through Greek Art Greek art was seen as more than a means to decorate with its more popular use was that of storytelling and recording historical events. Greek art dates from the seventh to the second century. The eras included in historical Greek art are: Geometric, Archaic, Classical, and the Hellenistic (Sowerby150). All of the eras are similar in that they build on the previous era and lead to more detailed and dramatic artwork. The use of human actions as subjects gained intensity with each new era. The Greeks focused much of their attention on painting their many gods. Yet, commonplace people were still used in paintings on things such as grave markers. (Sowerby151). Painting in particular was a means to convey a story and to retain history. " †¦ Greek artist was obliged to encapsulate the narrative and message of a story in a single scene" (Boardman301). Nothing had immunity from the paintbrush as everyday items such as drinking cups and water jugs were also adorned with paintings ( Carpen ter207). The amazing thing about Greek art is that it almost always portrays a story (Boardman 262). There are many examples of this storytelling throughout Greek art history. The medium that painters of this time used varied greatly. The medium used seemed to tie in with what the art story was about and who the artist wanted to reach with his work. If the topic was a public one and was to be general knowledge then the medium was often walls of the city or of public buildings (Boardman 292). These artworks depicted topics ranging drastically from scenes of daily life: athletics, weddings, dating, to those of war( Sowerby 302). "On the walls of public buildings at Delphi and Athens Polygnotus painted great friezes with figures set up and down the field†¦and presented epic scenes of Troy and the underworld, and Micon the more recent, but heroically conceived, struggle for freedom at Marathon" (Boardman 292). Most of Greek history was oral so that much of what we in the present day have to draw on in order to understand life in ancient Greece is what we find on artifacts. "Most of the mythological scenes which have survived, and they are myriad, appear on objects of ordinary use, or at least not of extraordinary use like temple sculptures. The earliest pictures are symbols for contemporary events, of burial or battle, and the example of the East led the artist†¦ detail of a historical †¦ story could be expressed" (Sowerby 300).