Effects of the SIR on Tradition and Social Mores

Ovarian Cancer Essays - Gynaecological Cancer, RTT, Tumor Markers

Ovarian Cancer Essays - Gynaecological Cancer, RTT, Tumor Markers Ovarian Cancer Of all gynecologic malignancies, ovarian cancer continues to have the highest mortality and is the most difficult to diagnose. In the United States female population, ovarian cancer ranks fifth in absolute mortality among cancer related deaths (13,000/yr). In most reported cases, ovarian cancer, when first diagnosed is in stages III or IV in about 60 to 70% of patients which further complicates treatment of the disease (Barber, 3). Early detection in ovarian cancer is hampered by the lack of appropriate tumor markers and clinically, most patients fail to develop significant symptoms until they reach advanced stage disease. The characteristics of ovarian cancer have been studied in primary tumors and in established ovarian tumor cell lines which provide a reproducible source of tumor material. Among the major clinical problems of ovarian cancer, malignant progression, rapid emergence of drug resistance, and associated cross-resistance remain unresolved. Ovarian cancer has a high frequency of metastasis yet generally remains localized within the peritoneal cavity. Tumor development has been associated with aberrant, dysfunctional expression and/or mutation of various genes. This can include oncogene overexpression, amplification or mutation, aberrant tumor suppressor expression or mutation. Also, subversion of host antitumor immune responses may play a role in the pathogenesis of cancer (Sharp, 77). Ovarian clear cell adenocarcinoma was first described by Peham in 1899 as "hypernephroma of the ovary" because of its resemblance to renal cell carcinoma. By 1939, Schiller noted a histologic similarity to mesonephric tubules and classified these tumors as "mesonephromas." In 1944, Saphir and Lackner described two cases of "hypernephroid carcinoma of the ovary" and proposed "clear cell" adenocarcinoma as an alternative term. Clear cell tumors of the ovary are now generally considered to be of mullerian and in the genital tract of mullerian origin. A number of examples of clear cell adenocarcinoma have been reported to arise from the epithelium of an endometriotic cyst (Yoonessi, 289). Occasionally, a renal cell carcinoma metastasizes to the ovary and may be confused with a primary clear cell adenocarcinoma. Ovarian clear cell adenocarcinoma (OCCA) has been recognized as a distinct histologic entity in the World Health Organization (WHO) classification of ovarian tumors since 1973 and is the most lethal ovarian neoplasm with an overall five year survival of only 34% (Kennedy, 342). Clear cell adenocarcinoma, like most ovarian cancers, originates from the ovarian epithelium which is a single layer of cells found on the surface of the ovary. Patients with ovarian clear cell adenocarcinoma are typically above the age of 30 with a median of 54 which is similar to that of ovarian epithelial cancer in general. OCCA represents approximately 6% of ovarian cancers and bilateral ovarian involvement occurs in less that 50% of patients even in advanced cases. The association of OCCA and endometriosis is well documented (De La Cuesta, 243). This was confirmed by Kennedy et al who encountered histologic or intraoperative evidence of endometriosis in 45% of their study patients. Transformation from endometriosis to clear cell adenocarcinoma has been previously demonstrated in sporadic cases but was not observed by Kennedy et al. Hypercalcemia occurs in a significant percentage of patients with OCCA. Patients with advanced disease are more typically affected than patients with nonmetastatic disease. Patients with OCCA are also more likely to have Stage I disease than are patients with ovarian epithelial cancer in general (Kennedy, 348). Histologic grade has been useful as an initial prognostic determinant in some studies of epithelial cancers of the ovary. The grading of ovarian clear cell adenocarcinoma has been problematic and is complicated by the multiplicity of histologic patterns found in the same tumor. Similar problems have been found in attempted grading of clear cell adenocarcinoma of the endometrium (Disaia, 176). Despite these problems, tumor grading has been attempted but has failed to demonstrate prognostic significance. However, collected data suggest that low mitotic activity and a predominance of clear cells may be favorable histologic features (Piver, 136). Risk factors for OCCA and ovarian cancer in general are much less clear than for other genital tumors with general agreement on two risk factors: nulliparity and family history. There is a higher frequency of carcinoma in unmarried women and in married women with low parity. Gonadal dysgenesis in children is associated with a higher risk of developing ovarian cancer while oral contraceptives are associated with a decreased risk. Genetic and candidate host genes may be altered in susceptible families. Among those currently under investigation is

Three main structures in project management Essay

Three main structures in project management - Essay Example The Functional Organization Structure Businesses that produce and sell standard products utilize functional organization structures. A company that manufactures and sells video recorders and players, for example, may have a functional organization structure. Groups are a common aspect of functional structure in an organization. Individuals make up groups that perform the same functions, have the same expertise or skills. Each group focuses on performing its own activities. This is with an aim of supporting the business decision. The focus is on the cost, technical excellence and competitiveness of the company’s products. The groups also focus on the contribution of each of the functional groups to the company’s products (Gido and James, 2012). The companies that make use of organization structure periodically form project teams. These teams work on the internal projects within a company. The projects focus on developing new products, redesigning office floor plan, impro ving the manufacturing process, implementing a new information system or updating the business policy and manual procedures. Various project teams are formed from some of the projects listed. The company management selects members of the teams from the appropriate departments (Gido and James, 2012). The team members may be assigned to the project either on part-time or full time for a section of the project or during the entire project. Individuals continue to perform their regular company duties as they dedicate their part time to the project time. The project leader or manager comes from the team members, functional managers or vice president. The project manager in a functional organization lacks complete authority over the project team. This is because the team members still retain their administrative and technical authorities over their respective functional managers who appoint them to the team (Gido and James, 2012). The Strengths of the Functional Organization Structure To begin with, it clearly defines the responsibilities and roles of each person assigned to the project. This is because projects do not form part of the normal routine of the organization functions. The project manager also requires time to update the other functional managers in the company often on the progress of the company and thank them. This is in regard to the continued support of the individuals they have assigned to the project. It can also be used when the team members may be assigned work on a project that is strictly within a given functional unit. In such cases, a given functional manager has full authority over the project. This makes it easy for conflict to be handled more quickly as it emerges within a multifunctional project team (Gido and James, 2012). The Weakness of the Functional Organization Structure The first weakness of this structure is that if there are conflicts among the team members, it takes much time for them to be resolved. This is because the various hierarchies have to be involved. Another weakness is that when the company chief executive gives the project manager authority to make decisions in case of a disagreement among the team members, the decisions may reflect the interest of the organization functions of the project manager rather than the overall interest of the project. Lastly, the project manager relies on his leadership and persuasion skills. These skills help in handling conflicts, building consensus and unifying the team members. This is necessary to accomplish the project objective. The lack of full authority over project decisions is what causes hurdles for project managers (Gido and James, 2012). Pure Project Organization Structure The project manag

Joy Essay Example | Topics and Well Written Essays - 500 words

Joy - Essay Example The translation also took some improvement as other authors also tackled the complicity of its meaning. As one author puts it, â€Å"joy is a trickier thing to talk about . . . because it is a responsive state or disposition often defined by category of stimulus - there is for example, spiritual joy, erotic joy, leaving for London joy (Potkay, 2010). â€Å"Joys are modifiable in a way that "happiness," a noun without plural, is not (Potkay, 2010). But regardless of how others define joy, their description can only account so much of that state or feeling of delightful bliss. The description of that agreeable emotion or that delight of the mind can only say so much of that state when I want to open up to the world out of joy; when everything feels so good that the heavens seem to be bluer and the grass seems to be greener. Joy is a feeling that is very personal to me. Such that it would be very difficult for me to rationalize it for it defeats the very purpose and intent of the word. Because joy appeals to my emotion; of how I feel, not to what I think. I experience joy, not think about it. Joy is not only the opposite of grief or dejection. Nor a transient state of mind that ratifies and approve something amiable. Joy is what life is; of how should I live my life. Joy is an expression of that appreciation of the chance that I exist and â€Å"enjoy† my existence. Above all, it is joy that makes me a complete human being. It is that experience of joy in my everyday life that affirms my humanity. Perhaps, there are no other creatures that can experience that same bliss and rapture than I do. The beast may satisfy its hunger and be moved by its instinct to procreate, but there is no joy in that. It was moved by the instinct to survive. It is just nature taking its natural course. But I am moved by motives that go far beyond the instinct. I do things because I â€Å"enjoy† doing it. I, as a human being, experience joy whether

LOGBOOK Coursework Example | Topics and Well Written Essays - 500 words

LOGBOOK - Coursework Example The material was a full two paragraphs and it was written very well that I wished to impress my lecturer. All I did was copy and paste the work into my paper. I also changed the font so it could match with the rest of the report and continued my research. Reaction and Analysis A week later after submission, some students were called by the professor to his front and I was perplexed to hear my name. While standing in front of the class, the professor called us thieves who were lazy. On top of that, he failed us and we had to redo the paper once again. He explained about plagiarism. He stated it as a lazy way of stealing other peoples’ ideas. He explained that when u use somebody else’s’ work directly through copy and paste, that is the worst crime that anyone can commit. I did not know about plagiarism before but I do now and it was a lesson well learnt Log 2 Location: Kuwait Date: 23rd January, 2009 Occupation Student Overview A new migrant to the UK, I took time to make friends at school. My self esteem was affected as I went into a state of denial and withdrew myself from everyone considering that the mode of dressing and way of communicating was in the UK was not what I was used to. Reaction/observation I felt that UK residents were harsh whenever my new friends said straight no’s to some of my suggestions. Some students discriminated against me.

The Concept Of Headhunting In HR

The Concept Of Headhunting In HR Headhunting refers to the approach of finding and attracting the best experienced person with the required skill set. Headhunting is also a recruitment process involves convincing the person to join your organization. This is very use full process in every organization at this time many companies follow headhunting process from this process hr manager recruit only experience and skilled labour for getting information about current market situation and how to manage the our customer so this process is important for companies. Headhunting Process For the headhunting process we apply three fundamental steps: 1- Defining a search strategy In collaboration with clients, we evaluate the assignment parameters and requirements and determine a specific search strategy for finding the best candidate. Paramount to this process is an acute understanding of the clients culture, the position responsibilities and the necessary qualifications. Once a search strategy is defined we generate a list of target sectors, companies, networks and relevant associations. 2-Candidate identification and evaluation We conduct preliminary research for developing an initial candidate list. We screen, meet and assess a short list of potential candidates through telephone and face-to-face interviews. When applicable, we facilitate all interviews, assessment centres, psychometric testing and medicals. 3-Search report and follow-up We consult with our clients to review preferred candidates and assist in the selection process. When a preferred candidate(s) is selected, we will then conduct reference checks in consultation with the client. Once the position is filled, we will conduct ongoing follow-up with both client and candidate. Advantages of using a headhunting Discretion and confidentiality is obviously one of the biggest advantages: When retaining the services of a headhunter you should be assured that only a very few people will know you are seeking to have a particular position filled. Experience and knowledge and know how is another advantage:- A good headhunter will be a good researcher, they will be able to fully understand the attributes you need and will be able to understand the culture and climate of your organisation and so be able to identify key individuals that will really make a difference to your firm. They will be skilled at approaching people, offering concise explanations, will be skilled negotiators with high emotional intelligence and empathy skills and will be able to differentiate between the merely good and the really great candidates. Disadvantage of head hunting A headhunter cannot afford to devote his/her attention to just one client. Headhunters are often commission-paid and under pressure to meet hiring quotas for the recruitment companies they work for. Hires salary paid of headhunter. Difficult in headhunting process to determine the best headhunter. After the complete headhunting process headhunter maybe give wrong information about competitor and market situation Five points every recruiter should adopt to achieve effective headhunting results Identify your candidates Name gathering Overcoming obstacles Identifying the desire to change Manage the resignation REVIEW OF LITRATURE Understand Head Hunting Various companies and firms have chosen to enhance their human resource by using the expertise that headhunters bring to recruitment. The boom in the headhunting industry can be attributed to the headhunters superior understanding of the industry and market norms, job profiles, people skills etc. It is imperative to have an in-depth specialised knowledge of the industry, the job requirements, work culture, HR policies etc. Several factors need to be considered. The headhunter takes into consideration the candidates values, job preferences, skills, background, family commitments etc. These are the guiding parameters by which the headhunter analyses the candidates suitability to the requirements of the recruiter. The headhunter should guide the candidates in interview handling skills. A headhunter stakes his reputation on the competencies of his candidate.A headhunter can be tuned to success in the corporate scenario. The intense competition in the recruitment procedures has led to several headhunters working round the clock. The Future of Headhunting It depends on whom you ask and, maybe more importantly, what level of executive you want to recruit. On one hand are those who argue that the Internet and other innovations are transforming todays headhunting firms and recruitment strategies. Internet career cites such as Monster.com are moving into the executive market, threatening to compete against old-style headhunters in a lucrative market. High-potential candidates are located, tracked and monitored as they move through their careers in other companies. When the time is right, these people are offered a job.Its hard to argue that these trends are not having an impact on executive recruitment, but it may also be premature to imply that most top-notch global executives are suddenly going to put their resumes online or allow their skills to be evaluated by software Head Hunter Can Do For Company Head hunting is not just about getting the top performer from another company, it is also about hunting for people with a specific set of talents to work for them.Talent skills that are not being recognized by the company that you are working with right now, and another company might see a valuable potential in you. People all over the world are stuck in the situation that they are being under utilized and because of the fact that they are being under utilized and their talents are not being channeled effectively. The whole point of a resume and the list of talents are for it to get the air space that it needs. Companies who are interested in one thing and is to get the best talents and the employees with the most potential. Aviation Headhunting Initially conduct an on-site visit at the clients HQ to establish working conditions, meet key decision makers and gather a view of the environment, which prospective candidates can expect to enter. Together with the client we produce a draft job profile and person specification, agree on timescale for delivery and draw up contracts. Advertising copy is expertly written and the advert drawn up by a Marlborough consultant he is designed to ensure maximum response. Having created a talent pool of suitable candidates, he arranges face-to-face interviews and via a process of elimination produce a short list worthy of presentation to the client. Marlborough provides the client with an in-house generated assessment report detailing our opinions and comments on the relative capabilities of each of the short-listed candidates. Marlborough arranges an interview agenda with the client and manages short-listed candidates. Following is the detailed feedback sessions, Marlborough gathers in-dep th reference and after this contract signature with the selected individual we personally write to unsuccessful candidates. Headhunting has evolved Dont get left behind Critical lack of leadership talent available globally and a demanding top level candidate, the headhunting climate has become more sophisticated and challenging. Extended hiring time and losing quality candidates, leading to an expensive process and a dissatisfied client and candidates. A top headhunter does not compromise its executive network, but focuses on connecting top-end talent with reputable screened employers of choice. Getting the Best and the Brightest Headhunters often belong to professional and trade organizations. Their directories are a rich source of who are up and coming. The approach to the candidate is important and to make it known that would be treated in a confidential manner. Worldwide, retained firms account only for US$2 billion out of the entire US$10-billion executive search industry. A guarantee period, usually six months, within which candidates are replaced at no additional cost should they leave for whatever reason. And a headhunter cannot tap a candidate for another job offer after placing him in one job for a specified period of time. Headhunting the Old-fashioned Way: A Case for the Human Touch in a Dot-Com World Many of the sites say they provide employers with turn-key recruitment solutions. Monster.com, for example, says on their homepage that they deliver cost-effective and efficient recruiting solutions, including real-time job postings, complete company profiles and resume screening .Recruitment made easy. Nor has it ever been easier to peruse career opportunities at companies across the country. That being said, the main thing Internet recruiting has done is create a flood of resumes for employers and a revenue stream for the likes of www.monster.com. Not surprisingly, this recruitment-made-easy environment is also a turn-over-made-easy environment. The demand for talent goes up; the supply of it is going down. Seventy five percent of top corporate executives surveyed said that their companies are either chronically short of talent or suffer talent droughts. Finding and keeping your next new hire will require a good bit more from the organization than the Monster Board can do for compa ny. The World of the Headhunter Usually the headhunter will be employed to find individuals from competitor companies, poaching the top industry talent and in doing so, giving their client a competitor advantage over one of their rivals. Within financial services, the very best employees can often help to generate millions of pounds in profits for a company. This means that headhunters, although popular with companies looking to hire, are feared and loathed by companies who are worried that their best employees could be poached. How are Headhunters Paid? Good headhunters are highly-respected professionals in their chosen field, and are able to charge clients large fees for their services like any other professional, such as lawyers or accountants. The rewards on offer for headhunters are high. Types of Headhunting Company There are three distinctive types of headhunting firm. Right at the top of the pecking order are the search companies. The tend to focus on recruiting at the most senior level, for managing directors, chief financial officers and chief executives. Search companies keep detailed profiles on clients and also on high-level employees they believe could be of interest. Once a client contacts them to fill a role (for example after a chief executive has informed the company board of their intention to leave), the search company will draw up a shortlist of candidates, discuss them with the client and then make their approaches. Boutique headhunters take a more varied approach. They will use a number of different methods to find good potential employees, including advertising roles, conducting informal searches and trawling through company records for the names of likely personnel. Boutiques often cultivate lists of contacts within an industry and then contact those people to ask if they know of any colleagues who may fit a certain role. The lowest level of headhunters are those that work on a contingent basis, and are most similar to standard recruitment agencies. They will advertise a range of roles within a specific company and get paid for each role What Training is Required to be a Headhunter? Headhunting is not just a more expensive version of recruitment, although entry into the field is similar. Most headhunting firms expect their employees to have a good first class or 2:1 degree. More importantly, a headhunter will need to be confident, good at problem solving, highly motivated to succeed, able to demonstrate good communication skills and possess the ability to network. What Should you do if a Headhunter Contacts You? If you are contacted by a headhunter, it is nearly always worth giving them a few minutes of your time, even if it means calling them back at a more convenient time to talk. In todays volatile jobs market, it always pays to remain on the radar of headhunters. Headhunting 101 The modern business of executive headhunting remains a mystery to most business people, this despite its routes trace back to the days soon after the armistice of World War 1 when it was first practiced and conceived within the walls of the earliest management consulting firms. If you are unaware our remain unconvinced about the influence of todays corporate headhunters, HeadHYPERLINK http://hubpages.com/hub/When-A-Headhunter-Calls HYPERLINK http://hubpages.com/hub/When-A-Headhunter-Callshunters are especially powerful facilitators of executive mobility and management career opportunity, they work as agents of both creative and destructive influence on hiring organizations, their brands, leadership, culture and financial performance. SECTORS IN WHICH HEAD HUNTING IS FOLLOWED INTRODUCTION TO INFORMATION TECHNOLOGY The Indian information technology (IT) industry has played a key role in putting India on the global map. Thanks to the success of the IT industry, India is now a power to reckon with. According to the Department of Information Technology (DIT), the overall Indian software and services industry revenue is estimated to have grown from US$ 10.2 billion in 2001-02 to reach US$ 58.7 billion in 2008-09-translating to a CAGR of about 26.9 per cent. The industry grew at 12.9 per cent in 2008-09. According to DIT, exports continue to dominate the revenues earned by the Indian software and services industry. The export intensity (the share of IT-ITeS exports to total IT-ITeS revenue) of Indian software and services industry has grown from 74.5 per cent in 2001-02 to 78.9 per cent in 2008-09. Total software and services exports are estimated to have grown from US$ 7.6 billion to US$ 46.3 billion in 2008-09, a CAGR of 28.6 per cent. The National Association of Software and Service Companies (NASSCOM) is the apex body for software services in India.As per its Strategic Review 2010 published in February 2010, the India IT-BPO industry is estimated to aggregate revenues of US$ 73.1 billion in FY 2010, with the IT software and services industry accounting for US$ 63.7 billion of revenue. Moreover, according to a study by Springboard Research published in February 2010, the Indian information technology (IT) market is expected to grow at around 15.5 per cent in 2010, on the back of growing investor confidence and favourable initiatives taken by the government. EXAMPLES Tony started his working career in 1989 after completing a Diploma in Computer Programming, working for a freight and transport company developing various business applications. He then moved to a software consulting company and consulted to clients as diverse as local government, manufacturing and direct marketing. Tony headed up a development team at this company and assisted a number of clients progress their business requirements through to implementation of technical solutions.Tony followed this with a role at a leading financial services company where he spent time learning the retirement industry, detailed database design techniques and business management. During his four years at this company Tony consulted to and dealt with all levels of management. Management Strategy Experience He was head-hunted to join a leading technology company to build their professional services capacity and Tony built and managed this team for the next 3 years. Tony undertook various training courses in sales and marketing and was responsible for market strategy, research and development, pre-sales consulting, and liaison with the EMEA region of the international market. He gained extensive knowledge in the facilitation of business process development. David Taylor says get headhunted again and again-There is a shortage of outstanding IT directors and CIOs. Companies who value their incumbents must ensure they put in place a retention plan that rewards well above the average in terms of both salary and influence. Board level membership will be a given for IT leaders who are prepared to take their companies into the new, virtual battleground, and lead the fight against the new competitors that are emerging every week. If you are an IT director who has the right skills, and you share this with a belief in your own ability as a leader, the choice is yours. You can take on a similar role in a new company, or join an IT service provider in a senior role, or start out as an entrepreneur. When Kevin Murphy was headhunted he decided to leave his comfortable job at media firm Emap for Excel many of his friends thought he was mad.In heavy debt and in danger of becoming east Londons very own white elephant, the exhibition centre was struggling. Despite that, after Kevin was offered the deputy chief executive role at the Royal Docks venue, he said yes without a second thought. After the last chaotic 15 months which included a takeover by Middle Eastern billionaires, plans unveiled for mass expansion, and, last month, Excel being revealed as the centrepiece of a business tourism masterplan which could give London the financial boost needed to rise from economic gloom he could well be right.Now Kevin, who was appointed chief executive of Excel last year, got here is an interesting tale in itself, and is not typical of most CEOs. INTRODUCTION TO RETAIL INDUSTRY The economy is growing by 8% a year, its stock market rose by nearly 40% in 2005 and foreign investors are flooding in. There are about nine million small grocery shops in India Whichever way you measure it, business in India is booming. And as the economy grows, so does Indias middle class. It is estimated that 70 million Indians in a population of about 1 billion now earn a salary of $18,000 a year, a figure that is set to rise to 140 million by 2011. Many of these people are looking for more choice in where to spend their new-found wealth. The Indian retail sector is now worth about $250bn ( £140bn) a year, but it is heavily underdeveloped. Well over 95% of the market is made up of small, uncomputerised family-run stores. Now there are finally signs that the Indian government is dropping its traditionally protectionist stance and opening up its retail market to greater overseas investment. Last month it eased restrictions on foreign investment, allowing overseas retailers to own 51% of outlets as long as they sell only single-brand goods. For the first time, chains like McDonalds, Marks Spencer, Body Shop and Ikea can, if they want to, open and control their own operations in India. Previously, many of them had gone down the path of working with franchise partners, a policy followed by MS which supplies clothes to eight Planet Sports stores. They look like MS stores on the inside, but they are owned by local retailers, and the UK retailer has no plans for that to change. Lots of employment generation by Indian Organized Retail Sector in the near future. India is going through a radical economic change. Though it is very infant stage, people can feel the climate is changing. The unorganized retailers takes the lions share in the Indian retail sector, but the organized retailers are growing at a good pace, and promises an increase of proportion of 9 10% by 2010. This is to be the largest sector after the agricultural sector. The present employment in the retail business is nearly 4 crores and around 20 crores depends on this sector. There is a scope of better exposure to the international standards with the entry of transnational companies, which in turn is encouraging more more retail management programs to open up and help bridging the gap of supply demand of talented professionals for management. EXAMPLES The Reliance recruitment bandwagon for its retail venture rolls on. The latest experienced retailing hand likely to join Reliance soon is Mr K. Radhakrishnan, Vice-President (Merchandising), Spencers Retail of the RPG group, and part of the original team that put FoodWorld operations in place. He has been roped in as CEO of Reliances hypermarket vertical. The group has plans to set up hundreds of hypermarkets around the country and he will be responsible for its rollout. Mr Radhakrishnan, who had quit the RPG group after an over-seven-year stint, a couple of months ago, was to have spearheaded the retail business of diamond trading company Dimexon. However, he will now be a Reliance hand. Microsoft is reportedly trying to hire away Apples retail employees by bribing them withà ¢Ã¢â€š ¬Ã‚ ¦ wait for it, better wages. People that have spoken to The Loop on condition of anonymity confirm that Microsoft has contacted a number of Apples retail store managers to work in their stores. In addition to significant raises, the managers have also been offered moving expenses in some cases. It doesnt end there: once the ex-Apple managers have jumped ship, they are asked to contact their top sales employees at their old workplaces and offer them similar positions at Microsofts retail stores, also with higher pay. An outstanding employee in his first job working in marketing for Xerox, Schultz was headhunted by the Swedish company Perstorp AB. He became the houseware firms vice president at twenty-six and oversaw their American subsidiary, Hammerplast USA. As with Ray Kroc, founder of McDonalds, who took an interest in the original McDonalds buying up so many milkshake mixers, Schultzs interest was piqued by the large number of espresso machines that a company called Starbucks was buying from Hammerplast. CONCLUSION The practical use of head hunting through head hunter such as china head hunter how to regulate and how, why and when use of head hunter: The regulation of head hunting: 1. Keep secret Keeping secret is the most important in headhunting China industry because it not only relates with our head hunter in China commodity secrets it also relating with the clients commodity secrets and candidates secrets. 2. Provide favorable head hunting The nature of china head hunting industry is service. 3. China head hunter proper elite. This means elite that we headhunting China is advanced and professional elite 4. Abide by the law. It often contacts with famous firm and elite, so we must abide by the law. 5. Profession Headhunting Company holds the evaluating ways and comprehends every industry. 6. Stabilization China head hunter company will set up long time tracking service. How to choose a head hunting company Modern enterprises are faced with increasingly intense talent competition, especially the competition of senior management talents. When an enterprise chooses the approach to the acquisition of senior management talents the recommendation by the head hunting company is an effective way worth consideration. Thus, upon choosing head hunting companies the review of the historical background of head hunting companies is conducive to the finding of competent Knowing the specialized field of the head hunting company: A head hunting company proficiency in a certain field can provide the most suitable candidate within the shortest time. Although the people in other industries looks headhunting as one industry. Only by doing so can the head hunting company find the right candidate within the minimum time. Interview with consultants in charge of certain business: The background of head hunting company is certainly important, and the quality of the consultant is important too. The reason why sometimes many candidates recommended by head hunting company seem a little different from the requirement of the enterprise is the gap of its consultant in the understanding apcity of the position. Learning about the operation flow of the head hunting company: Now many head hunting companies are actually agency companies, who may tell you they hold thousands of talents data, when you entrust them with the job recruitment, they will just search the data in the database and may recommend candidates to you without basic interview. Looking at the website of the head hunting company: Many head hunting companies have established their own websites, so viewing their client group and historical records can be helpful to your grasp of their specialized fields. The websites of head hunting companies are different from those of talent agency companies. How to use headhunter It Very often the best candidates are already happily employed. They are not thinking of moving and they wont respond to an advert. Head-hunters role is to source these people for difficult-to-fill positions. They differ from agencies because they focus exclusively on approaching people already working rather than considering people looking for work. Why to use headhunter Headhunters are used for varied reasons, including and most especially for people looking for middle management and executive positions within their chosen industry. Headhunters or contingency executive recruiters are not as widely regarded, respected or considered to be as reputable as retainment executive recruiters. Generally speaking companies such as consultants and staffing agencies use headhunters to find people for contract or full-time/permanent jobs. Headhunters are useful when looking for more generalized positions, including general management, but their focus is helping their client to find potential candidates that the client themselves were unable to find despite all their efforts. This is one of the reasons that they have received such bad press. There have been cases where candidates have worked with headhunters and ended up not getting a position at all. In fact, the worst type of headhunter will forward any and every resume to their clients with total disregard to whether or not the candidate is suitable or not. This wastes time, money and sometimes contracts with clients. When to use a headhunter: When using a headhunter it is important to find someone that can be trusted before engaging them in a contract. This is best done by finding another firm that has used their services before and getting a recommendation. Also, it is critical for a company to insist that they are not sent every resume in sight and that they are kept totally informed of the work the headhunter is doing. The most important things to keep in mind when using a headhunter are: Quality work for a reasonable price Good communication policies References and recommendations from other companies that have used their services An ability to do a proper candidate search for people who are suited to a job position and not just anyone and any resume

Henry James :: American Scence Henry James Essays

Henry James In August of 1904, after more than two decades abroad, the sixty-year-old Henry James returned to the United States for a year. While William James had famously remarked that his brother was "a native of the James family" (W James 517), with little else in the way of national affiliation, Henry considered himself as American as ever after his twenty years in Europe. The book he wrote about his American journey was titled The American Scene only because James's first choice had been taken; he would have preferred to call it The Return of the Native.[1] But James's sense of himself as a native, as one at home in the United States, was shaken by his alienating experience of the American public, both as readers and as fellow citizens. Today I want to consider ways in which James struggled to preserve a secure sense of himself, the private identity he called "my me,"[2] in the midst of disorienting encounters with the American press and the American people -- encounters, I ar gue, that share a certain uncanny logic. The American press staged a lively debate over the meaning of Henry James, in reviews of The Golden Bowl and of the early chapters of The American Scene, accounts of James's lecture appearances, cartoons of the elusive "Master," and parodies of his ornate late style. The name "Henry James" came to serve as a kind of shorthand for a complex nexus of anxieties about ethics, art, and nationhood. James's writing and life gave rise to debates about morality (was he decadent or just sophisticated?), manliness (was he effeminate or just sensitive?), and modernity (was he an aristocratic anachronism or was he avant-garde?), all entangled with the question of James's supposed patriotism or lack of it. James himself experienced the press attention paid him as an assault, and felt a visceral sense of violation at the way that journalists used him to define their own positions in debates that often meant little to him. He felt like a freak, ogled for the benefit and entertainment of the American crowd: "only those can understand," he maintained, "who have been terrified & paralyzed absentees restored hither after long years & with every one wanting to see (or to deny) the strawberry marks on different parts of their persons.

Baker V Osborne

Running Head: Baker v Osborne Development Corp. Case Study Unit 2 Baker v Osborne Development Corp. Bonnie Leipold LS311-37COBL Business Law Kaplan University March 12, 2013 In the case Baker v Osborne Development Corp. , Baker would be able to sue the builder since the court ruled the contract ambiguous. This was because at one point the contract read, â€Å"shall be decided by the arbitrator† and another point in the same section the contract read, to be determined by the arbitrator or by any court. The arbitration agreement was procedurally and substantively unconscionable, since the arbitration agreement was not included in any contract between the buyer and the builder. The arbitration agreement was contained in a separate document that the buyers were not asked to sign at the time of the property was purchased. The court found substantive unconscionably because it would be very unlikely for the builder to sue the buyer. Arbitration has become more known for court cases t oday.Arbitration not only avoids cost and delays for litigation but it puts the dispute in front of the arbitrator who has the expertise to understand the case. States such as New York, New Jersey have consistently enforced arbitration of disputes governed by the FAA. (Berardo & Clemens, 2012) The NCR Corporation v Korala Associates LTD case said in enforcing a valid arbitration clause the courts must look at the entire contract to determine what goes to arbitration or goes to court.This case had many possible arbitration situations; two of them involved Korala obtaining software owned by NCR, APTRA XFS and S4i. Since only the APTRA XFS was included in the contract, only the situation involving the APTRA XFS software was sent to arbitration by the courts. The issue with S4i software would have to be taken to court. This is also the case with Baker v Osborne Development Corp. , The original contract did not include the arbitration clause in question and the buyers were allowed to sue the development company. ReferencesBaker v Osborne Development Corp. , 159 Cal. App. 4th 884,71CalRptr. 3d854 (2008) Miller, R. , & Jentez, G. (2010). The legal and constitutional envionment of business. In R. Dewey (Ed. ), Fundamentals of business law : Summarized cases (8th ed. , pp. 90-91). Mason, OH: South-West Centgage Learning. Berardo, J. , & Clemens, J. (2012). Retrieved March 13, 2013 from http://claimes-management. theclm. org/home/article/ Arbitration-clauses-in-Construction-Contracts Retrieved, March 13, 2013 from http://www. ca6. uscourts. gov/opinions. pdf/08a0029p-06. pdf.

Market Entry Into Kenya for a Food Franchise Essay Example

Market Entry Into Kenya for a Food Franchise Essay Example Market Entry Into Kenya for a Food Franchise Essay Market Entry Into Kenya for a Food Franchise Essay BNU5013 – International Management Strategies Post-Module Assignment for Prof. Minyuan Zhao The topic for our team presentation was the expansion of Global Franchise Architects (GFA) into Kenya. The group selected this company as we had just completed a communication strategy for them on how to expand in India, and one of our colleagues who is from Kenya thought that it might be a viable option for GFA to expand into Kenya. This paper will attempt not to repeat any facts stated already in the presentation, unless required to highlight a specific point. At a high level the group agreed, by a democratic process, to the consensus that GFA should not expand into Kenya, but I would like to disagree with that assessment after further research and analysis on my own. The key strengths of GFA are: 1) Operational excellence: This helps the investor to get a high Return on Investment (ROI) 2) Portfolio of 9 brands: Having multiple brands provides the investor to open combined stores with different brands or pick and choose the brands that they want to focus on. The main highlights that make Kenya an attractive market are: Positive GDP growth Lower interest rates- cheaper credit access Inflation down ( 5%) Market: 4 major cities opportunity – Nairobi (4M), Mombasa (1. 5M), Nakuru (1M), Eldoret (. 8M) – Majority Western style taste, entrenched â€Å"eating out† culture – High proportion of young and out-going population. Competition – 2 international (South African) food franchisers + local brands. – All have limited menus, not well managed and expensive. While risks entering Kenya are: High oil prices Exchange rate fluctuation Political stability The first thing that one needs to look at while deciding to enter a market is whether there is a demand for the product being sold and the spending capacity of the consumers. In the last year the Kenyan economy has been recovered from a slump and is currently booming. At the same time the fast food business has been growing with increased consumer spe nding (1). A new entrant can take advantage of the vacuum created by the closure of fast food stores due to the post-election violence and global economic slowdown. The second thing is how a company can differentiate itself from its competitors. GFA relies on its operational capabilities along with locally sourced produce to provide a high ROI. There are a few ingredients that are flown in from the central kitchen in Thailand like cheese to maintain a consistent standard of quality but the rest all are procured locally. With the recent explosion of high quality local produce (2) the franchisee would not have to rely on exported goods alone which result in higher cost of goods sold and lower profits. CAGE Analysis: While performing CAGE analysis to determine if GFA should enter Kenya or not the first thing compared to was the current operation in Sudan. Some things that stood out during this analysis were the similarities between how Starbucks launched and operated in China, a tea drinking country with low copyright protection. Cultural: International food tastes in major cities like Nairobi and Mombasa and the willingness to pay a premium for Western products Presence in Sudan cannot be leveraged due to differences in culture and local food preferences ADMINISTRATIVE: Lack of TM protection e. g. Brand Pizza Inn operated by a different owners of Pizza Inn U. S GEOGRAPHIC: Local Procurement of 65% of COGs, Rest would need to be shipped from Thailand Easily accessible from India and Bangkok by sea and air. Eastern and Central Africa’s financial and communication hub ECONOMIC: $838 GDP per capita, very low $ but users in city willing to pay a premium for western products Agricultural based economy, ensuring good supply of raw material required for the food business If GFA can create an image of an international provider and carve a niche the fast food market it can definitely succeed. Referring to the FDI decision tree along with the cage analysis one can deduce that it would be viable to enter Kenya but only if GFA can find the right contact to franchise with. GFA should not go in for the sake of going but conduct a thorough search for the right to local partner, one who understands the rules and regulations on the country and has operated other retail business in the country. AAA Strategy Implications: Once a decision has been made to enter the country, GFA would need to decide which of the Adaptation, Aggregation Arbitrage (AAA) strategy to excel at. It is very hard for any company to excel at all three at the same time but focus on different aspects or hybrid of two approaches as its strategy evolves. Below is a quick look at each of the three strategies: Adaptation: GFA will have to modify its menus to suit the local taste. It cannot try and replicate the menu that it serves in Sudan due to the various culture and eating habit differences. It’ll also do well to adjust its procurement strategy of raw material to adjust to the local supply chain management model. GFA would also have to adapt on how the product is marketed and the structure of the store i. e. independent Pizza stores versus joint Pizza and Ice cream store as highlighted by how the other franchisees operate in Kenya. Most are run as joint stores and in conjunction with other retailing outlets or petrol pumps. Having said that GFA might also differentiate itself from competition by providing high end Pizza stores like Pizza Hut does in asia. Aggregation GFA has been in operation for over a decade and there are definitely things it can aggregate amongst its distributed operations, things like Kitchen design knowhow, supply chain setup, marketing collateral, basics of the menu etc. It can also further aggregate the shipments to its two African country franchisees to lower cost of shipping and distribution. Even though the two might have different menus, they would still need the same basic products that are imported like cheese, kitchen equipment etc. Arbitrage Though GFA cannot arbitrage to lower labor costs or take advantage of costs in India or Thailand as the costs in Kenya are pretty cheap, what it can do is arbitrage on the quality of the products to charge a premium. It can get high quality cheese and sauces that its competitors cannot easily replicate and charge a premium for it while at the same time keeping its core recipes a secret. ADDING Value To confirm the entry into a new market one can perform a quick ADDING analysis and see if the entry adds any economic value or not. The image below is a quick snapshot of my analysis: pic] Adding Volume: GFA will definitely be able to add volume to its overall numbers by adding more stores Decreasing Cost: GFA might be able to lower the cost for franchisees a bit in its Sudan operations by sharing some transportation and logistics cost with Kenya especially on items that have to be shipped from India or Thailand. Differentiating: GFA will definitely be able to differentiate itself in the local Kenyan market as well in other markets by having international operations in multiple countries and continents. Improving Industry Attractiveness: GFA won’t be able to make too much of a difference on this front, though it will have some initial mover advantage especially since a lot of the other fast food stores shutdown during the last economic downturn. Neutralizing Risk: In theory GFA will be able to neutralize risk by diversifying across multiple countries but in reality it might be running the risk of spreading itself too thin. Also by moving into a country like Kenya which does not have stable political environment it might run into the risk of its stores being shut, which should not impact GFA as much as its franchisor. Generating Knowledge: GFA will be able to learn on how to operate in developing economies in Africa and if successful can utilize this knowledge to further expand on the continent. Having done the basic analysis the last thing GFA can look at how its potential competitors are performing in Kenya. Innscor Kenya, a part of Inscor Africa (a Zimbabwe based company with multiple brands) moved to Kenya3 moved to Kenya using the franchise model. It also operates like GFA with Multiple brands under one umbrella. Inscor found the Kenyan market to be the most promising on the continent4, where it soon further expanded its operations. Keeping such reference points in mind I think GFA should definitely look at expanding in Kenya through franchising with a suitable partner. References: 1: businessdailyafrica. com/Corporate+News/Food+businesses+record+growth+on+improved+buying+power/-/539550/1039392/-/item/0/-/rjqcn9z/-/index. html 2: tegemeo. org/documents/other/Regoverning_Kenya2007_information_sheet. pdf 3:http://dialadeliverykenya. co. ke/about_us. html 4:http://allafrica. com/stories/200402100125. html Class material and group presentation

How truckers can protect their mental health

How truckers can protect their mental health Attention all truckers: Of course you want to do your job well, which includes getting every haul to it’s intended destination on schedule, but do you know that taking good care of yourself, both mentally and physically, is a key component of being able to do your best possible work? It’s true- truckers often work long, grueling hours in cramped and isolated conditions, which can take its toll on their general well-being over time. When this happens, drivers aren’t doing themselves any favors or setting themselves up for long-term success on the job, which may be why burnout is a common problem among truckers.Smart Trucking recently published an article that features practical tips for truckers to maintain good mental health, so that they can perform all aspects of their jobs effectively while avoiding mental health issues and burnout. If you’re a trucker, and plan on being one for the long haul, consider taking advantage of the following tips for maintain ing good mental health.Consider a travel companionIf feasible and allowed, consider a co-pilot whenever you can, to help beat the road isolation that’s common for most truck drivers. A spouse, significant other, or even a pet in the passenger seat can help keep your spirits up when you’re making a long haul.Maintain a strong networkMake sure you’re taking care of your connections with friends and family while you’re on the road. These days it’s easier than ever to stay in contact with loved ones, so make sure you do so, which will help you stay grounded and feel supported through the seemingly endless miles on the road.Maintain a routineMost folks are creatures of routine and usually benefit from having one. A positive daily routine can give your life structure and also help you get things done. Although you spend most of your day behind the wheel, that doesn’t mean you can’t have a routine to stick to, from the moment you wake up unt il you go to bed.Exercise when possibleExercise does not just help keep you in good physical shape; it’s also great for maintaining a positive mental state. Try adding in some physical activity whenever possible to keep your mental health razor sharp.Maintain a good dietJust like exercise, a good diet is more than just good for your body- it’s good for your mental state. Although it can be tough to make healthy eating choices when on the road, do your best to try and you’ll be sure to see the benefits in your energy level, mood, and overall well-being.Bring some comforts from homeAlthough your truck cab may be small, that doesn’t mean you can’t make room for some comforting reminders of home. Some photos, knick-knacks, and small decorations can help keep you feeling positive and comforted when you’re driving.Keep your mind activeKeep your brain active and occupied while driving by listen to music, podcasts, or audiobooks. You can put that dr iving time to good use by expanding your knowledge and horizons.Make good grooming a priorityWhen we take care of ourselves and take the time to look our best, we feel better and our overall mood and outlook improves. Make the time to make good grooming a priority, and you’ll be glad you did.Make the most of your downtimeSure, truckers typically work long hours and have very little downtime. That said, when you do find yourself with some precious moments outside of your truck’s cab, make the most of it. Whenever feasible, get out from behind the steering wheel and enjoy your life.Sure, being a truck driver is hard work, but it doesn’t have to burn you out mentally and physically. Use the tips provided here to maintain a positive mental state when you’re driving, and hopefully you’ll sit happily behind the wheel for a successful career!

Market Plan Essay Example | Topics and Well Written Essays - 1000 words - 2

Market Plan - Essay Example Advertising is the most expensive strategy in the promotional mix. The strategy would help WBC to spread information widely through paid media. It aims at attracting people to purchase the water. While making this decision, WBC needs to choose the best media of advertising that will send the company’s message to the target market. The media also needs to be economical for the company to reduce its expenses. Some of the advertising Medias that WBC could consider are radio advertising, outdoor advertising, television, ambient advertising, the internet, magazines, newspapers, and door drops. Personal selling is a process that involves helping and persuading potential consumers to buy the crystal clear, granite filtered mountain water. This is a personal to personal interaction during the sales process. Interaction can be in the form of personal correspondence and face to face discussions. This strategy demands WBC to target specific potential customers with the aim of altering their desired product. The process would help the company demonstrate the benefits of the water. Sales promotions are media and non-media marketing communication that are used for a specific period to stimulate market demand, improve the product availability, and increase the consumer demand for the water. Sales promotion is a direct and immediate inducement. It adds value to the crystal clear, granite filtered mountain water and hence prompts consumers to buy the product. Direct marketing is a form of marketing that will allow WBC to communicate directly with potential customers. The method aims at eliminating middlemen and implies that WBC markets to its consumer group without secondary media such as radio and television commercials. The company can use this strategy by applying tools such as distributing fliers. The method would help WBC get immediate response and encourages lasting customer relationships.

Career research&analysis assignment Research Paper

Career &analysis assignment - Research Paper Example The principal collaborates with the other teachers to maintain and develop the curriculum standards, design or develop the mission statements, and set the performance objectives and goals. He/she hires, trains, recruits, and assesses the supplemental and primary staff and evaluates/ assesses the curricula, programs and teaching methods to determine their efficiency, effectiveness, and utilization and ensures that the activities of the school comply with the state, local, and federal regulations. The principal provides guidance and counsel to students about academic, personal, behavioral, and vocational issues. The other roles include leading and planning professional activities of development for administrators, support staff, and teachers and sets the educational goals and standards, which assist establish procedures and policies to carry them out (Bridges Transitions Inc). Education requirements- the educational requirements of this career include a bachelor’s degree in Education, and clear services in administration. Experience as a high school principal in a charter or public School forms part of the requirement with a Masters degree always regarded as an added advantage (CCSESA). Job outlook- Individuals in this profession report that one would often handle loads of up to 10lbs and sometimes 20lbs. the occupation may involve doing a lot of work standing or walking or may be sitting but using one’s legs and arms to control tools, equipments, or machines. This occupation thus requires that one be inside most of the time and involves standing for approximately more than a third of the working time. The occupation calls for understanding and identifying the speech of another individual, speaking clearly to be able to be understood by other people, and seeing up close clearly. The travelling and working hours are usually irregular and may also involve working during the weekend. Pay- the career of a