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Monday, August 27, 2012

Has Marks and Spencer’s identified the right immediate marketing priorities? Assess its immediate action.

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Marks and Spencer’s has to some extent identified the right immediate marketing priorities. They have acknowledged their unsupported complacency in the market, amd realised that in such a fickle retail world, the product can no longer ‘sell itself’, but a marketing department is needed in order for such a company to compete on the global market successfully. By realising that attention is needed in several important areas of the company M&S has the foundations with which to deal with the problems that have recently incurred.


By dismissing nearly one quarter of the company’s top executives not only has the company slimmed down the senior management team and lines of communication, but it has also opened the opportunity to employ executives from other marketing environments


that could introduce a management style that is new to M&S


By presenting the customers with the full range of products in a co-ordinated way M&S is focusing on the consumer � what it wants and how it wants it, the company is making the final product and how it is presented a priority. This is a positive move as retail is about selling a product � the consumer only sees the finished good and it is crucial that M&S present the goods in a way that will sell the most.


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Perhaps the most crucial change that M&S has made is forming the first ever marketing department in January 1. From this M&S can develop its goals, priorities and focuses in order to secure the future by regaining and ultimately expanding its market share. Through the marketing department M&S can consider the external as well as internal environment that affects decision making, and quantifiable and realistic targets can be set not only to meet the needs of the company, but also to increase a somewhat flagging motivation amongst the employees.


As sales are gradually starting to increase M&S can invest more confidently in its new stores, promotion and product lines. Market share is being successfully regained and target markets established. 00 looks more promising than the previous years for Marks and Spencer � and with such priorities established it is hopeful that the future will be more secure and stronger than ever before.





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How to become a successful investor in the stock market

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How to become a successful investor in the stock market?


Becoming a successful investor in the stock market isn�t a easy thing to accomplish. The stock market is a challenging game of strategy and discipline where you have pay attention to many things in order to be the winner. The aim of the game is of course to buy low and sell high. In the following report you can find useful information and tips which will most definitely help you to reach your goal of becoming a successful investor in the stock market.


The stock market in a nutshell


The stock market is a constant battle between buyers and sellers. There is never a clear winner because sometimes buyers have the upper hand and sometimes sellers are in that position. When the weight of selling predominates, then prices will fall; when buyers are in the ascendancy, prices will rise (Millard 18, 1). Sometimes the rises and falls are quite small; at other times they can be quite large. The balance between buyers and sellers is constantly changing which can be seen from the fact that share prices don’t stand still for very long. Investor who makes the big profits enters the market when the balance moves to the buyers (the share prices begin to rise) and leaves it when the balance is at the sellers court (the prices begin to fall). Unfortunately there isn’t a perfect investor who enters and leaves the market always the right time. There is also no such investor who always makes a profit from from every transaction. The cruel reality of investing is that every investor will make losses as well as profits. According to Millard (18, 1), the only successful investor is the one who makes a profit over a period of time.


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Sunday, August 26, 2012

theather experience

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Irresponsible


Being part of the theatrical world, you tend to face many good, bad, and interesting experiences. There are times where shows have been cancelled or postponed because of these circumstances. In this theater world when a situation such as these occurs, actors and the show tend to loss some type of chemistry. This illustration of devastation almost occurred in the boring production of Leather face.


There is no need to explain how boring this production was because I will just be boring you. The schedule comes out for the students who were part of the costume crew. I was not satisfied with this schedule so I made some switches with some other students.


Leather face was a bloody mess. Fake blood was scattered throughout the stage; on the walls, clothing, and bed, everywhere. So laundry had to done after every performance. It was done every morning and arrived in the theater about an hour and half before production. Job description sounds easy. Right!


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Some irresponsible student, such as me, forgot some important thing. So, I get phone call a half hour before production asking “where the hell you at.” I should of never switch schedules. I was in Huntington Beach look for an apartment. Immediately I hopped on the freeway and i am stuck in traffic. Surprising right! I still needed to go to school, pick up the laundry, and drive to the Edison. So I receive a phone call telling me just to go to the Edison. The teacher will take care of it.


I finally arrive five minutes before the show started. Thanks God, the stage was ready. I was really concerned about the actors. They thought it was pretty funny. This is where it gets better.


The teacher that picked up the laundry walks in the room that I was in. The meanest and ugliest looking face, it seemed as leather face got to her before she got to me. She wanted to discuss what had happened. It was the discussion I was looking for. She started yelling at me off the back. “How irresponsible of you…, what were you thinking,” etc. I am not the person you want to yell at if your present is not important to me. So I blew up on her and she was stunned. I told her she had some psychological issues and keep your private life away from work.” She stood there while the other students started to laugh. Next thing you know, she left because she felt really stupid that a student told her off. The other students said thank you because they could not stand her also.


The next day at school she was calmer then a bird. She tried to talk to me and I just ignored her. And the best part was I still received a “B” in the class. The moral of the story is to not be irresponsible.





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Friday, August 24, 2012

Management Styles

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The organisational structure of MG Rover


The organisational structure of a company has a large influence on the way the work is performed. MG Rover has its own unique structure, which influences its workforce. There are few layers in the structure between the workforce and the executives at the top. This creates an environment, which has lots of communication between many different people with different roles in the company.


For example Many of the people on the track building the cars have many meetings with managers and directors to share ideas and come up with new ideas for old problems. This way of communication is very popular with the workforce and has resulted in a fine product being produced. This type of management is very consultative.


Management styles and control


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People in different departments need more or less management control. People with less responsibility would need less managing and people with more responsibility would need more managing. In MG Rover people on the track who build the cars would need less managing and people with higher paid, more responsible jobs like engineers would need much more managing. This is due to the training and experience they both have. A track worker has less pressure under him/her so they would not take their job as seriously than a high grade manager. If a manager did something wrong then they would be in more trouble than the track worker so they do their work carefully. This means they need less managing. A track worker would need more managing because his job changes each day and problem occur so he/her needs to be managed and told what to do.


Person or Machine Company?


There are two types of company, a person company or, a machine company. A person company is a company who communicates well with its employees and shares ideas. They are much more flexible than a machine company and the workforce has much more influence on decisions. A machine company is much less flexible and the workforce has much less influence on decisions. A machine company would be somebody who is not in the press much. For example chemists.





Mg Rover is a person company and has many examples of being one. Mg Rover’s workforce has many influences on decisions and has their say when problems occur. The entire workforce who works on the track, managers on anybody else, all wear the same uniform. This reduces the image of a manager in the workforce. If everybody wears the same clothes everybody is treated the same. In a machine company this would be different. Mg Rover wants people to like them and this idea of keeping the workforce is an example of this. If the workforce is happy then the product made is likely to have much more quality than if the workforce was on strike all day! Mg Rover also has a good relationship with the public and this creates a good image for the company. A machine company would have no relationship with the public. This is done by raising money fro charity, for example at the motor show. Charities events such as the children in need netball match make MG Rover have a good image in the public’s eye and this achieves some of the objectives like providing services to the community.


Spans of control


Choosing the right span of control means striking the right balance between control and trust.





MG Rover has a wide span in the workforce because of its culture and management style. There is a wide span of communication and effectiveness in meetings with managers and workers. This would not be the case in a company with a narrow span of communication. There would also be less effectiveness in meetings. Because of the lack of input from the workers, meaning less ideas put forward.





MG Rover has a huge budget of £ million for training of the workforce and employing new young employees on apprenticeships. This is why the workforce is so flexible and could shift and more when needed to. A narrow spanned company has little training and a less flexible workforce.





MG Rover has effective interaction between superior and subordinate. This is common across the entire company and makes the workforce happier. This would not be the case in a narrow spanned company.





Due to the type of culture at MG Rover there has been a particular type of person employed there. People who work at MG Rover all have similar qualities and way of working. All employees look out for each other and share views. This results in a quality product being produced. After all this is what MG Rover is aiming for and I believe they have produced a very successful culture in the workforce which hopefully will continue. MG Rover is a fine example of a person company. This type of culture has been made because of the way the company has been run from the start. The company started with standards and ways of working. The codes of conduct and uniforms were made at the beginning and have been the same ever since. This type of culture has been made to keep the workers happy making the product of a higher standard because moral is high in the workplace.


Organisational configuration


When the company expands or reduces you need to increase or decrease the workforce accordingly. For example if MG Rover expanded there would be a need for an increase in the workforce and more management. This would be the opposite if MG Rover reduced in size, and then there would be a need for redundancies and a reduction in the workforce and management.





MG Rover has decreased since it was sold from BMW in the year 000. There was a reduction in the workforce and many people were made redundant. This was due to the reduction of income so the workforce needed to drop I size. Now MG Rover has brought out some new models and had a new image, sales have increased and many new apprentices have been employed as a result. The £ million training budget shows MG Rovers employees how much hope and the owners have and confidence that it wont all be a waste of money. This also boosts moral.


MG Rover’s management style


There are three types of management style, autocratic, consultative and democratic. Autocratic management is when the workforce is only to do what they are told and does not improvise at all. The company does not seek any input from the workforce. Consultative management is when the company has lots of input from the workforce and employees get their say. They discuss with subordinate and make decisions based on ideas from the workforce. This type of management is concerned with the feelings of the employees. Democratic management is when the wishes of the workers is equal to that of the managers. This style of management caters to the wishes of the individual workers.





MG Rover shows all three types of management but concentrates on one. They discuss all problems with workers and are influence by their views. They try to make the workforce happy and are very flexible. MG Rover is very open and is shown in the quality of the product. But MG Rover has some qualities of a democratic workforce also. MG Rover caters for all individual needs and everybody has equal say to managers and workers fore example. So MG Rover id mainly a consultative workforce but has some qualities of a democratic workforce.





An example of an autocratic workforce is a factory which has under age workers who are paid very little to work. These companies are usually in third world countries and the employees are treated very poorly. The workforce has no say at all, whatever they say does not matter at all and they probably will never move up by promotion. MG Rover is the opposite of this; everybody has the chance of promotion and most of the managers were track workers when they begun.





So as a summary MG Rover is a consultative managed company.











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Thursday, August 23, 2012

jobs

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The Bad Sister by Emma Tennant shows how society can alienate certain individuals, while accepting others based merely on opinion. Such is the case with Eliza Jekyll and Mrs. Hyde. During the meeting at Robina Sandel’s home, there were good and bad opinions of both these women. It was stated that Eliza Jekyll and Mrs. Hyde were “barely known to anyone present” (Tennant, ). Because of this, it is clear that the women of the meeting were being very judgmental in their accusations. Their opinions, and not much factual evidence, determined what was monstrous, and thus excluded from society. This created a false construct of reality, because it could have been argued that Eliza Jekyll was the real “monster.” Because that was not the dominant view, it was of no importance to the women.


First, during the women’s meeting, Mara described Eliza Jekyll as “the kind of woman that gives women a bad name” (Tennant, 4). She accused her of “pretending [she] cares for equality and other old fashioned concepts” (Tennant, 4). The other woman in the group did not agree. For example, Monica Purves said that Eliza was “a woman achieving in the world without losing her basic feeling of compassion towards humanity” (Tennant,4). In addition, Mara’s opinion was further discredited as Carol Hill spoke highly of Eliza’s personality (Tennant, 5). Because the other women in the group did not agree with Mara, her opinion was practically null and void. In fact, Mara was probably considered a nonconformist because she held different views. Being a nonconformist in society has the ability to make a person monstrous. This means that a person with a different opinion can be seen as monstrous even if the person does not have the appearance of a monster. The actual way of thinking can cause a person to be an outcast. The fact that these women viewed Eliza as a well-respected woman was powerful enough for Mara to be considered as an “outsider” and Eliza as a good person. If a person does not go along with the group, it is difficult for them to be part of that group.


When the subject of Mrs. Hyde came up, the women’s opinions greatly differed from their opinions of Eliza Jekyll. Although Mara defended Mrs. Hyde, her opinion was once again in the minority and not even considered (Tennant, 8). Several of the women saw Mrs. Hyde as “monstrous.” According to Tilda, “Mrs. Hyde had frightened her” (Tennant, 7). They viewed her as a nonconformist as well. For example, the way in which she dressed was unacceptable. “For she wore nothing, it was true, under the diaphanous white plastic” (Tennant, 1). Her economic status also made her “different” from the other women. Carol Hill heard that “Mrs. Hyde [was] shortly to be evicted from her premises in Ladbroke Grove” (Tennant, ). Mrs. Hyde was considered ugly above all, which made her an outcast as well. The views that the women had about Mrs. Hyde were strong enough for Mrs. Hyde to never be accepted in their circle. Never did they take into account that Mrs. Hyde, as well as Mara, were trying to avenge the women by going after the rapist (Tennant, 7). Although this was not common behavior for women, it was obvious that their intentions were good. The behavior outweighed the intention, however, and determined that Mara and Mrs. Hyde were “monstrous.”


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From the opinions of the women at the meeting, it is clear that monstrosity is a label given to members of a society that don’t quite “fit in.” It does not matter who is right or wrong; it only matters what the construct of reality is for the majority. Different thoughts, behaviors, or appearances, can work together or separately in pointing out who is monstrous or not in society.


Word Count 67





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Wednesday, August 22, 2012

Edgar Rice Burroughs

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He was born in Chicago to wealthy parents- went to private schools


He graduated from Michigan Military Academy in 185


He served in the 7th Calvary for a year ( 186-187)


He worked numerous odd jobs for the next fifteen years, such as


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- A railroad policeman


- The owner of a stationary store


- A miner in Idaho


- A manager for Sears Roebuck


In 100 he married Emma Centennia Hubert, with whom he had two sons and one daughter


For the next ten years he and his family lived in poverty, and he began to write in his spare time, not expecting anything to come of it


In 11, while 7 years old, he published his first serialized novel, Under the Moons of Mars


Munsey Publications bought his series of stories about adventures on Mars, which became instant hits in pulp magazines and put his name out in the literary field


In 114 he wrote Tarzan of the Apes, which sold 5 million copies in 56 languages. ( Interesting fact E. R. Burroughs never visited Africa)


He eventually wrote 68 books, 5 of them being about Tarzan


People loved them, but critics dismissed them as cheap literature. However, he was able to make enough money for it to be proifitable


Tarzan soon appeared in movies, comic strips, the radio, etc.


Edgar Rice Burroughs divorced Emma Hubert in 14, and a year later married Florence Dearholt. They divorced in 14


By the 10’s, he was wealthy enough to found his own publishing house and motion picture company


He died of a heart ailment on March 1, 150, alone but not impoverished.


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Sunday, August 19, 2012

Be Careful What you wish for

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“So, what do you want to be when you grow up?” said a friend of my parents, as I splashed around in our neighbors’ pool with several other kindergartners.


“Space shuttle pilot,” I responded without skipping a beat. Thus went one of the first manifestations of a life-long trait I’ve never done anything half-way.


By the third grade, I was so obsessed with aeronautics and space flight, I thought of nothing else. I received the “International Encyclopedia of Aviation” for my eighth birthday, a volume as heavy as a manhole cover and as readable as the Dead Sea Scrolls. Fascinated as I was at the time with “fighter jets!”, I read every page of it. I memorized facts and figures the way certain kids memorize sports stats. By the fifth grade, I could name every missile in the U.S. and Soviet arsenals; I could describe every type of aircraft that existed, what was flown by whom, by what air force, and when.


This all of course changed.


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In seventh grade I started my own business selling candy. This was nothing new, since I’d been selling candy since fourth grade. What was new was that this time I sold stock in my enterprise. Already with a reputation for business savvy, my friends eagerly snapped up the shares, driving the price to levels of insanity not seen since l. This was fine with me, of course, as I was on the receiving end.


Flush with capital from my recent success, I decided to broaden my horizons. After all, junior high could only offer economies of scale. Armed with a hot tip from the Wall Street Journal, a recent Christmas gift, I looked to NASDAQ with my hard-earned savings of $l50. I called up my parents’ broker and told him to buy me eight of Silk Greenhouses.


“Eight hundred?” he responded sounding amused.


“No,” I said, “Just eight.” Hey- I thought to myself, one hundred and fifty dollars is a lot for a l-year-old.


My parents were a bit skeptical about buying into a company that sold artificial flowers. But I reassured them. In just two years, they had gone from l stores to 57 and were planning a major expansion into California and New York. Besides, with so many people working, who had time to water their plants? Sure it was risky, but I still had fifty-two years till retirement and I could afford a bit of risk.


In the ensuing nine months, the stock market zoomed ahead, Silk Greenhouses leading the way, up over 80%. Trouble, though, soon struck. The stock seemed to hit a ceiling.


Then came the day of reckoning. November 0, l8, Silk Greenhouses announced it was having trouble with its store expansion and that third quarter earnings would be flat. The stock dropped like a stone, losing half its value in just one day. A year later to the day, the death knell was heard as Silk Greenhouses declared Chapter ll. Later SEC investigators found that in the weeks prior to the announcement, there had been heavy insider selling. News later came out that the company had been lying about its financial situation for over a year. Several key officers ended up either in jail or somewhere in the Caribbean. I was out l50 bucks.





Despondent over this setback, I pondered my next move. I thought about re-organizing my college education money. Having helped fill out my taxes, I realized that, now that I was fourteen, I was in a lower tax bracket. Thus, having all my money in tax-free municipal bonds made little sense. With inflation at .5% we were barely keeping even earning 4% in our tax-free Muni’s. I figured I had long enough to go until college so that any bumps in the stock market would be smoothed out between now and then, so we’d probably do better there. This caused my parents more than a few qualms. After all, now we were talking about real money. Eventually, though, I convinced them, and we placed the money in four funds oriented towards growth stocks and long-term bonds. I thought I might even be able to keep up with ever rising tuition costs.


I carry with me those painful lessons I learned from that first plunge into the stock market the sure bet often isn’t, and higher risk means higher potential for reward ... and for disaster.





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Thursday, August 16, 2012

Unit One

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Unit One


In this chapter, some of the different types of human creativity are introduced. There is also an emphasis on understanding the value of studying the creative process of tradition from past to present, which is called humanities. Visual arts, performing arts, and literary arts are all modes of expression that are studied in humanities.


One of mankind’s oldest skills is the ability to create pictures. The first important part of a picture is its medium, or its physical makeup. Also, the use of lines to create shapes can create a certain feeling in the viewer of the painting or picture. Light is used to create depth and to emphasize certain elements of the painting. Composition is the combination of a pictures elements into a whole which can include foreground and background.


There are all different kinds of sculptures that are made by shaping material into a three-dimensional work of art. If the sculpture is a full-round it is free standing and can be viewed from all sides and angles, whereas a relief sculpture is usually attached to a wall or a panel making it viewable from just one angle. Sculptures can be made from many different materials according to the desired texture, which can be explored by touch.


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The most complicated of the arts is architecture. Architecture combines most of the art to create buildings that serve some sort of functions to the community that builds them. Architecture is usually associated with wealth and power because it is very costly to design buildings that are not only works of art, but are also functional to the community.


Music is the organizing of sounds in such a way that they are meaningful to the ear. This is an abstract art that combines tone, pitch, color, and dynamics to create numerous varieties of sounds and feelings. An important concept to understand is musical form, which is the arrangement of the compositions parts into a unified and meaningful whole. Without music, dance, or rhythmic and patterned movement of the human body,


would probably be nonexistent.


Also, in this unit theater, opera, and literature were briefly discussed. Theater is the art of acting out dramatic literature in a live performance, while opera is theater set to music. Literary arts can be divided into two sections fiction and non-fiction.


In this unit is an introduction to the arts. Among these arts are pictorial arts, sculpture, architecture, music, dance, theater, opera, and literary arts. With each type of art, the book provided questions that are helpful in evaluating the different pieces of art, and determining their significance.


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Tuesday, August 14, 2012

performance appraisal and employment decisions

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Performance Appraisal


Reasons for appraising employees


1) For administrative decisions so we can determine promotions/demotions, assign raises, fire someone.


) To give employee development and feedback so they can correct what they do wrong and continue to do the things they do well.


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) research reasons to develop criteria, to validate predictor.


Ultimate vs. actual criterion


- Ultimate/theoretical criterion refers to your standard, your expectations of what good performance is considered. It¡¦s the construct that you are trying to measure. It¡¦s the definition of WHAT good performance is rather than how it is measured.


- Actual criterion operationalization of your theoretical/ultimate criterion. Exactly what physical measure you are trying to use to measure your theoretical/ultimate criterion. The measure of theoretical/ultimate criterion.


Criterion relevance what you are interested in and can capture. The extent to which actual criterion assesses theoretical/ultimate criterion it is designed to measure, or its construct validity. Closer the correspondence between actual criterion and theoretical criterion, greater the relevance of actual criterion. Relevance concerns the inferences and interpretations made about the meaning of the measurements of performance.


Criterion deficiency information you are interested in but can¡¦t capture with actual criterion measure. The missing info you want to know. To the extent that you have an unreliable measure, you are capturing irrelevant info and you capture what you don¡¦t need to capture if your measure is unreliable or not valid. Actual criterion does not adequately cover the entire theoretical criterion. Actual criterion is an incomplete representation of what we are trying to assess. [ex. Students test scores in math could be used as an actual performance criterion for elementary school teachers. But it would be a deficient criterion because elementary school teachers teach more than just math. A less deficient criterion = student scores on a comprehensive achievement test battery, including math, reading, science, and writing.].


Criterion contamination Information you capture but aren¡¦t interested in (erroneous, irrelevant, etc). Part of the actual criterion that reflects something other than what it was designed to measure. Can arise from biases in the criterion and from unreliability.


„X Biases people have cognitive limitations (forget things).


„X Unreliability to the extent that your measure is not capturing what you are looking fro (irrelevant/ unreliable info), you will have a contamination problem.


Problems with actual criteria


Criterion Complexity


- Most jobs are multidimensional (due to that, you¡¦ve to identify those dimensions and to assess them on all those dimensions) „³ attendance, motivation, quality, quantity.


- Need to assess all dimensions (two possible approaches). Let¡¦s say my job is 10 dimensional, do I keep those things separate or combine them into a single score.


o Composite criterion approach to make meaningful interpretations, you aggregate them somehow (combine¡Xavg. or add them up, etc)


o Multidimensional approach keep them separate


which is best? „³If you wanna make a decision you might want to combine.


„³If you wanna provide feedback you want to keep separate.


Dynamic criteria criterion itself does not change, the conditions around it do. Variability of performance over time, although it¡¦s the performance and not the standard that changes. This Variability makes assessment of job performance difficult because performance would not be the same throughout the entire time period being studied.


Objective vs. subjective measures of job performance


Objective measures ¡V counts of job related behaviors and results. Counts of various behaviors (# of days absent) or the results of job behaviors (total monthly sales).


Advantages- usually easy to interpret (dollars gained/ lost, # days absent)


- individuals easily comparable ( Todd sold 0 cars, Mary sold 10)


- can be tied to organizational objectives


- often already in corporate records (specially pos(+) stuff like sales vol).


Disadvantages - not suitable for all jobs (you can¡¦t quantify everything„³ ex. Art?)


- meaning of #s not always obvious (amnt. Of scrap material wasted; may be person is not doing job right or machine is fucking up)


data from records may be incorrect (human make errors as typing into record).


- Criterion deficiency & contamination (ex. Sales vol. doesn¡¦t tell how well a person does customer follow ups, at morning may be busier than at night).


-What is measured may not be under individual¡¦s control. (sales vol. „³ the product might not be selling due to market conditions not cuz you are a bad person).


Subjective measures ¡V most frequently used means of assessing the job performance of employees.


- Graphic rating form usually a scale from 1-5 (very poor to very good). Assess people on several dimensions of performance. Focuses on characteristics or traits of the person or person¡¦s performance.


Drawback what¡¦s a 5? Some people have different standards of what ¡§very good is¡¨.


- Behavior Focused Rating Forms attempt to solve the issue of graphic ratings. Concentrate on specific instances of behavior that the person has done or could be expected to do. Behaviors are chosen to represent different levels of performance. (for attendance, good behavior ¡§be at work everyday on time¡¨, bad behavior ¡§comes to work late several times a week¡¨


o Behaviorally Anchored Rating Scale (BARS)like a graphic rating form but you have specific examples of what a 1 is (#s are defined). Response choices are defined in behavioral terms. BARS can be used to assess same dimensions as graphic rating form, difference is that BARS uses response choices that represent behaviors, graphing rating form asks for a rating of how well the person performs along the dimension in question.


o Mixed Standard Scale (MSS) provides rater with a list of behaviors that vary in effectiveness. Rater is asked to indicate if rate is better than the statement, statement fits the ratee,or if ratee is worse than the statement. Statements for various dimensions are represented in random order.


o Behavior Observation Scale (BOS) loke MSS but you don¡¦t ask ¡§are you better than this¡¨, you ask ppl how frequently have you observed the indivifual perform the activity. (ex. How often your prof. use power pt. presentations on lectures). Contains items base don critical incidents, making it somewhat like a mixed standard scale. Raters are asked to indicate for each item the amount of time the employee engaged in that behavior. (recommended in %, like 40% of time he does so). Raters indicate frequency rather than comparisons of employee behavior (MSS)


Rater Biases and Error


(or control) behavior focused ratings scales (BARS, BOS..) to try to minimize these bias (particularly distribution biases). They are not necessarily all that more effective than graphic rating scales in terms of accuracy. They do provide some benefit but it¡¦s limited (specially for the cost of developing and time/trouble it takes to develop a BARS or BOS).


- Halo idea that good or bad performance on something will spill over to other dimensions. Tendency to rate that person high/low on other things as well simply because they are high on that one. It¡¦s an issue because you can¡¦t tell from true halo (employee performs at same level on all dimensions).





- Primacy and Recency we tend to remember the first impressions or the most recent memories of individuals (ex. You¡¦ve a performance appraisal review and it¡¦s been a year that you appraised that person, you are most likely to base opinion on last time you appraised him or very 1st impression).


- Distributional errors


„³ similar to me tend to load into people that have something in common (same Uni, neighborhood).


o central tendency idea that a supervisor¡¦s tendency to rate an employee right down the middle on all dimensions (not taking a stand whether employee is good or bad). Companies want justification for rating (ex. For rises, merit purposes, want to know why they have to spend additional $ on that employee). For low ratings you also have to justify it (reason is not monetary). For middle of the road you don¡¦t. Can be seen across ratings of diff. people.


o Liniency (loading on top (favorable, positive) ¡Vcan see it across many people- and severity (loading at bottom (negative) of scale). Problem you are not creating any variance whether you are loading in middle, bottom, or top, you are not giving the company any way to distinguish among individuals (to separate them and determine who¡¦ll get a raise in $)


- Controlling rater bias and error you have a normal curve/distribution and the idea is that you are loading on one part of the distribution (high, low end or middle). Occur when rater tends to rate everyone the same. Its possible that distributional error pattern does not reflect errors. All ratees might performed the same.


o Error-Resistant Forms to Assess Performance behavior-focused rating scales (BARS, MSS) were developed to eliminate rating error. Raters will be able to make more accurate ratings if they focus on specific behaviors rather than on traits. Behaviors are more concrete than traits so rating them requires less idiosyncratic judgment. Carefully developed behavior-focused scales „³ better rating error resistance than graphic rating scales.


o Rater Training to Reduce Errors most popular training is rater error training (RET). It¡¦s to familiarize rater with rater errors and to teach them to avoid these rating patterns. Reduces rating errors, but often at the cost of rating accuracy„³ raters might reduce the # of halo and leniency patterns in ratings, but those ratings are less accurate in reflecting the true level of performance. WHY/HOW? „³ rater errors are inferred from the pattern of ratings. Its possible that the performance of individuals perform their job equally well. Training raters to avoid same ratings across either dimensions or people will result in their concentrating on avoiding certain patterns rather than on accurately assessing job performance. RET might be substituting one series of rating errors for another.


o Training one person does judgement (or performing evaluations) of somebody else. Clearly there¡¦s something about their thinking pattern that is incorrect so therefore we can train them the misbehavior.


„X Rater error training point out or try to make the raters aware of the various biases and errors„³ you go training and you learn about halo, leniency, severity¡K [reduces error but does not increase accuracy]


„X Observation Training train supervisors/raters to be more aware of their subordinate¡¦s behaviors. To watch more closely, keep documentation (journal) „³so when comes time for performance appraisal you just look into it to analyze what they did¡Kotherwise you won¡¦t remember from the top of your head).[more accuracy, but does not necessarily reduce error]


„X Frame of reference you train your supervisor to really understand what that ¡¥1¡¦ really means on the scales. You make sure everyone is on the same page about exactly what the ratings mean. You are almost teaching the test, you are teaching them to use the performance tool that you have given them accurately and adequately. (ex. Out of the 000 best astronauts, you pick 0 (the cream of the cream) because they all (000) have PhDs, etc¡K a ¡§1¡¨ in this purpose is not a ¡§1¡¨ in the general population (were it¡¦s someone without a high school degree), they are all ¡§5¡¨ in the general population. [pretty effective]


This is not an attempt to reduce bias, but to increase your understanding about what may affect those biases, or what may affect your performance ratings





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Wednesday, August 8, 2012

Boutique

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My passion for shopping and love of clothes has motivate me to go to college and major in business and technologies, so that one day I can open my own boutique, or shop. It is my hope that my education and own personal style will help me achieve this goal, and make my dreams come true.


The first step in starting a business is location. They say that business is about three things, location, location, location. In my opinion an ideal location for a retail store is a place that is already known for its retail selection. Rodeo Drive in Hollywood and Newbury Street in Boston would be prime examples of this. With a valuable retail location come some benefits and some setbacks. For example, a major setback is the rent. Prime real-estate will take major capital, but in the long run it will make up for itself in the amount of foot traffic available. I can’t expect to get rich because of the location, but there will hopefully be constant cash flow to cover cost of business.


My experience as a shopper over the last five years of my life has opened my eyes. It helped me see that marketing and advertising companies have been able to convince consumers that they need certain articles of clothing to make them feel good about themselves. Most woman have the need to feel sexy, and I would strive to capitalize on that need. I would carry brands of clothing that already have their own marketing such as Gucci, Dolce & Gabanna, and Ralph Lauren. Name recognition is key. You can’t buy a fashion magazine without seeing advertisements for these designer names. Not only that, most consumers purchase a brand of product because they’re familiar with it.


Upon the opening of my boutique I will emphasize how trendy the clothes are. It will be the most cutting edge and up to date looks. The shop will cater to both men and women whether they want an outfit for work, cocktail party or even a night out on the town. There will be varieties to choose from.


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All customers no matter their appearance will be treated the same. Looks can be deceiving. Some people may not look like they have money , but it may be the other way around. Customer service is very important. Not only do you build your reputation on good grounds but word of mouth spreads fast. If you are helpful to all customers then you’re bound to get them to come back in again and they may bring a friend or two along as well.


Through my vast experience as a shopper, and what I intend to get out of my college experience, I feel that I will have a good chance at being a successful entrepreneur. As well as a pillar of the local fashion community. These goals may seem far fetched to some but that’s what dreams are made of.


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Tuesday, August 7, 2012

Yankee Dawg you Die

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Asian Americans have long been denied roles in society because of their appearance. Their obvious difference in the way they look, compared to the “Caucasian ideal”, deny them many opportunities in our culture. This is clearly supported by two plays called Yankee Dawg you Die, written by Philip Kan Gotanda and The Year of the Dragon, written by Frank Chin. In each of these plays we are introduced into this realm of discrimination and this cultures struggle with stereotypes. Throughout both performances we are the spectators, involved in the process of categorizing and racial stereotyping. In both plays there is a clear showing of racial stereotypes and ethnic bias, and even though written by two different authors, both show the significance and relevance in today’s society.


In Yankee Dawg You Die, we are introduced to two actors. Bradley who is new to the Hollywood experience of ethnic casting, and Vincent a seasoned veteran who has undergone the riggers of being a Chinese-American in show business. This play clearly demonstrates stereotyping of this ethnic group. Throughout the play the actors are conflicted with the issues of taking roles that are demeaning to their culture, and ethnicity, or being out of work. However these are the only roles that the actors are given. Their obvious difference in appearance hinders them, by classifying them as only being able to play Asian parts. From the dialogue written by Gotanda it is evident that these two actors are quite talented. Their improvisation with each other, in addition to their ability to play off of each other’s lines is a sure sign of their talent. This just reinforces the point that even though they have a great ability for acting, they are still not cast as anything other than the stereotype. “Such a demonstration of skill reinforces that Vincent and Bradley fail to get major roles because of systematic racism in the industry not because of their inability to play difficult parts” (Lee, 17, pg. )


In the dialogue of the play we are shown that Vincent has had a variety of roles, and he is an experienced actor. However even though he has experience he is still given roles classified as stereotypes. In the play Vincent says “I was so cocky after my first Oscar nomination. No more of those lousy Chinaman’s parts for me anymore.” (Gotanda 11, pg 45) However in the immediate line following, his agent tells him not to get his hopes up. “Its different for you” he states. These lines truly show the ethnic discrimination Asian Americans go through daily. There difference in appearance hinders the ability to progress in a Caucasian oriented world. With this said it leaves the characters with very limited options, either play the stereotypical roles or to “perform with integrity within the alternative Asian American community” (Lee, 17 pg 105) However the second choice doesn’t leave much room for work, especially in a “Hollywood Society” that is notorious for stereotypes of all racial groups. Chinese American struggles are clearly demonstrated in this play, and it shows the stereotypes Caucasian Americans have towards this group.


Next is the Year of the Dragon. In this play the audience can’t help but to be thrust on stage, and feel as though they are a part of the Caucasian Voyeurism that occurs. It is obvious from the start that stereotypes are placed upon Chinese Americans, and that they are forced to play these roles in order to survive. In the play the character of Fred is a tour guide in Chinatown, who plays to his audiences’ perceived notions of Chinese Americans. His actions consist of over exaggerated speech and a promise of authenticity by offering the spectators a chance to “eat where he eats.” Obviously he is horribly upset that he has to play to them, and while leaving the stage we can hear the actor cursing. As his stereotype becomes more exaggerated we can see the spectacle that begins to form. The tour group seems to accept this as the normal way of life, and actually enjoy the “character” more, rather than who Fred really is. This belief that Chinatown is what Chinese Americans are truly like, is the point that Chin is trying to make clear. Josephine Lee, assistant professor of English at the University of Minnesota, says “the strategy of Chin’s play is to address such presumptions directly, ridiculing the spectator who looks for the reality of Chinatown in stereotypes.”(Lee 17, pg. 46)


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In addition, the younger characters in the play have a sense of disdain for there own culture. Society has made them ashamed of who and what they are. One of the most revealing points in the play is when Fred’s sister Mattie says “all of a sudden I feel like just another yellow girl on the arm of a Caucasian.” This line clearly demonstrates the idea that “white America” has made her ashamed of who she really is. She then continues to say how she wants to go back to Boston, where she will not be considered Asian. Also Fred becomes increasingly angry at what he has to become in front of groups, that he starts to actually hate his own ways of his family. He states that all he wants to do is become a writer, and yet is stuck giving tours to unappreciative stereotyping Americans.


However one might argue that racial equality today is an issue that everyone faces, even Caucasians. Also that the need for attention to those issues are lessening due to the rise in diversity in our culture. Some believe that there is no more of a stereotype for Asians as there is for the average white male. Caucasians could argue that with societies ever growing population, they too are becoming a minority. According to the U.S. census bureau,


“The population of the United States is becoming increasingly diverse. In recent years, Hispanics and minority racial groups 1 �non-Hispanic blacks, Asians, and American Indians�have each grown faster than the population as a whole. In 170 these groups together represented only 16 percent of the population. By 18 this share had increased to 7 percent. Assuming current trends continue, the Bureau of the Census projects that these groups will account for almost half of the U.S. population by 050.” (Us census, 1)


In the Play as well there is a reference to this feeling of equal discrimination when Ross says,


“Hawks hates me. Dove, Republicans, Communists, Democrats, Southern Whites. Freedom riders. Blacks. Chicanos, Indians, hard-hats. Ecologists. The police…! I’m Mr. White Male Supremacist. Middle Middle class American liberal Four Years of College Pig. So I’m used to the Hostility” (Chin, 181, pg. 1)





This point however does not really have any basis. Even though demographics are changing, Caucasians are still the preferred race on issues such as casting in roles, and other everyday life occurrences. In addition, they are still the majority, and will be for quite some time. Caucasian Americans haven’t truly been oppressed by any different racial group throughout history either. Therefore lack of knowledge comes from the lack of experience of being oppressed.


In conclusion, there has been a clearly evident correlation between racial stereotyping and the way society views Asian Americans. In both of the plays discussed, we are given an inside view to what it is like to be classified day in and day out. Whether it is the casting of Asian Americans in stereotypical roles for movies or theater, or as simple as a Chinese tour guide performing for white tourists, the stereotypes are plainly visible. It is strange to think that even today there can be this type of equality and racial injustice. In movies, Asians, typically, never play leading roles unless it involves martial arts, and racial jokes continue to be spread, strengthening the stereotype. The main significance I found about reading these two plays would be that they are still relevant to today. If I would have had no previous knowledge of when they were written I could have easily thought that they were written today. This goes to show that it is true, there is still racial discrimination prevalent in today’s society, and Chinese Americans are categorized based on their appearance. Hopefully with the rise in diversity around the nation, these stereotypes will one-day be forgotten.


Bibliography


Lee, Josephine 17 “Performing Asian America. Race and Ethnicity on the Contemporary Stage” Philadelphia, Temple University Press.


http//www.access.gpo.gov/eop/ca/pdfs/ch.pdf


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Monday, August 6, 2012

Education Rita

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“ Character “


Willy Russell portrays both the power and the pitfalls of knowledge in Educating Rita unbelievably well. As the story progresses, one may find it fascinating to analyse the two main characters of the play, Frank and Rita. In quite a number of ways they are similar. In many ways they are different as well.


Throughout the beginning passages, it becomes clear of Frank and Rita’s yearning for that which they do not have. In Frank’s case, it can be imagined that he is in search of an adequate partner or companion to share his life with. He is lonely and depressed; thus, giving him reason to resort to alcoholism. “It’s myself I’m not too fond of,” says Frank on page . The greed for power through knowledge is seen as very obvious with Rita’s statements. In response to the question of what she would like to know, she answers, “Everything,” � page 6. They both simply want to obtain happiness, in their own personal and enigmatic way.


Identities are slowly revealed as one begins to understand the nature of the two’s problems. Suppressed feelings are lit ablaze more and more as the days go by. Evasion results in anger, which then leads to many unnecessary conflicts. Frank and Rita, like many others in the world today, are merely afraid of the mysterious entity of powerlessness.


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Perseverance and determination divide the two apart. Rita still wishes to venture further into the unfathomable depths of life, whilst Frank seems as though he has had enough of it all. Because of Rita’s striving personality, she is somewhat able to achieve her goals. She says on page 5, “You’ve got to challenge death and disease.” Conquered by despair, Frank wallows in self-pity and emotionally regresses instead.


Here, change is inevitable. Nearing the end of the play, one can distinctly see the true difference between the two characters. From a complex and complicated literature professor, Frank evolves into a man searching for simplicity. Rita, however, finds herself amidst the struggles and challenges of the power of the knowledge that she has gained. In essence, they have merely fed off of one another, teaching the other to see the opposite side of life.


A most interesting conveyance of human personality, desires, and illusions is etched in clarity all throughout this remarkable play. To the mind of any zealous reader, one may begin to understand the fact that life is not a product of conditions, but of decisions. Despite all the knowledge and power on earth, without the wisdom to use it properly, nothing shall ever be attained.


Willy Russell’s Educating Rita teaches you that character is what you are in the dark.


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Thursday, August 2, 2012

"A Doll's House" Cause and Effect: Delusive Appearances

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What effects do deceptive appearances have in people’s lives and relationships? Appearances are often adopted to please other people and to be able to manipulate them easily. These unreliable appearances prove to be the misleading veneers that mask the reality of people and situations. Many of the adopted deceptive appearances are the result of a response to a challenge, but the falsehood of them leads to negative results in relationships. In “A Doll’s House”, Henrik Ibsen intends for the reader to learn that deceptive appearances end in misunderstandings and cause negative reactions to those involved in romantic relationships.


People often adopt delusive appearances in order to please other people and to be able to manipulate them easily. At the beginning of the play, Nora plays with the buttons in Torvald’s coat, seductively, while asking him for money, she acts foolishly and dependant upon him, knowing that’s the way she likes her. She states at one point, when she is accused of eating macaroons behind Torvald’s back, that she “would never do anything against [Torvald’s] wishes”. Nora creates this image of herself because that’s what it is expected from her she is to beautify the home, not only through proper management of domestic life but also through proper behavior and appearance. Noras character is used as the ideal woman that society would place on a pedestal, gaining high status and great reputation as an obedient wife. Wanting or needing to adopt them to please and manipulate other people is one of the effects deceptive appearances have in people’s lives and the relationships in which they are involved, and so is the wish to mask the reality of people and situations.


Unreliable appearances are misleading veneers that mask the reality of people and surroundings. Talking to Mrs. Linde, Nora states that “[Mrs. Linde] is like the rest. [People that know her] all think [Nora] is fit for nothing really serious” Nora initially seems a silly, childish woman, but as the play progresses, we see that she is intelligent, motivated, and a strong-willed, independent thinker. Nora also states that “When Torvald is not so much in love with [her] as he is now; when it doesnt amuse him any longer to see [her] dancing about, and dressing up and acting…” Nora is perfectly aware of what Torvald likes her to be and do. Every character in the play show him/herself as someone but then throughout the play we see they aren’t really like that. Torvald, though he plays the part of the strong, benevolent husband, reveals himself to be cowardly, petty, and selfish when he fears Krogstad may expose him to scandal. Krogstad reveals himself to be a much more sympathetic and merciful character than he first appears to be. The instability of appearances within the Torvald household at the plays end results from Torvalds devotion to image at the expense of the creation of true happiness. These unreliable, plausible appearances are used to mask the reality of people’s lives, and they also are the result of a response to a challenge, but the falsehood of them are the leaders to negative results.


Deceptive appearances are the results of a reaction to a challenge, meaning that in some cases is inevitable, but the falsehood of them leads to negative consequences in relationships. When Nora decided to leave Torvald, he asked her how he had forfeited her love, for which she responded she “saw [Torvald] wasn’t the man [she] had imagined. Because Torvald craves respect from his employees, friends, and wife, status and image are important to him. He would do anything to gain that respect from people that he created a personality for himself that showed a strong, powerful man. But because he wasn’t the man he had shown his wife he was, when she realized what he was really like, she realized she didn’t love him anymore. She said so herself, “[Torvald] neither think[s] nor talk[s] like the man [Nora] could share [her] life with” By the end of the play, we see that Torvalds obsession with controlling his homes appearance and his denial of reality have harmed his family and his happiness irreparably.


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In “A Doll’s House”, Henrik Ibsen shows how deceptive appearances end in misunderstandings and cause negative reactions in those involved in a relationship. What effects do deceptive appearances have in people’s lives and relationships? When you adopt a false appearance to gain benefits from it by making people believe you’re something that you’re not, and/or to hide reality from others, it creates conflicts and misunderstandings, often leading to the break-up of the relationship, and the emotional destruction of the people involved.


A Dolls House by Henrik Ibsen


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