Chef Satisfaction Essay Example for Free

Chef Satisfaction Essay The findings showed that employees’ job satisfaction directly and positively influences organizational commitment, but does not directly influence job performance. Employees’ job satisfaction enhances job performance only through organizational commitment. Internal marketing, empowerment and leadership also positively influence job satisfaction. Empowerment and leadership enhance employees’ organizational commitment. Internal job stress negatively influences employees’ job satisfaction and external job stress enhances employees’ job performance. According to the findings, this paper realized the main factors which influence hospitality industry employees’ job satisfaction, organizational commitment and job performance, which can function as criteria for human resource management in the hospitality industry. Key words: Hospitality industry, job satisfaction, organizational commitment, job performance.   With the change of the industrial structure in recent years, the output value of the service industry has become more than 70% of the GDP in most advanced countries (CIA, 2009). Thus, the service industry plays a significant role in national economic development. In 2008, as the world encountered a financial tsunami, the governments of different countries selected potential service industries and supported them with resources, in order to energize economic development. The hospitality industry is a typical service industry, and it is critical service industry around the world. In Taiwan, the scale of the hospitality industry has been increasing year by year. According to the Statistics Department, Ministry of Economic Affairs, in 2001 the business volume of the hospitality industry in Taiwan was NTD 261. 3 billion. In 2006 it passed NTD 300 billion and in 2009 it reached NTD 321. 7 billion. However, the hospitality industry refers to labor services and relies on manpower in areas such as production, delivery and restaurant service. Thus, the hospitality industry is mainly based on services. As mentioned in Bitner’s (1995) framework of the service marketing triangle, service providers play a critical role in the service industries. In service industry management, regarding the importance of employees, Heskett et al. (1994) proposed the framework of service profit chain. In the service profit chain, there are critical linkages among internal service *Corresponding author. E-mail: [emailprotected] tcmt. edu. tw. Tel: +886-2-28102292 ext. 5009. Fax: +886-2-2810-6688. Tsai et al. 4119 quality, employee satisfaction/productivity, the value of services provided to the customer, customer satisfaction and company’s profits. This chain shows that internal service quality can enhance employee satisfaction, which will enhance employee productivity and further result in external service value and enhanced customer satisfaction. Finally, the company can make a profit (Zeithaml et al. , 2009). Therefore, satisfied employees make satisfied customers. Service personnel satisfaction significantly influences organizational commitment and job performance on customer satisfaction and corporate operational performance (Ladkin, 2002; Dunlap et al. , 1988; Tansuhaj et al. , 1988; Chowdhary, 2003; Yang and Chen, 2010). How to enhance service personnel satisfaction, organizational commitment and job performance is a critical issue in service industry management. In past research on employee satisfaction, organizational commitment and job performance, many scholars (Babin and Boles, 1998; Bernhardt et al. 2000; Van Scotter, 2000; Koys, 2003; Testa, 2001) have validated that employees’ job satisfaction positively influences job performance and organizational commitment. In studies on factors of employees’ job satisfaction, job performance and organizational commitment, the service profit chain proposed by Heskett et al. (1994) and service marketing management model indica ted by Tansuhaj et al. (1988) on overall service industry both demonstrated that managements internal marketing activities produce job satisfaction and commitment to the organization. In addition, many studies have found close relationships between leadership, employee satisfaction, organizational commitment and job performance (Billingsley and Cross, 1992; Yammarino and Dubinsky, 1994; Burton et al. , 2002; Avolio et al. , 2004; Chen and Silverthorne, 2005). The above studies have mainly focused on the educational service industry, retail industry, manufacturing service industry, medical service industry and governmental institutions, but have not conducted indepth explorations on the hospitality service industry. Hopfl (1994) indicated that in the service delivery, firstline employees must be empowered to some degree in order to cope with customers’ special demands. Thus, job empowerment can be treated as important management to encourage first-line service personnel and immediately solve customers’ differential demands. Avolio et al. (2004), Caykoylu et al. (2007) and Chen et al. (2008) respectively conducted empirical studies on medical personnel and employees of the telecommunication industry, banking industry and postal industry, and found that empowerment positively influences employee satisfaction and organizational commitment. One issue worthy of further study is the extent of how empowerment positively influences hospitality industry employee satisfaction and organizational commitment. In addition, first-line employees face different customer demands and supervisor requirements, therefore job stress is a critical issue for them. Jamal (1990) and Jex (1998) suggested that reducing employees’ job stress could enhance employees’ job satisfaction and job performance. Williams and Cooper (2002) and Ouyang (2009) indicated that proper job stress would enhance employees’ job performance. In the hospitality industry, the influence of job stress from external customers and internal supervisors on employees’ job satisfaction and job performance is an issue worthy of further exploration. Based on the above, internal marketing, leadership, empowerment and job stress are possible factors of service industry employees’ job satisfaction, organizational commitment and job performance, and these factors are validated in various service industries. However, the outcomes in different service industries are not the same. For the hospitality industry, it is important to validate and analyze the influences of the above factors on employees’ job satisfaction, organizational commitment and job performance. Thus, this study intended to combine internal marketing, leadership, empowerment and job stress and proposed an integrated model of hospitality industry employees’ job satisfaction, organizational commitment and job performance. Hospitality industry employees in Taipei City were treated as the subjects, and the researcher probed into factors of hospitality industry employees’ job satisfaction, organizational commitment and job performance in order to function as criteria for management in the hospitality industry. LITERATURE REVIEW Job satisfaction The term â€Å"job satisfaction† was proposed by Hoppock (1935) who suggested that job satisfaction means employees’ emotions and attitude toward their jobs, and is their subjective reaction toward their jobs. The definition of job satisfaction is generalized into three categories: (1) Definition of generality: Job satisfaction refers to the affective reaction to one’s job as the most (Ozer and Gunluk, 2010). Job satisfaction, which is one of the most important necessities for an individual to be successful, happy and productive, is a feeling of satisfaction, that is, an outcome of the perception of what the job provides for an individual (Ay and Av aro lu, 2010); (2) Definition of difference: This refers to the degree of satisfaction and the difference between ndividual actual returns and required returns. For instance, Porter and Lawler (1968) suggested that the degree of satisfaction depends on the difference between a person’s actual returns and expected returns; (3) Definition of criterion framework: Peoples subjective perception and interpretation on objective traits of organizations or jobs would be influenced by individual criterion framework. According to Smith et al. (1969), job satisfaction is the outcome after a person interprets the job traits according 4120 Afr. J. Bus. Manage. o the criterion framework. The influence of certain work situations on job satisfaction is related to many factors, such as comparisons between good and bad jobs, comparisons with others, personal competency and past experience, etc. Job performance Kane and Lawler (1976) suggested that job performance refers to the record of the results when employees have practiced a job for a certain period of time. According to Schermerhorn (1989), job performance refers to the quality and quantity accomplished by individuals or groups after fulfilling a task. After a certain period of time, measurements of employees’ job performance could serve as criterion for promotions, wage adjustments, rewards, punishments and evaluations. Cascio (2006) suggested that managers must specifically define performance to allow the teams or employees to recognize the organizational expectations in order to fulfill the organizational goals. In other words, managers must set concrete goals, trace the fulfillment degree and evaluate the teams’ or employees’ performance. Van Scotter and Motowidlo (1996) suggested that employees with a high degree of job enthusiasm will demonstrate extra effort and devotion, and will actively seek out solutions to problems at work in order to enhance their job performance. Robbins (1998) divided the measurement of job performance into job result, job behavior and personal traits. Lee et al. (1999) divided job performance into efficiency, efficacy and quality. Efficiency refers to the employees’ output rate and is the ability to accomplish tasks before deadline. Efficacy refers to the employees’ goal accomplishment rate and proposals. Quality refers to the employees’ error rate and complaint rate, supervisor satisfaction, customer satisfaction and colleague satisfaction. This study suggested that in the application of this construct to measure hospitality industry employees’ job performance, efficiency should refer to the employees’ speed in customer service, efficacy should mean the accomplishment of tasks assigned by customers, and quality should mean the employees’ performance in customer service. As to measurement, Shore and Thornton (1986) indicated that self-evaluation allows individuals to participate in performance evaluation and serves as a criterion. Based on the above, according to the views of Lee et al. (1999), this study divided job performance into efficiency, efficacy and quality, and measured hospitality industry employees’ job performance using employee self-evaluation. Smith et al. (1969) proposed the Job Description Index (JDI) to measure job satisfaction, with the constructs including wage, promotion, job, supervisors and colleagues. Black and Gregersen (1997) found a positive correlation between job satisfaction and job performance. Organ (1990) suggested that when employees are satisfied with their work, they are willing to sacrifice themselves and devote to their organization. Organizational commitment From the perspective of attitude, Porter et al. (1974) indicated that organizational commitment is a person’s active and positive intention to identify with and internalize organizational goals and value. According to Reyes and Pounder (1990), organizational commitment is the strong belief and intention to identify with organizational value, devote to and stay with the organization. Mathews and Shepherd (2002) suggested that organizational commitment refers to workers’ attitude, behavior and connection between individuals and the organization. Guest (1995) indicated that organizational commitment is at the core of human resource management. It transforms traditional manpower management into the core of human resources. Organizational members’ attitude or intentions particularly indicate the importance of employees’ organizational commitment. Dee et al. (2006) suggested that organizational commitment is a person’s intention to devote to and be loyal to the organization. Lambert et al. (2006) suggested that organizational commitment is the structural phenomenon of trading between individuals and organizations. It increases with time, but it does not lead to a transferable investment outcome. Thus, in theoretical study and practical use, scholars have valued organizational commitment in human resource management. In recent years, many scholars have probed into organizational commitment from the view of Porter et al. (1974). Thus, this study also followed the above view and divided organizational commitment into value commitment, effort commitment and retention commitment. This study further treated these three constructs as criteria to measure hospitality industry employees organizational commitment. Definitions of these constructs are thus shown: (1) Value commitment: a strong belief and identification with organizational goals and values. 2) Effort commitment: the intention to devote more to the organization. (3) Retention commitment: a strong intention to continue being part of the organization. Internal marketing Internal Marketing (IM) is the process of handling staff as internal customers and projects as internal products that satisfy the needs and desires of the customers and adhere to the company’s goals (Berry and Parasuraman, 1991). Rafiq and Ahmed (1993) suggest that internal marketing involves â€Å"a planned effort to overcome organizational resistance to change and to align, motivate Tsai et al. 4121 nd integrate employees towards the effective implementation of corporate and functional strategies†. Joseph (1996) suggested that internal marketing is can be applied to marketing and human resource management, combining theoretical techniques and principles in order to encourage, recruit and manage all employees in the organization and constantly improve external customer service and mutual services. In addition, Ahmed et al. (2003) defined internal marketing as the emp loyees’ evaluation of the reward system, internal communication, training and development of the company. Internal marketing empirical research in the service sector has proven that internal marketing has influenced on internal customers (that is, employees) satisfactions. Berry and Parasuraman (1991) suggested that the advantages of internal marketing implementation in organizations are as follows: (1) To acquire and keep excellent talent; (2) to provide a common vision so that employees have job purpose and meaning; (3) to give employees the ability and knowledge to accomplish the work; (4) to encourage employees to share the results of teamwork; (5) to create job designs be based on the findings of marketing studies. The aforementioned views reveal that corporate implementation of internal marketing allows employees to enhance service quality, which increases the production and profits of the companies. The implementation of internal marketing in the organizations results in an internal service culture, raises service consciousness and increases profits (Parasuraman et al. , 1985). Based on the views of these scholars, internal marketing is critical for organizations and influences external marketing to further enhance customer satisfaction. According to the these definitions and based on the views of Rafiq and Ahmed (1993) and Ahmed et al. (2003), this study treated employee evaluations of reward systems, internal communication, and training and development of companies as criterion for measuring internal marketing of the hospitality industry. Leadership Leadership refers the process of influencing the team to accomplish the goals (Robbins and Coulter, 2005). Leaders are key success factors of an organization (Bass, 1985; Daft, 2002). Skillful leaders recognize and use the interpersonal relationships of the team and strengthen the members’ loyalty and morale. Effective leaders must learn skills such as patiently sharing information, trusting others and recognizing the timing of interventions (Steckler and Fondas, 1995). In recent years, numerous scholars have tried to discuss leadership from new perspectives. New studies of leadership theory have particularly stressed the influences of demands between leaders and subordinates, the interaction of personality traits and situational factors on leadership (Bargal and Schmid, 1989). Corporate leaders must select a proper leadership according to their subordinates’ different demands for supervision, in order to enhance employee satisfaction and fulfill expected goals. Bass and Avolio (1997) divided leadership into transformational leadership and transactional leadership. In transformational leadership, subordinates trust, respect and are loyal to their leaders. Leaders can develop their subordinates’ potential and enhance their confidence by changing their values and beliefs in order to increase their organizational commitment, intention and motivation to create exceptional outcomes. Transformational leadership can be divided into ideal traits, ideal behavior, the encouragement of inspiration, and the stimulation of wisdom and individual care. In addition, transactional leadership means leaders and members remain in the process of negotiation and mutual benefit instead of a persistent one-purpose relationship. Social exchange theory is treated as the theoretical base. When subordinates act according to their leaders’ expectations, they will have returns with a specific value. Transactional leadership can be divided into contingent rewards, and active and passive exceptional management. Most quantitative studies on leadership have created questionnaires using the MLQ scale designed by Bass and Avolio (1997). The MLQ scale includes two constructs (transformational leadership and transactional leadership). This study also designed a leadership questionnaire for the hospitality industry according to the MLQ scale. Empowerment Empowerment signals a transition away from traditional development that confined people’s role to that of passive recipients, effectively rendering them dependent on handouts in the form of foreign aid (O’Gorman, 1995). Bowen and Lawler III (1992) define empowerment as sharing with frontline employees four organizational ingredients: (1) Information about the organizations performance; (2) rewards based on the organizations performance; (3) knowledge about contributing to organizational performance; (4) power to make decisions that influence organizational direction and performance. Murat and Thomas (2003) suggested that empowerment does not simply refer to telling employees that they are empowered, but aims to allow the employees to recognize what power has been authorized. Boudrias et al. (2004) suggested that in managerial circles, empowerment application includes two types: (1) Empowering the responsibility of decision-making to subordinates while emphasizing rich work environments 4122 Afr. J. Bus. Manage. and diverse authority, information, resources and support, and providing the opportunity to learn in order to improve performance; (2) psychological empowerment, which refers to employees’ experiences of empowerment that are inferred as a mediating variable of empowerment and expected results. According to Sherman (1996), empowerment acknowledges that employees have the power to change in order to encourage employees to increase their competency. Kanter (1993) suggested that empowerment can keep employees from feeling helpless. Organizations could thus reduce negative effects such as low morale. The most significant effect of empowerment is to enhance employees’ abilities and self-efficacy (Conger and Kanungo, 1988). Bowen and Lawler III (1992) suggested the advantages of empowerment for organizations below: (1) To rapidly respond to customer demands and questions; (2) a high degree of employees’ job satisfaction; (3) positive interactions with consumers; (4) employees with creative thoughts; (5) the creation of loyal customers. About the definition of psychological empowerment, Spreitzer (1995) defines this concept as the psychological state that employees must experience for managerial empowerment interventions to be successful.

Superfluids and Superconductors :: physics

In 1924, the Indian physicist S. N. Bose developed an alternate law of radiation which modified Planck's laws to include a new variety of particles, namely, the boson. He sent off his theory to Einstein for revision and translation, and Einstein swiftly came up with some additions to the theory. He expanded the laws to incorporate the mass of the boson, and in doing so theorized a strange phenomenon. He predicted that when atoms of a gas came together under cold enough temperatures, and slowed down significantly, that they would all assume the exact same quantum state. He knew that this slow quantum gas would have strange properties, but wasn't able to get much further by theorizing. This phenomenon, which came to be known as a Bose-Einstien condensate, was an incredible leap in quantum theory, but it wasn't demonstrated until 1995 when Eric A. Cornell, Wolfgang Ketterle and Carl E. Wieman made the first Bose-Einstein condensate with supercooled alkali gas atoms. Although this develo pment didn't come until late in the 20th century, many of these strange properties were observed in supercooled He4 by Dr. Pyotr Kapitsa. Helium became the standard for observing superfluid phenomenon, and most new superfluid properties are still observed first in Helium 4. Superconductivity, a similar phenomenon, was discovered in 1911 by Dutch physicist Heike Kamerlingh Onnes. When he cooled some mercury down to liquid helium temperatures, it began to conduct electricity with no resistance at all. People began experimenting with other metals, and found that many tranisition metals exhibit this characteristic of 0 resistance if cooled sufficiently. Superconductors are analagous to superfluids in that the charges within them move somewhat like a superfluid - with no resistance through sections of extremely small cross-sectional area. Physicists soon discovered that oxides of copper and other compounds could reach even higher superconducting temperatures. Currently, the highest temperature at wich a material can be superconductive is 138K, and is held by the compound Hg0.8Tl0.2Ba2Ca2Cu3O8.33. Superfluids all have the unique quality that all their atoms are in the same quantum state. This means they all have the same momentum, and if one moves, they all move. This allows superfluids to move without friction through the tiniest of cracks, and superfluid helium will even flow up the sides of a jar and over the top. This apparant defiance of gravity comes from a special type of surface wave present in superfluid helium, which in effect pushes this extremely thin film up the sides of the container.

Duchess’ behavior Essay

Elizabeth Oakes’ article concerns itself with the answer to the popular question of criticism facing The Duchess of Malfi. This question is whether or not to judge harshly the widow Duchess’ behavior. She describes the scholarly fact that some have analyzed the Duchess as somehow deserving her fate, that her behavior somehow reduces her status and removes any natural sympathy the reader would have for her. However, she continues, there is a school of thought that makes the widow out to be someone who is actually maintaining the status quo of widows of her time. She is just in keeping with decorum. Eventually, through her article Oakes argues for the second view. The author even goes so far in the ending of her piece as to argue for the widow Duchess’ arrival as a female hero of the genre of tragedy. Oakes’ article is well written. She presents her piece in a balanced fashion, acknowledging the contributions of other scholars before her. She admits their ideas and notions as perhaps being the more standard views. This only serves to strengthen the weight and findings of her arguments by placing them in the context of orthodox literary criticism. The result is a compelling argument on strength of reason. Writers who seek to understand and then pass on their understandings of large works like Webster’s The Duchess of Malfi would be well served to emulate the style of Oakes’ critiques. The power of Oakes’ writing is her willingness to compare her findings to those of other prominent academicians. The placement of Elizabeth Oakes’ article within the journal Studies in Philology and its acceptance within the literary and academic circles of the University of North Carolina presses gives automatic credence to her work. It is far removed from popular contemporary treatment, and authorized as a work of academic critical scholarship. Palter, Robert. The Duchess of Malfi’s Apricots, and Other Literary Fruits. Columbia, SC: South Carolina UP, 2002. 270-81. Robert Palter’s entertaining and insightful book offers a refreshing literary criticism to the art of analytical reading. His book explores the literary episodes or incidences of fruits in books and plays. He finds these occurrences in all levels and genres of writing, even in the more classic ones of religious works such as the Bible. In particular, and more specific to the topic of The Duchess of Malfi, he argues for the passion of apricots in dealing with both love and widowhood – the key topical issues of the work by Webster. Again, it is a counterintuitive argument, perhaps. The book utilizes some two dozen languages and nearly countless, it seems, texts from across the international literary realm; these are all readily translated for the reader by distinguished translators. The writing itself is supported by artful illustrations and is arranged topically by type of fruit. It is easy to read and cite. The strength of Palter’s book is its compelling engagement of the reader. His take on the critical analysis of literature may seem farfetched at first, but that only serves to invigorate the academic reader who may be seeking to dismiss the notion. Palter’s reliance on reputable sources of literary critique, however, draw the reader further into believing the arguments contained in the chapters. Its thorough documentation and lively and entertaining reading make it an easily digested piece of academic commentary. After having read The Duchess of Malfi’s Apricots, and Other Literary Fruits, any reader will be more fully informed both on a new aspect of literature, and particularly inspired to study Webster’s The Duchess of Malfi. Robert Palter is a reputable source. He holds a Ph. D. in philosophy from the University of Chicago and is currently serving as the Dana Professor Emeritus at Hartford, Connecticut’s Trinity College. Pearson, Jacqueline. â€Å"The Difficulty of the White Devil and the Duchess of Malfi. † Critical Quarterly. 22. 4 (2007): 43-55. Web. Pearson’s article on the difficulties inherent in studying the two tragedies of Webster is a very thorough one. She concerns herself with attempting to cover all of the various problems that come with approaching the two texts in a critical fashion. As such, the writing moves from traditional rendering to traditional rendering, considering the past opinions of other analysts and comparing the vast divergences of thought found in them. She also offers her personal academic opinions on the topic. Primarily these dwell upon and deal with encouraging the reader to look at all of the various angles that a critical reader can look at Webster’s works. She provides numerous examples of these: usage of imagery and allusion, the coverage of multiple moral dilemmas within each piece, multiple views including realism and extremism of style that are often included within a single scene, and the often deliberate seeming efforts at obfuscation. These all add up, she argues, to make Webster’s texts, and The Duchess of Malfi in particular, singularly difficult to undertake a concise and proper assessment. Undoubtedly Pearson’s writing on this topic is valuable. They lend a plan or at least an agenda to reviewing and gleaning potentially hidden messages and angles with Webster’s tragedies. However, on the other hand, she can tend to become just as bogged down and self-conscious as the plays that she is exploring. She maintains an academic tone but is often difficult to follow for the same reason. Sometimes her writing is fairly inaccessible. After some time, and multiple readings, though, her points become clearer, and with patience, the critical reader can take away an intriguing new method of looking at the genre. Jacqueline Pearson is a difficult, but good source. Her presence within the Critical Quarterly and placement within the Wiley Interscience Database do lend some power to the arguments and academics that she is presenting. She should be used as a secondary source. Roider, Nancy. â€Å"Arbella Stuart, Catherine of Valois, and The Duchess of Malfi: An Examination of Women, Marriage, and Widowhood in Jacobean England. † Trivium Publishing (2009). Web. 11 July 2010. Roider’s lengthy article is aimed at understanding not only the text of Webster’s famous tragedy, but more importantly the social context that the work is found in. This is her overarching point: that to fully understand a work one must look at the sociological implications of its place in history. This is a good twist on literary criticism. She utilizes multiple scholarly sources to sort out the many facets of the widow Duchess’ time period. The aim of the writing is apparently one of not buying into any single, traditional viewpoint but of borrowing some of the best from each and incorporating it into a fairly unified whole. Primarily her opinion is that Duchess of Malfi is the story of an independent and unexpected widow that is inspired and motivated by the great transitions of the social and political world of Jacobean England. Roider’s arguments are successful. Especially due to the language that she uses which borders on the colloquial at times, she is able to reach the readers while dealing with a fairly heavy topic. Her method of transition from topic to topic removes burden from attempting to organize one’s thoughts while still reading critically. Overall, one comes away from Roider with a better understanding of the implications of The Duchess of Malfi, and of the historical time settings in general. Nancy Roider is a strong secondary source. Although the article does not present her credentials on their face, Roider uses strong and accepted academic methodology in presenting her arguments and is not bashful about citing many other accepted academic pieces in writing hers. Her piece is well organized and insightful and offers the academic and literary world a new viewpoint on the interpretation of Webster’s writing. Webster, John. â€Å"The Duchess of Malfi. † The Duchess of Malfi: Eight Masterpieces of Jacobean Drama. Ed. Frank Kermode. New York: Modern Library, 2005. 463-566 This is an academically authorized version of The Duchess of Malfi and its text. It is the rendering that is most useful and presentable for study of the tragedy. The complete, word for word play is found here in clear and concise format. The Duchess of Malfi is included as one of several (eight to be precise) important piece of the drama written during the Jacobean period of England. This raises the level of Webster’s writing to that of paramount and vital authors of the era. This book is valuable for the study and analysis of Webster’s writing. Although it would perhaps seem redundant to explore the tragedy in such a lengthy volume as an anthology as this sort, it is actually well worth the time. It can be quite insightful to place a work within the context not only of the period of literature in which it is found, but also in the specific context of comparison to other writers in the time as well. This helps one to understand the topical issues that were currently in vogue, and also provides a good starting point at which to begin to grasp nuances and divergences within one specific piece that makes it interesting and novel. In addition to this facet, the contributions of the editor Frank Kermode are helpful. His commentary in the introductory material are also well worth the while to read and understand. His thoughts lend to the starting point for analyzing The Duchess of Malfi and encourage the readers to see behind the text. When informed by this, a more analytical rendering can be made. Editor Frank Kermode’s The Duchess of Malfi: Eight Masterpieces of Jacobean Drama is a great academic source for studying and writing about Webster’s work. He is an acknowledged expert in the field of literary criticism. He has been knighted in his home of England for his numerous contributions to the field. Kermode is also routinely listed as the foremost literary critic of Britain, if not the whole of the Western world.

Family and Unilever

2. 1 Macro Environment 2. 1. 1 Economy – Residential a) Economic -The policy of the Vietnamese industry is mutually agreed to build the economy of Vietnam following the trend of industrialization and modernization; giving priority to attract foreign investment, especially from transnational companies and multinationals such as Unilever to increase its budget. The domestic market (wholesale, retail, flow of goods, etc. ) has grown much more.And infrastructure in major cities, especially Ho Chi Minh City have been adequate investment, first on a par with other countries in the region. -Unilever Vietnam as the consumer goods market in this new, more â€Å"land† to business. -Economic growth of Vietnam is low possibility that high consumption of products. -Finance, Vietnam credit growth, the stock market is fragmented. In addition, telecommunications systems, communications, telephone charges, postal and Internet have the highest rates around the world.So, it the introducti on of the Internet in business is not possible for Unilever, although the company has repeatedly refers to this goal as a way to reach customers and promote your products successfully in industrialized countries. b) Population -In addition to the extended family model non-traditional married family. Also added and growing one share, and have major differences in consumer decision model extended family. -Distribution of population in Vietnam is very uneven.Rural population lives in 72%   Large-scale population of 86 million people (13th in the world), rising by about 1 million per year. $ Hardworking, eager to learn, is considered receptive knowledge, new technology. So promise quality human resources for Unilever   -Vietnam Educational level is relatively high, especially in urban areas. A lot of people graduating from high school and college †¦ compared to other countries; further intellectual labor in Vietnam better performance excellence in technology-so this is an abund ant human resources for the company. Vietnam has a young population structure and popular model extended family (including grandparents, uncles, etc. ) opportunities for Unilever because this is the company's target customers. -Population-planning policies of the government will make in the next few decades, young people will grow old and aging population structure is no longer an advantage for Unilever. In addition, the extended family in the middle (the most common family structure in Vietnam), the choice of buying a product, especially high-end products, generally considered very carefully.So, group consumption of personal care items (personal care) not as much as senior SSWD group (single, separate, widowed, divorced) in the capitalist countries. 2. 1. 2 Politics and law a) Political In the context of terrorism, war, epidemics, etc. Recently, the Vietnamese politics is considered stable and was selected as one of the safest destinations in Asia-Pacific own, and bring peace of mi nd to investors. Unilever-a world renowned company with strong financial background has decided to set up a branch in Vietnam – Unilever Vi? t Nam.We show that they also felt good political environment in our country's favorable conditions for long-term growth of the company. b) Legislation Legal system more complete, create favorable conditions for foreign companies such as Unilever to promote investment, business   Done still complain opinions (both excess and insufficient, inconsistent, overlapping   Our country's economy is on track to develop stronger, deeper integration into the world economy, thus modifying, perfecting the legal system that are consistent with international law is very same urgency. 2. . 3 Nature and technology a) Natural Vietnam is located in a relatively favorable position in the region, with a long coastline, many large seaports to facilitate the export of goods when Unilever began to focus on exports in the near future. Hot and humid tropical c limate is not suitable for some products originating from the parent company in Europe. Vietnam particularly rich source of medicinal raw materials for the production of consumer goods as well as research products. b) Technology -In terms of the country's technology still weak, so Unilever bring their echnology not only their most advanced   -The change in production technology at the plant is small, even if it was done in the branch Unilever in another markets. The only change when the demands of the competition. -Because Unilever consumer goods production has more or  «Technology » fairly stable   2. 1. 4 Culture and Society – Vietnam has a very diverse culture, rich and rich -Vietnam is a country of religious freedom to distribute, advertise products not subject to many constraints too strict as many other Asian countries. Vietnam state religion is Buddhism, traditional customs and rites bold Asians. Culture regions, provinces, districts and villages. 2. 2 Micro En vironment 2. 2. 1, customers Lipton target customers are elderly or middle-aged (30-50). They will be making decisions for the majority of problems in life, including the choice of the consumer to buy the product. â€Å"Many tea drinkers choose Lipton because it is really inexpensive and you can get it just about anywhere. It is surprising that more people do not drink tea, as they would longer, happier and healthier lives if they did† (Winslow 2006).Furthermore, some customers think that taking anti-oxidants are healthy, thus, customers drink a couple of gallons per week: â€Å"Tea makes you look younger too and gives you energy as well. 2. 2. 2 Competitors One of the major competitors for Lipton in the world ice tea market is Nestle Refreshment Company, maker of Nestea Ice Tea, well-known competitor for Lipton ice tea. Like Lipton-Unilever, Nestle Refreshment Company has forged agreement with another soda manufacturer, Coca Cola.

Inheritance Anomaly in Object Oriented Programming

Inheritance Anomaly in Object Oriented Programming 1. Motivation concurrent-OO languages provide maximum computatinal and modeling power through concurrency of objects, encapsulation and code re-use. It has been found that synchronization code cannot be inherited without non-trivial redefinitions, this phenomenon is known as Inheritance Anomaly. Inheritance Anomaly is more severe than violation of class encapsulation in sequential language. Inheritance anomaly entails a severe drawback for the development of large-scale and complex systems in Object Oriented Concurrent Programming(OOCP) languages because greatest benefit of using the OO framework are inheritance and encapsulation. Better more reusable, mechanisms are needed to create and structure synchronization code.2. Abstract Inheritance Anomaly refers to the serious difficulty in combining inheritance and concurrency in a simple and satisfactory way within a concurrent Object-Oriented Language. The problem is closely connected with the need to impose synchronization constraints on the acceptance of a message by an object. In most concurrent object-oriented languages this synchronization is achieved by synchronization code controlling the acceptance of messages by objects.Platyspondylic lethal skeletal dysplasia, Torrance...Synchronization code is often hard to inherit and tends to require extensive redefinitions. This paper surveys the work of many researchers on Inheritance Anomaly in OOCP Languages. The main emphasis on how to avoid or minimize inheritance anomaly. The goal of this paper is to express as faithfully as possible a wide range of synchronization scheme. We would see how each scheme attempt to inherit and re-use the code of concurrent objects which results in breakage of encapsulation. Bringing different models under a common semantic framework makes easier to understand what different models have in common and how they differ, to find deep connections between them.3. Introduction Concurrency and inheritance have conflicting characteristics, thereby inhibiting their simultaneous use without heavy breakage of encapsulation. This phenomenon forcing of redefinitions of inherited methods in order to maintain the integrity of...

Bartleby Essay Research Paper Since he will

Bartleby Essay, Research Paper Since he will non discontinue me, I must discontinue him. ? Ah Bartleby, Ah Humanity. ? ( Page 140, Herman Melville ) This is the key to Bartleby, written by Herman Melville, for it indicates that Bartleby stands as a symbol for humanity. This in bend maps as a commentary on society and the on the job universe, for Bartleby is a apparently homeless, mentally disturbed copyist who gives up on the chance of populating life. However, by making so Bartleby is trying to exert his freewill, for he would? prefer non to? work. His relationship to the storyteller is therefore important, for as he attempts to exert his freewill he is interrupting from the will of the storyteller and the normal patterned advance of life. However, this effort to exert his freewill and interrupt loose from the confines of typical social maps, isolates Bartleby from society, which in bend topographic points him in a province of depression and shortly at that place after, decease. Ultimately, by holding Bartleby? prefer non to, ? Melville is noticing on the function of humanity in the work force. If adult male attempts to interrupt free of his function and exert his ain freewill so he is break uping himself from humanity which in bend will take to depression and possibly decease, for he will hold nil but a wall ever blockading him. From the beginning Bartleby is isolated within the confines of his work topographic point. ? I procured a high green turn uping screen, which might wholly insulate Bartleby from my sight, though non take him from my voice. ? ( pg 111 ) In this citation the storyteller put Arnold, Page 2 up a screen to divide his office from Bartleby? s, which isolates him from the other members of the staff which therefore isolates him from humanity. However, this is non the terminal of the isolation for he is non merely detached from those around him, but society every bit good. ? I placed his desk near up to a little side window, a window that had originally afforded a position of certain grimy backyards, but which commanded at present, no position at all. Within three pess of the strivings was a wall. ? ( pg 110-111 ) This citation demonstrates Bartleby? s entire isolation from society, for even his window, normally a signifier of flight, traps Bartelby behind another wall, which therefore reinforces absolute isolation. Ultimately, every facet of Bartleby? s life further expounds upon the motive of purdah. Bartalby? s effort to exert his freewill finally leads him into an even more anomic province as he estranges himself from his coworkers and his foreman, the storyteller. This resulted from a refusal to follow the orders of the storyteller, for he refused to work or even pass on with him. His lone response shortly became? I would prefer non to, ? which shows his deficiency of engagement and in turn his determination non to interact in society, for he gave up what small life he still had. Ultimately, what he was making, was preferring non to populate, but alternatively merely be. Melville, is therefore noticing on the work force by showing through Bartleby? s continual descend into the abysmal, society confines you behind walls and that if you give in and take to halt life you will blow off as Bartl eby did. Consequently, Bartleby after holding alienated himself so to the full was so left to his ain devices. ? Since he will non discontinue me, I must discontinue him. I will alter my offices ; I will travel elsewhere. ? ( pg 132-133 ) He was deserted wholly, for he was no longer life. Arnold, Page 3 He continued to take a breath, he continued to be, but he was no longer of any usage to society. As he severs himself from humanity, Bartleby is incognizant of the effects. However, these effects as displayed by Melville, remark upon the impact that the work force can hold upon world. Through Bartleby, he demonstrates that one time you give up on life, everyone about will give up on you in bend, as the storyteller did with Bartleby, for you have become an obstructor, much like the walls environing Bartleby. In the terminal, his stubbornness was what led him to decease. For his determination to retreat from society and farther seclude himself led to the decomposition of his psyche. He lost all desire to work, or even map, ? I now recalled all the quiet enigmas, which I had, noted in the adult male. I remembered that he neer spoke but to answer. ? ( pg. 106 ) He shortly became a victim of society, fring all enterprise. Therefore, ? for long periods he would stand looking out, at his picket window behind the screen, upon the dead brick wall, ? ( pg 126 ) and this became his life. He was trapped behind a brick wall and he shortly became so disillusioned by it that he lost sight of life and gave up. Ultimately, his will to? prefer non to? concluded in his decease. Bartleby was imprisoned because of his desire to show his free will and neer go forth his office, even after it was no longer his topographic point of employment. # 8220 ; And to you, this should non be so vile a topographic point . Nothing admonitory attaches to you by being here. And see, it is non so sad a topographic point as one might believe. Look, there is the sky, and here is the grass. # 8221 ; ( pg 137 ) It is dry that one time he is really confined within prison walls, that he is eventually exposed to the outside universe, the sky and grass. Arnold, Page 4 It is even more dry that one time Bartleby is no longer restrained by society? s conformances that it is so that he dies. ? Queerly huddled at the base of the wall, his articulatio genuss drawn up, his caput touching the rocks, I saw the wasted Bartleby. ? ( pg 139 ) Ultimately, one time disillusioned by society and the work force, he died at his ain free will because he? preferred no to? unrecorded. Bartleby? s character remarks upon the maps of society and the work force. This narrative demonstrates that life if non lived is useless, as in the instance of Bartleby, who wastes his away? preferring non to. ? Although, from the beginning he was isolated behind the green turn uping screen with nil but a wall to gaze out, he did non hold to give up his humanity. However, he chose to, he chose to farther isolate himself by his ain stubbornness and accordingly it led to his decease. ? It is unsafe to insulate oneself ; unsafe for and single and for a nation. ? ( Jawaharial Nehru ) For in the terminal, isolation can drive a individual insane, make him muffle, or even kill him. 317

Group project (costco) Essay Example | Topics and Well Written Essays - 1000 words

Group project (costco) - Essay Example This aspect includes the function of providing a particular product or a service. The key operations management issues include designing, planning and management of the system. Most of the problems associated with operations management at Costco include setting of the plan layout and structure, methods used in project management, selection and replacement of equipment. Specific operations issues at Costco involve equipment maintenance policies, traffic and material handling, quality control and inspection, inventory management and process scheduling. Some of these problems are associated with system design, system management and planning of the system Technology plays an important role in streamlining an organization’s operations. It increases efficiency, productivity, reduces energy, manufacturing and labor costs, enhances communication, and enables smooth integration of day-to-day activities. Costco has not been left out in using technology in its business operations. The company manages more than 300 warehouses that house brand name merchandise at low costs. In order for Costco to offer high quality products at cheap prices, it had to establish faster communication with thousands of vendors at any given moment. The company could no more tolerate long delays when trying to access common documents such as invoices, debit or credit memos or purchase orders. Prompt access to transaction documents was not available. Costco also stored and processed large volumes of paperwork, which needed to be accessed easily. All these hardships could only be solved with the appropriate technology. The initial solution was offered by Image Source executive team in 1992 (Collier & Evans, 2012). Costco also uses Oracle Imaging and Process Management software for file storage and retrieval. The company has also utilized technology for scanning images and barcode indexing processes. Initially, 50 Costco users scanned