11th and 12th section review Free Essays

What was America’s first major industry? In what region of the nation did it center? Lowell, Massachusetts(Northeast). Textiles became America’s first major industry. 2. We will write a custom essay sample on 11th and 12th section review or any similar topic only for you Order Now Name three of this era’s important inventors and their respective inventions. John Deere perfected the plow. Cyrus McCormick, in 1834, received a patent for a reaping machine, a horse-drawn device that allowed one man to cut and stack ten to twelve acres of grain in a single day. Samuel Colt made his mark on the firearms industry. He patented and manufactured a â€Å"six-shooter,† a pistol with a revolving cylinder which allowed a user to fire six times before reloading. . Why was the discovery of anthracite coal in western Pennsylvania important? American farm production grew at a tremendous rate. In 1789, farmers had generally eked out only enough to feed their own families. But by 1861, the United States was producing nearly $2 billion worth of agricultural products each year. 4. How did the invention of the cotton gin increase the differences between the South and the rest of the nation? The growth of the cotton kingdom, however, widened the gap between the South on the one hand and the North and the West on the other. Cotton growing, for one thing, revitalized slavery. In 1790, slavery had seemed an increasingly unprofitable and dying institution. With the advent of the cotton gin, however, many planters thought that slavery was necessary again. 1. Name two methods of surfacing roads in the nineteenth century. Corduroy roads and toll roads 2. What event marked the beginning of the canal era? The canal era began in 1817, when New York, at the urging of Governor DeWitt Clinton, began building a canal from Albany to Lake Erie. 3. What was America’s most important method of transportation by 1861? The clipper ship 4. What was the first economically successful railroad in America? Who designed its first steam engine? Baltimore Ohio (B O) Railroad and Peter Cooper 5. What system of carrying mail across the continent began in 1860? What invention put it out of business? Semaphore and Telegraph 1 . What was the most controversial reform movement of the first half of the nineteenth century? Who was its most important leader? Without doubt the most controversial reform movement in the first half of the nineteenth century was abolitionism, the movement to eliminate slavery and William Lloyd Garrison. 2. What were the two important trends in American education in the early 1800s? Two important trends developed in the reform of American education during this period: the growth of both public education and teacher education. Most schooling since colonial days had been a private affair. 3. What is the difference between temperance and Prohibition? Reformers eventually replaced their call for temperance, or moderate drinking, with a call for the outright prohibition, or banning, of the sale and consumption of alcohol. 4. How did utopian reformers differ from other reformers? Most reformers focused on a single major problem in society, such as prison reform r alcohol, and aimed at eliminating the problem throughout society. Utopian reformers, on the other hand, sought to establish small, perfect communities that would serve as models tor the retorm ot society at large. A utopia is an ideally perfect place. 5. Which authors defended romanticism’s idea that man is basically good? Which authors denied this idea? 6. How did the Journalistic approach of the New York Sun differ from that of the New York Tribune? He Sun contained sensational accounts of murders, scandals, and other lurid events to appeal to the baser tastes of readers. The Tribune, edited by Horace Greeley, supported reform fforts and attempted to educate and uplift its readers. The two approaches proved equally successful, and both the Sun and the Tribune attracted readers even outside of New York. 1 . Why did western Pennsylvania become an early center of American heavy industry? Guns and patents 2. How did reform movements affect the American public during the first half of the nineteenth century? More religion groups 3. During the Second Great Awakening, which were more emotional, the revivals in the East or the revivals in the West? In which region did the revivals center in the schools and churches? East and Northeast How to cite 11th and 12th section review, Papers

Rotana Strategic Human Resource Management Report

Executive Summary Human resource is a solitary basis of competitive benefit and is mostly significant in the competitive milieu, which is advancing quickly. By way of facilitating the growth of particular firm capabilities, human resource might contribute to the continued firm’s competitive benefit.Advertising We will write a custom report sample on Rotana Strategic Human Resource Management specifically for you for only $16.05 $11/page Learn More Indeed, the formation of the links amid practicing human resource strategy, and the general business deliberate goals is the main concern of Rotana strategic human resource administration. The Rotana HR executives are capable of planning programmes because of the relationship between them and the organization employees. This will give rise to the accomplishment of the improved operational outcomes accruing from greater presentation in the corporation. In this context, it is possible to delineate the tact ical human resource administration after accentuating the significance of human resources as a basis of competitive benefit. Introduction The businesses environs are swiftly changing to bring some variations characterized by specific economic phenomena. Among these phenomena, there are product marketplace rivalries that are continually cumulative, changing financier and consumer demands, as well as globalization. Thus, most organizations including Rotana necessitate for frequent development in performance to compete effectively in this competitive market setting. Actually, market presentation can be upgraded through improving the swiftness and efficiency in flea market, innovative procedures and products, increasing quality, and decreasing the costs of manufactured goods. The present day firms recognize human resource personnel as the utmost essential sources in the corporations’ structural composition. Several other sources of competitive advantage are becoming less powerful as they were initially. This accrues from the increasing significance attached to the employees, and the manner in which competitive advantage is executed by organizations.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More To think through policy and human resource administrative issues for the growth of diverse HR reference framework, it is essential to be aware that there is a change in the source of competitive gain (Becker and Huselid 899). In fact, the provision of competitive gain can still be realized via economies of scale, protected bazaars, technological procedures, and products, which exist as the traditional basis for success. However, for the sustainability of organizations like Rotana, the HR administration remains a vital aspect. The function of human resource administration materializes to be moving up the chain of command. This is in line with the understanding that organiz ations find human resources very important. This paper highlights and discuses the significances of HR management and the manner in which these practices add value in an organization (Bjà ¶rkman and Lervik 325). Strategic Human Resource Management The acquisition as well as retention of well-motivated, dedicated, and experienced labor force is the main intention of the human resource administration in an organization. In fact, this brings about strides in developing and enhancing individuals’ intrinsic aptitudes besides assessing and satisfying their future wants. Moreover, the delivery of endless growth and learning opportunities support their employability, potential, and involvement (Boxall 267). The business requirements related to training and management development actions, selection, and staffing structural processes are also involved. Conversely, a fresh relative change in the meadow of human resource administration is represented with SHRM. Concerning the firmâ€⠄¢s presentation, the schemes of human resource administration play a significant role as far as strategic human resource management is concerned. These systems emphasizes mainly on the orientation of human resource as a way of attaining competitive benefit. Therefore, a number of organizations are familiarizing themselves with practices and strategies of human resource. This awareness generally augments the monetary, quality, and output presentations in dissimilar organizational departments (Ahmad and Schroeder 21). The strategic retention and separation of employees as well as the type of turnover and retention usually depend on various factors (see the diagrams in the appendix).Advertising We will write a custom report sample on Rotana Strategic Human Resource Management specifically for you for only $16.05 $11/page Learn More HR as a competitive benefit source Porter Michael placed the notion of competitive benefit into the difference of opinion. Co mpetitive advantage ascends on or after the formation of consumers’ worth as Michael emphasizes. Such products and services are observed as being inimitable according to the industry thus emphasizes on viewing a specific product souk or purchaser group. Organizations like Rotana can then employ several outlines of nonspecific policies including focus, differentiation, and cost leadership to achieve competitive benefit. Essentially, the organizational presentation is affected by the ecological determining factors as stipulated in the extensively accepted Porter’s opinion (Batt 541). Conversely, the firms’ source of competitive benefit mainly lies in the application of respected package resources during the disposal of the firm as specified in the organizational resource-based outlook. The relations amid firm’s presentation, policies, and internal resources make the advantage derived from competition to differ. It differs from the strategic administration p aradigm that focuses on environs according to this viewpoint. Through facilitating particular firm growth of capabilities, schemes of human resource according to resource-based viewpoint contributes to continued competitive benefit. To gain a competitive benefit, the inimitable competencies for administering human resource have attribute from the continued superior presentation in several corporations. However, this might contribute to disadvantaged competition and susceptibility supposed the schemes of human resource destroys the present and/or inhibit the growth of fresh capabilities (Becker and Huselid 900). The output of labor force is the fundamental in aspect of a healthy economy and lucrative corporation. It is essential for human resource to identify why triumph can readily not be imitated, but continued by rivals.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More However, success developing from effective administration of people in an organization is frequently not transparent or detectable as the basis. Certainly, the soft flank of business is laid off occasionally that it might be elaborated through culture and the way people are oriented as well as the effects of this on their skills and manners (Boxall 267). The way individuals are coped frequently fits in a system hence it is hard to understand the dynamic forces of a corporation and how it functions even when there is no dismissal (see diagrams in appendix). Hence, it is problematic copying much stuff but then it is again easy to copy one thing. For the corporation to sustain and achieve competitive benefit, the human resource management needs to accomplish several objectives. The company must gain the peoples’ commitment to the standards and missions of the organization. Secondly, the corporation must strive to encourage enthusiastic commitment to organizational functions (Cab rera and Bonache 54). For the business triumph, remuneration, appraisal, and inspiration of workers’ manners, the firm needs to describe the desired behaviors. Moreover, the organization necessitates taking strides to improve and obtain intellectual capital through recognizing the knowledge desirable for consumer satisfaction and meet the set objectives. Lastly, the organization by augmenting skills and aligning the aptitude to administrative objectives, it must invest in people through the reinforcement and introduction of education procedures to gain and sustain competitive advantage (Boxall 268). Therefore, it is significant to comprehend the relationship amid business policy and human resource administration to realize all these objectives. How strategic management add value to the Rotana chain of hotels Researches indicate that the current labor market is more competitive and getting the right employee with the right skills is not easy. The greatest challenge organizatio n faces not only Rotana but also equally corporations or firms in the industry, is how to make potential employees acknowledge that the organization is the best place to work. In addition, the organization human resources management faces difficulties in bringing the best interviewee through appointment and employment process. However, the organization ensures that its best employees are retained by ensuring that they understand the firm’s goals and are committed to attain those goals (Ahmad and Schroeder 21). Besides, the company retains its best employees through motivation and providing a friendly work environment as well as structures that enable employees to give their full potential. The organization acknowledges the importance of effective management of human resources in the current swiftly and exceedingly competitive environment. The human resources department fully understands that effective discovery and management of the employees are critical to the success of th e organization. The organization top management understands that infusing the right mind-set and conduct in employees is the only way through which the organization can lead in the market place. Management can add value when they help junior employees attain the organization as well as personal goals (Arthur and Boyles 78). It is about what the employees and the organization gains from the human resources policies that have been put in place. In essence, the company human resources department will not pursue and encourage activities that do not add value to the success of the company. In other words, the human resources pursues its value propositions, which are practices that produce positive results for the company key stakeholders including employees, customers, line managers and shareholders. In Rotana, managing human resources is understood as an activity that contributes positive value to the key stakeholders (Boswell 1490). The organization human resources management has moved from supervisory tasks and operation administration to strategic function in order to contribute positively to the organization results. Managing diversity in employees The company HR has succeeded because it has taken into consideration work place diversity. In this context, work place diversity refers to the ways through which individual employees differ. Indeed work place diversity includes both organizational-related and personal attributes. The human resources management has ensured that each individual cultural values and attributes are harnessed with the organizational goals. This has enabled the company to produce superior problem solving strategies, ensured creativity among employees and increased quality decision-making (Aryee 237). This has translated into improved services to the company clients as well as increased market share. Appropriate management of workplace diversity has resulted into increased competitive advantage to the firm. The company human resources have also undertaken proactive diversity management strategies in its employee management to add value to the outcomes of the individuals. In fact, strategies that the company has undertaken to improve individual outcome and job satisfaction have contributed hugely to the organization. The strong foundation in values such as equity, respect, and fairness has helped the company to tap into the values of diversity (Carmeli and Schaubroeck 392). Improvements in individual successes have trickled down to the group processes and outcomes that in effect have benefitted the company. Recommendations The HR department should add more value to the company by encouraging innovativeness in employees as well as implementing innovations. In addition, the HR department should prioritize the improvement of the overall company productivity. Moreover, there should be a genuine partnership between the department and line managers. This partnership should be aimed at dealing with low morale of employees, wh ich in effect have negative impact on the competitive success of the company. Besides, the HR department of the company should focus on the cost reduction strategies as well as tapping into the expertise and technology to improve human resources services. Cost reductions will in turn free more resources that can be used to sustain and realize the general business strategies. Generally, the human resources sector ought to introduce programs that will advance the productivity of the recruits, efficiency, and fulfillment. In essence, the company value should be added through the pursuit of aggressive goals, developing and implementing innovation productivity, creation of more products and services that are new as well as applications and ideas. Moreover, the company should become customer oriented, helping customers attain their needs and goals, as well as linking the human resources plans with the needs of the customers. In addition, Human resources management should add more value to the company by ensuring that the right qualification and caliber of existing employees are maintained. In additions, the employees’ skills and qualifications, job descriptions and profiles should much the job roles. Additionally, the HR division ought to make certain that the recruits guidelines and measures are without fail adhered to all over the corporation. The HR must also ensure that the staff ratios are in line with the projected costs of the project. This will make certain that the corporation utilizes simply the precise number of recruits it necessitates and in unison retains the corporations’ profitability limits, which give rise to continuous practicability of the corporation. The HR unit ought to make certain that the in-house workforce shifts are accomplished well and in a reasonable style. For instance, the employee selection and promotion is done equitably and fairly using similar criteria. This guarantees that the exact groups are appointed and are end orsed to hold higher positions, which consecutively boosts the efficacy in task accomplishments and amplified competence in delivering the assigned tasks. Mode of payment should also be based on the modes that enhance fairness and equitability. The remunerations base should be reviewed on a yearly basis taking into considerations the state of the economy, skills, and positions among other factors. Conclusion Strategic human resources management provides tools that the organization can use to leverage the employees value as well as other stakeholders to improve their performance. One of the tools is effective diversity management. Productive diversity management of employees forms the foundations for managing employees, which underpins the competitive advantage in the international market place. In many ways, managing diversity improves the firms’ decision-making process and increases the level of competitiveness in the global markets. In fact, through strategic management of Rotana human resources, the firm will be able to make workforces potentially aware that the organization is the best workplace. For instance, strategic human resource management will enable Rotana to attract only the unsurpassed applicants via the hiring and recruitment processes besides having the capacity to retain a significant portion of the employees (see appendix). When Rotana successfully manages the human resources, the employees might be able to understand the corporation’s goals and remain committed towards accomplishing them. However, this can only be realized through the provision of structures and environment that motivates the employees to offer the best services. Thus, in the current vastly aggressive and swiftly varying marketplace setting, the premeditated tasks played by the corporation’s human resources aid in ensuring the malfunction or sensation of a business. Works Cited Ahmad, Sohel, and Schroeder, Roger. â€Å"The Impact of Human Resource Manag ement Practices on Operational Performance: Recognizing Country and Industry Differences.† Journal of Operations Management, 21.1 (2003): 19−43. Print. Arthur, Jeffrey, and Boyles Trish. â€Å"Validating the Human Resource System Structure: A Levels-Based Strategic HRM Approach.† Human Resource Management Review, 17.1 (2007): 77−92. Print. Aryee, Samuel. â€Å"Developing and Leveraging Human Capital Resource to Promote Service Quality: Testing a Theory of Performance.† Journal of Management January, 23.1 (2013): 234-256. Print. Batt, Rosemary. â€Å"Strategic Segmentation in Front-Line Services: Matching Customers, Employees, and Human Resource Systems.† International Journal of Human Resource Management, 11.3 (2000): 540−561. Print. Becker, Brian, and Huselid, Mark. â€Å"Strategic Human Resources Management: Where do we go from here?† Journal of Management, 32.6 (2006): 898−925. Print. Bjà ¶rkman, Ingmar and Lervik, Jon. à ¢â‚¬Å"Transferring HR Practices within Multinational Corporations.† Human Resource Management Journal, 17.4 (2007): 320−335. Print. Boswell, Wendy. â€Å"Aligning Employees with the Organization’s Strategic Objectives: Out of ‘Line of Sight’, out of Mind.† International Journal of Human Resource Management, 17.9 (2006): 1489−1511. Print. Boxall, Peter. â€Å"Achieving Competitive Advantage Through Human Resource Strategy: Towards a Theory of Industry Dynamics.† Human Resource Management Review, 8.3 (1998): 265−288. Print. Cabrera, Elizabeth, and Bonache, Jaime. â€Å"An Expert HR System for Aligning Organizational Culture and Strategy.† Human Resource Planning, 22.1 (1999): 51−60. Print. Carmeli, Abraham, and Schaubroeck, John. How Leveraging Human Resource Capital with its Competitive Distinctiveness Enhances the Performance of Commercial and Public Organizations. Human Resource Management, 44.4 (2005): 391âˆ⠀™412. Print. Appendix Strategic Retention and Separation of Employee Type of Employee turnover + Retention This report on Rotana Strategic Human Resource Management was written and submitted by user Kendra Heath to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

GM Returns to South Africa

GM Returns to South Africa Free Online Research Papers Why did GM leave South Africa ten years ago? What was the dilemma facing foreign firms at that time? GM pulled out of South Africa because of the country’s policies of racial segregation and pressure from shareholders. â€Å"The industry was too small, too fragmented and overtraded to provide a viable future for the 7 major vehicle manufacturers at the time,† says Nico Vermeulen, executive director of NAAMSA. Mlota elaborates: â€Å"The key original objectives were to improve international competitiveness and domestic vehicle affordability, encourage domestic growth, reduce complexity in supply through rationalization, convince manufacturers to focus on longer production runs and modernization, create sustainable employment, create a better balance in foreign exchange, and particularly to achieve growth in exports.† In tackling such a multifaceted agenda, the MIDP has continued the methodical process of bringing down custom barriers which began in the late 1980s with the reduction of import tariffs as high as 115%, and created for the first time, based on the previous Australian model, powerful new measures such as Import-Export Complementation and Productive Asset A llowances to spur a renaissance in the local industry. Why did some firms decide to continue operating in South Africa at the time of racial segregation? Do you think they were being more or less socially responsible to the people of South Africa? Research some MNCs that did not leave during the period of apartheid. Do you think they are better off now than those which left? How can foreign firms balance their strategic interests and their social responsibility when faced with similar situations? Is GM in a better position in South Africa now? Is the South African economy in a better position now that GM has returned? Yes, South Africa’s automobile exports are booming, making cars one of the country’s fastest growing industries, largely because of new trade agreements and domestic regulations that give companies credit for cars and parts they export. The country also can tout cheap industrial land, even cheaper electricity, stable macroeconomic policies, proactive management, immense natural resources, expertise in process engineering and niche innovation, unparalleled production flexibility, and ISO certifications. These positive factors outweigh the current challenges of a strong commodity-fueled Rand, poor local infrastructure characterized by a lack of coordination between national, provincial and local governments and little input from the automotive industry. In addition, they are also employing the South African’s which also helps the economy. On the back of all-time record production of 530,000 vehicles and sales of 617,000 vehicles, increases of 16.5% and 25.7% re spectively, South Africa was the world’s fastest growing domestic vehicle market in 2005. Clearly, this status has been the driving force behind new players like India’s Tata and the Koreans taking on the South African incumbents head on with their value-proposition imports. It is abundantly clear that even though South Africa is a Top 10 global market for both Daimler Chrysler and BMW, the country is quickly growing beyond its traditional prestige market and brands. Today, the South African marketplace is already home to over 1,100 models and variants, an amazing ratio of offerings per capita, and economic forecasts of 6% real growth going forward should ensure a fantastic cascading effect as the industry counts down to the One Million Vehicle Sales mark. What other similar situations prevail in the world now, and how do you think MNCs should respond? A similar situation that comes to mind is the war in Iraq. The United States is a huge country with their set of values and so is Iraq. That doesn’t make either country right or wrong. In fact, since we believe that majority of the world should adopt our way or no way, makes us a bully. Just as we have long standing traditions on how we do business, so do other countries. The United States presence in Iraq is making the people of the country angry because we do not share their beliefs. Although we are there to assist in rebuilding the countries infrastructure, we should also adjust our beliefs and customs to theirs. â€Å"When in Rome, do as the Romans do.† I think we should respect their beliefs like the women should be covered with only their eyes being exposed. We should stop to pray at particular times of the day. We should respect their customs about keeping the cow sacred and not eat beef, well especially in their presence. Research Papers on GM Returns to South AfricaDefinition of Export QuotasBringing Democracy to AfricaTwilight of the UAW19 Century Society: A Deeply Divided EraPETSTEL analysis of IndiaBionic Assembly System: A New Concept of SelfNever Been Kicked Out of a Place This NiceGenetic EngineeringAnalysis of Ebay Expanding into AsiaComparison: Letter from Birmingham and Crito

10 Metals and Minerals for Metaphors

10 Metals and Minerals for Metaphors 10 Metals and Minerals for Metaphors 10 Metals and Minerals for Metaphors By Mark Nichol Metals and minerals sometimes inspire associations with human characteristics or with circumstances, as in the case of the examples below: 1. Adamant Few people realize that this word, which in adjectival form means â€Å"insistent† or â€Å"unyielding,† has a lustrous origin: It comes from a Greek noun by way of Latin and originally referred to a diamond or any hard metal. In English, it also is a noun referring to the same materials or any similarly adamantine substances (yes, adamantine is a variant adjective). 2. Brassy From an association with the stridency of brass musical instruments, this adjective has come to refer not just to a quality of sound (as well as a description for the metal compound) but also to bold, clamorous, or unruly behavior. 3. Bronze The comparison of deeply tanned skin with the color of the metallic compound has resulted in the use of bronze to refer to a person with dark skin, either due to genetics or to extensive tanning, as in the reference to a physically imposing man with this hue as â€Å"a bronzed god.† 4. Flinty This term meaning â€Å"stern, unyielding† comes from the hard variety of quartz known as flint, which sparks when struck by steel and has therefore been used for millennia to start fires (though the â€Å"flint† in cigarette lighters is actually an iron alloy). The word skinflint, a synonym for miser, evokes the image of someone attempting to peel a layer off of a hunk of flint (a futile gesture because of its hardness). 5. Golden The value placed on the element gold has led to the use of the adjective golden for various figurative references. Among these, a golden musical tone is a mellow, resonant one; someone or something that is or is expected to be excellent, popular, or otherwise remarkable is marked, for instance, as a golden boy; an age or era might be described as golden; and a favorable occasion is often referred to as a golden opportunity. 6. Iron The word for this fundamental metallic element has been appropriated as an adjective denoting strength (â€Å"iron will†), robustness (â€Å"iron constitution†), relentlessness (â€Å"iron determination†), and firmness (â€Å"iron grip†). The rarely used noun form of these figurative senses is ironness. 7. Leaden Lead, because of its density and its dull color, is associated with literal (â€Å"leaden trudge†) and figurative (â€Å"leaden skies†) heaviness, as well as with dispirited or unsubtle characteristics. 8. Ossified This term literally denotes changing into bone and figuratively refers to becoming set in one’s ways. (Although bone is not strictly a mineral, it is largely composed of various minerals, hence its inclusion on the list.) 9. Silver The adjective form of the noun silver refers to soft or dulcet sounds (as of chimes), or to eloquent persuasion (â€Å"silver tongued†). Glossy gray hair is often referred to as silver, and that description leads to connotations of mature elegance (â€Å"silver-haired dignity†). 10. Steely This adjective referring to strength and hardness is best known as part of the clichà ©s â€Å"steely determination† and â€Å"steely resolve.† Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Expressions category, check our popular posts, or choose a related post below:Bare or Bear With Me?Acronym vs. InitialismAdverbs and Hyphens

Strategics Management Research Paper Example | Topics and Well Written Essays - 1500 words

Strategics Management - Research Paper Example The following table presents SWOT analysis of Kellogg in the competitive environment Considering the Strength, Kellogg has its presence in 17 countries and its product is being marketed across the globe. Since the company has established esteemed international operations, it can enjoy the cost and tax incentives of the other countries. In addition, the company also displays distinguished financial credibility and its shares are listed on one of the biggest stock exchanges of the world. A sound financial outlook always attracts investors to invest in the operations of an organization. Kellogg can easily raise capital by issuing new shares in the stock market and it can certainly be expected that the issue would be completely subscribed. Another source through which the company can raise finance for the expansion of its operation is through debt. Banks and financial institutions are likely to sanctions credit facilities to companies having credible financial outlook. The only weakness that is apparent from the ongoing operations of the company is that Kellogg has not updated its product line with the passage of time. Its production line still contains items that were originally developed over 50 years ago. Regarding the threats, the company faces fierce competition from several firms in the food industry who possess the volume and potential to outcast the company by introducing more sophisticated products and ingenious production strategies. Apart from that, the company also faces threats from store brand products which are cheaper to sell for the retailers. In addition to the discussed, it appears that the company has placed too much reliance on the discount merchandisers. These giant stores have the potential of exerting pressure on the company’s margin and forcing them to sale their products on lower prices. In the recent past, the company has started incurring expenditure in making its food items more nutritious and healthy. Kellogg is one of the first one to use the oil to lower levels of trans fat and unsaturated fats in its products. This venture can prove to be full of opportunities for the company. The company earns 66% of its revenue from the North America, and since the recent demographic studies suggests that people are becoming more diet conscious due to the prevailing obesity related disease, Kellogg’s investment in the modified and nutrition enriched food products is likely to reaps positive results. (b) Porter’s five forces model is an effective tool in exploring the competitive forces of the environment in which the organization operates. It allows the business to critically analyze its current business strategy and formulate one which can allow it to achieve a competitive position in the market. The first competitive force according to the model is the entry of new competitors into the market. New entrants might be able to capture some of the market share of Kellogg and will adversely affect the profit ability. With the implementation of sophisticated data gathering software, Kellogg can repel this threat to its business. The sales department can maintain a database of the orders which can significantly assist in identifying which product is most popular among the customers. This information can

Comparison between the Decolonization of Algeria and India Research Paper

Comparison between the Decolonization of Algeria and India - Research Paper Example This essay analyzes similarities and differences in patterns when looking at the decolonization of India and Algeria. In both cases, the revolutionary movements began after the Second World War. This compromised European countries since they had for decades benefitted from the resources in their colonies. Similarly, the rising nationalism in India and Algeria played a major part in the decolonization process. In the process, both countries were split along ethnic and religious lines due to the disagreements that ensued. After World War II, colonial powers of Europe which included France in the case of Algeria and Britain in the case of India became weaker. This was a result of the war which had greatly affected their economies: they had no funds to run bureaucracies in the colonies. As a result this, they had to subdue their colonies even more to gain ground and make use of the immediate available resources which could be used to revamp their frugalities once more. The European natio ns used force and abuse to gain control of the local elites. The war had caused them a major blow. After this, they could not pay Africans and Asian workers decent wages, and they opted for forced labour and other ways of discriminations. This did not go well with the locals; lacking food, clothing, medical care, water, shelter and even working for long hours was painful enough. Millions of Africans and Asians had gone to Europe to help with the war. Upon arriving home, they organized strong revolutions which enabled India to gain Independence in 1947. Algeria, like most African states, gained its independence in 1962. Therefore, there is similarity in what led to the decolonization: gaining experience in the world war and later coming home to fight the colonial masters. This independence was very difficult to achieve without the support of external parties like the United Nations Decolonization Committee which was formed much later. While different historians look at the history of colonisation in two opposing views, one thing remains constant, the death toll that trailed the struggle for independence for most former colonies. It’s well documented by the time India gained independence in 1947; conflicts between Indians and Muslims had grown and became so intense that Muslims broke off to form their own nation the present-day Pakistan while Hindus formed India. The remaining alienated communities in those nations respectively instigated the genocide of Muslims and Hindus in both countries. Regardless of the various historic recordings of how countries received their independence, it is clear that the struggle for independence was the same for all former colonies. A good example of this can be seen by comparing India, which has gone down in history as the only colony to have gained independence without war, and Algeria, where war and violence were reported in its struggle for inde

Moses Essay -- essays research papers

"Born a slave and raised by kings, he was chosen to lead. His name is revered by millions......Moses. By faith Moses' parents hid him for three months after he was born, because they saw he was no ordinary child, and they were not afraid of the king's edict." Hebrews 11:23 Revered as a prophet but even more importantly as a teacher and a lawgiver, Moses was the leader of the Israelite people 3,300 years ago during their journey from slavery in Egypt to freedom as a nation in the land of Israel. For 40 years Moses led the people through the desert on their way to Israel and helped shape them into a nation that could live under the laws of God. Moses oversaw the creation and development of the first Israelite systems of worship, the anointing of the family line of his brother Aaron as priests, and the creation of a legal system of governance for the community. Ancient Israel had a long oral tradition of laws and legends, and it is likely that some parts of the story of Moses were written long after his lifetime. Modern scholarship recognizes that while the core of the biblical story of Moses contains real history, there is disagreement as to the accuracy of every action and every word attributed to Moses by the biblical writers. Whether one views the Bib le as the revealed word of God or as the writing of inspired people, the figure of Moses towers over the early history of the Jewish people. Jewish, Christian, and Muslim traditions revere Moses for his central role in communicating the Ten Commandments and the Torah directly from God to the Jewish people soon after their escape from Egypt. Thus, the Torah is also known as the Five Books of Moses. According to Genesis, the first book of the Bible, the Israelite people first came to Egypt in search of food during a famine that affected the entire ancient Near East. At first welcomed by the Egyptians, after about 400 years the Israelites, or Hebrews, were perceived as a threat and were enslaved. In addition, the Pharaoh, the ruler of Egypt, decreed that all newborn male Israelites were to be killed. It was at this time that Moses was born. His older siblings, Aaron and Miriam, would join him later in his life to help lead the Israelite people. Moses was saved from death when his mothe r, Yocheved, floated him down the Nile River in a small basket, where he was discovered and saved by the daughter of ... ...he Ten Commandments. Moses next prepared to lead the people from Mount Sinai to the promised land of Israel. However, the Israelite people, accustomed to slavery and uncertain of freedom, soon rebelled against God. They became convinced that they could not conquer the new land, and they constantly questioned Moses' leadership and their own faith in God. As a consequence, the generation that left Egypt was not allowed to enter the promised land. The Bible describes Moses himself as once losing patience with the people and seeming to doubt God: rather than speaking to a rock to get water as God commanded, Moses struck the rock with his staff. For this, Moses was also destined not to enter the new land. Near the end of his life, Moses taught the laws of the Torah to the new generation that had grown up in the desert. He then transferred leadership to Joshua. The Torah ends with Moses' final blessing to the people, after which he ascended Mount Nebo, which is identified with Mount Pi sgah, on the eastern edge of the Jordan River. Moses died there, able to see, but not to enter, the promised land. Moses was true to himself and his beliefs, even though his path was uncertain and painful.