Costs and Motives in Apprenticeship Training

Introduction Developing an effective and efficient labor force is essential in organizations’ pursuit to achieve long-term excellence. Acemoglu and Pischke are of the opinion that human capital is the engine of achieving the desired growth (112). Human resource managers should ensure that their workforce has the right skills in order to improve the organizations’ performance.Advertising We will write a custom term paper sample on Costs and Motives in Apprenticeship Training specifically for you for only $16.05 $11/page Learn More The effectiveness of an organization’s human capital will play a vital role in enhancing its competitive advantage and efficiency. Organizations characterized by quality-oriented employees will outdo quantity-oriented workforce. One of the ways through which an organization can transform its labor force into being quality-oriented is by investing in apprenticeship training. Investing in apprenticeship is an effective way through which an organization can enhance employee development by instilling the desired skills and competence. This aspect increases the employees’ level of effectiveness and efficiency (Ryan The economics of training 56). Additionally, the skills acquired must be utilized effectively in order to achieve the desired growth. Acemoglu and Pischke contend that the long-term success of an organization is subject to the degree to which employees are committed in developing specific skills (112). Some of the specific skills cannot be acquired through general-purpose education. Currently, organizations are operating in a vibrant environment arising from the high rate of economic, social, political, and technological changes. Vemic asserts that the increase in the level of uncertainty, turbulence and complexity arising from the environment demands organizations to invest in knowledge (209). Subsequently, organizational managers have an obligation to invest in continuou s learning, which is effectively achieved through workplace training. In an effort to achieve the desired level of efficiency, policy makers including governments are increasingly appreciating the significance of apprenticeship. For example, during his first term in office, Clinton made skills development through training a key policy issue. The objective was to improve the efficiency and effectiveness of the less skilled employees.Advertising Looking for term paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Acemoglu and Pischke are of the opinion that the â€Å"increase in the returns to a college degree and other skills experienced in the OECD countries over the past 20 years has added the sense of urgency to concerns regarding skills† (112). Considering the importance of apprenticeship in organizations’ efforts to achieve long-term survival, this paper evaluates the costs and motives of apprentice ship training on the employers’ perspective. In order to understand the significance of apprenticeship, the paper assesses its application in Germany and Switzerland. Cost analysis of apprenticeship training Mohrenweiser and Zwick are of the opinion that an â€Å"increase of the apprenticeship share in trade, commercial, craft, or construction occupations has a positive impact on establishment performance; however, apprenticeship training increases the net cost of operation during the apprenticeship period† (631). Subsequently, employers incur a number of costs by investing in apprenticeship training. Nechvoglod, Karmel, and Saunders cite apprentice wages as one of the major costs incurred by employers in their efforts to invest in apprenticeship (10). The apprentices’ remuneration increases due to the different aspects such as workers’ compensation, payroll tax, superannuation, and wages. Employers have an obligation to make payment to the apprenticesâ⠂¬â„¢ superannuation fund (Wolter and Ryan 550). Acemoglu and Pischke assert that different countries have formulated extensive and complex legislations, which aim at protecting workers (119). During the apprenticeship period, employers have the duty of safeguarding the apprentice in the workplace. Consequently, the employer must ensure health and safety of the apprentices. In the event of an accident or injury, the employer has the responsibility of meeting the apprentices’ hospital bills. In a bid to safeguard against such issues, employers are required to include the apprentices in the workers compensation plan within the organization. Various governments have made it mandatory for organizations to ensure that apprentices receive a fair remuneration during their apprenticeship. The amount of remuneration is dependent on a number of factors. Some of these factors relate to the years of training, nature of apprenticeship, and year of school completion. Entry-level apprentice s receive a relatively lower remuneration as compared to mature age apprentices.Advertising We will write a custom term paper sample on Costs and Motives in Apprenticeship Training specifically for you for only $16.05 $11/page Learn More The differences arise from the view that mature apprentices are more productive as compared to their young counterparts, which contributes to higher organizational performance. For example, the UK government has made it mandatory for employers to pay apprentices during the entire period of their apprenticeship. According to the UK government policy, the payment has to be equal to the set national minimum wage. Apprentices serving for the first year and whose age is above 16 years are entitled to a minimum wage at the rate of  £ 2.68 per hour. After one year, the employers have an obligation to pay the apprentices at the rate applicable to their age. Furthermore, the remuneration is also pegged on the trainees’ educational grade. The remuneration paid has to reflect the training received, which reflects their responsibility. Booth and Snower argue that employers have an obligation to treat the apprentices in a similar manner as employees (19). This aspect means that the apprentices are entitled to other benefits similar to other employees in an organization. Some of these benefits include allowances and any other financial benefits that the employer may be required to pay over and above the set gross wages. In Australia, employers are required to pay apprentices all the benefits as outlined by the workplace agreement and the industry award. In addition to remuneration, employers also incur substantial costs in paying the training personnel (Stevens 37). In an effort to ensure that employees are trained adequately, an organization may decide to outsource the training function. Outsourcing the training function may be expensive for an organization. The outsourced firm may charge high trainin g fees especially in training executives, which hikes the cost of outsourcing the training function. This assertion holds if an organization is required to train its workforce constantly. Furthermore, the organization may decide to source the training function in-house. Despite this aspect, the internal trainer may charge a high fee.Advertising Looking for term paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Mohrenweiser and Backes-Gellener define training fees as the costs incurred by an organization in paying an internal or external trainer (5). It is imperative for organizations to conduct a cost-benefit analysis to determine whether outsourcing the training function or conducting it in-house (Ryan The institutional requirements 12). Nechvoglod, Karmel, and Saunders further assert that employers incur a number of indirect costs (10). Examples of such costs include administration costs, material wastage and extra maintenance, and apprentice supervision costs. During the apprentice period, the employer has an obligation to ensure that the apprentice receives appropriate qualification. Subsequently, the employer should ensure that the apprentice is supervised effectively during the entire apprenticeship program. Clark asserts that organizations should not assume that the apprentice is conversant with the responsibilities being allocated with time, hence diminishing the intensity of supe rvision (245). This assertion arises from the view that the apprentice will encounter new challenges in the course of undertaking the on-the-job training. In most cases, the supervisory responsibility is allocated to a qualified employee, who is charged with the responsibility of constantly reviewing the apprentice’s practices in order to ensure that he meets the intended quality, thus ensuring that his/her safety at the workplace is guaranteed. Therefore, the amount of time that the supervisor is actively involved in the operation of the firm is affected, which reduces his productivity. Nechvoglod, Karmel, and Saunders further argue that the cost incurred is relatively high if the apprentice does not complete the apprenticeship (10). This assertion emanates from the view that the employer does not enjoy the apprentice’s productivity later during his or her time in the organization. Substantial administration costs are involved in planning apprenticeship. For example, human resource managers spend a lot of time scheduling work and planning off-the-job training. The apprentices have the right to attend off-the-job training. In addition to the above costs, the employer also incurs a substantial costs originating from material wastage and extra maintenance. An organization may be required to purchase additional equipment and materials in order to undertake the training process successfully. An analysis of how the costs of apprenticeship are shared between employers, apprentices and the government Most governments are cognizant of the role of organizations in enhancing organizational performance. Subsequently, governments are increasingly supporting organizations in their operations. Dustmann and Schonberg contend that industrialized countries are appreciating vocational training as an important aspect in strengthening their growth and competitiveness (36). One of the avenues through which this goal is being achieved is by supporting organizationâ₠¬â„¢s apprenticeship programs. For example, Sweden, the US, Australia, Canada, Germany, and the UK are some of the economies that have advocated organizations to invest in apprenticeship. In an effort to support such initiatives, governments are contributing a substantial amount in supporting the apprenticeship schemes. Nechvoglod, Karmel, and Saunders cite incentive payments as one of the ways through which governments are supporting apprenticeship schemes (24). One of the requirements that organizations are required to invest in includes off-job training such as in-class training. In a bid to support organizations, governments are increasingly paying the tuition fee for organizations that have incorporated a comprehensive apprenticeship-training program. Nechvoglod, Karmel, and Saunders assert, â€Å"The tuition fees charged to students make up a very small part of the overall apprenticeship cost† (24). However, governments support organization in order to sustain such appr enticeship programs in organizations. Dustmann and Schonberg argue that the appreciation of apprenticeship in some industrialized countries such as Austria, France, the US, and Italy have led to significant increment in support of apprenticeship programs through school-based and full-time apprenticeship colleges (36). Similarly, countries such as Switzerland and Germany have adopted firm-based apprenticeship programs. These schemes are designed to train employees through a combination of on-the-job training and school-based training. The programs last for 2 to 3 years (Dustmann Schonberg 36). In Canada, the provincial and federal governments are involved in funding the apprenticeship program. For example, during its â€Å"2011/2012 fiscal year, the Canadian federal government provided direct support to apprenticeship program amounting to approximately $185 billion† (Dustmann Schonberg 38). Furthermore, the government supported organizations that have adopted apprenticeship schemes through a $ 172 million fund, which was specifically set aside for the apprentices’ insurance. In Ontario, Canada, the provincial government provides employers, who have adopted the concept of apprenticeship, with a tax credit amounting to 35% to 45% of the total cost of recruiting an apprentice (Lerman 4). Other governments support apprenticeship by incorporating a subsidy on the training firms. For example, the UK government has developed a fund through the National Apprenticeship Service. The fund covers the total costs incurred by organizations through off-the-job training. However, the fund only supports apprentices aged between 16 and 18 years. Furthermore, the UK government supports organizations that have adopted an apprenticeship-training program for individuals aged between 16 and 17 years through the Apprenticeship Grants for Employees, which was established in 2010. Employers who incorporate apprentices within the 16 to 17 years range receive  £2,500 gra nt. In Australia, training firms receive $ 1,250 support, which is increased to $ 4,000 upon completion of the training. This aspect highlights the extent to which governments are committed in supporting organizations to invest in developing their workforce through apprenticeship. Therefore, it is imperative for organizational managers in such economies to consider investing in employee development by investing in apprenticeship programs. Governments’ support for apprenticeship training is also applicable in Germany and Switzerland. However, Dustmann and Schonberg assert that public funding in Switzerland and Germany is only applicable to part-time vocational education (36). This aspect means that Swiss and German companies receive minimal direct public funding as opposed to British firms, which receive substantial direct public funding. Comparison of apprenticeship training; Switzerland and Germany; cost and benefit analysis Soskice assert that a number of studies have been conducted in an effort to assess costs and benefits of apprenticeship training practices in Switzerland and Germany (25). These studies provide significant insight on the apprenticeship systems implemented in the two countries (Soskice 25). Available empirical research shows that apprenticeship training in Switzerland is subject to the net cost of the training program (Hanushek and Welch 618). Similarly, another study conducted in Germany shows that the costs and benefits associated with training have a significant influence on apprentice training in Germany. Dionisius et al. assert that Germany and Switzerland â€Å"have adopted dual vocational education and training [VET] system† (1). Therefore, the apprenticeship system is comprised of school-based education [training through special vocational institutions] and through on-the-job training. Subsequently, the two countries are effective in enhancing apprenticeship training (Wolfgang and Soskice1). However, the costs and ben efits associated with the apprenticeship training behavior amongst the two countries vary significantly. Apprenticeship training in Switzerland is usually beneficial to an organization during the training period. German firms incur significant net costs in the course of training apprentices. The difference between the two countries emanate from the prevailing â€Å"structural differences such as industry structure, wage levels, and firm characteristics† (Dionisius et al. 1). Moreover, the differences between the two companies arise from the prevailing labor market regulations. The study conducted by Dionisius et al. shows a significant difference with regard to cost-benefit ratio from the employers’ perspective between the two countries (5). According to the study, â€Å"the average annual cost of apprentice training in Germany amounts to â‚ ¬15,537 and that of Switzerland is estimated to be â‚ ¬18,131† (Dionisius et al. 5). During the three years of the a pprenticeship training, the total costs amounts to â‚ ¬7,785, thus making a substantial impact on the organizations’ wage bill. Despite this aspect, an organization can gain significant benefits during the apprenticeship program. Dionisius et al. assert that the â€Å"value of productive contribution of apprentices is high in Switzerland, where the average benefit amounts to â‚ ¬ 19,044, and thus the average benefit accrued by training a single apprentice in Germany amounts to â‚ ¬ 8,008† (5). Apprenticeship training in Germany leads to higher net costs of approximately â‚ ¬ 7,528 per year as compared to a net benefit of â‚ ¬913 per apprentice in Switzerland. Consequently, the change between Germany and Switzerland with regard to a 3-year apprenticeship-training program amounts to â‚ ¬25,323. The net costs of apprenticeship training amongst German firms are relatively higher as compared to Swiss firms. The high net cost of apprenticeship arises from t he costs of the training personnel and the apprentices’ wages (Ryan Apprenticeship 102). The cost of â€Å"training an apprentice at the managerial level is 46% higher while that of a full-time trainer is 24% higher in Switzerland as compared to Germany† (Dionisius et al. 7). Similarly, wages of training specific skill such as technicians, artisanship, and administrative skills are 53%, 71%, and 60% higher in Switzerland as compared to Germany. Additionally, training an apprentice who does not have any vocational qualification is 59% higher in Switzerland as compared to Germany (Dionisius et al. 5). Despite the above comparison, the wage costs incurred in training apprentices are higher in Germany as compared to Switzerland (Hanushek and Welch 618). Wage costs are higher during the first year, but they decrease significantly through the second and the third year. The chart below illustrates the change in wage costs for apprenticeship training during the 1st to the 3rd year. Year Change 1 â‚ ¬ 1,344 2 â‚ ¬ 456 3 -â‚ ¬ 981 Table 1: Graph 1 Source: (Dionisius et al. 6) The differences are as a result of the duration that an apprentice spends at the vocational school, which varies significantly between Switzerland and Germany. The difference is estimated to be â€Å"15 days, 10 days, and 8 days during the 1st, 2nd, and 3rd years in Germany† (Dionisius et al. 6). This aspect explains why apprentices in Germany spend a relatively long durations in undertaking external and internal courses and in undertaking internship programs in diverse establishments (Hanushek and Welch 619).On the other hand, Swiss apprentices spend most of their time at the workplace, which increases the performance and productivity of the training firm. Dionisius et al. assert that Swiss apprentices spend an additional 23 days during the 1st year, 18 days during the 2nd year, and 13 days during the 3rd year in of their apprenticeship training in the wo rkplace (6). In addition to the above differences, the variation in the costs and benefits between Germany and Switzerland arises from the nature of training within a particular firm. Firms have the discretion in allocating tasks to apprentices during their training program. This aspect leads to the development of specific skills, and thus they can be allocated productive activities, which are usually undertaken by skilled employees or other tasks undertaken by unskilled employees (Wolfgang and Soskice12). Previous studies show point to a significant difference on the allocation of duties between Swiss and German firms. The amount of time that apprentices in German firms are engaged in non-productive tasks is higher as compared to Swiss firms (Hanushek and Welch 618). The table below illustrates the extent to which duration within which apprentices are engaged in unproductive tasks in German firms exceed Swiss firms during the 3-year apprenticeship-training program. Year Points 1 +36% 2 +28% 3 +18% Table 2 Graph 2 Source: (Dionisius et al. 7) It is estimated that Swiss â€Å"apprentices spend over 468 days of their entire apprenticeship period at the workplace† (Dionisius et al. 7). Eighty three percent (83%) of this period is undertaken by productive activities. On the other hand, German apprentices use â€Å"approximately 415 days at the firm offering the apprenticeship training of which 57% of this time is consumed by productive activities† (Dionisius et al. 7). The net cost of â€Å"apprenticeship training between German and Swiss firms is estimated to be â‚ ¬ 25,000 during a 3-year training program† (Dionisius et al.17) and this difference arises from a number of factors, which include the countries’ vocational education training systems, relative wages, and allocation of tasks amongst apprentices. The above comparison shows that German and Swiss firms can be in a position to influence the costs and benefits ass ociated with apprenticeship training. Hanushek and Welch accentuate that most firms in Germany are willing to cover the net costs incurred in apprenticeship training (617). This assertion arises from the view that the German government has instituted effective employment protection legislations, which is not the case in Switzerland. Consequently, â€Å"Swiss firms are forced to train apprentices in a cost-efficient manner† (Hanushek and Welch 618). However, the wage difference for apprentices between â€Å"skilled and unskilled apprentices is an additional motivation for Swiss firms to adopt production-oriented strategy rather than investment-oriented strategy in developing their apprenticeship-training program† (Hanushek and Welch 618). Incentives and disincentives of apprenticeship training to employers An organization can accrue a number of benefits through apprenticeship training. Acemoglu and Pischke argue that apprenticeship enables an organization to enhance fir m-specific skills amongst its workforce (124). This move enhances the quality of output amongst the employees. Acquisition of firm-specific skills influences the efficiency and effectiveness with which an employee utilizes the general skills. Furthermore, adopting such skills fosters the effectiveness with which employees execute their duties effectively, which minimizes instances of injury and other safety hazards. Moreover, investing in apprenticeship training enhances the quality of work amongst employees. Subsequently, one can argue that apprenticeship increases the productivity of employees. For example, possessing knowledge on the application of certain software is beneficial to an organization if the employee uses the software to execute tasks specific to his division, which makes the general and specific skills to complement each other (Acemoglu and Pischke 124). Therefore, one can argue that investing in apprenticeship training increases the probability of an organization d eveloping a pool of experienced human capital. This aspect culminates in significant improvement in an organization’s competitiveness, performance, and growth. Investing in human capital development through apprenticeship training presents employers with an opportunity to access government support. However, an organization must invest in in-class training. In addition, organizations may access future government support. One of the benefits that the organization may access relates to tax credit. For example, the government may waive a certain percent of the corporate tax during the period of apprenticeship. Such government support may improve the organizations’ long-term performance. By investing in apprenticeship, the employer is in a position to develop a strong human capital base. One of the ways through which this end is realizable is by incorporating the concept of diversity. The apprenticeship program incorporates apprentices of different demographic characteristi cs such as age and educational qualification. This aspect improves the effectiveness and efficiency with which the organization develops a pool of experienced workforce. Workforce diversity is one of the most important organizational assets as it enhances the development of a knowledge-based organization through information sharing (Organization for Economic Cooperation and Development 111). Adopting apprenticeship as a way of recruiting employees can improve the effectiveness and efficiency with which an organization achieves competitive advantage with regard to human capital base. Subsequently, the likelihood of achieving business excellence increases, as apprenticeship training provides employees with an opportunity to progress through their career path. Consequently, the likelihood of achieving their desired career goals improves significantly. This aspect leads to a significant improvement in an organization’s corporate image, which further improves its competitiveness i n the labor market. Saks and Haccoun are of the opinion that the image of an organization is fundamental in its quest to develop competitiveness with regard to human capital (209). This assertion arises from the view that potential employees prefer associating and working with such a company. Subsequently, the likelihood of such a firm succeeding in its recruitment drives is high. Soskice asserts that apprenticeship training increases the employee retention rate significantly (37). Despite the attractiveness of apprenticeship training as illustrated above, a number of aspects de-motivate employers from investing in such programs. One of the main disincentives relates to the cost involved in hiring and retaining apprentices. Different economies have stipulated a comprehensive bill of rights, which is applicable to apprentices. Some of the issues articulated in such bills relate to the right to fair and equitable remuneration. For example, apprentices have the right to all the benefit s applicable to other employees. Subsequently, most organizations perceive the cost of apprenticeship training as a major factor in their operations. The other disincentive arises from the view that organizations are not guaranteed of the continued service of the apprentice in the organization. Some apprentices may leave the organization after or before completion of the training program, which is a major cost to the organization. Conclusion The above analysis identifies apprenticeship training as one of the most important elements in organizations’ efforts to develop competitive advantage with regard to human capital. Subsequently, governments are increasingly formulating policies advocating integration of apprenticeship training amongst firms. Furthermore, different governments are supporting apprenticeship programs directly or indirectly either through tax credit or by paying the tuition fee for apprentices. However, the paper shows that firms encounter a number of costs a nd benefits through apprenticeship training. Some of the major costs are associated with the â€Å"apprentices’ wages, costs of paying the training personnel, and wastage of materials† (Booth and Snower 88). These costs vary across countries. For example, the study shows that Swiss firms gain significantly as opposed to German firms. The difference in the costs and benefits arises from the prevailing legislations and industry structure. Despite the costs incurred, an organization can gain a number of benefits from apprenticeship training. Some of these benefits relate to improved corporate image, developing competitive advantage with regard to human capital, and high rate of employee retention. Subsequently, it is imperative for stakeholders and policy makers to create an effective environment for companies to adopt the concept of apprenticeship training in developing their labor force. Works Cited Acemoglu, Daron, and Jorn-Steffene Pischke. â€Å"Beyond Becker: Train ing in imperfect labor markets.† The Economics Journal 109.453 (1999): 112-142.Print. Booth, Alison, and Dennis Snower. Acquiring skills: Market failures, their  symptoms and policy responses, Cambridge: Cambridge University Press, 1996. Print. Clark, Fahr. â€Å"Transferability, mobility and youth training in Germany and Britain; simple theoretical analysis.† Konjunkturpolitik 48.3 (2002): 235-255. Print. Dionisius, Regina, Samuel Muhlemann, Pfeifer Harld, Walden Gunter, and Wolter, Stefan. â€Å"Cost benefit of apprenticeship training; a comparison of Germany and Switzerland.† Applied Economics Quarterly 55.1 (2009):7-36. Print Dustmann, Christian, and Uta Schonberg. â€Å"What makes firm-based vocational training schemes successful? The role of commitment.† American Economic Journal of Applied Economics 4.2 (2012): 36-61. Print. Hanushek, Eric, and Finis Welch. Handbook of the economics of education,  Amsterdam: North-Holland, 2011. Print. Lerman, R obert. Expanding apprenticeship training in Canada; perspective from  international experience, New York: American University, 2014. Print. Mohrenweiser, Jens, and Thomas Zwick. â€Å"Why do firms train apprentices? The net cost puzzle reconsidered.† Labor Economics 16.4 (2009): 631-637. Print. Mohrenweiser, Jens, and Uschi Backes-Gellener. â€Å"Apprenticeship training- what for? Investment in human capital or substitution of cheap labor.† International Journal of Manpower 31.5 (2010) 545-62. Print. Nechvoglod, Lisa, Tom Karmel, and John Saunders. The cost of training  Apprentices, Adelaide, SA: National Centre for Vocational Education Research, 2009. Print. Organization for Economic Cooperation and Development: Learning for jobs. Paris: OECD, 2010. Print. Ryan, Paul. Apprenticeship; between theory and practice, school and work, Zurich: University of Zurich, 2011. Print. —. The economics of training: International Encyclopedia of Business  and Management, London: Routledge, 2001. Print. —. â€Å"The institutional requirements of apprenticeship: evidence from smaller EU countries.† International Journal of Training and Development 4.1 (2000): 11-16. Print. Saks, Alan, and Robert Haccoun. Managing performance through training and  Development, Toronto: Nelson Education, 2010. Print. Soskice, David. Reconciling markets and institutions; the German apprenticeship  System, Chicago: University of Chicago Press, 1994. Print. Stevens, Margaret. â€Å"Transferable training and poaching externalities.† Acquiring  Skills: Market Failures, their Symptoms and Policy Responses. Ed. Alison Booth and Dennis Snower. Cambridge: Cambridge University Press, 1995. 19-40. Print. Vemic, Jelena. â€Å"Employee training and development and the learning organization.†Ã‚  Economics and organization 4.2 (2007): 209-216. Print. Wolfgang, Franz, and David Soskice. â€Å"The German apprenticeship system.†Ã‚  ECONSTOR 4.11 (1994): 1-29. Wolter, Stefan, and Paul Ryan. â€Å"Apprenticeship.† Handbook of the Economics of  Education, Volume 3. Ed. Eric Hanushek, Stephen Machin, and Ludger Woessmann. Amsterdam: Elsevier, 2011. 521-570. Print. 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Some of the site placemarkers on Google Earth are simple location points, but others have lots of information attachedso be careful, like anywhere else on the Internet, there be dragons, er, inaccuracies. Survey Techniques and Google Earth On a more serious but downright exciting note, GE has also been used successfully to survey for archaeological sites. Searching for crop marks on aerial photos is a time-tested way to identify possible archaeological sites, so it seems reasonable that high resolution satellite imagery would be a fruitful source of identification. Sure enough, researcher Scott Madry, who is leading one of the oldest large-scale remote sensing projects on the planet called GIS and Remote Sensing for Archaeology: Burgundy, France, has had great success identifying archaeological sites using Google Earth. Sitting in his office at Chapel Hill, Madry used Google Earth to identify over 100 possible sites in France; fully 25% of those were previously unrecorded. Find the Archaeology Game Find the Archaeology is a game on the Google Earth community bulletin board where people post an aerial photograph of an archaeological site and players must figure out where in the world it is or what in the world it is. The answerif its been discoveredwill be in postings at the bottom of the page; sometimes printed in white lettering so if you see the words in white click and drag your mouse over the area. There simply isnt yet a very good structure to the bulletin board, so Ive collected several of the game entries in Find the Archaeology.  Sign in to Google Earth to play; you dont need to have Google Earth installed to guess. There is a bit of a process to trying Google Earth; but its well worth the effort. First, make sure you have the recommended hardware to use Google Earth without driving you and your computer crazy. Then, download and install Google Earth to your computer. Once it has been installed, go to JQs site and click on one of the links where hes created placemarks, follow another link in my collection, or simply search the Illustrated History bulletin board at Google Earth.After youve clicked on a placemark link, Google Earth will open and a marvelous image of the planet will spin to find the site and zoom in. Before flying in Google Earth, turn on the GE Community and Terrain layers; youll find a series of layers in the left hand menu. Use your mouse wheel to zoom in closer or farther away. Click and drag to move the map east or west, north or south. Tilt the image or spin the globe by using the cross-compass in the upper right hand corner.Placemarkers added by Google Earth users are indica ted by an icon such as a yellow thumbtack. Click on an i icon for detailed information, ground-level photos or further links for information. A blue-and-white cross indicates a ground level photograph. Some of the links take you to part of a Wikipedia entry. Users can also integrate data and media with geographic location in GE. For some Eastern Woodlands mound groups, Jacobs utilized his own GPS readings, linking online photography in the appropriate placemarks, and adding overlay placemarks with old Squier and Davis survey maps to display mounds now destroyed in their place.If you really get ambitious, sign up for a Google Earth Community account and read their guidelines. Placemarks you contribute will appear on Google Earth when they update. There is a fairly steep learning curve to understanding how to add placemarks, but it can be done. More details on how to use Google Earth can be found at Google Earth on About, from Abouts guide to Google Marziah Karch, or JQs Ancient Placemarkers page, or Abouts Space guide Nick Gr eenes Google Earth page. Flying and Google Earth Flying may not be an option for many of us these days, but this latest option from Google allows us to get much of the joy of flying without the hassle of going through security. And what a great way to learn about archaeology!

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The Most Important Qualities of an Outstanding Educator - Essay Example One of the core characteristics of an outstanding teacher is the ability to adapt to changing needs. A teacher must be able to accommodate students with the use of latest instructional technologies. Learning needs of the students change with time. A perfect teacher is one who is aware of the changing trends and has the ability to become accustomed to the social and technological changes that may affect students at some point in time.Motivation is also one of the basic qualities of an outstanding educator. A good teacher is always motivated towards bringing positive changes in the educational life of the students. Without motivation, no one can succeed in his/her professional life. Good teachers are very enthusiastic and passionate by nature and put every effort to bring success not only to their own lives but also to the educational life of the students.Commitment is also a quality of an outstanding teacher. A good teacher is committed towards his/her responsibilities and never compr omises on the standard of knowledge that he/she delivers to the students. Commitment is a key towards success for every person and for teachers, it is not an exception. A good teacher is always dedicated and committed to making the students learn everything efficiently. They take their responsibility seriously and take every step to fulfill the responsibility in an appropriate manner. Good teachers view teaching not only as a moral and professional obligation but also as a social responsibility to wards the students.

Scope for market Eclectic Institutes herbal medicine and supplements Essay

Scope for market Eclectic Institutes herbal medicine and supplements lines - Essay Example The researcher will utilize the emerging marketing journals and newsletters to collect the relevant information for the development of a successful marketing plan. The research will also rely on global and local specialists to get an insight into the current global market situation. The organization management will play a decisive role in facilitating the researcher with a broad evaluation of the institution’s marketing situation. To generate a quality plan, the study intends to use experienced research assistants and marketing thinkers. The magnitude of study will be based on the available financial support and human resources. The central objective of the research is to develop a practical and a realistic marketing plan that can stand historical challenges (Elle 1). The research also aims at increasing the institution’s sales and profitability by over 12% in the current profit. The research also intends to offer a workable mechanism that can ensure quality training to all stakeholders on the most effective ways of executing the proposed recommendation. Elle Blake. How to prepare a scope statement for a research paper, research method journals, 23, and 12, 1-7 retrieved on 28th august 2012. From:

Features of contract law Coursework Example | Topics and Well Written Essays - 1250 words

Features of contract law - Coursework Example An invitation to treat is an expression of willingness to enter into negotiations that may in future materialize in a contract. Therefore, an invitation to treat is the preliminary step that precedes a contract, and that may or may not turn into a contract. The case of Gibson v Manchester City Council (1979) is illustrative in this regard. As the distinction have now become clear between an offer and invitation to treat – the question whether the advertisement in the newspaper placed by Ahmed amounts to an offer or an invitation to treat. According to the rule contained in Pattridge v Crittenden (1968) an advertisement does not amount to an offer, instead it is an invitation to treat. However, an exception to this rule is contained in Carlill v Carbolic Smokeball that advertisements could, in certain situation, turn into an offer themselves and would just beckon an expression of acceptance to seal the contract. Ahmed’s advertisement in this situation amounts to a unilat eral offer – an offer that only requires acceptance. Evidence of this found in the words ‘acceptance to be confirmed by 22nd July’. ... A conclusion can be drawn from this case that postal rule, an antiquated rule indeed, is only applicable to non-instantaneous forms of communication. Therefore, by analogy it could be held that postal rule will not apply to emails, which is virtually instantaneous will not governed by this rule. Lord Denning further held in this case that acceptance by telex machine took place where it was received, rather than where it was sent. This approach has been confirmed by the House of Lords in The Brimmes (1975) and Brinkibon Ltd v Stahag Stahl (1983). However, these two cases particularly deal with the issue of time of acceptance. In The Brimnes (1975) the issue was whether a withdrawal of the contract was effective when it was received or when it was actually read. Megaw LJ unequivocally held that acceptance is effective and valid when it is expected to be read not when it is actually read. Which in turn means that acceptance would be valid when it is received not when the recipient, thro ugh some fault of his own, failed to read it on time when it was expected to read. Megaw LJ put the judgment in the following words:   Ã¢â‚¬Å"if a notice arrives at the address of the person be notified, at such a time and by such a means of communication that it would in the normal course of business come to the attention of that person on its arrival, that person cannot rely on some failure of himself or his servants to act in a normal businesslike manner in respect of taking cognisance of the communication†. However, in the present situation the acceptance by email has been received at Ahmed’s PC at 5:39pm and that is beyond office hours. It cannot be expected to have been read by Ahmed beyond office hours, but it could be argued that the

Marketing Of Coca Cola In The Uk Nepal Marketing Essay

Marketing Of Coca Cola In The Uk Nepal Marketing Essay Coca-Cola is one of the world leading and largest Company in the sector of beverages. It was established in 1886 by Dr. John Pemberton who was a pharmacist of Atlanta, Georgia USA. The brand has since become household drink in more than 200 countries across the world. Carbonate drinks are the single largest component in Coca-Cola Company which account for nearly 78% of the total volume sold in 2008. The company has more than 3000 products of beverages and has nearly 500 brands in its portfolio includes Coca-Cola or Diet Coke family, Coca-cola enterprise (CCE). Likewise, wide range of carbonates including Fanta, Lilt, PowerAde and sprite. Coca cola in UK The market of carbonate in the UK is normally dominated by relatively few companies. These are, in the main, subsidiaries of global corporation such as the Coca Cola Company and Pepsi CO. Moreover, Coca-Cola, BSD and own label alone account for well over two thirds of the carbonates market volume in the UK. The purpose of sale of BSD, In which PepsiCo already has a 10% share, is likely to make one of the these groups even stronger in the UK market. Mainly, the major brand of Coca -Cola Company is coke or simply Coca-Cola. Other major brands of Coca-Cola UK portfolio contains Diet Coca-Cola, Cherry Coca-Cola, Fanta , Lilt, Sprite, Dr Pepper and Schweppes. Dr Pepper has been on sale in the United Kingdom since 1982, is account to more famous among the young and teenagers peoples in the UK. The operations of the Company in the UK are categorized among CCE and Coca-Cola Great Britain (CCGB), where CCE is the manufacturer and distributor, likewise CCGB belongs to the brands which have more responsibility in the field of marketing. Coca cola in Nepal At first Coca-Cola was introduced in Nepal in 1973, which was imported from its neighbour country India. Local production of Coca-cola in Nepal was started in 1979, with the establishment of Bottlers Nepal Limited (BNL). Coca-Cola Sabco was provided the right of bottling from the Coca-Cola Company to Nepal in 2004. BNL has plants in the capital city Kathmandu and Bharatpur municipality, which is only the bottler of Coca-Cola products in Nepal. The Marketing, Sales and Distribution strategy for BNL is mentioned as Refresh the Marketplace and contain a robust Consumer Response System to deal with the concerns, ideas and suggestions of the consumers. BNL is also dedicated to support the community through different programmes, mainly in the sector of health. In relationship with the local community, BNL also support by providing a Free Health Check-up Clinic at Bharatpur municipality. Facts:/strategy The Coca-Cola brand has been implemented the global marketing strategy. They are taking into account the whole world into the single market place and uniform marketing strategy was introduced by Coca-cola for many years, at present the trend is changing and various marketing campaigns are being prepared for the development of the Company in different regions of the world. Basically, decisions related to the Business are made on a domestic basis to fit in with the culture and needs of the domestic community. In 1919 Coca-Cola decided to expand its business in the global community. The Coca-Cola Company decided to take its operations around national boundaries and the research of its marketing was started in USA, china and other many countries of the global world. Due to the successful and efficient marketing research of Coca-cola, it was able to expand its business globally in different places of the global world. Advertisement   Ã‚  Ã‚  Ã‚     Ã‚  Ã‚  Ã‚  If we consider on advertising perspective of Coca-Cola Company, advertising has more successful power to increase customers demand worldwide. Basically, advertising has to be in line with the domestic culture. An adapted marketing mix defines adjusting the mix with the established culture, geographic, cost-effective and other differences in different nations of the globe. Coca-Cola Advertisements in Nepal The Coca-Cola has a long history of sports marketing relationships Bottlers Nepal and Bottlers Nepal (Tarai) on lsat week announced the launch of their summer promotion campaign Coca-Cola Football great festival targeting soccer fans across the country. . According to Bottlers Nepal, customers need to purchase Coca-Cola, Fanta or Sprite and text the ten digits unique code under the bottle crown of to 4477 from mobile phone. The scheme is appropriate to all 200 ml and 250 ml returnable glass bottles or all sizes of PET bottles from April 1 to May 31, 2011. According to the Pranaya Sthapit, marketing manager of Bottelers Nepal, during the period of scheme, consumers can get a chance to win attractive Coca-Cola t-shirts, caps and free drinks (www.cocacola.com.np). Advertisement of Coca Cola in Rural Area of Nepal. Figure: 1.1 Reference: http://commons.wikimedia.org/wiki/File:Coke-nepal.jpg Coca-Cola Advertise in UK Coca cola follow integrated marketing communication theory in developed and advance country. In UK TV advert carries a particular logo, images and message, then all newspaper adverts and point-of-sale materials should carry the same logo, images or message, or one that fits the same theme. Coca-Cola uses its familiar red and white logos and retains themes of togetherness and enjoyment throughout its marketing communications. Don caster Rovers Coca Cola Advert Piccadilly Circus London References: http://www.flickr.com/photos/crispy789/2498475157 This place is the most popular and historical place in the London. More than 100,000 people visit it each day. Marketing affects perception of customer. This type of advertisements has direct effect on customer perception from multinational and multicultural tourist in UK. They have different advertisement and different type of product in the base on different demographic and behaviours people. When we compare the coca cola and other carbonate soft drinks advertisements in this time we can get totally different between each other. Coca cola only highlight its name rather than other things, the product promote itself .Coca- Cola brand image and its perception between the competitors helps to mouth publicity all over the world. Marketing Communication theory and Coca-Cola Marketing communication is the systematise relationship between business and its potential market where the marketer assembles a wide and different variety of ideas, massage, degision. Forms, media shape and colours both to communicate idea to and to stimulate a particular perception of Coca-Cola Company by individual people who have been aggregated in to their target market Coca-Cola use the number of Marketing communication tools for assemble such as personal selling, sale promotion , public relationship and advertisement. Coca Cola lunched simple wall Advertisement in Rural Area of Nepal. This has one of the simple communications strategies of Bottlers Nepal Limited. People who live in the rural area t havent any equipment of media such as TV, FM, Internet and good facilities of transport. Coca cola provides coke freeze to their consumer for selling their own product and they have strongly motivated to sell only their product. Simple communications models show a sender sending a message to a receiver who receives and understands it. Real life is less simple many messages are misunderstood, fail to arrive or, are simply ignored. Thorough understanding of the audiences needs, emotions, interests and activities is essential to ensure the accuracy and relevance of any message. Marketing System Input Processing Output Feedback Figure: Marketing communicates process in Rural place of Nepal. Market Segmentation in Nepal : Generally, Nepalese market was practiced mass marketing approach with range of product in the past. Because of the changes in socio-economic field and developments in transport and communication sector have made Nepalese marketers conscious of market segmentation. The marketing strategies of global Companies like Coca Cola have reinforced this realization. The following points describe the practices of market segmentation in Nepal. 1. Non-systematic: basically, marketing segmentation is not based on systematic market research. Previous experiences, feeling of management and strategy of competitors have influenced marketing segmentation. 2. Variables for Segmentation: Different variables mainly used for consumer market segmentation are given below Geographic Demographic Psychographic Behavioural 3. Lack of Information: Nepalese marketers lack comprehensive information about consumer characteristics. They tend to regard marketing research as a wasteful cost. This has constrained the effective evaluation of market segments in terms of their attractiveness and appropriateness. Risks are not properly assessed. 4: Government Policies: Government policies in Nepal are not very supportive of marketing. They do not regard businessmen as partners for development. Restrictions of movement of goods and controls have discouraged market segmentation. 5: Lack of Ethical Considerations: Environmental and welfare considerations are generally disregarded for market segmentation in Nepal. The above points clearly indicate that the concept of market segmentation is at an initial stage in Nepal. However, the importance of market segmentation is likely to increase in the years to come. Market segmentation in UK. The companys beverages are generally for all consumers. However, there are some brands, which target specific consumers. For example, Coca- Colas diet soft drinks are targeted at consumers who are older in age, between the years of 25 and 39. PowerAde sports water target those who are fit, healthy and do sport. Winnie the Pooh sipper cap Juice Drink target children between the ages 5-12. Positioning Positioning is the process of creating, the image the product holds in the mind of Consumers, relating to competing products. Coca cola and Pepsi both make soft drinks, Pepsi may try to compete but they will still be seen as down market from coke. Coke has been positioned based on the process of positioning by direct comparison And have positioned d their products to benefit their target markets. Most people Create an image of a product by comparing it to another product, thus evident Through the famous battles between Coca-cola and Pepsi products. Product life cycle: When referring to each and every product or service ever placed before the consumer i.e. in the long term all the existing products and services are dead. So every product is born, grows, matures and dies. So in the commercial market place products and services are created, launched and withdrawn in a process known as Product Life Cycle. To be able to market its product properly, a business must be aware of the product life cycle of its product. The standard product life cycle tends to have five phases: Development, Introduction, Growth, Maturity and Decline. Coca-Cola is currently in the maturity stage, which is evidenced primarily by the fact that they have a large, loyal group of stable customers. Furthermore, cost management, product differentiation and marketing have become more important as growth slows and market share becomes the key determinant of profitability. In foreign markets the product life cycle is in more of a growth trend Cokes advantage in this area is mainly due to its establishment strong branding and it is now able to use this area of stable profitability to subsidize the domestic Cola Wars. Insert the picture of the product lifecycle. Financial objective in UK Coca-Cola Enterprises, the worlds largest bottler of Coca-Cola products which will soon be focused purely on some of the largest but also most mature soft drinks markets in Western Europe, is optimistic about the long-term growth prospects for this territory. The group aims to achieve in currency neutral terms: revenue growth of 4% to 6%; operating income growth of 6% to 8%; earnings per share growth in a high single-digit range; and return on invested capital improvement of 20 basis points or more per year. These metrics reflect the solid growth opportunity that lies ahead in Europe, says John Brock, chairman and chief executive of Coca-Cola Enterprises. They exceed our current long-term objectives. We are committed to these financial objectives, and in turn, to creating real value for our shareowners, our customers, and our employees. Financial Market share of coca cola in UK Coca-Cola has reported strong second-quarter profits, beating market expectations, thanks to rising international sales. Total profits were $2.37bn ( £1.56bn), up 16% from a year ago and narrowly above forecasts of $2.3bn. The beverage makers share price jumped 2.3% in the first 15 minutes of New York trading. Revenues were up 4.8% to $8.67bn, thanks to rapid sales growth in Latin America, Africa and parts of Asia. Among the best growth markets were Brazil, where sales volumes were up 13%, and India, up 22% since last year. The producer of Fanta, Sprite and Vitamin Water also reported a pick-up in growth albeit at a more sedate 2% pace in its home market of North America. In Europe, however, sales were down .1 referances http://www.bbc.co.uk/news/business-10716077, 21 July 2010 Last updated at 15:42 Coca-Cola Enterprise is the UK subsidiary for the Coca-Cola Company. In 2008 UK carbonate was valued about  £6billin; with which Coca-Cola (GB) hold about 60% value in both retail and on-trade. Britvic soft drink which is UK subsidiaries of PepsiCo and is the main competitor was second place in terms of market shares of 15% retail sales according to mintel. PepsiCos flagship brands in soft drinks are Pepsi, Pepsi Max, Diet Pepsi, Gatorade and Mountain Dew, and the company also owns Tropicana and Dole, the worlds leaders in fruit juice. GlaxoSmithKline PLC, a giant in healthcare products, is the UK third largest carbonate drink and is also on a different scale from most drinks companies. The company specialised in medicines and oral care, as well as three famous drinks brands: Lucozade, Ribena and Horlicks. CCE, had a turnover of  £1.43bn in the year ending 31st December 2006, up 2.4% on the previous year whereas For the year ending 30th September 2007, Britvic PLC recorded total branded revenues of  £716.3m, up by 5.7% on 2006. According to John Sicher of Beverage Digest (2009), Coca-Cola was the number one brand with around 42.7% in 2008. PepsiCo was second, with 30.8%, however these market shares for both Coca-Cola and PepsiCo have slightly decreased from 2007 to 2008. Coca-Colas volume has also decreased 1.0% since 2007, whereas PepsiCos volume has increased 0.3%. Strong growth of Coke range in the UK is probably due to the introduction of coke zero and Diet coke product. Coke Zero is the most significant of KOs new innovations. This beverage is marketed as a calorie-free version of Coca-Cola Classic, omitting the diet label in an attempt to appeal to new demographics. This brand alone accounted for nearly one third of all 2006 growth for beverages bearing the Coca-Cola trademark. Reference; http://ivythesis.typepad.com/term_paper_topics/2009/08 strategic-analysis-coca-cola.html The Top 10 Soft Drinks Companies in 2009 by market share. Coca-Cola ( bottling partners) PepsiCo ( bottling partners). Nestle. Suntory. Dr Pepper Snapple. Red Bull. Danone. Kirin. Asahi Breweries. Ito En. Coca-cola is number one for the 11th year http://www.financenews.co.uk/uncategorized/coca-cola-still-on-top-of-the-world/ Coca-Cola has retained its spot as No 1 in annual ranking of the 100 Best Global Brands followed by IBM, Microsoft, Google and GE. The 2010 report estimates the Coca-Cola brand value at $70.5 billion, up by two per cent since 2009, said the Interbrand that uses a combination of analysts projections, company financial documents and its own qualitative and quantitative analysis to arrive at a net present value. Top 5 Global brands in 2010 Rank Company Brand Value 1 Coca-Cola $70.452m 2 IBM $64,727m 3 Microsoft $60,895m 4 Google $43,557m 5 GE $42,808m The Himalaya Times ,Added At:   2011-02-14 12:18 AM The market share of Coca Cola and its rival Pepsi might be 50-50 in many parts of the world but when it comes to Nepal, the market share structure would be 3:1. The factor which needs to be credited for this data of Coca Colas market share cannot be determined that easily. As far as I know, the factors could be, the management and the quality it has maintained. The company with the largest paper work in Nepal had Bottlers Nepal, the sole distributor for Coke in the second spot. This also proves that the management is good and the quality maintenance needs no description at all. There were ups and downs in Coke. A couple of years or so, the workers went on for a strike all over Nepal in Bottlers Company resulting the distribution and production into halt. To worsen this case, this halt was in existence in the peak season which was finally solved. The year 2008 could be different and nothing is predictable. The number one spot could be snatched by Microsoft in this present age of information technology. If only Coca Cola could come up with some beverage for chilling cold with the same brand, who knows they might still be at the number one spot for the next ten years or so. Friday, January 11, 2008 | The carbonate market in the UK is dominated by relatively few companies. These are, In the main, subsidiaries of global conglomerates such as the coca cola company and Pepsi CO.Indeed, Coca-Cola, BSD and own label alone account for well over two thirds of the carbonates market volume in the UK.The purpose sale of BSD, In which PepsiCo already has a 10% share, is likely to make one of the these groups even stronger in the UK market. Financial objectives On September 7, 2010, CCE announced updated long-term financial objectives, including the following: Revenue growth of 4 percent to 6 percent; Operating income growth of 6 percent to 8 percent; Earnings per share growth in a high single-digit range; and Return on invested capital improvement of 20 basis points or more per year. Coca cola market share by area Area NORTH AMERICA LATIN AMERICA EUROPE MIDDLE EAST ASIA AFRICA Volume 30% 25% 22% 17% 6% RANKING 1 2 3 4 5 Figure: 2 Sources: Business plan on coca-cola 8/8/2010 MARKETING STRATEGY Our local marketing strategy enables Coke to listen to all the voices around the world Asking for beverages that span the entire spectrum of tastes and occasions. What people want in a beverage is a reflection of who they are, where they live, how they work and play, and how they relax and recharge. Whether youre a student in the United States enjoying a refreshing Coca- Cola, a woman in Italy taking a tea break, a child in Peru asking for a juice drink, or a couple in Korea buying bottled water after a run together, were there for you. We are determined not only to make great drinks, but also to contribute to communities around the world through our Commitments to education, health, wellness, and diversity. Coke strives to be a good neighbour, Consistently shaping our business decisions to improve the quality of life in the communities in which we do business. Its a special thing to have billions of friends around the world, and we never forget it. Processes of Communication in a coca-cola The process of communication would be as follows: Message conceived decision made to send message and reasons why. Message encoded information for notice and what sort of layout is going to be used etc. Communications medium selected communication method selected, in this case notice. Message decoded language and knowledge used to send out the right message. Message interpreted meaning of notice, recipients view. Feedback supplied feedback supplied to sender e.g. opinions, response etc. Sample of communication process of coca-cola N N Massage . Feedback Figure: Schramm (1955) Note:Communication process copy from book http://books.google.co.uk/books?id=KKp3Hg5vmVsCpg=PA276dq=marketing+communication+theory+/coca+colahl=enei=69phTZj6G9HssgbEqKC2CAsa=Xoi=book_resultct=resultresnum=3ved=0CD4Q6AEwAjgK#v=onepageq=marketing%20communication%20theory%20%2Fcoca%20colaf=false Coca-Cola market share and sub product in Nepal Bottlers Nepal said it is planning to invest $10m in the next three years to expand its bottling operations and launch a brand of mineral water for the market. The bottler of Coca-Cola in Nepal will use the funds to modernise its bottling plants in Kathmandu and Bharatpur. The company, which posted a 20% growth in 2009, said it will start manufacturing the Kinley brand of mineral water following standards prescribed by the World Health Organization (WHO). Coca-Cola Sabco, one of Coca-Cola Companys bottling partners, has invested about $45m in the last five years, and annually produces one million bottles of carbonated soft drinks. Coca-Cola has a 67.8% market share in Nepals carbonated soft drinks business, according to global marketing research firm ACNielsen. RECOMMENDATIONS After completing our project we have concluded some recommendation for the coca cola company, which are following. à ¢Ã¢â€š ¬Ã‚ ¢Coca Cola Company should try to emphasis more on providing their infrastructure in the market to facilitate their customers. à ¢Ã¢â€š ¬Ã‚ ¢According to the survey, conducted by the international firm Nepalese people like little bit sweeter cola drink. So for this coca cola company should produce their product according to the local demand. à ¢Ã¢â€š ¬Ã‚ ¢Marketing team should try to increase the availability of Coke in rural areas. à ¢Ã¢â€š ¬Ã‚ ¢They should also focus the old people. à ¢Ã¢â€š ¬Ã‚ ¢Now young generation has a trend to drink coke 2 regular bottles at same Time, so providing more satisfaction to them company should introduce  ½ liter disposable bottle. +

Gender Codes in SELF Magazine Essay -- Sex Gender American Culture

An Ideal SELF Woman? Americans live in culture full of numerous gender codes. Gender codes are imaginary rules of how males and females should live and are created within America by the media such as TV shows, movies, billboards, magazines, and advertisements. In "Gender Codes in the American Culture", Jack Solomon and Sonia Maasik believe that "Gender codes are socially, not naturally, constructed, and usually reflect cultural values rather than natural facts" (476). This supports that the media creates gender codes because it is the main method in which cultural values are presented. They present what is accepted to be masculine and feminine in America at the time, and society follows these generalizations of what it means to be a man and a woman, thus creating gender codes. A lifestyle magazine is an example of a one type of media that creates gender codes. It is easy for lifestyle magazines create gender roles because they idealize a certain type of man or woman because they address the aspects of everyday life in their articles, advertisements, and features. They show their readers how the ideal man or woman lives their life. SELF is one lifestyle magazine that does just that. SELF is a lifestyle magazine for women between the ages of 20 to 50 years of age and it focuses on giving their readers information and pointers of how to live a supposedly well-rounded life. SELF creates the feminine ideal that a woman be competent in every aspect of her life. According to SELF, being competent in every aspects of a woman ' s life includes being health conscious, eating right, having scheduled weekly workouts whether at home or in the gym, keeping yourself well groomed, dressing fashionably, being independent, having healthy r... ...er life, and if she isn't, then she should be working to fix that in order to achieve this ideal status. This ideal woman creates a gender code for SELF readers. Works Cited Blum, Deborah. "The Gender Blur: Where Does Biology End and Society Take Over?" Signs Of Life in the USA: Readings on Popular Culture for Writers. 4th edition. Ed. Sonia Maasik, and Jack Solomon. Boston: Bedford/ St. Martin's, 2003.495- 501. Maasik, Sonia, and Jack Solomon. "We've Come a Long Way, Maybe: Gender Codes in American Culture." Signs Of Life in the USA: Readings on Popular Culture for Writers. 4th edition. Ed. Sonia Maasik, and Jack Solomon. Boston: Bedford/ St. Martin's, 2003.475-483. Wolf, Naomi. "The Beauty Myth." Signs Of Life in the USA: Readings on Popular Culture for Writers. 4th edition. Ed. Sonia Maasik, and Jack Solomon. Boston: Bedford/ St. Martin's, 2003.515-524.

Lab #7 Report Chemical

Lab #7 Purpose: The purpose of this experiment is to analyze known solutions of Ba(NO3)2, Ca(NO3)2, Mg(NO3)2 and Sr(NO3)2 (alkaline earths) and known solutions of NaBr, NaCl and NaI (halogens). Then we are given an unknown solution to determine what ions are present. Materials: 1. Test tubes 2. Test tube holder 3. Pipet 4. 1 M H2SO4 5. 0. 1 M Na(NO3)2 6. 0. 1 M Ca(NO3)2 7. 1 M Na2CO3 8. 0. 25 M (NH4)2C2O4 9. 0. 1 M KIO3 10. Bromine water 11. Chlorine water 12. Iodine water 13. 0. 1 M NaCl 14. 0. 1 M NaBr 15. 0. 1 M NaI 16. Unknown (E) Methods:Alkaline Earths 1. Wash the test tubes of any residue 2. Add 12 drops of 1m H2SO4 to four test 3. Then add 12 drops of 0. 1m Ba(NO3)2 to one test tube containing 1M H2SO2 4. Add 12 drops of 0. 1m Ca(NO3)2 to another test tube containing 1M H2SO2 5. Add 12 drops of 0. 1m Mg(NO3)2 to another test tube containing 1M H2SO2 6. Add 12 drops of 0. 1m Sr(NO3)2 to the final test tube containing 1M H2SO2 7. Observe and take notes on the precipitate or the lack of precipitate in each reaction 8. Clean the test tubes after taking notes . Repeat the procedure, but now with 12 drops of 1m Na2CO3 in each test tube 10. Add 12 drops of 0. 1M Ca(NO3)2 to another test tube containing 1M Na2CO3 11. Add 12 drops of 0. 1M Mg(NO3)2 to another test tube containing 1M Na2CO3 12. Add 12 drops of 0. 1M Sr(NO3)2 to the final test tube containing 1M Na2CO3 13. Observe and take notes on the precipitate or the lack of precipitate in each reaction 14. Clean the test tubes after taking the notes 15. Repeat the process with 12 drops of 0. 25M (NH4)2C2O4 16.Observe and take notes on the precipitate or the lack of precipitate in each reaction 17. Clean the test tubes after taking the notes 18. Repeat the process with 12 drops of 0. 1M KIO3 19. Observe and take notes on the precipitate or the lack of precipitate in each reaction 20. Clean the test tubes after taking the notes 21. Repeat the process with 12 drops of unknown (E) 22. Observe and take notes on th e precipitate or the lack of precipitate in each reaction and deduct if it’s Ba(NO3)2, Ca(NO3)2, Mg(NO3)2 or Sr(NO3)2. 23. Clean the test tubes after taking the notesHalogens 1. Place a few drops of bromine water into the test tube and add 12 drops of heptane and shake 2. Repeat the process with chlorine water and iodine water and note any color changes in each 3. Clean the test tubes after taking the notes 4. Get three test tubes and add 12 drops of bromine water to each test tube with 12 drops of HEP 5. Add 12 drops of 0. 1M NaCl to the first test tube, 12 drops of 0. 1M NaBr to the second test tube and 12 drops of 0. 1M NaI to the third test tube 6. Note the color of each reaction 7. Clean the test tubes after taking the notes . Repeat the steps but with 12 drops of chlorine water in each test tube with 12 drops of HEP 9. Observe the color of each reaction 10. Clean the test tubes after taking the notes 11. Repeat the steps but with 12 drops of iodine water in each test tu be with 12 drops of HEP 12. Observe the color of each reaction 13. Clean the test tubes after taking the notes 14. Repeat the steps but with 12 drops of unknown (E) in each test tube with 12 drops of HEP 15. Observe the color of each reaction and deduct if the unknown is either NaBr, NaCl or NaI Results:Alkaline | H2SO4| Na2CO3| (NH4)2C2O4| KIO3| Ba(NO3)2| Cloudy white| Very cloudy white| White precipitate sits on bottom| Tiny amounts of white precipitate| Ca(NO3)2| No reaction | Cloudy white| Cloudy white precipitate| No reaction| Mg(NO3)2| No reaction| White film on top| No reaction | No reaction| Sr(NO3)2| White precipitate on top| White cloudy solution with some white precipitate| Faint white cloudy foggy precipitate| Little amounts of tiny white precipitate| Unknown (E) | No reaction | White film on top| No reaction| No reaction| .Unknown Alkaline Earth: Mg(NO3)2 Reaction between Halogens and Halides | NaBr| NaCl| NaI| Unknown (E)| Bromine water| Light faint yellow| Golden yell ow| Faint yellow tint| Light faint yellow| Chlorine water| Dark yellow amber | Colorless| Light yellow| Dark yellow amber| Iodine water| Light yellow tint| Dark red color| Light yellow| Light yellow tint| Unknown Halogen: NaBr Color of Halogens in solution | Br2| Cl2| I2| Water| Orangey-Brown| Colorless| Brown| HEP| Orange| Colorless| Purple | Conclusion:

buy custom Medieval Philosophies essay

buy custom Medieval Philosophies essay Medieval Philosophies The article Medieval Philosophies What Are They, and Why? by Georgy Gereby sheds more light to the notion of medieval philosophy. The author shows that the subject under discussion is not as simple as one may think at first glance. It has particular problems and difficulties on different levels. First, the term is problematic. It appears that it is complicated to define the term because of chronological and geographical aspects. One of the problems the researchers face is that the time framework of the Middle Ages is rather blurred. There are different versions about the beginning of this period. Second, the historical approaches are flawed. It seems that each historian has their own understanding of the Middle Ages and its philosophy. After all, the readers get to know that medieval philosophy is not strictly determinated chronologically, geographically, historically, and conceptually (Gereby 173). The problematic context of the medieval philosophy reveals the main question of the article. The author wonders if the philosophy of the Middle Ages existed at all. On the one hand, Gereby assumes that the philosophy requires some freedom of reason. On the other hand, he acknowledges that in the Middle Ages the Christian Church restricted the free use of reason. Thus, Christianity appeared to dominate medieval philosophy. Therefore, the author claims that the medieval philosophy was a religious philosophy. He supports his claim with the objectivation of Harry Wolfson and presents the main counterargument of Bertram Russell. Besides, Gereby shows the similarities and differences between theology and philosophy. According to him, philosophy used to be independent as a science, but closely related to theology. Comparison between different opinions leads him to the answer to his question. Gereby concludes that there was a philosophy in the Middle Ages, though to realize it, knowledge of the entire context is necessary. Thus, the article expands the readers vision on the essence of medieval philosophy. I learned a lot from reading the article. First, I got to know that there are three branches of medieval philosophy: Jewish, Christian and Islamic. Before, I had been familiar only with the Christian medieval philosophy and I had never heard of the Jewish one. I learned that although these three branches shared a common heritage in science, Judaism and Christianity had a profound impact on medieval philosophy. The approach of an author explains a lot, namely, how the debates were possible between philosophers and why traditional philosophers did not appear at that time. Second, I learned why theology is a science. Before that, I have never considered it one. To me, it was more about faith than about theoretical framework and principles. After reading this article, I have changed my mind. I see the logic in the argumentation of Thomas Aquinas. He effectively harmonizes faith and reason. Of course, philosophy and theology are different. Philosophy is based on the human mind, and theology is inspired by revelation. Still, both philosophy and theology refer to the truth and reality. Third, I learned that the medieval philosophy is not simple. I thought I had known a lot about the philosophy of that period, because I used to read about it in the books. Now I know that I lack competency in this field. Furthermore, currently I notice many uncertainties in the course of history and logical fallacies in argumentations. I suppose that there is no universal truth in science even if it claims there is. The universal opinion on the medieval philosophy period has not been achieved. Also, the essence of medieval philosophy remains blurred. I see that both Aquinas and Russell may be right, therefore, the reliability of scientific knowledge is relative. Order custom essay from EliteWritings.com

Requirements to Become President of the U.S.

Requirements to Become President of the U.S. What are the constitutional requirements and qualifications to serve as president of the United States? Forget the nerves of steel, the charisma, the background and skill set, the fund-raising network,  and the legions of loyal folks who agree with your stance on all the issues. Just to get into the game, you have to ask: How old are you and where were you born? The U.S. Constitution Article II, Section 1 of the U.S. Constitution imposes only three eligibility requirements on persons serving as president, based on the officeholder’s age, time of residency in the U.S., and citizenship status: No person except a natural born Citizen, or a Citizen of the United States, at the time of the Adoption of this Constitution, shall be eligible to the Office of President; neither shall any person be eligible to that Office who shall not have attained to the Age of thirty five Years, and been fourteen Years a Resident within the United States. These requirements have been modified twice. Under the 12th Amendment, the same three qualifications were applied to the vice president of the United States. The 22nd Amendment limited office holders to two terms as president. Age Limits In setting the minimum age of 35 for serving as president, compared to 30 for senators and 25 for representatives, the framers of the Constitution implemented their belief that the person holding the nation’s highest elected office should be a person of maturity and experience. As early Supreme Court Justice Joseph Story noted, the character and talent of a middle-aged person are fully developed, allowing them a greater opportunity to have experienced â€Å"public service† and to have served â€Å"in the public councils.† Residence While a member of Congress need only be an â€Å"inhabitant† of the state he or she represents, the president must have been a resident of the U.S. for at least 14 years. The Constitution, however, is vague on this point. For example, it does not make clear whether those 14 years need to be consecutive or the precise definition of residency. On this, Justice Story wrote, by residence, in the Constitution, is to be understood, not an absolute inhabitancy within the United States during the whole period; but such an inhabitancy, as includes a permanent domicile in the United States. Citizenship In order to be eligible to serve as president, a person must either have been born on U.S. soil or (if born overseas) to at least one parent who is a citizen. The Framers clearly intended to exclude any chance of foreign influence from the highest administrative position in the federal government. John Jay felt so strongly on the issue that he sent a letter to George Washington in which he demanded that the new Constitution require a strong check to the admission of Foreigners into the administration of our national Government; and to declare expressly that the Commander in Chief of the American army shall not be given to nor devolve on, any but a natural born Citizen. Supreme Court Justice Story would later write that the natural-born-citizenship requirement â€Å"cuts off all chances for ambitious foreigners, who might otherwise be intriguing for the office.† Under the ancient English common-law principle of jus soli, all persons- other than children of enemy aliens or foreign diplomats- born within the borders of a country are considered citizens of that country from birth. As a result, most people born within the United States- including the children of undocumented immigrants- are â€Å"natural born citizens† legally eligible to serve as president under the Citizenship Clause of the 14th Amendment, which states, â€Å"All persons born or naturalized in the United States, and subject to the jurisdiction thereof, are citizens of the United States and of the state wherein they reside.†    Less clear-cut, however, is whether children born abroad to United States citizens are similarly â€Å"natural born citizens† and eligible to serve as president. Since 1350, the British Parliament has applied the rule of jus sanguinis, which holds that newborn children inherit the citizenship of their parents, regardless of the place of birth. Thus, it is not surprising that when Congress enacted the first U.S. naturalization law in 1790, that law declared that â€Å"the children of citizens of the United States, that may be born beyond the sea, or out of the limits of the United States, shall be considered as natural born citizens.†   Ã‚  Ã‚   Still, the question of whether the term â€Å"natural born Citizen† used in the Presidential Eligibility Clause of Article II incorporates both the parliamentary rule of jus sanguinis in addition to the common law principle of jus soli. In the 1898 case of United States v. Wong Kim Ark the U.S. Supreme Court ruled that citizenship through jus sanguinis, while available by statute, was not available through the 14th Amendment. Today, however, most constitutional experts argue that the Presidential Eligibility Clause of Article II does incorporate both jus sanguinis and jus soli, so George Romney, who was born in Mexico to American parents was eligible to run for president in 1968. Presidential Trivia and Controversies John F. Kennedy was the  youngest person  to be elected president; he was 43 years old when he was inaugurated in 1961.There is no maximum age limit set forth in the Constitution.  Ronald Reagan  was the  oldest president; at the end of his term in 1988, he was nearly 77.A number of presidential hopefuls have had their citizenship questioned over the years. During the 2016 campaign, Donald Trump accused Texas Sen. Ted Cruz, who was born in Canada to an American mother and Cuban-born father, of not being eligible for the presidency.The election of President Barack Obama in 2008, whose father was Kenyan, prompted a number of lawmakers to call for the presentation of a candidates birth certificate at the time that he or she files for candidacy.  Martin Van Buren was the first president to be born after the American Revolution, making him the first true American to serve.Virginia has produced more presidents- eight- than any other state. However, five of those men were born p rior to independence. If you count only persons born after the American Revolution, then the honor goes to Ohio, which has produced seven leaders. Election Day was established by Congress in 1845 as the first Tuesday after the first Monday in November. Prior to that, each state set its own date for elections.

Divorce and it's effects in a child's life Essay

Divorce and it's effects in a child's life - Essay Example In fact, by the years 1999, more than half of all the American children had celebrated their 18th birthday without one or both parents due to divorce cases that had taken place earlier in their lives. Essentially, divorce has far-reaching implications in a child’s life, especially if such a divorce takes place in the early childhood stage (Fagan). For this reason, this paper investigates the impact of divorce on the present and future life of a child, considering the escalating divorce cases in the United States of America and all over the world. For many years, the society has been silent on divorce although it has adversely affected many children either emotionally or psychologically. Indeed, divorce between married parents can also have an adverse effect of the social wellbeing of their child (DeBord). Actually, more children live with a single parent in America today that they were over a decade ago. It is majorly because divorce has been on the rise in the United States and this normally affects the children in a greater extent (Fagan). Long ago, divorce used to be a taboo topic that no one in America wanted to talk about but the contemporary society has made it the order of the day. It actually appears as a simple legal reversal of the marital status of a person and virtually everyone, including persons of high calibre, goes through it (Royal College of Psychiatrists). While many people think that getting a divorce will help solve their martial challenges, the opposite is true to the extent that they face even more challenges in the process. Nonetheless, divorce among parents who have sired children is the most traumatic, particularly to their children. This is particularly so considering that even the mighty within the society are not left behind as far as the filing of divorce cases is concerned (DeBord). Despite the fact

ZipCar Essay Example | Topics and Well Written Essays - 1000 words

ZipCar - Essay Example Based on the case and financial projections, it is clear that main value drivers of ZipCar include its resources (cars), targeting the right customer segments and operating costs. The following analysis has helped in arriving at some key findings, which can be of great help to not only improve the business but also can add weight to the concept to attract investment. The revised financial projections for ZipCar has incorporated changes with respect to subscription fees according to customers’ needs and has increased the per mile charge in comparison with competitors. Considering the business potential and huge investment that is required for ZipCar to function as expected and to expand, it is also important that it minimizes costs wherever possible. One key area that incurs huge costs is obtaining cars on lease. As per the present projections, ZipCar would require $4,400/year to lease one car and would require an average of 50 cars per year and is expecting to increase the num ber of serviceable cars on a yearly basis. This would mean increase in leasing costs. Moreover, there is also an apprehension that car companies might not find this business promising if they have to lease too many cars to one company. The projections reveal between 10% to 25% growth on a yearly basis. The NPV is calculated using three discount rate assumptions (10%, 15%, 20%) based on the projections (see Exhibit i). The growth of the business as shown in revised financial plan does not indicate any uniformity; however the minimum growth rate is at 14%; hence, calculation of NPV with discount rates assumptions below, above and at that point seemed logical in this case. With similar notion, the terminal value of business has been calculated (Exhibit i). These figures indicate that for an investment of $1.3 million to fetch a growth of at least 15% returns, it becomes necessary that the business maintains a steady growth rate at 10% over next 5 years. In order to achieve this, it is also necessary that profitability is increased for which the below described recommendation might of some help. Besides business expansion, profitability can also be increased by minimizing costs. One possible and implementable solution is to minimize costs incurred by leasing out cars, which attracts much of the investment. This can be done by leasing cars from individuals only a monthly basis (rent) rather than yearly basis. Considering risk factor, it would be better that ZipCar takes 30% of its cars from individuals that do not use their cars too often in exchange of money on a monthly basis. While ZipCar can own the responsibility of these cars in case of damage, it can avoid maintenance of 30% of its cars as it already pays rent to the individuals. The fuel expenses will be borne by the customers. By doing so, ZipCar can save costs incurred towards leasing, maintenance, and insurance of 30% of the cars. Changes in financial projection if such model is adopted has been shown in Exhibits ii and iii; the NPV and TV of the firm after incorporating this recommendation is included in Exhibit i. Exhibit i NPV= Net present value DR = Discount Rate TV= Terminal value of investment Exhibit ii. Recommended model: Exhibit iii: Comparison between original, revised and recommended