Coffee and Starbucks Essay Example for Free

Coffee and Starbucks Essay In 1971, Starbucks was founded on a love for coffee and 42 years later you can still go in and expect the same delicious cup of steaming hot coffee from your local store, served to you from a friendly face. Starbucks mission is â€Å"to inspire and nurture the human spirit – one person, one cup, and one neighborhood at a time. Today, with more than 18,000 stores in 62 countries, Starbucks is the premier roaster and retailer of specialty coffee in the world. And with every cup, we strive to bring both our heritage and an exceptional experience to life. † (http://www. starbucks. com/about-us/our-heritage). They offer the best roasted coffee, handcrafted beverages; coffee experience products, excellence service and innovation, plus they are dedicated to produce a great coffee experience to customers. (Starbucks, 2011) The purpose of this paper is to discuss and analyze Starbucks’ organizational structure and the best form of organizational structure that best fits Starbucks with an emphasis on Job description and Job Specification for a Starbucks employee. I will also try to determine the form of departmentalization that should be used, as well as whether centralization or decentralization of power should be used in light of the recent financial struggles they’ve had. Lastly, I will attempt to determine which organizational configuration best fits Starbucks. Job description is defined as â€Å"a formal lists of tasks and duties† and Job specification is defined as â€Å"a list of eligibility requirements or qualifications needed to perform a job† (Reilly, Minnick Baack. 2011). These definitions will be used in creating a position for a new employee. Job Description: If you love coffee and helping people than you just might be perfect for this job! At Starbucks, we strive to provide a much needed service in today’s busy world. At Starbucks you can learn all about different coffee beans from all over the world and help in developing a great working team. You will be trained in what it means to thoroughly enjoy your job, the people you work with in a clean and safe environment and to enjoy working with the best coffee you can imagine. Job Specification: Develop a working knowledge of all products we offer. Maintain a clean and friendly store. Maintain a professional attitude and your composure should the store become busier than usual. Anticipates customer and store needs. Be Flexible with shifts and days that you can work. Starbucks should be using is departmentalization by geographic region. Starbuck locations are all over the United States. Starbucks uses a matrix configuration by combining divisional and functional structures. Divisional structure is used in multi-product or multi-market operations. Starbucks fall into this structure by having so many different beverages and items on the menu. When putting out so many different items one has to specialize in those items. Starbucks trains their employees to know every item inside and out. You cannot have one person who can make one drink and nit another. They use functional structure to stay organized activities such as coordination, supervision and task allocation. With 18,000 stores it takes many teams to stay updated of everything that is going on in the market. Starbucks hires people who specialize in marketing strategy to keep them on top of the market. The form should be changed in the stores that serve lunch because the structure of the work changes. It becomes more of a machine bureaucracy in that it is highly routine in making drinks as well as sandwiches and salads. When you have to repeat something many times you are working like a machine. Starbucks has decentralized authority because they created decision-making for each manager. There are also lots of stores around the world and each store has different from the authority, managers, and customers. This also allows for employees to be able to give their thoughts, opinions, and ideas. If the company uses their ideas they are rewarded. It also allows for the lines of communication to stay open between employees and managers which allows for a friendly working environment. Starbucks is making sure that it is here to stay. By surrounding itself and its team members with the best training and communication they stand out against all competitors. Yes, other will try to stand up against the designer coffee label but when it comes down to it Starbucks is finding new ways to stay at the top. With being in different regions they have created an evening atmosphere where you can drop in after work, with friends, after yoga, by yourself, after a long day or after a great day. The food is amazing. The wine selection is simple and smart (www. starbucks. com/coffeehouse/starbucks-stores/starbucks-evenings). Starbucks will change the structure of the business as many times as it takes to make it work for them. You never know they may create things that work for them that do not work for other coffee shops. REFERENCES Reilly, M. , Minnick, C. , Baack, D. (2011). The five functions of effective management. San Diego, CA: Bridgepoint Education, Inc. https://starbucks. com https://starbucks. com/about-us/out-heritage.

Motivation theories used to explain turnover intention

Motivation theories used to explain turnover intention This chapter discussed the used of motivation theory to explain the turnover intention or behavior amongst the auditors in Sabah. Besides, turnover intention the dependent variable, job satisfaction and organizational commitment the independent variables are being defined and conceptualized in line with this study. The relevant literature or past research done on this area of study is also being reviewed. Lastly, the findings on the relationships between the variables are being discussed. 2.1 Theory 2.1.1 Theory of Reasoned Action Turnover process models draw heavily from rational decision making models such as Fishbein and Ajzens (1980) theory of reasoned action, which stresses the importance of behavioral intentions in predicting and understanding turnover. However, there is research on the manner on which attitudes and intentions get translated into behavior that can inform turnover theory and research. Examples include research on perceptions of behavior control, behavior consistency, and the role of emotional arousal. For the purpose of this study, Perceived Behavioral Control is usedà ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦. 2.1.1.1 Perceived Behavioral Control Many prominent models of the turnover process implicitly or explicitly use elements of Fishbein and Ajzens (1980) Theory of Reasoned Action. This theory and its evolution into the Theory of Planned Behavior (Ajzen, 1991) suggest that intentions to perform a behavior are the more immediate precursors to actual behavior. Intentions are a function of attitudes toward performing the behavior, which are in turn a function of beliefs concerning the consequences and desirability of such consequences of performing the behavior, and subjective norms concerning the behavior, which are a function of beliefs concerning what important referents think about the behavior and ones motivation to comply with those referents. A good deal of empirical research has supported this model, especially the critical role of intentions (Kim and Hunter, 1998). Individuals that having the behavior intention not necessary execute the intention in reality, which introduce the importance of the role of behavioral control. Ajzen (1991) defined control beliefs as the presence or absence of factors that may facilitate or impede the performance of a behavior. Perceived behavioral control is an individuals perceptions of their ability to perform a behavior based on control beliefs. Behavioral control is expected to reinforce behavioral intentions through increased perseverance and consideration of potential obstacles (Hom and Griffeth, 1995). In fact, Ajzen (1991) argues that behavior is a function of compatible intentions and perceptions of behavioral control. Perceived behavioral control should moderate the effect of intentions on behavioral control is positive. Thus, in a turnover context, turnover intentions may only lead to turnover when individuals perceive that they have control over the decision to quit. There are a number of reasons that individuals might perceive less control over this decision. Family or financial constraints could restrict mobility. Over time, individuals become increasingly invested in an organization, making it more difficult to leave (Becker, 1960). Perceptions of the availability and quality of alternatives may affect perceived control. There is some evidence perceptions of alternatives interact with job satisfaction in leading to withdrawal (Jacofsky et al, 1986). Steel et al recently suggested that barriers to mobility are critical components of labor market cognitions. However, turnover researches do not typically directly measure perceived behavioral control over turnover decisions and have not assessed control as a potential moderator of the relationship between turnover intentions and turnover. Behavioral control should moderate the intentions-turnover relationship such that the relationship is stronger when control is higher, and weaker when control is lowest. 2.1.2 Role Theory For the purpose of study, role theory is used to explain the role stress experienced by the auditors. Role theory assumes that individuals lives are spent acting out an assortment of roles both within and outside the organizational context (Fisher, 2001). As cited by Fisher (2001), Katz and Kahn explained that each of these roles is assumed to be more a function of social setting rather than of the individuals own personality characteristics. Therefore, Fisher (2001) suggested that every position within an organization can be thought of as a specific role into which an individual is socialized. Under the role episode model, the process of socialization happens when a role senders directly or indirectly communicating to the role incumbent (focal person) their expectations of the incumbents responsibilities. Role ambiguity exits when goals of ones job or methods of performing it are unclear (Johns et al, 2007). Scholars Johns et al (2007) further explained that there are three elements that can lead to ambiguity, which are (1) the organizational factors, for example the middle management might fail to provide the big picture as they are not in the upper management level; (2) the role sender, for example role senders have unclear expectations of a focal person, or the message is not effectively communicate between a role sender and a focal person; (3) the focal person, as a new staff need time to fully digest the work expectation communicated to him. On the other hand, role conflict occurs when compliance with one sent role would compliance with another difficult (Cited by Fisher (2001) from Kahn et al, 1964). Kahn et al (1964) identify five major types of role conflict as below:- 1) Intra-sender conflict conflicting prescriptions/proscriptions from the same sender 2) Inter-sender conflict conflicting prescriptions/proscriptions from different sender 3) Inter-role conflict conflict between roles in situations where an individual holds more than one role 4) Person-role conflict where an individuals role requirements are incompatible with hus/her own beliefs, values and norms 5) Role-overload reasonable expectations may have been received from role senders, but he/she may not have enough time to address them all (Cited from Fisher (2001) review on Kahn et al (1964) research work) Scholars Van Sell at al (1981), Jackson and Schuler (1985) observed that both role ambiguity and role conflict are linked to negative outcomes, such as lower job satisfaction, increase on perceived job tension, lower job performance and greater turnover intention. 2.2 Conceptualization of Dependent Variable Turnover refers to resignation from an organization (Lee and Liu, 2006; Johns et al, 2007). Turnover can be classified as internal and external, voluntary or involuntary (Wiley, 1993). By internal turnover, it means that an employee is transferred to another department within the same company or group of companies. On the other hand, external turnover refers to the resignation of an employee permanently and henceforth represents the cost outflow to an organization. Wiley (1993) further explained that involuntary turnover happens when an employee is terminated for just caused, for example: sickness, death, retirement due to old age; and voluntary turnover is a situation whereby the employee join another organization on his/her accord, or participate in the voluntary separation scheme. Employee is the human capital of an organization (Quote). Employees have become the important tangible asset in an organization in this new k-knowledge world, especially within the service industry. Successful and established companies such as Virgin Airline and Honda have invested substantial amount on their employees in term of training and development cost, aiming to shape their employees to maintain the competitive edge. Henceforth, an employee departure is considered a nightmare to an organization especially with the highly skilled employees such as the IT specialist and audit managers. Not only the organization is unable to recover the training cost (Quote), they also lose their competitive advantage when the highly experienced and skilled employees join another competitor firm. High turnover also experienced in the unskilled position such as in the manufacturing plant and hotel line due to the low replacement cost for unskilled employees. The ease of replacing employees for th e lower rank staff no doubt will not cause substantial loss to an organization, but will affect the service or product quality as the new employees are unfamiliar with the organizations culture and work procedures. As a result of the significance of these costs, employees turnover has been widely studied since the 1900s with the various publications of qualitative and quantitative researchers of exceeding 1500 (Munchinsy and Morrow, 1980). Given the significance of the study, the determinants of turnover intention is widely studied in various industries, such as the hotelier (Atang, 2010), manufacturing (Udo et al, 1007), teachers (Currivan, 2000) information system (IT) (Rahman, 2008; Muliawan et al, 2009) and among public accountants or auditors (Lander et al, 1993; Perryer et al, 2010; Reed et al, 1994; Viator, 2001; Law, 2005; Lui et al, 2001; Hsieh et al, 2009; Hasin and Omar, 2007). The reasons for voluntary turnover are numerous and the list of determinants is still expanding. The most common reasons given by leavers are due to job dissatisfaction, lacking of career growth opportunities, poor relationship between supervisor and subordinate, to name a few. Khatri et al (2001) studied high turnover in Asian countries with sample size of 422 taken from food and beverage industry, shipping and marine industry and retailing industry suggested that the main reasons for high turnover were procedural justice and low org anizational commitment. The researchers also reported that managers had more turnover intention than non-managers and procedural justice was considered more important than the distributive justice, while organizational commitment was found to be very critical in turnover intention. Job satisfaction, organizational commitment and intention to leave are among the most commonly proposed antecedents to turnover (Tett and Meyer, 1993). The reasons of having turnover intention might vary based on individualistic (Atang, 2010). The recent research noted that researchers used other new variables sust as employees personality (Dole and Schroeder, 2001; Hsieh et al, 2009), hardiness (Law, 2005), gender (Reed et al, 1994) and organizational tenure (Udo et al, 1997) to determine the moderating effect on the turnover intention. It is observed that there are not many research done in the local setting and hence it is doubtful that if those results obtained from the Western countries can be generalized in Asia, in particular, Malaysia. Henceforth, the primary focus of this study is to examine the relationship between role stress and job satisfaction towards turnover intention amongst the auditors in Sabah, using organizational commitment as mediating variable. In the academic writing, most of the research that focus on employee turnover used direct determinant of turnover, intent to stay (Iverson, 1992; Price 1997) or turnover intention (Perryer et al, 2010; Hsieh et al, 2009; Rahman et al, 2008) to predict turnover as the data of actual turnover is typically hard to collect. Intent to stay (or leave) is defined as employees behavioral intention that has been found to have a strong negative influence on actual turnover (Iverson, 1992). A link between behavioural intentions and behavior has been well documented in the social psychological literature (Ajzen and Fishbein, 1980), as has a link between turnover intentions and turnover (Irvine and Evans, 1995; Richer et al, 2002; Tett and Meyer, 1993). Richer at al (2002) further commented that most employees having the intention to leave their job would most likely to quit if they have the choice. Other researchers agreed that behavioral intention is the most determinant of actual behaviour (Aj zen and Fishbein, 1980; Steel and Ovalle, 1984) and Rasch and Harrell (1990) further commented that there is positive relationships exist between intention to leave and turnover behaviour. The finding that turnover intention is the strongest predictor of turnover is similarly consistent (Meyer at at., 2002; Tett and Meyer, 1993). The turnover intention for this present study will be conceptualized as the having the intention or behavior to leave the organization voluntary (Atang, 2010). Based on the above discussion, turnover intention would be used interchangeable with Intent to stay (or leave). 2.3 Independent variables For the purpose of this study, role stress and job satisfaction are chosen as the independent variables that are most representing determinants in influencing the turnover intention amongst auditors in Sabah. 2.3.1 Role Stress Role stress is identified as stressors at individual level (Ivancevich et al, 2008) and has now becomes the focus point of the Organizational Behavior and Management study due to the importance of having a quality work-life balance. Under role theory (as explained in Section 2.1), stress can arise from a particular role episode when sent roles conflict with each other, or when information required to effectively carry out a sent role is lacking (Fisher, 2001). These situations are known as role ambiguity and role conflict. A role is a set of expectations on individual behavior due to his/her position in an organization (Lee, 1996). Role ambiguity and role conflict are typically viewed as a consequence of audit structure practice (Wittayapoom and Mahasarakham, 2007). The definition of role ambiguity and role conflict are thoroughly examined as below:- 2.3.1.1 Role Ambiguity Role ambiguity happens when an individual is unclear about the expectations or requirements of his/her job (Hitt et al, 2006). This includes ambiguity on the methods to be used, how performance is evaluated, an individuals responsibility and also the limits of ones authority (Johns et al, 2007). Black (1988) stated that role ambiguity happens when there is a lack of the necessary information available to a given organizational position. Smith (1990) in his review on Senatras (1988) study noted that 70 percent and 47 percent of reported role ambiguity in men and women respectively was attributed to organizational factors, such as adequacy of authority to make decisions and formalization of firm policies. Ambiguity on the audit work creates tension and anxiety, and hence leads to emotional stress, as employees are unclear of the expectations. Many of audit juniors experience role ambiguity, as they are unfamiliar with the work procedures and companys culture. Besides, different audit e nvironment warrants different attention from the audit staff, for example, the audit of a financial institute is different from auditing a non-profit organization. Henceforth, a new comer would easily feel lost and frustrated if there is no proper guidance and this might affect his/her work commitment or trigger the turnover intention. Vaitor (2001) in his research finding on public accounting organizations in United States concluded that informal mentors do indeed help to reduce role ambiguity among the audit staff. Ambiguity tends to decrease as length of time in the job role increases (Jackson and Schuler, 1985, as cited by Johns et al, 2007). 2.3.1.2 Role Conflict Role conflict is termed as the degree of incongruity or incompatibility of expectations associated with the role (House and Rizzo, 1972; Johns et al, 2007). Atang (2010) stated that employees perceive a role conflict when there is incompatibility between expectations and demands from various workgroups and conflicting role to be carried out by individual employee. Katz and Kahn (1978) explained in detail that conflict is the simultaneous occurrence of two or more role sending such that agreement with one party would make more difficult for the agreement of another (see details on Section 2.1 on role theory). For example, auditor A is assigned to work on an outstation assignment by his direct supervisor, but is requested to attend a training course as requested by the human resource manager for the same working week. Hence, auditor A is said having a role conflict. Viator (2001) suggested two types of role conflict that is relevant in the accounting practice, namely the inter-sender, which occur when the expectations of one role sender are in conflict with another role senders; and the person-role conflict, which happen when the role requirements violate the needs, capacities or beliefs of the individual (Viator, 2001). Sorenson and Sorenson (1974) operationalized role conflict as conflict between an auditors professional and bureaucratic orientations. Role conflict is arguably more severe experienced with female due to the society perception that woman is the primary care-givers (Law, 2010). For example, married women with first-born children are expected to stay in-house to nurse the baby, while her career may become less priority. This perception would cause stress to career women today who valued their job above all. The significance of role conflict is discussed in Smith (1990) studies in his review on Senatras (1988) research work, which stated that organizational stressors accounted for 64 percent of the reported role conflict among males, 79 percent among females. The factors that resulted in role conflict for both man and female that identified in the study are excessive job and time pressures, conflicting objectives, and suppression of relevant information (Senatra(1988) as cited by Smith (1990) studies). 2.3.1.3 Empirical Evidence of Role Stress in the Accounting Profession As cited by Fisher (2001), Senatra (1980) was the first study in the accounting literature to examine the sources of role stress with public accounting firms. Senatra identified ten specific elements of the organizational climate of the public accounting firms in which he hypothesized would affect perceptions of role ambiguity and role conflict, which were(1) violations in the chain of command; (2) formalization of firm rules and procedures; (3) emphasis on subordinate personnel development; (4) tolerance of error; (5) top-management receptiveness to ideas and suggestions; (6) adequacy of work coordination; (7) timeliness of superiors responses to problems; (8) information suppression by superiors and subordinates; (9) adequacy of authority; (10) adequacy of professional autonomy. Using a survey of 88 senior accountants, Senatra (1980) concluded that violations in the chain of command tends to increase both role ambiguity and role conflict. For the purpose of this study, role ambiguity is defined as the lack of clear and precise information regarding what is expected of the role incumbent (Muliawan et al, 2009), which is important to perform the job (Rizzo et al, 1970). Role conflict refers to occasions when an individual receives conflicting information or requests (Muliawan et al, 2009) when there is incompatibility between expectations and demands from various workgroups (Harris et al, 2006).

Canadian Security Intelligence Service (CSIS) :: essays research papers

The organization I have chosen for this essay is CSIS ( Canadian Security Intelligence Service ). CSIS closely resembles The Federal Bureau of Investigation ( FBI ) or British Security Intelligence Service. I have chosen this organization because I have great interest in becoming an employee of CSIS in the future. This essay will provide brief history of CSIS, the responsibilities of CSIS for Canada, and the application process for an entry – level position. These will be further discussed in greater detail as the essay goes on. CSIS was created by the passage of an Act of Parliament ( Bill C-9 ) on June 21, 1984. The service began its formal existence on July 16, 1984. Prior to June 21, 1984, security intelligence was collected by the Security service of the Royal Canadian Mounted Police. Two different Commissions chaired by the Justice Mackenzie in 1969 and Justice McDonald in 1977 recommended that the security intelligence functions be separated from the RCMP and that a civilian service be formed to carry out those functions. Both commissions recognized that the problem of balancing the need for accurate and effective security intelligence with the need to respect democratic rights and freedoms could not be adequately resolved as long as security intelligence responsibilities remained part of the Federal police force. In 1970, following the report of the Mackenzie Commission, John Starnes, a Foreign Service officer with the Department of External Affairs, became the first civilian Director General of the RCMP Security Service. Although the RCMP became more flexible problem arose due to the different natures of security intelligence work and police work. In August 1981, the feral government announced that a security intelligence service, separate from the RCMP would be established. The first legislation to establish the security intelligence service, Bill C-157, â€Å" an Act to Establish the Canadian Security Intelligence Service ( CSIS )† was introduced in Parliament in May 1983. It passed by both Houses of parliament and given Royal Assent in June 1984. CSIS began its formal existence on July 16, 1984 with Ted Finn as Director. In addition to creating a civilian security intelligence service, the Cat also created SIRC, to review the activities of CSIS. CSIS is a government agency dedicated to protecting the national security interests of Canada and safeguarding its citizens. The main objective of the service is to investigate and report on threats to the security of Canada.

Essay on Biblical Imagery in King Lear -- King Lear essays

Biblical Imagery in Lear Had King Lear been exposed to Christian Scriptures, he may have learned the folly of his prideful demand that his daughters vocally profess their love.   The Scriptures clearly state that "if any tried to by love with their wealth, contempt is all they would get." (Sg 8:7) Of course, had King Lear read and abided by the Scriptures, we would be wanting of a great work of literature.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Lear's situation closely fits the passage from the Song of Songs. In applying the passage to his story, we must analyze the argument presented in the passage. We see that the argument follows the Modus Ponens form, containing a premise and a conclusion that logically follows. The argument is valid due to its form. However, we must determine the truth of the premise and conclusion in order to determine whether the statement applies to Lear. First, let us consider the premise: "if any tried to buy love with their wealth." Lear poses this question to his three daughters: Which of you shall we say doth love us most That we may our largest bounty extend Where nature doth with merit challenge. (I,i, 56-58) This question clearly links the profession of love, which Lear naively supposes to indicate actual love, with the reception of the "several dowers." (I,i, 47) This is further borne out in Lear's rash disinheritance of loyal, but silent, Cordelia. Lear continues to connect love with property as he warns Cordelia "nothing will come of nothing." (I,i, 99) When she persists in her speech, he further cautions her to "mend your speech a little / lest you may mar your fortunes." (I,i, 103-14) Lear's speech and behavior certainly ma... ...yal characters, with the exception of Albany who was miles away in Scotland, are out in the storm while the wicked daughters, treacherous Edmund and their conspirators are safely dry within Gloucester's castle. Only those who pass through water and are touched by the spirit of love and right judgment are able to achieve happiness.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   We now more fully see the rich imagery surrounding the love in King Lear. The passage from Song of Songs and the entire play of King Lear now combine to remind us of the enduring, free nature of true love and the dangers of relying on wealth to secure loyalty and affection. Shakespeare uses this theme elsewhere. Roderigo is unable to bribe Desdemona with his baubles. Neither is Duke Orsino able to woo the fair Countess Olivia with his prestige and wealth. Once again, we see that Shakespeare knew what he wrote.

How Thomas Hardy Suggests that this is a Moment of Transformation Essay

How Thomas Hardy Suggests that this is a Moment of Transformation for Bathsheba Everdene Thomas Hardy is able to suggest to us that this is a moment of transformation for Bathsheba Everdene, due to a number of factors. Thomas Hardy uses both the elements as well as the actions of Sergeant Troy to help us understand the reasons behind Bathsheba's transformation and the way in which it comes about. Thomas Hardy uses the setting of Bathsheba and Troy's meeting to its full potential. Bathsheba goes to meet the sergeant at the bottom of a pit, which has a saucer like shape and is 'naturally formed, with a top diameter of about thirty feet'. There are ferns growing all over the hills near by, but at the bottom of the slope into the pit the ferns cease to grow and instead there is a 'thick flossy carpet of moss and grass intermingled'. The ferns play an essential part in the transformation of Bathsheba, and we are almost immediately introduced to their role within the chapter. The ferns are personified in a way that allows them to share some of Bathsheba's soft, sensual qualities. The ferns are described as 'radiant' and 'diaphanous', and the way in which 'their soft, feathery arms' caress Bathsheba as she makes her way through them informs the reader that this chapter will be one of seduction. Hardy also informs us that this chapter will be full of action by the way, in which the sky is described to have a sense of activity within. The sun is shown as 'bristling ball of gold' which has 'long, luxuriant rays' which sweep over the tips of the ferns. All of these elementary factors play an important part within this chapter, but the role that the light plays within this chapter is even more so. The light is... ...episode is a new experience fro Bathsheba and this makes her exploratory character enlivened with excitement. The fact that she is so effectively in danger, she finds it enthralling, fun and wild, predominantly because this is her first real affair, and her first kiss. We are kept in a large amount of suspense over the kiss, and the effects which the kiss have Bathsheba are immense, Her blood beats, and she feels powerless, and has many mixed emotions. She even cries and is unsure if what she has committed a sin. As one can see Bathsheba has changed a great deal during this encounter with Troy. She has had her world turned upside and feels very confused, and her strong unemotional barrier has been broken, she has fallen into the enchantment of a man, and is totally lost. This meeting will affect her forever more, and is a major incident of the novel.

Study case of High Rate of dropouts in highschool

I. Introduction A. Background of the study Drop out is defined as learning without a diploma and not completing its year course in the school. It’s been known for years that children who do not achieve a school diploma face many more problems later in life than people who graduated. They are more likely to be unemployed lived in extreme poverty and achieved poor health. B. Statement of the problemLas Pià ±as National High School failed to the lowest possible rate of dropout students. Based on the rate profile of the school, there are several factors and reasons that affect the students in the community. C. Significance of the storyThis study aims to know the reasons of the students why they leave school and scoping out ways to resolve the problems stated in our full puissance. There are existing ordinance that may help to solve the issue. There are existing ordinance that may help to solve the issue such as: Education For All (EFA) – is a vision and a holistic program of reforms that aims at improving the quality of basic education for every Filipino by the yearD. Scope and delimitation of the study This research focuses only on the reasons why students were dropped out and is limited beyond any other fields.II. Body Based on the rate profile of Las Pià ±as National High School, there are several factors and reason that affect the students in the community. Lack of Parent Engagement- it is one of the reasons why students choose to dropout because they want their parent’s attention but because their parents are busy to their work they can’t give their full attention to them. And their child will not see the purpose of staying in or doing well in school.Poor Academic Performance- because students are being lazy, lazy in studying their lessons and being lazy to take down notes that leads to their poor academic performance. Financial- it is the most common problem why students choose to dropout because their parents can’t suppor t them for their needs in school. And because of that they would rather to work to supply for their needs. Personal Problems- here are the common issues involve:Teenage Pregnancy- because they can’t go to school with their pregnancy being obvious and the school can’t tolerate their deeds. Bullying- one of the most serious problem of the students because of the fear that they might get hurt physically and mentally that caused trauma to them. The high rate of the dropouts affects the image the school in such a way that even if they rank first in the National Achievement Test the teachers get less appraisal than what they supposed to have.Unlike to the school like Las Pià ±as Science High School they got the full amount of appraisal because they don’t have any records of dropout. And to take action the Guidance services of Las Pià ±as National High School make away to lessen the number of dropouts; encouragement, community linkages, ALS, Open High, PEP Test and c lose monitoring of students.

Bsbmkg502b †establish and adjust the marketing mix Essay

Assessment Task 1 – Work Based Knowledge Test 1. What are the characteristics of the products and/or services in your business? Ans. I am working in . We are selling burgers as well as fries and soft drinks. But recently we start selling frozen coke and ice cream, which Mc d was selling and now we are making good money. 2. How do these products and/or services relate to the market they are in, and to the immediate competitors? Ans. We have many competitors in market but Mc d is our biggest competitors because they are selling same product what we are selling. 3. How would you determine the effect of pricing variables on demand? Ans. It is depend on main four factor place, price, product and promotions. 4. What promotional Methods and channels of distribution would you use to obtain the marketing outcomes established in your business? Ans. At the movement we are using electronic media more than paper media. Customers can use our iphone app and they will get something free. 5. Describe the channels of distribution that you would use to ensure greater market penetration? Explain how you would develop a pricing strategy for these products/services Ans. For greater market penetration, I shall not only market through the advertisement I will also take help from marketing agencies who can promote my business on a larger scale. 6. Explain how you would develop a pricing strategy for these products/services If product is sold at the lowest price regarding all my competitors, we practice competitive pricing. Sometimes, competitive pricing is essential. For instance, when the products are basically the same, we use this strategy The success of competitive pricing strategy depends on achieving high volume and low costs. If prices are lower than costs, we are going straight to bankruptcy! To avoid such a mistake, we take notice of the break even ratio. -Cost-plus-profit: It means that add the profit need to cost. It is also called cost-orientated strategy and is mainly used by the  big contractor of public works. The authority may have access to the costing data and should like to check if the profit added to the cost is not too high. In fact, this strategy is only good for a business who’s the customers is public collectivities or government agencies. -Value pricing: It means that base the prices on the value we deliver to customers. For example, when a new technology has a very large success, you can charge high prices to the customer. This practice is also called skimming. It is easy when you are in the introductory phase of the product life cycle. Value pricing is also common in luxury items. Sometimes, the higher the price, the more you sell. 7. Identify and analyse the level of customer service that you would pursue relevant to the products/services associated with your business. Ans. First of all, personal presentation, although not necessarily a key factor of customer service, is however critical. It is imperative that one is open and honest with the customers. It is therefore imperative that employees employed to promote the product are not paid on commission but rather at an hourly rate. This ensures more honesty and less pushiness, and less aggressive sales ‘tactics’. 8. Describe your target market in terms of demographic, psychographic, and behavioural variables. Ans. Psychographic / Behavioral variables– Psychographic variables refer to any attribute relating to personality, lifestyle, values, interests or attitudes. These factors consider various influences on a person’s buying behavior. Different lifestyle choices like parenting, exercise decisions, religion, marriage or health can greatly affect a person’s requirements or preferences for certain products or service. People have different lifestyle patterns and behavior could change as people pass through different stages in life. On the other hand, a consumer’s opinions, interests or hobbies will have a huge impact on the products or services they will choose to buy. Demographic – are the statistical characteristics of a population As the prices of our store products are comparable with other convenience stores, it is not a good idea to open a deli store in may lands. So from my point of view it would be  great to open a store near to bays water as there is no shop near to that place 9. Describe how each component of the marketing mix interrelates to the target market? Ans. Marketing mix is a mixture of 4 variables; product, price, place and promotion. These variables make up the core marketing strategy as they help to define the marketing environment in which they operate. Product: Focusing on meeting the customer’s needs. A good product makes its marketing by itself because it gives benefits to the customer. Design, packaging and the safety and the green a friendly product to environment gets an advantage among some segments. Price  The price should not be above or below the price of other retailers, as this would not suit the needs of the target market. Promotion Promotion strategies will be focused to the target market segment. Given the importance of word-of-mouth/referrals among the areas resident. We shall strive to service all our customers to gain their business regularly, which is the recipe for our long-term success. We shall focus on direct resident marketing, publicity, trial food demonstrations, and advertising as proposed. Place Channels of distribution include †¢ Distributing Pamphlets †¢ Build up stalls in big mall or outside of it †¢ Adding advertisement on local newspaper or channels †¢ Use of social sites (internet as well) 10. What environmental factors will affect the marketing mix in your business Ans. Environmental factors that can affect the marketing mix in any business include cultural factors, technological factors, demographic factors, government factors and economic factors. 11. How do customer priorities, needs, and preferences impact on your marketing mix components? Ans. The Target Market in which our store aims to sell to, is everyone The customer’s needs, priorities and preferences influence the marketing mix compentants such that price should not be more or less than the recommended retail price. Channels of distribution include stores such as word of mouth, Advertisement and also pamphlets and internet as well. Design what you consider is the most appropriate marketing mix to satisfy the target market and meets the marketing objectives? For appropriate marketing we need to consider four keys Product, promotion, price and place Product:- It is a tangible good or an intangible service that is mass produced or manufactured on a large scale with a specific volume of units. Promotion: – represents all of the communications that a marketer may use in the marketplace. Promotion has four distinct elements: advertising, public relations, personal selling and sales promotion. Price: – The price is the amount a customer pays for the product. The business may increase or decrease the price of product if other stores have the same product. Place: –  Represents the location where a product can be purchased. It is often referred to as the distribution channel. It can include any physical store as well as virtual stores on the Internet   12. What do you consider is the most appropriate marketing mix to satisfy the target markets and meets the marketing objectives? Ans. Convenience stores are currently in the planning stage resources are limited. Currently we have received a $10000 grant from the government to get started. To ensure the marketing mix decisions meet the company’s strategic and operational objectives, I shall ensure the scarce resources are allocated as follows; Website Design $1500 Web- hosting $45.00 Other Web Costs $150.00 Stock including some Samples $20000 Business Cards $99 Shop Leasing Start-up Costs (Rent and Bond) $1150 13. Explain how you would monitor the marketing mix against marketing performance and isolate components for testing. Ans. As the marketing mix is comprised of 4 components, that is, price, promotion, place and product, to isolate each of these components for testing, that is, to test each component and its marketing particular performance, one must do simply that; isolate each component for testing. To isolate each component for testing, and monitor the marketing mix, for marketing performance, I should first establish or seek to research some benchmarks for sales. It would be easy to test the effectiveness of place, of product and of promotion, but to test price would be somewhat difficult if it were not for industry benchmarks that establish the sales benchmarks. 14. How would you evaluate the implication of altering one or more components of your marketing mix in relation to marketing factors and consumer response Ans. I evaluate that altering one or more component of the marketing mix in relation to factors or consumer response would be effective; however, I do feel that only the price component would need to be altered in response to consumers. I do feel that I have a solid marketing strategy. 15. Describe the process you would use to adjust the components of the marketing mix in response to test results and evaluation of market response. Ans. The process I would use, to adjust the components of the marketing mix, in response to test results and in response to the market response is as follows I would adjust the price to below recommended retail price and only in such a way as to reach sales benchmarks of my competitors and meet the prices of my competitors, as after all the majority of the profit is donated to worthy causes. 16. Explain how you would ensure that the adjusted marketing mix would meet budgetary requirements. Ans. If I were to adjust my price to meet the benchmarks and prices of my competitors I would like to assume there would  also be an increase in the number of sales. I am however aware this is merely an assumption. 17. What procedures would you use to ensure that the adjusted marketing mix continued to meet organisational, strategic and operational marketing objectives, and desired positioning? Ans. Procedures I would you use to ensure the adjusted marketing mix continued to meet organisational, strategic and operational marketing objectives, and desired positioning include; Adjusted price – I would need to continuously monitor sales and profit benchmarks and speak to an accountant in order to ensure that my business is still an effective profitable business.