Relationships Between Travel and Tourism Organisations

Examples of organisations working together Tour operators & Travel agents These two sectors are connected because a travel agency sells holidays for a tour operator who will put together the whole package . e. g. Lunn poly which is a worldwide travel agency sells holidays for Kuoni which is a tour operator that specializes in luxury holidays. Attractions & Transport operators These two sectors are connected because when travelling to Buckingham Palace there are bus routes and tube routes which direct you straight to the location of Buckingham Palace.London Underground has announcements on their Victoria line at Green Park which tells you when you should get off if you are visiting Buckingham Palace. Transport operators & Tour operators These two sectors are connected by tour operators organizing holidays and needing a transport operator to provide transport for the customer to get to the destination e. g. Thomascook organises holidays for customers, and then works with Easyjet to get the customer there. What is common ownership? This exists if an entity or entities possess an ownership or equity interest of 5 percent or more in another entity.Different types of ownership Sole trader is when the business is fully owned and managed by one person, though others can be employed to help run the business. Partnerships have two or more owners. They work, manage and are responsible for the running of the business. Individual partners may concentrate on a certain aspect of the business where they have expert knowledge. Private limited company means members of the public cannot buy the shares and the shareholders cannot buy or sell their shares without agreement from the other shareholders.Family owned businesses or larger businesses such as Virgin would fit into this category. Public limited companies have shares on the stock market and can be bought and sold by any member of the public, this way the company can raise further capital and expand their resources. Tesco an d British Telecom are such examples. Tour operator and travel agents Thomas Cook (travel agents) and Airtours (tour operator) work together this helps both companies to attract a wider range of customers. Transport operator and tour operatorFirst choice (tour operator) and Thomson airways (transport operator) work together to offer the public a wider range of destinations and a better in-flight experience. Relationship between sectors Public sector and Private sector Hyde Park is one of the largest parks in central London and this is in the public sector. This park has been divided into two because of Lake Serpentine. Along this lake are a number of different attractions to view and enjoy. Serpentine Bar & Kitchen recently refurbished licensed restaurant selling hot and cold meals, snacks and drinks.This comes under the private sector. Relationship between sectors Voluntary Sector and Private sector The Zoological Society of London (ZSL) is a charity devoted to the worldwide conserv ation of animals and their habitats. This comes under the Voluntary sector. Inside the London Zoo quite near the entrance you’ll find Oasis cafe; serving a wide range of hot or cold food and plenty of healthy options this comes under the private sector. These two sectors are connected because a travel agency sells holidays for a tour operator who will put together the whole package . . g. Lunn poly which is a worldwide travel agency sells holidays for Kuoni which is a tour operator that specializes in luxury holidays. Every time Lunn poly sells a holiday they will receive commission. Kuoni holiday packages are quite expensive, and appeal to a lot of people meaning big commissions. They aim in working together is to maximise the profit that can be made. First choice (tour operator) and Thomson airways (transport operator) work together to offer the public a wider range of destinations and a better in-flight experience.First choice organise the destination and living arrangemen ts while Airtours organise getting the customer to the destination. First choice gains a wider range of transportation options while Thomson Airways gains more customers meaning more profit. Hyde Park & Serpentine Bar & Kitchen work together perfectly because while strolling through the park customers may become hungry and want something to eat which is where Serpentine Bar & Kitchen comes in selling hot and cold meals, snacks and drinks. Hyde Park gains more profit while Serpentine Bar & Kitchen gains more customers.

Adults with Learning Disabilities Essay

The discourse of ‘learning disabilities’ is now being used to challenge a wide range of acts and practices, including violence and intimidation, non-consenting sexual acts, the bullying of less resilient people by more able service users, unacceptably deprived physical or social environments and financial exploitation or fraud. Some argue that it should include all abuses of human rights. Clearly, these issues are not new as the following essay illustrates, and historically some of these practices have been hidden within service cultures while others have been quite open but variously rationalized as ‘behavior modification’, ‘relationships’, ‘control and restraint’, or ‘not giving in to attention seeking’. Abuse was regarded as a central, and inevitable, feature of institutionalized provision in influential models such as that of Goffman (1961) and Wolfensberger (1975 and 1980) within an analysis whose focus was on organizations and ideology. The new discourse is much more personalized and within it the focus is on the experience of the victim. This has some advantages for individuals and highlights some dilemmas for service organizations. It makes clear that people with learning disabilities are harmed, as any individual would be, by personal or sexual violence or exploitation. Harm is deemed equivalent whoever has caused it, for example whether it has been perpetrated by another service user, a member of staff or a stranger. This way of framing harmful acts highlights conflicts of interest between service users: the discourse of ‘challenging behavior’ for example, designed to neutralize the stigma of difficult behavior, inadvertently deflects from and discounts the experience of those on the receiving end of difficult behavior. Naming these acts as abusive confronts service agencies with the need for specialized, safe (expensive) placements for those who present a risk to others. Men with learning disabilities who have difficult sexual behaviors, for example, are often placed alongside very vulnerable people, their needs for asylum taking precedence over the safety of more vulnerable people (Thompson and Brown 1998). But while this acknowledgement is a step forward for individuals ,the new discourse risks personalizing forms of mistreatment that arise out of societal and structural inequalities. At an individual level, when issues of power are overlooked or neutralized, abusive and exploitative interactions can be explained away as relationships of choice. At a service level, new fault-lines between agencies and between purchasers, providers and regulators set up contingencies that make abuse more likely and less visible. At a societal level, there is growing inequality between the pay and working conditions of managerial, professional and so-called ‘unqualified’ staff within and across the statutory, private (for-profit) and voluntary (not-for-profit) sectors. Gender and race exacerbate the unequal position of direct care staff and the disproportionate responsibility that falls on them. This paper divides into two parts. First, I shall review the current usage of the term ‘learning disabilities’, looking at how it is being defined and categorized. Second, I will outline what is emerging as good practice in this field. WHAT DOES A LEARNING DISABILITY LOOK LIKE? Let me explain this with an exaomple: Sara’s lifelong difficulty with reading and writing had nothing to do with not being â€Å"smart. † Most individuals who have a learning disability are of average to above average intelligence and therefore have the intellectual potential to succeed at school and in careers. But they often do not reach this potential. While effort and motivation are important for success, it is clearly unfair to say of someone with a learning disability that he or she â€Å"just needs to try harder. † No matter how hard Sara worked, her problems did not go away. We know that a learning disability is caused by specific dysfunction within the central nervous system. The central nervous system, made up of the brain and the spinal cord, controls everything we do: our ability to process and think about language and to express ourselves verbally, as well as our ability to process nonverbal information, including art or music. Sara’s symptoms included reversing or rotating numbers (6 for 9), letters (b for d;p for q), and words (was for saw; on for no) when writing; omitting letters and sounds; and making sound and word substitutions when reading (tril for trial;then for there). Such problems make it difficult to decode words, and these decoding errors are most evident when reading aloud. Though never diagnosed, Sara’s symptoms became evident in first grade, when formal reading instruction began. As we learn to read we must of course master the alphabet, which is like a code, and learn the relationship between letters and sounds. Reading is a process of decoding the clusters of letters, converting them into words, and then attaching meaning to the words. In many cases, problems with phonological processing the ability to receive, transform, remember, and retrieve the sounds of oral language interfere with the acquisition of reading skills. Phonological processing involves the ability to separate a word into its component parts or blend sounds to construct a word. Problems with these skills make it very hard for the beginning reader to achieve fluency. Comprehension of written material depends on accurate and fluent decoding, a good vocabulary, and comprehension of the grammatical structure of sentences. When these skills are not developed that is, when they are slow and labored — the reader must devote more energy and effort to identifying and comprehending each individual word, rather than constructing meaning from an entire paragraph or from general context. For many years, researchers believed that the reader automatically moved from reading the words on a page to comprehending, without participating in the process of constructing meaning. But recent research points to the fact that the reader plays an active role: using background knowledge about the subject, calling on appropriate strategies for both decoding and comprehension, and applying the right amount of attention and concentration. Reading strategies are now considered essential components of the reading process. These might include paraphrasing while reading or summarizing afterward to help with comprehension. Competent readers are able to evaluate the reading task and select strategies that are a â€Å"good fit† or match to the task. In Sara’s case, she read slowly and had to reread material several times, so she found it difficult to comprehend content or recall important facts when questioned about them later. Unlike good readers, she did not rely on strategies that could help her. She also struggled with writing. Many times she was ashamed to submit patient reports because she knew they were filled with spelling, punctuation, and grammatical errors and were not organized or structured well. Her reports never reflected her knowledge or keen insight into patient care. Writing problems can be seen at any age, although they become more evident as academic or work demands increase. While Sara knew what she wanted to say, she had trouble getting started, focusing on the essential facts, and editing effectively. She tended to use the same words over and over. This was so different from her spoken language, which was rich and varied. Not surprisingly, it took her a long time and a good deal of effort to complete her reports. Her mathematical skills, though, were more than adequate. But there are people with learning disabilities who have problems understanding mathematical concepts or difficulty solving verbal or written mathematical problems. These problems may stem from more than one source, including inadequate spatial or directional sense and difficulty understanding abstract symbols or the language of mathematics. To use a basic example, someone who does not have a good understanding of concepts such as â€Å"plus† and â€Å"minus† is going to find it hard to identify the process needed to solve a mathematical problem. Learning strategies will be of great help to this person. Sara was also troubled by her erratic performance at work. Some days, she would be fine. But when she was fatigued or stressed, she found her attention was poor and she made more than the usual number of errors. At these times, she did not feel in control and usually needed to take a break and call on the support of friends to help her get back on track. While Sara felt her social life to be strength, some individuals who have learning disabilities have difficulty in social situations because they cannot perceive others’ needs and make or keep friends. Relationships with family and friends and associates on the job may suffer. As a way of compensating, an individual may avoid social situations altogether and thus become isolated. Others may struggle with low self-esteem and a lack of assertiveness, which can lead to self-fulfilling prophecies of failure. Moreover, repeated negative experiences in school and at home can discourage an individual from even trying. Many individuals who have learning disabilities have difficulty planning ahead and then evaluating their performance in academic courses or work-related tasks. Planning involves the ability to determine the outlines of a task and the skills it will require. Planning helps us generate strategies or know when to ask for outside help. We are not always conscious of initiating this type of planning because so many tasks are performed automatically, such as remembering a frequently called phone number by using a mnemonic, or writing notes in a book or on a memo. But when tasks are new or complex, active planning is needed. Other learning problems may stem from an inability to manage one’s time effectively to get something done on schedule. For example, many college students do not leave sufficient time to research and write a term paper, and end up frantically completing it the night before it is due. Or a manager may delay writing a budget or marketing report, finding it hard to begin. In order to use strategies at school, at home, or on the job, we need to be aware of ourselves as learners. Researchers have suggested that each of us has our own built-in executive function that directs and controls our actions. If this â€Å"executive† is efficient and aware of individual skills and the strategies needed to accomplish a task, the appropriate plan of action can be put into effect. If the plan is unsuccessful, then the executive reevaluates and initiates a new course of action. Individuals who have learning disabilities have a less efficient executive, the theory goes, and are therefore less able to generate and use effective strategies in their personal and professional lives. In addition to learning disabilities, a large number of adults suffer from attention-deficit/hyperactivity disorder (ADHD). ADHD affects an individual’s ability to focus and concentrate on school or work tasks, and to make good use of strategies. The struggle to achieve is so much harder with the added burden of ADHD. Although external factors do not cause a learning disability, we know that they do play a significant role in learning. It is well documented that the environment we live and work in influences and helps to shape our learning patterns, behavior, and sense of self. Research has consistently shown that the type and quality of support provided both at school and within the home are strong determinants of success in school, at work, or in one’s personal life. For example, a supportive family, early identification of learning problems, and appropriate intervention may make all the difference in helping an individual compensate for the disability. Learning disabilities are found throughout the world and in all socioeconomic groups — they are not bound by culture or language. Approximately the same numbers of males as females have learning disabilities, and the problem tends to run in families. Many prominent figures in politics, science, and the arts are reported to have had a learning disability, among them Nelson Rockefeller, Winston Churchill, Albert Einstein, Thomas Edison, and Auguste Rodin. Einstein, for example, was described as having difficulty learning a foreign language and mathematics — of all things! He also struggled with other academic subjects and with writing. All adults face the challenges and rewards of employment, home and family, leisure pursuits, community involvement, emotional and physical health, and personal responsibility and relationships. Adults who have learning disabilities must manage these life demands with an added set of problems. Society expects adults to be self-supporting, to function within a community, and to exhibit appropriate social behavior. Typically, to be self-supporting one must be employed. Employment for most adults spans a long period of time. It may begin with the exit from high school and continue for fifty or more years. While research on the employment of adults who have learning disabilities is sparse, and the findings that are available reflect the heterogeneity of the population, the information reported is unfortunately discouraging. It suggests that individuals with learning disabilities, as a group, show higher rates of unemployment, have jobs of lower status, receive lower pay, and change jobs more frequently than those without learning disabilities. Of course, there are many individuals at all levels of the workforce who do attain professional success. Further, there are well-documented accounts of persons with learning disabilities throughout history who have made significant contributions to society, among the most notable being Einstein, Edison, Churchill, and Rockefeller. It is important to keep in mind that adults who have learning disabilities who have above average intelligence, come from middle to higher economic backgrounds, and/or have completed postsecondary education, have higher rates of employment, higher job status, and greater job satisfaction than this research indicates. Those who graduate from college are much more likely to hold professional or managerial positions, for example, than those who have only a high school diploma. What makes success on the job so difficult for some people with learning disabilities? For one thing, persistent problems with reading, writing, and arithmetic can interfere with their work. Many report that they continue to struggle with decoding skills, sight vocabulary, and reading rate. Banking tasks and money management often bring out their troubles with arithmetic. Spelling is frequently reported to be the biggest problem of all. The level of basic skills that is required in the current job market is expanding to include more abstract abilities. Employers want their workers not only to be proficient in basic skills but also to be able to use these skills effectively and efficiently to solve on-the-job problems. Employers want the people they hire to be able to read for information, to analyze and synthesize the material, and apply the material read to on-the-job situations. They further expect employees to analyze problems, formulate solutions, and communicate that process, in writing, to others. Workplace mathematics, like reading and writing, also requires identification of the problem, analysis, and then the ability to find a solution. Employers further expect good interpersonal skills. The ability to use technology and information systems is becoming more essential as well. To do all of these things efficiently and effectively, workers must have mastered basic skills and be able to apply thinking skills. They also need personal qualities such as individual responsibility, self-esteem, and self management. The nature of a learning disability may affect the development of some of these competencies. For example, because of years of struggle and failure, self-esteem may be low and self-monitoring skills may not be functioning effectively. Employers often do not understand what a learning disability is, thus making it even more difficult for the adults with learning disabilities whom they supervise. Because employers cannot â€Å"see† the disability and may have limited knowledge about learning disabilities, they may find it difficult to understand that the problems are real. Therefore, they may fail to provide the necessary accommodations and supportive environment. They may often fail to recognize that, with assistance, workers who have learning disabilities may be tremendous assets to the company. A learning disability is a lifelong condition. Some adults, by the time they have completed their formal education, have learned to compensate for their difficulties. For many others, difficulties continue and to varying degrees impact on careers, social relationships, and activities of daily living. There are adults who were diagnosed as children and received services under the guidelines of PL 94-142. But more and more adults, who never knew why school was so hard, are now addressing the problem by initiating an assessment and seeking services to help them cope with their disabilities. Adults who have learning disabilities are a heterogeneous group. Some struggle with reading and writing, some with mathematical tasks, some with the basic challenges of daily life. There are adults who have learning disabilities who have trouble finding and keeping a job; others are professionally successful yet cannot seem to develop a satisfying social life. And there are those who seem to have few problems as they successfully negotiate the range of life’s demands. Adults who have learning disabilities are not merely children with learning disabilities grown up. The impact of having a learning disability differs at each stage of development. And adulthood itself has many stages, each with its unique challenges. Satisfaction or dissatisfaction at one stage does not guarantee the same degree of adjustment at another. At one point, the adult might deal with self-identity, at another with employment and economic independence, and still another with personal responsibility and relationships. As a group, adults who have learning disabilities represent a broad spectrum of the population. We see individuals of different ages, from different socioeconomic, ethnic, and cultural groups. We see different clusters of social and learning problems that affect education, social, personal, and occupational adjustments. The field now recognizes the unique needs of the adult who has learning disabilities, and as such has responded by providing legal protection, programs, services, and an ever-developing information base. Where do we stand today? References: Erikson, E. H. 1968. Identity: Youth and crisis. New York: Norton. Hallahan, D. P. , Lloyd, J. W. , Kauffman, J. M. , Weiss, M. P. , & Martinez, E. A. (2005). Learning disabilities: Foundations, characteristics, and effective teaching (3rd ed. ). Toronto: Pearson Education, Inc. Johnson, D. J. , & Blalock, J. W. (1987). Adults with learning disabilities: Clinical studies. Orlando: Grune & Stratton. Jordan, D. R. (1996). Teaching adults with learning disabilities. The professional practices in adult education and human resource development series. Malabar, Fla: Krieger Pub. Shapiro, J. , & Rich, R. (1999). Facing learning disabilities in the adult years. New York: Oxford University Press. Wong, B. Y. L. (1998). Learning about learning disabilities. San Diego: Academic Press.

Impact of Culture on the Spread of Hiv/Aids in Kenya

bdalla A. Bafagih Professor Trent Newmeyer Sociology of AIDS Soc 309Y1F June 21, 2004 Impact of Culture on the Spread of HIV/AIDS in Kenya a national culture is not a folklore, nor an abstract populism that believes it can discover the people’s true nature†¦. a national culture is the whole body of the efforts made by a people in the sphere of thought to describe, justify and praise the action through which that people has created itself and keeps itself in existence (Fanon, Frantz). Introduction Culture, even in the twenty first century, has numerous denotations.In various parts of the world, it has been and is still considered to be important for the development of civilization and of people’s minds; a particular society or civilization is considered in relation to its beliefs, ways of life and values. In short, culture plays a crucial role in a groups’ quest for identity and is therefore at the centre of the socio-cultural development of a people, region or even county in terms of identity and politics-it serves as a code of life that must be followed under any circumstances even with an HIV/AIDS epidemic.These observations help illuminate responses to our central thesis: that cultural barriers and the ensuing gender bias have not only perpetuated the spread of HIV/AIDS among women, but are also hindering an effective HIV/AIDS prevention campaign in Kenya. Our position is that HIV/AIDS prevalence is a gendered issue because women in most parts of the developing world, due to the repressive cultural practices women have no power. Furthermore women continue to be betrayed by outdated traditional norms such as widow inheritance, widow cleansing, polygamy and gender inequality, as is the case in parts of Kenya.When these issues may seem to differ, in reality they are intertwined and date back to generations. To make matters worse those infected with HIV, both women and men blame witchcraft as the source of death (McGeary, J. Time Magazi ne, p, 30). Moreover as Madhu Bala Nath states â€Å"myths are also rooted in the nature of denial that is associated with HIV/AIDS. Because HV/AIDS is so frightening, there is a temptation to deny the existence of the disease (2001, p, 32). Such denial plays a large part in sustaining such outdated practices.We should point out from the outset that the current risky practices were at one time seen as strength (pre HIV/AIDS era) since they were really helpful and appropriate for their communities. Among the merits of such traditional practices were, among others, the widow’s security within the household was guaranteed and the orphaned children were guaranteed the extended family support and therefore survival within the community. It was meant to ensure the widow and children never became homeless.According to the Washington Post, In Western Kenya, the custom known as wife inheritance once held an honorable promise: A community would take care of a widow and her children. S he did not remarry. Her husband's family simply took responsibility for her. If a brother-in-law could not care for her, then a cousin or a respected outsider would. The inheritor made sure that the widow and her children were fed, clothed, sheltered, educated, protected, kept (Buckley, Stephen.Washington Post, November 8, 1997). For the purpose of this paper, we take a position that the spread of HIV/AIDS has rendered what were once cultural assets into deadly liabilities particularly towards women and children. That is why there is a need to be creative and embrace alternative rituals that do not involve risky sexual behavior. Our position is that inheritance per se is not bad, but widow inheritance and cleansing that endanger the lives of the widow and the inheritor/cleanser should be discarded.Wife inheritance or wife cleansing involves an inheritor who has his own family. As reported by the Washington Post â€Å"he infects his first wife and the widow he has inherited. Then he dies, and two other men inherit the women he leaves behind. Those men die. And then their widows are inherited† (ibid. ). It is this vicious circle that explains the rising HIV rates in Kenya. Kenya has vibrant and diverse cultural groups but some groups elevate ethnicity above nationalism.This makes it sometimes problematic to deal with intra and inter cultural norms or to undertake reforms of certain entrenched traditions. On one hand you have believers in Christianity who are more willing to abandon certain outdated traditions such as those discussed in this paper. For instance, a Kenyan bishop, called on widows to take a stand against wife inheritance (Gonza, Sam. 2000, p, 1). On the other hand you have the rigid traditionalists who are not open to any reforms or changes within traditions.There is usually no middle ground and unfortunately it cuts across class lines. We agree with the position put forward by Human Rights Watch in their report entitled Double Standards: Wo men’s Property Rights Violations in Kenya that â€Å"as important as cultural diversity and respecting customs may be, if customs are a source of discrimination against women, they like any other norm-must evolve† (2003, p, 2). Kenya has approximately forty tribes, which are co-related to the four greater ethnic groups (Buckley, Stephen.Washington Post, November 8, 1997): Bantu, Nilo-Hamitic, Nilotic and Hamitic (see figure i). Because of it’s neighboring, cultures are related to each other within Kenya and in the border countries such as Uganda, Tanzania, Ethiopia and Sudan. [pic] Figure: i Source: http://www. lib. utexas. edu/maps/kenya. html It will be imperative for this paper to provide short historical events in Kenya so as to provide a proper understanding of both the internal and external dynamics of this country.Kenya attained its independence from Britain in 1963 and has a population of thirty two million (32 million). [1] Kenya like other Sub-Saharan countries is a creation of European scramble for Africa. [2] As a result same ethnic groups are presently dispersed across different countries. The boundaries are like artificial divisions in a way that the people cannot be checked at all border-crossing zones. [pic] Figure: ii Source: http://www. lib. utexas. edu/maps/kenya. html The point, which we want to discuss, is that it is difficult to try to onvince these communities to abandon some of their practices, because they feel that at the end, abandoning their customs, would completely wipe out their culture and eventually loose their identity. In some African countries, various ethnic groups are the minorities and would want to keep intact their culture for the purpose of their own identity, so as to enable them to negotiate any political power in the government (Kanyiga, Karuti. 1998, p, 7)). On the other hand the ethnic groups, which are the majority, would want to maintain their hegemony and are not ready to change their tradi tions (ibid).Thus why dealing with health issues such as HIV/AIDS creates profound consequences. Current HIV/AIDS Situation in Kenya The synopsis about Kenya is not good at all. United Nations AIDS (UNAIDS) reports that over 2 million out of a total population of 29. 5 million (2000) were infected with HIV and a cumulative number of 1. 5 million people had died due to AIDS. The high prevalence rates of HIV/AIDS have negatively impacted life expectancy to the extent that it has dropped by approximately 13 years to 51 years (1998); while GDP reduced by -0. in 2000 and is expected to worsen in coming years. The average literacy rate is estimated at 78% (1995) and total fertility rate in Kenya is about 4. 4 (1998). Approximately 30% of the population lives in urban areas and more than half of the population live under the poverty line, women constituting the majority. UNAIDS estimates that about 500 persons died of AIDS each day in the country in 1999. (www. unaids. org/Unaids/EN/geogra phical+area/by+country/kenya. asp).According to the World Health Organization (WHO), the estimated number of adults and children living with HIV/AIDS, in Kenya end of 2001 stands as follows: Adults and children 2,500,000, Adults (15-49) 2,300,000, Women (15-49) 1,400,000 and Children 220,000, current living orphans, 890, 000, estimated number of death due to AIDS (2001), 190, 000 and the current adult rate of 15. 0 percent (www. who. int/hiv/pub/epidemiology/pubfacts/en/). Furthermore, the Human Rights Watch Report (2001) indicates that an estimated 2. million adults and children live with HIV/AIDS, representing about 14 percent of the sexually active population. The scary statistic is that Kenya has the ninth highest HIV prevalence rate in the world to the extent that the U. S. Census Bureau projections indicate that by 2005, there will be about 820 deaths per day from AIDS in Kenya. (http://www. hrw. org/reports/2001/kenya/kenya0701-03. htm#P144_18884). Factors behind the Gendered HIV/AIDS rates in Kenya. Through culture and society, we are able to transmit skills and other systems of social relations to modify our environment.But that has not been possible with women in Kenyan in both rural and urban areas even in the event of a HIV/AIDS epidemic with no cure in sight. Since our beliefs and ways of life are inseparable from our particular cultures, it is common for people to reject a behavior if it is not signified in their culture’s social code. It is however much harder for the marginalized groups like women and girls to reject what is supposedly part of their culture as is the case among the Luo and Luhya[3] of Kenya where they practice their culture to a fault.In such cases, individual behavior patterns alone are not responsible for the observed high-risk activities that cause HIV/AIDS. Needless to say, HIV/AIDS transmission in parts in Kenya is mostly through heterosexual relations. Because of [blind] loyalty to their culture, many within the gr oup (most educated women with the economic means to support themselves are now increasingly defiant against certain regressive policies like widow inheritance) in a society which has its own subculture, often face social risks, such as wife (widow) inheritance, to the extent that failure can result in exclusion from participating in communal events.For example, women who refuse to be inherited among the Luo and Luhya automatically lose their right to remain within their households, because their behavior is considered odd. Consequently women are frequently subject to violence, abuse, scorn and ridicule and other expressions of hate (HRW, 2003, pp, 16-21). Similarly, when it comes to apportioning blame as to who is the responsible party for bringing HIV/AIDS among married couples; it is usually women who are blamed even though in most cases, it is the men who have multiple partners.That goes to show that in the name of culture, women in Kenya find themselves in subordinate positions to men and are socially, culturally, and economically dependent on them. Because of the cultural biases, women are largely excluded from decision making, have limited access to and control over resources, are restricted in their mobility, and are often under threat of violence from male relatives (that is why many women have no choice when it comes to certain oppressive rituals, because they have no where else to return to should they be evicted from their late husband’s property) (ibid).In many cases, women in many parts of Kenya are perpetual minors subject to the guardianship of their male relatives and husbands. As a result, not only are their statuses lower than that of men, but also their condition is also dependent on that of their men folk. This subordination of women is connected to the distribution of power in society. In Kenya, economic, social and political power accrued to men partially as a result of their control of women, even though the thinking was and still is that a prosperous homestead depended on female reproduction and production.This keeps such oppressive rituals like widow inheritance in practice. Additionally, the gendered HIV/AIDS prevalence rates illuminate how gender as a constitutive element of social relationships. The Human Rights Watch of 2003, stated that of the 1. 4 million were women and girls with HIV positive, between the ages of fifteen and forty nine, this clearly shows how differences between sexes-power relationship within and between different women, urban versus rural and single versus married is very much embedded within society.Furthermore, the violation of fundamental human rights, and especially reproductive rights of women, plays an important part in perpetuating gender inequity and the observed HIV/AIDS prevalence rates in Kenya. As discussed in some parts of Kenya certain groups have taken Fanon’s dictum above about culture to new levels (p, 42), which have resulted in the discrimination, violati on of women’s rights and have placed women at great risk of contacting HIV. The impact has been traumatic on women as members of a community that continues to marginalize them in alls aspects of life.Yet women continue to provide care as wives, mothers, daughters, nurses, teachers, and grandmothers towards the sick, the dying and the orphaned children, many of whom are traumatized by the loss of their loved ones from AIDS. Unfortunately, in most parts of Kenya as evident elsewhere in Sub-Saharan Africa, as Fanon further argued, societies have not acknowledged the totality of culture and its vital role within the context of culture and history (p, 43).What we know and will be shown in this essay is that an examination of cultural practices allow us to know the nature and extent of the imbalance and conflicts (economic, social and cultural) which characterize the evolution of a society: culture allows us to know the dynamic synthesis which have been developed and established by social conscie nce to resolve these conflicts at each stage of its evolution in search for survival and progress (ibid).In the case of Kenya, and elsewhere as it was made clearer in this course, the quest for in Kenya such attitudes pervade all aspects of social life to the detriment of girls in particular and women in general. Evidently, the recurring theme in Kenya is the conflict between modernity and tradition that is often treated in terms of its relevance to women and men, rural versus urban or what it means to belong to a particular ethnic group. This goes to the heart of gender equity, property rights, agrarian reform and its problematic impact on women.In parts of Kenya, those who believe that culture is stagnant rather than vibrant to the extent that oppressions against women are presented in terms of cultural harmony and the survival of entire ethnicities have hindered the process of social liberation by women. Some of the cultural traditions discussed include wife (wido w) inheritance, widow cleansing and polygamy all of which contributed to the lack of secure property rights that result into the violation of human rights for women, and the observed disparity in HIV/AIDS rates between men and women in Kenya. 4] Unfortunately westerners including many of our classmates sometimes do not seem to understand that countries like Kenya have very poor laws that govern human freedoms and rights like the Canadian Charter of Freedoms and Rights. Women in Kenya are routinely discriminated against in most cases with the connivance of the state. [5] While personal freedom and choice have certainly played a role in the rapid spread of HIV/AIDS elsewhere, where laws are enforced, in the case of Kenya, the interplay of culture and gender roles is to a great extent responsible for the statistics cited above in this essay.Although awareness of HIV/AIDS is reasonably high in Kenya this is not reflected in sexual behavioral changes, given the high prevalence and incide nce of HIV/AIDS (Rosenvard, C and T. Campbell, 1996, p, 11). This finding reflects our thesis; the entrenched cultural biases against women and girls can explain such behavior to the extent where awareness is high yet infections rates are also rising. It is not that Kenyans in general or women in particular are not rational, they are but they have become victims of outdated cultural traditions and gender biases.What this rather contradictory finding shows is the need to view the HIV/AIDS pandemic through, multiple lenses but most importantly through the lens of power inequality in society that are rooted in gender. Gender norms pervade all aspects of Kenyan culture and society to the extent that culture dominates anything else among the Luo and Luhya of Western Kenya. The marginalized status of women plays a key role in the spread of HIV/AIDS in Kenya as reflected in the UNAIDS and WHO figures.It is thus important to recognize the complex underlying factors influencing the role of w omen and how such roles affect African societies and behavior. In the traditional Kenyan society, women are expected to be submissive and to provide for their household at all times (Caldwell, 1989, p, 185). In Kenya especially in the rural setting, the woman’s marital status does not end when the person who married her dies; she is by all accounts married to the clan in the sense that under certain ‘invented’ customary traditions, the clan has the right to inherit her.Traditionally, Luo or Luhya women have little or no say in such matters of inheritance including the retention or sharing of resources such as land and property. According to Human Rights Watch: Widows are often evicted from their homes as in-laws rob them of their possessions and invade their homes and lands. These unlawful appropriations happen even more readily when the husband died of AIDS†¦ In some places, widows are forced to undergo customary, sexual practices such as â€Å"wife inheri tance† or ritual â€Å"cleansing† in order to keep their property. Wife inheritance† is where a male relative of the dead husband takes over the widow as a wife, often in a polygamous family. â€Å"Cleansing† usually involves sex with a social outcast who is paid by the dead husband's family, supposedly to cleanse the woman of her dead husband's evil spirits. In both of these rituals, safer sex is seldom practiced and sex is often coerced.Women who fight back are routinely beaten, raped, or ostracized (Double Standards: Women's Property Rights Violations in Kenya) (http://www. hrw. rg/reports/2001/kenya/TopOfPage). While the quotation above tells us sufficient story about the problems facing Kenyan women, Human Rights Watch report entitled, Double Standards: Women's Property Rights Violations in Kenya captures the agony of Kenyan women in their own voices. It is thus important to reproduce just three of their experiences below to capture what Human Right Wa tch calls â€Å"the heinous nature of women's property rights violations: through personal interview. Human Rights Watch of 2001, reports, â€Å"AIDS exacerbates those hardships†. †¢ Jiwa, a fifty-five-year-old widow from western Kenya, said that after her husband died, her brother-in-law brought a â€Å"cleanser† to her home to have sex with her. She objected, saying: â€Å"I don't know this man's HIV status, and if I die my children will suffer. † Her brother-in-law and four cousins pushed the cleanser into Jiwa's hut and he raped her. She screamed but the cleanser covered her mouth and the in-laws stood guard outside. The brother-in-law paid the cleanser with a cow, chickens, and clothing. Jiwa was then forced out of her home and into a shoddy, makeshift hut. Her brother-in-law took over her land and furniture.She reported this to the village elder, who did nothing. Jiwa now has a persistent cough and has lost much weight. She fears she contracted HIV f rom the cleanser but has not been tested and cannot afford medical treatment. †¢ Adhiambo, a thirty-year-old widow from Nairobi, said that when her husband died of AIDS in 1998 he left her HIV-positive with five children. She quickly went from being relatively affluent to destitute after her husband's family took her property. Her in-laws grabbed household items from her Nairobi home and took over a rural home, land, and livestock even though Adhiambo helped pay to construct the house.Her father-in-law called a family meeting, told her to choose an in-law as an inheritor, and ordered her to be cleansed by having sex with a fisherman. Adhiambo refused, and fled when her in-laws threatened her. She now struggles to meet her children's basic needs, and her slum landlord has threatened to evict her. †¢ Imelda, a twenty-five-year-old widow with AIDS, lost her home, land, and other property in Kenya when her husband died in 2002. She told her in-laws that she had AIDS and wanted to stay in the house. They snatched her property anyway and wanted her to be â€Å"inherited. She recalled: â€Å"I told my in-laws I'm sick . . . but they took everything. I had to start over . . .. They took sofa sets, household materials, cows, a goat, and land. I said, ‘Why are you taking these things when you know my condition? ‘ They said, ‘You'll go look for another husband. ‘ My in-laws do not believe in AIDS. They said that witchcraft killed my husband. (http://www. hrw. org/reports/2001/kenya/TopOfPage). The above tribulations capture the victims in their own words and show how widow’s inheritance and cleansing devalues the dignity of women.While case law establishes that family property may be evenly divided upon separation or divorce in practice, the captured words of the three widows above, seems to differ. But above all, as has been our point of argument throughout this paper, under the very oppressive and discriminatory customary laws that are extremely influential in Kenya, it is the men who are accorded greater property rights than women. Other discriminatory practices are usually sexist customary tradition that obstruct women's equal rights to property and also prevent women from seeking redress for violations of these rights.Additionally, the problem is made worse by unresponsive authorities that ignore women’s woes regarding property violations, and ineffective courts that are biased against women. However the greatest setback is the fact that many Kenyan women and men too have land problems where squatters are routinely evicted even though they have lived on such land for generations. The other is low level of awareness of their rights, the time and expense of pursuing claims, violence, and the social stigma of being considered greedy or cultural traitors if they assert their rights. www. hrw. org/campaigns/women/property/factsheet. htm). Evidently, what the discussion above illustrates is that in K enya, women’s rights violations must be understood and combated in the context of Africa's AIDS epidemic.In Kenya, 15 percent of the population between the ages of fifteen and forty-nine is infected with HIV, more than half of whom are women, and one out of eight adults in rural Kenya and one out of five adults in urban areas is infected, though most do not know it. AIDS has reduced life expectancy from sixty-five to forty-six years ((http://www. rw. org/reports/2001/kenya/TopOfPage). These figures are quite telling in that in Kenya, HIV/AIDS is worse among urban dwellers than is the case among rural dwellers. According to Dyson, the higher urban incidence rates are due to â€Å"relatively high rates of social interaction and crowded urban living conditions and squalid living conditions† (p, 427). Similar results for Sub-Saharan African in general, has been documented by Caldwell who found that â€Å"urban levels of HIV infection rates are typically four to ten times those of rural areas† (p, 44).In countries with a substantial level of urbanization, and home to some of the largest slum areas in Africa, the numbers are certainly depressing. Moreover as noted by Bollinger et al, Sometimes traditional practices that occur in Kenya, particularly in the rural areas, can contribute to the spread of HIV. For example, a director of the Kenyan governments AIDS efforts attributed the high prevalence rate in some parts of western Kenya to the practice of wife inheritance that exist there (5-6). These findings do illuminate our thesis.Furthermore given the feminization of poverty due to Structural Adjustment Program (SAP) policies (Cooper, 2002, 87), women in urban areas and also in rural areas find themselves on the economic margins where they are forced to engage in risky behaviors like prostitution. Moreover, because of SAP polices and the introduction of user fee in hospitals; women are disadvantaged with regard to health and health care (ibid), a clear indication that gender inequalities have led to a systematic neglect of women’s health and the gendered incidence of HV/AIDS in Kenya. It is not our intention to call such traditions as ‘uncivilized’ or extreme.It would be naive to make this assumption and one has also to try to understand the dynamics of Africa and its communities at earlier times. Caldwell captures the reality that â€Å"it is clear that lifestyle plays a dominant role in determining individuals’ chances of infection, and it seems probable that level of the disease over the coming decades is more likely to be decided by changing lifestyles than by medical breakthroughs. Those changes will be more successful, and least damaging to the society, if behavioral factors in the spread of the disease are well understood† (p, 186).Conclusion This essay has outlined and argued that the disparity in HIV/AIDS prevalence rates between men and women are rooted in the cultural biases aga inst women and girls such as widow inheritance in parts of Kenya. Our position in this essay has been that the cultural barriers and the ensuing gender bias have not only perpetuated the spread of HIV/AIDS among women, but are also hindering an effective HIV/AIDS prevention campaign in Kenya. We have shown the linkages between cultural biases against women and girls and the spread of HIV/AIDS.The challenge has been to decouple the notion that addressing women rights in Kenya is a western value or that concerns of equity must take a back seat in the struggle against HIV/AIDS epidemic. We recognize that eliminating all forms of discrimination against women in Kenya will take time, but the government must start to enforce existing laws to protect women against repressive cultural practices like widow inheritance. The people must be told that culture is not static but rather dynamic, and should be encouraged to discard risky cultural traditions and activities that expose women to HIV/AI DS and thus endanger their lives.From this course (Sociology 309), we know the relationship between safe and improved reproductive rights such as increased condom use and the health status of women are crucial in fighting the spread of HIV/AIDS. As shown in this paper there is a positive correlation between women’s precarious health status and their susceptibility to HIV/AIDS particularly in urban areas, inequitable gender relations and women’s poverty and powerlessness in society especially in rural areas.Finally, the Kenyan stakeholders – politicians, church leaders, civil society, NGOs, women leaders, youth groups, cultural and traditional leaders, must deal urgently with the existing power inequality among the sexes, that accounts for the excessive burden of HIV/AIDS transmission and the consequences on women in general who have so far been hit most by the spread of HIV/AIDS. That trend needs to be reversed if Kenya is to stem the devastating impact of HIV/A IDS epidemic and its distressing impact on the Kenyan society at large.

Compare and Contrast Research Methods Essay Example | Topics and Well Written Essays - 1500 words - 4

Compare and Contrast Research Methods - Essay Example It is argued that unstructured interviews are best in gathering information on social situations as they allow the interviewer to be natural and thus encourage the interviewee’s participation. Focus group is another approach of collecting qualitative data. This is a carefully planned discussion tailored to obtain perceptions on a specific topic or area of interest. The process of information gathering under this method involves the moderator who controls the debate and initiates discussion topics, the note-taker, and the participants (Boeije, 2010). Focus group has almost the same merits with the interviewing method. It generates results at a relatively fast rate, has a high face validity and allows the moderator (who assumes an almost similar role as the interviewer) to explore unanticipated issues. However, this method has its fair share of demerits; the main ones are that it has less experimental control, requires a well trained interviewer and it maybe difficult setting up the group (Rubin & Babbie, 2010). Participant observation requires that the researcher becomes a part and parcel of the group under observation. This approach requires a lot of patience and may sometimes require months or years of observation. This is because the researcher has to be accepted and become a natural part of the group being observed. It is only by achieving this cohesiveness that one can ascertain gathered data as of natural phenomenon (Delamont & Jones, 2012). If successfully carried out, this method represents the best approach in gathering data on a natural phenomenon as there is absolutely no chance of manipulation or influence. The major disadvantage with this approach is that it may take the researcher a long time to gather data. Additionally, it is at times not possible to record all data as the researcher may loose focus as he assumes the same natural roles as the focus group (Holloway, Wheeler & Holloway, 2010). Ethnography is the study of social interactions, behaviors and perceptions that take place within social groupings. This approach is said to have grown from anthropological studies that focused on small cultural groupings in the early 20th century. Under ethnographical studies, the researcher becomes an active participant and takes extensive notes (DeWalt & DeWalt, 2011). Participant observation, discussed earlier, is considered an approach under ethnographical approaches. This is mainly because it entails a researcher assuming the role of participant as they go on with their duty of data gathering and data recording. Ethnographical approaches allow for gathering richly detailed data and also provide the researcher with a chance to participate in unscheduled events (Thomas, Nelson & Silverman, 2011). The downside of ethnographical approaches is that the researcher may ignore activities that happen out of the public eye and he may also be tempted to rely on information provided by a few key informants. Consequently, reliance on in formants permeates bias as these may not have the objectivity while reporting on the social context. Biographical research is the compilation and analysis of an intensive report detailing an entire life or a part of life, through an in-depth, unstructured

Evaluation of a Procurement Plan for use in a project based Assignment

Evaluation of a Procurement Plan for use in a project based ORGANIZATION - Assignment Example The project manager is given the mandate to document the selection process. The committee selected should have three to five people. It should have adequate information about the qualification and willingness of the consultants in pursuing the project and their responses about the project also the evaluation criteria. These are the items which should be contained in the RFR. Planning purchases is the process of determining what to purchase, when and how to purchase or acquire it. Purchase Planning singles out the project whose needs can be met by buying or acquiring services, products and results outside the project organization. Planning purchases also can be used to establish which project needs can be met by the project team during project execution. Mainly, the Purchase Planning includes reviewing the risks found in each make-or-buy decision, and reviewing the kind of contract planned to be used.1 One of its major targets is to reduce risks and to transfer risks to the seller. Make-or-buy analysis is the collection and comparison of opportunities and threats evoked by the make and buys solutions. To the buyers, Purchase Planning assists in cutting down impulsive buying of products and reducing overexploitation of the consumers or the buyers’ decisions by attractive advertisements of the products. There are different tools and techniques, which are used in Purchase Planning , with each aiming at proper planning. Contract type is one of the tools used in Purchase Planning . Different types of contracts are deemed to be suitable for different kinds of purchases. In the identification of the correct type of documentation of a project before contracting, the planner should be aware of the different types of contracts in order to select the most appropriate type of contract for program procurement. Expert judgment plays a vital role in planning for purchases. It can be used as an input

Interpersonal Conflict in Film Movie Review Example | Topics and Well Written Essays - 500 words

Interpersonal Conflict in Film - Movie Review Example Farhad did not know anything about guns and so when the store owner asked him about the kind of ammunition he wanted, Farhad had an argument with Dorri. This made the owner impatient and he told Farhad: â€Å"Yo, Osama, plan the jihad on your own time, what do you want?† Because of this statement, Farhad reacted: â€Å"Are you making insult at me?† The store owner continued in insulting Farhad and he said: â€Å"Is that the closest you can come to English.† Farhad emphasized that he can speak English and that he has rights to buy a gun: â€Å"Yes, I speak English. I am an American citizen†¦I have rights to buy guns!† Then the store owner reminded Farhad about 9/11, which made Farhad angrier. The owner called the guard, which led Farhad outside the door, while Dorri was left inside the store to demand either their money back or that the owner give them the gun. The conflict was not handled effectively, because the store owner and Farhad both had negati ve stereotypes about each other, which they used to prejudge each other’s motives and actions. Stereotypes are â€Å"preconceived opinions† about someone that tend to be â€Å"negative and reflect prejudices, preconceived opinions of dislike, hostility, or unjust behavior† (Sole, 2011, section 7.2).

How is the dimension of color treated in the cartoon 'Spongebob Coursework

How is the dimension of color treated in the cartoon 'Spongebob Squarepants' (i.e. Is it realistic, or surreal) - Coursework Example The main character of the story, Sponebod Squarepants is given a mix of bright and dull yellow color. When individually assessing the color scheme of the main character, primarily a realistic approach can be observed. The color yellow goes along with the concept of a typical realistic kitchen sponge. Adding to it, the character has been given a dull pattern on the sides of its body. This connects the character to the factual state of a kitchen sponge, which is rubbed and squeezed turning it dull and pale. Though in this aspect there is a realistic approach in the treatment of color, while considering the cumulative visual impact of this character along with other animate and inanimate characters, the approach can be observed to be surreal. Contrasting combinations of colors are quite frequently used all through the cartoon series. The color schemes used in the cartoon are quite uncommon in real life scenario. However, the cartoon being inspired by the underwater world, this surreal approach helps the viewers connect to their own imaginations of a world they have not

Values Supporting High Performance Work System Research Paper

Values Supporting High Performance Work System - Research Paper Example 2. Diversity and Equality Management Systems (DEMS) For the last many years, business organizations are inclining their human resource management systems to promote diversity and Equality management systems to effectively compete in global markets. Whether an organization is multinational or aims to exist as multinational organization, commitment to equality and workforce diversity should be the major concerns of the HRM. While hiring the people, HRM of an organization is responsible for collecting the people with a variety of skills along with giving them equal opportunities of promotion and payment according to their aptitude (Marler 2012). An ideal Diversity and Equality Management System of a firm must involve diversity training and also monitor the recruitment procedure of the company. The minority or other disadvantaged groups are also dealt with special concern, where their pay and promotion are revised. Recently, many of the European business organizations are emphasizing to adopt the DEMS as one of the practices of Strategic Human Resource Management (George and Jones 2011). The term equality in DEM is wider in its meaning as there is a legislative initiative taken in Europe. Therefore, the Equality Act of 2010 can be seen covering the age, disability, pregnancy and maternity, religion or belief, race, sex, marriage and civil partnership, gender reassignment and sexual orientation. Moreover, in 2005 European Commission studied the extent of diversity and anti-discrimination policies in European companies. The results were satisfactory as 48% of the firms had applied the DEM system and 83% out of those firms had found DEM as a significant strategy for business growth. Thus, diversity and equality can be understood as giving value to variety and individual differences. So, while applying the practice of diversity, requirements of equality are fulfilled, as differences between the individuals, organizations and societies are valued. Though, this strategy is being emphasized to be made as part of HRM practices (Kumra, Manfredi and Vickers 2012). DEM and Recruitment The recruitment process under the practice of DEM is held very fairly because people are not rejected on any discriminatory reasons, such as race, gender or religion. Therefore, advertisements are taken place on web sources and through job centers, which will reach larger number of people can have access the advertisement from different backgrounds of expertise and skills. The job description is supposed to be clear and understandable so that applicants are evaluated on the basis of decided criteria. On the other hand, during the interview for a position, views of one person should not be taken into account but more than one person should decide the appropriate person for the position. Thus, it can be said that in order to establish an ideal DEMS within an organization, recruitment process is the initial step to set a system of equality. 3. DEM Supports High Performance Wo rk System The Diversity and Equality Management System is widely supported by business organizations because the kind of systems supports the implementation of High Performance Work System. DEM is advantageous for both the employees and for the business. Some of the benefits of DEM are discussed below that contribute the business to elevate. i. Balanced Workforce Any organization that desires to be prospered in its particular segment needs to have a balanced

Design, conduct and report on interviews with parents. (Pedagogy and Essay

Design, conduct and report on interviews with parents. (Pedagogy and play) - Essay Example The early years of children, the period of immaturity, is an important time to develop behaviors (Bateson, 2005). And through play many key skills and desired behaviors can be developed. With the effective utilization of play, many social skills and problem-solving strategies can be nurture(Smith, 1986).However, in past, the influence of the play and its role in child development and growth was not understood (Bruner et al, 1976). In the following I will present my findings about the perceptions of parents regarding play and its pedagogical value. I interviewed two ladies. First is Mrs, Hubert , a housewife and mother of Nany a 5 year old girl. Second lady is Ms.Tina mother of Ted –a 4 year old boy. 2. Overall views about play Both of the parents viewed play as a ‘natural’ need of the children. Their views matched that play helps in better growth and development of the body and mind. One parent, Nany’s mother, said that play involves such a diversified proc esses which help in naturally acquiring many key skills including ‘imagination, creativity, better expression and interpersonal skills’. Their views about play are well developed. Many researchers like Moyles( 1994), Glickman( 1981) similar kind of expression about play. In their opinion play is an informal way of developing children’s skills and behavior. . 3. The value of play in child growth and development Ms. Tina , mother of 5 year old Ted, said that there must be a balance between study and play. Her point of view is that, if child get more involved in play, her studies would suffer. As she emphasized ‘balance’ is the key word On the other hand, Nany’s mother, Mrs Hubert , is of the view that play till the age of 5 or 6 year is more important than studying at school. She said that play will teach them a lot in a natural environment. For instance , she said that playing in teams or pairs teach them tolerance and teamwork. There is a slig ht difference in the point of view of Mrs. Hubert and Ms.Tina. The former values play more that study. This difference is rooted in the difference of life style. Ms. Tina is a working lady where as Mrs. Hubert is a house wife. However, both the ladies agree to the following points about the value of the play. 3.1. Develop Mutual Respect Both the parents pointed out that games help in treat each other with respect and understanding others view point. An Innate demand of play is co-existence. Bateson (2005) has said that play samples whole life and children learn and practice behaviors adaptive to that environment. 3.2. Principled Life Both the parents agree that children learn to follow the rules and principles in playing games. This makes them more principled and disciplined. â€Å"Perhaps socially responsible†, Ms Tina said, â€Å"you don’t have force them to follow your opinions, likes or dislikes, just offer them ‘rules of game ’ and life will be easyà ¢â‚¬ . This concept of play as preparation for life was presented by Groos in 1898(Play Theories, 2008). Thus play will teach them the thing that will make them more law abiding and more responsible citizen. 3.3. Fostering Freedom and Responsibility Ladies are agree that play fosters sense of responsibility in children. As they learn to respect each other and follow the ‘rules of game’, they become more responsible. Mrs. Hubert put it in this way: you

Harley Davidson case analysis Essay Example for Free

Harley Davidson case analysis Essay This case focuses on the iconic motorcycle brand of Harley-Davidson. Harley-Davidson is an American motorcycle manufacturing company founded in Milwaukee, Wisconsin. Since Harley-Davidson was established in 1903, the manufacturer has experienced its ups and down. It especially encounters struggles like any other automobile industry during economic downturns. On the verge of bankruptcy around 1980, Harley-Davidson made a surprising comeback. This comeback was mainly a result of Harley-Davidson’s incorporation of customer services into its products, product differentiation through quality and design as well as focusing production on a consistently high level of quality. Today, the company’s annual worldwide sales total more than $4 billion worldwide and have an annual output of 200,000 motorcycles along 35 different models in seven product lines. With these results it is safe to say that Harley-Davidson dominates the U. S. motorcycle market and is also strong in Europe and Japan. Harley-Davidson does a very good job at differentiating its product. In fact, product differentiation is the main component of Harley-Davidson’s marketing strategy. They want to offer a motorcycle like no other motorcycle on the market at the highest quality. Harley-Davidson not only stresses its level of quality but its consistency of quality as well. Quality refers to the overall characteristic of a product that allows it to perform as expected in satisfying customer needs. Therefore quality can be used to differentiate products because not all products satisfy the needs of the consumer. Harley-Davidson offers many different lines of motorcycles including limited edition models as well as customization options. If the customer customizes the motorcycle then they should be getting exactly what they want at a high quality. Harley-Davidson emphasizes the consistency of quality as much as the level of quality because no matter how high the level of quality is, if it is not consistent then they will lose customers. For example, if you go to a restaurant that serves food the way you like it to be prepared only half of the time, it is likely that you will no longer go there. Then word spreads to others and they are less likely to go to that restaurant too. The same goes for Harley-Davidson. They want to ensure that every motorcycle has a high quality to keep the customers satisfied and bring forth even more customers. They also offer financing and insurance which helps differentiate them from competitors even more. Harley-Davidson believes that customer service is an important part of the product. They help differentiate their product by offering customers training, warrantees, guarantees, repairs and accessories. They want the customers to be comfortable with the employees and have a positive buying experience. Some dealers even take it a step further by offering a Rider’s Edge course. Since this course was offered at some dealerships, more than 150,000 people have graduated and earned a motorcycles license. This customer service section aims at the population of people who would like to buy a Harley-Davidson but do not know how to ride. They join these step-by-step courses with the employees and are on track to one day having their own Harley. They also offer a line of bikes for women and teach women how to ride bikes, pick them up, and assist them with any information they need in the buying process. They even have founded the Harley Owens Group in order to instill a sense of community amongst riders. There are over 1 million members. They have access to certain benefits, group rides, members only website, exclusive magazines, and a special customer service hotline. They even offer free tours at four of its factories, not to mention the museum. The Harley-Davidson museum is located in its headquarters in Milwaukee, Wisconsin. The museum features exhibits from the company’s past products such as sample boats, bikes, snowmobiles and golf carts, to today’s models. They also highlight the company’s latest technologies, and inner workings of its new product development process. This museum may play a role in influencing how customers perceive the company and its products because they are able to see where the company has been, where they are, and where they want to be. It also gives the potential customers a chance to experience what it would be like to be a Harley-Davidson owner. They even offer a virtual ride bike so that people can almost get a first hand glance at what it is like to own a bike. Harley-Davidson has a very wide marketing mix. They have bikes that attract people of different sizes, styles, age, and gender. They offer a very good bike at a price of $6,999 for beginners. They offer a line exclusively for women with smaller bikes and a wide variety of customizing products. They aim at creating a sense of individuality and freedom for the riders. As a rider gets more experienced they can trade their bike in for a more advanced one if they feel it is necessary. They also offer different styles of bikes for those who are experienced. They range from cruisers to choppers to sports bikes. In total there are seven product lines with 35 different models. Therefore the product depth is 7 and its length is 35. Below is a list going into greater detail about the marketing mix. If I had to invent a brand name for a line of luxury motorcycles I would call it the American Eagle. This brand name would especially appeal to the American market but would also be appealing worldwide. It implies a high American quality, which is luxurious and valuable and is consistent with the American lifestyle. Product   The major product is heavy weight motorcycle of 750 cc for working out on heavy roads.   A number of brands have been introduced in its century of age, and each one was very integrated, well equipped and up to date with respect to technological advancements (Johnstone, 1995). The hallmark productions of the company assisted it to acquire eagle mark for itself. An excellent customer service is provided in case of any ambiguity, and customers are thoroughly guided for the upcoming brands.   Deals in branded motor bikes and other limited sector of open market.   Also deal in used bikes, there usable parts being repaired and introduced in the market at lower price range   Spare part market has also got their name at the top of the list.   Twin Cam engine is its major innovatory product.   They also offer services for repairing. Revolution engine is also introduced on their innovation lists. Price Their prices are mostly maintained around a certain figure.   The major revenue sector is heavy bikes along with spare parts.   The company has been in crisis for few years as its market share dropped by 43 (%) percent.   The company is planning to eliminate its employees in the coming year for maintaining the company’s financial position (Wilson, 1993).   During the time of crisis the vehicle prices were suddenly increased but now it’s being hoped that they will be regulated. Place. The company has acquired 358,000 square foot plant in Kansas City for the production of Dyna Glide, Sportster, and V-Rod models.   For assisting Latin American expansion n Assemly plant is located in Brazil. By establishing manufacturing units, a vast production was achieved (Margie, 2009).   Harley Davidson is also moving forward to export bikes in India as well to increase its production and export sector as well. Harley Davidson also caters the motor bikes export in most parts of the world but it is not that much economical because of high custom duty for heavy machinery. Promotion   Different marketing policies are being applied for the promotion of the company. Lucky draws are timely introduced, while promoting its political frame.   Certain free services are announced for showing goodwill gestures on the new motor bikes sale.   Some times fares are also arranged for bulk sales, especially when there is low sale time. Very attractive commercials are placed on different channels.   Most of the magazines in U. S promote the company by its good coverage. References Pride, W. M.. , Ferrell, O.C. , (2012). Foundations of Marketing. Pg. 77. Australia Mason, OH: South-Western, Cengage Learning (2012, ). H-D1â„ ¢ Customization | Custom Motorcycles | Harley-Davidson USA. Retrieved. November 17, 2012, from http://www. harley-davidson. com/en_US/Content/Pages/H-D1_Customization/h-d1_cu stomization. html? locale=en_USbmLocale=en_US (2011, March 8). Harley Davidson Marketing Mix | Marketing Mixx. Retrieved November 17, 2012, from http://marketingmixx. com/marketing-basics/marketing-mix/159-harley-davidson-marketing-mix. html.

Astrology and Pagan Symbolism in Christianity

Astrology and Pagan Symbolism in Christianity Astrology and Pagan Symbolism in Christianity First of all we shall start the definitions of the key words as used in the research question. Astrology can be defined as the study of how events on earth correspond to the positions and movements of astronomical bodies which are the moon, sun, planets and the stars. Paganism in general is a term for the ancient and modern religions which identify nature as the body of the divine e.g. Taoism is the paganism of China, Hinduism is the Paganism of India, Shinto the paganism of Japan and Santeria, Voudon Macumba are the paganisms of the African Diaspora; etc On the other hand symbolism is the applied use of symbols i.e iconic representations that carry particular conventional meanings. Symbolism also refers to a way of choosing representative symbols that are in line with the abstract rather than literal properties, allowing for the broader interpretation of a carried meaning than more literal concept-representations can allow. A religion can be described as a language of concepts related to human spirituality. Symbolism hence is an important aspect of most religions. Christianity is the monotheistic system of beliefs and practices that are based on the Old Testament and the teachings of Jesus as embodied in the New Testament and that emphasizes the role of Jesus as savior and Christ. Discussion Zodiac is one of the oldest conceptual images in human history. It reflects the sun as it figuratively passes through the 12 major constellations over the course of a year. It also reflects the 12 months of the year, the 4 seasons, and the solstices and equinoxes. The term Zodiac relates to the fact that constellations were anthropomorphized, or personified, as figures, or animals. Jesus was born of the Virgin Mary on December 25th/a> in Bethlehem, his birth was symbolized by a star in the east which three kings or magi followed to locate and adorn the new savior. He was a child teacher at age 12 and at the age of 30 he was baptized by John the Baptist, and thus began the ministry. Jesus had 12 disciples whom he traveled about with performing miracles such as healing the sick, raising the dead, walking on water, he was also known as the King of Kings, the Son of God, the Light of the World, the Alpha and Omega, the Lamb of God e.g. After being betrayed by Judas his disciple and sold for 30 pieces of silver, he was crucified, placed in a tomb and after 3 days resurrected and ascended to Heaven. The birth sequence of Jesus is completely astrological. The star in the east is Sirius, the brightest star in the sky at night, which on December 24th aligns with the three brightest stars in Orions Belt. These three bright stars are referred today what they were called in ancient times, The Three Kings. The Three Kings and the brightest star Sirius, all point to the place of the sunrise on December 25th. This is why the Three Kings follow the star in the east, in order to locate the sunrise or the birth of the sun. Virgin Mary is the constellation Virgo, also known as the Virgo the Virgin which in Latin means virgin. The ancient glyph for Virgo is the altered m. This is why Mary with other virgin mothers, such as Adoniss mother Myrrha and Buddhas mother Maya begin with an M. Virgo is also referred to as the House of Bread, and the represents of virgin holding a sheaf of wheat. The House of Bread and its symbol of wheat represent August and September, the time of harvest. In turn, Bethlehem literally translates to house of bread. Bethlehem therefore refers to the constellation Virgo, a place in the sky, not on Earth. Another very interesting phenomenon that occurs around December 25th is that from the summer solstice to the winter solstice, the days become shorter and colder. From the northern hemisphere perspective, the sun appears to move south gets smaller and more scarce. The shortening of days and the expiration of the crops when approaching the winter solstice symbolizes the process of death to the ancients. By December 22nd, the Suns demise was fully realized, for the Sun having moved south continually for 6 months, makes it to its lowest point in the sky. And here a curious thing occurs, the Sun stops moving south, at least for 3 days. In the three day pause, the Sun stays in the vicinity of the Southern Cross, or Crux, the constellation. After this time on December 25th, the Sun moves 1 degree, this time north, foreshadowing longer days, spring and warmth. And thus it was said, the Sun died on the cross, was dead for 3 days, only to be resurrected or born again. This is why Jesus and num erous other Sun Gods share the crucifixion, 3 day death, and resurrection concept. It’s the Suns transition period before it shifts its direction back towards the Northern Hemisphere bringing spring and thus salvation. However, they didn’t celebrate the resurrection of the Sun until the spring equinox, or Easter. This is because at the spring equinox, the Sun officially overpowers the evil darkness, as daytime thereafter becomes longer in duration than night, and the revitalizing conditions of spring emerge. Therefore the obvious astrological symbolism around Jesus regards the 12 disciples. They are simply the 12 constellations of the Zodiac, which Jesus, being the Sun, travels about with. In fact, the number 12 is seen more often throughout the Bible which has more to do with astrology than anything else. Looking at the cross of the Zodiac, the figurative life of the Sun, this was not an artistic expression or tool to track the Suns movements. It is a Pagan adaptation of the cross of the Zodiac. That is why Jesus in early occult art is shown with his head on the cross the Sun of God, the Light of the World, the Risen Savior, who will come again, as it is every morning, the Glory of God who battles against the works of darkness, as he is born again every morning, and can be seen coming in the clouds, up in Heaven, with his Crown of Thorns, or, sun rays. Now, of the many astrological-astronomical metaphors in the Bible, the most important has to do with the ages. In the scriptures there are numerous references ‘Age’. To understand this, we need to familiarize with the phenomenon called the precession of the equinoxes. Ancient Egyptians along with cultures long before them recognized that approximately for every 2150 years the sunrise on the morning of the spring equinox would occur at a different sign of the Zodiac. This is concerned with the slow angular wobble that the Earth maintains as it rotates on its axis. It’s called a precession because the constellations go backwards, rather than through the normal annual cycle. The time that it takes for the precession to go through all 12 signs is roughly 25 to 765 years. This is also called the Great Year, and ancient societies were very aware of this. Each 2150 year period was called an age. From 4300 b.c. to 2150 b.c., it was called the Age of Taurus, the Bull. From 2150 b.c. to 1 a.d., it was called the Age of Aries, the Ram, and from 1 a.d. to 2150 a.d. it was called the Age of Pisces, the age we are still in to date, and in and around 2150, we shall enter the new age called the Age of Aquarius. The Bible reflects a symbolic movement through 3 ages, while foreshadowing a 4th. In the Old Testament when Moses came down from Mount Sinai with the 10 Commandments, he was very upset to see his people worshiping a golden bull calf. He reacted by shattering the stone tablets and instructing his people to kill each other in order to purify themselves. I would attribute this anger to the fact that the Israelites were worshiping a false idol or something to that effect. The fact is that the golden bull is Taurus the Bull, and Moses represents the new Age of Aries the Ram. That is why Jews even today still blow the Rams horn. Moses represents the new Age of Aries, and upon the new age, everyone should shed the old age. Other deities mark these transitions as well, a pre-Christian god who kills the bull, in the same symbol. Jesus is the figure who ushers in the age following Aries, the Age of Pisces the two Fish. Fish symbolism is very repetitive in the New Testament. Jesus fed 5000 people with bread and 2 fish. When he began his ministry walking along Galilee, he befriends 2 fishermen, who followed him. I have seen Jesus-fish on the backs of peoples cars. Yet they do not know what it actually means. It is a Pagan astrological symbolism for the Suns Kingdom during the Age of Pisces. Also, Jesus assumed birth date is essentially the start of this age. In Luke 22:10 when Jesus is asked by his disciples where the next Passover will be, Jesus replied ‘Behold, when ye are entered into the city, there shall a man meet you bearing a pitcher of water follow him into the house where he entereth in.’ this scripture is one of the most revealing of all the astrological references. The man carrying a pitcher of water is Aquarius, the water bearer, who is always seen as a man pouring out a pitcher of water. He represents the age after Pisces, and when the Sun leaves the Age of Pisces (Jesus), it will go into the House of Aquarius, as Aquarius follows Pisces in the precession of the equinoxes. Also what Jesus is that after the Age of Pisces will come the Age of Aquarius. We have all heard about the end times and the end of the world. Apart from the depictions in the Book of Revelation, the main source of this idea comes from Matthew 28:20, where Jesus says ‘I will be with you even to the end of the world.’ Otherwise, in King James Version, ‘the world’ is a mistranslation, among many mistranslations. The actual word being used is aeon, which means ‘age.’ ‘I will be with you even to the end of the age.’ Which is true, as Jesus Solar Piscean representation will end when the Sun enters the Age of Aquarius. The entire concept of end times and the end of the world is a misinterpreted astrological allegation. Lets tell that to the approximately 100 million people in America who believe the end of the world is coming. Furthermore, Jesus character, a literary and astrological hybrid, is most explicitly similar to the Egyptian Sun god Horus e.g., inscribed about 3500 years ago on the walls of the Temple of Luxor in Egypt are images of the enunciation of the immaculate conception, the birth, and the adoration of Horus. The images begin with Thaw announcing to the virgin Isis that she will conceive Horus, then Nef the holy ghost shall impregnant the virgin Isis, and then the virgin birth and the adoration. This exactly entails Jesus’ miracle conception. In fact, the literary similarities between the Egyptian religion and the Christian religion are staggering. The plagiarism is continuous. The story of Noah and the Ark is taken directly from the traditions. The concept of a Great Flood is common throughout the ancient world, with over 200 different cited claims in different periods and times. However, one needs look no further for a pre-Christian source than the Epic of Gilgamesh, written in 2600 b.c. In this story is told of a Great Flood commanded by God, an Ark with saved animals on it, and even the release and return of a dove, all held in common with the biblical story, among many other similar occurrences. Then there is the plagiarized story of Moses. Upon Moses birth, it is said that he was placed in a reed basket and set adrift in a river in order to avoid infanticide. He was later rescued by a daughter of a king and raised by her as a Prince. This baby in a basket story was lifted directly from the myth of Sargon of Akkad of around 2250 b.c. Sargon was born, placed in a reed basket in order to avoid infanticide, and set adrift in a river. He was in turn rescued and raised by Akki, a royal mid-wife. Furthermore, Moses is known as the giver of the Ten Commandments. However, the idea of a Law being passed from God to a prophet on a mountain is also a very old motif. Moses is just a law giver in a series of law givers in mythological history. In India, Manou was the great law giver. In Crete, Minos ascended Mount Dicta, where Zeus gave him the sacred laws. While in Egypt there was Mises, who carried stone tablets and upon them the laws of god were written. The Ten Commandments are taken outright from Spell 125 of the Egyptian Book of the Dead. What the Book of the Dead phrased I have not killed Thou shall not kill, I have not told lies became Thou shall not bear false witness I have not stolen became Thou shall not steal,† and so forth. In fact, the Egyptian religion is likely the primary foundational basis for the Judeo-Christian theology. Baptism, afterlife, final judgment, virgin birth and resurrection, crucifixion, the Ark of the Covenant, circumcision, saviors, Holy Communion, the great flood, Easter, Christmas, Passover, and many more, are all attributes of Egyptian ideas, long predating Christianity and Judaism. Justin Martyr, one of the first Christian historians and defenders, said: When we say that Jesus Christ, our teacher, was produced without sexual union, was crucified and died, and rose again, and ascended into Heaven, we propound nothing different from what you believe regarding those who you esteem Sons of Jupiter. In a different writing, Justin Martyr said He was born of a virgin; accept this in similarity with what you believe of Perseus. Its quite obvious that Justin and other early Christians knew how similar Christianity was to the Pagan religions and practices. However, Justin had a solution, as far as he was concerned, the Devil did it. The Devil had the foresight to come before Christ, and create these characteristics in the Pagan world. The Bible is just but an astro-theological literary fold hybrid, just like nearly all religious myths before it. In fact, the aspect of transference, of one characters attributes to a new character, can be found within the bible itself. In the Old Testament theres the story of Joseph. Joseph was a prototype for Jesus. Joseph was born of a miracle birth; Jesus was born of a miracle birth. Joseph was of 12 brothers, Jesus had 12 disciples. Joseph was sold for 20 pieces of silver; Jesus was sold for 30 pieces of silver. Brother Judah suggests the sale of Joseph, disciple Judas suggests the sale of Jesus. Joseph began his work at the age of 30; Jesus began his work at the age of 30. The parallels go on and on. At the time of Jesus, the Mediterranean world was ruled by the Roman Empire. The Romans were pagans, who had their own gods namely; Jupiter, Venus, Mercury and so on. The names of these gods have survived to date in the names of the planets, the days of the week, names of months and general linguistic usage. The other cultures in the area also had their own gods and goddesses, who corresponded more or less to the Roman pantheon. Greek was the language of culture in the Middle East; the main centre was Alexandria in Egypt and the Roman world was one in which trade and religion passed rapidly between the cities and towns along the marvello. Celebrating the Solstice was forbidden by the Church, but many customs survived anyway. In the 4th Century, Pope Julius I declared that 25th December was Jesus birthday and so celebrations were in order. This effectively transformed the Pagan occasion into a Christian holy day (holiday). This was not, however, merely a convenient way to Christianize a Pagan celebration. There is no historical evidence to prove what date Jesus was born on, or the season, or even the year. But after many years of calculation, contemplation and argument, 25th December was assigned. And since the why is more important than the when, that date has been good enough for Christians ever since. Conclusion Paganism has a wider influence on our lives than we might care to think. Take for example, the simple wedding ring. This has profound Pagan origins yet is considered an essential part of the wedding ceremony by many Christians. Overemphasizing the relevance and importance of religious symbols can lead to conflict. Consider the tensions that rose in France during 2004/5, following the banning of Muslim headscarves, Sikh turbans, Jewish skullcaps, large Christian crucifixes, and other conspicuous religious symbols that dont blend into secular state schools5. The headscarf issue resulted in just a handful of school expulsions but more damagingly generated ill-feeling, divided the country and achieved nothing positive. Paganism has had a wide influence on Christianity given the many examples of rites and regalia that support this assertion. And this raises the question: So what? Christians should be cautious about condemning practices as Pagan, just because of their origins. The origins may be interesting, but not so important. What is really important, however, is what we do with these things. References: J. G. Frazer (1993) The Golden Bough, Macmillan Co. Ltd, London R. Graves (1961) the white Goddess, Faber Faber, London A. His lop: (1990) The Two Babylon’s, Loizeaux Brothers; 2nd edition. M. D. Magee Sun Gods as Atoning Saviors an online resource investigating the origins of Christian and Jewish teachings Strabo:( 1982) The Geography of Strabo, Loeb Classical Library Tertullian:( 870) Adversus Judaeos, trans. Rev. S. Thelwall, 1870 B. G. Walker 🙠 1983) the Womans Encyclopedia of Myths and Secrets, Harper Row, NY

Sales Strategies, Corporate Objectives and Recruitment

Sales Strategies, Corporate Objectives and Recruitment These are the statement of intent that basically provides a firm direction for the activities an organization performs in the pursuit of its mission. Usually in organizations there is confusion and overlapping between the terms, objectives and the company goals. This confusion is easy to solve only if the company tends to think of the objectives as a statement of intents and the goals as the quantifiable targets. Sales Strategies Sales strategy can be defined as the planned approach to the account management policy formation, prospect identification and qualification, sales presentation, and order generation aimed at achieving a firms sales quotas or targets. Sales Strategy Objectives: Helps in improving client loyalty Increases the closeting ratio by knowing clients hot buttons Helps in shorting the sales cycle with outside recommendations. Proper sales strategy helps in offering best solutions to outsell the competitors Helps in targeting and penetrating the most promising and profitable sectors and markets Helps in refining and maximizing the competitive advantage and product differentiation to increase the market margin and share. Helps in establishing a specific plan to strengthen and enhance the lead generation Reference: www.businessdictionary.com P-9: Devise appropriate recruitment and selection procedures. RECRUITMENT AND SELECTION A. Overview of Process Assess the need for the job and ensure adequate funding Review the job description to ensure that it meets the present and future requirements Design the selection process ( utilize search committee process if applicable) Draft the advertisement and select the advertising media Short list using the person specification only Interview and test short-listed candidates Validate references, qualifications and background checks Make appointment Supervisors and Department Directors hold the responsibility for ensuring this framework is followed. Human resources and Employee Development is available for advice and will assist in general administration of the recruitment process. B. Review the Job and the Need for It. Upon the resignation, transfer, retirement, or the authorization of a new position, the search and selection procedure begins. This is an opportunity to review position responsibilities and the way in which the position contributes and promotes unit, department, division and university objectives. Supervisors need to consider the following issues: Is the job still necessary? What value does it add to the team and to the delivery of service? How will the Post be funded? Does the job description need updating? If so, the grade for the job and the person specification may need to be re-evaluated. The Human Resources and Employee Development Team is available to provide advice on constructing both job descriptions and person specifications and advising on grading issues. What type of employment could be offered? Full-time, part-time? Is job-sharing an option? Permanent or fixed term contract? Uses of fixed term contracts are most appropriate for covering a particular task/project/item of work or an interim appointment. They should not normally be used to fill permanent posts. If the decision is to hire for the position, it is the responsibility of the Supervisor/Director to ensure that the Position Management Form is completed and sent to Human Resources and Employee Development as soon as possible. C. Search Committee Not all interviews for permanent positions must be conducted by a Committee. The Department Director is responsible for determining the positions that require a committee to interview and select. If the position is a possible promotion for one or more, then a committee should be used to ensure there is no appearance of bias or favoritism. All open positions titled, Assistant Director and above must use of a search committee. 3. REQUEST FOR PERSONNEL ACTION A. Vacant Position When an employee gives notice of intention to leave University employment, the immediate supervisor should notify the Human Resources Employee development so that necessary interviews for re-staffing might be arranged. The job classification, description and qualifications desired of replacement personnel should be provided by the department head at that time. Examples of such information might include: Education or technical training required. ADA requirements, lifting, vehicle operation, physical demands, etc. Hours of work; including Saturday or Sunday. Officials to whom applicants are to be referred. Recommendations of any known applicants. Additional information felt useful in preliminary screening. The beginning salary for classified personnel shall be determined by the job classification of the vacant position and the associated pay grade. Employing departments should consult the Human Resources Employee Development on classification issues and salary issues before posting the position. Most importantly the dept should consult with Human Resources Employee Development before making any salary commitments. 4. ADVERTISING A. Job Posting. When advised of a vacancy, the Human Resources Employee Development will review the existing job description, making the necessary corrections, post a vacancy announcement for a minimum of five days on the Human Resources bulletin board, and on the Human Resources web site. Postings will be forwarded to the Georgia Department of Labor for their reference and applicant referral. It is hoped that this procedure will create an awareness of positions available to insure upward mobility in careers within the University and to encourage applicant referral from numerous sources. Other advertising arrangements can be made. Consult with the Assistant Director for Employment Administration for advice on advertising and related costs. B. Employee Priority Posting All open positions must be posted for a minimum of five days, however the employing unit may initially designate that a position be posted with an employee priority designation or be posted on the general public website. Positions designated for employee priority posting will be posted for a minimum of five business days on the employee priority website and only applications from current qualified Valdosta State University employees will be referred to that position. Positions not designated for employee priority posting will immediately be posted on the general public posting website. If the employing unit identifies a successful candidate from this pool, no additional recruiting is required. If after five business days no Valdosta State University applicant has been selected, the position will be reopened and posted for recruiting on the general public website for a minimum of five additional business days. Valdosta State University employees may still apply during this open period. Those employees classified as casual laborer/temporary workers; do not qualify for employee priority positions. As in the past, they may apply for positions on the general public posting site. 5. SELECTION PROCESS A. Screening Applicants Read all applications submitted. The selection of the top candidates for interviewing must be based on the Job Description and specifications. New criteria cannot be introduced to assess the candidates at this stage as it would be unfair. It is the responsibility of the persons conducting the interviews to complete the short-listing and to ensure the process remains free of unlawful discrimination. If a committee is used, the entire committee should agree on the short list. If a committee is not used, it is desirable that a second person also participate in the short-listing process. The criteria used to select the top candidates and all appropriate notes must be returned to Human Resources and Employee Development for filing and are retained for a period of 6 months. It is good practice that all employees that apply for a position within their department be interviewed. Former employees who have been dismissed for misconduct cannot be considered for appointment. Former employees who have since retired must meet certain qualifications due to their retirement status. If there is a question about whether an applicant can or cannot be considered contact Human Resources and Employee Development. B. Arranging the Interview The persons responsible for the interviews is responsible for scheduling dates and times for interviews directly with the short listed candidates and notifying the candidates of any selection tests that will be used. Federal law prohibits certain questions in an employment interview and the application for employment has been developed to comply with Federal guidelines. Examples of such illegal questions might refer to the applicants age, disability, religion, ages of children, etc. Interviewing guidelines are provided to the employing department upon referral of applications. To assure consistent treatment of each applicant, a patterned interview might be developed by the department. Such might include specific questions of job related functions, skills required, and how the applicants educational background, previous experience, etc. might be useful in the position if selected for employment. C. The Interview The purpose of interviewing is to appoint the best person for the job based solely on merit and suitability. The Valdosta State University recruitment and selection process achieves this using methods that are systematic, thorough, fair, unbiased and based on rational, objective, job related criteria. At the interview, each candidate should be treated consistently. To achieve this the panel should: Ask the same initial questions of each candidate Supplement their understanding of the candidates responses by following up questions as appropriate Be consistent in allowing access to presentation material, notes and so on Not allow any discriminatory questions, harassment, or any other conduct which breaches the equal opportunities policy or code of conduct Ensure that in the case of disabled candidates, the necessity for any reasonable adjustments that would be required on the job are explored in a positive manner. Assessment of disabled candidates should be based on their expected performance in the job, given that any reasonable adjustment required was provided. Keep in mind that information obtained throughout the selection process is treated as confidential and is known only to parties involved in the selection process Keep records of interviews and the reasons for decisions each question should receive a grade, and a grade for overall impression. The candidates will be ranked from highest to lowest based on the scores given and the position negotiated or offered to the highest ranking candidate. The scoring sheets and all documentation of the interviews must be given to Human Resources and Employee Development for filing Panel members must be aware that it is their responsibility to ensure recruitment/interview documentation is stored securely and confidentially whilst in their possession. D. Selection Tests Where selection tests are a valid method of assessing a candidate (i.e. effectively measures the job criteria, is relevant, reliable, fair and unbiased also considering the predictive capacities of tests), they are an extremely useful tool and are recommended for use. Supervisors should seek advice from Human Resources and Employee Development on the use of such tests. E. Hiring Decision In selecting the successful candidate, the panel must make a decision based on the merit and eligibility of the candidates as judged by: Content of application and qualifications Performance at Interview Outcome of any selection tests F. Reference Checks As part of assessing the merit of each candidate, persons selecting candidates must satisfy themselves that the information the candidate gives is authentic, consistent and honest. This includes being satisfied about information regarding the candidates: application work history qualifications (where a qualification is a requirement, supporting evidence or certification must be obtained from the candidate and recorded) evidence presented at interview Reference checks; references must be called and information recorded for the file a) Identify yourself immediately, explain your position within the organization and tell the person why you are calling about the applicant. b) Ensure confidentiality c) Ask if he or she is free to discuss the situation d) Try to establish rapport e) Tell the person the position the candidate is being considered for f) Let the person talk feely g) Ask the references the same questions for each of your candidates h) Always end the call with: would you rehire this person? Should any of these not meet the required standards, Human Resources and Employee Development must discuss the issue with the Supervisor/Director. Use the Employment Reference Check and Education Verification form located in Appendix 10 and Appendix 11. G. Criminal Background Checks. In an effort to provide a safe and secure workplace, to comply with Board of Regents Policy and to minimize the potential litigation associated with negligent hiring processes, Valdosta State University will require background checks on the top two candidates for the position. Employment shall be conditioned upon the execution of a consent form for criminal record disclosure and upon consideration of ones criminal history. The Valdosta State University Police Department, upon receipt of the Consent to Criminal History Release Form, shall conduct the background check and report results to the Department of Human Resources. The department will notify the applicants whose criminal history report prevents their employment. The applicant can be referred to Human Resources and Employee Development if they have questions on the process The applicant is allowed seven calendar days to initiate corrective action of any inaccurate report. Proof of an error in reporting shall not disqualify the applicant and the position will not be filled until this time period has expired. If no action is initiated, and if the report is factual, the hiring department may resume the employment process. Disqualification of Applicants. An applicant will be disqualified for employment for any of the following reasons: He or she is addicted to the use of alcohol or use of illegal drugs. Discovery of any false statement or omission of material facts from the formal application. He or she has been a member of an organization advocating the violent overthrow of the government of the United States. He or she has been convicted of a crime involving moral turpitude, unless pardon has been granted. He or she has been convicted of a felony, unless first offender treatment was granted by the court. J. Employment Offer Having completed the interviewing process, an offer of employment may be extended by the employing department. However, the dept head must advise the candidate that the offer is conditional pending the results of a criminal background check. When a department head believes he/she has a candidate who because of exceptional training or experience is deserving of more than the posted minimum for the classification, they may offer the candidate up to 10% over the minimum. However the department head must either have the money already in his/her budget or through the dean or vice president can have it transferred to their budget. This change in policy is not intended to permit the department head or authority to offer more than 10% over the minimum and in no case is the offer to be made without sufficient departmental funds to meet requirements of the hire. K. Post Interview Human Resources and Employee Development is responsible for providing all candidates with written notification of the outcome of their application (letter of rejection). However some departments prefer to write their own letter. These letters must be attached to the compliance reports. If feedback is requested from an unsuccessful short-listed candidate, the manager should provide a valid reason to the candidate for rejection together with constructive feedback. Written feedback will not normally be provided. P-10: Evaluate the role of motivation, remuneration and training in enhancing sales performance. Role of Motivation in sales performance Whether you are a sales person or someone in a position who manages sales people, you need to know the importance of motivation. Although many it would be great to just hire self motivated people who dont need any help from you to take action and make sales, you need to realize that sales is a tough job and that there are people who can really become great at it with some encouragement. Being in sales can either pay you very well or can make you go broke. The better you are at sales, the more money you will make. So where does motivation come into play? Well, the main reason that most people dont like sales is because of having to deal with rejection. No one likes to be rejected but if youre in a sale, thats all part of the game. The more rejections you get, the closer to a sale you will be. Now just because you expect your sales people or yourself to go out there and make those sales calls like a machine, it doesnt mean motivation should be neglected. If you are a sales person, take the time to read and listen to motivation material. By doing this, you will constantly be feeding your mind with positive and encouraging thoughts that will help you get through those days where everyone prospect seems to be in a bad mood. For sales managers, providing your team with motivation is critical. Just look in the world of sports. Those athletes are the best in the world at what they do yet when they are losing and feeling discouraged, a simple pep talk from their coach can fire them up to the point to turn the game around. This same thing can be used on your sales people to help them see more of themselves instead of beating themselves up mentality for not making as many sales. Motivation is important because it causes people to take action. Without action, nothing happens. The key to achieve any goal is to take action. The more action you take, the closer to your goals you will be. In order to continually take action, you will need to come up with ways to motivate yourself to do what you need to do everyday in order to reach those goals. So whether you need to motivate yourself or your team, motivation plays an extremely important role in building success. Role of Remuneration in Sales Performance Remuneration is wages or salary, typically money that is paid for services rendered as an employee. How do you decide what remuneration packages to adopt? How do you ensure that your Remuneration packages incentives and motivate the right people? How do you make sure that the amount of pay helps your staff with their lifestyle requirements? These questions are vital ones to anybody trying to run a sales team or customer service team, when you have a look at how you can actually reward personal effort as well as maintain service. In looking at any remuneration package, its worthwhile to consider a set of scales. In any job description, there is an opportunity to analyze the work required into service aspects whereby these things have to be done to maintain the client, or maintain the client relationship, such as receiving orders, implementing orders, handling queries, general items of customer service, and also perhaps even merchandising or helping with displays, as well as ensuring that stock levels are adequate, these can be called service areas or service responsibilities. On the other hand, a sales person or customer service representative could influence the value of the sale through their personal sales skills, personality, and training, to either make the sale happen, add value to the sale, or sell some specific items that are on special or on bonus, at the point of communication, either by phone, by web, or face-to-face. This particular activity is known as personal contribution. A relatively easy formula to follow is by adopting the scales of remuneration, you can then analyze the input from the people involved. If there is high service requirements and service levels in the performance of the job, and little opportunity to add personal influence, then a wages or base salary system will be the most cost efficient to make the results work. If there is a high personal input, whereby the sales person can strongly influence the amount of the sale or the profitability of the sale, then you can reward that personal effort by special commissions, share of profits, special incentives, and special rewards, for the sales as they occur after th e event, and lessen the base salary or wages that need to be paid by increasing the risk factor, which of course the personal touch will overcome. Role of Training in Sales Performance The term training refers to the acquisition of knowledge, skills, and competencies as a result of the teaching of vocational or practical skills and knowledge that relate to specific useful competencies. It forms the core of apprenticeships and provides the backbone of content at institutes of technology (also known as technical colleges or polytechnics). In addition to the basic training required for a trade, occupation or profession, observers of the labor-market recognize today [update] the need to continue training beyond initial qualifications: to maintain, upgrade and update skills throughout working life. People within many professions and occupations may refer to this sort of training as professional development. P-11: Describe two techniques used to co-ordinate and control sales output. Sales out put control Outputs can be triggered manually or automatically in  the sales document. Automatic determination requires maintenance of output  condition record. Print programs and layout sets control content which should be displayed in the output. controls output determination using condition Technique. Output determination procedure is determined on the basis of sales document type (sales order type,delivery type, billing type). Standard output determination procedure for sales order (OR), Delivery (LF) and Billing (F2) is V100000. Output procedure contains output types,which can be processed when that sales document is created. One document can have Output types like Delivery note and Packing list in delivery. Output controls Medium (Like Print, Fax, EDI) Time of sending the output -e.g.immediately or in a batch Which partner function of Business partner it can be sent Language Criteria for which output condition record can be maintained for automatic output determination It offers flexibility of changing the key controls in the Sales documents. Example If order confirmation for a customer is scheduled to be printed in a batch but the customer wants it immediately then time of dispatch control can be changed in the sales order. P-12: Use given information to recommend appropriate organization structures and procedures. Team One of the newest organizational structures developed in the 20th century is team. In small businesses, the team structure can define the entire organization.Teams can be both horizontal and vertical. While an organization is constituted as a set of people who synergize individual competencies to achieve newer dimensions, the quality of organizational structure revolves around the competencies of teams in totality. For example, every one of the Whole Foods Market stores, the largest natural-foods grocer in the US developing a focused strategy, is an autonomous profit centre composed of an average of 10 self-managed teams, while team leaders in each store and each region are also a team. Larger bureaucratic organizations can benefit from the flexibility of teams as well. Functional structure Employees within the functional divisions of an organization tend to perform a specialized set of tasks, for instance the engineering department would be staffed only with software engineers. This leads to operational efficiencies within that group. However it could also lead to a lack of communication between the functional groups within an organization, making the organization slow and inflexible. As a whole, a functional organization is best suited as a producer of standardized goods and services at large volume and low cost. Coordination and specialization of tasks are centralized in a functional structure, which makes producing a limited amount of products or services efficient and predictable. Moreover, efficiencies can further be realized as functional organizations integrate their activities vertically so that products are sold and distributed quickly and at low cost .For instance, a small business could start making the components it requires for production of its products instead of procuring it from an external organization. But not only beneficial for organization but also for employees faiths. Burns, T. and G. Stalker. (1961) The Management of Innovation. London: Tavistock. P-13: Identify and give three examples of the differences in the nature of sales tasks and skills in a variety of context. Sales Skills Qualifying Fast to Avoid Wasting Sales Time Do you chase after your prospects until they tell you yes or no? Do you ever tell your prospects No, as in No, I am not going to sell to you? There are many things in selling that you do not and will not be able to control. The one thing that you do have control over is your time and how you choose to use it. To qualify fast you must have a set of criteria describing who you will and will not sell to. You want to sell to the prospects likely to buy your products, and drop the prospects unlikely to buy (so that you can find more good prospects). Sounds simple, but too many salespeople let sludge buildup in their pipeline, constricting the total revenue that flows out. Motivating Prospects Qualifying goes beyond budget, authority, and need. You want to sell to prospects who *want* to buy from you. Finding prospects that need our products usually is not difficult. Finding those who really want our products though can be very hard if we wait for them to come to us. Products sold by professional salespeople are more complex and offer more value than commodity products offered through stores, catalogs and brokers. Prospects generally do not know they need such products, until they first discover that they have a problem. This process can take seconds or years depending on the nature of the problem (and the prospect!). Prospects get motivated to work with you when you help them to discover that you solve their problem better than anyone doeselse. Selling to People Outside Your Comfort Zone Most salespeople, who are people persons, already think that they are good at this. Let me ask you a question. When you last lost a sale, how was your rapport with the key person who decided against you? You cant afford to look away and ignore people that you dont have natural rapport with. The good news is that people like people like themselves. All you have to do to gain rapport is stretch your behavior outside or your comfort zone until you become like another person. Reaching Decision-Makers Through Voicemail Theres two ways to make more sales. One is to close more of the prospects you do contact. The other is to get more prospects into the pipeline. When prospecting, you can look at voicemail as either your friend or your enemy. With 70% of your prospecting calls going to voicemail, it is time to make friends with it. Although you will never get even close to getting every voicemail returned, you can get a significant number of your messages returned when treat them as a one-on-one commercials. Delivering I Gotta Have That Presentations Lets face it; a lot of business presentations are really boring. Salespeople talk about why their product is great, why their company is great, and the history of their company. Prospects dont relate to this. Thats why they look so bored. Great presentations get the prospects imagination involved. The best way to involve the imagination is through storytelling. Stories rich in descriptive detail get the prospect picturing them using your product and evoke that I Gotta Have That reaction. Gaining Commitments Instead of Closing Eliminate Closing Cheese from Your Vocabulary. You know what I am talking about: Would you like that in gray or in black? or If I can show you how this will help you will you buy today?. Lines like these are why salespeople are down on the bottom of societys respect list somewhere near lawyers. Learn the power of asking for incremental commitments from the beginning of your sales cycle. It is not an easy shift to make. First you got to get the prospect to show you what they most want (Hint: See Skill #2 above). Then you can negotiate incremental commitments in return for more of your time, information or resources. Have More Fun Sales is fun when you are in control and closing deals. Selling is miserable when you are under pressure to close business. Take the pressure off yourself to close and instead focus on qualifying and motivating your prospects. Sales Task Specified amount of sales that a management sets for achieving or exceeding within a specified timeframe, and allocates required resources. Sales targets are apportioned among different sales-units such as salespersons, franchisees, distributors, agents, etc. Three Types of Sales Task Personal Sales Task Team Sales Task Organizational Sales Task P-14: Explain the role of sales staff operating in an international environment. Greater complexities involved with distribution, transportation, payment and insurance. Goods in the international market are subject to the customs control and the payment of import duties where they are applicable. Exchange rates and in some cases the regulations of exchange control are applicable. International market exposes the company to a wider and intensive competition which might not be the case with the domestic market. Customer profile in the international market is different from local market in areas of religion, language, ideology, fashion and living standard. Different cultural, legal, economical, political and social systems may be encountered in the international market. Complexity of international marketing and the addition of new environment make the business management far more difficult. More use of e-mail and