How Do People Fall into Debt? Essay

Debt in society is an overwhelming stress factor for many individuals and families. I know that I am one of those individuals and have been for years now. I made a lot of stupid mistakes when I was younger and now that I have a family, it unfortunately is effecting me still today. So how do people fall into debt? There are several contributors like job loss, family, illnesses, poor judgment and management. I will go over effects and consequences, solutions, and prevention people go through and what steps to take to avoid and take control of your debt. Effects and consequences of being in debt can be a long term and severe issue for an individual or family. This can cause an individual to become very depressed and pick up on drinking or may possibly start using drugs because they feel they have no other way to cope with it. You find yourself living paycheck to paycheck because your weekly budget no longer exists and your credit is maxed where no other funds become available. As things get tighter, the ability to keep paying decreases and more debt increases. It could become so severe that it may affect your personal relationships with family, friends and significant other where your family no longer wants to associate with you. This could be because you are always begging for money or your problems are too much for your family to handle. Your significant other may not be able to handle the issue either because it is just as a heavy burden on him or her as it is on yourself. Effects and consequences of not being able to pay your debt is you start losing things. Your house can be foreclosed on, cars repossessed and extracurricular things like boats and recreational vehicles can be taken away. You can get your wages garnished if you have defaulted on certain loans, or even go into tax collection for not paying your property taxes. When and if you can start getting out of the red and into the black, your credit score could be highly effected and will prevent you from getting any new credit loans. Certain employers run credit checks and if you do not clear their standards, you can lose your job or it can affect any future  employment. Solutions can be created to help you get back on your feet and become debt free. It certainly is not an overnight fix and will take some time possibly. One suggestion is to attend a consumer credit counseling class. This is where a counselor can sit down with you and review all of your debt. They will help you set up a budget and work on decreasing your debt over time. They also suggest seminars and workshops that can better educate you on managing your money and debt. You can find a local counselor through the yellow pages or online. Another approach is bankruptcy which is more severe but necessary to clearing your plate and getting a new start. It takes a total of 7 to 10 years to fully have this removed off your credit but if you are willing to wait and can mentally handle what this entails, you should consider this option. Any local attorney with specialty in bankruptcy can review your debt and help finalize. If you have retirement accounts, savings accounts, bonds, life insurance you can close these out and apply the money to your debt. If you have family that is willing to help, you may be able to obtain a small loan from them and pay them back after the debt is gone if they can wait that long. Obtaining more loans through an actually financial institution is not a solution I find to be a smart one. This will cause more debt and more issues down the road. If you have to, sell off items that are paid off in full to help. It is something no one wants to do but sometimes you have to give a little to get a little. Once you have eliminate some of your debt by the suggestions above and preventing yourself from falling back into debt, is to start a savings account and put so much in it a week. Over time this will add up that you have a significant amount set aside in case there is a job loss, family, illnesses, poor judgment and management. Instead of buying the most expensive items, look for bargains or off brands. Biggest suggestion is set a monthly budget so you have a clear outlook of what will be spent and what is left over. I certainly can say when I was younger my greediness of getting things I wanted and not thinking of the outcome overtook my clear decision making. At an early age you don’t really think of what it will do to you in the future and to your family. I have done credit counseling and I can say it has been an effective and positive experience for me. In order to stay out of debt you really have to want to try and stick to it. It will require a lot of willpower and change in your spending habits. I am still today trying to get myself out of this hole I dug myself into and I take it one day at a time. It is a known fact that our society is in debt from all the news we hear every day on television, radio or read in the newspapers. There are some people that will try, won’t try and some that just can’t do it. Everyone needs to think about the future of your children and what you want to leave them when you are gone. Considering the consequences and ask yourself is it worth the long term repayment? Do I really need to take that much? Can I buy that somewhere else at a better price? Taking the time and researching things you are potentially buying will help you in the long run. If you or a family member are subject to a job loss, family issues, illnesses, poor judgment and management; contact your debtors and explain the situation. Find out your options instead of ignoring the issue. A lot of companies have deferment payments for 6 months or so. There is help out there it’s just a matter how people want to stay out of debt or fall into it.

Commentary on Jonathan Swift’s Essay “A Modest Proposal” Essay

Jonathan Swift cleverly illustrates a very â€Å"humble† solution to the crisis in Ireland in his personal essay, â€Å"A Modest Proposal. † His voice urges annoyance and frustration, evoking a tone of sarcasm. Through the use of cynical language, he creates an intense and informative response. He uses language to create imagery which he intends to elicit a response of shock and moral responsibility. His intention is to mock Ireland and the economic crisis they have got themselves in. Swift appropriately chooses strong imagery and describes a â€Å"melancholy object† that comes from walking through Irish streets and seeing â€Å"beggars of the female sex† and â€Å"three, four, or six children, all in rags. † Swift wants this image to convey the severe challenges that Ireland is facing. These women are panhandling for food, instead of working â€Å"for their honest livelihood,† and that influences their children to do the same or leave for the â€Å"Pretender in Spain. The â€Å"deplorable state† of Ireland is causing grave situations for the impoverished. The English Protestants have been mistreating the Irish, and England has â€Å"consumed† Ireland. Because of England, Ireland faces a lack of power, and Swift uses this verisimilitude in order to take advantage of his satire and to present the â€Å"devouring† of poverty-stricken infants of Irish born mothers. The circumstances in Ireland at that time, the key parallel between both situations are their shared consequence: a country destined to collapse. Swift’s arguments against their current â€Å"schemes† of Ireland are well constructed and convincing. The children or the mothers will no longer beg for â€Å"charity† on the streets. â€Å"A child will make two dishes,† and will be offered in sale to people. This will bring quality and fortune, through the nation. He has â€Å"maturely weighed the several schemes of other projectors. † He believes that these â€Å"schemes† are much miscalculated in their â€Å"computation. † If the previous â€Å"schemes† had worked then there would be no poverty or â€Å"voluntary abortions. He uses strong diction to let one know that he is not proud of his country or the people. His proposal makes complete logical sense. He has everything figured out. Certain terms he uses when he compares the Irish children to farm animals, and that they should be â€Å"consumed. † Diction such as â€Å"stock,† â€Å"pigs,† â€Å"cattle,† â€Å"fatten them up,† all imply to Swift’s analogy to people and livestock. This implies that the Irish just stand around and bend down to an authority of a higher power, and also that the English treat the Irish as worthless workers. The Irish are valuable in financial means to their owners and so are livestock. The Irish just marry and bear children, and wait for wealth to come. This is just what the English want, they want the Irish to be weaker and not take a stand. Therefore, Swift quite subtly proposes that instead of these children being a burden on the already poor parents, the children should â€Å"contribute† themselves to the nation in a form of food or clothing. Swift uses imagery to set the tone of voice and to consistently keep it going throughout the essay. He conjures up images to create an illusion that the solution to the economic crisis in Ireland is quite effortless to solve. Swift is expecting the Irish people to understand that they are responsible of the crisis and they have no patriotism towards their own country. This imagery is created because of language, he expects the people of the nation to do something about the â€Å"distresses† being faced. Swift consistently repeats women and children â€Å"begging,† he wants to clarify that he’s not only writing an essay about the economy but also about moral responsibility of the nation. He explains about the â€Å"voluntary abortions;† these women murder their children because they can’t afford to provide for their children. He constantly explains the â€Å"present distresses,† expressing his frustration and shame towards the country. Swift is generous with his disdain and his ironic representations are not only meant to criticize the society of Ireland, but also to motivate the Irish to take action in rectifying the damage that Ireland has tolerated. Swift has no other motive but to only hope for the public good and â€Å"public consideration. †

Chapter 3 techniques Assignment Example | Topics and Well Written Essays - 500 words

Creative Problem Solving Techniques - Assignment Example According to the research findings, it can, therefore, be said that careful evaluation of the performance of the students who were bullies showed that they scored poorly in classwork. We used this information to discourage other potential bullies as it leads to low grades and poor relations with the administration. We used the examples set by the best performers as obedient and disciplined students. The benchmarking was essential in comparing the best practices and behaviors of students with their performance. The students understood that best behaviors and discipline translates into better performance. The use of teachers and invited guest to speak to students about the effects of bullying helped in transforming the students’ perception of the vice. Looking for opportunities starts by reading and asking on new trends and the methods of realizing these opportunities. I believe that benchmarking is an essential approach to problem-solving in schools. Comparing the behavior of b est-performing students helps to send a message that discipline translates into success. The researcher is endeared towards solving the problem of bullying in school and brainstorming has provided me with an opportunity to find ideas. He consulted with fellow students on the means of ending the scourge that has affected performance. More so, many students feel that their safety and psychological being is threatened. The brainstorming session provides an avenue for students to air their views on the best approach to solving bullying. The author has learned through the process that it is critical to listen to the ideas as they provide means of solving the problems, although others are farfetched. One student suggested that the bullies should be expelled from the school. The ideas proposed are extreme and against the school regulations; however, the lesson learned is that we should listen to others so that we can envision opportunities. Identifying the problem of bullying required that the researcher explains the students the side effects such as an emotional breakdown, poor performance, disciplinary action, and disharmony.

The impertence of communicationing Term Paper Example | Topics and Well Written Essays - 500 words

The impertence of communicationing - Term Paper Example This can be related to Socrates’ second principle which is about knowing your audience (Socrates, p.5). In this case Ted according to a co-worker, Linda, is very self-centered. This is one of the problems in communication, when people do not know how to listen. Communication can only be effective when one party is listening to what the other is saying and take turns in doing so. Another important issue that can be pointed out in the episode is the use of one form of communication and understanding the errors related to the use of this way of communication. According to the third Principle of Communication presented by Socrates, one must master the medium of communication that he or she chooses (Socrates, p.8). In this case, the company chose to use a company-wide memo system to reach the employees and tell them the different updates in terms of the company’s policies and rules. In this case, the management did not impose and stress the importance of communicating the message accurately. A simple typographical error can change the meaning of a memo completely and can cause misunderstanding. The scenario presented by the TV show resulted to ethical issues since the memo is requiring the company employees to say bad words to each other. Aside from being a negative form of communication, this is against ethical principles projected for the common good (E thical Principles, p.10). In terms of the two issues, it is important to take into consideration the lessons presented by Socrates. No matter what era, the 7 Principle of Communication can still be effective. With regards to the first issue, which is about knowing the audience or the listeners, the solution presented in the program is to be more open to audience which in this case is the employees. It is important even for entertainers and speakers to know the audience to be able to effectively convey the

MKT Week 3 DB SA Case Study Example | Topics and Well Written Essays - 250 words

MKT Week 3 DB SA - Case Study Example This is because they will handle nearly everything in regards to the development of the software thereby making the inventor appear as a purchaser of his own software. There is no perfect way to position the product because it is not even clear how it will operate and its functionalities. Additionally, legal implications have not been considered thoroughly as it appears it will be breaching patient’s privacy. The idea of Popchips as a product and even the marketing strategy of this product are well developed. Moreover, the product has been presented in a very innovative manner by even highlighting on the uniqueness of the product as well as its competitive advantages. One of the unique factors that will position the product competitively in the market is the fact that it contains less calories and this will be able to attract many customers because most of the them are nowadays health conscious and they avoid consuming products with high fat content. Popchips can be well positioned in the market if the marketing campaigns emphasize on the fact that it contains low fat content and perhaps the product should solely be focused on the market of health conscious consumers who prefer food items that contain low fat. The legal implications concerning the marketing of this product have been clearly stated and even alternative strategies have been selected to ensure the marketing campaign does not violate any ethical and/ or legal

Case Study of Human Resources In Business Example | Topics and Well Written Essays - 500 words

Of Human Resources In Business - Case Study Example E.g., The several issue of support, political affairs, turnaround time, etc. The "red tape" a familiar concept deals with a larger organization. Less significant companies are almost certainly going to be inclined towards less ordered factors, such as lack of sustain, budget foresight or lack of budget, inadequate resources, no comprehensible funding to take projects. An additional feature almost and always identified in the smaller companies will be disorganization. A group of that stalk from be deficient in of method for example, is the a good hiring (HR) procedure in place Often not, and that way fresh staff may not be as systematically scrutinized and well-fit to the project or association. as a result, revenue could be elevated. Actually, there can be rise in the environmental factors without difficulty. By analyzing the nook and corner of an organization (or envision a unique situation). suppose "what troubles will be faced in a new environment," and observe the same with the final results. External resources have been used in this structure to symbolize what conventionally are named as suppliers, vendors, associates and joint-ventures, as well as public organisations, authoritarian boards, restricted communities, etc. they are employed to offer products or services necessary to achieve a given chore for the organization. The external environment is â€Å"Conditions, entities, events, and factors surrounding an organization which influence its activities and choices, and determine its opportunities and risks. Also called operating environment.† (External environment, n.d). System of exterior resources has a wider outlook of the supply chain, together with the relations that resources might have which are not openly associated to supply the goods to the organization. Usually, monitoring of external resources on the company was done by the sum of funds spent by purchasing of the product and by identifying the expense

Cardiac Rehabilitation Essay Example | Topics and Well Written Essays - 3000 words

Cardiac Rehabilitation - Essay Example The procedure, however convenient it may seem, results to back pain and discomfort due to the length of immobile bed rest so that complications such as bleeding may be prevented. There have been many efforts to improve the situation and many nurse researchers have come up with studies that testify to the possibility of shorter length of immobility and methods that further shorten hospital stay. Other concerns were also investigated including the personal side of the issue as viewed from the eyes of the patient. In this literature review, we present almost a timeline of published studies and see the many developments in cardiac rehabilitation with regards to post procedure care and treatment. The types of scholarship included here maybe empirical, theoretical, critical/analytic, or methodological in nature. This literature review seeks to describe, summarize, evaluate, clarify or integrate the content of primary reports. When we are dealing with the care of those who have experienced Percutaneous Corornary Intervention (PCI) and other cardiac rehabilitation procedures, we find it necessary to discuss how much bed rest is needed as to ensure the path to recovery and health of the patient. The main disadvantage of PTCA as compared to open heart surgery... and the associated post-procedure anticoagulation therapy require remaining in a supine position and long bed rest which took almost 24 hours post procedure. A study by Gulanick and colleagues (1997) detailed the angioplasty experience of patients. By conducting focus-group interviews on 45 patients, they were able to determine the feedback regarding hospital experience, home recovery process, restenosis concerns, need for health information, facilitators/barriers for reductions of risk factors and suggestions for nursing interventions to facilitate recovery. What they found out to be the most pressing concern was the back and leg discomfort from remaining in a supine position for too long. The participants suggested many nursing interventions such as bed exercise, use of an air mattress, back rubs and early walking. 2.3 Length of Bed Rest There have been several studies conducted on how to lessen the discomforts regarding bed rest. Vaught and Ostrow (2000) provided a thorough overview of past studies regarding this concern in their article "Bed rest after percutaneous transluminal coronary angioplasty: How much is enough" As this is the case, we mention some of the studies that were discussed in the article. The reader is made aware of the fact that the studies to be mentioned are not the work of the author per se but a collection of studies by different researchers. With regards to how much time is needed for bed rest after PTCA, the mailed cross sectional survey of Peet and colleagues (1995) of 35 hospitals in Canada (30 responded) indicated that almost 75% of the hospitals were practicing a maximum of 8 hours of length of bed rest. Fowlow and colleagues (1995) conducted a research study to determine whether their institution's standard 8 hours of bed rest could

Case study in ethics Essay Example | Topics and Well Written Essays - 1500 words

Case study in ethics - Essay Example Thus, the popular appeal of a certain depiction that is rendered in an advertisement creates a condition of biased, shallow perception. This kind of perception is highly reductive. In this case study, I shall focus on the issue of the image of Obama in an advertisement that has a certain pedigree of racism and political labeling. This discourse shall be explained and engaged further in the succeeding parts of the paper. At the same time, aside from the construction of the image, the impression derived thereof shall be put into account by looking into the formal elements that make up the image. At the same time, there is also a need to clearly assess why the image creates an impression through certain sensibilities, which are political, cultural and sociological in nature and must be discussed in conjunction with the signs that parts of images create for the spectator to gaze. Looking at the elements of the image, Obama’s image is presented with sickle and hammer, which are embodiments of communism (â€Å"Image†). Another crucial thing to look at the image is the use of the terms â€Å"somewhere in Kenya a village is missing its idiot Obama† (â€Å"Empty Suit†). Together with the image comes the face of Obama, smiling and wearing formal attire that befits the campaigning needed for the elections. The advertisement has these elements that evoke a totally different level of problematic propositions and discourses of representation. To understand the points to be raised in this paper, there is a need to understand that the context of presidential elections must be duly considered since this defines how the image works and creates a certain standard for judgment. The first thing that must be understood is that the image is highly offensive, given that the signs and symbols that have been incorporated in the advertisement are tantamount to

Charles Darwin & theory of evolution Essay Example for Free

Charles Darwin theory of evolution Essay Charles Darwin in his theory of evolution suggests that man evolved from ape-like creatures. In this theory, there is an indication that the early man was distinct from apes. Hence, some discovery have pointed out the early man could stand upright while apes could not. The hands of the apes were made for climbing and clinging while the early mans hands were jointed in such a way that he could use and make tools. Despite the little evidence on the tool-making affair of early man, remains of polished bones suggest that he made simple digging tools from bone. Generally, the early man appeared about 3 million years ago. However, the 1932 discovery by Louis Leaky in South Western Kenya reveal that Ramapitheticus is probably the oldest man known to date. Ramapitheticus is believed to have lived 12 to 14 years ago. Astralopitheticus, also known as the southern ape, were first discovered in South Africa. The creature had human-like maxillary form and walked upright. The teeth resembled that of human being and it has a full face, jaws and an endocranial bone. Some scientist believes that this creature was the first branch of apes that evolved into modern man. Other evidences of Australopithecines have been unearthed at Kromdraii, Makapansgat and Swartkrans. The Homo habilis also known as the handy man are believed to be the first true humans. Discovered in 1915 by Mary Leaky, it lived 1. 8 millions ago in Africa. Homo habilis are credited with making stone tools and basic weapons. They were taller than their ancestors. Homo habilis had huge non-human molars, a small brain, and a large sagital crest. Their main diet was probably wild fruits, nuts, roots, and vegetables. Although, the handy man did not have skills to make fire they built fire camps out of existing fires. The Homo erectus succeeded the Homo sabilis. They existed between 1. 6 million BCE to 30 000 BCE. He was about the same size as the modern man although the size of their brain was two third the size of human brain. Their tool making skills improved considerably; they made stone axes and knives. Homo erectus made fire and cooked their food. Besides fire camping, fire brought about social occasions in. Homo erectus had much semblance with human especially their teeth and jaws. They walked upright. Scientist discovered that these early men skeleton was shaped like modern man. Their skulls grew forward for their brain to develop. Besides, creating stone tools, and bone needles and fish hooks, the Homo sapiens sew clothes from animal skins. The Homo sapiens were also hunters and gatherers. In conclusion, several other discoveries that purport the existence of early man lack credibility. Piltdown man, also known as the dawn man and scientifically referred as Eanthropus dawsoni was discovered by Charles Dawson in 1912. He concluded that Piltdown man existed in 500 000 million years ago, had ape-like jawbone but the teeth and the skull resembled that of human being. However, after forty years of discovery, Kenneth Oakley, Joseph Weiner and Wilfred Le Gros Clark termed the discovery as a hoax. They claimed that the skull was indeed human and the jawbone was of a modern ape whose teeth were filed to resemble that of human. Again, Nebraska scientifically known as Hesperopithecus haroldcookii was discovered in Pliocene deposits of Nebraska in 1922 by Mr. Cook. It was publicized by Henry Osborn who likened its teeth to that of man. Unfortunately, he failed to conclude whether Hesperopithecus was an ape or human ancestor. References: Muller, H. J. (1959). One Hundred Years Without Darwin Are Enough. Osborn, H. F. (1926). The Evolution of Human Races, Natural History. Spielvogel, J. J. Western Civilization, Volume 1, Sixth Edition.

Effects of the 8th Amendment on American Law Essay Example for Free

Effects of the 8th Amendment on American Law Essay The Eighth Amendment Excessive bail shall not be required, nor excessive fines imposed, nor cruel and unusual punishments inflicted.Ever since the Eighth Amendment was ratified by the states in 1791, it has been a key part of our Constitution. The Eighth Amendment has protected our people from many things, including an overly high bail or unnatural punishments. It has ensured that in civil matters, as well as criminal cases, the people of America are protected from an overly high bail and cruel and unusual punishments. The Eighth Amendment has stirred up many controversies with its many paths of interpretation, in that the U.S. amendments are written down on paper but sometimes not properly enforced. The 8th amendment is the one I favor least and is to be examined during this assignment. I take the double-minded position on the subject of the 8th Amendment of for and against this amendment. Is the Death Penalty an Effective Punishment? In my opinion yes, with at least one important respect, it simply cannot be argued that a killer, once executed, can ever kill again. The crime must fit the punishment in order to justify, and this punishment must not favor anyone on the foundation of color. If this were the case I would without a doubt totally agree with this amendment, however, Studies show that there are racial biases when the death penalty is carried out. Since the resumption of executions in the early 1980s, 40 percent of those executed have been black. And more often than not blacks were more often executed than were whites without having their conviction reviewed by any higher court. The race of the victim and the defendant inevitably influences the decision to seek a death sentence. University of Iowa law professor David Baldus conducted an exhaustive criminal sentencing study in Georgia in the 1980s. He found that prosecutors sought the death penalty for 70% of black defendants with white victims, but only 15% of black defendants with black victims. Similar patterns of racial bias are found across the country. Over half of those on death row are people of color. Black men alone make up over 42% of all death row prisoners, though they account for only 6% of people living in the U.S. Nationwide, cases involving a white victim and a defendant of color are most likely to result in a death sentence. The Baldus study found that six out of ten defendants sentenced to death in Georgia for  killing a white person would not have received a death sentence had their victim been black. A case involving a white person was over four times more likely to result in a death sentence than was a comparable black victim case. In Maryland the state with one of the highest percentages of African Americans on death row a death sentence is eight times more likely in a white victim case than a black victim case, according to a 1987 Public Defenders Office study. Nearly half of those executed since 1976 have been people of color, with blacks alone accounting for 35%. All told, 82% have been put to death for the murder of a white person. Only 1.8% was whites who had been convicted of killing people of African, Asian, or Latin descent. Meanwhile, people of color are the victims in more than half of all homicides. Since 1930, one in two persons executed was black. Ultimately I must stand on the side of opposition with this Amendment on the basis of bias and suggest a moratorium until a clear version of this amendment is established with clear mandatory sentences regardless of the victim or the defendants ethnicity and does what it initially intended to do which is protect The American citizen without breaking other amendments in the process. Criminal court procedures are at an all time slow and speedy trials are a thing of the past. The government spending and income policies need to be modified to modern times. Also the treason penalty should be more heinous in the new world.ins an important part of our government. Works Cited Shortall, Joseph M.; Merrill, Denise W. Education Information Resource Center City: Publisher N/A, 1987. McCLESKEY v. KEMP- 481 U.S. 27 [Ty caselaw.lp.findlaw.com/scripts/getcase. caselaw.lp.findlaw.com/scripts/getcase.pl?court=usvol=481invol=279www.law.uiowa.edu/faculty/david-baldus.php

Intrinsic And Extrinsic Compensation Instruments Commerce Essay

Intrinsic And Extrinsic Compensation Instruments Commerce Essay Compensation is the remuneration received by an employee in return for his/her contribution to the organization. It is an organized practice that involves balancing the work-employee relation by providing monetary and non-monetary benefits to employees. Compensation is an integral part of human resource management which helps in motivating the employees and improving organizational effectiveness. Components of Compensation System Compensation systems are designed keeping in minds the strategic goals and business objectives. Compensation system is designed on the basis of certain factors after analyzing the job work and responsibilities. Components of a compensation system are as follows: à ¢Ã¢â€š ¬Ã‚ ¢ Job analysis à ¢Ã¢â€š ¬Ã‚ ¢ Salary structures à ¢Ã¢â€š ¬Ã‚ ¢ Pay structure Need of Compensation Management A good compensation package is important to motivate the employees to increase the organizational productivity. Unless compensation is provided no one will come and work for the organization. Thus, compensation helps in running an organization effectively and accomplishing its goals. Salary is just a part of the compensation system, the employees have other psychological and self-actualization needs to fulfill. Thus, compensation serves the purpose. The most competitive compensation will help the organization to attract and sustain the best talent. The compensation package should be as per industry standards. The financial assets of a company have always occupied central importance whenever it has come to management decisions. However worlds recent plunge into financial crisis has raised this importance to critical level. This has particularly put direct effect upon financial sector such as banks. The fact that organizations cannot control their external environment in current period of recession has put direct emphasis. Compensation management deals with the ability to effectively compensate the employees to work and create a competitive advantage through highly motivated human resources (HR). Compensation is the cornerstone of an effective talent management strategy. The ability to enable consistent, reliable and standardized compensation processes that are linked to performance drivers of individual and organizational strategies can affect many facets of the business. Some of these facets include: (1) Improved employee morale and retention, (2) Increased employee engagement and productivity, (3) Strengthened governance and compliance with company and regulatory issues. Motivation is the set of reasons that determines one to engage in a particular behavior, having phenomenological and physiological dimensions. The term is generally used for human motivation but, theoretically, it can be used to describe the causes for animal behavior as well. This article refers to human motivation. According to various theories, motivation may be rooted in the basic need to minimize physical pain and maximize pleasure, or it may include specific needs such as eating and resting, or a desired object, hobby, goal, state of being ideal. Employee satisfaction helps the company to maintain a standard increase productivity by motivating the employees. As human resource is the most important resource for any organization, so to study on employee satisfaction helps to know the working conditions what are the things that affect them to work properly or otherwise. These factors become really crucial when we talk about financial institutions that have nothing more than services and that also of financial basis to attract their customers. In this condition it becomes really important for them to deal in an effective and committed way to their customers. Because they have no real brand names to back them up, and also customers feel very protective while dealing with financial products, services or institutions. The strength of any financial service provider lies in it human resources. It is logical that if you have a strength that can be your competitive advantage and is directly related towards your operations it will help in evading your threats in external environment. A satisfied and motivated workforce will have convincing influence upon customers and can attract them even in most gruesome conditions as we can find nowadays. 2. OVERVIEW OF THE BANKING SECTOR IN PAKISTAN Pakistan is a developing country, and being a developing country the recent financial crunch has the worst impact over it. Where developed countries like America and that of European Union managed to sustain their financial institutions through the strength of their governments. But it is evident that countries like Pakistan lack such government strength. So businesses and especially financial institutions in a country like Pakistan has no hope to control the effect of any such calamities through bailing out by factors like government from their external environment. So then what they must do? It is the question that has to arise. We have already discussed the problem of financial institutions for lacking any strong brand and having sensitive customers. In this scenario financial institutions may only count on the strength of their internal environment. Observing financial sector of Pakistan, it becomes clear that banking sector dominates it. Banking sector for Pakistan has been somewhat static and slow moving for decades, until government let go of all banks except National Bank of Pakistan in private hands. This started a new revolution in banking sector, with changes erupting in almost every aspect of private banks. This brought about a serious competitive environment in the banking sector. But with all the positive impacts it also brought some big question marks and doubts. Doubts regarding employees and customer satisfaction. Question marks about who is the best. But with financial crunch these doubts have changed to which bank can survive, and who can still have trust of its customers. In banking sector if one name cant be ignored then it is National Bank of Pakistan, The bank that has not only the largest branch network nationwide but also in foreign country, largest reserves, highest authority and strong corporate brand posi tion with government backing. National Bank of Pakistan National Bank of Pakistan was established under the NPB ordinance in 1949 and was 100% govt.-owned. NBP acted as an agent of the Central Bank wherever the State Bank did not have its own Branch. It also undertook Government Treasury operations. Its first branches were in jute growing areas in East Pakistan. Offices in Karachi and Lahore followed. In1950 NBP established a branch in Jeddah, Saudi Arabia. By this time NBP had branches in London and Calcutta, in 1955. In1957 NBP established a branch in Baghdad, Iraq. In 1962 NBP established a branch in Dar-as-Salaam, Tanganyika. In 1964 The Iraqi government nationalized NBPs Baghdad branch. In 1965 the Indian government seized the Calcutta branch on the outbreak of hostilities between India and Pakistan. In 1967 The Tanzanian government nationalized the Dar-Es-Salaam branch. In 1971 NBP acquired Bank of Chinas two branches, one in Karachi and one at Chittagong. At separation of East Pakistan NBP lost its branches there. NBP merged with E astern Mercantile Bank and with Eastern Bank Corporation. In 1974 the government of Pakistan nationalized NBP. As part of the concomitant consolidation of the banking sector, NBP acquired Bank of Bahawalpur (est. 1947). In 1977 NBP opened an offshore brain Cairo. In 1994 NBP amalgamated Tehran Bank (EST. 1991). In 1997 NBPs branch in Ashgabat, Turkmenistan commenced operations. In 2000 NBP opened a representative office in Almay, Kazakhstan. In 2001 State Bank of Pakistan and Bank of England agree to allow only 2 Pakistani banks to operate in the UK. NBP and United Bank agreed to merge their operations to form Pakistan International Bank, of which NBP would own 45% and United Bank 55%. Also that year, NBP closed its branch in New York. In 2002 Pakistan International Bank renamed itself United National Bank Limited (Ileana Gumby, 2009). The ownership structure of the UNB remained as before. The only change to the shareholding structure is that UBL had recently been privatized in Pakistan and was now owned 49% by the Government of Pakistan and 51% by a joint foreign consortium of Abu Dhabi. In 2003 NBP received permission to open a branch in Afghanistan. Today NBP has 1450 domestic branches nationwide spread over 23 regional segmentation. It has assets up to 350 billion rupees (NBP, 2011). 3. PROBLEM STATEMENT This paper will look in to the perspective of compensation management system in banking sector by knowing about what motivates employees in baking sector. Nowadays banks have become extremely decentralized in nature and due to privatization of banks the level of competition has entered in a new dynamic phase, which directly has its effects over employees of banks. Continuous increasing market demands have literally over loaded employees of banking sector and stretched their working hours in an absurd way. All of this has resulted in employee complaints about work pressure, stress, strain, lack of fulfilling family expectations etc which really have a bad impact over employee motivation of banking sector and ultimately their performance. To handle this situation banks are using different compensation (both intrinsic extrinsic) and reward policies for motivating their employees. The question is whether banks are applying the appropriate compensation strategies with respect to their em ployees? Are these strategies achieving the desired results? Which type of compensation has more motivational effects? These issues if remained unaddressed then can lead to problems like de-motivation, dissatisfaction of employees and customer, high turnover etc and therefore needs to be studied with care. 4. RESEARCH OBJECTIVES The paper will find out different aspects of a compensation system having motivational effects by finding what employees perceive to be the most motivating factor in their compensation system by the assessment of instruments used for extrinsic as well as extrinsic compensation through checking the effectiveness of different intrinsic instruments regarding job satisfaction and motivation to work among the employees of National Bank of Pakistan, Attack city. 5. LITERATURE REVIEW Swinton (2006) described a relationship between Maslows hierarchies of needs with Herzberg theory. Maslows theory state a persons needs hierarchy with basic needs at base followed by security needs, social needs, esteem needs and self actualization needs. She is of the opinion that up to esteem needs level employee motivation or satisfaction can be maintained by factors which Herzberg called hygiene factors. This includes salary, benefits, job security, company policy etc while to deal with people at self actualization level factors known as motivators would be needed. This includes employee achievement, employee recognition, and employee growth. By keeping in mind this relationship among two basic theories of management organization may find it easy to manage their HR and other operations. Kidman and Golding (2006) are of the view that knowledge management system could play an integral part in increasing any organizations performance and can help it to compete in such highly competi tive environment as todays. They say that knowledge management system if applied can bring improvements in decision making, increase in customer value, improving relationships with consumers and bringing new value in to sight by including the concept of innovation. Sureshchandar et al (2002) in their research studied banking sector of India and analyzed how different banks apply concept of total quality service in their functions. They found that these applications are inconsistent and incongruent with in all banks. Which makes it highly sophisticated sector. According to them banks of India can be divided into three groups based upon their perception about total quality services in operations. Barney and Wright (1997) describe that although human resources are accepted to be organizations most important assets yet organizations decision often depicts contradiction with this belief. They further say that HR should not be neglected because they can bring competitive advantage to orga nization. Therefore they should be managed with equal importance with other functions of the business. Hustled (1995) has emphasized on the fact that usage of high performance work practices i.e. comprehensive employee recruitment, Incentive compensation and performance management, extensive employee training and involvement programs surely increase competence of employees, it increase their motivation and reduce turnover. This results in retention of quality employees and also is a useful way to eradicate poor performers from the organization. Nowadays organizations have been persuaded by competitive environment to apply a progressive HR strategy. As stated with the relevance of Pfeiffer (1996) the past decade has presented with many testimonials to the value of progressive HRM practices and system of such practices. In particular, employee participation, empowerment and job redesign, extensive employee training and performance contingent incentive compensation, are widely believed to improve the performance of organizations (John T Delaney and Mark A Hustled, 1996, Mark A Hustled, 1995). Human Resource management and productivity of organization has a direct relationship with each other. If employees are managed appropriately i.e. job analysis, recruitment, training, motivational tools like compensation etc they are destined to give high performance in their operations so will improve the overall productivity of the organization (Casey Ichniowski et al., 1997). While Catanzaro (2001) described the effects of compensation over employee motivation, he stated that compensation has a profound effect over employee motivation. He also discussed several factors of compensation which include both intrinsic and extrinsic factors and their possible effects over motivation in detail. He also emphasized that monetary values are not the only motivators but non monetary factors have more importance towards motivating employees. In Hong Kong, base salary, merit pay, year-end bonus, annual leave, mortgage loan, and profit sharing were the most important factors to retain and motivate employees. In China, base salary, merit pay, year-end bonus, housing provision, cash allowance, over time allowance, and individual bonus were the most important factors to retain and motivate employees (Randy K Chiu et al., 2002). Reward and recognition programs can positively affect motivation, performance and interest within an organization. While a little more problematic, team-based incentives, if designed appropriately, can also encourage and support a range of positive outcomes (Patricia Milne, 2007). Promotion and wages positively influence employees work motivation. A comparison of the relative strengths of the effects reveals that fair promotion was a more powerful motivator than wage level and wage increase. The reason why fairness in promotion was more effective than wage to motivate employees was discussed in light of the unique career system existing in Japanese companies and the agency problems between companies and their supervisors. Takahashi (2006) explores past and present attitudes of employees concerning work-related motivational factors. Understanding the factors that employees consider motivating lends insight to the rewards to which they more positively respond. It compares the results of four motivation surveys conducted in 1946, 1980, 1986 and 1992. The comparisons revealed that employees motivational preferences vary over time. In addition, the results of the 1992 survey indicate that the factors that motivate todays workers are more extrinsic than they used to be. Although employees differ on how they rank these factors, they overwhelmingly selected good wages as the top motivator. A good wage is an extrinsic reward with intrinsic potency. On the surface good wages seem to be purely extrinsic. Yet, at a deeper level, monetary rewards communicate what the company values and affect employees emotional and familial wellbeing (Carolyn Wiley, 1997). 6. HYPOTHESIS After conducting literature review the following hypotheses have to be tested. H1: Compensation plans are significantly associated with extrinsic and intrinsic factors of motivation. H2: Extrinsic factors are significantly contributing to the overall compensation plan. H3: Intrinsic factors are significantly contributing to the overall compensation plan. 7. METHODOLOGY AND RESEARCH DESIGN A case study research design was adopted by taking National Bank of Pakistan as special case. In fact case study is research, which is an intensive analysis of an individual unit (e.g., a person, group, or event) stressing developmental factors in relation to context. Total 50 bank employees were interviewed, including officer cadre employees like branch managers and operation managers and non officers cadre employees like cashiers, tellers and dispatchers of the branches located in Attack city, Karma, Makah and Ghorghushti of the district Attock. Structured Interview technique was adopted as primary data collection tool. Five sub variables were developed for extrinsic compensation variable and four sub variables were developed for intrinsic compensation variable. Total 30 statements were asked from the respondents regarding both intrinsic as well as extrinsic compensation factors, which can motivate them, in such way that 17 statements were about intrinsic compensation and 13 statements were about extrinsic compensation. The statements were firstly scaled according to the Likert Scaling technique by assigning weights to it on poly-cot scale from 1 strongly dis-agrees to 5 strongly agree. The weights of each statement were added in such way that they were multiplied with total statements, that is, (30X5=150) to get total score of 150. Then low, medium and high categories were made. The score of (30-to 60) was considered as low score. The score of (70 to 100) was considered as medium score and the score of (110 to 140) was considered as high score. The framework of the study consists of two main variables for the total compensation system, i.e. Intrinsic and extrinsic. The intrinsic variable has been further divided in to five sub variables, i.e. salary, benefits, short term incentives, long term incentives and perquisite. On the other side, the extrinsic variable has been divided into four sub variables, i.e. job itself, career development, autonomy and delegation. These factors are the motivational elements for the employees. 8. PRESENTATION AND ANALYSIS The data has presented in shape of tables, in such way that the table, 1 is about the Demographic Characteristics of the respondents Scores of the Respondents, and the table 2 is correlation Analysis for knowing the relationship between the intrinsic and extrinsic variables. The above table shows the demographic characteristics of respondents as well as the scores achieved in each variable. The data shows that gender wise, there are more males employees in the National Bank of Pakistan, Attock Branch. On other side age wise there are more employees in 20-25 years age as compared to other age groups. Marital statuses wide there are more married as compared to single employees. The scores of the employees shows that gender wise females were more motivated both about intrinsic as well extrinsic compensation factors by having 137 out of 150 score as compared to counterpart males, who have got 119/150 score. Age wise the young employees in age category of 20-25 years had got more score i.e. 138/150, which mean that this age category was more motivated as compared to other age categories. Marital status wise, the single employees had more score 131/150 as compared to married one. The correlation analysis shows that there has been strong positive relationship between the both types compensation factors used by the National Bank of Pakistan, Attock branches. The 1st sub variable, salary is highly positively correlated with job (r: 0.78), career development (r: 0.69), autonomy (r: 0.73) and delegation (r: 0.64). In same way Benefits is also highly positively correlated with job (r: 0.81) and career development (r: 0.71), but moderately positively correlated with autonomy (r: 0.68) and delegation (r: 0.58). In same way short term incentives is also is highly positively correlated with job (r: 0.82) and career development (r: 0.78), but moderately positively correlated with autonomy (r: 0.73) and delegation (r: 0.67). So far as the long term incentives is concerned. It is strongly positively correlated with Job (r: 0.76) but moderately positively correlated with career development (r: 0.67), autonomy (r: 0.64) and delegation (r: 0.59). In the last there is perquisite which is strongly correlated with job (r: 0.80), but moderately correlated with career development (r: 0.68), autonomy (r: 0.59) and Delegation (r: 0.62). This moderate, and high correlation between the compensation variables show that in one or other way all of the compensation variables have impact on each other and they motivate the employees at the National Bank of Pakistan, Attack branch. 9. DISCUSSION The Findings of this study shows that nine compensation factors have been used in the overall compensation strategy by National Bank of Pakistan and these factors have positive relationship with each other in such way that all of them are contributing positively towards development of motivation among the employees of bank. The scores of the employees shows that female employees were more motivated by these motivating factors of compensation as compared to male employees, this could be because the female employees are more contended with their jobs and family lives and have less responsibility. On other side the young employees regardless of gender, in the age category of (20-30) were more motivated by these compensation factors as compared to other age groups. This is probably because the young employees are more energetic and have more involvement towards job as compared to old employees, who get fed up from job. Furthermore the young employees have less home as well as job related responsibilities as compared to old people who have tension of both family as well as job. Marital status wise, the single employees were more motivated with the compensation factors, most probably because the single employees have less familial responsibilities and less expenses as compared to married one, who have more familial responsibilities and expenses, and thus they remain under tight budget and their motivation level is less. It was found that employees had general acceptance that their salary and benefits package are better. And a high level of satisfaction was felt and observed in employees regarding their extrinsic factors. However intrinsic factors of compensation were more important, like the permanent nature of the job. So employees can deliver their best with a sense of satisfaction. Employees who were interviewed strongly advocated that no other bank in Pakistan except National Bank of Pakistan keeps its employees this much close. Nor do they really do much for employee loyalty, and development. For instance regular promotions of employees cannot be observed in other banks like Habit Bank as quoted by several employees. Also creation and observation of this sense of belongingness to a prestigious organization to and by Employees of NBP cannot be seen else here. Reason for this claim was related mostly towards privatization of other banks. From interviews it became a reality that National Banks employees are one of the most loyal Human Resources an organization may find regardless of the fact that they have to work more hours and hectically than other banks. There were complaints about low staff distribution in many branches of small cities and long working hours disturbing employees social life but even these overcame by the positive effects created by National Banks compensation strategy upon its employees over the years. 10. CONCLUSION The paper had concluded that Compensation management has a direct relationship with employee motivation and performance. Extrinsic benefit plans plays a delight role in perception of an employee towards its organization and its work. And these factors play the role of satisfiers. Instruments of intrinsic factors have a profound impact upon an employees loyalty and an organizations turn over. Intrinsic factors play the role of motivators for the employees and associate them with their job and organization. They feel important and consider their performance as organization performance and image of organization as their own image. It is recommended that banking sector must focus a lot upon the well being of its Human Resources by properly designing their compensation system. So that banks can achieve a competitive advantage through their employees and stand apart as well stand strong in such hard times as in current global financial crisis when financial sector is experiencing a tight squeeze in external environment. Intrinsic Instruments are strongly advised to be more aligned for the entire banking sector. The paper recommends extrinsic factors as the basis but intrinsic as the beauty as only the inner satisfaction can produce optimum quality. For the future research, studies which can find out the relationship of other factors of compensation, especially the subjective one, with motivation would be of great value. 11. THEORY AND PRACTICE The final findings were compared with the Best Practices Compensation policies. This led to the following observations. 1. The bank offers very few pay incentives. Best Practices recommend little emphasis on pay and therefore the banks policy is in line with Best Practices recommendations. Most employees however demand higher pay incentives. 2. The bank does not have any policy for rewarding individual level job performance. This is contrary to Best Practices Compensation recommendations 3. The Bank does not have any policy for rewarding team or group performance. This is in accordance with the Best Practices recommendations. 4. Most employees suggest that the bank should pay certain rewards on the basis of individual level job performance as does Best Practice theory. 5. Bank policy indicates an increased emphasis on seniority when it comes to pay decisions. This is contrary to Best Practices recommendations. Most employees also suggest that seniority should remain an important factor when it comes to pay decisions. Although the Bank has based its policies on long-term goals but it appears that it is unable to implement this. It seems that short-term goals have been given priority in practice. The Bank offers excellent benefits package in accordance with the Best Practices Compensation policies. However most employees want more benefits. 12. RECOMMENDATIONS The following recommendations have been suggested in accordance with the Best Practices Compensation policies:- 1. The bank must device policies to reward individuals for the individual level performances. This could be in the form of performance bonuses, rewards or profit sharing. 2. The Bank must consider reducing the emphasis on seniority. Although it is not a matter of concern for most of the employees, but in the long run, this may adversely affect the performance of the Bank. 3. The Bank must continue with it exists benefit package in accordance with best practices. 4. The Bank must communicate the importance of its excellent benefit package to the employees of the Bank. This may help to increase the motivation level of the employees. 5. The bank must continue its policy for not awarding any incentive for group performance. 6. The bank must refocus its attention on long-term goals.

Esek vs Hopkins :: essays research papers

The birth of the United States Navy on 13 October 1775 formed a defensive measure in response to the growing need to protect the commerce of a developing nation from the then largest navy in the world, the British fleet. Esek Hopkins, the brother of a powerful Rhode Island politician found himself selected as the first Commander in Chief of the Continental Navy. During the French and Indian War, Hopkins quickly emerged as an experienced merchantman as well as a participant in the profitable privateering of British commerce vessels. On Hopkins’ first mission as Commander in Chief, he found himself in a bind and resorts to his skills as a privateer rather than a Continental naval officer. Years later the United States continued to have problems with commerce raiders, this time with the Barbary Pirates of the Mediterranean Sea. A young man, the son of a Revolutionary privateer, became the answer to this problem; he was known as Stephen Decatur. Decatur led many successful missio ns in the Mediterranean and became famous for his leadership and heroism. A comparison of the careers of Hopkins and Decatur proves that the success of naval leaders depends not only upon their skill as mariners, but also upon experience, judgment, and luck.   Ã‚  Ã‚  Ã‚  Ã‚  Both Hopkins and Decatur came from seafaring families and were skilled sailors, but Decatur’s experience as a naval officer gave him an advantage over Hopkins. After ten years as a shipmaster on the West Indies Route, Hopkins proved his naval prowess as a successful privateer during the French and Indian War, indicating that he was â€Å"as good a warrior as a trader.† However, his lack of experience showed in his battle with the Glasgow, where he exercised little control over the ships within his command, operating as privateers rather than as a fleet. While Decatur had fewer years at sea, he had more military skill than Hopkins primarily because he garnered his experience within an organized navy rather than as a privateer operating independently. As a result, one could expect Decatur to be more successful in organized naval battles than Hopkins.   Ã‚  Ã‚  Ã‚  Ã‚  Decatur did not necessarily show better judgment than Hopkins, but his lapses of judgment seemed more popularly acceptable. Hopkins did not adequately consider political context in his decision-making. His actions in leaving the southern colonies unprotected in order to capture a fort in the Bahamas and his offering of the spoils to the northern colonies without consulting Congress showed his insensitivity to the need of the new nation to overcome separatism.

Dr. Faustus Essay: The Role of Helen of Troy -- Doctor Faustus Essays

The Role of Helen of Troy in Doctor Faustus  Ã‚  Ã‚   To adequately describe the role that Helen plays in Doctor Faustus, it is necessary not only to look at the scene in which she features, but also all the instances that Faustus takes some form of pleasure from physical and sensual things. We need to do this because this is what Helen is symbolic of; she represents the attractive nature of evil in addition to the depths of depravity that Faustus has fallen to. It is fair to say that Faustus represents the quintessential renaissance man - it is his thirst for knowledge that drives him into his pact with Mephastophilis, indeed it is the Evil Angel that best summarises this: Go forward, Faustus, in the famous art, Wherein all nature's treasury is contained: Be thou on earth as Jove is in the sky, Lord and commander of these elements. Scene I, lines 74-77 It is the restless spirit of the renaissance that drives Faustus to seek knowledge. He has already attained what he can through more conventional means, his "bills (are) hung up as monuments", and his "common talk found aphorisms". Faustus compares himself to the most famous figures of the classical period; to Hippocrates, to Aristotle and to Galen. He sees himself as having come to the end of what he can learn through his human tools; he needs something that will allow him to move outside the realm of nature, something supernatural. This is the reason why he came into contact with Mephastophilis, as he sought to use the new power that would come to him to further his own knowledge. It has been said that power corrupts, and absolute power corrupts absolutely - this is what has happened to Faustus. He ceases to become the seeker of knowledge, but become... ...ed in the use of capital punishment as the result of trying to break his end of the bargain. Faustus' rebellion against his deal (a repetition of his body's rebellion against his signing of the contract) is only short lived, and his downfall is assured when Helen arrives. Helen, then, represents the dangerous beauty of evil, the seduction of the past, and the desire for things pleasurable. Faustus' desire for her, for the most beautiful woman who has ever lived, seems understandable (though not reasonable) to us, because we all have a little bit of Faustus in us. It is, however, unlikely that any of us have a sufficiently Faustian nature to sell our soul to the Devil. Works Cited: Marlowe, Christopher. "The Tragical History of Doctor Faustus." The Norton Anthology of English Literature. 6th ed. Eds. M.H. Abrams et. al. New York: W.W. Norton and Co, 1993.

White Light/Black Rain Opr

White Light/Black Rain OPR August 6-9, 1945: The first atomic bombs are dropped over the Japanese cities Hiroshima and Nagasaki, resulting in the greatest nuclear catastrophe ever in terms of human casualties. As time fades these horrific events into obscure moments in history, many people become ignorant of the damage caused by the bombings in Hiroshima and Nagasaki. Steven Okazaki in White Light/Black Rain utilizes the rhetoric strategies ethos, pathos and logos to reveal the full destructive power of nuclear weapons and to convince future generations that nuclear weapons should never again be employed in war.By peppering quantitative data and statistics throughout the film, Okazaki effectively appeals to logos and displays the measurable damage caused from the atomic bombs dropped in Hiroshima and Nagasaki. Okazaki states that 140,000 people were killed instantly from the explosions and 160,000 died later as a result of radiation poisoning or burns. Hundreds of thousands of innoce nt people were wiped off the face of the earth from the cataclysmic eruptions of heat and radiation from these man made weapons of mass destruction.Even more were forever cursed with the chronic complications from heat and radiation exposure such as third-degree burns, hair loss, and later cancer. Okazaki also declares that in the twenty-first century, there are enough nuclear weapons to cause as much damage as 40,000 Hiroshimas. This amount of nuclear firepower has the potential to kill millions of people and alter global climate. Nuclear warfare can only end in destruction.By providing the measurable damage of nuclear weapons used in in Hiroshima and Nagasaki, Okazaki reveals their alarming destructive potential and reminds younger generations of its horrible consequences. Okazaki establishes ethos in his film by including interviews of many survivors from the Hiroshima and Nagasaki bombings and by rolling footage of the aftermath of the bombings. During the interviews, the bomb s urvivors recount their awful story and show the horrific injuries sustained from the atomic bombs.Their recount of the deaths, destruction, disease, and poverty suffered calls in to question the morality of killing and maiming so many innocent people. During the interviews, the bomb survivors recall having family member killed, homes destroyed, or body parts scorched beyond repair. Black and white footage of the cities after their bombings exposes their utter decimation. Although the Japanese could rebuild their cities, they were unaware of the radiation that would linger in the land for ages.The effects of chronic radiation exposure caused mutations and tumors in many who lived in Hiroshima and Nagasaki after the bombings. It is unjustifiable to intentionally cause mass destruction in any scenario, and Okazaki clearly questions the authority and ethic of the atomic bombs through the first-hand accounts of their repercussions. Dissonant background music and disturbing images of dead and severely burned and sick children establish the strong pathos against nuclear weapons in Okazaki’s film.During scenes of the tragic death and destruction brought by nuclear weapons, Okazaki plays quiet, echoing, and dissonant instrumental music. These audible elements combine to create a harsh and somber tone. The sorrowful, minor key music augments the woeful scenes of wreckage and induces pity and empathy. Scenes including mutilated and burned children appeal especially to emotions. The innocence of the children juxtaposed with their atrocious injuries induces a sense of anger against the atomic bombings.Viewing emotionally and physically scarred children strikes a discord in the hearts of the compassionate and emotional viewers. Okazaki successfully connects the emotions in the music and disturbing images to deter anyone from justifying the need for nuclear weapons. Clearly, by combining ethical, emotional, and logical consequences of the of atomic bombs in Hiroshima and Nagasaki, Steven Okazaki in White Light/Black Rain, educates future generations about the consequences of using nuclear weapons and persuades them away from the idea of nuclear warfare.

Using Celebrities in an Ad Campaign Is a Poor Way to Stimulate Brand Appeal

Using celebrities in an ad campaign is a poor way to stimulate brand appeal Using celebrities as brand ambassadors has become very popular and is one of the more common communication strategies employed by companies today in order to market their products. Marketers pay millions of dollars to celebrities in the hope that their star magic would make the product more appealing and successful. But all celebrities glitter is not gold. There are many reasons as to why using celebrities in an ad campaign can turn into an ugly affair, sometimes enhancing attitude change towards the product altogether. In this report, I will list the disadvantages of using celebrities in ads and the reasons behind why they are a poor way to stimulate brand appeal. 1) Price It is very expensive for companies to hire a celebrity as its brand ambassador. It is important for companies to note that when they do decide to take the brand ambassador route, they should be willing to shell out millions of dollars, and sometimes even lose it. Nike signed Tiger Woods on a 5 year $ 125 million contract, Reebok signed Venus Williams for $40 million and more recently, Pepsi teamed up with Shaquille O'Neal for a reported $25 million. For big companies such as Nike, Reebok and Pepsi, the financial implications of the deals involved would probably not affect them as much as smaller ones. With this in mind, it is also important to note that consumers today are becoming more advertising savvy. They read about the multi-million dollar deals as well. This leads to more consumers asking, â€Å"Are we buying the product, or the celebrity? † 2) ‘Vampire Effect’ A common marketing term, this refers to the point where the celebrity in question overshadows the brand itself. Marketers face this problem when they pick an extremely popular star, and the audience’s attention is drawn to the celebrity rather than the product. A very popular example of this scenario occurred when Cable Association used Dawn French. They soon had to abort their entire campaign when she got in the way of effect communication. 3) Credibility & Inconsistency One of the main reasons as to why using celebrities in an ad campaign is poor for brand appeal occurs when the personal credibility of the celebrity involved drops. This has occurred several times over the past couple of years. When Kate Moss, a well known model, was pictured snorting cocaine, three of her sponsors immediately pulled out. After all, imagine how a mother who has lost her daughter to drugs would relate to the brand. Another example was when Kobe Bryant, a leading basketball star, was accused of rape in 2003. His celebrity brand partners, Nutella and McDonald's, chose not to renew contracts with Bryant, even though he was subsequently acquitted of all charges. Many companies also resort to sports starts when choosing a celebrity. While the personal credibility of the sportsman remains intact, his performances in the arena may sometimes suffer lapses. A famous example of this occurred when Sachin Tendulkar, one of the best cricketers in the world, went through a prolonged lean patch. This lead to Pepsi dropping him as its celebrity face and they instead opted for a younger generation of cricketers instead. The credibility of the celebrity involved is vital because when the company decides to use one, they are not only buying a channel via which they intend to sell their product, but also an image. 4) Multi-Brand Endorsement At the end of the day, when a celebrity decides to endorse a product, it does not guarantee that they are actually using the product itself. More likely than not, they are endorsing the product purely for the monetary benefits, and this might sometimes lead to complications, especially when one celebrity appears in many ads in a short span of time. Take for example, MRF (tyre company), one of the early sponsors of Sachin Tendulkar. With its logo embezzled on his bat, the partnership between celebrity and brand was strong. Consumers could relate to the star, and in turn, the product. Today, however, Tendulkar endorses a mirage of products, and the novelty of the original partnership has died down significantly. Consumes are often left disillusioned and are sometimes forced to ask the question, â€Å"If the endorser can’t stick to one product, why should I? † . Celebrity overexposure can often undermine the authenticity of the message. Another form of multi-brand endorsement might occur when the celebrity endorses one brand but is publically seen using a competitor’s. For example, when Britney Spears was pictured drinking Coca-Cola (pictured left), while employed as the face of Pepsi. Or when David Beckham shaved his head soon after becoming the face of Brylcreem. Consumers notice this and often realize that celebrities need not have any relation to the product itself, and hence the entire essence of using celebrities in ads is questioned. 5) Marketing Mismatch When celebrities are used in ad campaigns, they display a certain special persona for the audience. The entire point is that they are able to influence the thought process of the consumer and create a positive perception of the brand. An approving nod from a famous actor or sportsman can directly lead to a 1000 more sales. With this in mind, it is paramount that companies use celebrities who they know can relate to and sell their product. Take a bad example, pictured right, of Ronaldhino (football legend), selling Konica Minolta printers. Not only did the picture lead to consumers questioning the connection between celebrity and brand, but also put the brand in bad light. In conclusion, while the use of celebrities can sometimes prove beneficial, especially to the profitability of a relatively unknown product, there are several points that need to be taken into consideration. Marketers, especially in today’s cluttered media environment, resort to celebrities if they lack an original idea, or want to take the ‘easy way out’. Consumers too are becoming aware of this and are starting to notice the fact that celebrities need not necessarily support their brands. Furthermore, celebrity endorsements cannot change the entire thinking process of the consumers, and as such, does not justify the high cost involved either. References Pictures: 1) http://hollywoodsnark. com/wp-content/uploads/2007/03/pepsi_girl_britney_spears_drinking_coke_2. jpg 2) http://rawstylus. wordpress. om/2008/02/12/596/ Text: 1) http://www. hollywoodreporter. com/hr/search/article_display. jsp? vnu_content_id=2030984 – Article on ‘Celebrity Branding- Making the brand’ 2) http://www. rediff. com/money/2003/dec/05guest. htm Article on ‘Is celebrity advertising effective’. 3) http://en. wikipedia. org/wiki/Celebrity_branding 4) http://www. b randrepublic. com/Industry/Entertainment/News/235197/When-celebrity-brand-partners-go-bad/ Article on – ‘When celebrity brand partners go bad’ lifestyle. in. msn. com/fashion/article. aspx? cp-documentid=1671484 ‘Celebrity endorsements enhances brand appeal’

Organizational Behaviour Essay

Part A consists of three questions. Be sure to include both the questions and the responses in the document you submit. Your total combined responses for these three questions should not exceed 1000 to 1500 words. 1. Marketing specialists at Napanee Beer Co. developed a new advertising campaign for summer sales. The ads were particularly aimed at sports events where Napanee Beer sold kegs of beer on tap. The marketing group worked for months with a top advertising firm on the campaign. Their effort was successful in terms of significantly higher demand for Napanee Beer’s keg beer at sports stadiums. However, the production department had not been notified of the marketing campaign and was not prepared for the increased demand. The company was forced to buy empty kegs at a premium price. It also had to brew some of the lower priced keg beer in vats that would have been used for higher priced specialty beer. The result was that Napanee Beer sold more of the lower priced keg beer and less of the higher priced products that summer. Moreover, the company could not initially fill consumer demand for the keg beer, resulting in customer dissatisfaction. Use open systems theory to explain what occurred at Napanee Beer Co. Begin with a brief description of open systems theory. Use your own words (paraphrase) and remember to cite all sources using APA style. The open systems theory states that organizations are entities that continually exchange resources with its external environment. The organization is dependent on the external environment for resources such as raw materials, employees, financial resources, and information and equipment which are the organizations inputs. Those inputs are used by the organizations internal subsystems, such as production and marketing, and are subsequently turned into outputs such as products, services, employee behaviours, profits/ losses, and waste/ pollution (McShane & Steen, 2009, p. 4). According to the open systems theory (McShane & Steen, 2009, p. 4), the organization Napanee Beer Company’s internal subsystems were not operating efficiently. Due to the lack of communication between the marketing group and the production team, production was unaware of the increase in demand for the product and did not order enough inputs to meet this larger demand. Consequently, the materials used were much more expensive than they would have been had they been ordered earlier. This oversight cost the company sales on higher priced specialty beer and caused customer dissatisfaction. Had the production team been aware of the success of the marketing campaign, which was geared towards sporting events where Napanee Beer sold kegs of beer on tap, they would have been able to order the appropriate amount of kegs, saving the company a lot of money. This is not an issue between the external and internal environment but an issue with Napanee’s internal subsystems effectiveness (McShane & Steen, 2009, p. 4.). The lack of communication between departments weakened the company’s ability to maximize its input to output capability; therefore, the company was not functioning at a high level of efficiency (McShane & Steen, 2009, p. 5.). 2. The sales office of a large industrial products wholesale company has an increasing problem: salespeople are arriving late at the office each morning. Some sales reps go directly to visit clients rather than showing up at the office as required by company policy. Others arrive several minutes after their appointed start time. The vice-president of sales doesn’t want to introduce time clocks, but this may be necessary if the lateness problem isn’t corrected. Using the MARS model of individual behaviour, diagnose the possible reasons salespeople may be engaging in this â€Å"lateness† behaviour. Begin with a brief description of the MARS model. Use your own words (paraphrase) and remember to cite all sources using APA style. The MARS model represents the four factors that influence people’s behaviour and performance. These factors are motivation, ability, role perceptions, and situational factors (McShane & Steen, 2009, p. 26). Motivation is what drives a person in a particular direction and the passion and persistence in which they pursue something (McShane & Steen, 2009, p. 26). The ability of an employee refers to their natural aptitudes as well as their acquired capabilities (McShane & Steen, 2009, p. 27). An employee’s competencies refer to his or her skills, knowledge and other characteristics that may be beneficial to the organization (McShane & Steen, 2009, p. 27). Role perception is the third factor in the MARS model. This refers to how closely the employee’s perception of their job duties aligns with the employer’s (McShane & Steen, 2009, p. 27). The final factor in the MARS model is situational factors. Situational factors involve conditions that are not part of the employee’s skill set or personality and are often out of their control (McShane & Steen, 2009, p. 28). According to the MARS model of individual behaviour, the possible reasons salespeople may be engaging in this â€Å"lateness† behaviour is first the lack of motivation they are feeling to show up to the office at their scheduled start time (McShane & Steen, 2009, pp. 26-28). This could be due in part to the lack of incentive they receive for showing up on time. Furthermore, the absence of negative consequences for showing up late has not shown the sales reps that the company is serious about this policy. In order for the sales reps to be motivated to show up to the office in the morning instead of seeing clients first, there needs to be some kind of reinforcement from the company that demonstrates that showing up on time is a behaviour that they expect and value. The sales reps were most likely hired because of their ability to gain new customers and sell products; therefore, they see this aspect of their job as being priority and do not see the value in showing up at the office first. The biggest factor effecting this situation is role perception (McShane & Steen, 2009, p. 27). The sales reps do not have a clear understanding that arriving at the office on time is an essential part of their job duties. It is clear from the sales reps behaviour that they are not aware of the importance of being at the office in the morning before they head out to see clients. While this may be a company policy in writing, it is not well practiced in the office, so it is perceived by employees as a recommendation rather than a rule. Situational factors may also contribute to the â€Å"lateness† problem (McShane & Steen, 2009, p. 28). This could be because face time at the office does not support their task goals which are to go out and see clients and s ell products. The sales reps might find the commute to the office an inconvenience whereas they could instead cut that commute out of their day and drive straight to a client’s office. 3. Big Box Construction Company has received warnings from government safety inspectors that employees at some of its construction sites are not wearing the required safety helmets and noise-protection equipment. The company could lose these contracts if safety practices are not maintained. The company has warned employees that they could be fired if they don’t wear the safety gear, but this has had little effect. Describe an A-B-C analysis for this situation and provide two types of behaviour modification interventions that might change employee behaviour in this situation. In an A-B-C analysis of this situation the antecedent would be the warning the employees received from the company informing them that they must wear safety gear on the job site. The behaviour is that some of the employees are not wearing safety equipment on the construction sites. And the Consequences are that the employees face termination if they continue to disregard this policy (McShane & Steen, 2009, p. 66). Two types of behaviour modification interventions that might change employee behaviour in this situation are: 1) Positive reinforcement, the supervisor can offer praise to the employees who are adhering to the safety guidelines (McShane & Steen, 2009, p. 66). In addition, there could be a reward in place such as a bonus for employees who are wearing their safety equipment on the site every day. 2) Punishment, although punishment might generate negative feelings toward the company and supervisor, it is necessary because of the severity of the breach (McShane & Steen, 2009, p. 67). The type of punishment will depend on the frequency of the offence. For example, the first offence could result in a write-up, the second offence in a suspension without pa y, and the third dismissal. Part B Read Case Study 4.1: Conestoga-Rovers and Associates on pages 97 and 98 of the textbook and answer the three discussion questions that follow it. Your answer for this case study should not exceed 600 to 800 words in length and should incorporate, where appropriate, content from Lessons 1, 2, 3, and 4. Questions 1) Why does Conestoga-Rovers and Associates and other companies try to create a positive work environment? The text explains that according to the dual cognitive-emotional attitude process, the positive emotional experiences employees encounter on a daily basis at Conestoga-Rovers contributes to their job satisfaction (McShane & Steen, 2009, p. 80). When employees are satisfied with their job they are more likely to be accommodating to the organization’s clients, helpful to their co-workers, and can experience increased overall productivity (McShane & Steen, 2009, p. 87). Therefore, it is beneficial for the company to foster a positive work environment where its employees are frequently feeling positive emotional experiences, so that their outlook on their jobs and the company will be much more favourable (McShane & Steen, 2009, p.80). According to the model of emotions, attitudes, and behaviour (McShane & Steen, 2009, p. 79), our emotions will have a direct impact on our behavioural intentions which in turn will most likely affect our behaviour. If the employees at Conestoga-Rovers are bombarded with positive emotions in their work environment, than they are more likely to behave in a way that is agreeable to the company. Conestoga-Rovers acknowledges and appreciates its human capital and realizes that its employees knowledge provide a competitive advantage to the company (McShane & Steen, 2009, p. 7). They realize that in order for the company to retain its valued employees and attract new ones they need to foster a positive work environment. By â€Å"adapting employment practices† to suit the needs of their employees the company is striving to retain its valued intellectual capital (McShane & Steen, 2009, p. 6). 2) How does this company manage to provide events and perks that employees value? At Conestoga-Rovers and Associates having fun and maintaining a work-life balance are fundamental to the company and its employees. This is evident in the many perks this company offers its employees that vary from its extremely active social committee to the onsite daycare facility. As stated in the case study, an employee of Conestoga-Rovers suggested that the company build an onsite daycare facility, never really expecting that they would take her request so seriously. However, much to the employee’s delighted shock the company complied. This demonstrates the company’s dedication to its employees wants and needs. In addition the company has assembled a social committee to listen to what it is that employee’s value and have evidently been able to deliver to the Conestoga-Rovers employees what they want. By doing this for their employees the organization is building organizational commitment and loyalty to the company (McShane & Steen, 2009, p. 89). By involving employees in company decisions that affect them and listening to their needs they are strengthening their employee’s social identity within the organization. This shows employees that their opinions are not only heard but are valued and trusted by the organization (McShane & Steen, 2009, p.89). The company has a â€Å"work hard-play hard mantra†, and their â€Å"social events and activities play an integral role in the company’s culture (McShane & Steen, 2009, p. 97). This is evidently closely aligned with its employee’s values; therefore, the employee’s feel comfort in their shared values with the company prompting them to remain loyal to the company (McShane & Steen, 2009, p. 89). 3) Is it possible that employees can have too much fun at work? From personal experience, I think that it is possible to have too much fun at work. When there are too many social events at work it takes away from an employee’s personal time and time at home with their family. An employee can feel forced to participate in social events that they do not want to partake in, and this can end up having a contrary effect to what the company is striving for. This added pressure to attend social events can add stress for the employee and take away from time needed to complete his/her work. Conversely, having fun at work can help build camaraderie amongst the employees and reduce the consequences of stress such as job burnout. Attending social functions can give employees a break from the monotonous routine of their job tasks; therefore, reducing the risk of emotional exhaustion and indifference towards their jobs (McShane & Steen, 2009, p. 91). Fun events with co-workers can also help to build on an employee’s social awareness. For instance, when employees are interacting with each other and building personal relationships as well as professional relationships they are better equipped to â€Å"perceive and understand the emotions† of their co-workers (McShane & Steen, 2009, p. 84). Because they are getting to know their peers personal situations a little better, the interaction allows them to be able to experience some empathy for their co-workers.

American History Research Paper

Barbados – Barbados is an important part of the American history since it was an area where many sugar cane plantations where located. We all know that way back in the 17th century, large plantations like these were required a lot of workers. The manual labor came from the slaves from different tribes in Africa. Another concern was the displacement of farmers when British settlers developed the area into a commercial enterprise of large plantation estates. These displaced farmers relocated to British colonies in North America, most notable of which is South Carolina.West Africa – West Africa played an important role in the American history because this is the place where slave trades began, following the establishment of settlements by Portuguese traders. The slave trades had great negative effects on the region’s economy and population. Because of these slave trades, the population of West Africans poured in the New World. This increased the number of people liv ing in European and American regions during the 16th and the 17th century.Despite the efforts of the European and American governments to stop the slave trades, it continued until the late 19th century where the last country to abolish it was Brazil. Virginia Company – The Virginia Company is an important part of the American history because it was chartered to establish settlements on the coasts of North America. This is divided into two companies, the Virginia Company of London and the Virginia Company of Plymouth. These two companies are both given differing territories, wherein an area of overlapping territory was created.They were not permitted to establish colonies within a hundred mile separation, but the Plymouth Company wasn’t able to fulfill its charter. Its territory, now known as New England was also contested by France as theirs. Thomas Jefferson – Thomas Jefferson is famous because he’s the third President of the United States of America and the principal author of the Declaration of Independence. He also promoted the ideals of Republicanism in the country, making him one of the most influential founding fathers of the United States.But his achievements weren’t limited to his contribution to American Independence. He is the President which gave a go to the Louisiana Purchase and the Lewis and Clark Expedition. These events were very important since it expanded the nation’s territories by acquiring more land through expeditions and sales. The Louisiana Purchase encompassed parts of 15 current U. S. states as well as two provinces of Canada. The Church of England – The Church of England, also known as the Anglican Church and the Protestant Episcopal Church of today, was one of the major churches during the early years of America.It has a great number of followings, yet it wasn’t given relative treatment from many historians. The attention was given to the Puritans, those who rejected the Refor mation of the Church of England. Many of these Puritans migrated to North America between 1620s and 1640s because of their belief that the Church of England can never be reformed from the state it was in during that time. These Puritans settled in the New England area and established settlements there. Iroquois – The Iroquois is a group of originally five nations, including the Mohawk, Oneida, Onondaga, Cayuga, and Seneca.The sixth member is the Tuscarora, who joined after the original five were formed. During the American Revolution, there has been the first major split of the Iroquois, when the Tuscarora and the Oneida sided with the Americans. On the other hand, the Mohawk, Seneca, Onondaga and Cayuga remained loyal to the side of Great Britain. Massachusetts Bay Company – The Massachusetts Bay Company is an English chartered company which established the Massachusetts Bay colony in New England. They became the only English chartered colony which is not under the di rect control of those in England.Despite all efforts by the Council for New England to annul the colony’s land claim, the colony remained in tact and the council was left unsuccessful. Pocahontas – Pocahontas was a Native American woman who is formally named Matoaka and Amonute. She was the daughter of Wahunsunacock or the Chief Powhatan, the ruler of almost all the neighboring tribes found in the Tidewater region of Virginia. She played an important role in American history because she was married to John Rolfe, an Englishman.Their marriage is one of the first unions of a Native American and a settler just like Rolfe. She was baptized Rebecca Rolfe on her marriage. Powhatan – The Powhatan is the Native American tribe and confederacy of tribes living in what is now the east area of Virginia during the time of the first European-Native encounters there. This confederacy of neighboring tribes became established in the late 16th and 17th century, through the creati on of a mighty empire by conquering or affiliating with around 30 other tribes. This was spearheaded by a tribal chief name Wahunsunacock.When the English settlers came, there were a lot of conflicts between these Natives and the settlers. When the tribal head died and was succeeded by his brother, more conflicts emerged resulting to the Indian Massacre of 1622 and 1636, nearly exterminating the members of the tribes. Slave codes – The slave codes were laws made by each state which defines the status of slaves and the rights of their owners or masters. This is usually for the benefit of the masters, giving them near-absolute power over the right of these slaves or human properties.This is an important part of the American history since it showed how the early people were into owning other humans as tools, which also awakened others to fight for the freedom and rights of these â€Å"human properties†. Reformation – The Reformation is the religious movements that arise in the Western Europe in the 16th Century. This movement calls for the internal renewal of the Catholic Church. These led to great revolts and the abandonment of the principal Christian beliefs during that time.This was the result of Martin Luther’s activities in 1517. Indentured servant – The indentured servant is a term pertaining to a laborer which is under contract of an employer for a period of time, usually four to seven years. This is in exchange for a ship’s passage, food, land as well as accommodations. This is a way to increase the number of colonists living in a settlement. In the case of America, most indentured servants were recruited from the increasing number of poor people without work in the urban areas of England.English Reformation-Henry VIII – One of the reasons for the reformation of the English church was because of King Henry VIII. This resulted from his desire for annulment of his marriage to Catherine of Aragon so that he wi ll be able to marry Anne Boleyn. When the Pope Clement VII refused to annul the marriage, Henry took the position of Supreme Head of the Church of England in order to annul his marriage. He was excommunicated but maintained a strong preference for the traditional Catholic practices.John Calvin and Martin Luther – John Calvin and Martin Luther are both church reformers, who sought change in the Catholic Church during their times. John Calvin developed his own system of Christian theology which was called Calvinism or the Reformed Theology. On the other hand, Martin Luther laid out his ideologies which challenged the authority of the pope. He pointed that salvation can be attained through Jesus, without the mediation from the Church. His ideas became the inspiration of what transpired to be the Protestant Reformation, thus changing the course of the Western civilization.

Assessing The Scope And Diversity Of Hilton Hotels Tourism Essay

Assessing The Scope And Diversity Of Hilton Hotels Tourism Essay There are 1.7 million employees engaged in the hospitality industry in the UK, which is almost 6 of the total working class people. Yearly turnover is  £55- £60b from the hospitality industry, includes all sizes or types of hospitality businesses or organisations. It is so difficult to say that which is the biggest organisation, as it is depends on so many factors. There are some top operators in the market specialised in own sectors. Generally, they are based on their yearly turnover, sizes, types, number of employees, sectors, sub-sectors etc. According to VisitBritain, 27.7m overseas visitors came to the UK in 2004. There is a 13 increase in terms of like for like sales than the previous year. Visitors have spent an estimated value of  £13b in the year 2004 increasing 10 than 2003, according to VisitBritain. On the other hand, domestic tourists spent 70.5 million on holidays of more than one night within the UK. Domestic business trips were also made, estimated more than 22 million, in 2003. An estimated total domestic spend was  £59 billion. In the case of tourism, there are an estimated 1.4 million jobs in the UK, which is 5 of all working people. Scope: There are 14 industries included in the hospitality sector; from hotels and restaurants through to events, gambling, pubs, and food contracts, school meals, catering for parties, conferences, Night clubs and travel services. Diversity: There are many types of Hospitality services available in the market, such as Luxury hotels (5*-7*), Boutique hotel, Mid range hotel, Budget hotel, guest house/B their reliable group of hotel brands includes the Waldorf Astoria, Conrad Hilton Hotels & Resorts, Doubletree, Embassy Suites, Hilton Garden Inn, Hampton Inn & Suites, Homewood Suites by Hilton, Home2 Suites by Hilton and Hilton Grand Vacations (About us: Hilton Worldwide, 2010). Hilton’s commitment to creating extraordinary guest experiences remains unaffected and their more than 130,000 team member s continue to introduce the quality of service to the UK and the world’s visitors for 90 years of operations (About us: Hilton Worldwide, 2010). The organisational structure of various hospitality businesses Large full-service hotel: A well-run large full-service lodging facility, this requires the following department heads: