smoking and advertising Essays (355 words) - Kids, Amateur Sports

High School Sports Do Students Who Play Sports In School Tend To Be More Successful In The Future? High school is a time for young adults to try and find themselves. Some students decide to be the nerds, or join certain clubs but many students venture into the world of sports. I believe that students who play sports are more likely to stay off the streets and not partake in activities that deal with alcohol and drugs. In today's society more and more kids find themselves on streets drinking and doing drugs. I feel that young adults who partake in sports are more likely to stay in school and get an education. Sports give students an opportunity to find themselves. One reason why kids should be involved in sports is that it allows the children to stay of trouble. The schools have a strict policy regarding grades for those who play sports. Sports give the children to have an education because the children have to do well in school to get the opportunity to play a sportthey love very much. These policies, though many kids do not like them very much, keeps kids off of the streets and in the classroom. Sports not only give an incentive to going to classes and school but also doing well in school. Not only do sports academically help young adults today but also society puts great pressures on kids about how they look with great emphasis on their weight. The sports programs in school provides a g reat opportunity to stay healthy and in shape. As well as health issues sports also improve your self-esteem. It is hard to accomplish anything if children do not think they have it in them. In result through sports not only do become physically fit but children also feel good about themselves as a person. Another reason sports are important is that sports provide an easier way of making friends. For many making friends is a hard thing to do, but through sports children do not really have a choice but to get to know their teammates. With these friendships, children are able...

A congolmeration of ineffective factions.

A congolmeration of ineffective factions does not sound like a flattering description of what we know today as the Grand Old Party. However, it was the same delicately threaded patchwork quilt of a party that has recently given us our 43rd U.S. president. In its broadest sense the Republican party consists of econmic and social conservatives. You have those more econmic minded who feel that if you work hard and save your money, you will not need the governments assistance in acheieving the American dream. Then, you have those who are more socially minded and feel that it is the responsibility of the government to act as the moral agent for the nation. This is important because, the forces at work in the Republican party today are essentially unchanged since the partys formation over one hundred and fifty years ago. In order to achieve better insight as to where we are today in the Republican party, one must look into the various groups absorbed into the party. At the time of the formation of the Republican Party, the government was basically a two party system consisting of the Democrats and the Whigs. The Republicans became a national party when John Freemont was nominated for president. One can ascertain rather clearly what was going on at the time simply by studying the slogan under which Freemont ran: Free soil, free labor, free speech, free men, Fremont." While the Republicans would go on to lose the election, they did garner 33% of the vote. Four years later Abraham Lincoln would be elected the first Republican president. In considering the issues of these groups, a parallel can be drawn with the issues of the Republican party of today. The main concern of the Free Soil Party was ensuring that the land of the Western territory be free of slave labor so that the small farmers and wage-earners would have the opportunity to compete. Such views can still clearly be seen in the

The Quality of Leaders Assignment Example | Topics and Well Written Essays - 250 words

The Quality of Leaders - Assignment Example The other leader who is least admired is the managing director of a local restaurant in the United States. This leader has been in position for about four years in what may generally be referred to as a static restaurant business. Among other things, this latter leader is autocratic, unapproachable, secretive, intemperate and unable to stick to a common plan. The two leaders achieved their levels of power and influence through different means. For example the admired leader rose through the ranks of the sporting club of which he is presently the Chief Executive Director. This is because the company that runs the club has an organizational structure or system that rewards hard work by promoting employees through the ranks of positions. With the type of diligence, hard work and submissiveness that is described by Ancona et al (2007 p. 96), the leader easily won the hearts of the Board of Directors to win promotional status whenever there was vacancy above his rank. As Andreu and Rosanas (2012) opine, leaders are at times able to buy their ways to the top by influencing the judgmental thoughts of the people who are responsible for their endorsement. It has therefore been reported of how the least admired leader managed to influence several people who had voting powers to vote for his promotion to the office in which he currently

Othello by William Shakespeare Essay Example | Topics and Well Written Essays - 500 words

Othello by William Shakespeare - Essay Example Outdoors, the cool autumn New York City air was tinged for a moment with the melancholy sounds of Billy Holliday belting out her first-hand impression of the ever-present scourge of lynching in the Deep South; painfully echoing through the words of a song she named Strange Fruit. Set in northern Italy during the late sixteen century, William Shakespeare's tragedy has never been able to avoid its powerful racial imagery. Perhaps that is as it was meant to be. However today, in such a multi-cultural and yet arguably still a rather segregated society, it is often difficult for Americans to truly gage racial sensibilities across several centuries and such wide bodies of water. When have we ever been able to gage an honest understanding of the true nature of racism within our own society So it is, that the best that we may hope to do is to put notions of racial antagonism and identity within the proper context of a prominent European city immersed within the waning years of the Italian Renaissance. Watching from the very first scene, as Iago appears to speak somewhat disparagingly of him as - 'The Moor', and Roderigo mocks his 'thick lips', what are we to make of the contemporary at

Cover Letter Essay Example | Topics and Well Written Essays - 250 words - 9

Cover Letter - Essay Example High collaboration and teamwork skills have assisted in maintaining quality co-ordination with previous workmates during the internship. My presentation and interpersonal skills have also made it possible to share ideas with board members. I am qualified in project management, and this has made it possible for me to attain my goal in building an orientation course for new engineers. I have professional affiliation with various organizations, the Society for human resource management being one that I have been privileged for being part of. Other associations include The Arabic Language Club, International Students’ Organization, Men’s Soccer Club, and College of Technology Student Leadership Council. These organizations have been influential in my career advancement for they have assisted me in learning and advancing myself career wise. Lastly, attached is a Curriculum Vita with my academic and professional

Impact of Employer Branding on Employee Performance

Impact of Employer Branding on Employee Performance Acknowledgement Apart from the efforts put by me, the success of any project depends largely on the encouragement and guidelines of many others. I take this opportunity to express my gratitude to the people who have been instrumental in the successful completion of my Thesis. I am heartily thankful to my Thesis Guide- Prof. Robin Thomas, whose encouragement, guidance and support from the initial to the final level enabled me to develop an understanding of this subject. The guidance and support received from all the members who contributed and who are contributing to this research, was vital for the success of this Thesis. I am grateful for their constant support and help. OBJECTIVE: To study the impact of Employer Branding on Employee Performance in the organizations in todays scenario. Also, to study the impact of effective Employer Branding on perceptual and objective areas of Performance Management. ABSTRACT Employer branding is the development and communication of an organizations culture as an employer in the marketplace. It conveys the organizations value proposition the totality of the organizations culture, systems, attitudes, and employee relationship along with encouraging its people to embrace and share goals for success, productivity, and satisfaction both on personal and professional levels. Employer branding represents a firms efforts to promote, both within and outside the firm, a clear view of what makes it different and desirable as an employer. In recent years employer branding has gained popularity among practicing managers. The importance of managing employee perceptions has given rise to the contemporary notion of Employer Brand. This is essentially the brand the employer projects to existing and potential employees via the chain of communication touch points ranging from recruitment intermediaries through to line managers. However one of the major issues in Employer Branding is how to measure an employer brand, what value does the employer brand have? Ultimately, a strong employer brand should contribute to the performance and success of the organization. The workforce is the real driver of profits in todays business world. Employer Branding helps in recruitment and retention of the best of talents. It has its impact in many areas of Human Resource Management like Employee Loyalty, Employee commitment, Employee retention and one of these areas which should get highly affected by this concept is Employee Performance. The strength of an organizations brand has a significant impact on the performance of its employees. A strong Employer Brand has a significant influence in the employees performance and that a strong product brand can essentially support the development of the employment brand. These days companies make a lot of investments in this concept of Employer Branding, thus studying the extent of its impact on Employees Performance in these organizations has become a vital need in todays scenario. THE SCOPE/COMMERCIAL VIABILITY OF THE STUDY * To study the concept of Employer Branding and its evolution over a period of time. * To study what it takes for an organization to build a magnetic Employer Brand. * To study the causes that lead organizations to focus more on this concept of Employer Branding. * To study the extent to which this process of Employer Branding helps the organizations to improve Employee Performance and what impact it has on other areas like Employee Loyalty and Employee Retention. * To study Employees Brand Based Equity and its impact on Employee Performance. * To study the benefits gained by the organizations as well as the obstacles faced by the organizations in the development and implementation of this process of Employer Branding. * To study the ways by which the impact of Employer Branding Process can be measured with Employee Performance being a major area of focus. METHODOLOGY The conceptual study of the thesis will be done through literature reviews. Descriptive research design will be used to get an idea of the implementation of this concept. Also, Causal research design will be used to understand the relationship between the variables under study to reach reliable and valid conclusions. The method of Probability sampling will be used to carry out the required surveys. Hereby, the method of Stratified Random Sampling will be used. The use of these methods and Research Designs would make the study more concrete and reliable. SOURCES OF INFORMATION  · Secondary data collection will be done through websites, literature study, journals, magazines and articles.  · Primary data collection will be done through interviews of professionals and subject experts. Also, the questionnaires will be used to carry out the surveys of the Target Audience. * The target audience would be the H.R [Senior Level] and Subject Experts. Study would be conducted across sectors and around Five Industries would be taken under study. Five Firms would be taken for survey purpose under each Industry. So in all, 25 H.R [Senior Level] across sectors and Five Subject Experts would be surveyed. Sample size would be 30. Note: The thesis has to be divided in three parts. The first part would talk about the following: * The meaning and background of Employer Branding, the dimensions of Employer Branding, etc. * The meaning and background of Employee Performance and how it is defined. * How are Employer Branding and Employee Performance related. The second part would be of Industry research which would include study of various industries taking into consideration various units under various industries. It would include data analysis and data interpretation. The third part would include the derivations of the study. It would include key findings and learning and suggestions. Chapter 1. Introduction to Branding 1.1 Defining a Brand Branding has been around for centuries as a means to distinguish the goods of one producer from those of another. In fact, the word brand is derived from the Old Norse word brandr, which means â€Å"to burn, as brands are the means by which owners of livestock mark their animals to identify them. According to the American Marketing Association (AMA) a brand is a name, term, sign, symbol, or design, or a combination of them, intended to identify the goods and services of one seller or group of sellers and to differentiate them from those of competition.† Technically speaking, then, whenever a marketer creates a new name, logo, or symbol for a new product, he or she has created a brand. Thus, the key to creating a brand, according to the AMA definition, is to be able to choose a name, logo, symbol, package design, or other attribute that identifies a prod ­uct and distinguishes it from others. These different components of a brand that iden ­tify and differentiate it can be called brand elements. A brand is therefore a product, but one that adds other dimensions that differentiate it in some way from other products designed to satisfy the same need. These differences may be rational and tangible—related to product performance of the brand—or more symbolic, emotional, and intangible—related to what the brand represents. One mar ­keting Observer put it this way. More specifically, what distinguishes a brand from its unbranded commodity counterpart and gives it equity is the sum total of consumers perceptions and feelings about the products attributes and how they perform, about the brand name and what it stands for, and about the company associated with the brand? 1.2 Why Brand? More and more firms and other organizations have come to the realization that one of their most valuable assets is the brand names associated with their products or services. In an increasingly complex world, individuals and businesses are faced with more and more choices but seemingly have less and less time to make those choices. The ability of a strong brand to simplify consumer decision making, reduce risk, and set expectations is thus invaluable. Creating strong brands that deliver on that promise, and maintaining and enhancing the strength of those brands over time, is thus a management imperative. Emile Durkheim in Elementary Forms of The Religious Life explains the religion of the Australian Aborigines. The concept of a church as Durkheim defines it is ‘a shared feeling of a special kind. It is group dynamics, the act of assembling for a common purpose, that creates the feeling of being in the presence of a spirit greater than the individual, a sacred feeling of being in the presence of a spirit greater than the individual, a sacred feeling that strikes a chord with our deepest longings. Brands, too, strike chords. However, striking the right chord is both difficult and often costly. There are no guarantees of the result, although there is a clear difference in the growth of financial value if we compare companies that have done at least a little branding and those that havent branded themselves at all. 1.3 Why do Brands matter? Creating a successful brand entails blending all these various elements to ­gether in a unique way—the product or service has to be of high quality and appropriate to consumer needs, the brand name must be appealing and in tune with the consumers perceptions of the product, the packaging, promo ­tion, pricing and all other elements must similarly meet the tests of appropri ­ateness, appeal, and differentiation. An obvious question is why are brands important? What functions do they per ­form that make them so valuable to marketers? One can take a couple of per ­spectives to uncover the value of brands to both consumers and firms themselves. 1.3.1 To Consumers As with the term product, this book uses the term consumer broadly to encompass all types of customers, including individuals as well as organizations. To consumers, brands provide important functions. Brands identify the source or maker of a product and allow consumers to assign responsibility to a particular manufacturer or distributor. Most important, brands take on special meaning to consumers. Because of past experi ­ences with the product and its marketing program over the years, consumers learn about brands. They find out which brands satisfy their needs and which ones do not. As a result, brands provide a shorthand device or means of simplification for their product decisions. If consumers recognize a brand and have some knowledge about it, then they do not have to engage in a lot of additional thought or processing of information to make a product decision. Thus, from an economic perspective, brands allow consumers to lour search costs for products both internally (in terms of how much they have to think) and externally (in terms of how much they have to look around). Based on what they already know about the brand—its quality, product characteristics, and so forth— consumers can make assumptions and form reasonable expectations about what they may not know about the brand. Brands can also play a significant role in signaling certain product characteristics to consumers. Researchers have classified products and their associated attributes or benefits into three major categories: search goods, experience goods, and credence goods. With search goods, product attributes can be evaluated by visual inspection (e.g., the sturdiness, size, color, style, weight, and ingredient composition of a product). With experience goods, product attributes—potentially equally important—cannot be assessed so easily by inspection, and actual product trial and experience is necessary (e.g., as with durability, service quality, safety, and ease of handling or use). With cre ­dence goods, product attributes may be rarely learned (e.g., insurance coverage). Because of the difficulty in assessing and interpreting product attributes and benefits with experience and credence goods, brands may be particularly important signals of quality and other characteristics to consumers for these types of products. Brands can reduce the risks in product decisions. Consumers may perceive many different types of risks in buying and consuming a product: *Functional risk: The product does not perform up to expectations *Physical risk: The product poses a threat to the physical well-being or health of the user or others *Financial risk: The product is not worth the price paid *Social risk: The product results in embarrassment from others *Psychological risk: The product affects the mental well-being of the user *Time risk: The failure of the product results in an opportunity cost of finding another satis ­factory product Although there are a number of different means by which consumers handle these risks, certainly one way in which consumers cope is to buy well-known brands, espe ­cially those brands with which consumers have had favorable past experiences. Thus, brands can be a very important risk-handling device, especially in business to business settings where these risks can sometimes have quite profound implications. 1.3.2 To Firms Brands also provide a number of valuable functions to firms. Fundamentally, they serve an identification purpose to simplify product handling or tracing for the firm. Operationally, brands help to organize inventory and accounting records. A brand also offers the firm legal protection for unique features or aspects of the product. A brand can retain intellectual property rights, giving legal title to the brand owner. The brand name can be protected through registered trademarks, manufacturing processes can be protected through patents, and packaging can be protected through copyrights and designs. These intellectual property rights ensure that the firm can safely invest in the brand and reap the benefits of a valuable asset. As noted earlier, these investments in the brand can endow a product with unique associations and meanings that differentiate it from other products. Brands can signal a certain level of quality so that satisfied buyers can easily choose the product again. This brand loyalty provides predictability and security of demand for the firm and cre ­ates barriers of entry that make it difficult for other firms to enter the market. Although manufacturing processes and product designs may be easily duplicated, last ­ing impressions in the minds of individuals and organizations from years of marketing activity and product experience may not be so easily reproduced. In this sense, brand ­ing can be seen as a powerful means of securing a competitive advantage. 1.4 Can anything be branded? [Can organizations be branded?] Brands clearly provide important benefits to both consumers and firms. An obvious question, then, is, How are brands created? How do we brand a product? Although firms provide the impetus for brand creation through their marketing programs and other activities, ultimately a brand is something that resides in the minds of consumers. A brand is a perceptual entity that is rooted in reality, but it is also more than that, reflecting the perceptions and perhaps even the idiosyncrasies of consumers. To brand a product it is necessary to teach consumers who the product is by giving it a name and using other brand elements to help identify it—as well as what the product does and why consumers should care. In other words, to brand a product or ser ­vice, it is necessary to give consumers a label for the product (i.e., heres how we can identify the product) and to provide meaning for the brand to consumers (i.e., heres what this particular product can do for we and why it is special and different from other brand name products). Branding involves creating mental structures and helping con ­sumers organize their knowledge about products and services in a way that clarifies their decision making and, in the process, provides value to the firm. The key to brand ­ing is that consumers perceive differences among brands in a product category. As noted earlier, brand differences often are related to attributes or benefits of the product itself. In other cases, however, brand d ifferences may be related to more intangible image considerations. The universality of branding can be recognized by looking at some different product applications. As noted previously, products can be defined broadly to include phys ­ical-goods, services, retail stores, online businesses, people, organizations, places, or ideas. Brands extend beyond products and services. People and organizations also can be viewed as brands. The naming aspect of the brand is generally straightforward in this case, and people and organizations also often have well-defined images understood and liked or disliked by others. This fact becomes particularly true when considering public figures such as politicians, entertainers, and professional athletes. All of these different public figures compete in some sense for public approval and acceptance and benefit from conveying a strong and desirable image. 2: Introduction to Employer Branding 2.1 Defining an Employer Brand Like a consumer brand, it is an emotional relationship, but between an employer and employee, one that radiates out from this core to other stakeholders, to the community at large, and obviously to potential employees. Employer branding is the development and communication of an organizations culture as an employer in the marketplace. It conveys a value proposition the totality of a culture, systems, attitudes, and employee relationship along with encouraging a people to embrace and share goals for success, productivity, and satisfaction both on personal and professional levels. Employer branding is the essence of the employment experience, providing points that commence with initial employer brand awareness, and continuing throughout the tenure of employment, even extending into retirement. Employer branding is a distinguishing and relevant opportunity for a company to differentiate itself from the competition creating its branded factors as its USP for employee satisfaction and happiness resulting in retention, productivity and efficiency. 2.2 Elements/ Essentials of an Employer Brand Few things that form an Employer Brand are:  § AN EMPLOYER BRAND MUST ARTICULATE A PROMISE TO EMPLOYEES. Just as every business has a customer brand, every business has an employer brand, too. Whether or not a business has ever spent any time developing it. Thats because every business needs employees. And as it recruits and retains and motivates, a business needs to clarify what it stands for. Why it must exist. What difference it can make. What it believes in. How its offerings align with its values. And if a business doesnt define an employer brand, just ask the recruiters. They will tell the story based on their own experience. In fact, more than 90 percent of people on line looking for jobs say they must very closely or closely understand the value of working for a company, according to the 2005 poll by Yahoo! Hot Jobs. An employer brand is a promise to employees to provide an experience that, in return, will motivate their commitment to deliver a customer brand. The real spirit of a employer brand is a combination of what a business may promise and deliver, inside and outside. Essentially, its about a relationship, between a business and a people. How business generally approaches people, or talent, has actually changed a bit over the years. We can remember when business viewed employees as followers in a campaign—people who simply did as they were told. Then, as time passed, business progressed to considering employees as partners in the implementation of strategies. This led, in recent years, to a consideration of the exchange between employees and business—sort of a we do this in exchange for this—to express the relationship. But that was primarily a financial transaction. And over time the old ways of framing the relationship functionally became outdated. Employees began to demand a relationship that reached for something more: an emotional connection. Thats where employer brand makes a difference. An employer brand can be a magical combination of what a business values, offers, and rewards—marrying what a brand promises outside with what a experience demands inside; what a business believes in and how we fundamentally respect the people who deliver a brand.  § AN EMPLOYER BRAND MUST SUPPORT A BUSINESS STRATEGY. But one cant just build an employer brand because everyone else does. Its too important. Theres too much it must accomplish. The need must come from a business strategy. The key to a successful employer brand is alignment with the business strategy, says Yvonne Larkin of Diageo. Together the business and organization strategies give the employer brand a reason for being. The power of employer brand is how it connects the internal experience to the external business need. How it grounds the necessity for this internal experience in the economic realities of the buying decisions a customers make. For example, is a business in a phase of rapid growth? An employer brand is essential to a growth strategy. Thats because growth will demand that a business continue to hire the right people in the right jobs at the right time. And keep the people we currently have. This constant effort to recruit and re recruit demands that a business enjoy a reputation in the marketplace that will support am bitions for growth. An employer brand can help a business clarify what will and will not change as we grow. And what growth means to the people who choose to work for we. Or is a business shrinking? An employer brand is essential to a strategy for stability. It can, simply, give employees something to hold on to during periods of significant turbulence. An emotional connection with employees will be tested as a business faces challenges, such as reducing a size without cutting out a heart, or shifting a direction from what employees may consider sacred. And is a business changing? Considering or pursuing new strategies? An employer brand is essential to any change strategy simply because it provides a focal point for employees. An employer brand is a touchstone for a employees, as their willingness to emotionally connect may be tested with each action each day. The essence of effective change management is effective stability management, giving people things to protect as they adjust to things that change. An employer brand can give people that emotional anchor as they may emotionally react to how they are expected to change. It can help people sing off the same page and embrace a common vision.  § AN EMPLOYER BRAND MUST DEFINE, FOR EMPLOYEES, WHAT A CUSTOMERS EXPERIENCE. An employer brand will never thrive if its only an HR thing or a Communications thing. If its only purpose is to make people feel better. It will only thrive if it makes a difference in results by making a difference to customers. If it supports every touch point a customers have with a business. Such importance is a key reason why Hallmark, as part of its internal efforts to excite employees about its consumer brand, annually gives each employee a card pack as a friendly way to tell others of sending greeting cards. The card pack is just that—an attractive folder with three greeting cards inside, along with a note to the employee suggesting that they share this pack with someone outside Hallmark and their immediate family, such as a new neighbor, the person sitting next to them on an airplane or bus, or the helpful sacker at the grocery store.† The approach clearly connects employees to consumer touch points to help share Hallmarks mission of enriching lives. A customer who has a positive experience will be more likely to return. But that positive experience doesnt simply happen. People make it happen. And most of these are employees of a business. A customers experience, regardless of the product or service a business offers, is a series of reactions and observ ations at each touch point: how people notice, observe, hear, experience, and talk. Every brand experience has a defining moment. An authentic brand experience will be consistent from one person to the next because employees internalize what they must accomplish at each customer touch point. And ultimately they will tell others what they think based on what their experience. Commitment to the brand is just as important for an employee who touches customers as for an employee who never sees a customer. People who work with customers must live the brand in every interaction they conduct. Others, at the same time, work behind the scenes to make sure customer-facing employees have the tools and support they need for a positive interaction. Any business has people who never see a customer but who, in every interaction, represent the brand. Regardless of where an employee works, the commitment to deliver the brand involves internalizing the promise the brand makes, developing the skills necessary to deliver the promise, and displaying the behavior necessary when implementing those skills. At every touch point.  § AN EMPLOYER BRAND MUST DEFINE WHAT A BUSINESS NEEDS FROM AN EMPLOYEES. All the magical things that can happen when a brand connects with customers dont simply happen. Employees make them happen. An employer brand is more than simply articulating what the customer brand is all about. A employer brand must define what a business needs from employees to deliver the brand Two things must happen for any employee of any business— from the smallest gas station on the corner to the largest global business—to live the brand. First, the employee must understand what the brand is all about. The employee must understand and internalize the essence of what a business is about—how that essence authentically applies to the products and services and experiences a business offers, and how the customer brand articulates this essence. What customers expect. To successfully deliver the brand promise to customers, the employee must understand the difference a business makes to customers—through its brands as well as what employees are expected to deliver. Which is the difference between doing the job and delivering the brand? Second, the employee must believe how the brand differentiates from what else is available on the market. Its not enough for the employee to believe the product, service, or business is a better choice. The employee must seriously believe it is the only choice. How the brand is aspirational. The employee must believe in the authenticity of the pictures the brand can create. The idea the brand promotes. How the brand reaches beyond a single product or service to articulate the cumulative purpose of a business behind the brand and how it connects to what people aspire to be. How the brand is inspirational. The employee must believe in the authenticity of the brand. What a business stands for. How it differentiates from others, not just in products and services, but in fundamental integrity. How its business proposition stands apart. What is unique in how a business inspires people to connect? How the brand is emotional. The employee must feel a sense of ownership in the brand, how the brand represents a business and anyone who works for a business. As if each employee wears the brand on his or her sleeve. And it certainly involves more than wearing a logo on a shirt. This has everything to do with the values of a business. Its as if, to strongly believe in the brand, the employee must believe there is something at this business they simply cannot find anywhere else. This has everything to do with how the employees values align with the values of a business. And if everyone in a business shares and aligns with these values, the brand will grow stronger. How the brand is functional. Finally, the employee must believe the products and services a business produces will actually work. They must believe in the functional integrity of what a business delivers.  § AN EMPLOYER BRAND MUST DEFINE ON-BRAND BEHAVIOR. On-brand behavior is what brand is all about. Any business needs specific behaviors from employees to deliver its brand promise to customers. This on-brand behavior occurs when an employee acts (or delivers) in a way that is consistent with what the brand is all about. And its important because customers experience the brand only when employees deliver the characteristics the brand promises—when the behavior of employees supports the promise of the brand. The key to delivery of the brand is the on-brand behavior of employees at each touch point. PG carefully outlines the principles for creating exciting, memorable PG experiences—in short, a summary of on-brand behavior. In materials distributed to employees, the company says, â€Å"To make the experience personal for a consumer, the employee is encouraged, for example, to anticipate, appreciate, and respond to diverse styles, needs, and motivations. To put the guest in the center of the experience, the employee is encouraged to be genuine and authentic in actions and behavior. To deliberately build a consistent delightful experience for the consumer, the employee is encouraged to define and execute a total experience from the very first moment the guest is made aware through the final follow-up. To make the guests experience comfortable and seemingly simple, the employee is suggested to put the guest at ease. And to respond generously and selflessly to delight, and go beyond what is expected, the employee is encouraged to always look for ways to improve an experience .† The role of the employee to deliver the brand will differ from one business to another, simply because of the differences in what businesses offer. On-brand behavior is just as important in businesses whose employees never see a customer. Employees create what a business sells to customers. And customers experience the brand.  § AN EMPLOYER BRAND MUST CONNECT WHAT HAPPENS OUTSIDE TO WHAT HAPPENS INSIDE. A business has a customer brand as a place to buy—and an employer brand as a place to work. While a customer brand focuses on specific products or services available externally, an employer brand may highlight distinct experiences or opportunities available internally. An employer brand, on the inside, frames the experience a business creates for employees, so they in turn deliver the brand promises to customers. In fact, the only way an employer brand can authentically reflect a business is if it articulates an identity, mission and values. That can happen only if an employer brand builds from the inside—to incorporate an essential identity, mission, and values. But its not just about what happens inside a business. To fully picture the potential of an employer brand, we must focus on what happens outside—and what an employees must deliver.  § A EMPLOYER BRAND MUST FOCUS ON EMPLOYEE CHOICE Every day, employees make choices about where and how to work. They view each stage of their relationship with a business as a brand experience that a business delivers. Some may consider new opportunities they believe may better meet their personal expectations. Some may wonder Whats in it for me? if they contribute to the demands of the job and a business. Some may decide to depart a business about which they hold memories of what they experience—and they likely will share those experiences with others still actively connected to or certainly considering a business as an employer. Thats why a business needs to use its employer brand no matter what it is doing or w Impact of Employer Branding on Employee Performance Impact of Employer Branding on Employee Performance Acknowledgement Apart from the efforts put by me, the success of any project depends largely on the encouragement and guidelines of many others. I take this opportunity to express my gratitude to the people who have been instrumental in the successful completion of my Thesis. I am heartily thankful to my Thesis Guide- Prof. Robin Thomas, whose encouragement, guidance and support from the initial to the final level enabled me to develop an understanding of this subject. The guidance and support received from all the members who contributed and who are contributing to this research, was vital for the success of this Thesis. I am grateful for their constant support and help. OBJECTIVE: To study the impact of Employer Branding on Employee Performance in the organizations in todays scenario. Also, to study the impact of effective Employer Branding on perceptual and objective areas of Performance Management. ABSTRACT Employer branding is the development and communication of an organizations culture as an employer in the marketplace. It conveys the organizations value proposition the totality of the organizations culture, systems, attitudes, and employee relationship along with encouraging its people to embrace and share goals for success, productivity, and satisfaction both on personal and professional levels. Employer branding represents a firms efforts to promote, both within and outside the firm, a clear view of what makes it different and desirable as an employer. In recent years employer branding has gained popularity among practicing managers. The importance of managing employee perceptions has given rise to the contemporary notion of Employer Brand. This is essentially the brand the employer projects to existing and potential employees via the chain of communication touch points ranging from recruitment intermediaries through to line managers. However one of the major issues in Employer Branding is how to measure an employer brand, what value does the employer brand have? Ultimately, a strong employer brand should contribute to the performance and success of the organization. The workforce is the real driver of profits in todays business world. Employer Branding helps in recruitment and retention of the best of talents. It has its impact in many areas of Human Resource Management like Employee Loyalty, Employee commitment, Employee retention and one of these areas which should get highly affected by this concept is Employee Performance. The strength of an organizations brand has a significant impact on the performance of its employees. A strong Employer Brand has a significant influence in the employees performance and that a strong product brand can essentially support the development of the employment brand. These days companies make a lot of investments in this concept of Employer Branding, thus studying the extent of its impact on Employees Performance in these organizations has become a vital need in todays scenario. THE SCOPE/COMMERCIAL VIABILITY OF THE STUDY * To study the concept of Employer Branding and its evolution over a period of time. * To study what it takes for an organization to build a magnetic Employer Brand. * To study the causes that lead organizations to focus more on this concept of Employer Branding. * To study the extent to which this process of Employer Branding helps the organizations to improve Employee Performance and what impact it has on other areas like Employee Loyalty and Employee Retention. * To study Employees Brand Based Equity and its impact on Employee Performance. * To study the benefits gained by the organizations as well as the obstacles faced by the organizations in the development and implementation of this process of Employer Branding. * To study the ways by which the impact of Employer Branding Process can be measured with Employee Performance being a major area of focus. METHODOLOGY The conceptual study of the thesis will be done through literature reviews. Descriptive research design will be used to get an idea of the implementation of this concept. Also, Causal research design will be used to understand the relationship between the variables under study to reach reliable and valid conclusions. The method of Probability sampling will be used to carry out the required surveys. Hereby, the method of Stratified Random Sampling will be used. The use of these methods and Research Designs would make the study more concrete and reliable. SOURCES OF INFORMATION  · Secondary data collection will be done through websites, literature study, journals, magazines and articles.  · Primary data collection will be done through interviews of professionals and subject experts. Also, the questionnaires will be used to carry out the surveys of the Target Audience. * The target audience would be the H.R [Senior Level] and Subject Experts. Study would be conducted across sectors and around Five Industries would be taken under study. Five Firms would be taken for survey purpose under each Industry. So in all, 25 H.R [Senior Level] across sectors and Five Subject Experts would be surveyed. Sample size would be 30. Note: The thesis has to be divided in three parts. The first part would talk about the following: * The meaning and background of Employer Branding, the dimensions of Employer Branding, etc. * The meaning and background of Employee Performance and how it is defined. * How are Employer Branding and Employee Performance related. The second part would be of Industry research which would include study of various industries taking into consideration various units under various industries. It would include data analysis and data interpretation. The third part would include the derivations of the study. It would include key findings and learning and suggestions. Chapter 1. Introduction to Branding 1.1 Defining a Brand Branding has been around for centuries as a means to distinguish the goods of one producer from those of another. In fact, the word brand is derived from the Old Norse word brandr, which means â€Å"to burn, as brands are the means by which owners of livestock mark their animals to identify them. According to the American Marketing Association (AMA) a brand is a name, term, sign, symbol, or design, or a combination of them, intended to identify the goods and services of one seller or group of sellers and to differentiate them from those of competition.† Technically speaking, then, whenever a marketer creates a new name, logo, or symbol for a new product, he or she has created a brand. Thus, the key to creating a brand, according to the AMA definition, is to be able to choose a name, logo, symbol, package design, or other attribute that identifies a prod ­uct and distinguishes it from others. These different components of a brand that iden ­tify and differentiate it can be called brand elements. A brand is therefore a product, but one that adds other dimensions that differentiate it in some way from other products designed to satisfy the same need. These differences may be rational and tangible—related to product performance of the brand—or more symbolic, emotional, and intangible—related to what the brand represents. One mar ­keting Observer put it this way. More specifically, what distinguishes a brand from its unbranded commodity counterpart and gives it equity is the sum total of consumers perceptions and feelings about the products attributes and how they perform, about the brand name and what it stands for, and about the company associated with the brand? 1.2 Why Brand? More and more firms and other organizations have come to the realization that one of their most valuable assets is the brand names associated with their products or services. In an increasingly complex world, individuals and businesses are faced with more and more choices but seemingly have less and less time to make those choices. The ability of a strong brand to simplify consumer decision making, reduce risk, and set expectations is thus invaluable. Creating strong brands that deliver on that promise, and maintaining and enhancing the strength of those brands over time, is thus a management imperative. Emile Durkheim in Elementary Forms of The Religious Life explains the religion of the Australian Aborigines. The concept of a church as Durkheim defines it is ‘a shared feeling of a special kind. It is group dynamics, the act of assembling for a common purpose, that creates the feeling of being in the presence of a spirit greater than the individual, a sacred feeling of being in the presence of a spirit greater than the individual, a sacred feeling that strikes a chord with our deepest longings. Brands, too, strike chords. However, striking the right chord is both difficult and often costly. There are no guarantees of the result, although there is a clear difference in the growth of financial value if we compare companies that have done at least a little branding and those that havent branded themselves at all. 1.3 Why do Brands matter? Creating a successful brand entails blending all these various elements to ­gether in a unique way—the product or service has to be of high quality and appropriate to consumer needs, the brand name must be appealing and in tune with the consumers perceptions of the product, the packaging, promo ­tion, pricing and all other elements must similarly meet the tests of appropri ­ateness, appeal, and differentiation. An obvious question is why are brands important? What functions do they per ­form that make them so valuable to marketers? One can take a couple of per ­spectives to uncover the value of brands to both consumers and firms themselves. 1.3.1 To Consumers As with the term product, this book uses the term consumer broadly to encompass all types of customers, including individuals as well as organizations. To consumers, brands provide important functions. Brands identify the source or maker of a product and allow consumers to assign responsibility to a particular manufacturer or distributor. Most important, brands take on special meaning to consumers. Because of past experi ­ences with the product and its marketing program over the years, consumers learn about brands. They find out which brands satisfy their needs and which ones do not. As a result, brands provide a shorthand device or means of simplification for their product decisions. If consumers recognize a brand and have some knowledge about it, then they do not have to engage in a lot of additional thought or processing of information to make a product decision. Thus, from an economic perspective, brands allow consumers to lour search costs for products both internally (in terms of how much they have to think) and externally (in terms of how much they have to look around). Based on what they already know about the brand—its quality, product characteristics, and so forth— consumers can make assumptions and form reasonable expectations about what they may not know about the brand. Brands can also play a significant role in signaling certain product characteristics to consumers. Researchers have classified products and their associated attributes or benefits into three major categories: search goods, experience goods, and credence goods. With search goods, product attributes can be evaluated by visual inspection (e.g., the sturdiness, size, color, style, weight, and ingredient composition of a product). With experience goods, product attributes—potentially equally important—cannot be assessed so easily by inspection, and actual product trial and experience is necessary (e.g., as with durability, service quality, safety, and ease of handling or use). With cre ­dence goods, product attributes may be rarely learned (e.g., insurance coverage). Because of the difficulty in assessing and interpreting product attributes and benefits with experience and credence goods, brands may be particularly important signals of quality and other characteristics to consumers for these types of products. Brands can reduce the risks in product decisions. Consumers may perceive many different types of risks in buying and consuming a product: *Functional risk: The product does not perform up to expectations *Physical risk: The product poses a threat to the physical well-being or health of the user or others *Financial risk: The product is not worth the price paid *Social risk: The product results in embarrassment from others *Psychological risk: The product affects the mental well-being of the user *Time risk: The failure of the product results in an opportunity cost of finding another satis ­factory product Although there are a number of different means by which consumers handle these risks, certainly one way in which consumers cope is to buy well-known brands, espe ­cially those brands with which consumers have had favorable past experiences. Thus, brands can be a very important risk-handling device, especially in business to business settings where these risks can sometimes have quite profound implications. 1.3.2 To Firms Brands also provide a number of valuable functions to firms. Fundamentally, they serve an identification purpose to simplify product handling or tracing for the firm. Operationally, brands help to organize inventory and accounting records. A brand also offers the firm legal protection for unique features or aspects of the product. A brand can retain intellectual property rights, giving legal title to the brand owner. The brand name can be protected through registered trademarks, manufacturing processes can be protected through patents, and packaging can be protected through copyrights and designs. These intellectual property rights ensure that the firm can safely invest in the brand and reap the benefits of a valuable asset. As noted earlier, these investments in the brand can endow a product with unique associations and meanings that differentiate it from other products. Brands can signal a certain level of quality so that satisfied buyers can easily choose the product again. This brand loyalty provides predictability and security of demand for the firm and cre ­ates barriers of entry that make it difficult for other firms to enter the market. Although manufacturing processes and product designs may be easily duplicated, last ­ing impressions in the minds of individuals and organizations from years of marketing activity and product experience may not be so easily reproduced. In this sense, brand ­ing can be seen as a powerful means of securing a competitive advantage. 1.4 Can anything be branded? [Can organizations be branded?] Brands clearly provide important benefits to both consumers and firms. An obvious question, then, is, How are brands created? How do we brand a product? Although firms provide the impetus for brand creation through their marketing programs and other activities, ultimately a brand is something that resides in the minds of consumers. A brand is a perceptual entity that is rooted in reality, but it is also more than that, reflecting the perceptions and perhaps even the idiosyncrasies of consumers. To brand a product it is necessary to teach consumers who the product is by giving it a name and using other brand elements to help identify it—as well as what the product does and why consumers should care. In other words, to brand a product or ser ­vice, it is necessary to give consumers a label for the product (i.e., heres how we can identify the product) and to provide meaning for the brand to consumers (i.e., heres what this particular product can do for we and why it is special and different from other brand name products). Branding involves creating mental structures and helping con ­sumers organize their knowledge about products and services in a way that clarifies their decision making and, in the process, provides value to the firm. The key to brand ­ing is that consumers perceive differences among brands in a product category. As noted earlier, brand differences often are related to attributes or benefits of the product itself. In other cases, however, brand d ifferences may be related to more intangible image considerations. The universality of branding can be recognized by looking at some different product applications. As noted previously, products can be defined broadly to include phys ­ical-goods, services, retail stores, online businesses, people, organizations, places, or ideas. Brands extend beyond products and services. People and organizations also can be viewed as brands. The naming aspect of the brand is generally straightforward in this case, and people and organizations also often have well-defined images understood and liked or disliked by others. This fact becomes particularly true when considering public figures such as politicians, entertainers, and professional athletes. All of these different public figures compete in some sense for public approval and acceptance and benefit from conveying a strong and desirable image. 2: Introduction to Employer Branding 2.1 Defining an Employer Brand Like a consumer brand, it is an emotional relationship, but between an employer and employee, one that radiates out from this core to other stakeholders, to the community at large, and obviously to potential employees. Employer branding is the development and communication of an organizations culture as an employer in the marketplace. It conveys a value proposition the totality of a culture, systems, attitudes, and employee relationship along with encouraging a people to embrace and share goals for success, productivity, and satisfaction both on personal and professional levels. Employer branding is the essence of the employment experience, providing points that commence with initial employer brand awareness, and continuing throughout the tenure of employment, even extending into retirement. Employer branding is a distinguishing and relevant opportunity for a company to differentiate itself from the competition creating its branded factors as its USP for employee satisfaction and happiness resulting in retention, productivity and efficiency. 2.2 Elements/ Essentials of an Employer Brand Few things that form an Employer Brand are:  § AN EMPLOYER BRAND MUST ARTICULATE A PROMISE TO EMPLOYEES. Just as every business has a customer brand, every business has an employer brand, too. Whether or not a business has ever spent any time developing it. Thats because every business needs employees. And as it recruits and retains and motivates, a business needs to clarify what it stands for. Why it must exist. What difference it can make. What it believes in. How its offerings align with its values. And if a business doesnt define an employer brand, just ask the recruiters. They will tell the story based on their own experience. In fact, more than 90 percent of people on line looking for jobs say they must very closely or closely understand the value of working for a company, according to the 2005 poll by Yahoo! Hot Jobs. An employer brand is a promise to employees to provide an experience that, in return, will motivate their commitment to deliver a customer brand. The real spirit of a employer brand is a combination of what a business may promise and deliver, inside and outside. Essentially, its about a relationship, between a business and a people. How business generally approaches people, or talent, has actually changed a bit over the years. We can remember when business viewed employees as followers in a campaign—people who simply did as they were told. Then, as time passed, business progressed to considering employees as partners in the implementation of strategies. This led, in recent years, to a consideration of the exchange between employees and business—sort of a we do this in exchange for this—to express the relationship. But that was primarily a financial transaction. And over time the old ways of framing the relationship functionally became outdated. Employees began to demand a relationship that reached for something more: an emotional connection. Thats where employer brand makes a difference. An employer brand can be a magical combination of what a business values, offers, and rewards—marrying what a brand promises outside with what a experience demands inside; what a business believes in and how we fundamentally respect the people who deliver a brand.  § AN EMPLOYER BRAND MUST SUPPORT A BUSINESS STRATEGY. But one cant just build an employer brand because everyone else does. Its too important. Theres too much it must accomplish. The need must come from a business strategy. The key to a successful employer brand is alignment with the business strategy, says Yvonne Larkin of Diageo. Together the business and organization strategies give the employer brand a reason for being. The power of employer brand is how it connects the internal experience to the external business need. How it grounds the necessity for this internal experience in the economic realities of the buying decisions a customers make. For example, is a business in a phase of rapid growth? An employer brand is essential to a growth strategy. Thats because growth will demand that a business continue to hire the right people in the right jobs at the right time. And keep the people we currently have. This constant effort to recruit and re recruit demands that a business enjoy a reputation in the marketplace that will support am bitions for growth. An employer brand can help a business clarify what will and will not change as we grow. And what growth means to the people who choose to work for we. Or is a business shrinking? An employer brand is essential to a strategy for stability. It can, simply, give employees something to hold on to during periods of significant turbulence. An emotional connection with employees will be tested as a business faces challenges, such as reducing a size without cutting out a heart, or shifting a direction from what employees may consider sacred. And is a business changing? Considering or pursuing new strategies? An employer brand is essential to any change strategy simply because it provides a focal point for employees. An employer brand is a touchstone for a employees, as their willingness to emotionally connect may be tested with each action each day. The essence of effective change management is effective stability management, giving people things to protect as they adjust to things that change. An employer brand can give people that emotional anchor as they may emotionally react to how they are expected to change. It can help people sing off the same page and embrace a common vision.  § AN EMPLOYER BRAND MUST DEFINE, FOR EMPLOYEES, WHAT A CUSTOMERS EXPERIENCE. An employer brand will never thrive if its only an HR thing or a Communications thing. If its only purpose is to make people feel better. It will only thrive if it makes a difference in results by making a difference to customers. If it supports every touch point a customers have with a business. Such importance is a key reason why Hallmark, as part of its internal efforts to excite employees about its consumer brand, annually gives each employee a card pack as a friendly way to tell others of sending greeting cards. The card pack is just that—an attractive folder with three greeting cards inside, along with a note to the employee suggesting that they share this pack with someone outside Hallmark and their immediate family, such as a new neighbor, the person sitting next to them on an airplane or bus, or the helpful sacker at the grocery store.† The approach clearly connects employees to consumer touch points to help share Hallmarks mission of enriching lives. A customer who has a positive experience will be more likely to return. But that positive experience doesnt simply happen. People make it happen. And most of these are employees of a business. A customers experience, regardless of the product or service a business offers, is a series of reactions and observ ations at each touch point: how people notice, observe, hear, experience, and talk. Every brand experience has a defining moment. An authentic brand experience will be consistent from one person to the next because employees internalize what they must accomplish at each customer touch point. And ultimately they will tell others what they think based on what their experience. Commitment to the brand is just as important for an employee who touches customers as for an employee who never sees a customer. People who work with customers must live the brand in every interaction they conduct. Others, at the same time, work behind the scenes to make sure customer-facing employees have the tools and support they need for a positive interaction. Any business has people who never see a customer but who, in every interaction, represent the brand. Regardless of where an employee works, the commitment to deliver the brand involves internalizing the promise the brand makes, developing the skills necessary to deliver the promise, and displaying the behavior necessary when implementing those skills. At every touch point.  § AN EMPLOYER BRAND MUST DEFINE WHAT A BUSINESS NEEDS FROM AN EMPLOYEES. All the magical things that can happen when a brand connects with customers dont simply happen. Employees make them happen. An employer brand is more than simply articulating what the customer brand is all about. A employer brand must define what a business needs from employees to deliver the brand Two things must happen for any employee of any business— from the smallest gas station on the corner to the largest global business—to live the brand. First, the employee must understand what the brand is all about. The employee must understand and internalize the essence of what a business is about—how that essence authentically applies to the products and services and experiences a business offers, and how the customer brand articulates this essence. What customers expect. To successfully deliver the brand promise to customers, the employee must understand the difference a business makes to customers—through its brands as well as what employees are expected to deliver. Which is the difference between doing the job and delivering the brand? Second, the employee must believe how the brand differentiates from what else is available on the market. Its not enough for the employee to believe the product, service, or business is a better choice. The employee must seriously believe it is the only choice. How the brand is aspirational. The employee must believe in the authenticity of the pictures the brand can create. The idea the brand promotes. How the brand reaches beyond a single product or service to articulate the cumulative purpose of a business behind the brand and how it connects to what people aspire to be. How the brand is inspirational. The employee must believe in the authenticity of the brand. What a business stands for. How it differentiates from others, not just in products and services, but in fundamental integrity. How its business proposition stands apart. What is unique in how a business inspires people to connect? How the brand is emotional. The employee must feel a sense of ownership in the brand, how the brand represents a business and anyone who works for a business. As if each employee wears the brand on his or her sleeve. And it certainly involves more than wearing a logo on a shirt. This has everything to do with the values of a business. Its as if, to strongly believe in the brand, the employee must believe there is something at this business they simply cannot find anywhere else. This has everything to do with how the employees values align with the values of a business. And if everyone in a business shares and aligns with these values, the brand will grow stronger. How the brand is functional. Finally, the employee must believe the products and services a business produces will actually work. They must believe in the functional integrity of what a business delivers.  § AN EMPLOYER BRAND MUST DEFINE ON-BRAND BEHAVIOR. On-brand behavior is what brand is all about. Any business needs specific behaviors from employees to deliver its brand promise to customers. This on-brand behavior occurs when an employee acts (or delivers) in a way that is consistent with what the brand is all about. And its important because customers experience the brand only when employees deliver the characteristics the brand promises—when the behavior of employees supports the promise of the brand. The key to delivery of the brand is the on-brand behavior of employees at each touch point. PG carefully outlines the principles for creating exciting, memorable PG experiences—in short, a summary of on-brand behavior. In materials distributed to employees, the company says, â€Å"To make the experience personal for a consumer, the employee is encouraged, for example, to anticipate, appreciate, and respond to diverse styles, needs, and motivations. To put the guest in the center of the experience, the employee is encouraged to be genuine and authentic in actions and behavior. To deliberately build a consistent delightful experience for the consumer, the employee is encouraged to define and execute a total experience from the very first moment the guest is made aware through the final follow-up. To make the guests experience comfortable and seemingly simple, the employee is suggested to put the guest at ease. And to respond generously and selflessly to delight, and go beyond what is expected, the employee is encouraged to always look for ways to improve an experience .† The role of the employee to deliver the brand will differ from one business to another, simply because of the differences in what businesses offer. On-brand behavior is just as important in businesses whose employees never see a customer. Employees create what a business sells to customers. And customers experience the brand.  § AN EMPLOYER BRAND MUST CONNECT WHAT HAPPENS OUTSIDE TO WHAT HAPPENS INSIDE. A business has a customer brand as a place to buy—and an employer brand as a place to work. While a customer brand focuses on specific products or services available externally, an employer brand may highlight distinct experiences or opportunities available internally. An employer brand, on the inside, frames the experience a business creates for employees, so they in turn deliver the brand promises to customers. In fact, the only way an employer brand can authentically reflect a business is if it articulates an identity, mission and values. That can happen only if an employer brand builds from the inside—to incorporate an essential identity, mission, and values. But its not just about what happens inside a business. To fully picture the potential of an employer brand, we must focus on what happens outside—and what an employees must deliver.  § A EMPLOYER BRAND MUST FOCUS ON EMPLOYEE CHOICE Every day, employees make choices about where and how to work. They view each stage of their relationship with a business as a brand experience that a business delivers. Some may consider new opportunities they believe may better meet their personal expectations. Some may wonder Whats in it for me? if they contribute to the demands of the job and a business. Some may decide to depart a business about which they hold memories of what they experience—and they likely will share those experiences with others still actively connected to or certainly considering a business as an employer. Thats why a business needs to use its employer brand no matter what it is doing or w

tupacs music Essay -- essays research papers

MUSIC ANALYSIS: Changes by Tupac Shakure   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   For most people that listen to music, a song can be classified as simply a plethora of words constructed into verses in the midst of an appealing tune playing in the backdrop. But it is when an artist can take all of this and add even more to it to make it memorable and even sometimes controversial he or she is considered a great artist. Perhaps one of the most misunderstood rap, along with hip hop artist of the 20th century is the late Tupac Shakure. ... However, to his fans and critics, he was perceived as a political poet and a lyrical genius. Though I wasn’t supposed to, I have listened to Pac since I was a child...and Ill have to admit I haven’t always liked him or his style of rappi...

Understand How to Safeguard the Well Being of Children and Young People

Question 1: Why is it important to safeguard children and young people? Without providing the service of safeguarding for children and young people who are not developed enough to do it for themselves, their future could be negatively affected. If they were to be affected by an event such as abuse, and there is no safeguarding in place, this could carry on and seriously affect their physical and emotional development. This could mean they fall behind with developmental milestones. Children need to be provided with a safe and happy environment to grow up in so they are happy to develop at a normal rate and sequence. This will help them achieve their full potential, through into adulthood. Question 2: Explain why a person-centred approach is important in safeguarding the well-being of children or young people. It is important to centre the safeguarding approach around the child or young person, as their wishes and concerns need to be taken into account to achieve the best possible outcome for them. It is important to have a good relationship with the child so the child will feel comfortable disclosing information and conveying their feelings and points of views. Having this will mean the organisation can respond in the most accurate and appropriate way. The child can then be involved in any future decisions. The organisation and carers should be there to support and explain everything to the child to try to comfort them so the situation is not so daunting and the child can explain clearly what they want for their future.

How American Hisotry X Relates to Political Science Text Think American Government

Lisa _______________ Professor _______________ Political Science 02 Due April 3, 2013 SUMMARY American History X was written by David McKenna and directed by Tony Kaye. Starring Edward Norton as Derek Vinyard, the film was released in 1998. The main idea of the film is the social and political issues of racism. It is a story of how a family is affected by one son’s view of the history of race roles in America, his life within the neo Nazi culture, and finally, after resigning himself to such a lifestyle due to prison reformation, his attempt to pull his younger brother from the same way of violent life.Ultimately, it is a story of the cycles of hate surrounding racism. The film is shown in non-linear narrative where events are given out of chronological order. When going back in time, the audience is given black and white film whereas the present is portrayed in color. Danny Vinyard, is given an assignment to write an essay on the incarceration of the main character, his older brother, Derek. The essay was to entail what led up to the incarceration and how his family was affected. The verbal reflection of his essay is when the audience is shown the film presented in black and white.Also during the verbal reflection, we find out that Derek was incarcerated for the murder of 2 Black thieves who were trying to steal the truck left to him by his late father who was killed by, not without intent of the writer, a Black man a few years prior. With that, the storyline is set up so that we know why Derek and Danny have turned to a life of neo Nazism and why Derek was given a 3 year sentence for going overboard in killing the thieves: the brothers have been affected by the criminality of the Black culture.The essay assigned to Danny, which was due the following day, was an assignment given by Danny’s Black principal after his Jewish teacher reported a questionable essay to him entitled My Mein Kampft. In the 24 hours in which the essay is being written, and narrated to the viewers, we learn the entire story of the brothers’ journeys from average kids, through neo Nazism and back, only to learn their lesson too late when Danny is fatally struck down by a former Black recipient of his race hatred, essay still in hand.American History X correlates to the discussions of the class as well as various points of the class textbook, Think American Government. The film backs up two class discussions thus far in the semester: Khalil Muhammad’s theory on Black criminality in America in addition to Bryan Stevenson’s ideas on the stigma of mass incarceration attached to the Black culture in America.The film also touches on political issues from the text, such as: immigration, the first amendment to The United States Constitution, and Hate-Crimes Legislation. Khalil Muhammad: The timeline of the film literally goes back 24 hours; flashes back 3 years; and historically traces back to both 1863 and 1865 when, respectively, the Ema ncipation Proclamation was signed (proclaiming slaves in Confederate territory to be free forever) and when the first Ku Klux Klan (KKK) was organized.Some may even argue that the story goes back to the beginning of slavery in the United States colonies because those were the first racist acts of early America and upon which America was formed. Khalil Muhammad, a current day Black historian, might argue that the plot of this film traces back to the moment when, in 1865, following the Civil War, European immigrants were given opportunities by the government to stray from their acts of criminality but recently freed Black people were not.Instead, as Muhammad asserts in a Bill Moyers interview, as well as his book, Condemnation of Blackness, Black people were sent to ghetto housing to sort their criminality out on their own, whereas White European immigrants were given social welfare and job opportunities because they were, as Muhammad states, thought of as â€Å"children of Americans who need our help†, but Blacks were thought of as â€Å"naturally morally inferior and had propensity to harm people or steal†.American History X mimics this way of American ideology when Derek preaches, â€Å"We're so hung up on this notion that we have some obligation to help the struggling Black man, you know. Cut him some slack until he can overcome these historical injustices. It's crap. I mean, Christ, Lincoln freed the slaves, like, what- 130 years ago? How long does it take to get your act together? † If Derek had read Damnation of Blackness, he would understand Muhammad’s theory that it has been 130 years (from the end of Civil War to the making of the film) of a race in America that has ontinued to be downtrodden and imprisoned through actions such as Black Codes, Stop and Frisk policy, and the â€Å"invention of the criminal justice system as a repressive tool to keep black people in their place†. That is a hard battle to win. Derek migh t also understand how he fits into Muhammad’s theory that the European race has ideologies of an institutionalized Black race when Derek complains, â€Å"One in every three Black males is in some phase of the correctional system. Is that a coincidence or do these people have, you know, like a racial commitment to crime? † Bryan Stevenson:Not only does such a statement back up Muhammad’s theory about American ideologies, but it also touches on Bryan Stevenson’s argument. In Stevenson’s interview conducted by Bill Moyer, Stevenson states that in order to change the notion that the Black man is a criminal, we must understand the history from where it stems, and we must care about human rights and dignity while we remember that all of our survival â€Å"is tied to the survival of everyone. That our visions of technology, design, entertainment and creativity have to be married with the visions of humanity, compassion and justice†.Derek’s r ant about Black males in the correctional system oozes with Stevenson’s idea that the power of criminality identity among Black culture ultimately came from how American government and Europeans have stigmatized the Black race. In the scene where Derek finds himself in his prison cell begging African American Principal Sweeney to help him, it is not until Sweeney replies, â€Å"Has anything you’ve done made your life better? † that Derek sees the light and begins to make a change toward a life outside neo Nazism. This is a perfect example of the power of identity which is Stevenson’s underlying idea to his theory.Immigration: The writers of American History X touch on the illegal immigration topic as does the text, Think American Government, in chapter 1. The textbook says that, â€Å"critics (of illegal immigrants) charge that undocumented workers drive down wage rates for American citizens† (15). In the film there is a scene in which Derek gives a lecture to his neo Nazi peers on the subject of illegal immigrants to pump them up to terrorize a neighborhood store that has been taken over by a Korean owner who replaced the American workers with 0 illegal immigrants: â€Å"It’s about the hardworking Americans falling through the cracks and getting the shaft because their government cares more about the constitutional rights of†¦Ã¢â‚¬  illegal immigrants. However, the textbook lends a contrasting thought stating â€Å"advocates contend that the United States benefits from†¦ illegal immigration. They argue that undocumented workers take jobs that citizens do not want and that they pay more taxes than they receive in government services† (15). It is also worth noting the difference in illegal immigrant statistics from when the film was released in 1998 until now.According to the U. S. Department of Homeland Security (DHS) â€Å"2,830,000 illegal immigrants resided in California in 2011 compared to 2. 5 million in 2000. † In the same scene, Derek states, â€Å"There’s over 2 million illegal immigrants bedding down in (California) tonight†¦ $400 million just to lock up a bunch of illegal immigrant criminals†¦Ã¢â‚¬  In an article by BakersfieldNow. com on May 25, 2011, it was estimated, using data from California Department of Corrections and Rehabilitation from 2010, that California now spends $1 billion on illegal immigrant prisoners compared to the time the movie was released. irst amendment & Hate-Crimes Legislation: Another point worth noting, from when the movie was released in 1998 until now, is hate-crime laws. Within the Bill of Rights, the first ten amendments to the United States Constitution added in 1791, Amendment 1 states, â€Å"Congress shall make no law†¦ abridging the freedom of speech†¦Ã¢â‚¬  (363). Although the first amendment protects freedom of speech, it is not legal to use freedom of expression during an act of hate crime. The textbook states â€Å"in recent years, many states have adopted hate-crimes legislation, enhancing penalties for persons convicted of crimes motivated by bias† (69).Interestingly, Obama signed a bill in 2009 which was rooted by two hate-crimes of 1998, the year American History X was released, but it was before the movie that the Hate Crimes Statistics Act of 1990 came into effect. According to USA Today, in an article published October 28, 2009 and entitled â€Å"Obama Signs Hate-crimes Law Rooted in Crimes of 1998†, the Matthew Shepard and James Byrd Jr. Hate Crimes Prevention Act expanded the existing Hate Crimes Statistics Act of 1990 and mandated that it is against the law to attack any person â€Å"based on sexual orientation or gender, in ddition to race, color, religion or national origin†. Matthew Shepard was a gay teenager beat by two Wyoming men in October of 1998, after which he was tied to a fence where he died. In June of the same year, James B yrd Jr. , an African American man, was chained to a truck by three white men in Texas and dragged to his death. Notably, as the text explains increased penalties are given for those charged with hate-crimes, Derek only received 3 years for his hate-crime in the film.In conclusion, I would recommend the film to anyone interested in wanting to broaden their horizons on the race wars in America. I thought it was prudent that Derek verbally gave the stereotypical views of hate mongers in America, but it would be interesting to see how Khalil Muhammad and Bryan Stevenson might add their theories to the dialogs of the Jewish teacher or the Black principal to show America a way of thinking that I believe is not in the public eye as much as it should be. Perhaps a film should come our way from those two aforementioned?

Keystone Pipeline political, economic and environmental implications

Keystone Pipeline political, economic and environmental implications Introduction The Keystone XL pipeline is a venture that is estimated to cover a distance of about one thousand nine hundred kilometers of thirty-six inch diameter in transporting crude oil that stretching from Hardisty, Alberta and extending all the way south to Steele city of Nebraska. Keystone XL pipeline project is critical for the improvement of the economy and enhanced energy sustainability.Advertising We will write a custom term paper sample on Keystone Pipeline political, economic and environmental implications specifically for you for only $16.05 $11/page Learn More In addition, the pipeline project will be critical in enabling easy access of oil productions by the US oil producers. In fact, the project will benefit majorly from the large oil markets existing in the US. The project that is estimated to cost $5.3 billion, the largest transportation venture in the US currently is expected to come with a number of implications concerning the political, economic and environmental aspects. Therefore, the study will explore the political, economic and environmental implications of the Keystone XL pipeline. In essence, comprehending the implications of political, economic and environmental factors before approval of important projects such as the Gateway Pipeline is critical (McAllister 54). The main objective of the study is to examine the implications of political, environmental and economic factors before the establishment of the Keystone XL pipeline. The economic, political and environmental implications have not often been critically looked at while approving major projects such as Keystone Pipeline. Examining the implications of such factors is important before such projects are undertaken. Therefore, the study of the economic, political and environmental implications is critical for both academic and practical purposes. Literature review The literature analysis will provide a description of the relevant important information on the economic, political as well as the environmental implication of the approval or the censure of the Keystone pipeline project. Specifically, the literature review focuses on various studies that have been conducted on the environmental, political and economic implications of similar projects around the world. According to the studies that have been conducted, the environmental, political and economic implications of major projects such as the Keystone XL pipeline are immense (Wang 545).Advertising Looking for term paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Studies have indicated that projects are approved under the circumstances where the benefits supersede the costs and negative effects (Wang 545). Most successful oil and gas pipeline projects have greater economic benefits to the industries as well as the general economic growth of the country or countries it connects. Moreover, environmental implications are highly considered by most of the oil and gas pipeline projects. The reason is that the oil and gas have great impact on the environment in case of leakage. In fact, most of the studies on the environmental implication of oil and gas industry have narrowly focused on such impacts (Hirschberg 15). However, the effect of environment goes beyond the pipeline to the emissions that are generated by the pipelines as well as related industries. Political implications All major projects have political implications ranging from political decision-making process to government relationships. The implementation of major projects requires political will and government cooperation in terms of resources management, security and financial obligations (Harnly 23). In the circumstances that the project involves multiple political boundaries, inter-governmental relationship is highly required. Moreover, both private sector and governments finance most of the major projects. The Keysto ne XL pipeline that has to be undertaken across various states. For the project to succeed there is need for state cooperation. The pipeline construction will have effects on various environmental laws as well as state regulations. However, legal requirements can be amended to suit the developmental needs of the pipeline. In essence, the pipeline will have little political implications. Economic implications The construction of the project will employ about nine thousand expert American labor units. In other words, employment prospects will be available to the welders, mechanics, electricians and pipefitters. In addition, job opportunities will be offered in terms of safety coordinators, heavy equipment operators and other personnel in the construction industry to sustain their livelihoods (Harnly 23). Further, studies show that approximately seven thousand five hundred employment openings in the US are sustained by the steel manufacturing industries. In principle, the manufacturers of steel pipes, fittings, valves, pumps as well as control devices are bigger beneficiaries of oil pipeline ventures.Advertising We will write a custom term paper sample on Keystone Pipeline political, economic and environmental implications specifically for you for only $16.05 $11/page Learn More TransCanada Corporation, the Alberta based Energy Company that specializes in the development and operation of energy infrastructure in North America, has a connection with over fifty dealers in various states within the US. The corporation has employed over three thousand five hundred Americans in the construction of the Gulf Coast pipeline. Most importantly, the building of both the Keystone XL and the Gulf Coast pipelines will have positive economic implications in terms proceeds to the local and state governments. For instance, the projects are expected to generate over $20 billion to the overall economy as well as $100 million in local governments income and $490 million to the state governments. Further, the pipeline ventures will produce over $5 billion in terms of property taxes. Canadian Energy Research Institute contends that the Keystone pipeline will boost the America’s GDP in terms of proceeds and creation of employment opportunities in the next twenty-two years. Specifically, the institute contends that the project will boost the US gross domestic product by $175 billion and avail 1.9 million-person years of work. Generally, the pipeline venture will create job prospects as well as generate tax proceeds to the state governments thereby leading to the growth of the economy (McAllister 54). To begin with, American families will get jobs as welders, mechanics, equipment operators, truck drivers and laborers thus improving their livelihoods. Second, the venture has the potential of creating a number of business opportunities such as clearing, lodging and accommodation as well as maintenance equipment brought about by high d emand for the local goods and services. Lastly, the project will sustain the livelihoods of the society as well as increase the flow of tax proceeds in terms of property taxes across the US. The tax revenues will be invaluable in the operations and support of the local programs, disaster services, health and educational programs.Advertising Looking for term paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Environmental implications The construction of Keystone pipeline pledged to undertake the safety measures considering the environmental implications. Actually, pipelines are considered the safest and the most proficient medium through which fossil fuels can be transported (McAllister 84). In the United States, over ninety-five percent of oil and natural gas pipelines transports are safe and unswerving. The pipeline venture has incorporated special safety conditions in its design and the construction. In other words, the project has included remote-controlled shut off valves as well as augmenting the examination of the pipelines, concealing the pipes deeper into the ground and using solid pipes at river crossings. The anticipated Keystone itinerary has identified the significance of the local land and topsoil conservation thus efficiently perform the construction taking into account the importance of land reclamation process. Further, with the vast experience in the building and the operation of pipelines, TransCanada Company has devised measures that will minimize adverse effects to the endangered species, habitat, water crossings as well as the paleontological resources. Moreover, the pipeline’s high-tech controls will provide updates concerning any problems within the pipeline. Discussion and Analysis From the study, quantitative performance parameters are very vital in the determination of the implications. The direct economic gains, the public perceptions and the possible environmental hazard determine the quantitative measures that are used. Based on the parameters the implication of the factors was emphasized. According to the study findings, the environment becomes one of the major concerns by not only the public but also the industrialists and the governments. As a result, the project has taken keen measures to avert any environmental hazards that may occur. Another important environmental aspect that came out is how the project as well as relat ed industries will deal with the issues of carbon emissions. The major argument was that the pipeline increases the utilization of carbon fuels that causes an increase in the emissions. However, the proponents of the project argue that the measures taken are in accordance with the global requirements and conditions that have been put in place to reduce carbon emissions into the atmosphere. In addition, the US environmental regulations require that companies particularly dealing in fossil fuel have to meet environmental conditions that ensure reductions of emission in the atmosphere. Actions such as meeting the oil and gas pollution standards and carbon sequestration are some of the environmental precautions that will be undertaken by the project. The environmental oversight agencies have made it mandatory for companies to comply with not only the US environmental regulations but also global requirements. While considering the economic parameters through direct benefits including emp loyment opportunities, supportive industries, contribution of the project to the Growth of GDP, the results indicate an increasing trend. The indication is that there are increased benefits of the project. In essence, the environmental, economic and political indicators show positive impacts on the implementation of the project. Depending on the empirical indicators, the Keystone XL pipeline should be approved. Conclusion The economic, political and environmental analysis indicates positive implications of the project. The conclusion that can be drawn from the analyses is that the approval of the project will have positive results particularly on the economy despite few concerns over the environmental issues. In other words, the economic benefits are greater than the imminent costs. The economic, political, social and environmental evaluations are critical before the approval and implementation of major projects. Depending on the results of the environmental, economic and political implications, Keystone XL pipeline should be approved. Harnly, Nick. Cost-Benefit Analysis and the environment. Northampton, MA: Edward Elgar. Print. Hirschberg, Stefan. â€Å"Environmental, economic and social criteria and indicators for sustainability assessment of energy technologies.† Project Management Review, 6.2 (2007): 3-28. McAllister, Donald. Evaluation in Environmental Planning: Assessing Environmental, Social, Economic, and Political Trade-offs. Massachusetts: MIT Press, 2010. Print. Wang, Yan. â€Å"Environmental impact assessment of projects: new law, old problems.† Environmental Impact Assessment Review, 23.2 (2003): 543–579. Print.

Twelve Days in France and Italy Essay Example | Topics and Well Written Essays - 1000 words

Twelve Days in France and Italy - Essay Example I learned that the French were quite different in temperament to the Italians and that I preferred the latter's approach to life. But I realized how open I am to the cultures of others, and how much I enjoy learning about them. Our first stop was the French capital, Paris. We arrived there late on a cold, rainy night and I remember how amazed I was, staring out of the window at the colorful Paris avenue, the famous Champs Elysee. As the bus moved through the city, I was impressed with the bustling yet organized activity, and the marvelous architectural structures, like the Arc de Triomphe, the famous museum of the Louvre, and eventually, I saw the Eiffel Tower. Everywhere, lights twinkled through the rain, as if all the city was alive with gentle movement. We had dinner that night in the Eiffel Tower's restaurant and I ate a typical French chocolate crepes. This was my first experience of French cuisine, so I had to take the opportunity and taste it. After dinner, I remember gazing with awe at the incredible lights of the perfectly laid out city of Paris. At last, I was capable of understanding why people refer to Paris as the "city of lights." On our way back to the hotel, I admired the reflection of the E iffel Tower's lights in the River Siene, and this has been an enduring memory of the beauty of the place, for me.The next morning we went to the famous Louvre Museum. It was incredible to see the variety of art that it contained; from ancient Christian sculptures, to the modern, contemporary paintings of Picasso. The museum provided countless artistic perspectives, showing life as seen from and within different cultures. ... Of course, I remember the Mona Lisa, it would have been impossible not to visit the Museum and not take time to gaze on her face.After having lunch at the Louvre, I decided to take a cup of coffee in a nearby restaurant. While in the coffee shop, I was impressed by the French people's elegance and courtesy. However, it seemed strange that it was so silent there. There were no televisions or radios blaring out noise, and people sat alone, having their coffee. Everybody in the coffee shop was silent, reading newspapers - some were even writing poetry. It was certainly very different from my Puerto Rican culture. The people in my country usually have their coffee in groups, listening to the radio or the television news. My impressions of the city were first, how beautiful and well-designed it was, and next, how calm and orderly the place, people and activity there appeared. After spending another five days in Paris, during which my first impressions were confirmed, we headed to our next destination, Italy. Rome was very different from Paris. On our way to the hotel, I could see, far away in the distance, the astonishing structure of the Roman Coliseum. The city was certainly a lot older than Paris. But I was delighted by the way in which the modern and ancient combined, with a lively, more vibrant 'buzz', going on, more chaotic than Paris, but people seemed happy. I was wondering how, in ancient times, the Romans could have constructed such amazing buildings, still standing and intact, after thousands of years. It was magnificent to be able to view all this history and grandeur. We arrived later in the afternoon, exhausted from the long journey. The group