The Battle of Midway in the Pacific Essay Example For Students

The Battle of Midway in the Pacific Essay Nothing recognized the beginning of June 2, 1942, from incalculable different sunrises thathad fallen over minuscule Midway atoll in the North Pacific. Nothing, that is, exceptthe strain, the electric pressure of men trusting that an adversary will make his turn. On Midways two principle islands, Sand and Eastern, 3,632 United States Navy andMarine Corps work force, alongside a couple of Army Air Force aircrews, stood atbattle stations in and close to their warriors, aircraft, and seaplanes, holding up forthe Japanese assault they had been expecting for quite a long time. The bearer fight ofMidway, one of the unequivocal maritime fights ever, is all around archived. Butthe pretended by the Midway army, which kept an eye on the maritime air station onthe atoll during the fight, isn't too known. Halfway lies 1,135 miles west-northwest of Pearl Harbor, Oahu. The whole atoll is scarcely six miles indiameter and comprises of Sand and Eastern islands encompassed by a coral reefenclosing a shallow tidal pond. Halfway was found in 1859 and added by theUnited States in August 1867. Somewhere in the range of 1903 and 1940, it served both as a cablestation on the Honolulu GuamManila submerged message line and as an airportfor the Pan American Airways Ch ina Clipper (Miracle 5). In March 1940, after areport on U.S. Naval force Pacific bases proclaimed Midway second just to Pearl Harbor inimportance, development of a formal maritime air station started. Halfway Naval AirStation was put in commission in August 1941. At that point, Midwaysfacilities incorporated a huge seaplane shelter and slopes, fake harbor, fuelstorage tanks and a few structures. Sand Island was populated by hundreds ofcivilian development laborers and a resistance regiment of the Fleet Marine Force,while Eastern Island flaunted a 5,300-foot airstrip. Authority Cyril T. Simard, aveteran maritime pilot who had filled in as air official on the transporter USS Langley andas official at the San Diego Air Station, was assigned the atollscommanding official. Alongside the maritime work force keeping an eye on the air station was adetachment of Marines. The principal separation was from the Marine third DefenseBattalion; it was diminished on September 11, 1941, by 34 offic ials and 750 menfrom the sixth Defense Battalion under the order of Lt. Col. Harold D. Shannon,a veteran of World War I and obligation in Panama and Hawaii. Shannon and Simardmeshed into a compelling group immediately. World War II started for Midway at 6:30a.m. December 7, 1941, when the army got expression of the Japanese assault onPearl Harbor. At 6:42 p.m., a Marine guard located a glimmering light out at seaand alarmed the battalion. After three hours, the Japanese destroyers Sazanamiand Ushio started shooting, harming a seaplane storage, taking out the Pan Americandirection discoverer and annihilating a merged PBY Catalina flying pontoon. TheJapanese resigned at 10:00 p.m., leaving four Midway safeguards dead and 10wounded. On December 23, 1941, Midways air protections were strengthened with 17SB2U-3 Vought Vindicator plunge aircraft, 14 Brewster F2A-3 Buffalo contenders, andpilots and aircrews initially expected for the help of Wake Island. TheBuffaloes and Vindicators were p ushed off airplane, having been supplanted by theDouglas SBD-2 Dauntless plunge aircraft and Grumman F4F-3 Wildcat contenders on U.S. We will compose a custom article on The Battle of Midway in the Pacific explicitly for you for just $16.38 $13.9/page Request now plane carrying warships. The Buffaloes turned out to be a piece of MarineFighter Squadron 221 (VMF-221), while the Vindicators were placed into Marine Scout Bombing Squadron 241(VMSB-241), both creation up Marine Air Group 22 (MAG-22) under Lt. Col. Ira B. Kimes. Halfway subsided into an everyday practice of preparing and hostile to submarine flights,with little else to do with the exception of play unlimited rounds of cards and cribbage, andwatch Midways celebrated gooney birds, nicknamed gooney winged animals, in real life (Stevens56). At that point, in May 1942, Admiral Isoruku Yamamoto, president of theJapanese Combined Fleet, thought of an arrangement, called Operation Mi, to draw outthe U.S. Pacific Fleet by assaulting Midway. Utilizing Midway as lure and assembling avast maritime task force of eight plane carrying warships, 11 warships, 23 cruisers, 65destroyers and a few hundred contenders, aircraft and torpedo planes, Yamamotoplanned to pulverize the Pacific Fleet for the last time. Cautioned by his code-breakers that the Japanese intended to hold onto Midway, Admiral Chester W. Nimitz,commander in boss, Pacific Command, traveled to the atoll on May 2, 1942, to make apersonal review. Following his review, Nimitz took Simard an d Shannonaside and asked them what they expected to guard Midway. They revealed to him theirrequirements. In the event that I get all of you these things, would you be able to hold Midway against amajor land and/or water capable attack? Nimitz asked the two officials. Truly, sir! Shannonreplied. It was adequate for Nimitz, who came back to Oahu (Robertson 58). OnMay 20, Shannon and Simard got a letter from Admiral Nimitz, applauding theirfine work and elevating them to skipper and full colonel, individually. ThenNimitz educated them that the Japanese were intending to assault Midway on May 28;he sketched out the Japanese system and guaranteed all conceivable guide. On May 22, asailor incidentally set off a destruction charge under Midways fuel gracefully. The blast obliterated 400,000 gallons of flying fuel, and furthermore harmed thedistribution framework, constraining the safeguards to refuel planes by hand from 55-gallon drums. At the same time the Marines kept burrowing weapon emplacements,laying sandbags and getting ready havens on the two islands. Security fencing sproutedalong Midways coral sea shores. Shannon accepted that it would stop the Japaneseas it had halted the Germans in World War I. He requested so much hung that oneMarine shouted: Barbed wire, spiked metal! Gosh-darn, the elderly person thinks we canstop planes with spiked metal (Miracle 27)! The safeguards additionally had a largesupply of impacting gelatin, which was utilized to make against pontoon mines and boobytraps. On May 25, while the work proceeded, Shannon and Simard got some goodnews. The Japanese assault would interfere with June 3 and 5, giving them anotherweek to get ready. That equivalent day, the light cruiser St. Louis showed up, to deliveran eight -firearm, 37mm enemy of airplane battery from the Marine third Defense Battalionand two rifle organizations from the second Raider Battalion. On May 26, the ship USSKittyhawk showed up with 12 3-inch firearms, 5 M-3 Stuart light tanks, 16 Douglas SBD-3 Dauntless jump planes, and 7 Grumman F4F Wildcat contenders, alongside 22pilotsmost of them recently out of flight school, May 29 saw the appearance of fourMartin B-26 Marauder medium aircraft from the 22nd Bomb Group. These planes werespecially fixed to convey torpedoes and drove by Captain James Collins. That sameday, 12 Navy PBY-5A Catalinas joined the 12 PBY-5s positioned on Midway. Starting on May 30, Midways planes started looking for the Japanese. Twenty-two PBYs from Lt. Cmdr. Robert Brixners Patrol Squadron 44 (VP-44) andCommander Massie Hughes VP-23 took off from Midway tidal pond, at that point took off inan curve extending 700 miles from Midway looking for the Japanese. Halfway gotfurther air support on June 1 when six new Grumman TBF torpedo bombers,commanded by Lieutenant Langdon K. Fieberling, showed up. None of the TBF pilotshad ever been in battle, and just a couple had ever flown far out of landbefore. The TBF would later be named Avenger to pay tribute to its battle introductionat Midway. By June 1, both Sand and Eastern islands were ringed with coastaldefenses. Six 5-inch weapons, 22 3-inch firearms and four old Navy 7-inch weapons wereplaced along the shorelines of the two islands for use as against airplane and hostile to boatguns. Upwards of 1,500 mines and booby traps were laid submerged and along thebeaches. Ammo dumps were put all around th e islands, alongside cachesof nourishment for pockets of opposition and a crisis gracefully of 250 55-gallongasoline drums. Halfway had for all intents and purposes all that it required for its guard. Alongside the 121 airplane swarming Eastern Islands runways, Midway had 11 PT-vessels in the tidal pond to help the ground powers with against airplane fire. A yachtand four changed over fish vessels held on for salvage tasks, and 19 submarinesguarded Midways draws near. Indeed, even with those arrangements, there were issues. The air stations radar, an old SC-270 set introduced on Sand Island, demonstrated manyblips that were more frequently gooney birds than airplane. Likewise, there was no planfor planning Midways air tasks, which were reliant on a blend ofArmy Air Force, Navy and Marine pilots and teams. In view of that, Midwayscommanders accepted their solitary possibility was to assault the Japanese transporters whenthey were situated, in the expectation of getting them with their planes at hand. Thismeant dazzlingly exact planning, a grand portion of karma, or both, AdmiralNimitz clarified. Balsas Midways aviation based armed forces must be utilized to inflictprompt and early harm to Jap bearer flight decks if repeating assaults are tobe halted. By June 2, the Pacific Fleets three airplane carriersEnterprise, Hornet and Yorktownwere in position upper east of Midway, yet onlya scarcely any key officials knew that Midways safeguards would be bolstered by them. Midways Navy pilots were advised not to anticipate any assistance from the U.S. carriers;theyre off safeguarding Hawaii. Midways just possibility was for Nimitzs bearers totake the Japanese off guard. At an early stage the morning of June 3, the PBYs of VP-44and VP-23 took off on their 700-mile search missions, joined by B-17 FlyingFortresses on their own pursuit and assault missions. The rest of the airplane onMidway were equipped, filled and trusting that requests will lift off once theJapanese bearers were found. At 9:04 a.m., Ensign Charles R. Eaton,patrolling 470 miles from Midway, located three ships and got an explosion of against airplane fire for his difficulty. Eaton immediately radioed Midway with the main enemyship contact report of the fight. 700 miles west of Midway, EnsignJack Reid flew his PBY-5A acros

Employee Retention and Interviewing Essay Example for Free

Worker Retention and Interviewing Essay At the point when Southwest Airlines needs to enlist workers, they will in general have 142,000 candidates. They clearly need to pick the individual who will suit their hierarchical culture the best. To accomplish this target they have to pose the correct inquiries while meeting the candidates. These inquiries ought to be with the end goal that they give a reasonable picture regarding which candidate will be best for the activity and the association in general. You can utilize social based prospective employee meet-up inquiries to assist you with choosing prevalent applicants. Ask talk with inquiries that assist you with recognizing whether the competitor has the practices, aptitudes, and experience required for the activity you are filling. (Top prospective employee meet-up inquiries to assist you with choosing the Best, Susan M. Heathfield) Before beginning the meeting the questioner ought to portray the basic elements of the activity and inquire as to whether he can play out those capacities with or without lodging. (http://www. alllaw. com/articles/work/article13. asp) The primary competency question ought to be identified with the capacity to enlist and meeting candidates, ‘how regularly during your last employment did you have to talk with candidates and portray a circumstance where the initial introduction of the candidate could have adjusted your judgment. ’ Through this inquiry the questioner may get a thought of the preferences the individual may or probably won't hold. Southwest Airlines need to ensure that their representatives don't victimize certain races and can deal with a wide range of circumstances hands on. The subsequent inquiry is identified with the employee’s capacity to perform reference minds potential representatives. ‘When a previous business was not ready to give data about a potential worker, how could you handle the circumstance and play out the important reference check? ’ this inquiry will enable the Airlines to make sense of if the worker is dependable enough to experience the important technique or would ignore a few things and continue. The third inquiry is about the employee’s capacity to plan and direct consistently planned authoritative direction programs. Educate me concerning a frequency where a minute ago changes were made in the direction plan, these progressions were not known to you. How could you adapt to these lat minute changes? ’ this inquiry will help distinguish the employee’s abilities in a disorderly circumstance. For carriers these circumstances are very normal and such a trademark will be useful for the association. The fourth inquiry is associated with the employee’s capacity to get ready and clarify HR arrangements and methodology. ‘Tell me about a circumstance where there was an update in the organization approach and the workers didn't take the change well. What did you do? This will support the business or questioner for Southwest Airlines discover the assessment of the representative about certain arrangements and strategies that might be embraced by the organization or as of now exist inside the organization. The fifth inquiry is about the employee’s capacity to create and keep up exceptional sets of expectations. ‘How many sets of expectations have you created in your time as a representative here at Southwest and what were a portion of the significant challenges you confronted while completing your work? ’ this inquiry will help comprehend if the representative will have the option to evaluate the applicant’s capacities and send him to the division that suits him best. The 6th inquiry for the representative ought to be founded on his capacity to manage a pay program and screen compensation increment suggestions to guarantee consistence with merit increment rules. The inquiry here will be, ‘what is your view on execution examinations, would they say they are essential or not, do they rouse representatives to improve at work? ’ This inquiry will help comprehend what the employee’s are expecting and what benefits they need for the occupations they perform on a week after week or everyday schedule. By posing these inquiries from the current workers, the top administration at Southwest Airlines will know the kind of representatives who will be screened out from the 142,000 candidates. The quantity of representatives they really need is 4000, therefore the organization should be cautious with respect to who they enlist and hold. By talking the questioners in advance the association is ensuring they enlist the ideal individuals. Likewise, when your inquiries questions request that the candidate enlighten you regarding practices and activities she has really shown before, your choice procedure will improve.

Capstone Workshop Consulate General of Mexico COLUMBIA UNIVERSITY - SIPA Admissions Blog

Capstone Workshop Consulate General of Mexico COLUMBIA UNIVERSITY - SIPA Admissions Blog The following was contributed by Anesa Diaz-Uda, a second-year MPA student. _____________________ At the beginning of my last semester, I wondered how I was going to spend the few remaining months in the program.   The past year has been pretty busy with my commitments to student groups, but now that I will no longer be on the board of any of these student groups, what on Earth will I do? Play with my puppy English Bulldog more check Hang-out with my SIPA and NY friends more check Sleep more check Continue my fellowship in the Office of Admissions check Job-hunt (SIPA students are getting jobs!   I signed my contract with Deloitte Consulting in October, so don’t fret ?? You read earlier in John’s post that SIPA students are given the opportunity to participate in Capstone Projects.   As an MPA, I must enroll in a Capstone project.   These projects are great experiences because we finally get to put all the reading, memo-writing, quantitative classes and analytical skills to use.   I was placed on the Consulate General of Mexico in New York City project.   I’m very excited to put my Management classes to use, as we dive into a Project Evaluation for the Consulate General.   I’m also really nervous about my ability to remember my college Spanish! My team met with the Consulate General and his staff at his New York Office. Below is what we’ll be working on, and I’ll keep you posted with our work! Workshop: Consulate General of Mexico in New York City Over the past year, the Consulate General of Mexico in New York has radically altered its practices and administrative procedures to improve services provided to Mexican nationals located in the states of New York, New Jersey, and Connecticut. With one of the largest concentrations of Mexican nationals in the United States, the primary service conducted by the New York Consulate General office is the issuance of identity documents, such as passports and matricula consular IDs, though other services are provided as well. Ambassador Ruben Beltran, Consul of Mexico in the City of New York, formerly Consul General in Los Angeles, implemented a series of administrative changes upon his assignment to the New York office. Modeled upon Ambassador Beltrans previous work in Los Angeles, the goals of these changes were to reduce appointment backlog and reduce wait time at the Consulate General for consular services.   Two strategies were implemented to tackle these challenges, including a decentralization of consular services (Consulate on Wheels -a mobile consulate unit which visits areas with a high concentration of Mexican national in the Tri-State area) as well as a redesign of the work flow of consular activities in the actual Consular Office.   The Consulate General would like Columbia University to document and evaluate these changes, as well as offer suggestions to further improve the efficiency of their services. Objectives: This project will document recent changes to the practices and administrative procedures conducted by the Consulate General of Mexico in New York, evaluate these changes using performance measurement techniques, and provide suggestions to further improve these services. Specifically, tasks include (1) documentation of recent changes made by the General Consul, as well as other successful strategies to improve services in similar work environments, (2) an analysis of the impact these changes have had on Consular services and customer satisfaction, using both qualitative (e.g. focus groups, individual   interviews with Consulate employees and Mexican nationals using Consular services) and quantitative methods (e.g. analysis of administrative data, survey data, etc.),   3) Provide recommendations for further improvement of services/identify constraints to further improvements, (4) identification of best practices which could be replicated by other General Consul offices.   As a final de liverable, the client will receive a final report evaluating changes to Mexican Consular General services.

Capstone Workshop Consulate General of Mexico COLUMBIA UNIVERSITY - SIPA Admissions Blog

Capstone Workshop Consulate General of Mexico COLUMBIA UNIVERSITY - SIPA Admissions Blog The following was contributed by Anesa Diaz-Uda, a second-year MPA student. _____________________ At the beginning of my last semester, I wondered how I was going to spend the few remaining months in the program.   The past year has been pretty busy with my commitments to student groups, but now that I will no longer be on the board of any of these student groups, what on Earth will I do? Play with my puppy English Bulldog more check Hang-out with my SIPA and NY friends more check Sleep more check Continue my fellowship in the Office of Admissions check Job-hunt (SIPA students are getting jobs!   I signed my contract with Deloitte Consulting in October, so don’t fret ?? You read earlier in John’s post that SIPA students are given the opportunity to participate in Capstone Projects.   As an MPA, I must enroll in a Capstone project.   These projects are great experiences because we finally get to put all the reading, memo-writing, quantitative classes and analytical skills to use.   I was placed on the Consulate General of Mexico in New York City project.   I’m very excited to put my Management classes to use, as we dive into a Project Evaluation for the Consulate General.   I’m also really nervous about my ability to remember my college Spanish! My team met with the Consulate General and his staff at his New York Office. Below is what we’ll be working on, and I’ll keep you posted with our work! Workshop: Consulate General of Mexico in New York City Over the past year, the Consulate General of Mexico in New York has radically altered its practices and administrative procedures to improve services provided to Mexican nationals located in the states of New York, New Jersey, and Connecticut. With one of the largest concentrations of Mexican nationals in the United States, the primary service conducted by the New York Consulate General office is the issuance of identity documents, such as passports and matricula consular IDs, though other services are provided as well. Ambassador Ruben Beltran, Consul of Mexico in the City of New York, formerly Consul General in Los Angeles, implemented a series of administrative changes upon his assignment to the New York office. Modeled upon Ambassador Beltrans previous work in Los Angeles, the goals of these changes were to reduce appointment backlog and reduce wait time at the Consulate General for consular services.   Two strategies were implemented to tackle these challenges, including a decentralization of consular services (Consulate on Wheels -a mobile consulate unit which visits areas with a high concentration of Mexican national in the Tri-State area) as well as a redesign of the work flow of consular activities in the actual Consular Office.   The Consulate General would like Columbia University to document and evaluate these changes, as well as offer suggestions to further improve the efficiency of their services. Objectives: This project will document recent changes to the practices and administrative procedures conducted by the Consulate General of Mexico in New York, evaluate these changes using performance measurement techniques, and provide suggestions to further improve these services. Specifically, tasks include (1) documentation of recent changes made by the General Consul, as well as other successful strategies to improve services in similar work environments, (2) an analysis of the impact these changes have had on Consular services and customer satisfaction, using both qualitative (e.g. focus groups, individual   interviews with Consulate employees and Mexican nationals using Consular services) and quantitative methods (e.g. analysis of administrative data, survey data, etc.),   3) Provide recommendations for further improvement of services/identify constraints to further improvements, (4) identification of best practices which could be replicated by other General Consul offices.   As a final de liverable, the client will receive a final report evaluating changes to Mexican Consular General services.

Climate Change Versus The Kudzu Problem Free Essays

Climate Change Versus The Kudzu Problem: How Kudzu Will Survive The Climate Change Apocalypse December 7, 2012 Abstract The kudzu problem, also known as the invasive species Pueraria montana var. lobata, currently rages across the Southern US, drowning out the native vegetation and covering anything in its way, including human architecture. However, the kudzu faces the same upcoming trials as we do†climate change. We will write a custom essay sample on Climate Change Versus The Kudzu Problem or any similar topic only for you Order Now Will the kudzu, having already stood the test of migration, handle the coming climate shift Just as well? To answer this question, we examine the three characteristics of kudzu that allow it to succeed s an invasive species, outcompeting both native species and human landowners, and how these same characteristics will help it survive and thrive against climate change. Introduction Pueraria montana var. lobata’s debut into the South was a dramatic one. This Chinese import, commonly known as kudzu, was first introduced in the US in 1876, shown in the Plant Exhibition of the Philadelphia Centennial Expositions as an exotic Japanese plant, and later in 1883 How to cite Climate Change Versus The Kudzu Problem, Papers

Timken Museum Of Art Essay Research Paper free essay sample

Timken Museum Of Art Essay, Research Paper TIMKEN MUSUEM OF ART The Timken Museum of Art has its roots in the coinciding San Diego Relationship between two sisters, the Misses Anne R. and Amy Putnam, members of the Timken household of the Timken roller bearing hoarded wealth, and a local lawyer, Walter Ames. The flush Putnam sisters arrived in San Diego in the early 1900s from Vermont, accompanied by their aged parents and preceded by a millionaire uncle, Henry Putnam. The two sisters neer were married, exhausted decennaries obtaining Old Masters. Initial pictures were donated to San Diego s Fine Arts Gallery. Later, the sisters acquisitions remained in their ownership and were loaned to esteemed establishments around the state. Following, lawyer Walter Ames appears on the scene in 1950, assisting the Putnam sisters set up the non-profit-making Putnam Foundation, and subsequently procuring the fiscal support of the of the Timken household to construct the TIMKEN ART GALLERY which is now known as the TIMKEN MUSEUM OF ART. We will write a custom essay sample on Timken Museum Of Art Essay Research Paper or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page In 1965 the Putnam s convenient art aggregation came back place and was hung in its lasting quarters on the Prado in Balboa Park, and the Timken officially opened on October 1 of that twelvemonth. Today, the Timken aggregation is comprised of 126 plants of art, preponderantly pictures augmented by little retentions in sculpture and embellished art objects. The works consist of three distinguishable aggregations: European Masters, Russian Icons and American Artists. Each aggregation boasts alone and invaluable representations of the specific genre. In the European Masters aggregation, Rembrandt s Saint Bartholomew is the lone picture by that Dutch creative person on show at any museum in San Diego! First, allow us take a expression at the celebrated picture, Our Lady Of Jerusalem. It is a 17th century panel picture of poster paint and gold on wood. The colourss are of dark sunglassess and really small background. I like how the Virgin s caput is highlighted with a darker shadiness of gold than the background. The gold foliage has been burnished and tooled with punched designs in the aura of the Virgin, the cosmetic pastiglia in the corner, and the flat of the panel along the arch above the Virgin. The concluding beds of pigment have been applied. The blouse of the Virgin shows the scraffito , grating off of the pigment bed to uncover bright gold below, design and punching. The hems of the Virgin’s robe and the shock absorbers on the floor are acute gilded. Besides I like how in a reticent and graceful gesture, the Virgin inclines her caput toward Christ seated on her arm. Second, we have the Portrait of a Lady in a Green Dress. An oil on oak panel about 1530, by Bartolomeo Veneto. Bartolomeo was a northern Italian painter, a indigen of Venice, who specialized in portrayals of abundantly dressed figures, peculiarly adult females. The creative person signed many of his plants and in this panel his signature appears on the cartellino attached to the heavy ruby-colored drape. I noticed that the Sitter is have oning a peddling baseball mitt on her right manus, although European hawkers traditionally carried their hawks on the left manus. Possibly the Sitter was left-handed. I particularly like the dark background with minute visible radiation. This draws most of your attending to the light shading of the face and cervix. The elaborate lines of the frock and the shoulders of the frock are singular. Besides there is huge usage of texture and form for the frock. Third, I enjoyed the picture called, Lovers in a park by Francois Boucher. It is a 16th century oil canvas. Francois Boucher is the most successful painter of his clip. This picture is elegant and cosmetic. I like the blue sky shading in the background. He besides has a small foreground including the enumerated trees. The attending span was the manner he made the ruins notional and nice to look at. The looks on the figures faces were soft and pleasant. Last, I enjoyed the 18th century oil canvas called the Fall Landscape by Jasper Cropsey. Cropsey s native artistic abilities were rapidly recognized by his employers and he was encouraged to work in water-colors and oils. He completed his class of survey and by 1843 was a practicing designer and creative person. I peculiarly like landscapes that portray nature. This is my favourite. I like the soft glorious and superb colourss of the trees. I enjoy how the sunshine somewhat beams its manner through the clouds and brilliantly radiances on the H2O. He has shown background and foreground in the picture. There is besides usage of lines for the trees and indicating forms for the mountains.

Australias Over the Past 50 Years essays

Australias Over the Past 50 Years essays Over the last 50 years, Australians have experienced more change than the history of the nation. We have fought in wars, changed our views on womens rights in the family, and in the work place, opened our arms to people in need of safe refuge as well as coming to terms with our past treatment of the aboriginal community. We have hosted the best ever Olympic games, and have gone from being a new country to well established, being shown high respect from overseas, not only for our cooperation towards other countries in need of troops to help them keep peace in countries such as East Timor, but we have also been highly commended for our willingness to accept people of other cultures, and accept them as our own. In 1946, Ben Chifleys labor government opened Australias doors to the immigrants of Europe; fleeing the destruction that world war two had left behind. 100,000 to 150,000 people from all around Europe took the chance to start fresh. Since then, more than 5 million immigrants have seeked permanent living arrangements in Australia. This number includes 500,000 refugees, who have come to Australia, seeking a way of life, from their war-torn home countries. Since the white-Australia policy was scrapped in 1973, a large proportion of immigrants have also come from Asia, making Australia a very multicultural society. While not all Australians have been accepting of these people, I believe that it is a good thing that Australia is multi-cultural, as I know many people who were not born here, and their wealth of knowledge, has helped, and will continue to help many Australians into the future. We have also become more accepting of the aboriginals and Torres Strait islanders, the original occupiers of the land. While there is still a long way to go, within the last 30 years, indigenous Australians have been accepted by the white Australians, and, through such well known sporting identities as C...

The Story of Eight Remarkable essays

The Story of Eight Remarkable essays When you think of the American Revaluation and the people who impacted it most, you think of Gorge Washington, Paul Revere, Thomas Jefferson or John Adams. Most people over look the significance of the other players, that we really dont hear or talk about. When you think of women who have played roles in the American Revelation you think of Betsy Ross the women who made our countrys flag. People don t look at the other amazing women like the 8 women of this book Glory, Passion and Principle: The Story of Eight Remarkable Women at the Core of the American Revolution. In the past people have disregarded the roles that women have played in our countrys birth. This book introduces the reader to eight women of the American revaluation. Melissa Bohrer, the author introduced us to Sybil Ludington, Phillis Wheatly, Abigail Adams, Mercy Warren, Lydia Darragh, Molly Pitcher, Deborah Sampson and Nancy Ward. Sybil Ludington was the female Paul Revere. She rode over 40-miles, twice that of Paul Revere to warn the militia that British troops were burning Danbury, Connecticut at the age of 16. To hear her story is unbelievable. Gen. Howe himself put a bounty on her fathers head, COL. Ludington. In April, 1777, the British army made a surprise attack on Danbury to seize and destroy Continental Army supplies stored there. A messenger told Col. Ludington that the British were coming so Col. Ludington began to organize the militia. The militia was scattered across Connecticut getting ready for the spring harvest, so it was hard for the messenger to find the militia. The massager soon became exhausted and he was not familiar with the area, and could not be find all of the militia volunteers. Sybil Ludington, who had just turned 16, was very familiar with the area, and volunteered to sound the alert. She left for her now-famous ride at approximately 9 PM into the rainy night, traveling 40 miles from her home in what is now the ...

The Concerns of the Management Team of All Star Industries Essay

The Concerns of the Management Team of All Star Industries - Essay Example Considering all the facts of the case, it is fairly clear that the potential public relations backlash that the management fears is purely their problem. Consequently, Yvonne is entitled to have a full refurbishment of costs for the surgical procedure. The suspicion that she may have acquired the kidney via unauthorized channels is again a problem for the regulators and policymakers, taking for granted the basic entitlement of a citizen to. Looking exclusively at the issue of buying body parts, one can take guidance from principles of environmental ethics in ascertaining the legitimacy and ethicality of particular decisions. (Ashley et.al, 2006, p.47) It is important to remember that regulating transplants and aiming to stamp out illegal trading in organs is the need of the hour, for this practice is seen as tainting medical standards and causing a shortage of donated organs for those most in need. Critics of the practice bemoan how transplant surgery  in China has now become â€Å"a cash cow, due to the rising trade in illegal organs and the fact that many hospitals offer the operations despite having staff who are poorly qualified to carry them out or inadequately supervised. The illegal organ trade has led to a severe shortage of donated organs, to the extent that it is estimated that only around 20,000 transplants can be carried out annually despite up to 2 million Chinese people needing these operations every year.† (Perspectives in Public Health, 2006, p.152) Social class also plays a major role in who gets the transplant and who does not. For a Chinese company like All Star Industries, this is a sensitive issue, for, despite all the genuine intentions behind approving Yvonne’s claim, they could be perceived as siding with the elite – an image that could damage their business prospects. Further, many foreigners from advanced nations also visit China for  transplants as they â€Å"are far more affordable than prices for the same operations in Western Europe, thus pushing the poorer Chinese people (80% of whom have no medical insurance) still further down the queue†.  

International tourism management Assignment Example | Topics and Well Written Essays - 1000 words

International tourism management - Assignment Example One of the major challenges of corporate social responsibility of international tourism is to curb child prostitution and sex tourism. Despite many meaningful campaigns to curb these social evils, this heinous trade continues to flourish and is endangering the social fabric in and around the vicinity of the tourist hotspots across the world. This is not a sustainable practice it is time to evaluate the potential contribution of ‘corporate social responsibility’ (CSR) strategies to achieving more environmentally sustainable international tourism. Tourism is an extremely heterogeneous socio-economic phenomenon which encompasses a large array of lifestyles and cultures (Fuchs, 2010). The travel and tourism industry is one of the fastest growing industries for almost half century despite ups and downs in global financial and political ups and downs (Fuchs, 2010). Tourism casts complex and varied impact on the societies. While, there are great many tourists, there are also a large variety of societies that host the tourists catering to their every need and taste (Kala, 2008). Tourism is undoubtedly one of the major drivers of global economy. It increases opportunities in all countries whether developed or developing for its people to take part as hosts and guests in this socio-economic phenomenon (Kala, 2008). Source: UNWTO, 2010. Tourism trends and outlook update UNWTO. [Online] UNWTO Available at: http://www.unwto.org/facts/eng/pdf/barometer/UNWTO_Guilin_Forum10_day2_JK_fin_1x1.pdf [Accessed 24 November 2010]. The geographical reach and the labour intensive nature helps in generating employment, particularly remote and rural areas, where three-fourth of the two-billion people live under extreme poverty conditions (World Tourism Organisation, 2010). The World Tourism Organisation identifies seven factors that make tourism as an

HRM defined as to plan, organise, direct, control

HRM defined as to plan, organise, direct, control HUMAN RESOURCE MANAGEMENT The definition of human resource management by Edwin Flippo is to plan, organize, direct, control, compensate, integrate, motivate and separate the human resources to achieve the goal and objectives for the organization. The main focus of this function is to properly recruit people for the organization. It involves management functions which are organizing, planning, directing and controlling. It also involves the procurement, development and appraisal of human resources. The main objective is to achieve the organization goal. The team spirit and team work depends on the human resource management. Human resource management has evolved back to Kautilya Artha Shastra when he recommended the government to introduce the proper rules and regulation for the employers and employees. During the Medieval Times Allaudin Khilji who was the king that time has introduced the fixed prices and fixed salaries that time for the better living of people. In 1920 trade union emerged and most of the historian writes that human resource management started in the First World War with the emergence of trade union. In 1931 the Royal commission appointed the labor welfare officer for the governance of labor. Later in 1942 factory act has been made compulsory for the organization those have more than 500 workers. For the solution of labor and workers international institute of personnel management and national institute of management have been set up. Employees were more aware of their rights after the World War Two. After that new technology has made life easy for the workers. In 1960s most of the big companies started their separate professional management. In 1970s efficiency of the worker was most important and was measured. During 1980s technology emerged into organization and news rules and regulations have been made and 1990s was the era where human values and development of people were considered. Organization follows bureaucratic style for their HR Department activities i.e. all major activities are concentrated to three positions which means that one person is HR manager and two are the HR officers. HR Manager HR Officer HR Officer Key Activities of HRM: The major activities in the human resource management process are as follows. Planning of human resources Major function is to identify the needs of the staff for the organization. The management of staff has been dealt in this. Analysis for job Job analysis is also another major area in human resource management. Every job in the company has been analyzed and then advertized on the basis of this analysis. Recruitment and selection The advertisement and publishing in the news papers or and media has been done after the detail analysis. This is called recruitment. The published advertisement resulted into many applications, interviews have been conducted and right candidate is selected. Orientation and induction After the selection of successful candidate induction has been done. The new employees have been informed about the organization, its culture, values, team and ethics. Training and development After the induction newly appointed employees have been trained for their role in the organization and better performance. The training has also been given to experienced employees as a refresher course. Most of the amount has been spend in this area. Performance appraisal The performance of the employees have been monitored by human resource department monthly, quarterly, yearly depends on the nature of the organization. On the basis of performance future appraisal like promotion, incentive or increment has been given to employees. Compensation Every organization has its own rules and regulation for the compensation and benefits. Human resource department is also responsible for this. Motivation The most important factor in successful organization is motivated employees. Different methods are applied to motivate the employees in the organization. Industrial Relations Human resource department also coordinates with the member of the union to help the company to prevent the strikes or anything against the company. Achieving Objectives: The HR department does the tracking of existing employee data which usually comprises personal accounts, abilities, competencies, achievements and salary. Companies have been using the electronic automated Specialized HR Management system to decrease the physical workload of these managerial actions. Services of the internal or external IT professional are used for the development, maintenance and integration of these systems. If any of the organization is working on the low capital assets then they need to buy or develop these proprietary software; these internally-developed HRMS were unrestricted to organizations that obsessed a large amount of capital. Human Resource Model There are few HRM models in business environment, even though, there are two models commonly use as HRM models in businesses today aside from other models that has been theorized and formulated by some academics. Soft version of HRM which is treating employees as valued assets. This is called Harvard model, stresses the human element in the human resources formulation and is considered as the soft variant in HRM. It is offered by Michael Beer. Hard version of the HRM which is the Michigan model, holding that employees are resources in the same way as any other business resource. The Michigan model is also known as the matching model or best-fit approach to human resource management.   It is introduced by Fombrun, Tichy and Devanna, 1984. Soft HRM Model Hard HRM Model Employee as resource Employee as Cost People issues Market issues Commitment Compliance Integration/Co -operation Control Qualitative/Negotiation Quantitative/Rational THE HARVARD FRAMEWORK MODEL This framework is based on the belief that the problems of historical personnel management can only be solved when general develop a view point of how they wish to see employees involved and developed by the enterprise and of what human resource management policies and practices may achieve those goals .Without either a central philosophy or a strategic vision which can be provided only by general managers. Human resource management is likely to remain set of independent activities, each guided by its own practice tradition. As also explained earlier we can see that Sainsbury survival and growth have mainly been dependent on the fact that the Harvard Framework is partially followed where in Managers across Sainsbury are being given responsibilities for selecting, motivating, developing and evaluating employees. All managers are therefore taking on human resource responsibilities. Employees are the most important resources in Sainsbury, particularly in creating a competitive edge Mana gers across Sainsbury are being given responsibilities for selecting, motivating, developing and evaluating employees. All managers are therefore taking on human resource responsibilities. Has Employees are the most important resources in Sainsbury, particularly in creating a competitive edge. THE MATCHING MODEL One of the first explicit statements of the HRM concept was made by Michigan School (Fombrun et al, 1984).They held that HR systems and the organization structure should be managed in a way that is similar with the organizational strategy (hence the name matching model).They further explained that there is a further human resource cycle, which consists of four generic processes or functions that are performed in all organizations. The first and the most important among them is Selection -matching available human resources to jobs is one among them that has been a key to the success of Sainsbury the reason being that as explained earlier that the Recruitment process are of two kinds external and Internal recruitment and according to the Matching Model Which is largely applied in Sainsbury the Recruitment is done internally by using Internal Job posting and no doubt has been a very successful thing ,has the individuals who are selected already have a hands on experience with the post t hat they have applied for as they do get trained skills required to full fill that role by doing multitasking by carrying on doing their work and also learning the skills required for the new job that they are applying for out of their own interest voluntarily. Human Resource Planning: Human resources planning in the broadest sense include both strategic and operational human resource planning as a continuous process rather than an activity limited to a fixed segment of the business planning process. PLANNING A BUSINESS STRATEGY The concept of planning boiled down is that in order to determine the direction for human resource plans you must have a series of questions that your organization needs to answer in order to predict and perhaps control some of the major change areas for the future. This means that you begin by asking the right questions the questions which, if asked regularly and systematically, will force you to produce answers of maximum value in shaping your future human resources. It is also important to look at the planning activity from an activity standpoint. From an operational view human resources planning is the analysis of human resource requirements of organizations and the related needs for management policies, programs and resources to satisfy these requirements. As is shown by Figure A, human resources planning is critically interdependent with all aspects of the business. A human resource strategy is a critical component of the firms corporate and business strategies, comprising a set of well-coordinated objectives and action programs aimed at securing a long-term, sustainable advantage over the firms competitors. A human resource strategy should be consistent with the firms corporate and business strategies, as well as with the other managerial functional strategies. RECRUITMENT AND SELECTION Every post in Sainsburys is filled by the most appropriate candidate. The identification Atkinson J (1984) process for the vacancy has been followed in Sainsburys where the most suitable person is selected for the job. First of all requirements for the job have been defined, potential employees are attracted, interviewed and selected the right person for the job. Objectives for recruitment and selection process The most important objective of this process is to achieve organizational goal to become a leading retail supermarket in the UK by providing the excellent customer service, putting customer at first and meeting the customer day to day needs. This is ensured that the best candidate has been selected and he/she will contribute to maximize the profit for the organization. The whole process based on the human resource department; if they are unable to select the right candidate then the whole effort will be lost with the expenses as well. In Sainsburys the effective planned style has been followed in which recruitment starts with the identification of vacancy, then the job description has been analyzed and advertised internally and externally. They prefer to advertise internally because they want to promote the existing staff for the role and they save the initial training or induction. If they are unable to hire the existing employee for the current role and then they look for the proper person outside the organization. The applications are called and reviewed initially and the then some candidates have been short listed and called for interviews. The interviews are face to face and it allows them to assess the right candidate. During the interview appearance, communication and interpersonal skills have been analyzed. After the interview most appropriate person has been selected who can perform juggling tasks, have got the potential for training, development and promotion. Customer focused, attitude towards helping the people, natural team member who can work with different culture people have been selected the most during the interviews. Sainsburys also fulfill the legal requirements about the labor laws and equal opportunities. In the past Sainsburys has been able to achieve their target by the successful recruiting and selection process. TRAINING AND DEVELOPMENT In Sainsburys when employee enters it starts learning and is a continued all the times. All the employees have been trained to improve the performance. On the basis of this performance they are then promoted to higher ranks. Objectives of the training and development in Sainsburys Following objectives are tried to be obtained during training and development process. To provide and update all the employees about the current legislations To develop the expertise and qualification To increase the confidence and competence To motivate and encourage employees to get the more profit in response of their service To improve health and safety In Sainsburys training and development has been done by determining the requirements of the employees through appraisal, job analysis and corporate analysis. All the training has been provided in house through external and internal resources. At the end of training a questionnaire has been answered by the candidates and sometimes interviews have been conducted to observe the improvements. On the basis of these interviews and questionnaires the performance is measured and employees are promoted. Also learning enthusiasm among the staff has been determined. The ultimate result of training is to meet the target by providing service better than others. PERFORMANCE APPRAISAL Sainsbury has well defined system by which performance of the employees have been reviews regularly. They are following the Belbim 2008 logical review system for the performance assessment. On the basis of this system line managers in Sainsburys tries to develop skills to individuals as well as the whole team. Objectives of the performance appraisal in Sainsburys Some of the following objectives have been obtained Feedback to employees on their work Fair decision on the promotion and salaries Providing opportunities to employees to participate the decision making process Providing opportunities to employees for training and development Measurement of the efficiency of the individual employees and to emphasize on the performance at their best In Sainsburys performance have been measured using different methods for every department. Such as customer service; normally people at the tills; their performance has been measured through centralized computerized system. The employees are automatically ranked by the computer. When the weekly report has come then performance has been analyzed. If the performance is up to standards then employees are appreciated and if not for three consecutive three weeks then called for interview to understand the underperformance, reason are tried to find out. This system monitors speed, number of transactions, cancelled transactions and mistakes during the transactions. This helps Sainsburys to analyze the performance of the each individual. Due to this every employee is very sensitive about the mistakes, customer service and helped to get the target. On the basis of this effort monthly bonus scheme as a reward has been given to employees. This has done trick for Sainsburys and has got position in the market. Appraisal has been offered on the basis of the performance has been offered to the employees and trained for further role. Human Resource Development (HRD) Human Resource Development (HRD) is a framework for helping the employees to develop their personal and organizational skills, knowledge, and abilities. Human Resource Development includes such opportunities as employee training, employee career development, performance management and development, coaching, mentoring, succession planning, key employee identification, tuition assistance, and organization development. Change of work environment has created many challenges for the human resource management to overcome for the smooth and calm run of the organization. These challenges are as under Employees retention To reduce the cost of the company management tries to cut the cost by telling human resource department to reduce the number of employees. This challenge some time gives hard time to management. Multi-national workforce Most of the companies are spreading operation in the different continents, where they get employee from different nations, cultures and ethics. This whole system generates a multinational environment where people work together from different nations altogether. The integration of multi-national work force is one of the toughest challenges faced by the human resource management. Women in the organizations In the number of employees in the world trend has changed and it has been seen a dramatic increase in the number of women in the organizations all over the world. Women have understood their right more than before. Their understanding has been improved a lot and human resource department have given them opportunity to work with male workforce and accepted this challenge as well. People with disabilities and organizations The most difficult challenge faced by human resource management is to employee the handicap person and fit into organization with all other people. Only fewer organizations in the world are giving opportunities to such people. These people need motivation which is one of the most difficult for the human resource department. Downsizing and employees In the recent era it has been seen that due to high cost, most of the companies have reduced number of employees. This affects the performance of the employees and left negative impact. Human resource departments are trying to implement this strategy without hurting any ones feelings and sentiments. Government rules and regulations In any country companies have to follow rules and regulations by the relative government. Most of the governments have given freedom to the companies to work independently, but sometimes governments have to implement some new rules and regulations in the national interest which may be against the organizations policies which causes some problems for the human resource management. Restructuring in the organization Management faces a lot of problems when it decides to restructure the organization. Nobody wants change that why they always oppose the restructuring process. Human resource management tries to handle this challenge. RECOMMENDATIONS On the basis of analysis of human resource management system in Sainsburys following recommendations have been made Career goal for the employees should be defined and staff should be motivated by deriving them towards the goal by showing them the right way, also opportunities should be indicated for the employees. Performance appraisal should be done on the basis to quarterly performance. The gap between the line managers and staff and management should be reduced by providing them interaction. Time to time human resource manager workshops for the better understanding of the role; can make a difference towards the goal of the organization. Mystery shopper reports should not be ignored; this tells the current situation of the stores. Latest technologies should be used to improve the skills of the employees to get competitive advantage over the competitors. There should be some mechanism be introduced which tells the management about the job satisfaction of the employees and to understand the problem those are faced by the employees at lower level. Rewards management should be attractive in terms of benefits or bonuses or compensation. CONCLUSION Human resource management is responsible for the recruitment of the right people for the job to meet the goal of Sainsburys. Successful completion of the goals of Sainsburys requires effective use of people during the whole process. If anything happens during the process suppose selection of right person and the provision of right person. After completing this assignment it is concluded that human resource department is one of the critical department in the organization that plays crucial role for achieving the target of the organization. Because results are achieved with the help or organization policies, policies are made by human beings. Human beings are selected by human resource department for any organization. They work for the organization for the achievement of the result. None of the organization can get the result without loyal employees. Those should be trained up to standards and rewarded whenever they perform well. Sainsburys motive is to hire most hardworking and skille d people for the achievement of its goal. They train and try to develop their skills all the times. The ultimate results they wanted to become retail market leader in the UK.

Should the United KingdomJoin the Single Currency? :: Economics

Should the United KingdomJoin the Single Currency? Introduction This project will concentrate on analysing the arguments put forth in favour of adopting the Euro as our currency, as well as those against it. A conclusion will then be drawn that weighs both the pros and cons and decides whether it would be beneficial to the UK economy if we adopted the Euro or continued to opt-out. Theory The major economic theories that will be used are the following: * Macroeconomic objectives. * Governmental macroeconomic policies. Analysis Arguments for the Euro The arguments put forth for membership of the "Euro zone" (countries that have adopted the Euro as their currency) are split into two groups: political and economic. A move towards a Federal Europe (Churchill's ideal of a "United States of Europe") that is governed in a similar way as that of the U.S.A. is the primary political argument. A Federal Europe would be governed as a whole with member countries retaining a few powers but losing almost all political sovereignty. It is argued that this reason is one of the driving reasons for the setting up of the Single European Currency. France and Germany in particular want to integrate the core European economies more closely and move towards a single European Economy. The economic arguments are further sub-divided into three groups: transaction costs, trade competition and investment. Ultimately, if the United Kingdom does not adopt the Euro higher costs will be incurred as far as transaction costs are concerned. The commissions involved in buying the Euro when trading with European countries will remain and the uncertainty arising from a floating exchange rate will also continue to be apparent. Whilst this is unlikely to make a significant difference for UK businesses buying continental European exports, it could well affect the number of UKexports being purchased by continental European companies. Basically, UK exports will be more expensive to Euro zone countries compared to exports of other Euro zone countries due to the changing cost of buying the pound. The UK's membership in the Euro zone would eliminate these costs. Trade competition refers to the fact that if exports from Euro zone countries are all priced in the same currency then it is easier for companies to see price differences between companies across borders, ultimately increasing competition between companies. In effect, with the lack of tariffs or quotas for import and export between Euro zone countries, it is almost like an integrated single European Economy as buying from a company in a fellow Euro zone country is exactly the same as buying from a company in your own country. This is called price transparency: it will become far easier to compare prices across the markets of the Euro zone. Should the United KingdomJoin the Single Currency? :: Economics Should the United KingdomJoin the Single Currency? Introduction This project will concentrate on analysing the arguments put forth in favour of adopting the Euro as our currency, as well as those against it. A conclusion will then be drawn that weighs both the pros and cons and decides whether it would be beneficial to the UK economy if we adopted the Euro or continued to opt-out. Theory The major economic theories that will be used are the following: * Macroeconomic objectives. * Governmental macroeconomic policies. Analysis Arguments for the Euro The arguments put forth for membership of the "Euro zone" (countries that have adopted the Euro as their currency) are split into two groups: political and economic. A move towards a Federal Europe (Churchill's ideal of a "United States of Europe") that is governed in a similar way as that of the U.S.A. is the primary political argument. A Federal Europe would be governed as a whole with member countries retaining a few powers but losing almost all political sovereignty. It is argued that this reason is one of the driving reasons for the setting up of the Single European Currency. France and Germany in particular want to integrate the core European economies more closely and move towards a single European Economy. The economic arguments are further sub-divided into three groups: transaction costs, trade competition and investment. Ultimately, if the United Kingdom does not adopt the Euro higher costs will be incurred as far as transaction costs are concerned. The commissions involved in buying the Euro when trading with European countries will remain and the uncertainty arising from a floating exchange rate will also continue to be apparent. Whilst this is unlikely to make a significant difference for UK businesses buying continental European exports, it could well affect the number of UKexports being purchased by continental European companies. Basically, UK exports will be more expensive to Euro zone countries compared to exports of other Euro zone countries due to the changing cost of buying the pound. The UK's membership in the Euro zone would eliminate these costs. Trade competition refers to the fact that if exports from Euro zone countries are all priced in the same currency then it is easier for companies to see price differences between companies across borders, ultimately increasing competition between companies. In effect, with the lack of tariffs or quotas for import and export between Euro zone countries, it is almost like an integrated single European Economy as buying from a company in a fellow Euro zone country is exactly the same as buying from a company in your own country. This is called price transparency: it will become far easier to compare prices across the markets of the Euro zone.

Mustafa Kemal Ataturk: The First President of Turkey

Mustafa Kemal Ataturk (indeterminate, 1881–10 November 1938) was a Turkish army officer, revolutionary statesman, and founder of the Republic of Turkey as well as its first President. Ataturk became known as an extremely capable military officer by being the only undefeated Ottoman commander during World War I. [1] Following the defeat of the Ottoman Empire, he led the Turkish national movement in the Turkish War of Independence. Having established a provisional government in Ankara, he defeated the forces sent by the Allies. His successful military campaigns led to the liberation of the country and to the establishment of Turkey. During his presidency, Ataturk embarked upon a program of political, economic, and cultural reforms. An admirer of the Age of Enlightenment, he sought to transform the former Ottoman Empire into a modern, democratic, and secular nation-state. The principles of Ataturk's reforms, upon which modern Turkey was established, are referred to as Kemalism. Early life Main article: Mustafa Kemal Ataturk's personal life Born as Mustafa, his second name Kemal (meaning Perfection or Maturity) was given to him by his mathematics teacher in recognition of his academic excellence. [2] He was born to a turkish family living in Thessaloniki. Mustafa’s mother was Zubeyde Hanim (1857-1923), a devout Muslim and â€Å"as fair as any Slav from beyond the Bulgarian frontier† with â€Å"fine white† skin and â€Å"eyes of a deep but clear light blue†. [3] In his early years, his mother encouraged Mustafa to attend a religious school, something he did reluctantly and only briefly. Later, he attended Semsi Efendi school (a private school with a more secular curriculum) at the direction of his father. His parents wanted him to have education in a trade, but without consulting them, Ataturk took an entrance exam for a military junior high school in Thessaloniki (in Turkish, Selanik, which was an Ottoman city at that time) in 1893. In 1896, he enrolled into a military high school in the Ottoman city of Manast? r (modern Bitola, Macedonia). In 1899, he enrolled at the War College in Istanbul and graduated in 1902. He later graduated from the War Academy on 11 January 1905.

Primark Analysis - 1496 Words

ï ¿ ¼ INTRODUCTION Primark is an Irish clothing brand, with over 200 stores over the world in countries such as Ireland, United Kingdom, Germany, Spain, Portugal, Netherlands or Belgium. It is considered one of the most important ‘fast fashion’ leaders in the UK retailing market. Its main and notable differentitive key points is producing large volume of clothing and selling them at a very cheap price. It has several lines to cover as many targets as possible such as women clothing, men clothing, shoes, accessories, baby clothing, children clothing, underwear, swim wear, night wear and house clothing. It has different brands for each sector, the main ones are: Atmosphere — womenswear/footwear Active - meanswear Backswings - womens and mens†¦show more content†¦Psycho-graphic segmentation: Social class: Low socioeconomic class, they have low disposable money. Lifestyles: Students or working poeple Personality type: Low fashion oriented, they dont care about what others think of their way of dressing. Spending attitude: Usually they dont have a lot of money to spend so they usually are careful about on what they spend it on. MOSAIC According to the UK’s mosaic classification I would say Primark consumers belong to the groups: Group H: New Homemakers New Homemakers live in homes which are likely to have been built only in the last five years. These homes can take a variety of forms: small well appointed flats in new brown field inner city locations suitable for young, single people, many of whom rent from private landlords; small starter homes designed for people on average incomes; mixes of flats and houses in larger new developments where local councils have required developers to include some affordable housing alongside more luxurious homes. Learning how to use financial products, surviving on a budget and managing debts are concerns for many in this group. It is a market for which many suppliers can productively convert to direct debit as a means of payment and for email as a means of billing. 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