Intermediate accounting Essay Example for Free

Middle bookkeeping Essay 1. Recognize never-ending and occasional stock framework. Why lead physical stock? When should, if any a physical stock check happen? Never-ending stock framework is a framework for deciding the expense of merchandise sold by keeping persistent records of the physical stock as products are purchased and sold. At the end of the day, under the never-ending stock framework †records are kept of the amount and typically the expense of individual things of stock consistently, as things are purchased and sold. The expense of merchandise sold is recorded as products are moved to clients, and the stock parity is kept current consistently, as things are purchased and sold. The physical stock is significant on the grounds that it is a real measure of all product available toward the finish of a bookkeeping period. The genuine physical check of the item should happen after the Pre-Physical Inventory update is run.â It implies that no developments of the item can happen until after the real include is done.â as such the item is solidified until a physical tally is done on the item.â After the real tally the development of the individual thing inside the item gathering can continue while different items are being tally. In intermittent stock framework, it is a framework for deciding the expense of products sold by deducting the completion stock (in view of a physical tally of the stock) from the earliest starting point stock in addition to add up to buys over the period. 2. Elusive resources have two fundamental attributes. They need physical presence and they are not monetary instruments. Expenses brought about inside to make intangibles are for the most part expensed as acquired. Clarify the strategy for amortizing impalpable resources. Elusive resources are a drawn out resources that have no physical substance however have a worth dependent on rights or benefits that gather to the proprietor. Immaterial assetsâ dont have the undeniable physical estimation of aâ factory or hardware; they can demonstrate entirely significant for a firm and can be basic to its drawn out progress or disappointment. For instance, an organization, for example, Coca-Cola wouldn’t be about asâ successful was it not for the high worth got through its image name acknowledgment. In spite of the fact that brand acknowledgment is certainly not a physical resource you can see or contact, its constructive outcomes on primary concern benefits can demonstrate amazingly important to firms, for example, Coca-Cola, whose brand quality drives worldwide deals a seemingly endless amount of time after year. In FASB STATEMENT NO. 142, the valuable existence of certain elusive resources is hard to pass judgment, especially resources that include contracted or other lawfully set terms. Organizations utilize the helpful existence of advantages for control their choices on whether to amortize them on their fiscal reports. The key factor in deciding if to amortize a â€Å"other† elusive resource is its valuable life. On the off chance that it is uncertain, the benefit isn't amortized. In spite of the fact that the subject of whether an asset’s valuable life is distinct or inconclusive may appear to be clear, certain intangiblesâ€particularly those that are a consequence of contracted or other legitimately set termsâ€are hard to pass judgment. Before the issuance of FASB Statement no. 142, the most extreme helpful existence of an elusive resource was 40 years. Could a benefit an organization was amortizing over a valuable existence of under 40 years currently have an uncertain life under Statement no. 142? The appropriate response is â€Å"maybe.† Prior to its execution organizations might not have taken the entirety of the three rules in Statement no. 142â€renewability, costs and modificationsâ€into account in settling on amortization choices. Further, it was anything but a possibility for an advantage for have an inconclusive valuable life, paying little mind to how an organization assessed the standards before Statement no. 142. The breaking point was 40 years. The reality? Indeed, even those intangibles that weren’t appointed the full 40-year helpful life before Statement no. 142 ought to be assessed against the statement’s rules. They may have inconclusive valuable lives also. References http://www.sdc.on.ca/sdc6/help/Physical%20Inventory%20Process.htm Jennefer M. Mueller. Diary of Accountancy: Amortization of Certain Intangible Assets. DECEMBER 2004/Volume 198, Number 6.

Social Evils Essay Example

Social Evils Paper We are very much aware of the severe reality that Social Evils are an ineluctable piece of our general public and its overwhelming causer is man himself. The explanation is that he can't control his fluctuating wants and can't channelize them in a positive way hence the Social Evils emerge. It is the individuals of the general public who have made life so entangled for themselves and for others that abandons far the possibility of effortlessness which our religion additionally upholds. Natural selection has become request of the day. This thought no uncertainty, ventures expectation and inspiration. However, simultaneously this thought of being the fittest of all has driven individuals to receive indecent methods and ways. We should recognize that man at first is a delinquent and contains the substance of Evil in his heart and psyche yet this ought to be stifled. Be that as it may, rather than stifling, it is going the other route round as it is lit up. The purpose of recommending this is with the time of innovation, individuals have advanced and have even arrived at the moon which to be sure is a genuine achievement worth appreciation. Be that as it may, then again, they have begun to deteriorate ethically. His longing to acquire power, longing to fit in the general public has constrained him to follow the way of wickedness. He doesn't understand that ethical solidness ought to be there to exist in the general public. It is to be sure, the individuals who have digressed from their Moral Sense inorder to accomplish materialistic additions which causes disturbance in the general public. As we realize that a general public includes individuals along these lines, the individuals are the causes to spread disasters and disorder in their general environmental factors. Unquestionably, Social Evils are the aftereffect of Mans failure to control his desires and wants which spur him to submit wrong and mischief the general public. The weight and requests of the general public advance wrong doings which dirties the general public. In any case, man himself is mindful and the main driver for the presence of social wrongs. Despite the fact that he is a social creature, yet, he can change himself into a mammoth inorder to fulfill his inadmissible thought processes and wishes. In this way, the savagery of individuals prompts such results which will break them in future. We will compose a custom article test on Social Evils explicitly for you for just $16.38 $13.9/page Request now We will compose a custom exposition test on Social Evils explicitly for you FOR ONLY $16.38 $13.9/page Recruit Writer We will compose a custom exposition test on Social Evils explicitly for you FOR ONLY $16.38 $13.9/page Recruit Writer The Social Evils show themselves from various perspectives. For example, as defilement, adolescent misconduct, eagerness, prostitution, inappropriate behavior, kid misuse, etc. Friend Group: Another strong reason for Social Evils is the impact of companion gathering. The longing to turn into a piece of the companion bunch is sufficient in an individual particularly youths and kids that they can go to boundaries. In this manner, it is apparent that companion bunch assumes a famous job in a people life and subsequently on occasion it features his lamentable future too. Individuals entertain themselves with hostile to social conduct which carries mortification to their folks and families. It is broadly cited that: A man is known by the organization he keeps. This relates to the possibility that the notoriety and fate of an individual is resolved or decided by his organization. This can be validated by taking a typical case of the exclusive class which is one more reason for Social Evils. Individuals, as of now referenced want monitory additions and fame. A young person, however is in a developing procedure and inspite of having acumen isn't ready enough what he truly needs. Subsequently status awareness alludes to the reason for underhanded way because of which various individuals are languishing. By viewing the high class individuals, different people need to receive a specific way of life which is corresponding to theirs. At that point the ascent of Social Evils like burglary, drinking and utilization of medications happens. The youths see these kind of things as cool however they don't understand what hurt they are intentionally delivering on themselves and particularly to the general public. This can make an endless chain of devastation ans the outcome would be awful prompting passionate disturbance and physical rot also.

Global Operations Plan-World Fashion-China

Worldwide Operations Plan-World Fashion-China Official SummaryTeam B is an excited association comprising of six of the business' most brilliant people. We are included mechanical specialists, business experts, and style industry specialists. Together, we have over 100 years of involvement with the design and retail industry.Our objective is to offer our Chinese buyers an elective technique for buying the most popular trends. We take conventional list shopping to another level by offering a virtual online index. Our clients can blend and match any attire and adornment in the inventory and perceive how it would look like on a virtual model with a comparable body shape as the client. No longer will clients need to take a risk on buying different articles of clothing and adornments just to discover they are not to their liking.Much explore has been led to guarantee that Team B enters the Chinese market effectively. A joint endeavor with one of China's best and renowned retailers will permit Team B to enter China; while lessening an y political or financial risks.ä ¸ ­Ã¥â€º ½Ã§Å" Ã¤ » ½Ã¤ º ºÃ¥ â€¡GDP分å ¸Æ' Chinese area level...Team B will turn out to be very much perceived in China and with the Chinese government with time and the organization will have the option to build up itself all the more autonomously. This arrangement will permit Team B to construct a compatibility with both the extraordinary individuals of China and the government.Team B's item will be offered all through China to offer the style reliable client a wide assortment of the present most popular trends from Asia, Europe, and North America. As China keeps on flourishing and develop, Team B's item will have the option to offer its clients; style and fitting business clothing that will make them stand apart at moderate prices.Mission StatementMission articulation: To be our client's first decision in retail apparel by offering them the most recent plans from Asia, Europe, and North America...

Case Study Happiest Minds - Business Venture - Free Essay Example

Case Study: Happiest Minds Background An entrepreneur named Shri Ashok Soota formed a new business venture called à ¢Ã¢â€š ¬Ã…“Happiest Minds Technologies Private Limitedà ¢Ã¢â€š ¬Ã‚ . Soota had a vision for this company to become a full service firm with a global presence. The company was launched on August 29, 2011 with the help of a team of experts form the IT industry. This entrepreneurial start-up wasnà ¢Ã¢â€š ¬Ã¢â€ž ¢t an easy venture at first, but Soota had a variety of experience and leadership roles from his career life. Shri Soota was born in Pakistan and eventually moved to India during his childhood. His family moved around a lot since his father was an army doctor, so much that Soota attended twelve schools by the time he was twelve years old. Moving around throughout his life made a huge impact on him as an international entrepreneur by learning to adapt and be flexible, learning quickly, and making connections with people from different cultures. He attended Roorkee Engineering College and started out studying civil engineering but later switched to electrical engineering. Soota gained a lot of experience through his different jobs, but one of his most satisfying accomplishment was becoming CEO of DCM company. He worked for DCM for around twenty years going head-on with many challenges and enjoyed it. Soota completely turned the comp any around and put them on the right track making them profitable. However, after reaching success in the company Soota lost interest and wanted to move on to bigger and better things. During his time at DCM he did enroll for his MBA at the Asian Institute of Management in 1973. The next step in Sootaà ¢Ã¢â€š ¬Ã¢â€ž ¢s career led him into the IT sector by joining a small IT company à ¢Ã¢â€š ¬Ã…“Wipro Infotechà ¢Ã¢â€š ¬Ã‚ . With the help of other executives, he turned the company into a global IT service company. He spent around fifteen years being president of the company and really had a lot of freedom until the chairman stepped in when the company was getting too large. Soota said à ¢Ã¢â€š ¬Ã…“There was no negativityà ¢Ã¢â€š ¬Ã¢â‚¬ just a desire for change and a desire to let them find a new path without me and for me to find a new destinyà ¢Ã¢â€š ¬Ã‚ . This change led him to co-founding MindTree an Indian IT company and took leadership for around eleven years befo re he resigned. He never really expressed as to why he resigned, but people guess it was because of unhappiness from his lack of freedom in the company. Soota then went on to form the company Happiest Minds. The first office is located Bengaluru, India and was originally 55,000 square feet. The Bengaluru location is now their official headquarters for the company. His goal for this new company was to achieve one-hundred million dollarsà ¢Ã¢â€š ¬Ã¢â€ž ¢ worth of sales within five years of operating. Within three months of the companyà ¢Ã¢â€š ¬Ã¢â€ž ¢s startup, Soota opened up the first international office in Seattle on November 21, 2011. This market entry really showed the companyà ¢Ã¢â€š ¬Ã¢â€ž ¢s risk taking abilities and action making the company a success. They expect this Seattle office to play a huge role in their companyà ¢Ã¢â€š ¬Ã¢â€ž ¢s growth. As of today they have customers in the USA, UK, and India giving to the company a substantial amount of business. Happies t Minds mission, which is basically stated in the company name, is to create the happiest people and happiest customers. This à ¢Ã¢â€š ¬Ã…“Happiest Mindsà ¢Ã¢â€š ¬Ã‚  philosophy also takes place in their organizational culture meaning the happiest employees make happy customers. Their mission is a constant reminder of why they created the company and they implement their strategy through their culture and employees. Most companies only want to satisfy their customers by meeting their needs, but Happiest Minds wants to go above and beyond that limit and actually make their customers happy. They value an open culture where employees can reach and discover their potential through their work experience. The acronym à ¢Ã¢â€š ¬Ã…“SMILESà ¢Ã¢â€š ¬Ã‚  represents the companyà ¢Ã¢â€š ¬Ã¢â€ž ¢s core values and what they stand for (Sharing, Mindful, Integrity, Learning, Excellence, and Social Responsibility). Happiest Minds believe that ità ¢Ã¢â€š ¬Ã¢â€ž ¢s the companyà ¢Ã¢â€š ¬Ã¢â €ž ¢s responsibility to create and provide conditions to make their employees happy. They rely on the à ¢Ã¢â€š ¬Ã…“7 Cà ¢Ã¢â€š ¬Ã¢â€ž ¢sà ¢Ã¢â€š ¬Ã‚  which are culture, credibility, collaboration, contribution, choice, community, and communication. Recently, founder and CEO, Ashok Soota, of Happiest Minds was named as one of the 12 IT Gems of India at INFOCOM in 2013. The award was presented due to Sootaà ¢Ã¢â€š ¬Ã¢â€ž ¢s contributions to the IT industry- à ¢Ã¢â€š ¬Ã…“for his vision, creativity, business acumen and technology to lead India towards its higher goal in the field of information technologyà ¢Ã¢â€š ¬Ã‚  (HappiestMinds). The Competitive IT Industry The information technology service industry has exploded since the mid-1990s and has become a multi-billion dollar industry. Competition in the information technology industry is fierce for Happiest Minds with dozens of established and new venture companies. Total amount of revenues earned in the information technology service industry surpasses $400 billion. The biggest competitor for Happiest Minds is the world-renowned IBM Corporation, which is the top IT service company in the world. IBM is a dominant power in the industry with a 2.6 billion dollar gap between itself and the next top IT service company, Hewlett-Packard. IBM also compiled impressive total revenue of $700 billion dollars, which was 16% of total revenues earned by the top 100 IT service companies. With Happiest Minds being founded and created in India poses the firm a great deal of competitors directly in its domestic market. The number one rated information technology company in India (2012) was Tata Consulting Services (TCS). Tata Consultant Services had revenues over USD $10 billion and profits over $2.2 billion and has over 250,000 employees around the globe. An American multinational company, Cognizant, has become one of the more powerful information technology service companies in the Indian IT industry with rev enues over USD $6.1 billion. The most recent customer that Happiest Minds has acquired is Datawind , which are the producer of the Aakash Tablet PC and sell wireless web access product and services. Sunseet Singh Tull, CEO of Datamind, commented on the new strategic partnership with Happiest Mind by stating, à ¢Ã¢â€š ¬Ã…“Datawind has been focused on democratizing access to internet and computing with our versatile and robust, yet low cost tablet platform. The UbiSlate platform now evolves to the next level with our partnership with Happiest Minds. Happiest Minds is known for their expertise in disruptive technologies like cloud, mobility, analytics as well as embedded solutions. Through this partnership, we will be able to create a complete mobility experience by offering access to cost effective cloud applications and solutions to our customers.à ¢Ã¢â€š ¬Ã‚  In May of 2013, Happiest Minds agreed with Kidozen, based out of Boca Raton, FL, to start a strategic alliance with each other. Kidozen is an enterprise mobile-first platform. Happiest Minds helped consult the problems and present solutions to KidoZenà ¢Ã¢â€š ¬Ã¢â€ž ¢s new mobile app. Happiest Minds also signed an impressive 25 companies in the first year of its operations. When Happiest Minds announced the opening of the company, venture capital was a huge necessity to help the startup cover its costs. It only took six months for Happiest Minds to land its first source of funding when Canaan Partners and Intel Capital provided the firm USD $45 billion. The company founders, including Shri Soota, also provided the firm with a substantial amount of startup capital. Those funds were implemented into helping the company find à ¢Ã¢â€š ¬Ã…“world-class talentà ¢Ã¢â€š ¬Ã‚ , set up infrastructure, and accelerate sales through marketing. The strategy of Happiest Minds is ingrained in the culture of the company and is also stated in the mission statement, à ¢Ã¢â€š ¬Ã…“Happiest People. H appiest Customers.à ¢Ã¢â€š ¬Ã‚  The company instills that the employees working for them have great attitudes in the workplace and while working with customers. à ¢Ã¢â€š ¬Ã…“The Happiest Mindsà ¢Ã¢â€š ¬Ã‚  philosophy is that happy employees make happy customersà ¢Ã¢â€š ¬Ã‚ ¦. Though happiness is a very personal emotion, Happiest Minds believes that it is the organizationà ¢Ã¢â€š ¬Ã¢â€ž ¢s responsibility to create enabling conditions for a person to be happy. à ¢Ã¢â€š ¬Ã‚  (Sage Journal). This is one of the major competitive advantages for Happiest Minds, having a great attitude. Happiest Minds believes that people are one for the most integral components of the business. Happiest Products Services Happiest Minds Technologyà ¢Ã¢â€š ¬Ã¢â€ž ¢s value proposition states that they are a à ¢Ã¢â€š ¬Ã…“Next Generation IT services company, delivering Transformational Solutions for Enterprise by Leveraging Disruptive Technologies.à ¢Ã¢â€š ¬Ã‚  Their services include: so ftware product engineering, IT services, infrastructure management and security, along with engineering RD services. These four focuses lead to unified communication, seamless could and mobility capabilities, accurate analytics and successful social computing. Standing out from other IT Outsourcing providers, Happiest Minds plans to improve every aspect of the businesses that it serves. By leveraging the power of IT, the company improves market share, customer engagement, innovation and differentiation, agility and efficiency of operations, all while bringing down the costs of processes. Happiest Minds is a head above its competitors in terms of the amount of services provided. When asked what makes Happiest Minds different, founder Ashok Soota told a reporter that, à ¢Ã¢â€š ¬Ã…“What we are essentially selling is the experience of our team. The company may not be old, but the team we have has as much experience and expertise as any of the people in the largest of the compan ies. We never went and told any company that wed like to be their 3rd or 4th partner. Companies come to us because they think we can quickly turn around things in 3 or 5 months and thats really our sweet spot.à ¢Ã¢â€š ¬Ã‚  Along with experience, the company focuses on new and emerging technologies to differentiate, such as its cloud, social media and analytics services, and supply chain management. Happiest Minds Technologiesà ¢Ã¢â€š ¬Ã¢â€ž ¢ target customers are businesses around the world that involve Manufacturing, Retail CPG, BFSI, Travel Transportation, Telecom and Media. They have offices in the US, UK and in India to reach their audience. Happiest Minds is taking advantage of the speeding growth of technology by providing services that can encompass an entire business. Businesses commonly look for a quick 3 to 5 month turnaround which is the à ¢Ã¢â€š ¬Ã…“Sweet spotà ¢Ã¢â€š ¬Ã‚  for the company according to Soota. Small IT companies can handle projects up to a certain size quicker for companies than larger ones due to their agility and direct communication within the company. Sootaà ¢Ã¢â€š ¬Ã¢â€ž ¢s company provides a new solution to business intelligence and analytics. Software on the market that is commonly used cannot gather information and data in a set time limit. According to their website, à ¢Ã¢â€š ¬Ã…“We provide consulting, solutions, methodologies, and frameworks that help our customers in not only addressing the deluge in information growth, but also in answering questions pertaining to the information hidden in data. To combat the rapid change in the software product realm, Happiest Minds created something that they call a Constant Access Paradigm. It is consisted of two components, continuous services and connected devices. This allows their service to be on demand 24/7 while being able to connect it to multiple devices and people. Independent Software Vendors are served by Happiest Minds in the area of Product Lifec ycle Services, Lab on Hire, Mobility, Cloud, Social, and Testing. Happiest Minds puts a lot of effort into their research and development services. Their market for this predominantly involves businesses in the Automotive, Consumer Electronics, Communications, Networking and Storage fields. According to their website this is the Happiest Minds Edge: Strong focus on disruptive technologies to get the best use of connected and smart devices Strong eco-system of alliances and partners Range of solution accelerators Lower development costs shorter product lifecycles Access to solutions that focus on next-generation technologies Well Governed delivery processes Value added services like analytics, mobility approach and cloud approach Dedicated NOC/SOC for customers who require Managed services or technical support after product releases Basically, this is a company that acknowledges the constantly changing nature of the technology services industry. It is well reflected in its services how well it can keep up and handle the change. Happiest Mindsà ¢Ã¢â€š ¬Ã¢â€ž ¢ Resources Happiest Minds has benefitted greatly from the success of Shri Ashok Sootaà ¢Ã¢â€š ¬Ã¢â€ž ¢s previous experiences as an international entrepreneur. Experience is an entrepreneurà ¢Ã¢â€š ¬Ã¢â€ž ¢s best friend when trying to venture into unknown markets to take advantage of an opportunity. There are so many hurdles that can get in the way of a good idea coming to fruition and becoming successful. If the entrepreneur has experienced these roadblocks and found ways to get around them, they have an exponentially better chance of creating a business that can survive. This is Happiest Mindà ¢Ã¢â€š ¬Ã¢â€ž ¢s most valuable resource. This invaluable resource has shown to make the company a success in its early years so far. Because Sootaà ¢Ã¢â€ š ¬Ã¢â€ž ¢s early life was spent in many different places, experiencing different situations, he grew up with the ability to adapt to changing situations. This early life experience allowed him to adapt quickly to changing environments and create solutions when things got tough. Co-founding MindTree gave Soota insight on ways to get an IT company off the ground. The immense success of MindTree gave a blueprint for Soota when he decided to leave the company and create Happiest Minds. Because of his previous success, Soota was able to get the $45 million in venture capital to begin his new company. Having working capital at the beginning of a budding company is incredibly important because it gave them the ability to get the right equipment and still have money for the right employees and a good marketing plan. This feat is not easy for many companies so Happiest Minds really seemed to have lucked out from having Soota at the helm. He was a trusted individual in the industry and pr oved to many investors that he had the ability to make them money. The company also had the great resource of Sootaà ¢Ã¢â€š ¬Ã¢â€ž ¢s wealth. Most entrepreneurs start their companies while going through tough financial situations. Happiest Minds not only got funding from outside investors, they benefitted from internal funding from the man who started it all. Soota made millions while working with MindTree and was able to self-fund a good portion of the initial operations with Happiest Minds. This experience from MindTree also helped Happiest Minds find its first customers. The relationships Soota built in his previous work experience in the IT field gave Happiest Minds a solid customer base. These customers knew they could trust Soota to provide a quality service so they were willing to give him their business. Most new ventures struggle with finding a customer base because they have no reputation to build off of. Having an established reputation in the industry gave Happiest M inds a leg up on any competition from other similar new ventures. Despite all these things working in Sootaà ¢Ã¢â€š ¬Ã¢â€ž ¢s favor, there were certainly roadblocks that got in the way of the success that Happiest Minds is experiencing. Many of Sootaà ¢Ã¢â€š ¬Ã¢â€ž ¢s peers were not very supportive of his business model when they discovered his idea to quit MindTree and start Happiest Minds. They felt like his business model was a successful one ten years ago, but the IT industry had changed so much that this business model couldnà ¢Ã¢â€š ¬Ã¢â€ž ¢t succeed in the industry today. They didnà ¢Ã¢â€š ¬Ã¢â€ž ¢t believe he could have success again after MindTree. Soota took criticism initially for creating another service company. His peers believed he should have tried to create a new, innovative product instead. It would be difficult for him to differentiate his service company from the thousands of other similar businesses in the world. However, Soota shrugged off this critic ism because he knew, deep down, that he had an idea that would surely work well. Happiest Minds decided that the way they could find this differentiation was by focusing on emerging technologies such as cloud computing and social media. However, there were already companies working on these technologies that had a good two-year advantage on Happiest Minds. Other complications faced Happiest Minds in its early years. They had to recruit and find at least 2,000 skilled workers in an industry where most people were comfortable at the jobs they were already at. Soota would have to find a way to make his company more appealing so people would want to jump on board. If Happiest Minds wanted to achieve their goal of $100 million in income by year 6, finding skilled workers was an absolute necessity. To find these people and convince them to join a smaller brand like Happiest Minds, they were certain to experience some wage inflation as offering higher pay would be one of the only ways t o get these skilled workers to join. Luckily, Sootaà ¢Ã¢â€š ¬Ã¢â€ž ¢s experience gave people a reason to get on board with Happiest Minds. References Kumar, N.. International Entrepreneurship: Case of Happiest Minds. South Asian Journal of Business and Management Cases: 17-30. Print The list of the largest IT services companies 2010 Edition. Services Top 100 ::: The Worldà ¢Ã¢â€š ¬Ã¢â€ž ¢s Largest IT Service Companies. N.p., n.d. Web. 7 May 2014. https://www.servicestop100.org/ Mission, Vision and Values. Mission Values. N.p., n.d. Web. 7 May 2014. https://www.happiestminds.com/about-us/mission-and-values.

Essay about A Mercy Notes - 4980 Words

Some notes for Toni Morrisons novel A Mercy (2008) Part 1: Page and chapter numbers by day for the current edition we are using: Date Chapters Old numbers New Numbers Day 30, Weds. 11/14/12 1-4 1-66 3-78 Day 31, Fri., 11/16/12 5-8 67-134 79-158 Day 32, Mon 11/19/12 9-12 135-167 159-196 Part 2: Chronology of Events Before the story begins, the Blacksmith’s male line has passed down from father to son the art of smelting ore into iron in Africa in termite mines. The Blacksmith may have been captured in pirate raids upon slave ships, and sold in the Americas as an indentured servant. His demeanor in the novel suggests that he was probably at least adolescent when captured, as he does not seem as alienated from his†¦show more content†¦Jacob decides to build himself a magnificent house. In the commotion of building, his one surviving and thriving child, 5-year-old Patrician is kicked in the head by a horse and dies in winter. She must be buried twice, because the ground is too hard to dig her grave at the time of her death. 1689 The Blacksmith arrives to work on the gates to the third house Jacob is building. Florens is smitten with him. While at work on the gates, the Blacksmith successfully treated the boils Sorrow seems to develop as a chronic, pesky (but not lethal) medical condition. 1690 Jacob dies of pox, his dying wish to be carried into the third house he has built. Rebekkah feels pox sores in her mouth, and by morning she is in full outbreak. Florens is sent to fetch the Blacksmith to cure Rebekkah. She travels by wagon. When her fellow-passengers desert the wagon at nightfall, Florens takes off by foot to find the Blacksmith. Lina briefly meets the runaways in the forest. Part 3: Historical Notes by Chapter Chapter 1 Signs; â€Å"when a dog’s profile plays in the steam of a kettle† Florens is â€Å"reading signs.† That is, she is interpreting something unusual in the natural world that seems to correspond with a supernatural way of knowing the world, beyond that accessible to the rational senses. The literary source of this practice is most likely twofold. Henry Louis Gates Jr., in Figures in Black: Words, Signs, and the â€Å"Racial† Self (1989) chooses asShow MoreRelatedEssay about The Merchant of Venice by William Shakespeare875 Words   |  4 Pagesprince of Morocco, who has come in an attempt to choose the right casket to marry her, he chooses the wrong casket and loses her hand in marriage (Spark Notes: Plot Overview). 3 of the most important things in the play are how people that look nice on the outside may be rotten and mean at heart, giving mercy to enemies may turn back on you (Spark Notes: Themes, Motifs Symbols, par. 3), and how people treat other people based on their religions or beliefs. I realized in this play that people that lookRead MoreEssay about Timeless Work: an Analysis of Marvin Gaye1053 Words   |  5 Pagesquieted or attacked. In the song â€Å"Mercy, Mercy Me†, imagery and symbolism exist as two key archetypes that draw out the elements of pathos in Gaye’s lyrics. 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Essay on Of Revenge Francis Bacon’s Optimistic Tale

Of Revenge: Francis Bacon’s Optimistic Tale?nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp; nbsp; Revenge and vengeance are basic tools of human instinct. Whether society chooses to accept or blind itself to this fact, it is an indisputable truth. Francis Bacon examines this truth in Of Revenge, a view of society and literary characters that reflects the strive for vengeance. However, Of Revenge deeply underestimates the corruption of the human spirit and soul. It completely disregards the presence of the basic human instinct which thrives on the manipulation and destruction of others, for the sake of satisfaction. Though Bacon’s inferences to the book of Job or Solomon are perfectly viable to a character that chooses to†¦show more content†¦She murdered her brother, was willingly ostracized from her homeland, gave Jason two sons, and killed most of Jason’s enemies using her knowledge of black arts. In short, Jason’s inability to remain faithful to a woman who obsessed over him, causes Medea’s search for vengeance. The wrongs committed by Jaso n with respect to Medea mirror Bacon’s belief that revenge makes a man but even with his enemy as well as we are commanded to forgive our enemies; but never read that we are commanded to forgive our friends. In this case, Medea cannot forgive her husband and takes revenge by murdering the king of Corinth and his daughter, Jason’s fianceacute;, as well as murders Jason’s two sons. Though this form of revenge is cold-blooded and sadistic, Bacon would have believed that Medea’s actions were justified due to the wrongs Jason committed against her. It is for this reason that the character of Medea is carefully crafted to fit Bacon’s mold of a person seeking revenge, as well as illustrates the importance of the theme of revenge in the play. Though Bacon’s views are illustrated through Medea, they are grossly disproportional to the character of Iago in Shakespeare’s Othello. Bacon quotes, there is no man doth a wrong for the wrong’s sake. However, Iago is considered one of the most disgusting and vengeful characters in literature that destroys the lives of innocents for his own behalf. In fact,

Personnel Management

Question: Write a report about the personnel management of the marketing department. Answer: Introduction SingTel is a telecommunication company based on Singapore. It operates in 25 countries. This is the largest mobile network operators in Singapore and the subscriber base of this company is 500 million customers. The company provides IPTV; mobile networks; line telephony services; ISP. It is also largest firm in terms of market capitalization listed on SGX. As on 2014, the company holds 82% of the fixed landline market; 43% of broadband market and 47% of mobile market in Singapore. Recently, the company is planning to launch 5G services in order to support the countrys vision of becoming Smart Nation. The company is working towards being first in the world by 2020 to roll out 5G services (Level, 2015). In this report, marketing department of SingTel has been chosen for job analysis; job design and it will recommend recruitment and selection strategies. Job Analysis The marketing department of a company plays a crucial role in achieving the goals of the company by maximizing the revenue of the company (Daft, 2012). Therefore, it is very important to analyze the job description and specification of this department. To be specific, here the report will focus on the job analysis of marketing managers. Job Description Brief Overview: The marketing department of this company focuses on generating revenue and increasing market share. They contribute to the growth and profitability of the company (Philip, 2016). By formulating proper strategy; doing market research; improving sales performance the marketing department of SingTel can achieve its target. By organizing events like sales; seminar and exhibitions, this department attracts the stakeholders. Task: Developing pricing strategies Evaluating marketing strategy Developing new products Promoting the brand through effective strategies Working on visual appearance of the company, such as, logo; sounds or music of the advertisement etc Developing public relation Selecting products that are to be displayed at trade Advising about the color; design and packaging Managing the agencies like vendors; distributors by negotiating with them (Hollensen, 2015) Duties: Overseeing the marketing budget of the company Organizing promotional campaigns Monitoring the report and performance of the salesperson of the company Coordinating with the salesperson and advising them to enhance their performance Recruiting the salespersons and train them properly Preparing online promotional activity Communicating with legal staffs of the company to resolve problems like copyright infringement; royalty sharing etc Assigning task to the staffs of the marketing department Identifying the trends of the market and formulate strategy accordingly Exploring the new market and target the specific consumers Building communication with the top management and the lower level workers Sharing information with the departmental employees to offer better customer service (Baker, 2016) Responsibilities: The major responsibility of the marketing department of SingTel is to specify the objectives and targets of the employees of the department. The marketing managers are responsible for overall marketing activities of the company (Ivanovic Collin 2015). Some major responsibilities are as follows: Managing brand and creating corporate identity. Reporting to the senior management team or directly to the Managing Director of the Company Proper market research and analyzing the findings before implementing any strategy Fulfilling the companys objectives of acquiring high profit Job Specification From the above job description, it is clear that, marketing manager is responsible for entire management of the marketing department. Therefore, some job specifications for the Marketing Manager have been determined from the above analysis, which are key tools for the success. Marketing Manager should have at least 10years of experience in the marketing position in a similar industry. They must be experience of handling team of ten members. The marketing manager should be an effective communicator. The person must have creative and innovative thinking capability. Marketing Manager should be able to cope with the any kind of change in the market. Must have education specialization in business administration and marketing related field Job Design The job designing of a company aims at eradicating job dissatisfaction and alienation of the workers due to the tasks they have to perform. The companies try to improve productivity of the workers by providing the non-monetary returns. The jobs are designed for efficiency; motivation; safety and health and mental capacity (Tims Bakker, 2013). The SingTel should design its job of the marketing managers in such a way that they do not increase the cost to the firm. The role of the managers can be designed as giving training to the team members to improve their efficiency, to achieve the targets by the marketing managers. The efficiency of the marketing department can be improved by not engaging the employees in the repetitive task (Purce, 2014). They get bored as find it meaningless to do the same task. Therefore, SingTel should involve the employees of the marketing department in the entire marketing process of the company. This will help them to understand The jobs of the employees in the marketing department should be designed in such a way that it motivates the employees. If the marketing managers along with the marketing team are satisfied from the proper motivation, then they will care about the customers satisfaction. By giving large portion of work makes the job more interesting to the workers. The job should be designed in such a way that the employees of SingTels marketing department can foresee job enrichment within the company (Wood et al., 2012). Teamwork with the coworkers and flexibility in job can motivate the employees. The measures of work safety and health are implemented for the workers of every level. However, this report will focus on the WSH of marketing department. The SingTel should focus on providing safe work place in order to improve the employees loyalty and make them more attentive towards their responsibility. The marketing department is engaged with both indoor and outdoor tasks. The company must take proper measures to provide the safety of the workers who are engaged in field works. They should design the job in such a way that outdoor works are distributed rotationally to the different employees (Doellgast, Sarmiento-Mirwaldt Benassi, 2013). The job roles should be designed in such a way that they do not hamper the health and safety of the employees of marketing department. The job design for the mental capacity implies that the employers should know the special needs of the individual workers, who are elderly or have some physical or mental disabilities. The marketing managers should be careful regarding the physical and mental capabilities of the workers. SingTel should design the job in a way such that the information is filtered more. The job must be designed and imposed according to the mental capability of the workers. Recruitment Strategy Recruiting the marketing manager or the marketing team is a crucial element of forming an efficient marketing department. The hiring cost of a salesperson is quite expensive and risky as well. This is because; if the person is experienced then SingTel has to pay a higher wage. However, this will outweigh the chances of not missing the target. In contrast, an inexperienced person will be paid less but the risk is more in missing the targets (Morgan Piercy, 2015). Employing right salesperson with proper expertise is also an issue for the recruitment board of the company. However, if the company is able to employ one employee with proper requirement of skills, then the business will sell the professional services that are of more valued. This employee will also contribute more value to the business. The recruitment strategies of the company must include elaborating the program and plan of the company to persuade the students or fresh entrants to the workforce. Introduce the maps; pictures and past performance of the company can attract potential workers. Connection with college students before completion graduation, because; students select the company they know better than looking into the competition. The strategy of SingTel must incorporate defining the position properly. The recruitment board of the marketing department must evaluate the responsibility of the job-role; prioritize the skills and experience that it needs within the candidates (Mgge, 2016). To recruit the best candidates in the marketing team, SingTel can add some specific criteria for evaluating the candidates. Advertisement for recruitment should be in a manner that will inspire the potential candidates to apply for the post. Another recruitment strategy of SingTel can be hiring potential candidates through r eferrals, which is a great source of efficient candidates. Informing the vendors; customers; family and friends about the vacant position will bring efficient applicants. Reference can be obtained from the existing marketing staffs, as they have more contacts. The advertisement should be given in the popular and appropriate websites (Mahmood, 2014). Recruitment strategy the company should incorporate content on the website that describes everything to the job applicants. Social networking sites are another major medium of posting job requirement. If SingTel is not getting right candidates, it should not compromise by selecting a mediocre worker, as this might lead to great loss to the company. Investment in the recruitment process should be done in a manner so that the cost of hiring workers can be funded by allocated fund of the company. Selection Strategies Selection is a process of hiring or rejecting a candidate who has applied for the job position. In this process, the company chooses the qualified and efficient candidates to fill the position and to perform the desired role of the post (Taylor, 2012). The basic selection criteria of SingTel are: formal education of the applicant; past performance and experience; physical ability to perform the desired task and personality of the applicant. Since, the job role of marketing team is challenging, as salesperson often work on field, that is physically strenuous than who is sitting within the office. Therefore, the SingTel must be more focused on selecting a person who is fit to amend the tasks of the marketing department. Moreover, the marketing department is highly under pressure as this is the core business process of the company; hence, it is important for SingTel to understand the mental stability of the applicants before selection (Costen, 2012). Selection strategy incorporates on-f ield selection, where a candidate is chosen by screening its performance for some times, for example, hiring an Intern who performed well in the period of internship. This strategy is quite favorite to the company, as the quality of the candidate and the company already knows its potential. The selection strategy can be off-field, which is the common way of selection process, for example through interviews. The strategy of selection includes three ways of hiring a candidate: testing; collecting information and interviewing (Shackleton, 2015). The testing strategy includes personality test; cognitive ability test; integrity test; physical ability test; drug test and work-sample test. This enables the company to measure skills, ability and knowledge of the applicants, along with the characteristics of the candidates. The selection strategy also involves collection of information in forms of CV; personal information on biographical data and by checking the references. Since, the select ion is in the marketing department, it is important to know the candidates personal behavior and past events. Therefore, information gathering is a major strategy for selection by SingTel. The major strategy of SingTel involves the selection method through interview. This is the common and final process of selecting a candidate. Interview strategy can be of two types; structured and unstructured. SingTel can choose structures interview strategy, as this will help the company to compare and choose among many applicants based on same set of questions. Conclusion The report is based on the personnel management of the marketing department. It has reported regarding the job analysis of the marketing department specifically the job description of the marketing manager. It has also mentioned the job specifications for the marketing manager of SingTel. It has recommended what should be the job design in terms of safety and health; mental capacity; efficiency and motivation. It has recommend that, as the marketing department plays a significant role in the organization, SingTel should implement proper recruitment strategy and selection strategy so that the company can acquire best and efficient employees in its marketing team. This is because; an effective and potential marketing team can gain significant profits for the company. References Baker, T. (2016). The Job Description and the New Contract. InThe End of the Job Description(pp. 63-78). Palgrave Macmillan UK. Costen, W. M. (2012). Recruitment and Selection.The Encyclopedia of Human Resource Management: Short Entries, 379-387. Daft, R. (2012).Organization theory and design. Nelson Education. Doellgast, V., Sarmiento-Mirwaldt, K., Benassi, C. (2013). Alternative routes to good jobs in the service economy.A Comparison of Employment Restructuring and HRM Strategies in Incumbent Telecommunications Firms, final project report, ESRC Grant RES-061-25-0444. Hollensen, S. (2015).Marketing management: A relationship approach. Pearson Education. Ivanovic, A., Collin, P. (Eds.). (2015).Dictionary of Human Resources and Personnel Management: Over 6,000 terms clearly defined. Bloomsbury Publishing. Level, C. (2015). Job description.Organization,2(1). Mahmood, N. H. N. (2014). Factors Influence Organization Management towards Using Electronic Recruitment Strategy.Sains Humanika,2(2). Morgan, R., Piercy, N. (2015). Role Uncertainty and Marketing Performance in Service Firms. InProceedings of the 1993 Academy of Marketing Science (AMS) Annual Conference(pp. 670-674). Springer International Publishing. Mgge, L. M. (2016). Intersectionality, Recruitment and Selection: Ethnic Minority Candidates in Dutch Parties.Parliamentary Affairs, gsv060. Philip, K. (2016). Marketing Management-Millennium Edition. Purce, J. (2014). The impact of corporate strategy on human resource management.New Perspectives on Human Resource Management (Routledge Revivals),67. Shackleton, V. (2015). Recruitment and selection.Elements of Applied Psychology, 153. Taylor, S. (2014). RECRUITMENT AND SELECTION.Strategic Human Resource Management: An International Perspective, 139. Tims, M., Bakker, A. B. (2013). 7 Job design and employee engagement.Employee Engagement in Theory and Practice, 131. Wood, S., Van Veldhoven, M., Croon, M., de Menezes, L. M. (2012). Enriched job design, high involvement management and organizational performance: The mediating roles of job satisfaction and well-being.Human relations,65(4), 419-445.