A Lady in a Machine-Shop Essay -- Susan Bivin Aller

In "A Lady in a Machine-Shop," Susan Bivin Aller uses creativity, determination, and confidence to demonstrate how they led Margaret Knight to succession as an inventor. Knight and her family moved to Manchester, New Hampshire when she was at a young age. At the age of twelve, Knight witnessed a mill worker injured by a steel-tipped shuttle. This motivated her to create a safety mechanism, her first invention, to prevent any further injuries in cotton mills. Knight's mind was built with creativeness and that helped her succeed. As Knight grew up with her brothers, she invented "sleds, kites, and other playthings that?were the envy of all the boys in town." Knight often had a smile on her face when making new items for her brothers. She enjoyed inventing and helping others in need. "Because she didn't play with dolls," like other girls did, Knight's mind developed independently and creatively. She was the type of person that had her own thoughts and feelings. When Knight worked at the Columbia Paper Bag Company, she wanted to improve how the machines made the bags. The bags were si...

The Adventures Of Huckleberry Finn: Critique :: Free Essays

The Adventures of Huckleberry Finn: Critique Biography Mark Twain, the pseudonym of Samuel Clemens, was, as a literary writer, a genius. His use of numerous literary devices throughout the novel are quite unique. Examples of them would be, irony; "Here was a nigger, which I had as good as helped to run away, coming right out and saying that he would steal his children - children that belonged to someone that had done me no harm." p. 88; and colloquial enunciation; I ast 'm if dey 'uz gwyne to grab a young white genlman's propaty, en git a hidin for it?" p. 112 Samuel Clemens was a very controversial writer in his time. Although he was fiercely criticized, he was among the first writers to incorporate views other than that of a reverential main character into his stories, and he was also a primary user of colloquial enunciation. Plot Synopsis The plot is, as the title suggests, about the adventures of an unruly and carefree boy named Huckleberry Finn. The novel depicts the 1900's southern social climate in a manner that is not only satirical, but psychoanalytically intuitive. In it, Huck, as he is commonly known, runs away with a slave named Jim. As they travel along the Mississippi river, in the southern region of the United States, they undergo many extraordinary adventures. Analysis One of the most predominant themes in this novel is that of deception. Deception, in one form or another, is used with an avid consistency throughout the story. Two personifications of deception were the characters, King and Duke. They were "entrepreneurs" of deception (which is a polite way of saying hustlers). Samuel Clemens writes about them so ingeniously, that after a while the reader is able to understand the true nature of these tricksters, and that most of what they utter is either fabrication or a twisted truth.

The A Bomb :: essays research papers

The Atomic Bomb The first atomic bomb was tested on July 16,1945 at Alamogordo, New Mexico and was developed, constructed and tested by the Manhattan Project. The new device represented a completely new type of explosion. All explosives before this time got their power for the rapid burning of a chemical compound like gunpowder. These bombs could only do a limited amount of damage. This new group of nuclear explosives involved getting energy sources from within the nucleus of the atom. The Atomic bomb gained its power from the fission of all of the atomic nuclei in several kilos of uranium. A Ball about the size of a baseball made an explosion equal to about 20,000 tons of TNT. An atomic bomb can also be called a fission bomb because it uses fission to release the nuclear power from the fuel. The fuel is usually either Uranium-235 or plutomium-239. Uranium-235 has an extra property that makes it useful for both nuclear power production and for nuclear bombs - it is one of the few materials that can undergo induced fission. If a neutron runs into a Uranium nucleus, the nucleus will absorb the neutron, become unstable and split immediately. As soon as the nucleus captures the neutron, it splits into two lighter atoms and throws off 2 or 3 new neutrons. These neutrons then hit other uranium atoms and a chain reaction is started. An incredible amount of energy is released, in the form of heat and gamma radiation. In order for these properties of U-235 to work, a sample of uranium must be enriched. Weapons-grade uranium is composed of 90% or more U-235. In a fission bomb, the fuel must be kept in small and separate masses. These must be small enough to not support fission otherwise the bomb could explode before it is meant to. These masses are called subcritical masses. Critical mass is the minimum amount of fissionable material needed to keep a nuclear fission reaction going. Because the masses are separate there had to be ways to bring them together to detonate the bomb. There are two ways to detonate an atomic bomb. The first is the gun-triggered device and the second is the implosion device. In both of these types, neutrons had to be introduced to start the fission. This was done by making a little neutron generator out of a small pellet of polonium and beryllium, separated by foil.

Managing human capital

IntroductionIn the bulk of administrations people are now the premier plus. The cognition, abilities and accomplishments have to be set up and used to the maximal consequence if the administration is to make value. Nowadays, organisations are invariably altering as a response to the concern environment with each clip being more demanding and competitory. Primary purpose for companies is to go more flexible by following a successful scheme. How the company adapts to the alteration and how prompt it happens can guarantee its topographic point within the game. Responsiveness, adaptability and flexibleness are the key. Harmonizing to, Turner, Keegan & A ; Hueman ( 2006:317 ) , for an administration to be effectual and successful, the human resource direction maps must be integrated into the assorted organizational scheme Human resources are defined as the pool of human capital under the house ‘s control in a direct employment relationship, and HR patterns are the organizational activities directed at pull offing the pool of human capital and guaranting that the capital is employed towards the fulfillment of organizational ends ( Wright et al. , 1994 ) .Hrm FunctionThe HRM Function plays the function of the taking attention of the human capital in the organisation. The HRM Function is responsible for the procedures, which allow the organisation to remain competitory on the external market and internally efficient. By and large, the function and duties of the HRM Function are defined good in theory, but the world can be different from the organisation to the organisation. The investings needed to maintain the current staff and the competition on the market normally define the resort area for the HRM Function. The HRM Function is responsible for the undermentioned countries in the organisation:RecruitmentCompensation and BenefitsPerformance ManagementTrainingReportingLeadership DevelopmentPersonal AdministrationLegal Compliant ProcessesIn recent old ages, HRM involvement has grown in the country employee ‘s ability and public presentation. Among academics public presentation assessment defined as a structured system of mensurating, measuring and act uponing an employee ‘s occupation related properties, behaviors and results to happen out what degree employee is soon executing on the occupation. ( Kramer & A ; macgraw & A ; schuler 1997 ) that is: how productive the employees are and whether they can execute more efficaciously in the hereafter it is a dynamic and multidimensional procedure ( Latham & A ; wexley 1981, Carroll & A ; schneirer 1982 ) Harmonizing to Dessler ( 2005 ) public presentation assessment is a cardinal affair in the HRM because it helps to organisations about the employee with feedback, development and inducements required assisting individual eliminate public presentation lacks or to go on to execute above par. In twenties century account of public presentation assessment has been extended new positions. Generally human resources directors say that mensurating public presentation helps to acquire information about employee ‘s demand and making but since sing public presentation assessment get an of import portion of HRM. harmonizing to Heyel â€Å" it is the procedure of measuring the public presentation and makings of the employees in footings of the demands of the occupation for which is employed for intents of disposal including arrangement, choice for publicities, supplying fiscal wagess and other actions which require differential intervention among the members of groups as distinguished from actions impacting all members equally.† ( s.Chand 2000 )From Performance Appraisal To Performance ManagementWhile the thought that assessments should better employee public presentation is already accepted and we know that it is non new. Many directors of companies set up their procedure in tree measure. They are _ of puting ends, _ preparation employees, _appraising and honoring them. During the period of procedure it calls public presentation direction. By and large public presentation direction as a procedure that back uping to company ‘s strategic purposes. All these definitions conduct that public presentation assessment takes a function in a procedure. employee ‘s ends and work are related to company ‘s end. That is why develops the employee ‘s capablenesss, and evaluates and wagess the person‘s attempt besides company ‘s benefit in new vision of human resources direction.Performance DevelopmentPerformance direction scheme is related with employee development. Purpose of public presentation direction is developing employees who are effectual in their work besides seek to better public presentation when employees are non executing every bit good as they should ( Campbell, and Lee, 1988 ; Farh, et al. , 1991 ) The feedback is a chief point which given during the public presentation rating procedure identify, employees failings every bit good as chances for accomplishment development. It is clear that the intents of en effectual public presentation direction system are link employee activities with administration ‘s strategic ends, provide valid and utile information for administrative determinations about employees and give employees utile developmental feedbackSHRMstrategic human resource direction has been defined as â€Å" the linking of human resources with strategic ends and aims in order to better concern public presentation and develop organisational civilization that surrogate invention and flexibleness â€Å" ( Siddharth Chatuvedi ) Strategic Human Resource Management ( SHRM ) is one of the most powerful and influential thoughts to hold emerged in the field of concern and direction. It is besides applied by some policy shapers at have drawn upon the thought of SHRM to advance a high public presentation workplaces and human capital direction. Research workers in the field of strategic human resource direction have emphasized that human resource ( HR ) patterns may take to higher house public presentation and be beginnings of sustained competitory advantages ( Wright, Dunford, & A ; Snell, 2001 ) . SHRM impact how organisations are changed, and how they perform. It besides affects how employees are treated, security of employment and the nature of employment. SHRM trades with organisational public presentation and systems of patterns and HRM trades with a single employee public presentation and single HRM patterns. The function of SHRM or HRM is to set up a system of HRM patterns that transforms a house ‘s employees from trade goods that provide negligible competitory advantage and average work public presentation to human assets and prolonging the heightened work motive, expanded occupation chances, and alone accomplishments, cognition and abilities. When a house is be aftering to modify or do a advancement of invention, the best applied scheme is the research-based-review that will decidedly be utile to the SHRM/HRM.Strategic HRM And Human Capital ManagementA figure of authors have argued that strategic HRM and human capital direction ( HCM ) are one and the same thing, and so the construct of strategic HRM lucifers that of the broader definition of HCM rather good as the undermentioned definition of the chief characteristics of s trategic HRM by Dyer and Holder 1998 shows5:Organisational degree – because schemes involve determinations about cardinal ends, major policies and the allotment of resources they tend to be formulated at the top.Focus – schemes are business-driven and concentrate on organizational effectivity ; therefore in this perspective people are viewed chiefly as resources to be managed toward the accomplishment of strategic concern ends.Framework – schemes by their really nature provide uniting models which are at one time wide, contingency-based and integrative. They incorporate a full complement of HR ends and activities designed specifically to suit extant environments and to be reciprocally reenforcing or interactive.Theory Applied To The SHRM/HRMThe human resource direction patterns fundamentally include the procedure of enlisting and keeping. To supply the farther apprehension, the Grounded Theory will take the SHRM/HRM to make end of employee enlisting and keeping. The application of grounded theory provides the recruiters and human resource professionals to hold a better apprehension in the employment alterations.Application Of Two ModelsA. Guest Model Of HRMThis type of theoretical account that was introduced by David Guest has six dimensions of analysis for HRM. It summarizes the HRM schemes, HRM patterns, HRM outcomes, behavior results, public presentation results, and fiscal results. The thought of this theoretical account is based on the cardinal elements of the HRM attack, such as committedness that have a direct relationship with valued concern effects.B. Compensation And WagessThis method might be usage and besides be more effectual in the employment relationships, scheme, and direction that can ensue for a better apprehension on strategic human resource direction systems. As a sort of motivational attack, employees can be more competitory hypertext transfer protocol: //ivythesis.typepad.com/term_paper_topics/2009/10/shrmhrm-models-a nd-theories.htmlMaking A High Performance WorkplaceHow Can HR Help To Implement High Performance Work Practices?HR aid to implement high public presentation work patterns by making a civilization whic is supportive of high public presentation, by act uponing attitudes ( HR can assist put up benchmarking visits to organisations which are accomplishing outstanding consequences through people ) , by planing and implementing HR procedures which support the concern scheme ( hr procedures such as wages systems need to be aligned to the new ways of working. In order to present high public presentation working there are a figure of cardinal features of high public presentation workplaces:Employees are extremely skilledEmployee motive and committedness are strongOccupations are good designed and functions fit together goodOpportunities are provided for people to take part in bettering how they do their workStrong cultural values underlie how people work together and do determinationsStructures are expeditiously organisedThe necessary tools and resources and physical environment are providedMaking this happen requires a combination of two cardinal elements on a high degree:Having a work force of gifted and motivated peopleHaving a extremely effectual system through which work is organised and people are recruited, managed and developedCardinal Stairss To Have A High Performance In WorkplaceThere are basically two parts to presenting high public presentation working. The first portion is all about seting the basic enablers in topographic po int. The 2nd is transforming how work is done to guarantee top public presentation twenty-four hours in, twenty-four hours out. First, it is of import to acquire the rudimentss in topographic point, as follows: Choice: enrolling the best people, utilizing techniques such as psychometric testing and competency-based interviewing to do certain campaigners are accurately screened Prosecuting new starting motors: supplying utile initiation with support at manus and a clear debut to ways of working and civilization Development: analysing development demands of persons and squads in footings of both proficient and ‘soft accomplishments ‘ , and supplying relevant preparation and development to run into any spreads Pay and benefits: supplying a competitory salary bundle or contract rate to procure good quality employees, with sensible warrants of employment security. Performance direction: guaranting both persons and squads as whole have clear aims and are managed consequently, honoring excellence and covering with under-performance Diverseness: holding a good mix of accomplishments, backgrounds and types of people brings a comprehensiveness of thoughts and improved problem-solving Work environment: ensuring resources are in topographic point so that the tools, equipment and installations to back up high public presentation working are in topographic point and people have what they need to make the occupation good Accurate information: holding clear informations on the both the costs of using people, who is making what and the benefits they contribute to the programme or undertaking Transforming into a high public presentation workplace requires non merely the right support systems, nevertheless, but concentrating on how people work together, in peculiar: Leadership: most people react best to leaders who connect with them and are n't hierarchal in their attack. This means acquiring ‘back to the floor ‘ and disbursement clip with people at all degrees, including frontline operators, clients, support staff and other directors. Then a clear way demands to be set and pursued smartly, presenting on promises and animating assurance in staff Team-based working: squads need to hold clear undertakings, be measured as a squad instead than persons and tantrum good with other squads. Functions within a squad should be complementary, clear and interdependent. Where these standards are met, squads are extremely effectual in presenting consequences with limited monitoring, far more so than persons working independently. Flexible constructions: understating the figure of direction degrees and differences of position has important impact on two degrees. First, lines of communicating are quicker and more fluid between whoever is taking a programme and different people presenting cardinal undertakings. Besides, with few center directors, the undertaking direction operating expenses are kept to a lower limit. Communication: seasonably, unfastened and honest communicating with all staff, avoiding a ‘need to cognize ‘ civilization, is priceless in guaranting good determinations are made and errors avoided. This is besides critical for people to experience valued, as they are in the cringle and trusted. Engagement: one of the biggest countries of chance loss in many undertakings is deficiency of engagement of squad members in determinations, be they big or little. Normally the people making the frontline undertakings are those who know best how things can be improved or made more efficient. Supplying regular unfastened forums and sometimes confidential channels to raise issues are critical to acquire people involved in doing the whole undertaking work better. Making this takes up some clip but constantly leads to break consequences and nest eggs downstream. Continuous invention: high acting workplaces are continuously happening new and more effectual ways of presenting their ends. This does n't intend eternal clip wasted navel-gazing. It does intend high quality communicating and engagement being used to good consequence – to do things work better and ever maintaining an oculus unfastened for chances. The function of the leader in enabling this is important. Good inventions need to be implemented. ‘No ‘ should be a word that is non heard often!By Alan Bourne, Chartered Occupational Psychologist 2007Example From CompaniesStarbuck ‘s, Boeing, Wal-Mart, Mc Donalds, Samsung and Turkish Airlines are leaders in their industry and have been making concern successfully. During the research on their Human Resource Management ( HRM ) , I have seen their successes are steadfastly related to their effectual and efficient HRM schemes. There are many factors in common among these five companies ‘ HRM schemes: devotednes s to employees ‘ benefits, employee preparation, a diversified work environment, publicities and wagess system, friendly and healthy workplace and outsourcing chances. Starbuck ‘s concern has been hiking twelvemonth by twelvemonth. For many people that have had Starbuck ‘s java, they may detect that Starbuck ‘s client service is outstanding. Every client is treated like a VIP and with high quality service. Starbuck ‘s provides its direction squad and employees developing to assist them better understand its concern procedure. Besides, Starbuck ‘s offers a broad scope of occupation chances for people to develop their potency. Boeing, world-famous aeroplane shaper, provides the most advanced and diversified employees benefits I have of all time known. Boeing knows handling employees liberally will convey more net incomes and competitory advantage. In add-on, Boeing provides a bright and clear calling growing way for its employees, and it will decidedly add to their assurance and attempts working at Boeing. Wal-Mart is the largest private employer of African-Americans and Hispanics in the United States. Different civilizations, backgrounds, and moralss have become Wal-Mart HRM ‘s nucleus issues. Wal-Mart embracings diverseness at all degrees in its organisation. Wal-Mart besides has an Open Door Policy in which every associate is encouraged to convey any suggestions to their supervisor. Wal-Mart ‘s advanced and effectual HRM schemes make it such a successful company. McDonalds believes that â€Å"training is the foundation of their success and vital for bettering the business† . Hourly paid staff receive on the occupation preparation, supplemented by computing machine based and other preparation methods, Management staff receive preparation at one of the company ‘s six British preparation Centres. McDonalds has a high ‘turnover ‘ of staff, proposing the enlisting scheme is inefficient. Incorrect occupation advertizement perchance leads to the entry of applications by the incorrect type of individual. Samsung ‘s scheme can be described as an attempt to systematically run into clients ‘ demands across three critical dimensions-quality, time-to-volume, and being easy to make concern with. The company is invariably altering and reinventing itself in support of these ends by design in Samsung ‘s HR direction systems. Recently the house has collected some informations about why people in high tech came to ( and stayed at ) Samsung. It was found that â€Å" interesting work † and the quality of the work environment were cardinal properties. Samsung develop a batch of classs for Samsung staff to larn, and give them chances to travel outside to larn. E.g. : The design halfway staff can travel abroad or have opportunity to work with celebrated endowments. Samsung has identified the development and care of an Extraordinary Environment as a cardinal driver in the execution of its competitory scheme. Turkey Airline is one of the market leaders in the flight industry.The Company has got jobs which include hapless communicating and deficiency of information flow between the assorted sections, headhunting of cardinal staff members by rivals, weak organizational construction, weak wages scheme and organizational civilization. To work out this issue, The company has adopted a figure of human resource direction schemes of late. At Turkish air hoses direction has created a conductive environment, with more workers engagement, calling sequence planning, calling relevant preparation, public presentation wages systems, greater chances for higher functions, occupation satisfaction, trust and committedness to heighten employee committedness and satisfaction. Bacardi-Martini is a celebrated and reputable drinks maker with the strongest success rates with respect to the study conducted by ‘The Sunday Times 100 Best Companies to Work For ‘ . One of the chief factors that fuels their success, and continues to drive the company are the productiveness, answerability, creativeness and teamwork. The company readily recognises that its success will merely go on if the staff are committed, loyal and happy in their work. Therefore, Bacardi ‘s staff development attack is taken really earnestly, and they go to guarantee that the household ambiance is used through the operations of the company Examples of these benefits include free hot repasts at the eating house, private wellness attention, life insurance, athleticss installations, helplines and so on. All of these benefits are non merely offered to the employee, but besides the employee ‘s household members or live-in spouses. hypertext transfer protocol: //www.clms.le.ac.uk/publications/workingpapers/working_paper50.pdfDecisionHarmonizing to Gilbreath ( 2008 ) , making strong HRM policies requires making a strong psychological environment in which employees can boom. Such an environment requires carry oning stress audit, supervising the work of the environment, fiting people and work environment and utilizing squads of employees and research workers to analyze the work environment. Gilbreath, B. , ( 2008 ) . This paper has examined the propositions of the SHRM positions of HR patterns and their part to sustainable competitory advantage. The nexus between HR patterns and house public presentation has been established and from a resource-based position One of the primary decisions from this survey It is utile for all administrations to direction their people within a planned and coherent model which reflect the concern scheme. They can guarantee that the assorted facets of people direction are reciprocally reenforcing in developing the public presentation and behaviors necessary to accomplish concern success. There is non individual HRM scheme that will present success in all state of affairss. Administrations need to specify a scheme which is alone to their ain state of affairs in footings of context, ends, and the demands of organizational stakeholders. hypertext transfer protocol: //www.cipd.co.uk/subjects/corpstrtgy/general/strathrm.htm

Ben and Jerry’s Entering into the Japanese Market

Ben and Jerry's Entering into the Japanese Market sy Ihart2dance19 Ben ; Jerrys Homemade, Inc. produces super premium ice cream, frozen yogurt, and ice cream novelties in rich and original flavors. The company sells its unique offerings In grocery stores, restaurants, and franchised Ice cream shops, and it holds about one-third of the market for its products. This global company began with only a $12,000 Investment to open Ben ; Jerrys Homemade Ice cream scoop shop In a renovated gas station in downtown Burlington, Vermont, on May 5th, 1978.From one mall shop In downtown Burlington, the company had grown to Include a chain of nearly 100 franchised shops, and a line of products sold in stores across the country. As one of the leading superpremium ice cream (greater richness and density than other kinds of Ice-cream and Is therefore sold at a relatively high price) manufactures, Ben ; Jerrys has to continually expand and develop to compete with other leading brands. The united States I s one of the largest exporting nations as well.The united States sells products to other countries because no country can roduce all of the products the people want. In 1994, den ;Jerrys starting considering advancing into the Japan ice cream market, the second largest ice cream market in the world with sales of approximately $4,5 billion. According to the survey conducted by â€Å"What Japan Thinks,† nearly 2 out of 5 Japanese eat ice cream every week. However, Japan is a great distance from the united States and it would be complicated to distribute the Items to Japan.Japan's barriers to Imports from foreign countries were high and Ben ; Jerrys were entering the Japanese ice cream market 0years atter Its competitors, such as Haagen-Dazs. According to the survey by â€Å"What Japan Thinks,† the biggest factor in ice cream purchase is by flavor and taste. The Japanese consumers demand high-quality products with different flavors. The demands of the Japanese coincide di rectly with the product mission statement of Ben ; Jerrys which is â€Å"to make, distribute and sell the finest quality all natural ice cream and euphoric concoctions with a continued commitment to Incorporating wholesome, natural ingredients. So based on the quality and flavors of Ben & Jerrys, the ompany doesn't have to change their recipes or ingredients to be popular In the Japanese ice cream market. However, In Japan ice cream is considered a snack more so than a dessert, so to be user- friendly to the Japanese, Ben ; Jerrys should package their Ice cream In personal cups as well as their point sized package. Additionally, the Japanese are very clean and conscience of sanitation, so having Individual serving would be more appealing to the Japanese people.According to â€Å"What Japan Thinks,† the most popular purchase of ice cream is a single-serving cup ot ice cream. When It comes to perishable goods, supermarkets seem to be much stricter In Japan than In the west abo ut moving on stock before it gets old. It Is very important for a product to have a good reputation, especially in Japan, and if a product Isnt good quality no one will buy the product. Ben ; Jerrys should make sure that their product's are being monitored, and if the ice cream is close to perishing, they should make sure It gets thrown out, or then their reputation can be ruined In a 1 Ofa minute. nen Ben & Jerrys aec10e now tney wlll Introduce tnelr product to Japan, hey have to take into account the sociocultural forces and cultural differences between America and Japan. Although shipping to Japan is not the easiest task, Ben & Jerrys is an established corporate company who has been shipping ice cream to the West Coast and to Europe in freezer containers. Ben & Jerrys needs to create an efficient supply chain, the sequence of linked activities that must be performed by various organizations to move goods from the sources of raw materials to ultimate consumers, so the company can then ship out their products smoothly.The company hen has to find the best approach to their physical distribution, or logistics. Bringing their products to Japan would require detailed and structured outbound logistics involving managing the flow of finished products and information to business buyers and ultimate consumers. Ben & Jerrys then has to choose the right transportation mode. Because Japan is over seas from their Vermont factory, the only 2 options would be water transportation, which is inexpensive but slow (about 3 weeks) or by air, which is fast but expensive.Although Japan has barriers to foreign imports, in 948 the General Agreement of Tariffs and Trade (GATT) was formed, which was an international forum for negotiating reductions in trade restrictions. The World Trade Organization (WTO) was also established to assume the task of mediating trade disputes among nations. Japan is part of the WTO, Joining on September 10th, 1955. This will make it easier for Ben & Jerr ys to advance in Japan's foreign market because there is a global mediation center. Also, there are expectations of falling tariffs on dairy products, which would be a desirable feature in selling in Japan.Even though Haagen-Dazs had already been selling their superpremium ice cream in Japan's market, now Ben & Jerrys doesn't have to educate the Japanese market about superpremium ice cream. Haagen-Dazs's sales in Japan were about $300 million, proving there is a large Japanese ice cream market and superpremium ice cream is desirable in the country. There are many advantages and disadvantages for Ben & Jerrys to penetrate the Japanese market by relying on 7-Eleven, an international chain of convenience stores, to distribute their superpremium ice cream.If Ben & Jerrys sold directly to 7-Eleven creating a Joint venture or a strategic alliance, they would create a long-term partnership between two companies to undertake a major project and help each company build competitive market adv antage. Because Ben & Jerrys have expanded all over the world it is a multinational corporation. If Ben & Jerrys could sell directly to 7-Eleven, it would eliminate the distribution costs. However, there would be a power struggle between the 2 major companies.If Ben & jerry's agrees to an exclusive agreement with the massive convenience store chain, 7- Eleven would have the upper hand. Another advantage of entering the market through 7-Eleven is the immediate placement of Ben ; Jerrys in over 7000 convenience stores in Japan, giving Ben ; Jerrys an instant access to the market on a large scale. Yet, by doing this, Ben ; Jerrys might not be able to build their own brand name and an issue with 7-Eleven would leave Ben ; Jerrys without their own position in the Japanese market.Also, 7-Eleven insisted that Ben ; Jerrys ice cream be packaged in personal cups as opposed to the pint size, due to the cultural view of ice cream in Japan. This would require $2 million in equipment and differe nt methods in packaging the ice cream, because Ben ; Jerrys would have to comply wltn tnese cnanges. I ne ‘-Eleven approacn to Just-ln-tlme Inventory procedures would make delivery reliability key and costs would have to be minimized. Because the Japanese production is unique, Ben & Jerrys would have to be careful to not mix up the Japanese label with the regular label.A disadvantage of relying on 7-Eleven is the asset specific investment in production equipment. Due to these changes, there would be complex logistics and production planning. Also, the pricing and profit distributions are unclear. The only clear thing was that Ben & Jerrys would be shipping from their Vermont factory. Entering the market with 7-Eleven would allow Ben & Jerrys to have control of their brand, although 7-Eleven would have a dominant position. Ben & Jerrys would have to rely on 7-Eleven promoting the brand, which 7- Eleven wasn't promising.A major advantage is that 7-Eleven is an established corpor ation, so 7-Eleven has high-level executive involvement and an efficient supply chain. Ben ; Jerrys would increase sales through convenience stores and would ccess the market on a large scale easily. Ken Yamada was also interested in acting as a licensee for Ben ; Jerrys in Japan, overseeing marketing and distribution of its products there. Yamada would be the marketing intermediary for Ben ; Jerrys, being the independent firm which will assist in the flow of goods and services from producers to end-users.Yamada would be a good candidate because he was a well- recommended third-generation Japanese-American, so he knew the culture and how to integrate American and Japanese cultures. He also was already running the Domino's Pizza franchise in Japan. The Domino's franchise in Japan was very successful, and Domino's already delivered ice cream cups, so they had the resources to deliver Ben & Jerrys. However, part of Yamada's agreement was that he would have exclusive rights to the entir e Japanese market.This would mean that Yamada would have full control of branding and marketing efforts, making Ben ; Jerrys fully dependent on the efforts of Yamada. He would have full control of the marketing and sales in Japan. Yamada would introduce Ben ; Jerrys to the Japanese market from he initial steps to the large picture; starting with positioning the brand, formulating and strategically orchestrating the initial launch, and concentrating on the best marketing and distribution strategy for the long-term positioning of Ben ; Jerrys in Japan.By using Yamada to introduce Ben ; Jerrys in the Japanese market, Yamada would earn royalty on all sales, but he would have full control of the Japanese market. This would give Ben ; Jerrys instant expertise in a foreign market and because Yamada was already running Domino's, there was a simple entry strategy and an ongoing marketing management. Yamada was very valuable to the ice cream company. He knew frozen foods, he had an entreprene urial spirit and marketing sa'. n. y.However, because Yamada would be investing his time in a marketing campaign only after reaching an agreement with Ben ; Jerrys, there was no specific plan available for consideration, and Yamada would have full control and the right to change any plan. Yamada has good market knowledge and the managerial requirements, making it less demanding for Ben ; Jerrys. However, he has no specific business plan and no brand control. Although Ben ; Jerrys managers believe the ompany should delay entering the Japanese market because of economic problems, I think Ben ; Jerrys should enter the Japanese market.Japan is the second largest ice cream market globally, with sweet growth rates. Japan has high profit margins. Japan nas a nlgn aemana Tor super premium Ice cream. Inere Is also a aecllnlng aomestlc growth rates and market shares in Japan. Also, Ben ; Jerrys has excess capacity in the United States factory. Japan has the second largest ice cream market in the world with sales of approximately $4. 5 billion, proving that Ben ; Jerrys would be very successful entering the Japanese market.

Political Typologies Essay

Liberal   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The political typology quiz categorized me under the liberal typology group. The liberal typology group belongs support the ideologies of Democrats. It is also the largest group among the nine typology groups. According to the quiz, the liberal group is open to several controversial issues that are the main themes and topics of debates and arguments. These issues include homosexuality, abortion, euthanasia, etc. A most recent controversial social issue involves stem cell research. However, even if the liberal typology group is part of the Democratic Party, it still has distinct values apart from other groups that also belong to the same party. One that is particular to the liberal group is their stand on war. The liberal group is supportive of diplomacy as a means of promoting peace with other countries. Liberalist groups do not believe that war is the answer to conflicts and disagreements. In addition to this, the group does not support anti-terrorist laws, specifically the Patriot Act, that the U.S. government is implementing. Other issues include espousing same sex marriages and advocating the protection and the preservation of the environment. Moreover, the group is also sympathetic to the concerns of immigrants and labor unions. I agree with the results of the quiz because as I was reading the ideologies of the liberal group, I find myself agreeing to them. I do not believe in war, and I do not want to support it. I think wars just cause more wars. Instead of resolving issues, it makes it even more complicated. A lot of innocent lives have been lost just because of simple disagreements that the higher-ups should resolve by talking in peace, compromising, and deciding what is best for the country and other countries as well. I also respect other people in that I believe they have a choice whether to engage in same sex marriages, abortion, support stem cell research, adhere to any religious doctrine or not, etc. I think everyone has the right to decide for themselves and choose whatever it is that they want to do in life, well, as long as they do not do harm to others or the environment. That is a different case. In addition, the issue about labor unions and immigrants is also something that I agree with. There is no competition when it comes to immigrants and employment. They were qualified to work in the country; therefore, there should be no question whether they do harm or good to the economy. Moreover, the rights and concerns of labor unions should be addressed. I think large businesses should pay attention to them and practice humanitarianism in the sense that they should think more of the people who work for them than the money that they earn because of them. Works Cited The Pew Research Center for the People and the Press. (2008). â€Å"Liberal.† Retrieved from The Pew Research Center for the People and the Press. 28 March 2008. .

Intrapreneuship-Global

Slide: Many big companies had benefitted from the ideas of their employees that not just bringing innovation but adding to its revenue stream. Several global cases have been renowned especially to big companies’ history on how their respective intrapreneurs made the business to be the pioneer of a certain business idea. 1. Most renowned â€Å"Skunk Works† 2. Spencer Silver and Art Fry’s development of post-it notes at 3 M company Modern Day 1. Steve Jobs and a group of 20 Apple Computer engineers created the Macintosh computer 2. Intel's core chip-making business. . Google 4. Microsoft 5. Sony playstation I. Global Case Intrapreneurs take existing businesses and transform them. Whereas an entrepreneur would take an idea and build a business around it, an intrapreneur takes an existing business and branches it out into uncharted waters. In a September 1985 Newsweek article, Steve Jobs was quoted as saying, â€Å"The Macintosh team was what is commonly known as in trapreneurship; only a few years before the term was coined—a group of people going, in essence, back to the garage, but in a large company. (http://infospace. ischool. syr. edu/2012/06/25/intrapreneurship-what-who-and-why-its-important/) Intrapreneurship is being practiced in a corporate management style that integrates risk-taking and innovation approaches, as well as the reward and motivational techniques that are more traditionally thought of as being the province of entrepreneurship. Many big companies had benefitted from the ideas of their employees that not just bringing innovation but adding to its revenue stream.Several global cases have been renowned especially to big companies’ history on how their respective intrapreneurs made the business to be the pioneer of a certain business idea. I. Global Case * Skunk Works is an official alias for Lockheed Martin’s Advanced Development Programs (ADP), formerly called Lockheed Advanced Development Projects. Thi s working group within the well-known defense manufacturer has been responsible for the development of numerous cutting edge aircraft and other innovations since 1943, when it was established to work on secret projects for the United States Air Force.In some companies, a working group of intrapreneurs may be referred to as a â€Å"skunkworks project† in reference to Lockheed's famous subdivision. (http://www. wisegeek. com/what-is-an-intrapreneur. htm#did-you-know) Skunk Works is responsible for a number of famous aircraft designs, including the U-2, the SR-71 Blackbird, the F-117 Nighthawk, and the F-22 Raptor. Currently its largest officially known project is the F-35 Lightning II, which will be used in the air forces of several countries.Skunk works devoted their work revolutionary projects outside of the company’s * Spencer Silver and Art Fry’s development of post-it notes at 3m is also an impressive example of intrapreneurship. Way back in when a 3m employe e couldn't keep his hymns marked properly in his church choir book. After attempting various methods, he decided he'd try using some non-permanent adhesive that was available at his workplace. By placing this adhesive on the back of his markers, he found he could keep them secured in place and then easily peel them off when he was done.Modern day * Intel also has a tradition of implementing intrapreneurship. Intel established an in-house â€Å"new business initiative† in 1998 to bootstrap new businesses that employees propose, regardless of whether the concepts had anything to do with Intel's core chip-making business. In contrast to a venture capital program that Intel has had in place for a decade, the new business initiative provides financing for businesses that the company's own employees start. The idea for the whole thing came from our employees, who kept telling us they wanted to do entrepreneurial things,† said Craig Barrett, president and chief executive offic er of Intel. â€Å"They saw that we were putting a lot of investments into external companies and said that we should be investing in our own ideas. † (http://www. utdallas. edu/~chasteen/Reinventing%20the%20intrapreneur. htm) * Steve Jobs and a group of 20  Apple Computer  engineers created the Macintosh computer without â€Å"adult supervision,† mainly to compete with Apple's mainstay, the Apple II — not to mention Mr.Jobs's nemesis, Apple CEO John Scully * Microsoft Microsoft , one of the companies that poached great Xerox technology, has suffered from a brain drain that may pose a bigger threat than any U. S. Supreme Court decision, as veteran executives use their own millions to start their own firms. That's why both of these companies are now emphasizing internal entrepreneurial efforts. They are among the following ten corporations that have made intrapreneurship a keystone of their business. Seamus Blackley, a game designer, joined Microsoft in early 1999.His last big project, â€Å"Trespasser,† a dinosaur-shooting game based on Michael Crichton's The Lost World (Knopf, 1997), bombed in the market. He figured he'd keep a low profile as a graphics programmer, but then he dreamed up a new idea on an airplane flight and quickly banded with three other engineers to create a video game console using personal computer technology. (http://www. utdallas. edu/~chasteen/Reinventing%20the%20intrapreneur. htm) * Google is also known to be intrapreneur friendly, allowing their employees to spend up to 20% of their time to pursue projects of their choice.