Cloud Computing Research Paper Example | Topics and Well Written Essays - 2500 words - 1

Cloud Computing - Research Paper Example Along with the advantages of cloud computing, few concerns regarding its adaptation have been discussed in this paper. Few recommendations are also provided that can be helpful in the process of choosing a cloud computing service provider. 1. Introduction The advancement in computer technology has caused revolutionary changes in the mode of life on the planet. It has leaped mankind to a new level due to its constant improvements and developments. All fields of life have witnessed changes, for example, the field of medicine has been overpowered by technological advancement to such a great extent that it cannot be termed complete without the technological incorporation. The field of business has been benefitted due to the integration of information management systems in it. It is due to the information management systems that data can be managed in a structured form, alongside the formalized business processes and operations. Modern businesses tend to face increasing demands from their consumer in the prevailing market trends. Greater demands from consumer and increasing competitions in the market compel the companies to stay updated with the latest technologies in the market. Cloud computing is one of such latest technologies that is gaining name in the business sector due to its multi-faceted nature. Boss, Malladi, Quan, Legregni and Hall (2007) defined cloud computing as a type of an application and a platform. InfoSys (2009) defined it as the flexible usage and access to computing resources that are offered on the web. The concept of cloud computing is being accepted faster than anticipated since it caters to the increasing needs of the enterprises and the changing trends of the consumer behavior. The small and medium sized organizations do not have huge reserves to establish extensive IT infrastructure and large organizations suffer extensive expenses to increase their infrastructure. Cloud computing provides a low cost approach to provide uninterrupted serv ice to their clients. Section 2 of the paper will discuss the issues that have been witnessed in the traditional form of computing and data centers. Section 3 includes an elaborate discussion on the cloud computing technology and important aspects that address the limitations of the conventional form of computing. Few considerations need to be made by customers before they make the transition to cloud computing services; such aspects will also be discussed in Section 3. Section 4 constitutes the accumulation and conclusion of all research findings, along with recommendations and future work. 2. Issues with Traditional Form of Computing The integration of computers in the business sector has been witnessed for number of years. The common approach has been to invest in the required scale of IT infrastructure in the initial phase of the business and then, increase the number of components whenever the need arises. There tends to be a variation in the demands of customers in any busines s, for example, an online business organization might have greater traffic of customer requests at the end of the year in the holidays shopping season. The company might have to purchase greater number of data storage and servers to cater to the increasing demands so that there are no instances of denial of service or crashed servers.

Speak Essay Example for Free

Speak Essay A Voice for the Hurt High school is supposed to be a fun, new, and exciting experience. The novel Speak is about a social outcast named Melinda and her struggles to fit in in high school. She doesnt have any true friends because no one stays around long enough to hear her story. The book is written by Laurie Halse Anderson. Throughout the novel Melinda shows her emotional discomfort through actions instead of speaking out. In the end she speaks up for herself and she finds a happier state of being. In the beginning of the novel Melinda enters high school being shunned by all of her ld friends and even people she has never met before because she called the cops at a party at the beginning of the summer. Melinda hides her feelings and doesnt speak out about what really happened that night. Instead of speaking she silences herself by her actions. An example of this is how she constantly bites her lips. The fist example of this is right in the beginning of the novel when Melindas ex best friend mouths l hate you, to her from across the room. Melinda bit her lip and tried not to think about it (Anderson 5). She continues to do this to remind herself to stay silent hroughout the novel. Melinda silences herself many other ways too. One of the most intense ways of this is when she cut herself with a paper clip. She says, l open up the paper clip and scratch it across my left wrist. Pitiful. If suicide is a cry for help, then what is this? A whimper, a peep? (Anderson 65) When her mom sees the cuts all she says is that she doesnt have time to deal with it. This shows how Melinda is trying to speak through cutting herself doesnt help. Her mom doesnt care. Her whimper for help is not heard. She needs to speak up about how she was raped. At the end of the novel Melinda finds a happier state of being when she decides to finally speak. There are many factors that lead her to speak. One of ways she finds her voice is by standing up to Heather. Also she tells Rachel about how Andy Evans had raped trying to protect her, but Rachel doesnt listen to her. After she wrote in the bathroom stall other girls also wrote about how much of a creep Andy is. This gives her confidence to speak out about Andy because she knows that she isnt the only girl going through what she went through. At the very end of the novel when Andy tries to rape her again she finds her voice and says no. Once others hear about what happened they understand her story. In art a seniors asks her if she id 0K and says way to go (Anderson 197). Speak is a powerful novel about a young girl who was raped. Melinda silences herself through her actions. She bites her lip as a constant reminder not to speak out. Also she cut herself with a paper clip as a whimper for help instead of Just telling her parents and friends the truth. In the end she finds her voice and simply speak. Speak Essay By JJkatemull

Coleridge and the Relation in-between Poet and Critic Essay -- Theoris

Introduction Is it possible, fruitful, or confusing to view Coleridge's aesthetic ideas as fragments (parts) toward the composition of a kind of larger theoretical poem (whole)? In other words, can one use Coleridge's art criticism to comment upon his practice as a theorist? Are his aesthetic ideas applicable to his practice as a critic of the practice of poetic composition? Is it possible that some leverage could be obtained by torquing Coleridge's theoretical statements about poetry in particular and art in general to comment on his own compositional practice as a critic? Quite simply, is Coleridge's theory true to the ideals of his critical practice? The caveat here is that it is precisely my intention to answer these questions indirectly. The idea is to use these problems as the hub of a wheel of a widening set of questions whose fragmentary sections, like the spokes of the "old coach wheel," radiate outward from a central ambiguity (Genial 472). The method is guided by Adorno's thoughts on the subject of the essay itself, which he suggests "incorporates the anti-systematic impulse into its own way of proceeding and introduces concepts unceremoniously, 'immediately,' just as it receives them. They are made more precise only through their relationship to one another" (12). Though the argument appears to be circular it would be more accurate to say that it circulates, and thus reflects upon a process of reciprocal exchanges. One might say of Coleridge that his intuition unfolds over thinking, rather than under-standing. The presentational aspect of the work of art works form. Form is never static, it is always forming and being formed ("forma informans"-- shaping form). Imagination takes on, spreads out and ove... ... the problem between the poles of activity and passivity through the "intermediate" faculty of the imagination. Perhaps it is obvious to state that this nuances the distinction between immediate and mediate. Somehow the poem is then the aesthetic object of mediation in which immediate intuition is made manifest through the intermediate faculty of the imagination. Works cited Adorno, Notes to Literature. vol. I. New York: Columbia UP, 1991. Benjamin, Walter. The Origin of German Tragic Drama. London: New Left Books, 1977. Coleridge, Samuel Taylor. Biographia Literaria. London: Everyman, 1991. On the Principles of Genial Criticism. Critical Theory Since Plato. Ed. Hazard Adams. New York: Harcourt Brace Jovanovich, 1992. 471-76. The Statesman's Manual. Critical Theory Since Plato. Ed. Hazard Adams. New York: Harcourt Brace Jovanovich, 1992. 476.

Essay on the Deeper Meaning of Pride and Prejudice -- Pride Prejudice

The Deeper Meaning of Pride and Prejudice       While Pride And Prejudice is demonstrably concerned with the subject of love, from Lydia's physical passion for Wickham, through Jane's slightly too patient and undemanding feelings for Bingley, to Elizabeth's final "perfect" match with Darcy, it would be doing the novel and its author a great injustice to assume that it is merely a love story, and has no other purpose or design. The scope of the novel is indeed much wider than a serious interest in who will marry who and who will have the manor that is worth the most money, or even the less shallow subject of women trying, failing, and succeeding at finding their perfect mates on a romantic level. While the investigation of love in its many forms is by no means a completely trivial exercise in and of itself, Pride And Prejudice does not confine itself to that one topic, but while presenting a story that details several love affairs and the variously intelligent, mistaken, and idiotic views of diverse characters towards the subj ect, Jane Austen also gives the reader insight into issues that range from moral questions of pride and lack thereof, to individual and class prejudice, to the expected roles of women eighteenth and nineteenth century society.    "Whether we like it or not, she [Jane Austen] was... a moralist," writes Gilbert Ryle. "...she wrote what and as she wrote partly from a deep interest in some perfectly general, even theoretical questions about human nature and human conduct," (Ryle 106). This concept of Austen as moralist, but "not, however, to say that she was a moralizer," (Ryle 106), is not one of the more common views, especially concerning Pride And Prejudice. The title itself, however, is a direct st... ... examination of social and moral issues, the deft touch of satire and sincerity used in portraying not only Elizabeth, but her time and place, the attitudes toward her and toward people like her, make it a larger work. It may be overall a love story even when taking these into account, if one were to view it as Jane Austen's love affair with the examination of human nature- but on no account can Pride And Prejudice be described as merely a love story; given its scope, it isn't merely anything.    Works Cited Austen, Jane. Pride And Prejudice. London: Penguin, 1972. First published 1813. Ryle, Gilbert. "Jane Austen And The Moralists." Critical Essays On Jane Austen. Ed. B.C. Southam. London:Routledge & Kegan Paul, 1968. Wright, Andrew H. "Feeling and Complexity in Pride and Prejudice." Ed. Donald Gray. New York: W.W. Norton & Company, 1966. 410-420.

Professionalism in the Probation Officer Career Field

For this assignment I chose the Law Enforcement scenario, as this will hopefully relate to the probation officer career field I'd Like to pursue. I consider police officer to be very professional Individuals with assertive personalities. You have to be assertive In this profession, otherwise people might take advantage of you and try to walk all over you. I personally believe that If the officer takes pride In his personal appearance, this is also a direct reflection on the pride and work ethic he has.Vive always been a big believer that just because you might be great at your job, you also need to take the time to look good in your uniform. The appropriate attire for someone in my career field is Abs's. Being in the Air Force we have If's which govern how we must look anytime we are in uniform. We must keep our hair cut and in regulation, we can't have any visible piercing (unless you're a female), and our uniform must present a professional appearance at all times. I think that in order to e considered a professional in my career, you must not only look the part but you must be the part.What I mean by that is you have to take the time to make your uniform look good, live by our Core Values at all times, and be a positive example to the community and subordinates. Far too often you see military members who act professional while in uniform, but as soon as their uniform comes off so does their professionalism. I take pride on being someone that others can look up to, whether I have on the United States Air Force uniform or not. Professionalism extends on and off duty for me, in or out of uniform.

Create a Database Using Delphis File Of Typed Files

Create a Database Using Delphi's File Of Typed Files Simply put a file is a binary sequence of some type. In Delphi, there are three classes of file: typed, text, and untyped. Typed files are files that contain data of a particular type, such as Double, Integer or previously defined custom Record type. Text files contain readable ASCII characters. Untyped files are used when we want to impose the least possible structure on a file. Typed Files While text files consist of lines terminated with a CR/LF (#13#10) combination, typed files consist of data taken from a particular type of data structure. For example, the following declaration creates a record type called TMember and an array of TMember record variables. type   Ã‚  TMember record   Ã‚  Ã‚  Ã‚  Name : string[50];  Ã‚  Ã‚  Ã‚  eMail : string[30];  Ã‚  Ã‚  Ã‚  Posts : LongInt;  Ã‚  end;  var Members : array[1..50] of TMember; Before we can write the information to the disk, we have to declare a variable of a file type. The following line of code declares an F file variable. var F : file of TMember; Note: To create a typed file in Delphi, we use the following syntax: var SomeTypedFile : file of SomeType The base type (SomeType) for a file can be a scalar type (like Double), an array type or record type. It should not be a long string, dynamic array, class, object or a pointer. To start working with files from Delphi, we have to link a file on a disk to a file variable in our program. To create this link, we must use AssignFile procedure to associate a file on a disk with a file variable. AssignFile(F, Members.dat) Once the association with an external file is established, the file variable F must be opened to prepare it for reading and writing. We call Reset procedure to open an existing file or Rewrite to create a new file. When a program completes processing a file, the file must be closed using the CloseFile procedure. After a file is closed, its associated external file is updated. The file variable can then be associated with another external file. In general, we should always use exception handling; many errors may arise when working with files. For example: if we call CloseFile for a file that is already closed Delphi reports an I/O error. On the other hand, if we try to close a file but have not yet called AssignFile, the results are unpredictable. Write to a File Suppose we have filled an array of Delphi members with their names, e-mails, and number of posts and we want to store this information in a file on the disk. The following piece of code will do the work: var   Ã‚  F : file of TMember;  Ã‚  i : integer;begin   AssignFile(F,members.dat) ;   Rewrite(F) ;   try   Ã‚  for j: 1 to 50 do   Ã‚  Ã‚  Write (F, Members[j]) ;   finally   Ã‚  CloseFile(F) ;   end;end; Read from a File To retrieve all the information from the members.dat file we would use the following code: var   Ã‚  Member: TMember   Ã‚  F : file of TMember;begin   AssignFile(F,members.dat) ;   Reset(F) ;   try   Ã‚  while not Eof(F) do begin   Ã‚  Ã‚  Read (F, Member) ;   Ã‚  Ã‚  {DoSomethingWithMember;}   Ã‚  end;  finally   Ã‚  CloseFile(F) ;   end;end; Note: Eof is the EndOfFile checking function. We use this function to make sure that we are not trying to read beyond the end of the file (beyond the last stored record). Seeking and Positioning Files are normally accessed sequentially. When a file is read using the standard procedure Read or written using the standard procedure Write, the current file position moves to the next numerically ordered file component (next record). Typed files can also be accessed randomly through the standard procedure Seek, which moves the current file position to a specified component. The FilePos and FileSize functions can be used to determine the current file position and the current file size. {go back to the beginning - the first record} Seek(F, 0) ; {go to the 5-th record} Seek(F, 5) ; {Jump to the end - after the last record} Seek(F, FileSize(F)) ; Change and Update Youve just learned how to write and read the entire array of members, but what if all you want to do is to seek to the 10th member and change the e-mail? The next procedure does exactly that: procedure ChangeEMail(const RecN : integer; const NewEMail : string) ;var DummyMember : TMember;begin   {assign, open, exception handling block}   Seek(F, RecN) ;   Read(F, DummyMember) ;   DummyMember.Email : NewEMail;   {read moves to the next record, we have to   go back to the original record, then write}   Seek(F, RecN) ;   Write(F, DummyMember) ;   {close file}end; Completing the Task Thats it- now you have all you need to accomplish your task. You can write members information to the disk, you can read it back, and you can even change some of the data (e-mail, for example) in the middle of the file. Whats important is that this file is not an ASCII file, this is how it looks in Notepad (only one record): .Delphi Guide g Ã’5 ·Ã‚ ¿Ãƒ ¬. 5. . B V.LÆ’ ,„ ¨.delphiaboutguide.comà .. à §.à §.à ¯..

How to Ask for Information - ESL Education

How to Ask for Information - ESL Education There are a number of formulas used when asking for information in English. Here are some of the most common: Could you tell me...?Do you know...?Do you happen to know...?Id like to know...Could you find out...?Im interested in...Im looking for.. These two forms are used for asking for information on the telephone: Im calling to find out...Im calling about... After you study these constructions, take the asking for information quiz to check your understanding. More English Functions DisagreeingContrasting IdeasMaking ComplaintsAsking for InformationGiving AdviceGuessingBeing Imprecise or VagueSaying No NicelyShowing PreferencesMaking SuggestionsOffering HelpGiving WarningDemanding Explanations Construction Formula Question Word Example Finish Could you tell me when the next train leaves? Do you know how much that vase costs? Do you happen to know where Tom lives? Id like to know what you think about the new project. Could you tell me when the next train leaves? Could you find out when she is going to arrive? Formula Gerund (-ing) Example Finish Im interested in buying a boat Formula Noun Example Finish Im looking for information on holidays in Spain. Formula used only on the telphone Question Word Example Finish Im calling to find out... if flight AZ098 will leave on time today. Formula used only on the telphone Noun Example Finish Im calling about... the offer published in todays newspaper.

Learn a Popular, Demanding French Idiom

Learn a Popular, Demanding French Idiom The French verb demander means to ask and is used in many idiomatic expressions. Learn how to apologize, ask for mercy, wonder and more with this list of expressions using  demander. Demander  is a regular -er verb and takes regular (classic) endings for its tenses.   One frequent mistake that English speakers make when using this verb is demander une question.  This construction doesnt exist in French. Instead, you would say poser une question. But someone can ask why:  Il ma demandà © pourquoi (He asked me why).  And you can ask someone for something:  Je vais demander un stylo Michel  (Im going to ask Michel for a pen). The Many Meanings of Demander to askto ask for, requestto apply forto require, needto send for Common French Expressions With Demander demander de laideto ask for help, assistance demander aide et assistanceto (formally) request aiddemander parler quelquunto ask to speak to someonedemander quelquun de infinitiveto ask someone to do somethingdemander voir quelquunto ask to see someonedemander le divorceto apply for divorcedemander grà ¢ceto ask for mercydemander limpossibleto ask for the impossibledemander la luneto ask for the moondemander pardon quelquunto apologize to someonedemander la paroleto ask for permission to speakdemander une permission (military)to request leavedemander la permission de infinitiveto ask for permission to infinitivedemander une questiondemander un service / une faveur quelquunto ask a favor of someonese demanderto wonder, to ask oneselfse demander bien pourquoito not be able to figure out why; to ask yourself whyCela ne se demande pas  !Thats a stupid question!Il est parti sans demander son reste.He left without a murmur.Que demande le peuple  ?What more could you ask for?Je ne demande qu vous voir.All I ask is to see you. Je ne demande pas mieux que infinitiveI ask for nothing more than to infinitiveune demanderequest, claim, applicationun demandeurplaintiff, petitioner, callerdemandà © (adj)in demand, sought after

Intervention paper( group therapy) Essay Example | Topics and Well Written Essays - 1000 words

Intervention paper( group therapy) - Essay Example You can start to tell the child that they have the ability to create their own lives. They learn that there are choices and perspectives that they will learn to make and see. They are filled with a self-determination to make them do what they need to do and to find a way or they may find that they have the ability in how we make the interpretations they need to make in the situations, events, and relationships they make in their lives. The therapist will show the child how to make those interpretations and decisions in a more socially appropriate manner. You can tell the children that their actions have consequences. You can teach encouragement and cooperation so the child can learn proper motivation and to have a better understanding of themselves. This is a chance to let the child or children get to know each other and begin to interact with each other. It is a time to ask questions and hopefully get answers and be able to share their feelings of what is going to happen while in the group. It is a chance to express and teach the rules of the group. This could also be the time to show them (the children) around the therapeutic playroom to show that it is a safe place to express themselves in many different ways like art, music and dramatic play activities to let them feel empowered to be themselves and to be comfortable, which is the main thing so they will tell their stories. The child has the power in these sessions. In this first step this is when rapport is being built and building encouragement. Step 1- Giving Instructions-- Give each of the children a pencil or crayons and several sheets of paper. You can ask them to draw a picture of everyone in their family for you. You can tell them that the family members must be doing something and they should be whole people and not stick people. Give them gentle reminders of these rules as the activity continues. Step 2- Drawing-- While the children are drawing their

The Electoral College is obsolete and should be abolished in American Essay

The Electoral College is obsolete and should be abolished in American politics. Do you agree Justify your answer - Essay Example However, it is a time-tested success, another testament to the forward thinking of the creators of the Electoral College system of voting for President, the Founding Fathers. Members of the Constitutional Convention of 1787 faced the difficult question of how to elect a president. They were severely at odds with each other over the question of presidential selection and anguished over the concept of creating a workable system. The Electoral College system that emerged during the very last week of the Convention did seem to satisfy all the diverse factions (Katz, n.d.). The intent of this system was that the selection of a president be based solely on merit and without regard to state of origin or political party by that state’s most informed and educated individuals. Each state has a number of electors equal to the number U.S. Representatives plus its (2) U.S. Senators. These electors then vote for President. The method of choosing the electors was remanded to the individual state legislatures thereby calming those states already distrustful of a centralized government. This understanding built upon an earlier compromise in the design of the congress itself and thus satisfied both large and small states. The nation of thirteen states wanted to retain their own governmental powers and the prevalent thought of the time was that political parties were detrimental to liberty. These founders were of the opinion that men should not campaign for public office. ‘The office should seek the man. The man should not seek the office.’ In 1787, the country’s population was distributed along a thousand miles of Atlantic coastline that was hardly, if at all, connected by reliable communication or transportation. â€Å"How, then, to choose a president without political parties and national campaigns without upsetting the carefully designed balance between the presidency and the Congress on one hand and states and the federal

Others Assignment Example | Topics and Well Written Essays - 250 words

Others - Assignment Example The retail establishment will offer a variety of coffee products using high quality coffee beans. The products will be differentiated to meet different customer needs. The bakery will provide fresh pastry and bakery products. The company will prepare six batches of pastry and bakery products to ensure fresh products are available at all times of business hours. The retail coffee industry in Canada is growing rapidly. The climatic conditions of Ontario encourage the consumption of hot beverages. Westside Bakery and Java will concentrate its marketing and business on locals, who will be the dominant market. This strategic move will benefit the company by establishing a consistent and healthy revenue base, which will ensure the business is stable. Strategic location of the company, high quality products, and excellent service delivery will be crucial in achieving the company’s targets. Westside Bakery and Java expects to borrow $50,000 and raise $150,000 own capital. The company expects annual sales worth $400,000 in the first year, $600,000 in the second year, and $700,000 in the third year. Westside Bakery and Java will break even by the sixth month of operation. The company anticipates profits of $10,000 in the first year, $30,000 by the second year, and $50,000 by the third year. Westside Bakery and Java does not anticipate any cash flow

Article & Video Question Answers Essay Example | Topics and Well Written Essays - 250 words

Article & Video Question Answers - Essay Example This solution will however not be as simple and straight forward as has been explained and challenges as reduced incentives are to be expected and counteractive measures developed. Dr. Lewis’ idea is very theoretical and appealing, however, its practicality is problematic. One of the potential problems is the lack of winning of the small market teams even after being given all the incentives necessary. Their lack of winning will bring all the plans to a dead end as there will be no returns on revenue sharing and not investments forthcoming. The league may also not buy the idea of revenue sharing as their payroll and investments are still high. They may also not want to offset the competitive imbalance in existence as this puts them way higher on the category and they may not want to change that. Having investors on the small market teams even with a few wins is not guaranteed and this whole solution is unreliable. Lewis, Michael. Individual Team Incentives and Managing Competitive Balance in Sports Leagues: An Empirical Analysis of Major League Baseball. Journal of Marketing Research, October, 2008, vol. XLV, pp.

Culture and Change Essay Example | Topics and Well Written Essays - 750 words - 1

Culture and Change - Essay Example A culture is made up of different life experiences that an employee brings with him/herself in a workplace. The whole philosophy of culture becomes especially important to comprehend when an inevitable need to bring or manage an organization-wide change initiates. Thus, it can be said that culture and change are very closely associated in the context of an organizational setup. Mullins (cited in Venance, 2007) claims that those employees who deliberately resist changes in the organizational culture and system can actually cripple the expected performance criteria of that organization, since the importance of change is profoundly necessary in today’s competitive world. Appreciable organizational culture can be seen at Wal-mart which is one of the biggest corporations in the world. Sam Walton, who is the founder of this company and is also called the king of customer service, has redefined the managerial culture which is too conspicuous to be ignored at Wal-mart today. Wal-Mart has been strictly following the religiously derived managerial concept of servant leadership in an attempt to answer the expectations of their employees. (Johnson, 2010). Paying attention to the expectations and demands of the employees has always been considered very important for lining up with the desires of the customers and increasing the productivity level. Also, Wal-mart has always focused on keeping the costs low for winning over the other major companies in the competition. Simple to comprehend and easy-to-relate-to rules are made almost every other month and actions are quickly taken, while respecting the demands of the organizational culture. Basically, the bedrock of the Wal-Mart culture is mainly associated with elements like religion, patriotism, a classless collective identity, modern science, rationality, ecology, relentless struggle, and low costs. The phenomenal culture existing in Wal-mart originates from three fundamental beliefs, which are

Article & Video Question Answers Essay Example | Topics and Well Written Essays - 250 words

Article & Video Question Answers - Essay Example This solution will however not be as simple and straight forward as has been explained and challenges as reduced incentives are to be expected and counteractive measures developed. Dr. Lewis’ idea is very theoretical and appealing, however, its practicality is problematic. One of the potential problems is the lack of winning of the small market teams even after being given all the incentives necessary. Their lack of winning will bring all the plans to a dead end as there will be no returns on revenue sharing and not investments forthcoming. The league may also not buy the idea of revenue sharing as their payroll and investments are still high. They may also not want to offset the competitive imbalance in existence as this puts them way higher on the category and they may not want to change that. Having investors on the small market teams even with a few wins is not guaranteed and this whole solution is unreliable. Lewis, Michael. Individual Team Incentives and Managing Competitive Balance in Sports Leagues: An Empirical Analysis of Major League Baseball. Journal of Marketing Research, October, 2008, vol. XLV, pp.

Principles of learning Essay Example | Topics and Well Written Essays - 2000 words

Principles of learning - Essay Example Constructivist theorist belongs to the third category, which believes that the learning abilities of students are influenced by prior knowledge and information on the same topic (Brauer & Tittle, 2012). In this paper, learning theories will be discussed in relation to Petra, a polish child living and studying in the United Kingdom with his parents. The paper will discuss the relevance of the learning theories according to her concerns and the strategies that the family and the school can adopt to support her learning process. A number of learning theories have been developed that enhance the process of educating children from different family background like Petra in this situation. According to the sensory stimulation theory, the process of learning can only be effectively achieved if all the senses of the student are stimulated. Laird who noted that the information held by adults has been learnt through seeing first developed this theory. As seeing accounts for 75% of all the information held by an individual, hearing accounts for 13% while smelling accounts for the remaining ratio (Sammut, 2014). This highlights the essence of stimulating the senses during the process of learning before actual information about facts that have been recognized by the sensory nerves can be discussed. As a student undergoing a challenging moment because he is in a non-familiar country and setting, the sensory organs of Petra are less involved in the learning process and this affects her information absorption and retention. As the learning process continues, Petra is absorbed in thoughts about her family and her mother country and this affects her cognitive ability to grasp the information being discussed by the teachers in class (Brauer & Tittle, 2012). By using the sensory simulation theory, the teachers of Petra will engage all his senses in the discussion and enable him to forget the memories of his country and family and focus on

Romeo and Juliet Essay Example for Free

Romeo and Juliet Essay During the first scene of the play we are introduced to several character and the setting for the play. The story is set in the Italian city of Verona. Italy was regarded as a wealthy and romantic country where extravagant love affairs took place. Verona is a town that was popular with the rich and classical civilisation. This makes Verona an ideal setting for the tragic romance. The play was written in the 16th Century (1595) and is about forbidden love. A pair of star crossed lovers, find themselves facing death due to their feuding families. We are introduced to two different families with one major thing in common. They despise the other family. Both families will go to extreme lengths to out do the other. They will do anything from biting their thumb at each other, to fighting to the death. Both families take any opportunity to hurt/ destroy the other family. Sampson and Gregory, Capulet servants, are roaming Verona looking for trouble. Well not carry coals. They come across Abraham and another servant from the Montague household. A fight breaks out; Benvolio one of the Montague family tries to stop the fight (part fools). Matters are made worst as Tybalt a Capulet arrives and sets on Benvolio. Talk of peace? I hate the word, as I hate hell, all Montagues, and thee. The fighting threatens to get out of hand as Lord and Lady Capulet and Montague arrive on the scene. Prince Escalus arrives and orders the families to stop or they will suffer a grave penalty. They are told to throw their mistempered weapons to the ground. The Capulets are ordered to leave. Lady Montague finds out from Benvolio what had happened and expressed her pleasure that Romeo was not there. Benvolio describes Romeos recent strange behaviour and general sadness to Lord Montague. Benvolio discovers that Romeo is in love but that the women he loves has resolved to do nothing with men. Benvolio suggests that Romeo should forget her and examine other beauties. Romeo assures him this is impossible. At the beginning of the scene Romeo is noticeably absent. We discover he is suffering from love sickness, the object of his unanswered devotions being Rosaline. This was the reason why Romeos fit of depression was brought on. He is adamant that there is no other woman for him. This accounts for the confusion that we see in his conversation with Benvolio. His speech is crammed with oxymorons and contradictions as he struggles to make sense of his predicament. Romeos love sounds very artificial, its not true its almost as though he is over reacting and being too false. He is acting very emotionally and in the opposite way to what a respectable young man should act. We first see Benvolio in the market place trying to stop the fight. This shows Benvolio is the opposite of Tybalt and does not want to start a fight. Benvolio is a close and sensitive friend to Romeo able to judge his affections with his own. His response to Romeos dilemma is sympathetic and practical, forget to think of her. He addresses Romeos situation in a very masculine way. He tells Romeo to forget her and examine other beauties. In contrast to Benvolio, Tybalt is hot tempered, vindictive and aggressive. He appears first when Benvolio is endeavouring to separate the aggressive parties. He goes for his sword rejecting Benvolios plea to keep the peace. His response sums up all you need to know about his part in the play: What, drawn and talk of peace? I hate the word, as I hate hell, all Montagues, and thee. He is obliged to withdraw by the entry and strong words of the Prince but his seething hatred for the Montagues are not eased. Tybalts first appearance establishes him as one who enjoys a fight and will never back down to a fight. Lord Capulets first appearance is him rushing in wearing a night gown calling for his long sword to join the fight. This shows him to be a comic figure in the play (Shakespeare wanted his plays to be humorous and make the audience laugh and jeer) especially when his wife remarks he would be better off with a crutch. The Prince Escalus is a victim of circumstance; he is always just too late to do anything. He is plainly angered by the families feud yet lacks the strength to reconcile their differences. After the third civil brawl the prince threatens Capulet and Montague with their lives. The prince has no real power in the city and finds it hard to stop the families fighting. The families are becoming a major problem in the city and are disturbing everyday life, and injuring innocent people. So far in the play we have been introduced to two rival families. Whose goals are to become the most important family in Verona and destroy the other family. The first family being the Montagues (Lord Montague, Lady Montague. Romeo, Abraham, Balthasar and Benvolio) and the other the Capulets (Lord Capulet, Lady Capulet, Juliet, Sampson, Gregory and Tybalt).

Example Answers to Questions on Consumer Behaviour

Example Answers to Questions on Consumer Behaviour -PURCHASE DECISION-MAKING PROCESS- Problem Recognition: The problem recognition is where psychological needs are involved; the intensity or awareness of the problem may vary as the individual realize that the actual state of mind or feeling is not a wanted one, as a consequence, the individual take action to change it by acquisition of a product or service. Information Search: This is the stage when the awareness of the problem is accepted and the self-realization of what kind of purchase could solve the difficulty. Where and how it can be acquired? What information is on reach? At this stage, consumers will search information that will allow them to make a decision. Information Evaluation: The evaluation of the information will be evaluated based on a certain criteria; the consumer will find means to differentiate between them. They may target shops, brands, pricing, promotion or even physical aspect like packaging. Decision: The next step after evaluation is the decision, which may be a natural result of the product assessment. The consumer may have to prioritise the assessment or choice of product/service/solution even further by choosing if the convenience or price is the most significant factor, or one may predominate on the other. Post-Purchase Evaluation: The majority of cases consumers are likely to be some level of after-acquisition analysis in order to reassure them whether the product/service fulfilled previous expectation. -BUYING SITUATIONS- Routine Problem Solving: This is when items that fall into the routine problem solving category in order not to risk by changing to new competitor products. The consumer is satisfied with the same brand and the benefit of changing may just bring an unnecessary effort of information, evaluation and decision. This generally happens with cheap or low-cost products. Limited Problem Solving: Involves more attention and decision -making those routine acquisitions. Goods tend to have an elevate value and last longer. It is more likely to occur when acquiring services. The consumer has the need to acquire the product right from the first time and will like not to risk by trying. Extended problem Solving: The extended problem solving is similar to the limited one but it compromises a more serious purchase, meaning that it is even more severe that the limited one. Goods have a much more value, consequently, a even higher risk for the buyer. It will be motivated to know as much as possible about the product and the decision will be based on coherent, practical and cognisant grounds. -BUYER BEHAVIOUR THEORIES- The buyer behaviour processes and acts on individuals involved in buying and using products or services. The formulation of the marketing strategies that will succeed in implementation depends on the understanding of how people behave when buy and how does the environment is composed. The decision environment are the influences that make people to take a decision, for instance family traditions, reference groups that enhance associate or disassociate behaviours. The consumer buying process consists of 5 steps: Need recognition: This is when an individual recognise the need for the acquisition of a product, in the scenario of the hair care company, the buyer acknowledge the need for the product by different factors as internal or external stimuli, social esteem, etc. Information search: this is when the recognition process is complete; the fallowing step is where to acquire the product (memory, family, advertising, internet) Alternative evaluation: As it is rare to find exactly what people look for there is always an evaluation for alternatives (rational or irrational). Purchase decision and associated risk: It is important that the purchase of a good do not involved a high risk in regard of performance, financial, physical, social and egocentrically. Post purchase evaluation: The final stage of the consumer buying process with the overall performance in contrast to the expectation prior the acquisition. The key factors that influence marketing activities in buying satiations are the cultural, social, personal and psychological factors. -FACTORS INFLUENCING CONSUMER BEHAVIOUR- Cultural: Language, religion, education, values and attitudes, etc. Social: Primary groups, secondary groups, inspirational groups and dissociative groups. Personal: as age, occupation, economic class, life style. Psychological: Motivation and the greatness of the need. All this information is used to develop a clear picture and valid associations of how people take the decision to acquire a product, along with specifications of a valid target process, which will then be applied by the organization. Types of Buying Behaviour: Level of involvement is an individuals intensity of interest in a product and the importance he or she places on a product. Consumers go through a problem-solving process. The 4 types of Problem-Solving are: Routine Response: buying that requires very little search and decision effort; it is used for products that are low priced and bought frequently. Examples include soft drinks, snack foods, milk, etc. Limited Decision: Buyers use when they purchase products occasionally or need information about unfamiliar brands in a familiar product category; it requires a moderate amount of time for information gathering and deliberation. Examples include Clothes, know product class but not the brand. Extensive Decision: employed when unfamiliar, expensive, or infrequently bought products (such as homes, automobiles and furniture) are purchased; buyers used many criteria to evaluate brands and spend more time searching for information and deciding on the purchase. Impulse Buying: unplanned buying behavior involving powerful urge to buying something immediately. A lot of impulse decisions are made at the checkout area and can be on items such as candy, sodas, batteries, film, etc. Situational influences in the buying decision process: Situational Influences: Elements that influence the buyer to change his mind. Situational Processes: Physical surroundings Social surroundings Time perspective Research purchase Momentary mood and conditions Psychological Influence in the buying decision process: Psychological Influences (factors that determine behaviour) Selective Exposure: Select one important factor while ignoring another (go to Libya because is cheap and worm ignoring hostile environment) Selective Distortion: Twisting information with personal feelings or beliefs (pay  £700 when just can afford  £550) Selective Retention: Thrusting beliefs and feelings in regard of a product/service that actually are where never associated. Perceptual organization: This is based on organizing and integrating new information with what is already stored in the consumers memory. (Marketing Æ’Â ¨Ã¢â€š ¬Ã‚  Consumer Focus Æ’Â ¨Ã¢â€š ¬Ã‚  Product made for the consumer needs) (Sales Æ’Â ¨ Product Focus Æ’Â ¨Ã¢â€š ¬Ã‚  Consumer buy a product that may do not suit the consumer) Interpretation: The interpretation of the consumer on an untried product/service (how the consumer see it). Main reasons why a marketer fails while delivering a message to the consumer are: Consumers block out sellers info. Consumers interpret sellers information differently than intended. Consumer discomfort info the conflicts with cultural issues. -EXTERNAL INTERNAL FACTORS THAT AFFECTS THE BUYER BEHAVIOUR PROCESS- Environmental influences: The decision making process is always connected to the environment in which the product and the buyer are. These influences are the fallowing ones. Sociocultural influences: Influences from current trends as a whole and the various social groups they belong in order to enhance status. Technological Influences: It affects many aspects of the decision-making by product development and innovation. Economic and competitive influences: Price, value for money and conscious assessment of the need to acquire are prevalent influences. Political and legal influences: Legislations, regulations, consumer rights and advertising also effect the overall decision-making process. Psychological influences (The individual): The psychological influences are these aspects that affects an individual perception while executing a conscious or subconscious decision-making process. Personality: Very extensive area of study consist on features, behaviours and experiences of the consumers. Perception: It indicates the way in which people interpret, analyse and make sense of present and upcoming situation while being affected by personality, experience and mood. Learning: The process by consumers of understanding and retaining info from a product. Motivation: Is based on Maslows hierarchy of needs (Physiological, Safety, Love, Esteem, Self-actualisation). Attitudes: Is a perspective that an individual takes on a certain subject (Cognitive, Affective, Conative). Sociocultural Influences (The Group): Social groups will inevitably affect purchasing decision were the individual are member of, as individuals are influenced by social and cultural factor from their location of provenience. Social class: Is a form of social grouping for identification of masses. Culture and Subculture: It refers to the personality of the society where consumers live in (Art, Language, Literature, Music and Products which are consumed by society). Reference Groups: these are groups where an individual belongs or aspire to belong (professional bodies, social societies, lifestyle groups) Family: It is the key influence of the buyer behaviour of the individuals. -RELATION BETWEEN BRAND LOYALTY, CORPORATE IMAGE AND REPEAT PURCHASE Brand loyalty this happens when a consumer is predisposed to acquire the same brand of goods/services constantly over a certain period of time instead of varying among manufacturers of the same product/service. Perhaps brand loyalty can be measured by the consistence or volume of acquisitions of the same brand within the same category. Corporate image is a conceptual mental image developed by corporate advertising techniques to highlight their image so it can boost desirability to consumers, suppliers, employers and stakeholders. Companies develop a corporate image in order to enhance psychological perception, reputation and corporate culture. A positive corporate image can augment consumer adoption and develop further brand loyalty. Repeat purchase is the action made by buyers while repurchasing a previously purchased product. Repeat purchase is a pattern used in order to calculate the consistency of loyalty to a brand. The relationship between these three factors is enormous as they aimed the same result. The difference is that all make part of the same scope but in different stages. For instance when a company invest on the development of a positive corporate image, consumers will then mature a positive psychological perception over a period of time (depending the intensity and technique used). These perceptions will impulse consumers to try, and consequently, to adopt the product as preferable acquisition among all other similar brand products. When consumers make a repeat purchase of the same brand, the company is then able to assume a certain degree of brand loyalty.

Health care ethics Essay -- essays research papers

The basic rights of human beings, such as concern for personal dignity, are always of great importance. During illness, however, these rights are extremely vital and must be protected. Therefore, healthcare providers should make an effort to assure that these rights are preserved for their patients. Likewise, health care providers have the right to expect reasonable and responsible behavior on the part of our patients, their relatives, and friends. This is where the patient’s bill of rights comes into play.   Ã‚  Ã‚  Ã‚  Ã‚  The Patient\\\'s Bill of Rights was first adopted by the American Hospital Association (AHA) in 1973 and revised in October 1992. Patient rights were developed with the expectation that it would contribute to more effective patient care. It aids the patients and their families to understand their rights and responsibilities (Edge et al, 1998).   Ã‚  Ã‚  Ã‚  Ã‚  In theory, once one understood the right, one should be able to reason out the correlative obligations. Below are two obligations to each of the items found in the patient\\\'s bill of rights.   Ã‚  Ã‚  Ã‚  Ã‚  Respect and Dignity.   Ã‚  Ã‚  Ã‚  Ã‚  1. Respect the dignity of the patient by being considerate and caring   Ã‚  Ã‚  Ã‚  Ã‚  2. Do not discriminate based on sex, race or religion, etc.   Ã‚  Ã‚  Ã‚  Ã‚  Identity   Ã‚  Ã‚  Ã‚  Ã‚  1. Hospital staff should wear name badges to identify themselves.   Ã‚  Ã‚  Ã‚  Ã‚  2. Staff members should introduce themselves to you and describe their roles   Ã‚  Ã‚  Ã‚  Ã‚  before care is given.   Ã‚  Ã‚  Ã‚  Ã‚  Participation in Treatment Decisions   Ã‚  Ã‚  Ã‚  Ã‚  1. Provide the patients with their treatment option   Ã‚  Ã‚  Ã‚  Ã‚  2. Allow the patient to participate in the treatment options available   Ã‚  Ã‚  Ã‚  Ã‚  Advanced Directive   Ã‚  Ã‚  Ã‚  Ã‚  1. Advice patients of their rights to make informed medical choices, ask if the   Ã‚  Ã‚  Ã‚  Ã‚  patient has an advance directive.   Ã‚  Ã‚  Ã‚  Ã‚  2. Honor the wishes of the patient as stated in his/her directive as permitted   Ã‚  Ã‚  Ã‚  Ã‚  by law and hospital policy.   Ã‚  Ã‚  Ã‚  Ã‚  Privacy   Ã‚  Ã‚  Ã‚  Ã‚  1. Do not disclose information abo... ...and regulatory standards. Their broad range of patient care, education, public health, social service, and business functions is essential to the health and well being of their communities. These roles and functions demand that health care organizations conduct themselves in an ethical manner that emphasizes a basic community service orientation and justifies the public trust. The health care institution\\\'s mission and values should be embodied in all its programs, services, and activities (Ethical Conduct for Health Care Institutions, 1992).   Ã‚  Ã‚  Ã‚  Ã‚  So although the patient can sue for malpractice, it will be based on laws related to the ethical principles, but not the Ethical Principles themselves. For example, if a patient feels that they were treated differently because of race, they would file a discrimination suit, which is legally sanctioned under other legal legislature. It seems quite complicated, but it is important to recognize the difference between ethics and the law.   Ã‚  Ã‚  Ã‚  Ã‚  Ethical complaints (i.e., the nurse did not treat me with respect) goes before a hospital disciplinary panel, but not before the legal courts.

Walmart Essay -- GCSE Business Marketing Coursework Essays

Walmart Case Definition of Main Problem: There can be no argument that Wal*Mart has revolutionized the discount retailing industry. Furthermore, CEO Glass and COO Soderquist have stepped in at the helm of this company and continued to take it in the right direction by quadrupling sales and profits from 1987 to 1993. The main problem they now face is how to sustain their phenomenal performance, and becoming number one has magnified this issue. No longer can they just sneak into small towns where the only competition is the local merchant’s shop. No longer can they copy larger companies like Sears and J.C. Penny’s because of their size and scope. The fact is, Wal*Mart is bigger than these companies and their direct competitors Kmart and Target are doing everything in their power to close that gap. They are lurking not so quietly in the shadows, benefiting from Wal*Mart’s past choices, successes, and failures. They are there to blow the whistle if Wal*Mart steps outside the lines. Wal*Mart may be growing, but at a rate under 10% for the first time in years. Shareholders are concerned, the press is relentless, and many obstacles lie in their path if they hope to continue the trends Sam Walton set so ambitiously in 1962. Analysis: With one of their main issues being sustained profitability, Wal*Mart is at a critical time in their life. They are no longer the hero, a place commonly reserved for competitors striving to be number one, because Wal*Mart is number one. No one can debate how effective they have been in getting here. Through their focus on superior technology and low cost leadership, Wal*Mart reigned supreme. They are redefining Porter’s five forces model in the discount retailing industry, and are in the enviable position of having first mover’s advantage. Yet this blessing is also a curse. By virtue of their efficient, effective system and its proven success, companies like Kmart and Target are watching closely and both emulating and improving upon this system. An analysis of the five forces model will show Wal*Mart’s main competitive advantages in supplier power and barriers to entry. A look into their distribution centers and how they have been instrumental in reducing supplier power will be followed by an analysis of how effective first mover advantage has been and where they must take it next. Early in the history of... ...rn to introduction and growth as opposed to decline). Thirdly, there are areas both domestic and abroad relatively untouched by Wal*Mart: large cities. Though it may seem like untapped potential in these markets, it is not recommended to expand in these highly populated areas. The axiom, â€Å"If it ain’t broke, don’t fix it,† applies: If Wal*Mart were to do an about-face and start expanding in this form, it would send mixed signals about not only changes in the corporate strategy, but also about the future of this conglomeration of stores. This is especially poignant at this volatile time in the price of their stocks. They should also be extremely cautious in the acquisition of existing discount retailing companies. As the industry becomes more concentrated, Wal*Mart’s selectivity in large acquisitions extends beyond just profits. Many times, Wal*Mart could better spend their resources by improving existing stores or building new ones because they can build them around their ideologies at a much lower cost than through purchasing other companies. Again, this is not to say they should not expand in this manner, just that they need to be extremely selective when doing so.

Grievance: Trade Union and Workers

Grievance in Industry There are many factors in industry, which make a worker unhappy and dejected. May be his fellow workers are non-co-operative or his foreman’s sarcastic or harsh remarks on his own personal problems outside the factory or domestic matters. Poverty, undernourishment, debts, unemployed dependent, etc. may be working adversely in his mind. He look around and finds everybody being unkind to him. He is aggrieved and wants to ventilate his feelings and reactions. A well-defined grievance procedure is an important element of a sound industrial relations machinery.Prompt and effective disposal of workers grievance is the key to industrial peace. The grievance procedures set up by agreement with a union provides a medium for the workers to transmit his grievance to management in an orderly manner and get the answer in writing Meaning and Nature of Employee Grievance According to Michael J. Jucius, the term ‘grievance’ means â€Å" any discontent or di ssatisfaction, whether expressed or not and whether valid or not arising out of anything connected with the company that an employee thinks, believes or even feels, is unfair, unjust, or inequitable. The definition is very broad and covers all kinds of dissatisfaction, which an employee has while doing his job. A grievance means any discontentment or dissatisfaction arising out of anything related to the enterprise where he is working. It may not be expressed and even may not be valid. It arises when an employee feels that something has happened or is going to happen which is unfair, unjust or inequitable. Keith Davis has defined grievance as â€Å" any real or imagined feeling of personal injustice which an employee has concerning his employment relationship. A grievance represents a situation in which an employee feels that something unfavorable to him has happened or is going to happen. In an industrial enterprise, grievance may arise because of several factors such as: a. Viola tion of management’s responsibility such as poo working conditions, b. Violation of company’s rules and practices. c. Violation of collective bargaining agreement, d. Violation of labour laws, e. Violation of natural rules of justice such as unfair treatment in promotion. The essential of a grievance in an organization are as under: i.The discontentment arises out of something connected with the organization: The sources of grievance lie within the company such as unfair treatment by the supervisor, violation of company rules, etc. do not constitute a grievance. Such outside sources are beyond the control of the employer. ii. A grievance may be expressed or implied: It is comparatively easier to identify express grievances. They are manifested in several ways, e. g. ; gossiping, active criticism, argumentation, increased labour turnover, carelessness in the use of tools, materials and poor workmanship, etc.Grievance are also implied by indifference to work, day dreamin g, absenteeism, tardiness, etc. it is not wise to recognize only expressed grievances and overlook the unexpressed ones. In fact, unexpressed or implied grievances are more dangerous than the grievances which are started because it is not known when the implied grievance may explode. It requires a high order of skill for an executive to identify such grievances. iii. The discontent may be rational or irrational: rational grievance is a genuine one, which must be removed by the management.On the other hand, there are grievances which are emotional in nature and are based on sentiments, distorted perception, lack of proper thinking, etc. these are totally irrational or psychological. It is difficult to handle such grievances. Sources of Grievance The causes of grievances may be grouped under three heads, viz. , i. Grievances resulting from Management Policies a. Wage rates or scale of pay. b. Overtime c. Leave d. Transfer- improper matching of the worker with the job e. Seniority, pro motion, and discharges f. Lack of career planning and employee development plan g. Lack of role clarity. . Lack of regard for collective agreement. i. Hostility towards a labour union j. Autocratic leadership style of supervisors. ii. Grievances resulting from working conditions: a. Unrealistic b. Non-availability of proper tools, machines and equipment for doing he job. c. Tight production standards. d. Bad physical conditions of workplace. e. Poor relationship with the supervisor. f. Negative approach to discipline. iii. Grievances resulting from Personal Factors a. Narrow attitude b. Over- ambition c. Egoistic personality. Handling of Grievance Grievances are symptoms of conflicts in enterprise.So they should be handled very promptly and efficiently. Copying with grievances forms an important part of manager’s job. The manner in which he deals with grievances determines his efficiency in dealing with the subordinates. A manager is successful if he is able to build a team o f satisfied workers by removing their grievances. While dealing with grievances of subordinates, it is necessary to keep in mind the following points: i. A grievance may or may not e real. ii. Grievances may arise out of not one cause, but multifarious causes. iii. Every individual does not gives expression to his grievances.For the purpose of handling grievances efficiently, it is necessary to find and analyses the grievance of the subordinates. If a grievance is found to be genuine or real, the corrective action should be taken immediately. But if the grievance arises due to imagination or disturbed frame of mind of the worker, then it is necessary to explain and clear up the matter. Before dealing with the grievances, their causes must be diagnosed. But when the grievance are not expression by the subordinates, it is manager’s job to detect the possible grievances and their causes.He may realize the existence of grievances because of high labour turnover, high rates of abs enteeism and poor quality of work. These problems will go on multiplying if the causes of grievance are not cured. While dealing with grievances, a manager cannot depend upon any readymade solutions. Every case has to be dealt with on its merits. The following guidelines may be followed to deal effectively with the grievances: i. The complainant should be given a patient hearing. He should be allowed to express himself completely. ii. The management must show its anxiety to remove the grievances of the workers. iii.If the grievances are real and their causes are known, attempts should be made to remove the causes. iv. If the grievances are imaginary or unfounded, attempts should be made to counsel the workers. Grievance Procedure A grievance is the embryo of more serious trouble to come because accumulation of minor grievance may lead to major explosions. Therefore, prompt and effective handling of grievance is the key to industrial peace. This calls for systematic procedure of hand ling grievance for the just and speedy disposal of grievances. There are two types of grievance procedures for redressing the grievance of the employees.These includes i. Open Door Policy Under the procedure, the employees are free to meet the top executive of the organization and get their grievances redressed. Such a policy may work well in the small organizations, but in big organizations this may not be practicable because the top executive will be too busy in other matters. Another disadvantage of open-door policy is that lower level executives feel bypassed. This may complicate the human relations problems. Moreover, top management is not too familiar with the working conditions of the operative employees.It may be difficult for it to attend to employee grievances because of lack of sufficient information. Lastly, it is also said that the open door policy is suitable for executives to walk through and not the operative employees. The employees may even hesitate to go to top ex ecutives with their grievances. Because of these difficulties, stepladder procedure may be adopted ii. Step- ladder Procedure Under this procedure, the aggrieved employee has to proceed step b step in getting his grievance heard and redressed. Firstly, he has to present his grievance in writing to his supervisor or foreman.If he is not satisfied with his decision, he may go to the head of the department. There may by a joint grievance committee after the decision of the head of the department is not acceptable to the employee. If the committee also fails to redress his grievance, the matter may be referred to the chief executive. The grievance procedure will be said to be exhausted if the chief executive is also not able to redress the grievance. The workers should not take any action against the management until the whole grievance procedure has been exhausted. Filing of written Grievance Grievance Voluntary Arbitration Chief ExecutiveJoint Grievance Committee Head of department Su pervisor or Foreman S E T T L E M E N T The grievance assumes the form of a conflict after the workers is not satisfied with the decision of the chief executive. For maintaining industrial peace in the plant, it is advisable to refer such grievance to the voluntary arbitration. The award of the arbitration should be binding on both the parties. Grievance Procedure in Indian Industry In India, settlement of settlement of grievance did not receive adequate attention in the legislative framework till the enactment of Industrial Employment (standing orders) Act, 1946, and the Factories Act, 1948.The Industrial Employment Act provides that every establishment employing 100 or more workers should frame Standing orders which should contain, among other matters, provision for means of redressed for workmen against unfair treatment or wrongful actions by the employer or his agents or servants. Similarly, section 49 of the Factories Act provides for the appointment of Welfare Officers in ever y factory wherein 500 or more workers are ordinarily employed. These officers are generally entrusted with the task of dealing with complaints and grievances of the workers or employees.The 15th session of the Indian Labour Conference (July 1957) took up the matter of establishing a grievance procedure acceptable to both the management and workers union in an industrial unit and a sub-committee was formed for the purpose. The 16th session of the Indian Labour Conference (1958) approved the principles of industrial discipline evolved by the committee. A Model Grievance Procedures which is a part of code of discipline was drawn up. The model grievance procedure envisages the creation of a grievance machinery to administer the procedure.According to it workers representatives are to be elected for a department or their union is to nominate them. Otherwise workers representatives on the workers committee are to be taken as their representatives. The management has to specify the persons in each department who are to process the grievance at the second step. These representatives of workers and management are to constitute the joint, bipartite grievance committee. It should be noted that the whole procedure is time bound. Industrial RelationsTraditionally, the term ‘industrial relations’ is used to cover such aspects of industrial life as collective bargaining, workers’ participation in management, discipline and grievance handling, industrial disputes, and interpretation of rules, labour laws, etc. thus, industrial relations are often seen as constraints which limit the ability of the organization rather are often seen as constraints which limit the ability of the organization rather than an opportunity to develop collaborative problem solving relationship.The industrial relation (IR) function in majority of the organizations suffers from lack of planning, absence of human relations policies and predominance of short-term perspective in resolvi ng labour-management problems. The continuous neglect of industrial relations function has resulted in problems like poor work-culture, indiscipline, flouting of authority, coercion and blackmailing by unions, rise of restrictive practices, lack of mutual trust, frustration of workers, alienation of workers, etc. The concept of Industrial RelationsThe term ‘Industrial Relation’ refers to all types of relationships between all the parties concerned with industry. The parties related to industry are the workers and the management representing the owners. Thus, industrial relations connote a vast complex of relationships obtaining between management and employees, union and management, union and employees and between employees themselves. Both parties to industrial relation have a common interest in industry, but many a time, they are found to be pulling n difference directions which lead to industrial unrest. Therefore, it has become necessary to secure the cooperation of both workers and management to achieve good industrial relations. Besides management and workers, State is another party associated with industrial relations. The interference of government in industrial relations through legal and administrative measure is quite common. Thus, the area of industrial relations has been extended to relations among the state, employer and employees.According to Encyclopedia Britannica, â€Å"The subject of industrial relations includes individual relations and joint consultations between employers and workers at the place of work, collective relations between employers and their organizations and trade unions and part played by the state in regulating these relations. † According to Dale Yoder â€Å"The term ‘industrial relations’ refers to the relationship between management and employees or among employees and their organization that arise out of employment. In modern usage, the phrase ‘industrial relations’ include s the whole gamut of matters that arise due to the continuing relationship between the employers and the workers. Its scope includes three rarely distinct areas: 1. Relations between mangers and individual workers; 2. The collective relations between employers and labour (trade) union; and 3. The role of government in the regulation of these relationships. These three closely associated areas are often referred to respectively as personnel management, collective bargaining and labour legislation. Parties to Industrial RelationsSimply stated, industrial relations are the outcome of the employment relationships in industry. The government of a nation influences these relations to a great extent. Thus, there are three major variables in industrial relations: i. Workers and their Organizations: the personal characteristics of workers, their culture, educational attainments, qualifications, skills, attitude towards worker, etc. play an important role in industrial relations. Workers orga nizations, known as trade unions, are political institutions. Trade unions are formed for safeguarding the economic and social interests of the workers.They put pressure on the management for the achievement of these objectives. ii. Employers and their organizations: The employers are a very important variable in industrial relations. They provide employment to workers and try to regulate their behavior for getting high productivity from them. Industrial unrest generally arises when the employers demand from the workers is very high and they offer low economic and other benefits. In order to increase their bargaining power, employers in several industries have organized employers associations.These associations put pressure on the trade unions and the government. They also participated in tripartite bodies constituted by the government to regulate industrial relations. iii. Government : the government exerts an important influence on industrial relations through such measures as pro viding employment, intervening in working relationships and regulating wages, bonus and working conditions through various laws relating to labour. The government keeps an eye on both the trades unions and employers organizations to regulate their activities in the interest of the nation. Objectives of Industrial RelationsThe primary objective of industrial relation is to maintain good and healthy relations between the workers and the management in the enterprise. Al other objectives revolve around this primary objectives. Some of the important objectives are listed below: i. To promote healthy labour-management relations. ii. To promote the interests of employees as well as management by securing the highest level of mutual understanding and goodwill among them. iii. To raise productivity to a higher level which is the need of the day and to contributed to the economic development of the country. v. To check industrial conflicts and minimize the occurrence of strikers, lockouts and gheraos. v. To minimize labour turnover and absenteeism by providing job satisfaction to the workers. vi. To facilitate and develop industrial democracy based on workers partnership in management of industry. vii. To establish government control over industries to regulate production and industrial relations. Significance of Good Industrial Relations or Industrial Peace Good industrial relations refer to harmonious relations between the labour union and the management in an organization.In other words, in such a situation, there is absence of industrial disputes between the two parties and presence of understanding and cooperation between them. Thus, industrial relations in an organisation must be harmonious or cordial. Such relations can lead to the following benefits: 1. Industrial peace: Cordial industrial relations bring harmony and remove causes of disputes. This leads to industrial peace which is an ideal situation for an industrial unit to concentrate on productivity and gro wth. 2. Higher productivity: Due to cordial industrial relations, workers take interest in their jobs and work efficiently. his leads to higher productivity and production of the enterprise where they are working. Thus, they will contribute to the economic growth of the nation. 3. Industrial Democracy: Sound industrial relations are based on consultation between the workers and the management. This assists in the establishment of industrial democracy in the organization which motivates employees to contribute their best to the success of the organization. 4. Collective Bargaining: Good industrial relations are extremely helpful for entring into long-term agreements as regard various issues between labour and management.Effective collective bargaining and association of employees in decision- making process will bring about cooperation between labour and management. 5. Fair Benefits to workers: The workers should get sufficient economic and non- economic benefits to lead a happy life . It is possible when the relations between workers and management are cordial and the productivity is high. The employers can afford higher benefits to the workers. 6. High Morale: Good industrial relations imply the existence of an atmosphere of mutual cooperation, confidence, and respect within the enterprise.In such an atmosphere, there are common goals, which motivate all memebers of the organization to contribute their best. Consequently, there is higher productivity, higher income and increased, job satisfaction – all resulting in higher morale of the workforce. 7. Facilitation of change: Sound industrial relations, by creating a climate of co-operative and confidence make the process of change easy. Hence, full advantage of last inventions, innovations and other technological advancement can be obtained.The workforce easily adjusts itself to required changes for betterment. Industrial Unrest Industrial peace in a country is an important pre- condition for its industri al development. Industrial peace implies the existence of harmonious relationship between the management and the workers. When the relationship between the management and the workers is not cordial, industrial atmosphere is not peaceful. Such a situation is known as industrial unrest. In other words, industrial unrest refers to discontent and conflict between employers and employees.It takes the shape of strikes, lock-outs, demonstrations, etc. The relations between the employers and the employees are frequently clouded by a sense of exploitation, distrust and discontent. They give rise to industrial conflicts or disputes. Perhaps an industrial dispute is the most acute problem in industrial organization because it endangers peace in the industry. Some of the symptoms of industrial unrest are high labour turnover, disciplinary problems, absenteeism and tardiness, critical personal rating, low morale, restriction of output, etc. t is important to note that strikes and lock-outs have come to stay almost permanently in the industrial set-up of many countries. Maintenance of harmonious human relations in an organization depends upon the promotion and maintenance of discipline. No organization can proper without discipline. Discipline has been a matter of utmost concern for all organizations. There are some people who believe that maintenance of discipline is the concern of only higher echelons of an organization. But in actual practice, discipline is concerned with employees at all levels.Broadly speaking, discipline means orderly behavior of individuals towards the desired goals of the group. The word ‘discipline’ owes its origin to religion, but it was in the army that it helped achieve spectacular results. When big battles were won not by the numerically superior army, but by the one that had better disciplined soldiers who had a very high morale, a more intense motivation to win, and had the benefits of effective leadership, popular imagination ma rveled at such achievements. Discipline, thus, came to be equated with the army.But now it is widely used in schools, colleges, industries and other institutions. The concept of Industrial Discipline Discipline in industry may be described as willing cooperation and observation of the rules and regulations of the organization. It means securing consistent behaviour in accordance with the accepted norms of behaviour. Discipline is essential to a democratic way of life. Simply stated, discipline means orderliness. It implies the absence of chaos, irregularity and confusion in the behaviour of workers. In other words, disciplined workers cooperate andbehave in a normal and orderly way.Discipline may be defined as a force that prompts individuals or groups to observe the rules, regulation and procedures which are deemed to be necessary for the effective functioning of an organization. According to Ordway Tead, â€Å"Discipline is the orderly conduct of affairs by the members of an orga nization, who adhere harmoniously in forwarding towards the end which the group has in view, and willingly recognize that. † Discipline is said to be good when employees willingly follow company’s rules and it is said to be bad when employees follow rules unwillingly or actually disobey them.According to some people, discipline is a positive concept in as much as that the absence of indiscipline does not imply a state of discipline. Too often, discipline has been oriented towards punishment for the past misdeeds. Many managers and supervisors see discipline primarily as a mean to enforce external demands for responsible behaviour. Instead they expect orderly behaviour to depend primarily on fear of penalties. Thus, they exercise discipline as a punishment. But this is a negative approach which should be abandoned by the managers and supervisors in order to secure good human relation in industry.Manager should adopt a positive approach to deal with indiscipline in the or ganization. Attempts should be made to educate the workers the value of discipline. The workers should be taught self-discipline because it is the highest form of discipline in any group activity. Management should give more emphasis in educating the workers in order to change their attitude towards their work and work-place. Disciplinary action should be taken only in exceptional circumstances where no other alternative is left. It must be based on the consideration of just cause and due process of law.Aspects of Discipline There are two aspects of discipline, viz. , positive and negative aspects which are discussed below: 1. Positive Aspect: Employees believe in and support discipline and adhere to the rules, regulations and desired standards of behaviour. Discipline takes the form of positive support and reinforcement for approved actions and its aim is to help the individual in moulding his behaviour and developing him in a corrective and supportive manner. This type of approach is called positive approach or constructive discipline or self- discipline.Positive discipline take place whenever the organizational climates is marked by aspects such as payment of adequate remuneration and incentives, appropriates avenues for career advancement, appreciation of proper performance, reinforcement of approved personnel behaviour or actions, etc. , which all motivate employees to adhere to organization rules and regulations or exercise self- control. 2. Negative Aspect: Employees sometimes do not believe in discipline. As such, they do not adhere to rules, regulations and desired standards of behaviour.As such, disciplinary programmed forces and constraints the employees to obey orders and function in accordance with set rules and regulations through warnings, penalties and other forms of punishment. This approach to discipline is called negative approach or collective approach or punitive approach. This approach is autocratic in nature as the subordinates are given no role in formulating the rules and they are not told why they are punished. Negative or enforced discipline connotes that personnel are forced to observe rules and regulations on account of fear of reprimand, fine demotion, or transfer.But these are helpful in extracting Just minimum standard of performance from the employees since they work on account of the fear they have got. In fact, punishment, penalties, demotions and transfers provide or establish a climate which demotivates the employees. Hence, such climate is not helpful for the accomplishment of group goals and for enhancing the morale of employees. Importance of Discipline in Industry Discipline is the very essence of life. Absence of discipline means chaos and disorder. An industrial enterprise is an organic whole in which a variety of forces act in unison towards the attainment of its ultimate aims.Obviously, smooth and effective functioning demands a high degree of co-ordination among the various elements which for m integral parts of an organization. In an industry, big or small, manpower is the most important factor. Manpower can be used effectively only if there is discipline in the industry. Discipline should not be brought about by fear or punitive actions, it should be brought voluntarity. A man may work in the required manner under compulsion, but he may constantly be in conflict with his natural impulse and thus be under a continues strain which he can’t be considered conductive to good social relations in the work-group.What is really required is to take steps to promotion mutual confidence between the employees and the employers and highlight the identity of their interest, which are so essential to bring about the necessary discipline. Maintenance of discipline is a prerequisite for the attainment of maximum productivity, not only of the workers but also of the entire nation. It is only because of this that the underlying philosophy of discipline is conceived as inherent in t he whole field of industrial relations.Viewed against this background, self-discipline is the highest form of discipline and management efforts should be directed to encourage this. True discipline is education because it changes the very attitude of the workers towards their work and work-place. It must, therefore, be realized that discipline is to developed from within. It has to be reformative and not punitive. Preventive and Settlement Machinery of Industrial Disputes Lasting industrial peace requires that the causes of industrial disputes should be eliminated. In other words, preventive steps should be taken so that industrial disputes do not occur.But if preventive machinery fails, then the industrial disputes settlement machinery should be activated by the Government because non- settlement of disputes will prove to be very costly to the workers, management and the society as a whole. MACHINERY FOR HANDLING INDUSTRIAL DISPUTES Labour Court Industrial Tribunals National Tribun als Conciliation Board Conciliation Officers Voluntary Arbitration Conciliation Court of Enquiray Adjudication Workers Participation in management Standing Orders Tripartite Bodies Collective Bargaining Code of disciplineGrievance Procedure Settlement Machinery Preventive Machinery Preventive Machinery The preventive machinery has been set up with a view to creating harmonious relations between labours and management so that disputes do not arise. It comprise of the following measures: 1. Worker’s participation in management It is a method whereby the workers are allowed to be consulted and to have a saying the management of the unit. The important schemes of workers participation are: works committees, joint management council (JMC), shop council and joint council.These have been discussed later in this book. 2. Collective Bargaining According to Dale Yoder, â€Å"Collective Bargaining is the term used to describe a situation in which essential conditions of employment dete rmined by bargaining process undertaken by representatives of a group of workers on the one hand and of one or more employers on the other. Collective bargaining not only includes negotiation, administration and enforcement of the written contracts between the employers and employees, but also includes the process of resolving labour- management conflicts.The role of collective bargaining fore solving the issues arising between the management and the workers at the plant or industry level has been widely recognized. Labour legislation and the machinery for its implementation prepare a framework according to which industrial establishment should operate. But whenever labours laws may lay down, it is the approach of employers and trade union leaders which matters. Unless both are enlightened, industrial harmony is not possible. Therefore, the solution to common problems can be found directly through negotiation between both parties and in this context, he scope of collective bargainin g is very wide. 3. Tripartite Bodies Industrial relation in India have been shaped largely by principles and policies evolved though tripartite consultative machinery at industry and national levels. The aim of the consultative machinery is to bring the parties together for mutual settlement of difference in a spirit of cooperation and goodwill. 4. Code of discipline Code of discipline is a set of self-imposed mutually agreed voluntary principles of discipline and good relation between the management and the workers in industry.In India, code of discipline was approved by the 16th Indian Labour Conference held in 1958. It contain three sets of codes which have already been discussed later in the book. 5. Standing Orders The terms and condition of employment have been a bone of contention between labour and management since the advent of factory system. To prevent the emergence of industrial strive over the condition of employment, one important measure is the standing orders act, 19 46, it was made obligatory that Standing Orders would govern the conditions of employment.The Standing Orders regulate the conditions of employment from the stage of entry in the organization to the stage of exit from the organization. Thus they constitute the regulatory pattern for industrial relations. Since the standing orders provide Do’s and Don’ts, they also act as a code of conduct for the employees during their working life within the organization. Industrial Disputes Settlement Machinery The machinery has been provided under the Industrial Disputes Act 1947. It, in fact, provides a legalistic way of setting the disputes.As said above, the goal of preventive machinery is to create an environment where the disputes do not arise at all. Even then if any differences arise, the judicial machinery has been provided to settle them lest they should result into work stoppages. In this sense, the nature of this machinery is curative for it aims at curing the ailments. T his machinery comprises following organs: 1. Conciliation: Conciliation is a method of resolving the industrial conflict with the help of the third party, who intervenes in the dispute situation upon a request by either or the both parties.It is a procedure in which the decision making functions remains the prerogatives of the parties to the disputes as in collective bargaining. The conciliators simply assists them in their negotiations and decision making, he resolves the impasse and remove the bottlenecks Conciliation Officers The law provides for the appointment of conciliation officer by the Government to conciliate between the parties to the industrial disputes. The conciliation Officer is given the power of a civil court, whereby he is authorized to call and witness the parties on oath.It should be remembered; however, whereas civil court cannot go beyond interpreting the laws, the conciliation offer can go behind the facts and make judgment which will be binding upon the part ies. Conciliation board In case conciliation Officer fails to resolve the differences between the parties, the government has the discretion to appoint a Board of Conciliation. The Board is tripartite and ad hoc body. It consists of a chairman and two or four other members. The chairman is to be an independent person and other members are nominated in equal numbers by the parties to the dispute.Conciliation proceedings before a Board are similar to those that take place before the conciliation Officer; the government has yet another option of referring the dispute to the court of Inquiry instead of the Board of conciliation. 2. Court of Enquiry In case of the failure of the conciliation proceedings to settle a dispute, the government can appoint a court of Inquiry to enquire into any matter connected with or relevant to industrial disputes. This court is expected to submit its report within six months from the commencement of enquiry. This report is subsequently published by the gov ernment within 30 days of its receipt.Unlike during the period of conciliation, workers right to strike, employers right to lockout, and employers right to strike, employers right to lockout, and employers right to dismiss workmen,etc remain unaffected during the proceedings in a court of enquiry. 3. Voluntary Arbitration On failure of conciliation proceedings, the conciliation officer may proceedings; the conciliation officer may persuade the parties to refer the dispute to a voluntary arbitrator. Voluntary arbitration refers to getting the disputes settled though an independent person chosen by the parties involved mutually and voluntarily.In other words, arbitrator jointly appointed by the parties which is usually wasted in case of adjudication. 4. Adjudication The ultimate remedy for the settlement of an industrial dispute is its reference to adjudication by labour court or tribunals when conciliation machinery fails to bring about a settlement. Adjudication consists of settling disputes through intervention by the third party appointed by the government. The law provides the adjudication to be conducted by the labour court, Industrial Tribunal and National Tribunal.

My reasons for applying for admission to Cerritos College

My father, a CEO of a mid-sized logistics company in South Korea, has always stressed the importance of receiving a good education to me. After graduating from high school he did not to go to college because he wanted to earn by building his own small business, instead of spending money on college tuition.For the first few years, his business seemed to run satisfactorily. However, he had a difficult time in managing his business with the lack of education he received. Whenever he had to make some important decisions in operating business he realized that he was not competent enough to make smart and sound decisions.Eventually, his first small logistics business failed. This was a major turning point for my father. He immediately enrolled in college with a major in Business Administration. After graduating and armed with a degree, my father felt empowered with the education he received and set off to try his hand on fulfilling his goals in business. His present success proves that a c ollege education really makes a difference.My dream is to become a CEO of a company like my father. My father encouraged me to study in the United States, where the quality of education is high and where most of the famous and successful CEOS of big corporations have received their education.For one to dream big, one has to start with small steps. Thus, my short-term goal is to be accepted into  Cerritos College and receive both good grades and experience cultural diversity. My mid-term goal is to transfer to Stanford University after completing  an associate  degree at Cerritos College. Lastly, becoming an influential  CEO of a big company is my long-term goal.Recalling the phrase I read from economy section of the newspaper, â€Å"To become a successful CEO of  a company  the person has to be good at making  decisions, both fast and reasonable decisions†.I  already proved that I have an excellent potential  in becoming a successful CEO of a company  by m aking the right decision and that is  choosing Cerritos College, the ideal place to equip myself with  lots of knowledge and valuable experience which are core requisites for accomplishing my dream.

How do you view about the future of Korean Americans in the global Essay

How do you view about the future of Korean Americans in the global context - Essay Example Similar is the case with Korean Americans or if we use proper words â€Å"Americans of Korean Descent†. Korean Americans, despite having lived in America for decades, still maintain their characteristic identity. Koreans always value their Korean identity and origin. They are always proud to learn and speak their own language. The vast majority of Korean Americans are against the idea of inter-racial marriages. Most of the Korean Americans demonstrate a strong sense of ethnic pride, family priority and always prefer to attend a church of Korean ethnicity. The rate at which migration was taking place from Korea to America showed a dramatic decrease during the past ten years. Perhaps the reason behind such drop in immigration rates is the change that was witnessed in South Korea. The rapid economic growth of South Korea which made it the ‘Asian Tiger’ is the main reason behind this change. This phenomenon resulted in a reverse immigration pattern between the two countries. Internationally speaking, as the Korean land shows progress, it is a source of satisfaction and pride form the Korean Americans, since they maintain strong ties with their native land. A number of organizations are busy in improving the relationships between Korean Americans and Native Americans. A general trend has been an improvement seen in the English speaking abilities of the Korean Americans which has ultimately improved their life standards while improving their experience of exposure to the other nations of the world. Slowly, the level of isolation of Korean Americans is declining. From being a separate group of immigrants in a foreign land, they are being transformed into an active part of the American community. The Korean heritage which has been limited to the Koreans themselves is now being shared with Native Americans. A number of Korean festivals are held in American land where Korean people celebrate and

Research the economics of making a career as an equestrian and write a Essay

Research the economics of making a career as an equestrian and write a 4 page paper about it - Essay Example In the US, one of the cities where the equine industry is booming is in the New York City. According to a study done in order to determine the economic impact of this industry in this city revealed that there are over 1.7 million equine divisions in the city. In 2011, the industry generated more than 4.2billion dollars. This, according to analysts is equals to creating 33, 000 full time jobs. The exact job impacts, however, totals 12, 903 direct jobs and 20,088 indirect jobs making a total of 32, 991 careers from the Equine industry in this city. The study also revealed that the equine industry has spread in the different counties in the cities meaning that they are not concentrated in one area. Racing was identified as one of the areas with the highest divisions with other careers such as training and breeding following suit. There are also jobs in the racing museums all located in this city (NYT Breeders). Economic impact of careers in this industry is either categorized as direct or indirect impact. Indirect impact is obtained from the direct expenditures that stem from the local vendors and the racing entities. Indirect or the induced impact, on the other hand stems from the high household incomes obtained from direct employment in the equine industry. Household spending makes sure that the money obtained is injected in the economy and that local activities are enhanced or funded as a result. The induced impact is also as a result of increased tourism and the availability of visitors who are willing to spend on businesses such as restaurants and gas stations (NYT Breeders). The major economic impact is obtained from breeders, racehorse owners and trainers. This is because their direct economic impact is 52% while jobs in this area are at 52%. Costs in this area are mainly related to horse care and farm care expenditures. Some of the fees included in these