Oral And Oral Of Dental Hygienists - 4240 Words

Introduction As dental hygienists we are members of the healthcare community. That means that we have an extremely important role when it comes to the health of our patients. When patients present themselves in our treatment room, it is our responsibility to make sure we do not leave anything unexamined. We are professionals in the practice of identifying, preventing, and treating oral diseases. We do this by completing thorough extraoral and intraoral exams and being conscious of what to look for. One particular exam that we do is an oral cancer exam. As dental hygienists we are at the forefront in identifying this disease. In an article written by Nancy Burkhart, a coauthor of General and Oral Pathology for the Dental Hygienist, she states, â€Å"It is known that oral cancer is more likely to be detected in an early stage in the dental office than those found at a physician’s office, which tend to be at a later stage.† (Burkhart, 2014) This may be because dental hygie nists focus more on the oral tissues than physicians do; or the fact that patients go to a doctor when it is already at advanced stages. It is imperative that we as dental hygienists know the signs and symptoms of oral cancer, as well as the risk factors involved in developing the disease and how it can be prevented. While it is important as a dental hygienist to identify oral diseases, it is more important to educate our patients on how they can avoid any potential abnormalities from becoming severe problems,Show MoreRelatedDental Hygiene And Dental Prevention1353 Words   |  6 Pages Dental Hygiene When most people think of good health they think of doctors, however dental health can be just as important. Regular dental care can help prevent numerous other illnesses. Dental hygienists are the professionals who teach and aid in taking care of all of your oral hygiene needs. â€Å"Dental hygienists clean teeth, examine patients for signs of oral diseases such as gingivitis, and provide other preventative dental care. (â€Å"Summary Dental Hygienists†)† Dental hygiene goes way backRead MoreBeing A Dental Hygienist Is Not The Career1698 Words   |  7 PagesBeing a dental hygienist was not the career I grew up believing I would pursue. At a young age, up to my Junior year in high school, I had my goals set on being a veterinarian. Going into high school I widened that plan into any job dealing with animal science. However, taking classes like zoology, botany, equine science, veterinary technology and advanced animal science, made me realize that I would not hav e as much direct contact or personal connections with the animals as I had hoped. HoweverRead MoreA Study On Dental Hygiene1332 Words   |  6 PagesDental Hygiene I am currently an undergraduate student at Arkansas State University, but I am following the degree plan of Biological Sciences with an Emphasis in Pre Professional Studies. This major does not require you to be admitted, you can just declare it as your major. The general education for this major require courses such as college algebra, oral communications, general chemistry with lab and biology of the cell with lab. I’m following this major’s guide because I plan on entering a healthRead MoreUnited States Of America For Multiple Years1693 Words   |  7 Pagesmultiple years. Dental care, a topic that does not get much attention because people believe it is trivial, plays a major part in people’s lives, particularly children. Gerard van Honthorst’s The Tooth Puller shows a dentist pulling a patient’s tooth with five observers watching. Van Honthorst shows how in awe or scared people are of the dentist. There is a negative outlook on dentists and de ntal care: people are afraid of the dentist giving them their negative connotation, while dental care only causesRead MoreBecoming a Dental Hygenist1012 Words   |  5 PagesDid you know that a dental hygienist could make a slightly large mistake without asking a simple question? Well they can, the most common question is if their patient would like one or more crown placed in there mouth at a time. In order to succeed as a dental hygienist everyone is required to go to either a two or four year college and major in dental hygiene. Many people believe that it is easy to be a dental hygienist because they think that all that is required to do is clean teeth, but its actuallyRead MoreThe Salary For A Dentist996 Words   |  4 Pagesyear, naturally, will not make the same amount of money as an experienced practicing dentist will (Dentists: Salary). Notably, dentists make much more than many other health care professionals, including pharmacists, registered nurses, dental hygienists, and dental assistants. According to statistics, dentists tend to do better and make more money in certain cities across the United States (Dentists: Salary). Some of these cities include Holland, Michigan, Jacksonville, North Carolina, Nashua, NewRead MoreOral Hygiene And The Disease Of Diabetes841 Words   |  4 PagesAbstract Dental Hygienists have an enormous amount of problems with their patients, one problem being that their patients have diabetes. Patients don t realize that if they have diabetes they are more susceptible to getting serious gum disease. Studies have shown that 90-95% of patients have Type 2 Diabetes Mellitus (http://journals.plos.org/plosone/article?id=10.1371/journal.pone.0082158). The goal of this problem is for patients to not accrue the disease of diabetes by taking care of their oral hygieneRead MoreThe Career Of A Dental Hygienist1691 Words   |  7 PagesFor my senior project I have explored the career of a Dental Hygienist, who is a licensed dental professional who is registered with a dental care association within their country of practice. Their duty is to clean teeth, examine patients for signs and symptoms of oral diseases such as gingivitis, and provide other preventive dental care. They also educate patients on ways to improve and maintain good oral cavity health. Dent al hygienist occupation has many important aspects to their job, whichRead MoreHuman Immunodeficiency Virus ( Hiv )1499 Words   |  6 Pagesdisease or virus defines the overall character of the patient. The dental hygienist will play an important role in making the patient feel comfortable and in a judgment free environment. Standards precautions are still the same when treating all patients with or without a compromising disease or virus. However, the hygienist is often times the first to recognize the first signs of oral manifestations of HIV. Therefore, the dental hygienist will play an important role in improving the quality of a patientRead MoreVirtual Dental Homes : Will They Be The Wave Of The Future? Essay954 Words   |  4 Pagesâ€Å"Virtual Dental Homes†: Will They Be The Wave of the Future? Basing a virtual dental home in a school, a nursing home or other community setting allows dental hygienists to prevent or treat the majority of oral health problems on site, and also brings prevention information to patients, families and caregivers.† – Professor Paul Glassman News Staff (Stockton, CA) -- Bringing virtual dental homes to schools, nursing homes and long-term care facilities can keep people healthy - reducing school absenteeism

Essay on The Underground Railroad - 1801 Words

Though there may not have been many other alternatives to escape, quite a few African-American Slaves were so desperate for freedom that they escaped through The Underground Railroad. A number of working conditions required the slaves to interact with one another; this made it easier for them to communicate. Much of this communication was made through code talk so only the slaves would understand; this played in their favor, allowing the slaves to plan their freedom. Along with these points, many wonder what measures supported the forward movement of The Underground Railroad and what procedures obstructed its progress. As one could imagine, slaves’ efforts to escape weren’t made easy. According to an article titled â€Å"Escape From Slavery†Ã¢â‚¬ ¦show more content†¦Many people believe that The Underground Railroad was such a successful system because of the numerous amounts of northerners who were sympathetic and who supported the efforts of the slaves in t he South to escape. More measures that supported this strong system were the various amounts of paths traveled. In order to make it harder for the slave locators to retrieve their slaves, The Underground Railroad network had no set trails or paths that they followed. The conductors who operated each mission chose a path where slaves would be less likely captured or recaptured. According to the article, â€Å"The Underground Railroad: Cloaked Getaway to Freedom,† some of these routs consisted of using abandoned mineshafts and walkways, tunnels built by smugglers and/or pirates, covered wagons or carts with false bottoms, and hidden compartments of cupboards, floors and closets. Helping any black was against the law, but because so many people knew and believed that slavery wasn’t right, they unselfishly risked everything in order to help them to freedom. Not only did they risk everything, some whites even created abolition groups. In order to make a statement against slavery, a group of men got together and called themselves Quakers. These Quakers were a group of fundamental Christian men who thought that every man was created equal in the eyes of God. Quakers were known for their simply lived lives and their strong work ethic. These men also found objection in violence. In orderShow MoreRelatedThe Underground Railroad Is Not Like The Railroad1387 Words   |  6 PagesThe Underground Railroad is not like the railroads that we see today, they were not made of box cars and rails. They were routes that the slaves took to get to freedom, these railways were built or used in late 1786 to 1865. They went from as far west as Kansas, and Texas and as far south as Florida, they all were made to go north to Canada, or to Mexico, or the Caribbean Islands where slavery is illegal. This was an impossible task for the slaves to do on their own. There were many factors on howRead MoreHarriet Tubman And The Underground Railr oad1416 Words   |  6 PagesHarriet Tubman did much to ameliorate, and later, abolish slavery. Harriet was a strong and courageous woman and a well-known conductor of the Underground Railroads, around the 1850s. Harriet Tubman personal experiences throughout her life have shaped her to become the stout-hearted woman who helped many slaves escape to freedom, by using the Underground Railroad—a network of secret routes. As described in the novel â€Å"In their own words: Harriet Tubman,† Sullivan introduces varies hard-ships that HarrietRead MoreHarriet Tubman And The Underground Railroad832 Words   |  4 PagesHarriet Tubman and the Underground Railroad Harriet Tubman was like a conductor on a train. Running the underground railroad to free innocent slaves from certain neglect. What do people think when they hear the name Harriet Tubman. some might think of her as a dirty black others might call her a hero, or moses. Harriet Tubman was a very brave, and courageous woman. In this paper we will explore the childhood, life of slavery, and how she came to be known as the women called moses. Araminta wasRead MoreUnderground Railroad - Original Writing1058 Words   |  5 PagesUnderground Railroad Junior Year in College Prep English they play this game called Underground Railroad. It is supposed to put you back when slaves had to go to safe houses and not be caught by the bounty hunters. I don t remember who all was on my team but each team had about 10 people, only 3 of us made it. It first started off with a puzzle that you have to put together in order to get an address. It said 108 S. Main St. We get to the house and ring the doorbell, no answer. The house looks vacantRead MoreThe Truth Behind The Underground Railroad1281 Words   |  6 Pages The Truth behind the Underground Railroad Ronald Payne Central High School November 9, 2015 2nd Period â€Æ' Abstract Many people know of the famous slave system called The Underground Railroad. Throughout this generations time in school this topic have came up numerous times in our history classes. They mostly talk about the surface of the system and how, the most famous conductor, Harriett Tubman freed the slaves. This essay is important because it will provide you with in depth knowledge andRead MoreThe Underground Railroad Movement Of The South855 Words   |  4 Pagesbefore they where stoped by the militia forces. the 1780 a movement had started called the underground railroad. The purpose of the underground railroad was to free slaves from the south. There were blacks and whits apart of the underground railroad. In the 1830 the underground railroad was moving, somewhere between 40,000- 100,000 slaves were set free. Harriet tubman was one of the leaders of the underground rail road. She would travel to the south to get the slaves and help led them to freedom. Read More The Underground Railroad: Escaping Slavery Essays818 Words   |  4 Pages The Underground Railroad was what many slaves used to escape slavery. It was not an actual railroad, although it could easily be compared to one. It was a route, with safe houses and many other hiding spots for the slaves to use. The paths had conductors telling you where to go and people who would drive you to the next safe house. You had to be quick, you had to be strong, and you had to be very courageous. The Underground Railroad led all the way to Canada. There were many people helping the slavesRead MoreThe Underground Railroad : The United States History1456 Words   |  6 PagesThe Underground Railroad is a popular topic in United States history, but many of the stories told about it are more myth than fact. Quilts have been often used as a symbol in children s picture books to further the understanding of one of the darkest periods of United States history: slavery. Parents and teachers have eagerly embraced these illustrated books as a way to understand and teach past turmo il. Many of these books suggest that people who participated in the Underground Railroad used quiltsRead MoreSigns, Symbols and Signals of the Underground Railroad Essay3216 Words   |  13 PagesSigns, Symbols and Signals of the Underground Railroad A journey of hundreds of miles lies before you, through swamp, forest and mountain pass. Your supplies are meager, only what can be comfortably carried so as not to slow your progress to the Promised Land – Canada. The stars and coded messages for guidance, you set out through the night, the path illuminated by the intermittent flash of lightning. Without a map and no real knowledge of the surrounding area, your mind races before youRead MoreUnderground Railroads And The Underground Railroad2187 Words   |  9 Pages Underground railroads were a network of secret routes and safe houses used during the 19th century slaves from African descent that were in the United States, and wanted escape to the free states and Canada. The safe houses located on these routes were run by abolitionists and people that were sympathetic towards slaves. The Underground Railroad reached its height during the 1850s and 1860s. It’s difficult to determine how many people actually traveled the routes and made it to freedom, but it is

Strategic Leadership for Journal of Cleaner-myassignmenthelp.com

Question: Discuss about theStrategic Leadership for Journal of Cleaner Production. Answer: Strategic acting has a close connection with the strategic thinking. They have a close relation with the strategic influence. Many organizations faces the biggest challenge in translating their strategic thinking into priorities. It is one of the most challenging aspect that is faced by the strategic leaders. In the book named, becoming a strategic leader, in chapter three the mind-set of fro the strategic actions have been studied and then they are analyzed at severe essential strategic acting competencies (Hughes, Beatty and Dinwoodie, 2014). The chapter gives a clear view of the strategic leadership and the relationship between strategic action and strategic thinking. There are different mind-set for strategic action like all the actions are not strategic, they are both long-term as well as short-term. It mostly consists of uncertain decisions and it offers the opportunity of learning (Lepsinger, 2010). When I was given a chance of acting strategically and lead my team my first and foremost action was to take the risk of accepting new ideas. I put aside my hesitations on putting forward my ideas of strategic planning to my supervisors and executives. I formed a concrete action plan. The most important step in this context is to formulate the plan. I sat down and formed an effective strategic plan. I have made a strategic decision many times, in school as well as in the organization I worked for. The most memorable change was the change that I made when I was working as an executive manager in a jewelry company. I formulated an attractive advertisement strategy. I took the decision of advertise the products of the company on social media as well as in newspapers, hoardings at different places in the region. I also created a new website of the company and made the products through online delivery. This increased the revenue of the company. Therefore this strategic decision proved to be an effective one. The key factors that I considered while making the decision was the growth of sales of the product. I considered the strategy that could make the products more famous and it would be able to be in demand. While making the decision I examined the advertisement strategy of the rival companies. I compared the marketing strategy of other companies. I made a market survey that is the primary form of research and explored the way to attract maximum amount of customers. I made a SWOT analysis of the same. In other word it can be said that I followed the strategic sales model. Initially I felt that I was not right. It was a challenge for me and I thought I took up a great risk by making experimenting with the new decision. However later when I found that the revenue of the company was getting increased and most importantly the number of customers of the company was increasing I started feeling that I was on the right track. My strategy was right that was visible from the result itself. It however took time to become successful. The technical matters were complicated and therefore it took some time for me to make the plan successful. In order to give advertisement in different channels of media a huge investment was made. I identified the strength of the company and tried to promote the same. At the same time I identified the weakness of the company and tried to work upon it. Initially when we were not getting positive response from the customers it came to my mind that the huge investment was a fault that was committed on my part. However after two months when we got huge response from the customers I became more confident and was self-consoled that the strategy imposed by me was correct. From the time I made the decision I grew more confident about my strategy. In the beginning I was a bit confused about my strategy and thought it was a failure. I made up my mind to apply new strategy and learn from my mistake. I experienced a dilemma in the beginning but gradually I was able to overcome the dilemma and got positive results from the application of the strategy. I was able to take the risk and learnt to manage the situation in case I had to face a situation of loss. I learnt that the act of strategy was a long-term goal as well as a short-term goal and sometimes strategies could fail. The person at that time should not lose hope but work hard for the formation of new strategy that would be an effective one. References and Bibliography Bergh, D.D., Aguinis, H., Heavey, C., Ketchen, D.J., Boyd, B.K., Su, P., Lau, C.L. and Joo, H., 2016. Using meta?analytic structural equation modeling to advance strategic management research: Guidelines and an empirical illustration via the strategic leadership?performance relationship.Strategic Management Journal,37(3), pp.477-497. Dyer, G. and Dyer, M., 2017. Strategic leadership for sustainability by higher education: the American College University Presidents' Climate Commitment.Journal of Cleaner Production,140, pp.111-116. Hughes, Colarelli beatty and Dinwoodie, richard, katherine and david. 2014. 2nd ed. san fransico: Jossey-Bass. Lepsinger, Richard, 2010. Closing The Execution Gap. San Fransico: John Wiley Sons. Ohlsson, A. and Larsson, G., 2017. Emotions in strategic leadership: a literature review and theoretical modelling for future research.International Journal of Organization Theory and Behavior,20(3), pp.311-340. Strand, R., 2014. Strategic leadership of corporate sustainability.Journal of Business Ethics,123(4), pp.687-706.

Training And Development Training Plan free essay sample

It seems fairly obvious that the two correlate tit one another but there are many businesses that lack the vision and follow through to keep these two inseparable principles together. Admittedly, I believe my company, J. Crew, falls into the category of a business that does provide good customer service but lacks the ability to really develop its people in a way that can surpass customer service as a standard and make it a part of the culture.One of the strategic goals in our company is to increase customer service by providing a customer-centric atmosphere. Believe this goal can be accomplished with the right systems in place. Exceptional customer service is delivered by exceptional people. Before we can be sure that we are meeting the needs of our customers and providing quality service, we need to be able to retain, develop and invest in employees first.The programs and training that I would like to implement are employee incentives programs, which will consist of both financial and non-financial incentives, and a mentor program which in and of itself serves as a non- financial incentive in that it gives employees more responsibility while affirming their worth to the company. We will write a custom essay sample on Training And Development Training Plan or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page It also identifies key employees as traders whose responsibility is to help develop other employees and stand in the gap where management may not be able to reach.The mentors program also bench trains potential future managers and helps cultivate the skills to be able to effectively and confidently manage a team. An extrapolation of this training can be illustrated in this order: Leadership training that both empowers and develops employees will further enhance employees attitude by upholding their worth which will lead to a higher quality and standard of customer service that ultimately will be the bridge in accomplishing the strategic objective of creating a customer-centric atmosphere while building brand loyalty and ensuring repeat business.This ripple effect can be applied throughout all businesses and as a future HRS manager believe it is important to be able to identify, assess and build solutions through training like this or comparable to it. Training Needs Analysis Organizational Analysis: In conducting an organizational analysis it was found that not only are there increases in customer complaints in comparison to last year, but there is also poor employee morale in addition to a lower employee retention rate.These exults were traced back to middle management where it was found that poor leadership and a lack of clear communication gave cause to these results. The purpose of this training will not only train managers in effective communication and leadership but will also provide the opportunity to develop potential leaders within the company. All managers will be held accountable in facilitating a successful implementation of this program. Leadership sustained by effective communication are the defining attributes that sets the rest of this training up for success.Missions and Strategies: J. CreWs corporate governance statement says that, J. Crew strives to maintain standards that will provide our customers, associates, and shareholders with assurance that our excellence resides not only in the superior design of our merchandise, but in every aspect of our business (J. Crew, 2014). On the organizational level J. Crew strives to create a Customer- centric atmosphere. The purpose of this training plan is to better align our people with that objective.After conducting an analysis, it has been decided to move forward with not only a training program that develops and empowers the employees to better cultivate a customer-centric attitude but also incentives to initiate and bolster the training received. Resources and Allocation of Resources: Capital Resources: J. Crew has decided to invest an extra one million dollars into this proposed training plan. The additional money will be invested in payroll hours to complete all necessary training and will take place inside each home store.Human Resources: Each store will have one HRS consultant for the management team who will be responsible for providing all training tools to be disseminated. The consultant and management team will work together to oversee all training processes. In addition, there will be two subordinates or mentors to the management team who will be developed by the managers and will actively participate in training as well as execute all other training needs. Organizational Environment J.Crews goal is to create a place where work, individual growth, knowledge, skill enhancement and fun meet together in a blend to reflect the very employees it strives to create. Efficient communication is vital for the continual success of this program. Top and middle managers who can effectively and efficiently communicate with customers and staff are key to insuring this training aligns with the companys objectives. Operational Analysis Several methods Of analysis including employee feedback, job observation and job questionnaires were used to collection data and identify training needs.One of the major issues that this analysis found was the lack of effective communication and follow through from managers to subordinates. This resulted in employees with underdeveloped communication and customer service skills, low morale, and therefore unmotivated to perform to the standard that]. Crew has set forth. The summary of the findings are as follows: Methods People Rest Its Questionnaires were completed Managers and associates Large gap in communicating expectations from both managers and associates. Interviews were conducted Customers In researching all customer complaints within the last year, it was found in roughly 7 out of 10 complaints, customers felt neglected during their interaction with managers and/or associates. Job Observations Assessment of job satisfaction showed most managers and associates were dissatisfied with the current working environment. Person Analysis Soaks Managers Ability to support the operation of a profitable building through successful ailing floor supervision and management of division of responsibility.Knowledge of customer focus: leads by example by providing quality customer service. Ability to take ownership of self- development Skilled in training team on J. Crew standards. Associates Ability to sell the world of J. Crew with quality and commitment. Ability to represent a helpful, friendly customer focus at all times. Skilled in effective and professional communication which upholds J. Crew standards and GU nines at all times. Some managers are lacking the necessary communication skills because they ever received the proper training or mentoring.The gap in communication has created a lack of follow through in communication from managers to associates thus leaving associates ineffective in their ability to deliver J. Crews quality service standards. The success of any associate or manager will be contingent on the development of each individual from the start. To assist in the development of individuals, the mentors program will provide support to management in communicating policies and expectations. Mentors will be able to bridge the gap in cultivating associates knowledge, skills and abilities.Performance Discrepancies Lack of clear, concise information regarding quality and standards. Little to no follow through on development of associates. Poor allocation of time and resources. No feedback system in place to objectively measure performance. Low retention rate. Low employee morale. Training Needs Minimization of overall communication. Measurement systems of employee progress and performance. Daily coaching moments on standards, quality and customer service. Improved recruitment and selection strategies. Argue focus on employee orientation. Utilization of small group training techniques. Better corrective action strategies. The attitudes and motivations of the employees are an uncontrollable element in this training. However, effective follow through and communication Of standards and expectations will greatly reduce the propensity for non-compliance with standards of employment. Leadership and Customer Service Training Design A. ) Design I. Method of Training: Training will start from designated HRS trainer within each store to management team who will then carry out the training to mentors and associates. Various methods of training will be utilized to maximize overall training. These methods will include monthly webzines, group presentations, small group discussions concerning the material in group presentations, role playing within small group setting and videos for enhanced learning. II. Time Allocation Training will occur on Monday, Wednesday and Friday for two weeks. Training will be delivered to management first and will start at 7:AMA and end at 9:AMA. Training will then be disseminated to mentors every Monday and Wednesday from 7:AMA to 9:AMA for two weeks. After the initial two weeks, J. Crew will continue to do leadership and customer service webzines ND send training tools the last Monday of every month for management to pass on to mentors and associates. Ill. Number of Trainees During the two week training period for management, the amount of trainees will be dependent upon how many managers are in a store per training session. There will always be two trainees for every mentors training session. IV. Mandatory Training All training is mandatory for J. Crew employees, especially managers. Much of the managements experience is not backed in the level of training that is necessary to be in alignment with J.Crew standards. The training is being put n place to set all employees up for success. Maximal success ultimately depends on the individual but the investment in our people is one of J. Crews focuses. The training being provided is also geared to help cultivate interpersonal skills that will lead to better relationships in every context. V. On or Off-Site Training Training will take place on site at every J. Crew location inside of the store. B. ) Training Objectives This training is essential for all J. Crew employees to receive.In order to better align with company objectives this training will serve as the bridge to any gaps that are currently hindering that process. It is especially useful for managers who may possess good technical skill but lack communication and leadership skills. L. Training Reaction Objectives After trainees have gone through the training they will know how to: Increase overall communication between management and employees. Identify training moments and know how to lead by example. Provide feedback to employees. Cultivate coaching strategies. Improve employee morale. Know how to turn negative feedback into constructive feedback. II.Learning Objectives This training will provide trainees with the knowledge and tools to successful dervish and communication skills by: Identifying top talent through recruiting and selection training to build a team of the best and brightest (Managers). Communicating quality standards effectively to peers as well as associates. Understanding how to better track employee performance and create effective action plans. Demonstrating all of the training tools learned from training in daily interaction. Improving employee retention rates. Understanding how to navigate through conflicts in the workplace with clear and concise communication. Analyzing different personality types within the am to understand how to best approach and teach individuals. Ill. Transfer of Training Objectives Once trainees have successfully completed this training program they will be able to: Manage turnover rates more efficiently Improve overall store morale and environment Be more aligned with J. CreWs standard of creating a more customer-centric atmosphere. Effectively utilize hiring and selection tools. Evaluate performance using feedback and evaluations. Demonstrate leadership and communication skills that will ultimately impact the business. Be more people-focused and develop talent within the store. Be successful and positive motivators of themselves and those around them. IV. Organizational Objectives The completion of the training will yield benefits to the organization in the following ways: Create brand loyalty through the delivery of J. Crews quality standards consistently. Increase employee retention rates thus lowering costs. Provide bench training to mentors that will create manager-ready associates. Increase employee satisfaction. Create a store atmosphere of quality and service that will noticeably affect our customers.Be in alignment with our organizational strategy of creating a customer-centric atmosphere. Training Methods Our vision and goal for this training is to fully empower our associates and deposit within them the training they need. We think the best way to accomplish this is to take a variety of methods that will bolster their learning and make it a seamless transaction from training they receive to their role in the store. Starting with the managers, all the way through the associates we want to create a team that is well rounded, knowledgeable, and empowered to make the right decision thats best for the customer in every and any situation.Through their blended learning and training J. Crew associates will have all the resources at their disposal to cultivate their Soaks. Lectures We will use lectures as the opening platform before every training session. The lecture will consist of the training objectives for the day as well as a brief overview and summary Of what the training will entail and what we hope to transfer to the associates. We will also explain what other training methods we will use that day and also use this time to give a summary of the training subject being discussed that day i. . Customer Service: How to Engage the Customer. Powering Proponents will be used as a supplemental resource during the lecture. The Proponents main purpose is to give a description, illustration, and visual representation of the training objectives. It will also serve to provide a summary of what training material we will be covering that day. Interactive Multimedia Interactive multimedia will be one of the methods used to go over and train associates on situational strategies.Some of these situational strategies will include, situational leadership, in the moment and general coaching strategies, and enhancing customer service dialogue. The objective in this raining is to psychologically immerse the trainee in the environment so that they will be equipped to handle any situation that may arise. Computer- Based Training Computer-based training will provide an in depth look at the training topic being discussed. From J. CreWs perspective, the trainee will learn what is expected and explain the importance of the training being administered.Also, CB will include top level managements vision and hope for the trainee to make for a more familial environment and hear from top executives why they believe in the training topic being discussed and how to it relates or the organizations goals. Role-Play Role-play will be used to increase retention and knowledge through interaction with other trainees and the trainer. All role-play will be used to put into practice what was gone over through the lecture as well as the interactive media and computer-based training. There will be four different types of role-play used to maximize the training objectives.These four role- play types consist of spontaneous role-play, single role-play, multiple role- play, and role rotation. Spontaneous role-play will be used to give insight to attitudes and behaviors and will be used to start the role-play training. Next, ingle role-play will allow for One Of the trainees to give a demonstration Of what topic is being learned and addressed. Then multiple role play will be used for all trainees to interact together and play out scenarios that are in conjunction with the training objective or topic that day.Lastly, role-rotation will be used to provide a fully interactive training and provide time for questions and answers during each scenario. Training Development Facilities All training will occur within each J. Crew store. The training will take place in the back of the store as well as the front before the store opens. The back of he store provides plenty of space for the lectures and e-training whereas the front provides enough for engaging in role plays and other demonstrations that offer real life scenarios for the associates. Doing the training on the sales floor allows the trainees to adapt to the knowledge and skills they are acquiring and makes for a seamless transition into their abilities. It also makes the environment familiar to be able to apply all of the training. Trainers There will be one designated HRS trainer per store. This trainer is responsible for the delivery of the training to all managers and mentors. Each trainer is experienced and qualified in their ability to effectively communicate and lead teams to become a team that is continuously improving.Each trainer has been certified in the companys Training and Development Certification test and has to be renewed every year. Each trainer also has at least two years of training and development experience and have been with company for three years or more. Trainers are well rounded in their knowledge of the company, technical skills, and their ability to communicate diversely and effectively. Equipment The following is a list of equipment that will be used to supplement and make revision for training: A U shaped table as well as chairs for small group discussions and for trainees to sit during lectures.Powering to help supplement lectures and training content. Computers for E-based training and to provide Proponents. Books, notepads, pens, and binders for all training materials. A trainers binder that contains all training subjects that will be covered. DVDs that provide instructional video. T. V. For the trainees to watch instructional videos. Refreshments during various breaks for trainer and trainees. Training Evaluation The training evaluation is the final element of the training plan. Evaluations will be conducted throughout the training as well as after the training to better asses and measure the results.Trainees will not only be expected to retain all of the information administered to them but also be able to apply it. This will be accomplished through the use of questionnaires, quizzes, and performance evaluations. The training evaluation will occur across four different levels to effectively assess overall training. Each area of evaluation will also provide insight to the trainer to better assess where the training could be most effective or where emphasis is needed. Measuring Trainees Reaction: This evaluation will be administered one to two weeks after the training which will score the training they received.Through the use of questionnaires we will ask their thoughts on the subject matter, the relevance of the training, as well as the delivery of the training from the trainee. This will also help shape feedback on where strengths and weaknesses of the training are. Measuring Trainees Learning: An evaluation of the training will be administered after each training session. The trainees will be given a quiz over the material covered which will include rue and false as well as short answer questions to better gauge measurable results. These tests will be geared towards overall retention and understanding of the material.They will also provide insight into where trainers may need to be more effective. All quizzes will be electronically based for to better track and analyze data. Measuring Trainees Transfer of Skills: This evaluation will be a measurement of behavior and progress. This will be administered 2-3 months after the training and will gauge the transfer of training and how well the associate has been able to utilize the training that was given. The evaluation will also be administered every quarter to better track progress and ensure optimal performance. The results of these evaluations will also be measured against pre-training evaluations and training deficiencies described earlier in the training plan. Organizational Rest Its: implementation and execution of training will provide the organization with the following results: Higher employee morale. Increase employee retention rates thus lowering costs. Provide the exceptional managers who will be well rounded in their technical and interpersonal skills. Deliver continual, ever-increasing personalized arrive to customers. Provide bench training to mentors that will create manager-ready associates.

Changes in HM from 2005 to 2010

Organizational overview Hennes Mauritz AB (HM) was incepted way back in 1948 and has been an active player in the designing, manufacturing, distribution and selling of clothing materials. It is based in Sweden with several marketing points both at the local and international level (H M., 2005).Advertising We will write a custom assessment sample on Changes in HM from 2005 to 2010 specifically for you for only $16.05 $11/page Learn More For decades now, the company has been a major competitor in the clothing industry by producing a wide range of clothing designs and the associated accessories. For instance, its clothing range include but not limited to footwear, cosmetic products and related accessories, sports fittings for all both minors and adults as well as inner-wears for all type of users (Just-style.com., 2011). To date, there are an estimated 20 production offices hosted by the company. In terms of its supplies especially for raw materials, HM h as a wide network of independent suppliers derived from Europe and Asia who provide the company with adequate goods need for continued production. Moreover, the company has so far managed to expand its operations in over 37 countries with an estimated two thousand retail outlets spread across these locations (H M., 2008). Nonetheless, Sweden, United Kingdom and Germany still serve as the principle markets for HM. In terms of marketing, HM makes use of a mixed variety of marketing strategies in order to reach out for its wide clientele base. For instance, it is currently embracing online marketing through the internet as well as catalogues which are found both online and in the real physical stores. As part of its geographic expansion program, internet marketing has been adopted beyond Sweden, the host country for the company. Customers in Austria, Germany, the Netherlands, Norway, Finland and Denmark can now obtain product details through online shops and catalogues.Advertising Looking for assessment on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More As already mentioned, HM was established towards the close of 1940s. The brain child behind the company was Erling Persson. During the threshold years, the company was dealing with women’s clothing, but it later diversified to incorporate clothing needs for the entire family. The expansion into men’s wear in 1968 was occasioned by the acquisition of Stockholm hunting equipment store which had been mainly dealing with men’s fittings. Mauritz Widforss was a key player in male clothing and upon its acquisition by Persson, HM broadened its production perspective. Consequently, the new acquisition together with the old store was rebranded as Hennes Mauritz (HM). currently, most of the manufacturing courtesy of HM is carried out in most European and Asian countries such as Turkey, Pakistan, India, Egypt, China and Bangladesh (H M., 200 8). Research objectives The main objective of this research study is to explore, evaluate and critically analyse the major changes that took place in HM from 2005 to 2010. In addition, the paper seeks to incorporate the latest models and change theories that are relevant to HM. Research methodology The availability of sufficient data on the activities of HM since it was established will, indeed facilitate the research work on this topic. Hence, secondary research will be used throughout the research study. Consequently, information for the essay will be acquired through the internet, books, journal articles, magazines, and newspapers. Scope and limitations of the research This research study aims at circumnavigating through the changes which took place in HM between 2005 to 2010 with the application change models and theories pertaining to the company.Advertising We will write a custom assessment sample on Changes in HM from 2005 to 2010 specifically for you for only $16.05 $11/page Learn More Although secondary research method may be quite smooth to undertake since it entails referring other people’s work, this research method is not void of its own limitations. For instance, there is a higher likelihood of encountering outdated sources or those that require permissions to access. Such limitations may hinder the validity and soundness of information being gathered (Carnall, 2003; Colville et al., 1993). Key changes in HM from 2005 to 2010 Geographical expansion One of the development agenda that HM has embarked on since 2005 is the opening up of new branches across the borders. For instance, the company has been on the forefront towards opening up new stores in other countries. One of such latest development is its expansion to Croatia (Haas Hayes, 2006). Way back in 2009, South Korea was also benefitted from another store courtesy of HM. the new store was located in the South Korean capital although actual operations was started in spring of 2010. Marketing HM has diversified its marketing strategies to include more than just use of catalogues and internet marketing. For example, the song â€Å"Hang to market its brand of clothing materials and related accessories (Just-style.com., 2011). This was a sharp divergence from the previous traditional modes of marketing whereby consumers could only be reached out ordinary TV and radio ads. Its UK website used the song as the background music. Partnerships A collection by McCartney was launched by the company towards the end of 2005 as part of the new form of collaboration that was perceived would improve the trading activities of the company. A year later, Victor Rolf designers from Dutch also entered into some form of partnership or collaboration.Advertising Looking for assessment on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The pop star Madonna also graced yet another collaboration in March 2007, while in mid the same year, game developers Maxis worked with HM in developing a computer game that would not only boost the publicity and likeability of the company, but also market HM staff rigorously. All these new collaborations were aimed at improving the image of the company while at the same time laying a firm a foundation for the competitive and dynamic market (Hayes, 2002). Roberto Cavalli, an Italian designer also collaborated with HM from November 2007. This was a marketing mix that led to heavy selling by HM. before the end of 2007, another collection of designs was launched in China with the need to popularize HM products in the Far East. Comme des Garcons, a Japanese company, was appointed as a designer in the guest level in the fall of 2008. Mathew Williamson, a British designer, also partnered with HM in the spring and summer of 2009 when he developed two outstanding design portfolios for the c ompany. In one of the collections, women’s fittings were dispatched in some appointed stores. In the second range of designs, HM was supplied with men’s clothing that was only floated in selected outlets. This was notably the first time when Williamson was branching into men’s wear, through the changes brought in by HM. A limited edition was released by the company in November 2009 with a price range of between 30-70 pounds. This was done through diffusion collection, hosted by Choo Jimmy. Most of the clothing items introduced in this edition was comprised mainly of shoes for both men and women as well women’s handbags. Another interesting change in this edition was that clothing designs by Choo found their entry into HM marketing ring for the same time. Additionally, lingerie and ladies’ knit wear were also introduced into several stores in 2009 from Sonia Rykiel designers. Lanvin, a French fashion centre, also partnered with HM in the fall of 201 0 when it was launching its 2010 designer in the guest level. Home furnishing In order to diversify its trading portfolio, HM announced the intention of venturing into furniture market especially those used in households. The internet catalogue of the company played a crucial role in 2009 in advertising the various home furnishing offers. However, sales of home furniture are only implemented in locations where HM accepts online buying. Some of these countries include United Kingdom, Sweden, Norway, the Netherlands, Germany, Finland as well as Denmark. The Lewin’s model as illustrated in the diagram below: Indeed demonstrates that HM has realized the importance of business diversification by accomplishing the three stages of change namely unfreezing, moving and refreezing whereby all the changes that have been implemented are consolidated so that there worth can easily be assessed or evaluated by the management of the organization. Environment In its production activities, HM has been faced with myriad challenges on matters pertaining to the environment. Government regulations across various countries where the company operates demand environmental impact assessment to be done in order to ascertain the risk level of industrial activities at any given time. It is against this backdrop that HM began to critically assess and evaluate the carbon foot print of its production process. In 2008, the company embarked on a rigorous product stewardship and supply chain management that would ensure safe use of the immediate environment where manufacturing takes place. As a result, the company opted for a joint approach in not only highlighting the prevailing challenges posed to the environment but also holistic control methods that could be adopted to control any associate environmental degradation (Burnes, 2004). Consequently, HM together with Business for Social Responsibility (BSR) laid down a robust plan for investigating the carbon emission level to the enviro nment with the aim of controlling the emission at the point of exit. Both the available resources at the public domain as well as expert opinions were integrated in this Research and Development (RD) study on environmental pollution by carbon. Philanthropy Although the company has been undertaking charitable projects for long, June 2008 was phenomenon since it initiated a joint effort by UNICEF in order to fight against deteriorating situation of child labour in Uzbekistan. The Philanthropy department of the company felt that the cotton industry in this country was abusing the efforts of children who were also far much under age to work in cotton firms. This time round, HM decide to approach the issue differently in order to improve the condition of these children. For instance, the devastating effects of child labour were combated by raising public awareness. Another notable change carried out during this campaign was to champion on the child protection strategies that would positi vely affect the condition of children nationally. Past campaigns of this nature did not employ such approaches. In order to facilitate the project, the company contributed a sum of one hundred and fifty thousand dollars. This amount was used to finance the first phase of the project. In 2008 alone, the company opened a total of 214 additional stores. Moreover, Weekday and Monki stores totaling to 20 were also acquired by HM in a bid to expand its trading activities. During the same period, the company opened an outlet in Japan, again for the first time. This new store proved to be highly profitable compared to other outlets that had been opened in the past. A higher percentage of FaBric Scandinavian shares were also acquired by HM thereby expanding the portfolio of the latter (Tate, 2009). Changes in corporate governance Sweden is the country of origin for HM and as a result, it is demanded by law for the company to adhere strictly to the corporate governance code. In 2008, the comp any was compelled to make necessary adjustments in its corporate governance structure especially in Sweden. This was in line with providing relevant information upon request by the authorities (Burnes, 2000; Burnes, 2004; Luecke, 2003; Schuler Jackson, 2007). Annual General Meeting The Company changed its annual general meetings rule in 2005. From the 2005 resolution, participation in the meetings were not allowed. On the other hand the distance participation rule applied to those shareholders who could not be visibly present during Annual General Meetings (Mayle, 2006; Hickson Pugh, 2005). Election Committee An election committee was formed based on the resolutions of the AGM held in April 2005. Initially, it was known as the nomination committee but the company opted to broaden its roles so that it could handle all matters related to elections (Burke, 2008). The new resolutions adopted include the fact that the Election Committee members are to be appointed by the largest shareh olders totaling to five and also the primary shareholder. Theories, models and issues arising from the study One of the most outstanding occurrences that have taken place at HM since 2005 is organizational change with respect to the various aspects that have already been explained in the above section (Bratton Gold, 2001; Sinclair-Hunt Simms, 2005). According to the Grundy model below,HM has adopted both major and various types of changes. For instance, the rate of change in terms of geographical expansion has surpassed the normal or ‘smooth incremental level’ in the Grundy model. It is one of the major change HM has undertaken since 2005. The various changes at HM have both revolved and evolved the company to emerge as one of the market leaders in the production and sale of clothing items and related accessories as shown below. When managers are carrying out strategic planning, change manage is usually top in the priority list (Boxall et al., 2003). Proper planning cannot be eluded if change management is to be effected in the right way (Bullock Batten, 2005; Henry et al., 2002; Kakabadse, A.; Bank Vinnicombe, 2004). In as much as changes are inevitable in organizations, the process of implementation should be thorough if not keen so that those who will be affected by the very changes are either involved or consulted beforehand (Leifer, 2009; Ricketts, 2002; Salaman Asch, 2003). This is necessary in order to minimize nay form of gross resistance to the proposed changes. In the case of HM, the changes implemented by the company between 2005 and 2010 could only be fruitful if employees were made part and parcel of the entire process (Rieley Clarkson, 2001). In addition, change management by HM can only be functional if they are proved to be quite reasonable and pragmatic (Kanter, Stein Jick, 1992; Salaman, Storey Billsberry, 2005; Storey, 2004). It is also important that the suggested changes can be achieved within a given time frame as we ll as measurable (Bond,1999; Buchanan Badham, 2008; Burnes,1996). Nonetheless, it should be noted that these ideals can positively impact an organization if they are first applied at the level of an individual, then to small working teams before the overall effect can spill over to the entire organization (Kogut Zander, 2002; Senior Swailes, 2010). Hence, this theory demands that HM should value the integral role played by small groups or teams within the various departments of the organization (Hodgetts et al., 2000; Holloway, 2002; Jones, Conway Steward, 2001; Love, Gunasekaran Li, 2008; Lynch, 2003). Needless to say, organizations that do not envisage the value of team building hardly penetrate through with the set goals and objectives (Nonaka Takeuchi, 2005; Sathe, 2003). Better still; employees should be taken as architects of change (Kang, Oah Dickinson, 2003; Kanter, 2003; Lee, 2003). They merely act as instruments of pursuing change in organizations (McKenna, 2000; Pa tton McCalman, 2008; Raney Clark, 2010). How HM can manage change effectively As already mentioned, proposed changes with an organization can only be successful when they are applied from an individual level since an organization is realistically made up of individual employees (Davidson DeMarco, 1999; Dawson, 1994; Katz Kahn, 2008). To begin with, the management at HM needs to have thoughtful planning before implementing any change (Holloway, 2002; Peper et al., 2005; Robbins, 2009; Howe, Hoffman Hardigree, 1994). It is imperative for the management at HM to investigate the expected outcome of each change before being implemented (Nonaka, 2001; Pettigrew, 2005). In addition, the individuals being affected by the very change should be brought into mind (Kanter, 1989; Pettigrew Whipp, 2003; Deakins Whittam, 2000). Of all the changes undertaken by HM from 2005 to 2010, employees were not held accountable or responsible in any of the changes implemented (Dawson, 1994; Finlay, 20 00; Moran Brightman, 2001; Ogbanna Harris, 1998). The main role of the HM employees throughout this period was basically to act as instruments of change (Hope Hendry, 1995; Johnson, 2007; Paton McCalman, 2000; Pettinger, 2004). In other words, they played the role of ensuring that the set objectives of the organization are met within the given time frame (Kotter, 1996; Lave Wenger, 2006; Okumus Hemmington, 1998). Hence, both the executive officers and the overall management of an organization are the one charged with the responsibility of managing change within an organization (Nelson, 2003). In the process of managing change, the latter ought to ensure that their employees are either in agreement with the said changes or can fully cope with them (Pareek, 2006; Parhizgar, 2002 ). The management at HM should not be judgmental when implementing change. This is well demonstrated in appendix B whereby radical changes within an organization can lead to instability due to likely res istance. The chart below illustrates the Grundy model and how the major types changes undertaken at HM can affect the company. From the figure above, it is evident that should the company opt to carry out ordinary changes in its operations, then it is highly likely to normalize its rate of growth. The ‘smooth incremental’ line indicates that the changes being implemented y an organization do no result into major outcomes. For a company like HM, a ‘bumpy incremental’ level is necessary to spur growth and outwit market rivals. Fortunately, the company has been keen in all its major changes except in the 2005 resolution whereby it was proposed that shareholders present in Annual General Meetings were not permitted to participate. Although this may have been taken in good faith, it is highly likely that some shareholders may not have been contented with the move, viewing it as a deliberate way of blocking them from airing their opinions on company affairs (Hug hes, M 2010; Robbins, 2005). The process of involving people when proposing change can be explained well using a model for change management principles (Beer Nohria, 2000; Deal Kennedy, 1988). It is prudent for the management at HM to continually involve and unanimously concur with those who are going to be affected by the changes within the system of the organization (Boisot, 1998; DeWit Meyer, 2005). The system of an organization comprises of quite a number of factors such as behaviors, relationships, culture, processes and the environment. In respect to this model, it is pertinent for the management at HM to fully understand the position of the company before implementing any change owing to the fact that an organization is comprised of several delicate elements that can be easily affected when slight changes are introduced (Balogun et al., 2008; Doyle, 2002; EldrodII Tippett, 2002; Fletcher, 2004; Wilson,1992). The change model by Kotter can be recapped as follows: People sh ould be inspired when initiating change and this should be carried out as a matter of urgency. Second, a guiding team with the proper emotional commitment should be built. Third, the right vision should be adopted. Fourth, it is important to communicate the basics concerning the change being implemented as well as removing obstacles that may jeopardize the process of change (Balogun Johnson, 1998; Dunphy Stace, 1993; Evans et al., 2002; Graetz, 2000). According to Porter’s Five Forces model, market competition is drieven by quite a number of both internal and external factors. For instance, potential entrants, buyers, sellers and substitute products are all threats brought about by competition. Even as HM implement various changes in its trading portfolio, the company should take into account the various elements that drive competition so that it does not lose out on its market share (Porter, 1998). The figure below illustrates how competition is a vital factor to be consid ered when HM is impplememting various changes withing its brand portfolio. Source: Porter (1998). Conclusions and recommendations HM has been a key player in the clothing industry for decades now. The company deals in both men and women’s clothing and the related accessories such as handbags, shoes and under wears. Since 2005, the company has undertaken myriad of changes in its trading portfolio as part and parcel of boosting its revenue growth. One of the notable changes at HM has been the rapid geographic expansion of the company beyond its Sweden border (Guimaraes Armstrong, 1998). It currently, it operates several stores and outlets across India, China, Japan as well as several countries in Continental Europe. Other outstanding changes since 2005 include massive collaborations with land mark designers, use of catalogue marketing and online shopping in some countries (Grundy, 1993; Guimaraes Armstrong, 1998). Facilitating these changes at HM has been an uphill task. It is against this reason that proper change management procedures should be embraced by the company in order to yield the anticipated results. Therefore, it is highly recommended that the company should seriously undertake evaluation and impact assessment in its day-to-day operations. Additionally, tracking down progress would require the use of key performance indicators. Thus, HM should enhance training and capacity building of its employees so that they are well equipped with the requisite skills and competences in carrying out their individual roles within the company. Moreover, there should also be a well laid down framework for seeking solutions to workplace issues. Hence, worker representative’s platform should be strengthened by the company. References Balogun, J. Johnson, G. 1998. Bridging the gap between intended and unintended change: the role of managerial sense making, New York: John Wiley. Balogun, J. et al. 2008. Exploring Strategic Change, London: Prentice Hall . Bamford, D. R. Forrester, P.L. 2003. ‘Managing planned and emergent change within an operations management environment’ International Journal of Operations Production Management, 23(5), 546–564. Beer, M. Nohria, N. 2000. Cracking the code of change. Harvard Business Review May-Jun, 133–141. Boisot, M.H. 1998. 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Salaman, G., Storey, J. Billsberry, J. (2005). Strategic human resource management: theory and practice, London: Sage Publications. Sathe, V. 2003. Implications of corporate culture: a manager’s guide to action. Organization Dynamics Autumn, 5–23. Schuler, S. R. and Jackson, E. S. 2007. Strategic human resource management, Oxford: Blackwell Publishing. Senior, B. Swailes, S. 2010. Organizational Change, New York: Prentice Hall. Sinclair-Hunt, M. Simms, H. 2005. â€Å"Organisational Behaviour and Change Management†, Cambridge: Select Knowledge Ltd. Storey, S. 2004. Leadership in organizations: current issues and key trends, New York: Routledge. Tate, W. 2009. The search for leadership: An organisational perspective, Devon: Triarchy Press. Wilson, D.C. 1992. A Strategy for Change, New York: Routledge. This assessment on Changes in HM from 2005 to 2010 was written and submitted by user Jerry Moore to help you with your own studies. 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Free Essays on European Union

The political institution I have chosen for analysis is the European Union. My primary focus, area of research, and basic thesis is on the effect that the European Union has had on unity among its member states as well as Europe on the whole. It is my contention, supported by my research, that the inception of the European Union as an institutional system of collective governance of the region has led to a greater unity for member states and throughout Europe. By identifying certain trends I will show that there is reason to believe that the EU will gain a greater significance in both European and World politics, and that the current trends towards unity and integration will continue in the future. I will begin with some background information on the development of the European Union. The EU was established at the conclusion of the Second World War. The U.S. sponsored Marshall Plan of 1947 is commonly referred to as the precursor for the inter-state cooperation that led to the European Union. The plan was established as a financial aid in rebuilding Europe post World War II, and was also laced with U.S. hopes to create some element of cohesion between the nations of Europe to prevent future armed conflict. It was with this concept in mind that on May 9 1950 France officially proposed to create â€Å"the first concrete foundation of a European federation.† In response, West Germany, Italy, Belgium, the Netherlands, Luxembourg, and France formed the European Coal and Steel Community in 1951, which resulted in a pool of Europe’s coal and steel industries. In my view, this is the first step toward European unity as a result of the forthcoming European Union. In 1957, the same six nations formed a joint atomic-energy group to create the European Economic Community (EEC) to remove tariff barriers between them-yet another example of early movements toward unity as a result of the soon to be European Union. Ten years later, in 1967, the E... Free Essays on European Union Free Essays on European Union The EU, Cultural Diversity, and the Death Penalth European Union The European Union’s influence in world affairs is on the increase. The process of integration, the launch of the euro and the progressive development of a common foreign policy are all providing the European Union with political and diplomatic status to match its undoubted economic and commercial clout. The European Union is currently engaged in its most ambitious enlargement ever. The aim is to reunite the European continent and thus to consolidate peace and democracy and enable its peoples to share benefits of progress and welfare generated by European integration. Pamphlet The European Union has many different cultures that are included under it’s name. Although there is much cultural diversity, the European Union tries to keep and maintain common goals and values while at the same time having each country keep it’s own distinct and personal identity. In Spring 1997 nearly 8 in 10 EU citizens held the view that it is a good thing for any society to be made up of people from different races, religions, and cultures. The idea of citizenship also implies a shared cultural identity. We often read or hear about how individualistic our society has become. Yet survey results indicate that Europeans are still very interested in their fellow citizens. More than 9 in 10 EU citizens feel that it is extremely or very important to help others and to value people for who they are. Furthermore, more than 8 in 10 Europeans believe it is important to be involved in creating a better society. These societal values are strong in each of the 15 member states. This concern for the respect of human rights worldwide is matched by renewed efforts to prevent any deterioration of standards inside the Union itself. This is partly being achieved through a charter of fundamental rights to provide a comprehensive code of common values with the ... Free Essays on European Union The political institution I have chosen for analysis is the European Union. My primary focus, area of research, and basic thesis is on the effect that the European Union has had on unity among its member states as well as Europe on the whole. It is my contention, supported by my research, that the inception of the European Union as an institutional system of collective governance of the region has led to a greater unity for member states and throughout Europe. By identifying certain trends I will show that there is reason to believe that the EU will gain a greater significance in both European and World politics, and that the current trends towards unity and integration will continue in the future. I will begin with some background information on the development of the European Union. The EU was established at the conclusion of the Second World War. The U.S. sponsored Marshall Plan of 1947 is commonly referred to as the precursor for the inter-state cooperation that led to the European Union. The plan was established as a financial aid in rebuilding Europe post World War II, and was also laced with U.S. hopes to create some element of cohesion between the nations of Europe to prevent future armed conflict. It was with this concept in mind that on May 9 1950 France officially proposed to create â€Å"the first concrete foundation of a European federation.† In response, West Germany, Italy, Belgium, the Netherlands, Luxembourg, and France formed the European Coal and Steel Community in 1951, which resulted in a pool of Europe’s coal and steel industries. In my view, this is the first step toward European unity as a result of the forthcoming European Union. In 1957, the same six nations formed a joint atomic-energy group to create the European Economic Community (EEC) to remove tariff barriers between them-yet another example of early movements toward unity as a result of the soon to be European Union. Ten years later, in 1967, the E...

Role of Entrepreneurship and Innovation in the Current Banking Crisis Essay

Role of Entrepreneurship and Innovation in the Current Banking Crisis - Essay Example Innovation and entrepreneurship have played a significant role in the current banking crisis. Innovation is a change in product, service or the method of production and marketing, with the aim of improving competitiveness of a business in the market. It can be done continuously in the production process, involving introducing minor changes in the product so as to ensure the business is always ahead of other competitors in the market. (Feldman, 2001:21-24). Entrepreneurship on the other hand is the process of undertaking the risk of obtaining goods and services at a particular cost and selling them at predicted prices. It is the process of combining many factors of production in the creation of new enterprises. Innovation and entrepreneurship are very important for human existence. They have made humans to advance to the current state whereby life has been made easier and essential commodities have been made available. Technological advancements through innovation assist in production of goods and services in a more effective and well-organized manner. Innovations in communic ation and information technology have made the world to be a global village, making international business a haven for entrepreneurs. The research process involved collection of theories and concepts in entrepreneurship and innovation from various academic materials such as books, journals, online articles and magazines. The information was carefully analyzed and its relevance to entrepreneurship and innovation assessed. A critique of different approaches in entrepreneurship and innovation provided definition, importance of entrepreneurship and innovation in general as well as the role of entrepreneurship and innovation in oligopolies. Conclusions were drawn from the results of the analysis of the information gathered. Â