The Slavery Of The Black Race - 1508 Words

Tocqueville anticipated the future these three races. For the Native Americans, Tocqueville anticipated that they were bound to vanish. With a specific end goal to survive, they should be acculturated or begun a fight were one of the two races could vanish. What s more, Tocqueville anticipated that they will be secluded by the whites. For the Negros, he anticipated the racial blend will extend Negros race everywhere throughout the country. Additionally, they will be more acknowledgeable of their rights and battles will occur between those two races. Moreover, the bondage will be passed from one era to the next residual disgrace and disrespect to the Black race and hate to the white. At long last, Tocqueville proposed that intermix of†¦show more content†¦It makes one wonder as to which sex has God on their side. In the Declaration of Sentiments, a few regularly acknowledged standards are tested from a sex point of view. The difficulties the familiar way of thinking that men are superior to ladies. Emphasize that men and ladies were equivalent as of now. Right now, the familiar way of thinking was that men were better than ladies. Changing the custom took some time since it requires investment to change the ideas that individuals hold truly. Men and ladies are dealt with as equivalent creatures. This was advance as to the treatment of sexual orientation since many individuals held that ladies were the weaker sex. In Abraham Lincoln s (1858) banter with Stephen Douglas, he returns to the issue of subjection. Douglas put stock in holding servitude while Lincoln was for its cancellation. Douglas tries to paint the abolitionists like Lincoln as trusting that blacks were equivalent to white men. This was an emotive issue at the time since the Caucasians had a place, that had been associated to trust that they were the prevalent race. In this manner, any individual who recommended that the Caucasians were equivalent to the dark race was treated with doubt. Gi ven this was a political crusade for the Illinois political seat, it was vital that any applicant get the support of most of the general population. The lionShow MoreRelatedSlavery And The Black Race1526 Words   |  7 PagesSlavery and the black race in America cannot be separated since slavery is a big part of the history of African Americans from the 18th century to early 20th century. There are many issues to consider about slavery and the lives of the slaves at the period. One of those issues is the role played by women slaves in the societies of the time. Deborah White writes about how women slaves had a different life compared to the other white women and compared to the male slaves. However, it is the statementRead MoreThe Civil War Of The United States1270 Words   |  6 Pagesbecome divided down the middle over slavery, a mainstay that helped the economic growth of this country? As the northern states population grew and expanded westward their anti-slavery beliefs bega n to spread faster than the pro-slavery beliefs of the southern plantation owners. This influx of an anti-slavery population began to use the senate as a platform to question the use of slavery, causing the southern elitists to strengthen their defenses in support of slavery. Many southerners feared theirRead MoreThe Science Behind Race1185 Words   |  5 PagesComplicity: The Science Behind Race â€Å"And thus in the Land of the Color-line I saw, as it fell across my baby, the shadow of the Veil. Within the Veil was he born, said I; and there within shall he live, - a Negro and a Negro’s son. Holding in that little head- ah, bitterly! - the unbowed pride of a hunted race, clinging with that tiny dimpled hand – ah, wearily!- to a hope not hopeless but unhopeful, and seeing with those bright wondering eyes that peer into my soul a land whose freedom is toRead MoreSlavery in America941 Words   |  4 PagesSlavery in America Does anyone know who really started slavery? Slavery first took place in North America, 1619 at a British colony of Jamestown Virginia† (Boles, John). This caused slavery to spread throughout the American colonies. Slavery had a huge impact on America and still does till this day. Slavery was nothing new when it came to America. It’s been going on since before the 1400’s.†Slavery had existed in Europe from classical times and did not disappear with the collapse of the Roman Empire†Read MoreEssay1003 Words   |  5 PagesEssay #3 Throughout history many races and cultures have been discriminated against for various reasons and there have been many different methods used to discriminate against them. To focus on one race in particular the African American race was discriminated for a long period and was discriminated in various ways throughout this time. The longest and most prominent method used was slavery, then after slavery ended segregation was another method, and lastly African Americans not being treatedRead MoreDemocracy in America by Alexis de Tocqueville1300 Words   |  6 PagesConsideration of Democracy, Blacks, and Slavery Tocqueville, in Democracy in America, dwells on the strengths and weaknesses of American democracy. When discussing race relations, he recognizes that the presence of the black race in America and the occupation of blacks in slavery could threaten the continuation of the United States as a Union and a republic. As a Union, the United States could be torn apart by the disparities between the North and the South and tensions between blacks and whites. As a republicRead MoreMiranda Fleming. Word Count: 1,674. 3/16/17. Defending1674 Words   |  7 PagesMiranda Fleming Word Count: 1,674 3/16/17 Defending Slavery: Religion and Race The history of slavery in the United States divided people by the color of their skin. During the 16th thru 18th century, people of African ethnicity were automatically considered slaves. This not only created a parceling between races but also the demarcation of the northern and southern states of the America. The northern states had asseverated their opposition of slavery while the southern states upheld their concordanceRead MoreRace And Slavery During The 18th And Early 19th Century1522 Words   |  7 Pages RACE AND SLAVERY Timothy Smeja History 103 Professor Ricciardi 3/20/2017â€Æ' During the 18th and early 19th century, race and slavery were contested subjects in the U.S. The definition of race during this era was not static, and one can find it in the essays written by such individuals as Thomas Jefferson, Samuel Cartwright, and Benjamin Rush. People supporting slavery used race as their main argument by highlighting the differences between Whites and Blacks. Works of Jefferson, CartwrightRead MoreAbraham Lincoln And Stephen Douglas1674 Words   |  7 Pagesspeeches with the topic of race, then Lincoln would have to defend himself. A week after these debates Lincoln was welcomed to Dallas City with a banner that read â€Å"Equality.† According to Miller, Lincoln was arguing in favor of â€Å"Negro Equality,† and was arguing that he saw slavery as a monstrous injustice and a huge moral wrong. He was against slavery in the territories but Douglas did not see slavery to be an evil. A senate seat was at stake for these two men and race was a key fo cus of debate.Read MoreAnalysis Of Virginia Plantation s The Slave Relationship 1321 Words   |  6 Pagesshows luxuries related to sex and power. That is, a white master, having sexual relations with black female and discipline African American man without any impediments. It can be inferred that that white master or white overseer is in complete control. In Document #2, Alex de Tocqueville, a French lawyer and statesman traveling through the United States examining the prison system describes race relations in the United States during the early part of the nine-tenth century. He notes that

Cry, the Beloved Country - 1064 Words

Essay Question #2 It has been said that the land is itself another character in Patons novel, Cry, the Beloved Country. What role does the landscape play in the novel? What does the valley surrounding Ndotsheni represent? Keep it, guard it, care for it, for it keeps men, guards men, cares for men. Destroy it and man is destroyed (Paton 33). In Cry, the Beloved Country, this bold statement reflects both the beauty of the land of South Africa and the peace and harmony of men. Both of their relations are solely dependent on the care that they receive and as of now, these relations are strained. Although Alan Paton never directly declares the importance of the land, the repetition of, There is a lovely road that runs from Ixopo into†¦show more content†¦Rather than boycotting the buses out of a slight degree of narrow-mindedness or by force, more benign actions should be taken to bring the blacks and the white closer together, not farther apart. Efforts to improve the natives social standing are still made; the white taxi driver took Msimangu and Kumalo to Alexandra, even though it was inconvenient for him, had a compassion for what was being done and perhaps even sympathy. These are small, but s teady steps to bring a mutual friendship and compassion to and for both peoples. To illustrate the differences of Ndotsheni and Johannesburg, elaborate details and distinctive tones of voice are used. In the country, Â…hills are grass-covered and rolling, and they are lovely beyond any singing of it (Paton 33). However, in the city, Â…noise is immense. Cars and buses one behind the other, more than he has ever imagined (Paton 47). The contrasting features of the country and of the city depict the very different lifestyles that the people experience. In the country, the people lead a more simple life, farming everyday and living with almost no crime. However, the people in the city are more corrupted and everywhere there is crime and illegal activity. The purpose of the portrayal of such opposite ways of life is to show how one person cannot always adapt to another kind of living. For instance, the young, unnamed girl who Absalom, KumalosShow MoreRelatedCry, the Beloved Country by Alan Paton838 Words   |  3 Pagesthis problem in Cry, the Beloved Country. Throughout the story, Paton adds specific personalities to his characters to contribute to change. Characters in Cry, the Beloved Country went through hardships that changed them to realize reality and its outcomes. Paton accordingly creates a picture throughout his story to explain the problems in South Africa. There are many contributing factors of Paton’s idea to identify as being important for change to occur in Cry, the Beloved Country. In Paton’s bookRead MoreEssay on Racism Exposed in Cry, the Beloved Country1121 Words   |  5 PagesRacism Exposed in Cry, the Beloved Country      Ã‚  Ã‚   The purpose of Cry, the Beloved Country, is to awaken the population of South Africa to the racism that is slowly disintegrating the society and its people.   Alan Paton designs his work to express his views on the injustices and racial hatred that plague South Africa, in an attempt to bring about change and understanding. The characters that he incorporates within his story, help to establish a sense of the conditionsRead More Cry the Beloved Country Movie versus Film Essay1055 Words   |  5 Pages Cry, the Beloved Country is a moving story of the Zulu pastor Stephen Kumalo and his son Absalom. They live in an Africa torn apart by racial tensions and hate. It is based on a work of love and hope, courage, and endurance, and deals with the dignity of man. The author lived and died (1992) in South Africa and was one of the greatest writers of that country. His other works include Too Late the Phalarope, Ah, but Your Land Is Beautiful, and Tales from a Troubled Land. The book was madeRead MoreFamilies Breaking Apart in Alan Patons Cry: The Beloved Country 754 Words   |  3 PagesIn Cry, the Beloved Country, Alan Paton shows us how two families are breaking apart. The natives are suffering but they are not the only one who are suffering. A white person’s family is also falling apart. Stephen Kumalo is a native from Ndotsheni and he has trouble with his family from the start. John Jarvis is a white person and he is also experiencing trouble with his family. Stephen Kumalo’s family is in a bad condition. His sister, Gertrude, and his son, Absalom, left Ndotsheni a long timeRead MoreTurmoil in South Africa in Cry the Beloved Country by Alan Paton626 Words   |  2 PagesAgitation and turmoil of whites and blacks filled South Africa. A major theme that Alan Paton develops throughout the novel, Cry, the Beloved Country is the importance of acting with kindness. The author promotes the idea that kindness is a part of the solution to the problems in South Africa. Being able to be kind helps people understand one another which can help bring reform and hope to the small community of Ndotcheni. Alan Paton through the novel teaches the idea of love thy brother as yourselfRead MoreCry, The Beloved Country994 Words   |  4 PagesJohn Harrison in Cry, The Beloved Country While a subsidiary character in Alan Paton s Cry, The Beloved Country , John Harrison offers a glimpse into the attitude of the younger generation toward the black population in South Africa, one that seeks change but isn t always willing to exert the necessary effort. Who is John Harrison? People enter our lives all the time. Some become close friends. Others are here one day and gone the next. There are some with whom we rarely speak, but when weRead MoreCry, The Beloved Country1710 Words   |  7 Pages Alan Paton’s Cry, the Beloved Country takes place during the late 1940’s in Southern Africa. Specifically, in High Place, Ndotsheni, and Johannesburg. It takes place during a time of social change. There is racial inequality taking place during the late 1940’s. The novel shows what it was like to be living during this time. Cry, the Beloved Country has an urban and crowded feeling for most of the novel. This novel is written in past-tense, third-person omniscient point of view. Occasionally, theRead MoreCry, The Beloved Country1145 Words   |  5 PagesCry, the Beloved Country as a Quest Novel Human nature compels everyone to quest after things they have lost. In Alan Paton’s Cry, the Beloved Country Stephen Kumalo goes out in search of his family when his tribe is being torn apart by family members leaving and never coming back. He leaves Ndotsheni in search for his sister and his son, prompted by a letter from Reverend Msimangu in Johannesburg. Upon arrival in the great city, Kumalo meets Msimangu who leads him to to Gertrude. Kumalo reconcilesRead MoreCry, The Beloved Country953 Words   |  4 Pageschanges when a horrific event happens. Take September 11, 2001, for example. America was forever changed on that sunny, fall day. It was only after the fact that America started to implement actions against its enemies. In Alan Paton’s story Cry, The Beloved Country, there are people who are changed after a terrible event happens. James Jarvis, a white farmer living in South Africa, goes through a transformation in his life after his son is killed by a black man. After his son is killed, instead of beingRead MoreCry, the Beloved Country640 Words   |  3 PagesChange is often thought of as horrible things occurring that ruins one’s life, but change can also bring one’s life to a new start. In the book, Cry the Beloved Country, the author, Alan Paton, examines changes that can be challenging, but he refers to these problems as a necessity for progress. Paton identifies the experiences that occur in the characters of Stephen Kumalo, Absalom (Stephen Kumalo’s son), and James Jarvis and how it hinders a change in these people. Paton distinguishes these changes

A View of Strategic Hrm in a New Zealand Corporate Free Essays

| Strategic HRM It’s More Than Just a Policy| A view of Strategic HRM in a New Zealand Corporate| | Glenn Duncan – 0705186| 11/8/2011| | *NB: Something, Something Else, Something Else 2, Outside, Thingy, Doublecheck and Hirethem are all pseudonyms. Executive Summary: In this paper I aim to highlight the importance of ensuring that all aspects of the Strategic HRM policy of an organisation are functioning. This will enable the organisation to gain the maximum benefit from its investment in HRM and the resulting motivated and engaged employees. We will write a custom essay sample on A View of Strategic Hrm in a New Zealand Corporate or any similar topic only for you Order Now Job satisfaction is related to goal efficacy, management support, performance appraisal review, rewards, organisatioanl facilitation and clarity of goals; (Lee C, 1991). To be effective in any Strategic HRM policy an organisation not only has to â€Å"Talk the Talk’ they have to ensure they â€Å"Walk the Walk† right down to the perceived lowest levels of the corporate ladder. The corporate I was employed at generally had a very good Strategic HRM system; unfortunately there were issues with its execution in some parts of the business. I will highlight three areas in my experience as a line manager where the division I was in was less than adequate at â€Å"Walking the Walk†, and the effect I felt this had on my team’s performance in the key areas of goal setting, performance management and personal development. Poor planning, ineffective goal setting, a dysfunctional reporting system and lack of cohesion in line management and HR and impersonal development are major roadblocks to the success in achieving the HRM goals of an organisation. My findings were that to ensure a HRM plan is effective an organisation has to ensure that it has sufficient suitably skilled and resourced HR experts and line managers, Specific, Measurable, Attainable, Realistic and timely (SMART) goals, supported by a reporting system that is both robust and accurate. Just having a Strategic HRM policy in place doesn’t give you the strategic advantage an organisation needs to compete in today’s markets, ensuring that it is effective from the boardroom down to the lowest rung on the corporate ladder does. Introduction: Something * is a fully owned subsidiary of the Something Else* under Something Else 2*, the consumer brands arm of the corporate, based in Melbourne Australia. Something* is a strong market leader and operates in the competitive Thingy* market in New Zealand. The department within Something* this paper will focus on is the Field Sales Team in the Outside *department. The Other* department markets nothing products to any retail or foodservice outlet that is not a supermarket. Other* channel contributes 20% of the volume, but over 50% of the gross margin. Something Else* as a corporate organisation operates what would be considered a world leading Strategic Human Resource Management policies and practices. This is evidenced by the inclusion of a board sub- committee whom assist the Board in fulfilling its corporate governance responsibilities in relation to the recruitment, retention, remuneration policies and to promote a safe and healthy working environment. Something Else* overall corporate strategy is developed by the Executive Committee, an eight member team from various disciplines lead by the CEO. The executive committee includes the Group Director Human Resources whose role includes responsibility for Something else*16,800 (Full Time Equivalent) staff worldwide with a focus on recruitment, reward strategy, capability management, organisational development, health and safety, training and employee relations. Fonterra seeks feedback from its employees through regular engagement surveys and forming various committees to ensure employee considerations are taken into account on numerous different levels. Something Else* factory workers in generally under collective agreements. Something Else’s* salaried staff are on individual employment contracts, and are performance managed using an HR framework known as Doublecheck*. This framework drives performance, development, succession, talent management and recruitment processes. It incorporates Something Else’s* performance objectives and values and links through to remuneration. The outcomes of Doublecheck*are designed to create opportunities for Something Else’s* people to develop both as individuals and in their careers. Something Else* outsources some of its HR functions including recruitment of salaried staff to organisations such as Hirethem*. The performance management quarterly reviews are focused on Key Performance Indicators (goals) and a range of competencies based on the organisations values: * Co-operative Spirit * Do What’s Right * Challenge Boundaries * Make it happen Something *employs the same HR format as its parent company. The GM of Human Resources is a valued member of the Senior Leadership Team which takes input from Something Else* corporate and various departments to decide the both the financial and strategic goals of the company. The HR team consists of a General Manger, HR Manager, and two HR Advisors. Payroll and Recruitment search are outsourced. Something*uses Something Elses’s* Doublecheck framework to performance manage and develop its salaried employees. Figure 1 – Reporting Structure – something* Ltd – Outside – Field Sales TeamFigure 2 – Something* Ltd – Strategic HRM System Whilst the intentions of the Something* HRM system are robust, the execution of some key elements of the HRM process are dysfunctional and fail to add value to the process. I will focus on three important factors of the HRM process: * Goal setting (KPI’s – Key Performance Indicators) * Performance Management (KPI progress at quarterly reviews) * Employee Personal Development I will present my argument using the HRM Performance casual chain, Source: Adapted from Purcell, J Hutchinson S (2007). ‘Frontline managers as agents in the HRM Performance casual chain: theory, analysis and evidence† Human Resource Management Journal 17(1), p. 7. Which I feel shows the consequences of failing to execute HRM strategy logically. Figure 3 – HRM Performance Casual Chain: Source: Adapted from Purcell, J Hutchinson S (2007). ‘Frontline managers as agents in the HRM Performance casual chain: theory, analysis and evidence† Human Resource Management Journal 17(1), p. 7. Goal Setting: Key Performance Indicators (KPI’s) At Something* Key Performance Indicators are set by senior managers using financial data and strategic initiatives from the annual business plan, passed down through the line managers for their respective department. These Key performance indicators will usually include core goals such sales volume / value, speed to market of new product launches, customer count. HR Practice Theory; Something* through the Doublecheck* framework was to set five to six SMART KPI’s and measure an employee’s participation in company activities against a set of competencies based on the Something Else* values. Progress against these were to be reviewed and feedback given / received at quarterly intervals. HR Practice Reality; Frequently the planning of the company was not complete in time for the start of the financial year, company goals were often to be achieved in a 10 month period rather than a 12 month period. This delay also had impact on other areas of planning which leads to a further delay in arrival of the tools the team required to achieve their goals. Goals were also derived from corporate strategy and had little relation to do with the Outside* market. Often in Fast Moving Consumer Goods (FMCG) companies the majority of the strategic focus goes on sales through the high volume supermarket (Key Account) or the Foodservice channel, there often was a lack of in depth understanding of any other channel. Whilst a good deal of this was outside of the overall HRM control, it greatly affected the results the team could achieve against their KPI’s and hence morale and the reputation of senior management. Employee Perception; Employees feel a disconnect from the setting of goals and become increasingly frustrated when poor management decisions and failing to meet timeframes impacts on their ability to meet KPI’s. At reviews employees often questioned the leadership team’s knowledge of the â€Å"out of Home† market the team operated in. â€Å"Knowing you are being judged on your performance but having to either chase unrealistic goals or mark time and wait can be sole destroying† Something*employee. Employee Motivation / Organisation Performance; Employees do their best to strive for goals however a sense of confusion over priorities and clarity results in a lack of motivation, end result is very rarely do KPI’s get achieved, performance reviews are filled with reasons why targets were not met (covering the backside). Performance Management: The Doublecheck* framework for a quarterly review consisted of an employee self-assessment of performance against KPI’s and competencies; this was sent to the line manager prior to the planned appointment. The line manager would compare the employees perceived performance figures against company top line figures. During the meeting the performance against KPI’s and competencies of the employee would be discussed and encouragement given or plans put in place to improve performance. HR Practice Theory; It is the intention of the company to provide accurate data around the employee’s performance relative to the actual market performance. This would lead to a positive conversation about achieving KPI’s and how to ensure this continues or alternatively a conversation about how to lift the employee’s performance to make up any short falls and obtain the goals set for the year. HR Practice Reality; Due to internal database issues quite often only top line data could be used, drilling down into data resulted in more questions than answers. The combination of inaccurate data and lack of clarity in the KPI’s resulted in a great deal of time spent at performance reviews comparing and or justifying data between what the company believed to be accurate and what the employee believed to be accurate. This caused unnecessary angst between both parties. . Employee Perception; Employees felt there was a double standard in the outputs of the company; employees were expected to strive for excellence in their output, as measured in the competencies, whereas the company was permitted to produce less than satisfactory reporting. Employees considered this to go against Fonterra’s value of â€Å"Make it Happen† which focuses on a climate for success, exceptional results, stepping up, take accountability, plan thoroughly, perseverance and celebrate success. The team expressed that they felt let down by the company in the pursuit of their personal and company’s goals. Employee Motivation / Organisation Performance; For the majority performance reviews become conversations over missed opportunities, time delays and excuses. Quite often segments are cut and paste from previous reviews. The process fails to motivate even the high performers. Employee Personal Development: Central to Something Else* HRM strategy is a desire is to attract, retain and develop people of the highest caliber, by believing that learning is an integral part of each employee’s role, learning and development especially when done on the job, dealing with real issues and challenges. It is stated that identification and accelerated development of key talent is critical to Something Elses*success. HR Policy Theory; The Doublecheck*system has a segment where an employee discusses their career aspirations with the line manager with input from HR and agree a realistic career goal. Line managers then work with the employee and the HR team to map out a pathway of development allowing the employee to reach these goals over time. This pathway was to include training, coaching and mentoring. HR practice Reality; Something*under direction from Something Esle2* purchased a generic set of sales courses intended over time to develop a high performance sales team. Unfortunately this generic course was very â€Å"key Account â€Å"focused and again had little relation to the Outside* market. This action took out of play the HR department’s allocated budget intended for personal development towards career goals for each team member. Employee Perception; Members of the team generally felt that they were being disadvantaged by being sent of generic courses they felt did not improve their skill base, knowledge or chance of advancement in Fonterra as a whole. They felt they were being treated as a herd instead of individuals. Training was catering for the lowest common denominator and did not challenge the high performers. Employee Motivation / Organisation Performance; If employees, especially the high performers (who can be high maintenance due to their driven nature), perceive they are not being rewarded by development / progression they ask why should my performance be better than another employee if there is nothing in it for me. Overall result is a decline in motivation across the board. The Role of the Line Managers: Line Managers are tasked with the role of executing a great deal of the HRM policies for Something*, yet generally speaking, the amount of training given to line managers on the intricacies of HRM is minimal. Employees are greatly influenced by the HRM practices they experience of line managers, these can be both positive and negative, a good manager can make poor HR policies work whereas good HR practices can be negated by poor line manager people management or leadership skills. (Hutchinson, 2007) The relationship between employees and Line Management is important in in? encing the employees’ views of the support received or available from the organisation as a whole, both at the functional transactional level and in the corporate climate, this often determines the attitude towards organisational commitment and outlook towards the job. (Hutchinson, 2007) Conclusion: It is considered that SomethingElses* overall HR strategy is very robust and the corporate intention is to run a world class Strategic HRM system. At Something* I believe that the overall strategy is not achieving its goals. This was generally caused by a lack of cohesion between various departments which in turn lead to delays in the planning processes. The delays in the planning process ultimately affected the ability of all employees to meet their KPI’s causing stress and friction between competing employees. At times, it appeared that some senior managers were primarily focused on obtaining their own KPI’s, often to the detriment of the overall company goals. At Something* the HR personnel ratio to employees of approximately 100/1 (excluding the GM HR who was generally focused on strategy) caused issues. HR team members were not able to spend sufficient time with the line managers in discussions / planning around employees. When time was spent with the HR team it was generally pressured and not of great quality. There was also a lack of a cohesive approach by HR and line managers to the review and performance management process, each Line Manager generally went about the process the best way they knew how, hoping they were following the correct procedure and delivering the same message. It is argued that perhaps line managers should not be heavily involved in the HRM process as studies have shown in the undertaking of performance appraisals, management implementation was usually irregular within organisations and that the actual practice was also subject to significant variations of quality (McGovern P) and to further evidence to this argument were the findings: also to be taken into account is the short-term nature of managerial activity which leads to a tendency to put a greater priority on the achievement of the budget numbers, rather than the achievement of objectives through the team. McGovern P). My argument is who better than to review an employee’s performance than the Line Manager who on a daily basis has to work closely with the employee, a HR person jumping in from time to time unaware of the daily challenges would not gain the same insight as a Line Manager does. When discussing the issues around requiring accurate data for reporting on KPIâ€℠¢s and the angst this would cause with HR, a Line Manager would get the distinct impression that the HR advisor did not completely understand the numbers or jargon being used. (Brown, 2001) writes: Ann Boswall, vice-president of human resources and one of six members of top management team at Imperial Tobacco in Montreal, adds, â€Å"It is absolutely essential for HR to do a better job of learning about the business outside of their own department†. With regards to personal development, sending experienced sales teams on generic courses is a tick box exercise; according to the verbal feedback I received, if a post course survey was carried out the over whelming response would have been that no real learning experience has taken place. (T Short, 2010) writes: The failure to evaluate learning events and show positive business results was clearly linked to an undervaluing of training and development investment among senior managers. Recommendations: Ensure the corporate planning process has sufficient time allowed to achieve its goal of presenting a business plan that is able to be executed for the full twelve months of the financial year. This would take a great deal of pressure off the business as a whole. Setting SMART goals that give clarity of direction to the wider team and are specific to each departments channel not generic companywide goals. Even in a company with a goal-setting procedure that had been in use for over ten years, content-related problems with goals (such as lacking goal clarity or conflicting goals) were key predictors of goal commitment and job satisfaction. (Bipp, 2011) The HR department has to be resourced such to permit the Strategic HRM plan to be implemented from the top down. Not having the resources to penetrate and spend time where it counts most left the HR team performing mainly transactional duties such as recruitment and disciplinary activities. Green, 2002) writes: For over a decade, HR leaders have been striving to become business partners. They want to have a strategic impact on their organizations; however, many are struggling to make this transition. The primary reason for lack of progress in this endeavor is that HR analysts, the staff who carry out this mission, are still trained and reinforced in the traditional, transactional mindset. In order for the entire HR department to be consi dered strategic in nature, the HR analyst must learn critical consultative skills. p. 111) To counter this a 2004 Cranet survey indicated that people responsible for HRM activities have a growing proportion of members educated in business related studies, 43% in New Zealand from a business studies background. (E Rasmussen, 2010). Training of both the HR team to understand requirements of each department they deal with and equally training Line Managers in people management skills would help with alignment of HR Personnel and line managers in their duties within the HRM framework. This activity would go a long way to improving the overall performance of the HRM framework and the job satisfaction of employees within Something*. (Hutchinson, 2007) writes: It is often observed that there is a gap between what is formally required in HR policy and what is actually delivered by FLMs. The way FLMs undertake their HR duties of selecting, appraising, developing, communicating, involving, etc. , is inextricably linked to a wider set of what are increasingly called leadership behaviours, which aim to in? ence employee attitudes and behaviour and give direction. These two aspects of FLMs’ roles can be brought together in the term ‘people management. Implementing the above as a bare minimum would greatly improve the overall performance and moral of the Outside* sales team at Something*. Literature Sources: 1) http://www. SomethingElse*. com 2) http://www. something*. co. nz 3) http://scholar. google. co. nz. ezproxy. aut. ac. nz/ 4) http://search. proquest. c om. ezproxy. aut. ac. nz 5) http://web. ebscohost. om. ezproxy. aut. ac. nz References: Bipp, T. (2011). Goal-Setting in practice. Personell review, 40(3), 318. Brown, D. (2001). HR’s role in business strategy: still a lot of work to be done. Canadian HR Reporter, 14 (9), 20. E Rasmussen, T. A. , N Hawort. (2010). Has the Strategic Role and Professional Status of Human Resource Management peaked in New Zealand. Journal of industrial relations, 52, 103 -118. Green, M. E. (2002). Internal human resources consulting: Why doesn’t your staff get it? Public Personnel Management, 31(1), 111-119. Hutchinson, P. a. ( 2007). Front-line managers as agents in the HRM performance causal chain: . Human Resource Management Journa, 17(1), 3-20. Lee C, B. P. , Earley C, Lock E A. (1991). An Empirical Analysis of a Goal Setting Questionnaire. Journal of Organizational Behavior, Vol. 12( No. 6), pp. 467-482. McGovern P, H. -H. V. , Stiles P. Human resources management on the line? Human Resource Management Journal, 7(4). T Short, R. H. (2010). Challenges in aligning workplace learning with business goal. Australian Journal of Adult Learning, 50(2), 381. How to cite A View of Strategic Hrm in a New Zealand Corporate, Papers

Bacterial Resistance Essay Research Paper Bacterial resistance free essay sample

Bacterial Resistance Essay, Research Paper Bacterial opposition is a job that has deeply impacted the medical community. Bacterial opposition consequences when bacteriums become immune to single antibiotics through the development of specific defence mechanisms which render the antibiotic ineffective. This job has become apparent in recent old ages as legion instances have been reported in which antibiotics are non effectual against the bacteriums that they have fought off for old ages. The recent problems with bacterial opposition have caused terror throughout the United States. The pharmaceutical industry hasn? t been bring forthing many antibiotics because they thought that the antibiotics they had created had solved many of the jobs ensuing from bacterial infections. An increasing sum of attending has been given to antibiotic opposition with each go throughing twelvemonth and experts are optimistic for the hereafter ; nevertheless, the menace of bacterial opposition exists today and is a major cause for concern. We will write a custom essay sample on Bacterial Resistance Essay Research Paper Bacterial resistance or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page The find of penicillin the 1940s proved to be the morning of the antibiotic epoch. In less than two decennaries, major promotions had been made in the development of antibiotics. There were so many different antibiotics developed that physicians and scientists focused their attending on other jobs blighting the state. Doctors prescribed antibiotics often, frequently when they were non even needed. Harmonizing to a 1998 study by the Institute of Medicine, up to fifty per centum of antibiotics are prescribed unnecessarily. This blazing overexploitation of antibiotics had a profound consequence on the efficiency of the drugs in the hereafter. The admiration drugs that had been so effectual in handling an array of diseases had started to lose the conflict against progressively immune bacteriums, frequently referred to as superbugs. The job of bacterial opposition is rooted in the overexploitation of many antibiotics. Doctors used antibiotics to handle infinite diseases and some bacteriums became immune to the drugs after clip. The job of antibacterial opposition is of mammoth proportions and Thursday ere is much that needs to be done to relieve this debatable state of affairs. Both normal and mutant bacteriums replicate at an amazing rate. The antibiotics can easy pass over out the normal bacteriums but the mutant bacteriums are left unhurt and they prosper as a consequence. Superbugs flourish in infirmaries as they serve as a genteelness land for harmful superbugs. Thousands of patients each twelvemonth develop bacterial infections in infirmaries and the increased opposition could hold a important consequence on many patients. Illnesss such as Tuberculosis have started to afflict an increasing sum of people each twelvemonth. Diseases that had practically been eradicated from industrialised states such as the United States. The immune bacteriums originate with mutants that have occurred over clip, leting the immune bugs to last while the normal bacteriums were killed. The mutated bacterium besides would frequently interchange its DNA with other bacteriums, leting even more immune bacteria to be formed. The figure of instances in which antibiotics are uneffective has risen significantly each twelvemonth. The inquiry that remains is whether the medical community can queer the lifting job or does a world-wide pandemic loom in the hereafter. The medical community has responded to the increasing menace of bacterial opposition. Pharmaceutical companies have begun to sharply make and prove hereafter antibiotics and more antibiotics are expected to be made available each twelvemonth. The menace still remains nevertheless and the demand for alternate solutions is apparent. Bacterial opposition is non something that will vanish in a few old ages ; it will perpetually stay a subject of involvement. Future immune bacteria can be slowed with a few simple steps. Antibiotics must be prescribed carefully, merely after it is made certain that they are necessary. Patients must besides follow the advice of their doctors and purely adhere to the waies given to them for dose. The job of bacterial opposition has become the focal point of many scientists in recent old ages and it will go on to be monitored with utmost concern.

Why You Should Join the Military an Example of the Topic Personal Essays by

Why You Should Join the Military What makes the military a unique place? Is it because of the discipline that they instill in their men? Is it because of the power that goes with the ranks? Why is it even essential that one should join the military? Perhaps it is the values that the military instill in men that can motivate one to join itvalues such as respect, obedience and discipline are virtues one can easily learn when one is in the military. Need essay sample on "Why You Should Join the Military" topic? We will write a custom essay sample specifically for you Proceed Obedience is related to responsibility because response-ability says psychologist Frederick Perls, is a misused word. It means the ability to respond: the ability to be alive, to feel, to be sensitive. It doesnt mean obligation. It doesnt mean duty. One way or another, it is something one has been directed to do without asking why. If the military lives with obedience and respect to authority, what they would radiate has the capacity to influence others greatly. Their power will not vary. It will not fluctuate. It is not diluted. Their officers need not make these excuses for them just to cover up their disobedience. (Values in the Army). This is what Roger Dawson refers to as Reverent Power, having a consistent set of standards and not deviating from them. Dawson suggests that this type of power is the most powerful influencing factor of all. The longer you project that you have a consistent set of standards from which youll never deviate, the more people learn to trust you. From th at trust grows a tremendous ability to influence people. Of course, the main point here is that the reason for the consistency is not a desire to have greater negotiating strength. The consistency comes from the commitment to principle (Perls. Frederick 1951). Undergraduates Frequently Tell EssayLab support:How much do I have to pay someone to write my assignment online?Essay writers advise: Buy Essay Papers And Live Free From TroublesCustom Essay Writing Service Buy Written Essays Best Writing Services Essay Company Review There are seven values that soldiers need to strive to emulate in their daily lives. These values form the foundation of personal behavior that defines the person as well as the expectations soldiers have of one another. These values are Loyalty, Duty, Respect, Selfless Service, Honor, Integrity and Personal Courage. From the Basic Combat Training where the army men learned the different values, the value of Respect is defined as, Treat people as they should be treated. In the Soldiers Code, we pledge to treat others with dignity and respect while expecting others to do the same. Respect is what allows us to appreciate the best in other people. Respect is trusting that all people have done their jobs and fulfilled their duty. And self-respect is a vital ingredient with the Army value of respect, which results from knowing you have put forth your best effort. The Army is one team and each of us has something to contribute. In the military set-up, the Uniform Code of Military Justice (UCMJ) is the bedrock of military law. The UCMJ is a federal law enacted by Congress. It contains guidelines on codes of conduct for army men and other people in the military. Some articles establish policy, assign responsibilities and prescribe procedures. In the same manner, it also contains punitive articles such as elements of the offense, an explanation, lesser included offenses, maximum permissible punishments and sample specifications (Values in the Army). Discussing about the importance of respect in the military reminds me of one great soldier--Alexander the Great, the most celebrated conqueror of the ancient world, who was born in 356 B.C., in Pella, the capital of Macedonia. Alexander was only twenty years old when his father King Philip Macedon died. But he succeeded to the throne without difficulty. Philip had carefully prepared his son to succeed him, and the young Alexander already had considerable military experience. During his invasion of the Persian empire in 334 B.C. he had to leave part of his army at home to maintain control of his European possessions. Alexander had only 35,000 troops with him when he set out on his audacious quest a very small force compared with the Persian armies. Inspite of the numerical disadvantages, Alexander won a series of crushing victories over the Persian forces. Examining his manner of leading his troop and eliciting obedience, I surmise that there were three main reasons for his success. In the first place, the army which Philip had left him was better trained and organized than the Persian forces. In the second place, Alexander was a general of outstanding genius, perhaps the greatest of all time. The third factor was Alexanders own personal courage and demeanor worthy of respect and true obedience. I discovered that although he would direct the early stages of each battle from behind the lines, Alexanders policy was to lead the decisive cavalry charge himself during the peak of battle. This was a risky procedure, and he was frequently wounded. But his troops saw that Alexander was sharing their danger, and was not asking them to take any risks that he himself would not take. The effect on their morale was enormous. Such is the stuff of real responsibility and commitment. Such is the stuff that earns one the respect and obedience that nobody can buy. Indeed, the values and discipline in the military that goes a long way even in ones personal life are enough motivation for individuals who are qualified to join the military. WORKS CITED Perls. Frederick, S. Growth in the Human Personality New York: Julian Press, 1951 Punitive Articles of UCMJ. Article 89 Disrespect Toward a Superior Commissioned Officer Retrieved Feb. 10, 2007 at:https://www.thebalance.com/punitive-articles-of-the-ucmj-3356855 Values in the Army.

Marketing Basics The 101 Guide to Everything You Need to Know

Marketing Basics The 101 Guide to Everything You Need to Know Marketing is complex. It encompasses tons of different disciplines, strategies, and tactics. As a result, developing a basic understanding of how it works can be difficult. Learning the trade can take years of dedication and honing your craft, oftentimes in a handful of specific areas (such as strategy, copywriting, or analytics). Like a lot of things, though, future success starts with solid fundamentals. And if you’re looking to learn, you’ve come to the right place. This post will cover everything you need to get started on your marketing journey. Think of it like the ultimate 101 guide, packed full of actionable advice you won’t learn in the classroom. It’s also laid out to be easy to understand, turning complicated concepts into easily digestible chunks of information. Bookmark this page, then get down to learning. Marketing Basics: The 101 Guide to Everything You Need to Know by @Ben_via @Download Your Free Marketing Resources Bundle Since this is such an enormous topic, it’s tough to cover everything within a reasonable amount of space. That’s where these additional resources come in. Grab this bundle and you’ll get: Marketing Strategy Guide (PDF): Get an in-depth education on strategy. Marketing Calendar Template: Your all-in-one project planning and scheduling tool. Beating Makeshift Marketing: When it’s time to build your marketing tool stack, see what makes the best option for getting organized. Get all three for free (it only takes a few moments), then continue with the rest of this post.What is Marketing? In simplest terms, marketing is the act of driving profitable customer action. It spans the full scope of strategies and tactics organizations use to position products and services in the marketplace, and motivate target audiences to make a purchase. Recommended Reading: How to Document the Marketing Process in Six Steps Understanding the Marketing Mix and the 4 P’s of Marketing For all its complexity, at its core, marketing revolves around four things: product, price, promotion, and place. Tactics and channels change, but these are the concepts everything else revolves around, and they’re principles that never change. Some models expand these basic principles to 7 P's, or another variation. But, for your purposes, these four should be sufficient for developing an understanding of how marketing works. Product This is what a company sells, whether that means a physical good, or a service (such as consulting, a subscription, or something else). From a marketing perspective, the following would need to be determined: How many different product variations or lines should be sold?  For example, a car manufacturer might strategize on which vehicle categories to build (such as family cars, SUVs, crossovers, or pickup trucks). How should they be packaged or presented?  To make another example, if a company made replacement car floor mats, should they come in a box? A bag? Something else? How will it be serviced? This could include warranties, handling returns, and so forth. Marketers might even have some involvement in determining how products are designed and which features they might include (here at , for instance, marketers and product developers communicate closely). Marketing works best when marketing teams communicate with product teams.Price This is just â€Å"how much stuff costs,† right? Well, sure. But there’s more to it than that. Price means more than just what stuff costs.If marketing is all about driving profitable action, then prices need to be set at a level the market will support. Here are some marketing considerations with prices: What is the market rate per unit of a product? This requires some market analysis and competitive research to determine what’s a fair price for a product, given its cost to produce, and what people are willing to pay. How should discounts be timed and applied? Should the product be put on sale at certain times of year? Does it make sense to give customers options for payments?  A car dealership might offer financing options, rather than expecting people to pay the full price up front. Promotion If a product launches but no one cares, does it even exist? Well, yeah, technically it does, but it’s just taking up space if no one’s buying it. Once a product is out there, it needs to be promoted so people know it exists. Which channels will be used to promote the product? This includes online and offline channels. Where will it be promoted? Online? Offline? In stores? At events? What message needs to be communicated?  What copy and verbiage will tell audiences what the product is all about, and encourage them to buy it? Place The right product needs to be in the right place for people to find it and buy it. Where is the product distributed? Online? Offline? Will specific locations get the product?  For example, if you sell cold weather clothing, you might not distribute as much to Florida and you might in Minnesota. 10 Key Areas of Modern Marketing to Understand Spend a little bit of time researching marketing online and you’ll find references to all different areas of marketing. Here are some that are most likely to be relevant to your work. Content Marketing The hype around content has been building steadily for years, and with good reason: people want to be helped and informed more than they want to be sold to and interrupted. The main idea behind content marketing is creating content that helps inform your audience and solve their problems. This achieves a few important goals: Building an audience. Establishing authority. Driving sales. The â€Å"content† part of content marketing spans a lot of different things. Primarily, this means blogging and website content, but it can also include email, social media, video, ebooks, or any other type of digital content used for marketing. It can also include print collateral, like brochures or magazines. Recommended Reading: How to Build a Content Marketing Strategy You'll Actually Use (Free Template) How to Make Content Strategy More Effective With User Psychology The Best Annual Content Calendar Template to Get Organized All Year Email Marketing When it comes to driving conversions, it’s tough to beat the return on investment of email marketing. Different studies cite different figures, but it’s generally accepted that it drives around 3,800% to 4,200% ROI (meaning that for every dollar spent, it produces $38 to $42 in revenue). Recommended Reading: 40 Actionable Email Marketing Tips That Will Boost Results The 9 Free Email Marketing Templates You Need to Execute Everything The Best Way to Organize an Effective Email Marketing Strategy Social Media Marketing Organic reach on popular social networks is declining on popular platforms like Twitter and Facebook, but social media marketing is far from dead. It’s effective for building brand awareness, developing community, and getting your content and products in front of new people. Recommended Reading: The Best Way to Plan a Social Media Strategy in 5 Steps (Free Template) 50 Social Media Best Practices Every Business Should Follow What 23 Studies Say About the Best Time to Post on Social Media How to Organize a Year of Posts With an Annual Social Media Calendar Online Video Marketing Did you know that over 400 hours of video gets uploaded to YouTube  every minute? That’s incredible. So is the fact that it’s the world’s second largest search engine  (second only to Google, which owns YouTube, and even bigger than Bing and Yahoo combined). It’s not the only video platform out there for marketers to know about, either. Wistia is practically the industry-standard for hosting embeddable web video, and Vimeo is a fantastic place for creatives. Plus, social video on Facebook (and to some extent, Twitter as well) is also becoming increasingly important. Recommended Reading: How to Do Facebook Video Marketing the Right Way How to Write a Video Script That Will Make $100,000,000 (Free Kit) How to Make a Video Marketing Strategy That Will Engage Your Audience Advertising and Pay-Per-Click Have you ever seen those ads at the top of search results? Those are pay-per-click (PPC) ads. PPC advertising offers marketers excellent opportunity to sell products directly to searchers. It’s also great because it makes it possible to see exactly how much you’re spending vs. how much revenue your advertising efforts are generating. Recommended Reading: How to Manage Your PPC Campaigns in Adwords How to Make the Most of Facebook Advertising to Reach New Audiences Search Engine Optimization Few, if any, tactics or channels drive more traffic on average than search engine optimization. Few digital marketing tactics drive more traffic than search engine optimization.It’s the process of structuring content and executing other tasks that help improve your site’s search engine rankings, pulling in an audience that’s interested in the topics your site covers, and the products your company sells. Recommended Reading: The Most Massive SEO Copywriting Guide That Will Make Your Traffic Soar SEO Content Strategy: How to Skyrocket Your Traffic By 594% Your Ultimate Content Marketer’s Guide to Keyword Research Public Relations Even in an era packed with new and flashy channels and tactics, good old-fashioned relationship-building remains essential for effective marketing. PR is all about managing perceptions and relationships, ensuring people think positively about your brand. Recommended Reading: How to Build a Modern PR Plan That Works With Your Marketing How to Write the Best Press Releases With 21 Examples and 7 Templates How to Monetize Your Content Marketing With Gini Dietrich From Spin Sucks Influencer Marketing Why talk up your products yourself when you can have trusted folks promote them for you? Why talk up your products yourself when you can have trusted folks promote them for you?That’s the crux of influencer marketing, which involves working with popular people within a given niche or industry to put your products in front of their audiences. Recommended Reading: Instagram Influencer Marketing: How to Get It Right in 6 Steps How to Boost Engagement With Micro-Influencers the Right Way How to Use Instagram Stories the Best Way for Successful Social Media Campaigns Developing a Marketing Strategy Marketing can be boiled down to the following: Who are you trying to reach? What do you want them to do? How will you encourage them to take that action? How will you measure marketing’s impact on influencing that action? This framework is simple to understand and yet difficult to master in actual execution. Success starts with sound strategy, though, and getting it right is essential. Take a look at some important stats that illustrate its importance: So, why is strategy important? Think of marketing like taking a trip. Sure, you could just hop in the car, and take off with no sense of direction. But, you’ll probably just waste time, burn gas, and never end up anywhere meaningful. If you had a map and an itinerary though, you would have been prepared to make the most of your time, and actually accomplish something. That’s what strategy gets you. A sense of direction, so you can use your time effectively, understand why you’re doing your work, and increase the odds of achieving your goals. Recommended Reading: How to Create a Marketing Strategy That Will Skyrocket Your Results By 9,360% Getting to Know Your Audience First things first, companies exist to serve customers. Simple enough, right? Well, figuring out exactly who those customers are, and what problems they need solved, is easier said than done. Recommended Reading: How to Find Your Target Audience and Create the Best Content That Connects Figuring Out What You Want Them to Do Once you’ve determined who you need to reach, the next step is figuring out what’s required to move them toward a sale. For some companies, this is simple: convincing customers to grab a product and buy it at the store. But, there may be actions you drive them toward before reaching that step (such as getting onto a mailing list or becoming a social media follower). For others (for example, service-based companies), you might want to get leads (potential customers) to place a phone call for a demo or a consultation before they commit to purchasing. Recommended Reading: How to Write a Call to Action in Six Steps With a Template Understanding the Marketing Funnel When determining actions you want your audience to take, it’s useful to understand how the marketing funnel works. Funnels help illustrate where customers are at in the buying process, from being unaware of a product (or having a problem), to researching different options, down to making an actual purchase. Here’s a simple illustration: While there are different ways to illustrate funnels, they typically map out customer buying stages to the following phases: Top of Funnel (TOFU): The customer is unaware of a product or company. Middle of the Funnel (MOFU): The customer is actively researching products. Bottom of the Funnel (BOFU): The customer is ready to buy. Recommended Reading: How to Map Content to the Marketing Funnel and Boost Conversions By 69.77% Determining Your Tactics Part of an effective strategy is narrowing which tactics you’ll implement to achieve your goals. When you’re just starting out, this can seem daunting. There are always more thing you can do, than what you actually have time to do well. So, where do you start? According to a survey of 1,500+ marketers, here were their most popular content types: Notice that blogging, social media, and email marketing round up the top three. For most companies doing content marketing, those are the three most obvious places to start. But, determining which tactics may work best for you may be another story. Maybe you’re doing marketing, but not content marketing specifically. Maybe you’re in an industry or role where marketing means doing things like securing partnerships, hosting events, or doing â€Å"traditional† marketing (like producing print collateral). Consider following this process: Know your audience. Who are you trying to reach? Figure out where those people hang out. Where can you reach those people? Think on which tactics and channels could reach those people, in those places. Which marketing activities could be used to reach the right people, in the right places, at the right time? That’s an open-ended question, but whatever the answer may be, that’s where you should start. Recommended Reading: How to Determine Your Marketing Tactics Nailing the Execution Once the strategy is in place, it’s time to put it into action. Once marketing strategy is in place, it’s time to put it into action.This requires: Having the right skills. Once you know what to do, you need to know how to do it. Having the right staff. Putting the right people in the right place is key to success. Having the right tools. A professional always uses the best available solution to tackle a given task or problem. What Are Some Common Marketing Skills? The skills a marketer needs depend on their role. Some basics that apply to lots of different types of roles include: Verbal communication. Marketing is all about communication. Being able to express your ideas clearly is key. Writing. You’ll be doing a lot of writing, whether creating content, or emails to stakeholders. Research. The more granular, often the better. Analytics. Understanding how to spot trends in data is essential. Recommended Reading: The 48 Most Essential Marketing Skills You Need to Be Successful in 2018 How Are Marketing Departments Usually Structured? The way teams are built depends on the company’s size, industry, budget, and a lot of other factors. Some companies have teams of one, while others might span multiple marketing teams across multiple departments or business units. Recommended Reading: How to Structure Modern Marketing Departments for Success How Are Marketing Tool Stacks Typically Built? The tools those teams use to execute their work might vary depending on tactics and personnel. Some common tools practitioners use include: Project management tools: Needed to keep teams organized and projects on track. Social media scheduling tools: Because manually scheduling posts at scale is nearly impossible. Editorial and marketing calendars: Used to set deadlines and map publish dates. Email marketing platforms: Important for managing email lists and delivering newsletters. Marketing management platforms: Tools like , which consolidate several of the tool categories listed above, while integrating with other popular tools. Analytics tools: Used to measure performance. SEO tools: To monitor keyword rankings, do competitive research, track incoming backlinks, conduct keyword research, and more. Marketing automation tools: Used to automate processes, such as email flows. CRM (Customer Relationship Management) software: Powerful platforms used to store customer data and maintain relationships with consumers. Recommended Reading: The 110 Best Marketing Tools to Consider When Building Your Toolstack Understanding Measurement and Analytics If you can’t measure the impact of your marketing activities, then you may as well not be doing anything at all. Every action should always be connected to specific metrics, in service of achieving a specific goal. Recommended Reading: Email Marketing Metrics: How to Measure and Report on the Most Important Metrics Everything You Need to Know About Instagram Analytics to Smash Your Goals Social Media Analytics Tools: How to Choose the Best One For You Analytics From : Make Smarter Decisions Additional Learning Resources One of the best things about marketing is you’re never done learning. And in effort to support your learning, (and a lot of other great companies) are committed to helping you develop your knowledge and skills. Academy: Find exclusive educational content and level up your skills. Blog: Enjoy this post? You’ll find tons more here (plus fresh content each week). Actionable Marketing Podcast: Features new interviews each week with leading marketing experts. The 10X Marketing Formula: Comprehensive book from co-founder and CEO Garrett Moon. Make learning marketing easy with this guide + tons of extra resourcesThat’s a Wrap There’s a lot of information to process in this post. But, now that you’ve covered most of what you’ll need to know as a marketing practitioner (both on the surface level, and with links to deeper reads on tons of sub-topics), you’re now better prepared than ever to continue your marketing education and level up your career. Is there anything we missed? Let us know below.

ExpertSystems Research Paper Example | Topics and Well Written Essays - 750 words - 1

ExpertSystems - Research Paper Example based on the web consists of a case management system - a case management system is essentially a large table of actions, which come from a range of sources. The origins might include: It also has a point management system. Here, the Jonas Point of Sale system allows for the creation of an unlimited amount of menus and nested menus, grants easy access to member preferences, and even enables pre-event chit setup for quick and easy processing at a later time. All of these features and many more are made available through complete integration with the rest of your Jonas Management System. The other one is the menu management system. Here, the point management system contains four subsystems. There are employees, employer, menu suppliers, and the case management agents. Using tips issued by the employer, employees pick the menu objects given out by the menu suppliers, and utilize points in addition to money for it. Some menu suppliers get sorted by agents. The system is for assisting the human resource department in a number of ways which include: The human resource department can use the system to view and record various requests from the employees’ preferences in order to process them. The system can also provide a questionnaire such as a graphical user interface where the employees can enter data systematically, as prompted by the system. The system specification document is about the definition and development of the Benefits Cafeteria System project. The document includes the necessities for Suite Spot employees to manage personal data, authentication control and mechanism for authorization as well as managing the employees’ benefits. After the creation of the new system, the employees will be required to register with the system and create a new profile. In particular, the Benefits Cafeteria System will take control and manage the employee’s database. The use of the system will be based on the different roles of the employees, age, seniority,