The Greatest Movie Ever Sold Review Example | Topics and Well Written Essays - 1250 words

The Greatest Ever Sold - Movie Review Example It was a bold movie because Morgan Spurlock is actually making a movie that shows how prevalent advertising and product placements in our daily lives are. The movie started showing how ubiquitous brand messages are in our lives. That from the day we wake up until we sleep, we are bombarded with advertising messages. But basically I know this already that advertising are everywhere. It was however a prelude, or a case build up, of Mr. Spurlocks intention to create a movie that will show the flip flop of advertising and yet, make companies pay for it. I am not sure if it was deliberate or a coincidence with how the film evolved that Mr. Spurlock had an initial difficulty of selling his idea to companies. During the first phase of the film, his meeting with advertising executives was met with hesitance and fear. It illustrated the normal reaction of companies to be anxious about being included in a film that they do not know how will they be perceived by the audience. These brands spent millions if not billions of dollars to build their image to become what they are today and it is normal that they are going to be protective of their brands. At one point, an executive told Mr. Spurlock to turn the camera off and I thought he already had a deal that was actually documented. All the while, as told by Mr. Spurlock himself, that they do not want to be a part of it. I already expected this part of the movie. Of course companies are going to be worried that they might make a fool of themselves in a movie that will feature how offensive advertising are getting now. Moreso, that they are going to pay for it. It is like frying themselves with their own oil if the film actually negatively projects them. As the film progresses in this part, I was wondering how Mr. Spurlock is going to convince advertisers to actually pay for his film that will show how much these companies are bombarding the consumers with its advertisements. But the lessons actually starts here which I myse lf learned a lot. After this initial failure, Mr. Spurlock asked around on how is he going to get advertisers pay for his film. It was not only a tutorial to him but also to the audience especially to students like me. During this process of asking around, I understood what brand collateral really meant when it was applied in real world marketing. Of all the things that has been said about it, it just meant â€Å"what do you bring on the table?† or â€Å"what are you offering?† I also learned what brand personality was when Mr. Spurlock consulted what brands will most likely support him. He met with an Analyst (I think she was a pyschoanalyst) and from there he realized what kind of brand Mr. Spurlock is. He is playful and risk taker which is quite unusual. Because typically people are fearful of the unknown which is part of human nature. Both Mr. Spurlock embraces risk and adventure as part of his personality. He was advised that the brands that will most likely to su pport him are brands that shares his personality. Armed with this new set knowledge, his previous research seemed to work. He had a meeting with Ban deodorant whom he struck a conditional agreement that if he convinces 15 others to be a part of his film, then they are in. I was smiling in this part of the movie thinking that hard work really pays and knowing how to do things really pays off. I also had the feeling that Mr. Spurlock’s moment that his break is already coming in when he

Social Capital and how it Influences Migration Essay Example for Free

Social Capital and how it Influences Migration Essay Several scholars have given varying definitions of the term social capital. Social capital is a term used to refer to: â€Å"features of social organization such as networks, norms and social trust that facilitate coordination and cooperation for mutual benefit† (Putman 67). Fukuyama, another scholar, refers to it as an instantiated norm that is informal in nature and promotes cooperation among the members (1). Among the various definitions suggested by different scholars, the key notion they all agree to; is that social capital can only be present within relationships (Fukuyama 1). In these relationships, co-operation is facilitated by shared norms and understanding among the individuals involved for mutual benefit. Unlike human capital that is attributed to an individual, the whole concept of social capital involves social connectedness, neighborliness, civic involvement, trust, reciprocity and norms of co-operation. Researchers have been able to prove individuals with high levels of social capital tend to have higher educational achievements, better health, better jobs and less criminal activities. Social capital is a result of co-operation among individuals who share a similar status within the situation, have common objectives and are guided by particular customs. Certain aspects of the social structure facilitate social capital, aspects such as common historical backgrounds and shared religion. Repeated community interactions lead to the rising of numerous co-operative norms that set the basis for spontaneous generation of social capital. The shared norms and beliefs that persons ought to or ought not to act in a certain way determine the extent to which individuals interacts, for example vacating a seat for an expectant woman on the bus. From time to time, people experience social needs that they have to satisfy. Socially, an individual is helpless if left all by himself and must interact wi th other in order to generate social capital to satisfy his needs. Human needs that are non-social in nature and can be satisfied without assistance from other individuals are very few making the satisfaction of both social and non-social products of a single process. Fukuyama asserts that: shared historical experience can shape informal norms and produce social capital (16). Individuals with similar historic backgrounds tend to share a set of norms that in turn lead to co-operation amongst themselves. Religion is a significant contributor to the larger social capital theory by setting some common grounds for co-ordination among its followers. Over the years, religious institutions have been governed by a set of regulations that its members have to adhere to giving rise to certain norms among the community of members. Sometimes social capital is generated for specific purposes; Individuals may create social networks that will enable him/her achieve a specific objective. Reciprocity norms results in the generation of social capital as it creates in an individual the need and willingness to help others. The desire for better living has also facilitated the generation of social capital where Individuals can acquire and accumulate other forms of capital through social capital. Both formal and informal networks form the basis of social capital concept. Alberto Douglas confirm that there has been the emergence of social structures based on kinship or friendship. Those related socially to migrants; current migrants or former migrants can access social capital significantly increasing their likelihood of migration (Alberto, Douglas, et al1272). The hypothesis has been time and again invoked to give an insight to the concentration of particular types of migrants in certain areas and the magnitude of their migration. Migration is facilitated by Migrant Networks; interpersonal connections that link migrants, non-migrants, and former migrants to one another th rough shared community origin. (Alberto, Douglas, et al., 1262). These set of networks are as a result of the already generated social capital. International migration is further fueled by core families already settled in which out-migrants cohere and the established social institutions campaigning in favor of migration. This kind of a connection increase the chances of International migration since the cost and risk involved in the movement is substantially lowered. Chances of out-migration increase each time a relation relocates to a different location. â€Å"Over time migrant networks become self-sustaining as a result of the social capital that they provide to prospective migrants† (Alberto, Douglas, et al., 1286). This fact is commonly observed among siblings where the younger siblings are more likely to follow suit after the elder ones. The migrant families over time establish themselves first by building social networks among themselves and then with the rest of the local population as they accumulate experiences. The migrant grows to the point where it can sustain itself and continues to admit more migrants into its social relationship. This kind of setup is a social tie the makes it simple for the out-migrants to settle in as it provides a link between sending and receiving communities. Through social network with relatives or friends, the migrants can secure housing, jobs or even financial assistance. Complementary social roles and interpersonal relationships maintained by an informal set of expectations and prescribed behavior keep in bondage both migrants and non-migrants through social capital. This kind of social capital generates over time by virtue of being in a similar region under similar circumstances and not by the migratory process. Through such social ties, those left behind by the migrants can mitig ate the loneliness of having a loved one away from them. The migrants also draw upon these ties to share the often, not so favorable conditions of life in exile. The types of social capital people generate while relating to each other are very multidimensional in nature. Different network structures present a different social capital, the goal to be achieved being the determining factor. Social capital can be specific in nature when it is generated specifically to satisfy a given situation, i.e.; some kinds of ties are more important for the attainment of particular goals. This network is only instrumental in the achievement of the task. For example, sales managers sitting to strategize on the means to boost the sales of a new product through promotions. Close ties are often than not general social capital and are in most cases informal promoting the well-being of the individual members. Example, offering advice, spiritual support et. Cetera. References Alberto Palloni, Douglas S. Massey, Michael Spittel, Kristin Espinosa, Miguel Ceballos and Michael Spittel. â€Å"Social Capital and International Migration.†American Journal of Sociology. 106. 5 (2001): 1262-1298. PrinDouglas Massey, Rafael Alarcon, Jorge Durand, Humberto Gonzales. Return to Aztlan: The social Process of International Migration from Western Mexico. Berkeley: University of California press, 1987. Print.Francis Fukuyama. â€Å"Social Capital and Civil Society.†Conference on Second Generation. (1999): web 15 Nov. 2008. www.imf.org/external/pubs/ft/seminar/1999/reforms/fukuyama.htmPettigrew, T. F. Annual Review of Psychology† Intergroup contact theory. 49.2 (1998):65-85. Print. Putnam, R. â€Å"America’s declining social capital Journal of Democracy† Bowling Alone.6.1 (1995): 65-78. Print. Source document

Democratic Leadership Or Participative Leadership Business Essay

Democratic Leadership Or Participative Leadership Business Essay Open system in Organisation:  An open system means open to environment. Organisation exists and utilities in environment. Environment makes the organization to  obtain  right type of people, technology and structure so that the goals to serve the environment can be managed. The organisation is thus critically effect the environment. Mostly the demands or wants of the people defines the strategies and goals of an organization. What are the needs in  the market  and how an organization can carry new and needy products to  the market  create a contact between the organization and the environment. Without communication, organization cannot satisfy required products or services to  the users  groups. This way, an organization is an open system, without which it cannot survive. Organisation is goal oriented:  Without goal or set of goals, organisation is unusable. There is nothing for the organization to do. Therefore, the main characteristic of any organization is its goal.The goal gives line of action; acquire  required type of people and uses type of technology so that the goal is achieved in an expected time point. Without goal, organization cannot be designed. Collection  of people in organisation:  People are the main performers in any organisation. In other world, all the features of any organisation are the same except the people. Even with the same age, qualification, skills and services, the output of the people may differ, simply because the needs and wants of all people are not the same. What makes them work by heart and head is the one that differentiate organisations from one to others. Organisation consists of technology:  Technology is the means of doing works. There are various types of doing works. An organisation contains of more people, its performance technique should be of a fixed type so that each individual in the organisation can  exercise  them well. This is how technology pledges. Technology comforts  the work  and reduces the time. Technology creates a certain policy necessary to keep  organizational  beliefs in doings of the various people at different  structural  level. This saves the integrity of the people in succeed goals. Organisation has continuity:  As the organization includes people, and the people produce different needs, they can leave the organization or some may die too. This does not affect the organization to stop or decrease in size. Hence, it is said that every organisation has its own continuity. A good manager can leave but other better man can take over the trust of the organisation. AC 1.2 I have chosen KFC fast food restaurant. Its mission statement is given below. KFC   Kentucky fried chicken. Brand mission is to be our customers favorite place and way to eat. That broad and common mission statement is more clearly defined by the Kfc Values, which reflects the experience that customers can expect when walking into a Kfc fast food restaurant no matter where it is located  · We place the customer experience at the core of all we do.  · We are committed to our people.  · We believe in the kfc System.  · We operate our business decently.  · We give back to our communities.  · We grow our business profitably.  · We struggle continually to improve. As KFC mission statement states, they value their customers and want to be the best place for them to eat. KFC offer a wide range of fast foods like Chicken burgers, fries, drinks etc with affordable prices. Their quality of food is so good that one thinks to go to their restaurants again and again. They offer deals including different items on the cheapest prices. From their mission statement, we can note that their goals are to achieve market share by becoming peoples favourite. By visiting them, one can say that they have almost achieved their goals because every time a great rush of people always seen there. When someone goes to the restaurant, he/she feels like he belongs to that place. Staff performance to the people in a very good manner. Restaurants are kept very neat. Their quality of food is of such a standard that customers get the value for their money. AC1.3 There are many different features that affect the individual behaviour at work but there are some general factors. These general features are, Ability and Skills Personality Perception Attitudes Ability and Skills: Ability is a person talent to perform mentel Ara physical task Skill is a learned talent that a person has acquired to perform a task. Personality: Personality can be defined as the study of the characteristics and traits of an individual, the inter-relations between them and the way in which a person responds and adjusts to other people and situations. Different factors that affect the personality of an individual are heredity, family, society, culture and situation. Personality can be regarded as the most complex aspect of humans that influences their behaviour in a big way. It can be concluded that the study of personality traits offers an opportunity to understand the individuals. It helps them properly in directing their effort and motivating them for the achievement of the organisational goal. Perception: The cognitive process meant for interpreting the environmental stimuli in a meaningful way is referred to as perception. Every individual on the basis of his/he reference can organize and interpret environmental stimuli. There are many factors that influence the perception of an individual. The study of perception plays important role for the managers. It is important for mangers to create the favorable work environment so that employees perceive them in most favorable way. The employees are likely to perform better if they are going to perceive it in a positive way. Attitude: are determines of behaviour because they are linked with Perception, Personality, feeling and motivation. Attitude: A mentel state of readiness Learned and organized through experience Exerting a specific response to people objects and situation which it is related. Task 2 AC 2.1 Management: Management is the act of getting people together to achieve chosen goals. Management Functions: The first person who said about the management functions was French named Henri Fayol 1916  book  Administration  Industrially et Generali. He identified five functions of management, .Planning .Organising .Commanding .Controlling .Co-ordinating Planning The first step is planning this step involves mapping out exactly how to achieve the goal for an organisation and how to improve the company scale The manager first step needs to decide step are necessary to accomplish that goal, these may be improve organisation growth, inventory and sales staff. The manager step to plane, than the plane is place. Organising: As the name suggests organising relates to assigning the tasks and roles to the employees. Managers must assign the tasks to the employees in such a way that they get clear understanding of what to do and also ensure that the tasks are assigned to employees according to their skills. Commanding: This function concerns how managers direct employees. Fayol addressed such activities as effective communications, managerial behaviors, and the uses of rewards and punishment in discussing how a manager should command employees. Co-ordinating: Co-ordinating means helping. So, managers must help their sub ordinates whenever they feel in trouble. They must try to create a friendly environment so that employees could easily share the problems they are facing while working towards the achievement of organisational objectives and goals. Controlling After the other elements are in place, a manager job is not finished, he needs to check result against the goal and take any corrective action necessary to make that this area plane is on track. Managerial Roles A role is a planned set of behaviours. Henry Mintzberg (1973) has defines ten Sub roles common to the work of all managers. The ten roles are divided into three groups: interpersonal, informational, and decisional. as stated by Mintzberg (1973), managerial roles are as follows:   1. Informational roles   2. Decisional roles   3. Interpersonal roles   1.  Informational roles:  This involves the role of adjusting and disadjusting information as and when required.    2. Decisional roles:  It involves make good decision for orgnisation. 3.  Interpersonal roles:   This role involves personal things with people working in the organization. A.c 2.2 Management Styles: Management styles are the characteristics of management about making decisions, their manners and behaviours with the people inside and outside the organisation. There are four different management styles.  ·Ã¢â€š ¬Ã‚  Autocratic  ·Ã¢â€š ¬Ã‚  Democratic  ·Ã¢â€š ¬Ã‚  Consultative  ·Ã¢â€š ¬Ã‚  Laissez-Faire Autocratic: An autocratic management style is that where manager makes decisions on his/her own without asking their subordinates about their opinions. Manager of this style can be a confident person but he loses the trust by the subordinates. They may feel limited freedom of opinion. So, this can sometimes results to lack of employees, lack of trust and a potential lack of profitability. Democratic: A democratic management style is that where manager allows his/her sub-ordinates to take part in the decision making. This creates a sense of trust and satisfaction between managers and subordinates. Communication becomes easy between managers and subordinates. Complex decisions can be taken by using the specialist skills of the employees. Consultative: As the name suggests, consultative management style refers to consultation. Manager asks his/her sub-ordinates for their opinions but it is the manager who takes the final decision. Overall decision is taken in the best interest of employees as well as the company. In this style there is a sense of freedom but it is limited to some extent. Employees feel satisfied as they are involved in making decision. Laissez-Faire: Laissez-faire management style refers to the complete freedom given to employees by their managers. It is the style in which manager delegates the responsibility to the employees to make decisions. Manager directs the sub-ordinates towards the target and asks them to achieve the target using their own ways and ideas. There comes a sense of complete freedom, sense and satisfaction as employees are now free to complete the tasks using their own perception. It can bring the creativity and innovation to the work. It can also increase the profitability of the organisation. By looking at all the management styles I would recommend the Consultative management style because, I think, a little gap between the management and the employees is must. In this style though decision is taken by the manager him/herself but he /she still asks his/her sub-ordinates about their opinions. So, he takes into account what majority needs and what will go in the favour of employees and company as well and takes the best decision. So, management is involved in decision making but up to a limit. So, according to me, consultative style is best to follow as a management style. A.C 2.3 Leadership A leadership is the art of motivating a people or a group act towards to achieving a combine or common goal is called leadership. Leader ship is a force who incurring the people to achieving a common goal. Leadership styles Leadership have many styles Coaching This one on one style focuses on developing individual showing them how to improve their performance, and the big thing is helping to contact their goals for the organisation, if the coaching is well people and employee learn more. Afflictive This style emphasizes the importance of team work ,and create harmony in group by connecting with each other .MR.Goleman argues this approach is very important when trying to heighten team harmony, increase moral, improve ,communication or repair broken trust in an organisation but he warns against when you using it alone. Democratic This style is draw on peoples knowledge and skill and create a group to a resulting goals ,this style of leadership is best work when the direction the organisation unclear its very helpful and the leader needs to top of collective wisdom of the group. Commanding This style of leadership the classic model of military, it is most often when the last condition, because it rarely involves praise and frequently employs criticism, even the modern military has come to recognize its usefulness. Leadership Advantages Disadvantages Democratic: DISADVANTAGES Shower decision making Less production Every one involve Decision making is very difficult Leader can unsure and make everything a matter combine or meeting decision Advantages More individual responsibility More relation with other organisation More easily targeted growth More motivate the people Greater for production AUTOARATIC Disadvantages More group hostility More dependence on selected leader More apathy in group .Decision making is very difficult Advantages .More group productivity .Group makes the quicker decision . Pushes the group for more production AC3.1 Motivation: The urge to take action to achieve specific goal is known as motivation. It means trying to encourage somebody to decide to do something for themselves. Motivation is important to an organisation because it enhances the quality and increases the output of an organisation. Staffs get happy, so there comes innovation in the activities of the organisations. Motivation also affects the individuals working in organisations. It increases the morale of the motivated workers and helps them deal with the challenging tasks in an efficient way. They feel like more involved in the organisation and think that they are doing something best which leads the organisation towards the profitability and development. Organisations use different techniques to motivate their employees. A few of them are,  · Monetary rewards- According to Frederick Taylor, Monetary reward are an important motivating factor. Most of the people do agree with the statement of Taylor and it is true to some extent. By giving monetary rewards based on performance, an employee gets motivated and works hard to perform better to gain those monetary rewards. Monetary rewards include bonus payments, paying a portion of basic pay on achieving more than expected profits etc.  · Enhanced Communication- Communication refers to, not only ordering and giving feedback but, listening to the employee needs. By asking the employee about his problems on the workplace, he/she may feel like part of the organisation and motivated to perform well in his/her area of performance.  · Employee Involvement- By involving an employee in decision making for the organisation, an employee may feel like he/she is trusted to give opinions and there might be a share of his/her thought in making important decisions. Involving an employee in organisations important activities makes them feel they are trusted so this impacts the performance of employee in a positive way.  · Job rotation- There are a lot of workers in an organisation which have to do the same tasks daily. In order to motivate them, job rotation is best. It allows them to learn new skills by shifting them from one task to another. Autocratic Leadership: Autocratic leadership is an extreme form of transactional leadership, where leaders have absolute power over their workers or team. Staff and team members have little opportunity to make suggestions, even if these would be in the teams or the organizations best interest. Most people tend to resent being treated like this. Therefore, autocratic leadership often leads to high levels of absenteeism and staff turnover. However, for some routine and unskilled jobs, the style can remain effective because the advantages of control may outweigh the disadvantages. Democratic leadership or participative leadership: Although democratic leaders make the final decisions, they invite other members of the team to contribute to the decision-making process. This not only increases job satisfaction by involving team members, but it also helps to develop peoples skills. Team members feel in control of their own destiny, so theyre motivated to work hard by more than just a financial reward. Laissez-faire leadership: This French phrase means leave it be, and its used to describe leaders who leave their team members to work on their own. It can be effective if the leader monitors whats being achieved and communicates this back to the team regularly. Most often, laissez-faire leadership is effective when individual team members are very experienced and skilled self-starters. Unfortunately, this type of leadership can also occur when managers dont apply sufficient control. A.C 3.2 Motivation Motivation is a process to attract the people for giving some packages, salary, bonus, etc. Many companies are working in the world and TESCO is one of them TESCO is begin 1919 with one man Jack Cohen ,a market stakeholder selling groceries in London since the TESCO has across the world ,now 2,200 stores in whole the world they have meet and customer needs ,goods TESCO have more polite ,well educated staff and trained staff. TESCO considers that the business into two groups people customer and staff. TESCO have reward to their staff flex working Discount gym member ship Staff discount Company share option In 1911 the engineer Frederick Taylor published one of the earliest motivation theories. Taylor search people work purely for money In the early 1930 theorist Elton Mayo suggested that motivation at work was promoted by such factor Greater communication Good team work Showing interest in other Involving other decision making Ensuring work is interesting and no respective Maslow and Herzberg C:UsersAMAAppDataLocalTempksohtmlwps_clip_image-4749.png Maslow Maslow argued that humans are motivated by five essential needs, and he formed a pyramid demonstrating these needs and these are called hierarach of needs At the bottom of the pyramids basic needs those are motivated for food and shelter, once time these needs through pay, individual want security through, for example, good job position social need, refer to the needs to belong and to be part of a group Maslow suggest that achieving one level motivates achieve the next C:UsersAMAAppDataLocalTempksohtmlwps_clip_image-10688.png Herzberg Herzberg theory is based on two parts hygienic factor and motivators, his research showed that certain factor where the true motivators This theory shows that to truly motivate an employee a business and need to the certain condition. Its very helpful committed to work place. Herzberg theory motivating factor helps to build a business that delivers and give consistently strong result. Conclusion Employee motivation is an important task for a company managers thats why the Taylor suggest pat motivated worker to improve the production and Herzberg suggest by hygienic conditions. A.C 3.3 Frederick Herzberg, after interviewing a lot of employees, gave his theory of motivation. His theory is also known as Herzbergs two factor theory because, after interviewing the employees, there were two factors common among all the employees. These factors are Hygiene factors and Motivators. Hygiene factors are often referred to as dissatisfies. These include the factors that make an employee unhappy for example in an autocratic work environment, employees may feel unhappy, dissatisfied and low trusted. These are the things that lead an employee to demotivation and hence, affect his performance and companies as well. On the other hand, motivators are the factors opposite to hygiene factors. These are sometimes referred to as satisfiers. These are the factors that satisfy the employees needs on a workplace. These factors include promotion, job recognition, responsibility etc. Herzberg believed that businesses needed to ensure that hygiene factors were minimized in order to enable motivators to have their full effect. Managers must keep the environment in such a manner so that they could understand the problems employees are facing. They must ensure the open communication with the employees so that they could work out to solve them. These things motivate the employees and they start working and thinking in a positive way. AC4.2 My name is Muhammad Adnan. In the class we were grouped by teacher. Then we decided the name of group. Our group name was Tiger. We decide 1 electrical thing that was cut camera. 4.1 Our group was arranged by the teacher. We was three guys in the group. Adnan sherbet iftakhar we were advertise the cctv camera.cctv   is use for monitoring of the  behavior, activities, or other changing information, usually of people for the purpose of influencing, managing, directing, or protecting.cctv is amazing technology.first we thought about cctv how can we advertise the purpose of cctv.then we made a plan.we imagine one organization. DR.Browne give a chance to present ourselves and promote abilities and utilize our experience .First of all we decide to present on CCTV , because many robbery cases are seeing in city ,in banks ,or country ,when we were working a team everyone feel relax ,because many advisor who were giving many ideas but finally we decide CCTV. Teamwork can lead better decision and quality of team work may be measured by analyzing in the following six components of collaboration among the team work. 1. Communication 2. Co-ordination 3. Balance member 4. Contribution 5. Mutual support 6. Effort When you work in a team communication is very important, teamwork is done well when everyone proper contributes and with co-coordinative mind, then your team play effective role. In my teamwork my experience is good and will helpful for my factures.

Lord Of The Flies - Analyzing :: essays research papers

Ralph, the first character introduced to the audience, is probably the most likable character in the entire story. Although he does not ponder such deeply like Piggy, is not as spiritual like Simon, or as energetic as Jack, there is something in him that attracts the audience. Ralph serves as the protagonist of the story. He is described as being a playful, innocent child in the beginning, but towards the end he matures significantly. In the first chapter where he takes his clothes off and goes swimming like any child would do, he seems to be Adam in the Garden of Eden, a child left to play with the nature. However, as the plot progresses, Ralph faces both internal and external conflicts; from those conflicts he greatly matures. Ralph always has the strong belief that all the children will be saved from the island sooner or later; he is so sure that he even insists that they should have fire at all times to signal. However, when the boys abandon the fire which is symbolic of Ralph’s hope of getting saved, Ralph faces an internal conflict that makes him fear about their future; perhaps they will not be rescued at all. By insisting that the children should keep the fire going, he creates an external conflict with Jack whose values are different. Jack is enjoying life as a leader of the savages, and he fears that fire will possibly end his authoritarian rule over the savages. Both conflicts are resolved when Ralph finally meets the naval officer. Ralph is one of the few boys who realize that the only way to survive is through peace and order. Because he summons the boys at the beginning of the novel with the conch he and Piggy find, they look upon him as the most responsible of the boys and elect him as a chief over the humiliated Jack. Ralph creates a stable and peaceful society for the children to live; this significantly bothers Jack because he wants to have fun and do things that he never did back in the civilized society. Jack is eventually successful of pulling nearly all of the children out of Ralph’s control to form savages. Ralph represents the civilization, and Jack represents the primitive society. Moreover, Ralph is Golding’s symbolic method of democracy. To the audience, Ralph seems like Franklin D. Roosevelt during the World War II—he was certainly capable of stopping the World War II from breaking out, but he could not force anybody thus letting the War break out.

Essay --

I do not agree with the theorem that the successful brands are build on the successful products. It has been deliberate that the successful brands are built on the beliefs and not on the products. The most of the individuals don’t contemplate about underpinning the brand they develop but they necessitate offering a good product and earn a good income through selling it in the marketplace. Moreover, the thing on which most of the successful small businesses operate is the good and solid foundation of shared values and beliefs. These values go more than the attributes of the product. By communicating these attitudes and values, the company put itself on the successful way of transacting business and it helps in finding out the company’s real worth and value. The research has found that all the great companies have a common ideology of â€Å"fundamental values and a sense of persistence beyond just creating cash†. This inspires the people throughout the organization. (Vrontis, 1998) The successful brand is fundamental to a number of the factors. According to a bedrock idea or principle, every turn supports a product or a company and such a platform is known as positioning. A brand has no attraction without the element of positioning. The brand which has some sort of uniqueness and reliability, it will get the distinct advantage and attention of the people in the market. The successful brand is the result of three characteristics which are to be different, to be focused and to be relevant. The determinants of successful brands are discussed below: TO BE DIFFERENT Companies can build a strong brand by sticking out from the competition. Putting itself in the background noise is the great loss for the business. TO BE FOCUSED Being focused... ...he customers regarding the New Coke. The company returned to the old Coke following the great level of allegations from the customers. (Nicholas, 2013) WHY DO THE COMPANIES PREFER BRANDING Most of the companies rely heavily on the branding for the reason that the customers are often seen committed with brands and make repeat purchases. It is the nature of the loyal customers and even all the human beings that they do not leave the product, which facilitates them in some way better than any other product regardless of price. Nowadays, the companies are trying to cultivate the loyal customers by treating them in different way such as rewarding them and offering incentives. In this way, the companies get â€Å"the free word of mouth† marketing by making the people pleased to talk about the product positively in front of their friends and relatives. (Brand Loyalty, 2011)

The Role of Reputation in Shakespeares Othello :: Othello essays

The Role of Reputation in Shakespeare's Othello Reputation plays a big role in the play Othello written by Shakespeare. Iago uses his reputation as an honest man to deceive Othello and everyone else. Othello's reputation also plays a big role throughout the play. Cassio's changing reputation has a big part in the outcome of the play as well. Iago's reputation played a key role in the play. Everyone thought of Iago as an honest man. "O, that's an honest fellow", "You advise me well... goodnight honest Iago." Iago convinces everyone that he is noble and honest man and he uses this to his advantage. "When devils will the blackest sins put on, they do suggest at first with heavenly shows." Without this cover he would never have been able to get Othello to believe that Desdemona would cheat on him. Just for suggesting that Desdemona would cheat on him (Othello), he probably would have killed Iago were it not for his reputation. Nobody suspects that Iago is a deceitful man and would plot to destroy Othello, Desdemona, and Cassio in such a cunning way. Iago uses his reputation to manipulate Othello and set his plan in motion and complete it. Without Iago's honest reputation would never had allowed him smear Cassio and cause the death of Desdemona and ultimately Othello as well. Othello's reputation also plays a big role in this play and the outcome of it. He has the reputation of a no nonsense military general. This status in fact partly causes Desdemona's death. He becomes so distraught when he hears from Iago that Cassio and Desdemona and cheating on him he becomes angry and wants to kill her. "I will chop her into messes! Cuckold me?" He is surprised and astonished that she would go behind his back and do this. His reputation doesn't allow him to confront her with the situation and talk things over. He is also angry that his reputation would be tarnished when found out that he is a cuckold. He proves that his reputations means a lot to him when he says, "For nought I did in hate, but all in honour." Othello believed that reputation was everything, because of his status as a general and the fact that those under him and above him respected him. Othello's reputation played a big role in the outcome of the play and in part caused Desdemona's death and his o wn.

Environment Pollution Essay

As you know, China is well known on its 5000 years history, and it’s also famous for producing poisonous food and the worst environment pollution. Living in a developing country, Chinese develop industry and handicraft industry, and making money as much as they can. Compare with environment pollution, Chinese business man more care about how much money they could make per day. There are millions of factories in China mainland. And thousands of factories are being built right now. Before factories were built, owner or designer usually choose the factory location which nearby the river or lake. Locals usually drink and take water from the river or lake. Some rivers even provide water to several cities. Usually, an industry factory could produce poisonous waste water 350 m? /h and exhaust gas or smog 14000m? /h. But each factory could treat poisonous waste water 30m? /h. that means over 300m? /h poisonous waste water cannot be treated and be discharged into river or lake. In each factory, the equipment for exhaust treatment is required, but the most factories discharge exhaust treatment into air without treatment. Industry community usually is the high incidence area of cancer and oaf. Animals which are living nearby or living in the rivers and lakes, are bigger or with strange appearance. Farmers who are local, usually take water from river or lack for irrigation and raising livestock. Locals get disease on drinking poisonous water, eating poisonous food, and breathing in seriously polluted area. In China, living healthier become people’s dream and hope. Everybody hopes long live and having a healthy life. Over 70% Chinese are not covered by health insurance, and medical bill is going higher and higher, over 85% locals cannot handle it. People usually stay at home and wait for death when they get disease. Living in polluted area make people more worry about their descendants. People start to move to foreign country for a better environment. Let descendants have a chance to live in a healthier living environment also become their goal.