Personal Branding free essay sample

The Internet is a tool that allows any user to command his future with the click of a mouse. It has made possible connections and interconnections that grow into a wonderful web community. The Internet has revolutionized career development for personal empowerment, self-management and networking. It allows us to discover, create, communicate and maintain out personal brand for our future. The Web gives us the opportunity to promote â€Å"our brand† for ourselves by joining a social network and using our page as a billboard to advertise our talents and goals.Developing a personal brand makes us a more valuable asset, whether to the company we work for, a potential employer, or your own enterprise. This paper discusses the development and deployment of â€Å"personal branding† through appropriate social media platforms such as LinkedIn, Facebook and Twitter. It gives and insight on strategies for using social media for career advantage, privacy issues and its future outlook. We will write a custom essay sample on Personal Branding or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page From the job seeker side, traditional resumes don’t differentiate our brands because they don’t capitalize on our personalities and our industry voice (Musgrave, 2007).Now, instead of just having a resume, we will all have to communicate online, share our knowledge, and make new connections— just about every day. When all resumes start looking almost identical to employers, our creative ideas and networks make us stand out. Employers will know if we care enough about our industry by performing Google searches on our name and reviewing our commentary on social networks (Schawbel, 2011). The traditional resume will evolve, encompassing more social media. LinkedIn 1. Built for users to make professional contacts 2.Since its creation, it has been geared toward the professional business crowd and has more than 60 million members to date 3. Each user profile can be personalised to feature recommendations from colleagues, a self-portrait, relevant links and special interest groups. 4. Has a resume, cover letter, and reference document together. You can summarise your qualifications, goals and interests and gather electronic endorsements from your managers. 5. Job search can be conducted which gives a potential bridge to a new job opportunity. 6. Acts as a virtual resume and venue for expressing your brandFacebook 1. Simple and effective social networking tool and very little clutter and the ability to post photos from social events 2. Allows users to develop their own applications while enabling customised widgets and links to personal blogs 3. Facebook is currently the dominant social network, giving you free access to a variety of events, groups and profile pages around the world 4. Besides keeping in touch with friends, it now acts as an open business platform, allowing users to share their professional lives together. Twitter 1. Great for networking because you can use @ and # symbols.This is good for notifying your network of changes in life or updates on what you are currently doing 2. Broadcasting on current activities can be done via mobile phones up to 140 characters per message 3. People can start following you vice versa without having to accept a friend request The process of self-branding is a little different on the Internet and Web than it is in the more traditional media. The Web does not present a ‘royal road’ to easy advertising success (Armstrong, 1997). The medium however, does have many interesting features that can be used to build a successful personal branding profile.Personal branding is about telling the public something about your ‘product’. Social networking tools can reveal an applicant’s experience, marketable talents, interpersonal skills and personality. The following part of the paper discusses why LinkedIn and Facebook are selected as the most suitable platforms for publishing a job seeker profile, for a career advantage. Why LinkedIn This professional network allows you to conduct searchers to find people you’ve met in your career or your personal life such as old classmates, co-workers etc.After profile creation is completed, it allows you to find out who you can connect to so you can expand your network. As such, recommendations can be received and given from clients, co-workers, managers and partners. These can act as firsthand endorsements of your performance in a current or past job. Furthermore, as long as your audience on Twitter is identical to your LinkedIn profile, you can sync them which allow you to scale your brand. So instead of updating both platforms with your contacts, you can just share all of your contents with the @ and #tag.While some are using the popular site as a job-search locator, some will build their business one contact as a time. Why Facebook Professionals often promote themselves on Facebook because it is home to over 400 million users. The population is even greater than the whole of United States. An example is that political candidates, like President Barack Obama use this platform to win elections. Facebook should be certainly used to a career advantage. Aside from searching for your friends and colleagues, you can retrieve them from your Hotmail, Gmail or Yahoo!Account. While LinkedIn addresses your professional profile, Facebook does caters more to your social interests such as favourite movie, music, idols, jobs, religion and so on. The more information you put up on Facebook, the more someone can learn about you. Why and Why not Twitter When it comes to building a career, Twitter is extremely important because it levels the playing ground. The main difference between Twitter, Facebook and LinkedIn is that people can start following you vice versa without having to accept a friend request.On Twitter you can directly communicate without interference and talk to hiring managers and people whom are genuinely interested in the network with them. On the other hand, you can automatically tweet your blog posts as they are published. This saves time from having to copy each blog headline in order to tweet it manually. However, for building a personal brand, Twitter limits the opportunity to do so as you can only type or text up to 140 characters per message (Meyers Gerstman, 2001).If a job seeker isn’t actively involved in social networks, he will be at a competitive disadvantage. Contributing to several social media platforms is one of the best ways to position a personal brand. It is easier to reach an audience that already exists than to find a new audience. Today the new generation is more willing to give up their personal information on social networking sites. People are now willing to spread their information about themselves, whether personal or professional without fear on these networks.Unfortunately in most cases, their identity gets stolen eventually; they receive spams, viruses and junk mails. This is why employers should be aware of false applicants. As the Internet is a public domain, there are concerns about privacy issues. Schawbel (2001) found that they do provide a privacy area where you can change your privacy settings from your audience. Limited access to a profile should be set to keep unwanted people lurking and stalking your profile. This concerns safely and privacy of personal life. On Facebook, we can block out or delete people who send unwanted or threatening messages that could mentally harm us. This is to promote our profiles in a safe and peaceful manner, in order to have a higher chance in building our professional profiles. Brands represent who we are, from the clothes we wear to the goods we purchase. It is very important that we maintain a good and clean reputation on our social media profiles. In differentiating myself from other potential applicants, an advantage is I personally do not drink or club.Therefore employers who seek to hire employees will not find me in pictures getting drunk or looking sloppy. Unless, they are looking for an employee to works at the bar or a nightclub. Even so when there is an online damage to my reputation for example, bad publicity or blackmails. Comments should be done immediately on the blog, in revealing the truth to that social media’s community. Apart from these, I have leadership qualities, the passion to work, engage with people in a positive manner with enthusiasm.When someone is confident, he gains respect from others and can accomplish his goal. Besides creativity is very important. When is comes to become a successful entrepreneur, you need to be able to come up with new ideas before others do. In using these creative promotional strategies, determination combined with a good level of intellect will deliver positive results. In addition, the external marketing and advertising the self can be referenced in newspapers, TV or magazine advertisements.

Definition and Examples of Dialect Prejudice

Definition and Examples of Dialect Prejudice Dialect prejudice is discrimination based on a persons dialect or way of speaking.  Dialect prejudice is a type of linguicism. Also called dialect discrimination. In the article Applied Social Dialectology, Adger and Christian observe that dialect prejudice is  endemic in public life, widely tolerated, and institutionalized in social enterprises that affect almost everyone, such as education and the media. There is limited knowledge about and little regard for linguistic study showing that all varieties of a language display systematicity and that the  elevated  social position of standard varieties has no scientific linguistic basis (Sociolinguistics: An International Handbook of the Science of  Language and Society, 2006). Examples and Observations Some native-English speakers have had rich and/or school-like language experiences at home, and others have not. They bring dialect diversity to our classrooms. Dialects that vary from Standard English, such as Appalachian or  African-American Vernacular English (AAVE), are often stigmatized as improper or inferior English. However, professional linguists do not consider these varieties inferior because they conform to consistent rules, and speakers are fully able to express ideas using the dialect. Nevertheless, conscious or unconscious dialect prejudice is widespread, even among individuals who speak the variation.(Deborah G. Litt et al.,  Literacy Teacher Education: Principles and Effective Practices. Guilford, 2014)Responding to Dialect PrejudiceLanguage prejudices seem more resistant to change  than other kinds of prejudice. Members of the majority culture, the most powerful group, who would be quite willing to accept and champion equality in other social and educational d omains, may continue to reject the legitimacy of a dialect other than their own. . . . The high level of dialect prejudice found toward vernacular dialects by both mainstream and vernacular speakers is a fact that must be confronted honestly and openly by those involved in education about language and dialects.The key to attitudinal changes lies in developing a genuine respect for the integrity of the diverse varieties of English. Knowledge about dialects can reduce misconceptions about language in general and the accompanying negative attitudes about some dialects.(Carolyn Temple Adger, Walt Wolfram, and Donna Christian,  Dialects in Schools and Communities, 2nd ed. Routledge, 2007) Dialect Prejudice in British Schools- Language use is one of the last places where prejudice remains socially acceptable. It can even have official approval, as we see in attempts to suppress slang and dialects at school. . . .Banning words is not a sound educational strategy. As Michael Rosen points out, schools have been trying this for more than 100 years to no avail. Research shows that gradual transition towards standard English works better. But because dialect prejudice is so prevalent, this must be done in such a way that children understand there’s nothing inherently wrong with their natural expression. . . .There’s nowt wrong with regional dialects, nothing broke ass about slang. They’re part of our identities, connecting us to time, place, community, and self-image. They needn’t be displaced by formal Englishwe can have both.(Stan Carey, There’s Nowt Wrong With Dialects, Nothing Broke Ass About Slang. The Guardian [UK], May 3, 2016)- Soci olinguists have been fighting dialect prejudice since the 1960s, but negative and uninformed views about non-standard English are regaining currency in media and  educational  debates. Most recently, Carol Walker, headteacher of a Teesside primary school, wrote a letter to parents asking that they help tackle the problem posed by their childrens use of local dialect by correcting certain words, phrases and pronunciations associated with Teesside (including gizit ere and yous).Naturally, I support the schools aim of  teaching  pupils to use written standard English so that they can progress in future education and employment. However, focusing on speech will not improve their writing. . . .Ultimately, it is not the presence or absence of non-standard forms in  childrens  speech that raise educational issues; rather, picking on non-standard voices risks marginalising some children, and may make them less confident at school. Silencing pupils voices, even with the best inte ntions, is just not acceptable.(Julia Snell, Saying No to Gizit Is Plain Prejudice. The Independent, February 9, 2013) Variationist Sociolinguistics[William] Labov and [Peter] Trugdill were seminal figures in the emergence of a sub-field of sociolinguistics that has come to be known as variationist sociolinguistics. Variationist sociolinguists focus on variation in dialects and examine how this variation is structured. They have shown that linguistic difference has regularity and can be explained. Scholars in this field have been central figures in the fight against dialect prejudice. Speaking from a position of scholarly and scientific detachment (Labov 1982: 166), variationist sociolinguists have been able to show that the grammar of non-standard dialects is not wrong, lazy or inferior; it is simply different to standard English and should therefore be respected. Some of these researchers have worked directly with teachers and teacher trainers and have designed curriculum materials on language variation for use in the classroom.(Julia Snell, Linguistic Ethnographic Perspectives on Working-Class Chi ldrens Speech. Linguistic Ethnography: Interdisciplinary Explorations, ed. by Fiona Copland, Sara Shaw, and Julia Snell. Palgrave Macmillan, 2015) The Beginnings of Dialect PrejudiceIt is in the fifteenth and sixteenth centuries that we witness the  beginnings of dialect prejudice; an early instance can be traced in the writings of a chronicler named John Trevisa, who complained  that the Northumbrian dialect was so scharp, slitting [biting] and frottynge [grating] and unshape [unshapely] that southerners like himself were unable to understand it. In the early seventeenth century, Alexander Gill, writing in Latin,  labelled Occidentalium (or Western dialect) the greatest barbarity and claimed that the English spoken by a Somerset farmer could easily be mistaken for a foreign language.Despite such remarks, the social stigmatization of dialect was not fully articulated before the eighteenth century, when a provincial  accent  became a badge of social and intellectual inferiority. In his Tour Thro the Whole Island of Great Britain (1724-27), Daniel Defoe reported his encounter with the boorish country speech of Devonknow n to the locals as jouringwhich was barely comprehensible to outsiders.(Simon Horobin,  How English Became English. Oxford University Press, 2016)

Ireland Vital Records - How to Obtain Information

Ireland Vital Records - How to Obtain Information Government registration of births, marriages and deaths in Ireland began January 1, 1864. Registration of marriages for non-Roman Catholics began in 1845. Many of the early years of civil registration of births, marriages and deaths have been microfilmed by the Mormons and are available through Family History Centers worldwide. Check the Family History Library Catalog online for details on what is available. Address:Office of the Registrar-General of Births, Deaths and MarriagesGovernment OfficesConvent Road , RoscommonPhone: (011) (353) 1 6711000Fax: (011) 353(0) 90 6632999Â   Ireland Vital Records: The General Register Office of Ireland has records of birth, marriage, and death occurring in all of Ireland from 1864 to 31 December 1921 and records from the Republic of Ireland (excluding the six north-eastern counties of Derry, Antrim, Down, Armagh, Fermanagh and Tyrone known as Northern Ireland) from 1 January 1922 on. The GRO also has records of non-Catholic marriages in Ireland from 1845. Indices are arranged in alphabetical order by name, and include the registration district (also known as the Superintendent Registrars District), and the volume and page number in which the entry is recorded. Through 1877 indices were arranged alphabetically, by year. From 1878 onwards each year was divided into quarters, January-March, April-June, July-September and October-December. FamilySearch has the Ireland Civil Registration Indexes 1845-1958 available for free searching online. Enclose the correct fee in Euros (check, International Money Order, cash, or Irish Postal Order, drawn on an Irish bank) made payable to The Civil Registration Service (GRO). The GRO also accepts credit card orders (the best method for international orders). Records are available by applying in person at the General Register Office, any local Superintendent Registrars Office, by postal mail, by fax (GRO only), or online. Please call or check the Web site before ordering to verify current fees and other information. Web Site: General Register Office of Ireland Ireland Birth Records: Dates: From 1864 Cost of copy: â‚ ¬20.00 certificate Comments: Be sure to request a full certificate or a photocopy of the original birth record, both of which contain the date and place of birth, given name, sex, fathers name and occupation, mothers name, informant of birth, date of registration and the signature of the Registrar.Application for an Irish Birth Certificate * Birth information prior to 1864 may be available from parish baptismal records which are kept at the National Library, Kildare Street, Dublin, 2. Online:Ireland Births and Baptisms Index, 1620-1881 (selected)Irish Family History Foundation – Baptismal/Birth Records Irish Death Records: Dates: From 1864 Cost of copy: â‚ ¬20.00 certificate (plus postage) Comments: Be sure to request a full certificate or a photocopy of the original death record, both of which contain date and place of death, name of deceased, sex, age (sometimes approximate), occupation, cause of death, informant of death (not necessarily a relative), date of registration and Registrars name. Even today, Irish death records do not usually include a maiden name for married women or date of birth for the deceased.Application for an Irish Death Certificate Online:Ireland Deaths Index, 1864-1870 (selected)Irish Family History Foundation – Burial/Death Records Irish Marriage Records: Dates: From 1845 (Protestant marriages), from 1864 (Roman Catholic marriages) Cost of copy: â‚ ¬20.00 certificate (plus postage) Comments: Marriage records in the GRO are cross-listed under the surname of both the bride and groom. Be sure to request a full certificate or a photocopy of the original marriage record, which contains the date and place of marriage, names of bride and groom, age, marital status (spinster, bachelor, widow, widower), occupation, place of residence at time of marriage, name and occupation of father of bride and groom, witnesses to marriage and clergyman who performed the ceremony. After 1950, additional information provided on marriage records includes the dates of birth for the bride and groom, mothers names, and a future address.Application for an Irish Marriage Certificate * Marriage information prior to 1864 may be available from parish marriage registers which are kept at the National Library, Kildare Street, Dublin, 2. Online:Ireland Marriages Index, 1619-1898 (selected)Irish Family History Foundation – Marriage Records

Managing Conflict in the Workplace Term Paper Example | Topics and Well Written Essays - 500 words

Managing Conflict in the Workplace - Term Paper Example This paper offers a brief overview of a conflict I have observed in my workplace and how it impacted the work environment. A script on how to give feedback to employees when conflicts arise is also outlined in this paper, as well as ways I would enlist HRs help in managing this situation. Two of the nurse in my workplace were once involved in a conflict. It happened that one of the nurses had forwarded an email consisting of pornographic material and the recipient of the email found it inappropriate. The recipient of the email responded through confronting the sender and this turned into a heated argument. The recipient felt embarrassed and felt insulted. What followed is the two nurses could not even engage in a decent conversation as a result of the argument. Teamwork is highly valued in my workplace and hence the two nurses at one point had to work together. Their engagement was low as communication was limited between them solely as a result of the argument they had. As a nurse manager, it was my obligation to give feedback to the sender of the email in regard to the unacceptable behavior in the workplace. The steps involved in giving feedback as outlined by Manion (2011) include "Stating your positive intention, sharing your observation, including impact of an action, asking the intent, adding empathy, and indicating what needs to change" (p. 340) respectively .A script of the conversation I would have with the sender of the email would be as follows: Positive intention: You are one of the top performers in this department and your contribution is highly valued. This department highly relies on you to be a role model for our newly employed nurses. My observation: Yesterday you sent a pornographic email to your colleague and she felt embarrassing hence she confronted you for an explanation. I am sure you two are finding it difficult to engage in your activities as a team. Needed change:

Clean Snows of Petawawa Assignment Example | Topics and Well Written Essays - 1000 words

Clean Snows of Petawawa - Assignment Example Captain Kearney, the unit’s C.O., dismissively ignores the atrocities committed by the forces under his command and only asks the community to move on, which is lack of empathy as a normal human being could have only offered an apology and duly compensate the villagers for the loss. In his discussion with the tribal leaders, the captain reflects the American Grand Narrative in which American policy focused on a commitment to global leadership whereby a policy of interventionism is the order of the day with any errors and misjudgments committed being carried out in good faith (Ashbrook, 2010). For this reason, the attitude shown by the captain, when talking with the tribal leaders, shows that he considered the errors committed by the platoon under his command as done in good faith. In this case, the soldiers accidentally killed innocent villagers although the overall the overall objective of helping the community live in peace after years of atrocities committed by the rebels that the coalition forces were fighting justified the killings. Peacekeepers in Somalia, the author engages in a discussion by tracing the story in which Canadian peacekeepers engaged in violence against Somalis with the atrocities committed by the Canadians disappearing from Canada’s legal and national cognizance. To Razack (2000) the Canadian grand national narrative of ‘clean snows’ and peacekeepers who are supposed to be innocent contributed to the disappearance of the atrocities committed since the Canadian forces could not commit such atrocious acts to other human beings based on the country’s grand narrative. To recap, the story involves Canadian forces from the base in Petawawa who were sent as peacekeepers to perform their duties in Somalia. As peacekeepers, they were expected to maintain peace, in the Somali War of 1992, and it was the expectation of the world and Canadians to have their soldiers act.

Automobile Industry Essay Example for Free

Automobile Industry Essay Strong demand growth due to rising incomes, growing middle class, and a young population is likely to propel India among the world’s top five auto-producers by 2015 Growth in export demand is also set to accelerate. Tata Nano and the upcoming Pixel have opened up the potentially large ultra low cost car segment Innovation is likely to intensify among engine technology and alternative fuels. Advantage India Rising investments Policy support India has significant cost advantages; auto firms save 10-25 per cent on operations in India compared to Europe and Latin America A large pool of skilled manpower and a growing technology base will induce greater investments. The government aims to develop India as a global manufacturing as well as RD hub There has been a wide array of policy support in the form of sops, taxes and FDI encouragement. FY10 Market size: USD57.7 billion Notes: RD – Research and development, FDI – Foreign direct investment; FY – Indian financial year (April – March); FY16E – estimated figure for financial year 2016; estimates are from the government’s Automotive Mission Plan (2006 – 2016) ADVANTAGE INDIA. For updated information, please visit www.ibef.org. 3. Automotives AUGUST 2012 Contents ï  ¶ Advantage India ï  ¶ Market overview and trends ï  ¶ Growth drivers ï  ¶ Success stories: Maruti, Tata Motors ï  ¶ Opportunities ï  ¶ Useful information For updated information, please visit www.ibef.org 4 Automotives AUGUST 2012 Evolution of the Indian automotives sector 20.4 million units (2012) 11 million units (2007) 2008 onwards 0.6 million units (1992) 1983 1992 0.4 million units (1982) Before 1982 †¢ Closed market †¢ Only 5 players †¢ Joint venture (JV) Indian government and Suzuki to form Maruti Udyog; started production in 1983 †¢ Component manufacturers also entered via JV route †¢ Buyer’s market 1993 -2007 †¢ Sector de-licensed in 1993 †¢ Major original equipment manufacturers (OEMs) started assembly in India †¢ Imports allowed from April 2001 †¢ Introduction of value added tax in 2005 †¢ More than 35 players in the market †¢ Removal of most import controls †¢ Indian companies gaining global identity †¢ Long waiting periods and outdated models †¢ Seller’s market Source: Tata Motors, Society of Indian Automobile Manufacturers (SIAM), Aranca Research, Notes: JV – Joint Venture MARKET OVERVIEW AND TRENDS For updated information, please visit www.ibef.org 5 Automotives AUGUST 2012 The automotives market is split into four segments Automobiles Two-wheelers Passenger vehicles Commercial vehicles Three-wheelers Mopeds Passenger cars Light commercial vehicles Passenger carriers Scooters Utility vehicles Motorcycles Multi-purpose vehicles Medium and heavy commercial vehicles Goods carriers Electric twowheelers For updated information, please visit www.ibef.org MARKET OVERVIEW AND TRENDS 6 Automotives AUGUST 2012 Revenues have been growing at a strong pace → Gross turnover of automobile manufacturers in India expanded at a CAGR of 17.7per cent over FY07-1 1 Excluding three wheelers, cars account for the largest share of revenues (66.2 percent in 2010) Revenue trends over the past few years in USD million 70.0 60.0 50.0 40.0 30.5 30.0 20.0 10.0 0.0 FY07 FY08 FY09 FY10 FY11 66.2% 36.6 33.3 21.5% Trucks Cars 58.6 CAGR: 17.7% 43.3 → Market* break-up by revenues (2010) 12.3% Two Wheelers Source: SIAM, Datamonitor, Aranca Research Note: *does not include three wheelers For updated information, please visit www.ibef.org MARKET OVERVIEW AND TRENDS 7 Automotives AUGUST 2012 Sector’s growing strength evident from rise in total production figures Total production of automobiles in India (million units) 16.0 → → 12.0 7.6 8 8.4 10.0 8.0 6.0 1.3 0.4 0.4 1.2 0.4 0.4 1.6 0.6 0.5 1.3 0.5 0.6 1.8 2.4 4.0 6.5 8.5 Notes: CAGR – Compound annual growth rate 10.5 Passenger vehicles was the fastest growing segment during that period with a CAGR of 14.5 per cent 14.0 13.4 0.8 0.8 3.0 2.0 0.0 FY05 FY06 FY07 FY08 FY09 0.4 0.5 FY10 0.6 0.6 FY11 FY12 Passenger Vehicle Three Wheelers Commercial Vehicle Two Wheelers Source: SIAM, Aranca Research For updated information, please visit www.ibef.org MARKET OVERVIEW AND TRENDS 0.8 0.8 3.1 15.5 Automobiles production increased at a CAGR of 13.2 per cent over FY05-12 18.0 8 Automotives AUGUST 2012 Market break-up by production volume → Two wheelers dominate production volumes; in FY12, the segment accounted for more than three quarters of total automotives production in the country Market share by volume (FY12) → In fact, India is the world’s second largest two wheeler producer; the country is also the fourth largest commercial vehicle producer 4% 4% 16% Two Wheelers Passenger Vehicle Commercial Vehicle Three Wheelers 76% Source: SIAM, Aranca Research For updated information, please visit www.ibef.org MARKET OVERVIEW AND TRENDS 9 Automotives AUGUST 2012 Market break-up of individual segments by production volumes †¦ (1/2) Shares in production of passenger vehicles (FY11) Shares in production of commercial vehicles (FY11) 11.5% Passenger cars 8.1% 36.0% MCV HCV Passenger Carriers MCV HCV Goods Carriers LCV Passenger Carriers 49.7% 6.1% LCV Goods Carriers Utility vehicles/multipurpose vehicles 88.5% Source: SIAM, Aranca Research Notes: LCV – Light commercial vehicle; MCV – Medium commercial vehicle; HCV – Heavy commercial vehicle For updated information, please visit www.ibef.org MARKET OVERVIEW AND TRENDS 10 Automotives AUGUST 2012 Market break-up of individual segments by production volumes †¦ (2/2) Shares in production of three wheelers (FY12) Shares in production of two wheelers (FY12) 15.8% Goods carriers 15.6% 5.3% Mopeds Motorcycles Passenger carriers Scooters 84.2% 79.1% Source: SIAM, Aranca Research For updated information, please visit www.ibef.org MARKET OVERVIEW AND TRENDS 11 Automotives AUGUST 2012 Exports have also grown strongly †¦ (1/2) → Automobiles export volumes increased at a CAGR of 22.4 per cent over FY05–FY12 Over this period, the fastest growth was in the two wheeler segment (25.8 per cent) followed by three wheelers (21.9 per cent) Exports of automobiles from India (million units) 2 1.8 1.6 1.4 1.2 1 0.8 0.6 0.4 0.2 0 2 0.5 0.6 0.8 1 0.5 1.1 0.5 1.5 0.4 0.5 0.3 0.2 0.03 0.1 → 0.2 0.04 0.1 0.2 0.05 0.1 0.2 0.06 0.1 0.04 0.2 0.04 0.2 0.08 0.3 FY05 FY06 FY07 FY08 FY09 FY10 FY11 FY12 Passenger Vehicle Commercial Vehicle Three Wheelers Two Wheelers Source: SIAM, Aranca Research For updated information, please visit www.ibef.org MARKET OVERVIEW AND TRENDS 0.1 0.4 12 Automotives AUGUST 2012 Exports have also grown strongly †¦ (2/2) → Two wheelers accounted for the largest share in exports (by volume) at 67 per cent in FY12 Passenger vehicles account for a sizeable 18 per cent of overall exports Exports shares by volume (FY12) → 18% Passenger Vehicle 3% 12% 67% Commercial Vehicle Three Wheelers Two Wheelers Source: SIAM, Aranca Research For updated information, please visit www.ibef.org MARKET OVERVIEW AND TRENDS 13 Automotives AUGUST 2012 Presence of a clear leader in each segment of the market → The automotives industry is concentrated with market leaders in each segment commanding a share of over 40 per cent Market Leader Passenger Vehicles MCVs HCVs LCVs Three Wheelers 45% 16% Others 15% 7% 63% 23% 7% 59% 30% 4% 4% 41% 40% 10% Motorcycles Scooters 59% 24% 7% 6% 51% 21% 14% Source: SIAM, Aranca Research Notes: Data is for FY10 10% For updated information, please visit www.ibef.org MARKET OVERVIEW AND TRENDS 14 Automotives AUGUST 2012 Notable trends in the Indian automotives sector †¢ Large number of products available to consumers across various segments; this New product launches has gathered pace with the entry of a number of foreign players †¢ Reduced overall product lifecycle have forced players to employ quick product launches Improving productdevelopment capabilities †¢ Increasing RD investments from both the government and the private sector †¢ Private sector innovation has been a key determinant of growth in the sector; two good examples are Tata Nano and Tata Pixel – while the former has been a success in India, the latter is intended for foreign markets †¢ In FY11, the CNG market was worth more than USD330 million and CNG cars Alternative fuels and taxis are expected to register a CAGR of 28 per cent over FY11-FY14 †¢ The CNG distribution network in India is expected to increase to 250 cities by 2018 from 30 cities in 2009 For updated information, please visit www.ibef.org MARKET OVERVIEW AND TRENDS 15 Automotives AUGUST 2012 Contents ï  ¶ Advantage India ï  ¶ Market overview and trends ï  ¶ Growth drivers ï  ¶ Success stories: Maruti, Tata Motors ï  ¶ Opportunities ï  ¶ Useful information For updated information, please visit www.ibef.org 16 Automotives AUGUST 2012 Sector has been benefitting from strong demand and product innovation Growing demand Growing demand Policy support Strong government support Increasing investments Rising incomes, young population Inviting Greater availability of credit and financing options Goal of establishing India as an automanufacturing hub RD focus; GOI has set up technology modernisation fund Large domestic market Policy sops, FDI encouragement Resulting in Rising investments from domestic and foreign players Greater innovation in products; market segmentation Strong growth in exports as well Strong projected demand making returns attractive Notes: GOI – Government of India; For updated information, please visit www.ibef.org GROWTH DRIVERS 17 Automotives AUGUST 2012 Rising incomes and a growing middle class driving domestic demand growth Rising incomes; growing middle class †¢ Changing income dynamics of India’s population 70 million households Aspirers: annual income INR90,000200,000 Seekers: annual income INR200,000500,000 Strivers: annual income INR500,0001,000,000 Globals: annual income INR1,000,000 Personal (nominal) disposable income is expected to rise annually at 8.5 per cent over FY11-15 Rising middle class – size of the middle class expected to touch 550 million by 2025 from 50 million in 2010 Favourable demographics – a young population is also driving up the demand for cars Demand for commercial vehicles have got a boost due to development of roadways and greater market access 60 50 40 30 20 10 0 2005 Strivers 2010 Seekers 2015 Deprived Deprived annual income

Career Development in Generation X Essay -- Generation X Work Essays

Career Development in Generation X Generation X refers to the population cohort following the Baby Boomers. Sources differ as to the exact years during which this cohort was born. Coupland (1991) suggests 1960 to 1970; Bradford and Raines (1992) propose 1965 to 1975; and Howe and Strauss (1993) suggest 1961 to 1981. Whatever the birth years, it is their common life experiences that give this cohort an identity. Individuals born in Generation X are reputedly more global, technologically oriented, and culturally diverse than the generations before them. Coming of age when the linear career path no longer exists, where average income is falling, and where continuous change is the norm, does this generation have different values, work ethics, and attitudes toward work and career development? As the myths and realities of this question are explored, it is important to remember that the characteristics, habits, and traits attributed to individuals in this cohort are mere generalizations, presented to afford a better underst anding of the generation called Generation X. Myth: Individuals in Generation X Are Slackers, Lacking Career Drive and Ambition Various books, articles, and surveys have described individuals in Generation X as slackers, cynical about the future and resentful of Baby Boomers who have "taken all the good jobs" (Kruger 1994). This description is based on observations that Generation X workers jump from job to job, are unwilling to conform to organizational demands that do not suit them, and leave jobs that bore them and are not "fun" (Wyld 1994). Although persons in the two generations before Generation X-the Silent generation (1925-1945) and Boom generation (1946-1964)-interpret these behaviors as indi... ...eneration X at Work." Training 31, no. 4 (April 1994): 21-27. (ERIC No. EJ 480 564) "Generation X-onomics: Job Insecurity among Young People." Economist 330 (March 19, 1994): A27. Howe, N., and Strauss, B. 13th Generation. New York: Vintage Books, 1993. Kruger, P. "Superwoman's Daughters." Working Woman 19 (May 1994): 60. Lancaster, H. "Managing Your Career: You May Call Them Slackers; They Say They're Just Realistic." Wall Street Journal, August 1, 1995, p. B1. Quinn, J. B. "The Luck of the Xers." Newsweek, June 6, 1994, p. 66. Wilkinson, M. H. "It's Just a Matter of Time: Twenty Somethings View Their Jobs Differently than Boomers." Utne Reader(May-June 1995): 66-67. Wyld, D. "The 13th Generation and Its Revolutionary Definition of `Career.'" Journal of Career Planning and Employment55, no. 1 (November 1994): 26-28, 58-60. (ERIC No. EJ 497 317)

Analysis for Costa Coffee Essay

A well-recognized and wide-accepted brand image is one of the most valuable assets of the company. (Aaker, 1991). Costa Coffee has a welcoming and comforting brand image; however, the promotion of this brand image is at a disadvantage compared with its biggest rival Starbucks. In order to reverse the weakness into its strength, Costa Coffee needs to keep improving its brand image and brand awareness. Costa Coffee founded Costa Foundation, which is a charity aiming to offer long-term support especially in education for the coffee-growing farmers and their communities. Thus, Costa Coffee could strengthen its publicity of its efforts in sustaining the vulnerable group. By continue to maintain its social responsibility which could have  reflected its â€Å"responsible† image to the whole public, it would help Costa Coffee gain more reputation and build a better brand image. Launch new products One of the weaknesses of Costa Coffee is its fixed menu and the blank page of new product webpage. Compared to Starbucks and other cafà © shops, having limited choices on the menu would pose a disadvantage to Costa Coffee. The new products might not always attracted to all customers; however, those new products could draw people’s attention and encourage them to come into store and purchase which could be a way of promoting the brand to the public. Create new products and presenting it regular would help Costa Coffee appeal to more potential customers.In the same time, it would also help to create an image that Costa Coffee are trying their best to satisfy their consumers. Cooperate with universities – Costa campus stores or Bring Costa express into campus Costa Express machines have won the hearts of the purchasers as the self-serve coffee machines. As the success of launching Costa Express, Costa Coffee should grab the chance and continue exploiting this opportunity making it to its advantage. Cooperating with other organizations and co-operations would add its consumer base and in the same time it is a lower-risk approach for its further growing. Building campus-based Costa Coffee shops or introducing Costa express into teaching and living areas is a convenient way for students and teaching staff getting their coffee. Besides, it also could increase the probability for more customers to familiar with the Costa Coffee brand itself. Partner with universities allows Costa Coffee better targeting student customers who have the greatest potential to become Costa’s loyal customers in the long run. Reference Aaker, D.A. (1991, Managing Brand Equity: Capitalizing on the Value of a Brand Name, The Free Press,New York, NY.

The effects of women in the workforce Essay

Women in the workforce earning wages or a salary are part of a modern reality, one that developed at the same time as the growth of paid employment for men; yet women have been challenged by inequality in the workforce. Until recently, legal and cultural practices, combined with longstanding religious and educational conventions, restricted women’s participation in the workforce. Dependency upon men, and consequently the poor economic status of women, have had the same impact. Women’s lack of access to higher education had effectively excluded them from the practice of well-paid and high status occupations. Entry of women into the higher professions like law and medicine was delayed in most countries due to women being denied entry to universities and qualification for degrees; for example, Cambridge University only fully validated degrees for women late in 1947, and even then only after much opposition and debate. Women were largely limited to low-paid and poor status occupations for most of the 19th and 20th centuries, or earned less pay than men for doing the same work. However, through the 20th century, public perceptions of paid work shifted as the workforce increasingly moved to office jobs that do not require heavy labor, and women increasingly acquired the higher education that led to better paying, longer-term careers rather than lower-skilled, shorter-term jobs. The increasing rates of women contributing in the work force has led to a more equal hours worked across the world.However, in western European countries the nature of women’s employment participation remains different from that of men. For example, few women are in continuous full-time employment after having a first child. Women are today a permanent part of the waged workforce and the union movement. But women’s work remains generally low paid and undervalued. Sexist attitudes and practices are rampant in and out of the workplace, and the majority of domestic labour, especially childcare, is still done by working class women. The shift away from stereotypes of the past is clear  enough that even social conservatives notice it. Speaking about paid parental leave, one said, â€Å"There are very few women not in some form of paid employment. The vast majority of modern women are going to be in the workforce for most of their lives, including their child-bearing years.† It was already the case 20 years ago that a majority of women with children were in the paid workforce. Today that figure is over 60 percent. Even what appear to be incentives for mothers to stay at home full-time. No-one is going to give it up and run home for the temptations of $40 a week. While some of the rights that women have won have come under pressure, things are not going back to where they were. Despite considerable changes, two things remain constant. One is the role of the family in raising the next generation of workers and maintaining the ability to work of the existing generation, of both sexes, at little cost to employers. The other constant is the employers’ need for women’s labour as a source of profit. It is this which means that childcare is not going to totally disappear. From the earliest demands for equal pay, campaigns by unions have always been necessary to get any recognition let alone redress for the undervaluing of women’s work by employers. The recent campaign by Australian Services Union members in the female-dominated social and community work sector forced Fair Work Australia to recognise that at least part of their low wages was due to gender. No other force in Australian society has the inclination or the power to do this. The key factor in this is the impact of women’s changing role in the workplace. Women are now a permanent and significant part of the workforce. The mass employment of women over the past half century has affected the relations between men and women and undermined the stereotypical model of the working class family. Over the past 50 years, millions of women previously dependent on men decided to take control of their economic fates and work towards their economic empowerment. An increasing number of women have joined the labor market. Through higher education, women improved their job market value, thus  increasing their prospects for better jobs. Therefore, they managed to shift their long-standing role model from stay-at-home mothers to qualified career women. An increasing number of educated female employees have been integrated into the labor market with higher participation rates than their less educated peers. This huge social change took place quite smoothly as a result of growing demand for women’s labor as well as growing supply. Over the past 25 years, the increased participation of women in the labor force has led to higher profitability for most businesses. This happened because women address a different target audience and know to market and sell a firm’s products and services quite differently than men. Therefore, by entering the labor market, they have addressed the needs of a diverse consumer population thus leading to an improved economy. The combined effect of economic development and higher education prospects for most women along with increased economic opportunities and greater economic integration has lead to considerable business growth in most sectors including manufacturing and services as well as to stronger market incentives for women to participate in the labor force. The industrialized world faces declining fertility rates as more and more women are entering the labor market. This is only natural as nowadays nearly 60 percent of families have both parents employed and therefore women work much more than they used in the 1960s. Although the transition and the acceptance of women in the labor market has happened quite smoothly, conflicts have increased between male and female employees, especially in the higher levels of management. It all started as constructive disagreements but it gradually evolved into office politics driven by project advancements. Women are more likely to select flexible working hours as they are the primary child caregivers and they bare the brunt of the household. Typically, this leaves them with lower wages than men and they are more likely to enter and exit the labor market at a lower cost. In short, the feminization of the workforce has both advantages and disadvantages. Women have entered the service sector but they have also occupied managerial positions, often quite successfully. This means they have invested more time and effort in honing their skills than getting married and having families. On the other hand, from an organizational perspective, they have efficiently managed to bring innovation in the corporate environment. Women have been a growing factor in the success of the US economy since the 1970s. Indeed, the additional productive power of women entering the workforce from 1970 until today accounts for about a quarter of current GDP. Still, the full potential of women in the workforce has yet to be tapped. As the US struggles to sustain historic GDP growth rates, it is critically important to bring more women into the workforce and fully deploy high-skill women to drive productivity improvement. Creating the conditions to unlock the full potential of women and achieve our economic goals is a complex and difficult challenge. There is significant potential to raise the labor participation rates of women across the country. At a corporate level, where many high-skill women are employed, the opportunity is to continue to advance women into leadership positions where they can make the greatest contributions. Despite the sincere efforts of major corporations, the proportion of women falls quickly as you look higher in the corporate hierarchy. Overall, this picture has not improved for years. There is an opportunity to make substantial progress in developing and advancing women on the path to leadership. Companies have become very good at recruiting women—many major corporations recruit their â€Å"fair share† or more of women. Moreover, many companies have introduced mechanisms such as parental leaves, part-time policies, and travel-reducing technologies to help women stay the course. While the many barriers that remain are substantial, interventions at critical career points can have outsized impact. For example, with a focus on middle management to increase the number of women who advance to the vice-presidential level, corporations could substantially improve the odds of achieving real gender diversity in top management. We found that more women in middle management roles are focused on leading than their colleagues at the entry level. And they have already demonstrated enough to advance and acquire managerial skills. Moreover, many are younger women with relatively light work and family concerns. If companies can win their loyalty at this stage of their careers, they will be more likely to stay the course. Women don’t opt out of the workforce; most cannot afford to. They do leave specific jobs for others in pursuit of personal achievement, more money and recognition—just like men. They do hold themselves back to pursue greater satisfaction across all parts of their lives—but not only to fulfill family responsibilities. Indeed, a sizable percentage of the male college graduates who took our survey reported the same motivation to gain greater balance. The specific barriers that women cite as factors that convince them that the odds of getting ahead in their current organizations are too daunting. The reasons why women choose to remain at their current level or move on to another organization—despite their unflagging confidence and desire to advance—include: lack of role models, exclusion from the informal networks, not having a sponsor in upper management to create opportunities. Another phenomenon that limits diversity at the top: Women often elect to remain in jobs if they derive a deep sense of meaning professionally. More than men, women prize the opportunity to pour their energies into making a difference and working closely with colleagues. Women don’t want to trade that joy for what they fear will be energy-draining meetings and corporate politics at the next management echelon. Of all the forces that hold women back, however, none are as powerful as entrenched beliefs. While companies have worked hard to eliminate overt  discrimination, women still face the force of mindsets that limit opportunity. Managers male and female continue to take viable female candidates out of the running, often on the assumption that the woman can’t handle certain jobs and also discharge family obligations. In our Centered Leadership research, we found that many women, too, hold limiting beliefs that stand in their own way—such as waiting to fill in more skills or just waiting to be asked. These imbedded mindsets are often institutional as well as individual—and difficult to eradicate. A CEO’s personal crusade to change behavior does not scale. A diversity program by itself, no matter how comprehensive, is no match for entrenched beliefs. Targeting behavioral change generally leads only to an early burst of achievement followed by reversion to old ways. Evidence points to the need for systemic, organizational change. Companies that aspire to achieve sustained diversity balance must choose to transform their cultures. Management needs a powerful reason to believe such as the potential competitive and economic advantage from retaining the best talent. Between 1970 and 2009, women went from holding 37% of all jobs to nearly 48%. That’s almost 38 million more women. Without them, our economy would be 25% smaller today an amount equal to the combined GDP of Illinois, California and New York. GDP growth is driven by two factors—an expanding workforce and rising productivity. Back in the 1970s when women and a huge cohort of baby boomer men were entering the workforce, 65% of GDP growth arose from workforce expansion. Today, nearly 80% of growth is related to productivity increases. To sustain the historic rate of GDP growth of approximately 3% and maintain the United States’ leadership in the global economy, MGI reports that the nation will need a combination of some workforce expansion and a burst of productivity driven by innovation and operational improvements. Women are critical to both forms of growth. About 76% of all American women aged 25-54 are in the workforce. That compares with about 87% in Sweden. Underneath the US average, there is considerable variability among the states, and the top 10 states have participation rates at 84%. This suggests an opportunity. Getting all states up to an 84% participation rate would add 5.1 million women to the workforce. This is equivalent to adding 3-4% to the size of the US economy. In 2010, 58% of all undergraduate degrees in the US were awarded to women. As a result, women accounted for 53% of the total college educated population in the US However, only 50% of the college educated workers were women. Simply said, we don’t have the full amount of female college educated talent in our workforce. Changing this could improve corporate performance and help raise national productivity. But doing so will depend on finding ways to keep ambitious, well-qualified women moving up the management ranks. Women can also contribute to the productivity challenge by training in disciplines with impact on increasing productivity, such as finance, professional services, and science & technology. How women contribute at the corporate level: The business case for diversity. As has been well documented, Corporate America has a â€Å"leaky† talent pipeline: At each transition up the management ranks, more women are left behind. According to Sylvia Hewlett, founder of the Center for Work-Life Policy, women represent 53% of new hires. Catalyst estimates that at the very first step in career advancement—when individual contributors are promoted to managers—the number drops to 37%. Climbing higher, only 26% of vice presidents and senior executives are female and only 14% of the executive committee, on average, are women. At this point women are doubly handicapped because, as our research of the largest US corporations shows, 62% are in staff jobs that rarely lead to a CEO role; This helps explain why the number of women CEOs in Fortune 500 companies appears stuck at 2-3%. While data shows that women even mothers retain strong conviction about their abilities and a desire to advance, when they look at the odds of making it through the pipeline, many make a well-reasoned decision: They stay put,  look for a job elsewhere that will fulfill their ambition, or seek careers outside large corporations. We found four kinds of barriers in their way: Specific factors hold women back or convince women that their odds of advancement may be better elsewhere. Lack of access to informal networks where they can make important connections, a lack of female role models higher up in the organization, and a lack of sponsors to provide opportunities, which many male colleagues have. Some interesting insights relate to the role that life outside work plays in career choices. These insights counter much of the conventional wisdom. Diversity officers said that motherhood rarely prompts a woman to stay put, downshift or look for work elsewhere. No surprise, many women expressed a concern about the always on 24/7 executive lifestyle and travel requirements. Notably, attitudes among fathers and mothers are converging: Half of fathers with one child say they will not accept a new job that reduces work and life balance; 55% of women without children say the same thing. This suggests that companies have even more to lose from the talent pipeline than highly-qualified mothers. The biggest barriers for women are imbedded mindsets that halt their progress. Managers men and women still tell diversity officers that â€Å"Everybody ‘knows’ you can’t put a woman in that particular slot.† Or â€Å"That job could never be done part-time.† Even at major corporations, not-so-subtle differences linger. Despite their best efforts, women are often evaluated for promotions primarily on performance, while men are often promoted on potential. Management may be acting with best intentions—to prevent women from failing—yet another mindset that forms a barrier to advancing women. The effect of women’s own mindsets cannot be discounted. While women remain highly confident of their qualifications throughout their careers, women are, on average, less satisfied than men with their chosen professions and jobs. Moreover, as women get older, their desire to move to the next level goes away faster than men’s desire. At all ages, more men want to take on more responsibility in their organizations and have greater control over results. No matter how they feel about their current situation, women never lose their belief in their abilities. Women are ambitious and believe they have the qualifications—they want to make a contribution to the success of the organization. Over time, however, the barriers seem to get larger and women’s belief that there is opportunity ahead diminishes—and along with it their willingness to keep pushing. Knowing what we know about the role of women in driving macroeconomic growth and how women can contribute to corporations, it is clear that the US must make far better use of women in the workforce. Plugging the leaks in the talent pipeline is clearly a top priority and there are opportunities at every transition point in the pipeline. But we believe companies have a promising opportunity to capture by focusing on the transition from mid-level manager to senior management which is typically the vice president role. Having survived the first cut in the talent pipeline—from individual contributor to manager— women have already demonstrated superior capability. They retain their ambition and confidence and are quickly acquiring skills and know-how. They also have a better understanding of what it takes to succeed than when they entered the workforce—and have a stronger belief that opportunities for promotion exists. A greater portion of middle management women aspire to top management roles versus entry-level women. If companies could raise the number of middle management women who make it to the next level by 25%, it would significantly alter the shape of the pipeline. More women who make it to senior management share an aspiration to lead, and more believe that getting to senior leadership is worth the cost. Advancing more women into these positions would in time help companies rebalance their executive committees, which in turn increases the likelihood of sustaining gender diversity at every level to the top. Addressing the barriers that convince women that they can’t make it is far more complex. As chief diversity officers told us, there are a thousand reasons for a thousand little leaks in the talent pipeline. This means that one-off solutions will never succeed. Comprehensive change is required. This systemic challenge can be met only through organizational transformation. This is a tall order. 70% of transformation efforts fail. However, the same research tells us that the transformations that succeed have strong leadership from the top and a comprehensive plan to shift mindsets and behaviors. Getting people to think and act differently is one of the most difficult management challenges, but it can be done. 3269 Women working for the federal government earn less than men overall but the gap is shrinking, and most of the difference is the result of women being concentrated in lower-paying jobs with too few occupying the top ranks, a government report issued Friday found. The Office of Personnel Management’s study showed an overall gender pay gap for white-collar occupations of 12.7 percent in 2012, down from 19.8 percent in 2002 and 30 percent in 1992.

Justice in America essays

Justice in America essays We live in a country that was created on the foundation of correcting the minor problems of the countries before us that caused those countries to be non-successful in their justice-keeping abilities at the time. What I mean is that when the delegates from all across the early states gathered to write the declaration of independence, they based it on making a more perfect union. They wanted to correct the problems of the nations before ours. They wanted to fix the problems of the nations that they left because of the tyranny, injustice and bad things that were happening there. And thus they came and made this great nation that is still thriving for perfection. So we want to be a perfect nation, and that means peace and justice for all. But what does justice really mean? And how do we know if what we have is really true justice? Well, I would define justice by saying that it is the correcting of wrongs. When someone who stole a car or robbed a bank is caught and properly punished, that, to me, is justice. And when a person who had been wrongly accused of a serious crime is given an early releasing by being found innocent after only a few years lost, that, to me, is justice. Finally, in this nation, we have a sufficient amount of justice, but there is always room for more. If we keep working together as a nation, then im sure that we could form that ideal perfect nation. ...

An Inspector Calls play analysis

An Inspector Calls play analysis Essay In this Play the inspector plays various roles. He plays a socialist as he is against capitalist views and because he is not just looking out for himself but others as well. Also he is known to be a catalyst as he brings a split in the Birling family. He plays a ghost as we find out he is not real. Additionally he plays a fraud because he is not a real inspector, but he does act as an Inspector. The inspector adds a great deal of tension and drama to the play. Priestley does this because he brings tension between the younger generation consisting of Sheila and Eric and the older generation consisting of Gerald, Mrs. Birling and Birling because of the inspector. Priestley uses the inspector as a substitute of him self to put his socialist points across this adds drama because we have to think about what he is trying to do. The four Birlings and Gerald are happily seated around the dinner table having an enjoyable night celebrating Sheila and Geralds engagement. All of them are feeling happy and are comfortable and relaxed and do not seem to have a care in the world but all of that is about to change. The scene is set in 1912, which is a pre war time. Also this is the time when the suffragettes were fighting for womens rights. Additionally this was the time that the Titanic was built. The unsinkable ship, which ironically sank, would set sail in a weeks time. The life that the Birlings live is very nice and easy but Priestley is showing how great things always end in disaster like the evening they are having. This is also ironic as he starts by telling us how the Titanic was unsinkable and it ended and just like he will go on to tell us how the Birlings lives are good at the moment but this will soon come to an end. The story does have some relevance to the early nineties even if the novel it was written in 1945. All these points are there to remind us of how not all good things last and how we should all look out for each other and not just for ourselves. An example is We are members of one body, said the inspector. This shows us that the inspector is enforcing the point of being part of one community and that we should look out for one and other. This also shows the link of how the inspector could just be Priestley in another form such as a ghost. I believe that Priestley is reminding us to look out for each other just in case any major wars happen and we have to rely on each other so thats maybe why he is enforcing this. When the inspector first enters the stage the atmosphere changes but not a great deal on first sight of the inspector. The inspector does not appear to be a big man but he does make him self appear strong and confident. He gives an impression that he will destroy them if they toy with him. Sheila changes the way she thinks and decides from now on she is going to be good. She has come to this decision as a result of the influence the inspector has had on her. His socialist views have been understood by Sheila and have changed her because she is going to start to care for other people. For example whoever that inspector was it was anything but a joke. You knew it then. You began to learn something. And now youve stopped, said Sheila. This shows us that the Inspector really has influenced Sheila and she has learnt something from what he is trying to say. Also she is showing the divide between the Birlings when they find out the inspector was not real as they now will not take responsibility for the death of Eva Smith but the youngsters will. The Inspector creates a split between the family by dividing the younger and older generations. He is a catalyst because he divides the family and makes them angry at each other. Gerald and Sheila will not get married because of the inspectors visit. Birling may not get his knighthood because of the visit from the inspector may cause a scandal. All these things are the effects of the Inspectors visit. All Priestley is trying to do is make everyone take responsibility for their actions, for example what he is doing to the Birlings. By doing this it makes the audience feel like they need to do the same thing but not act like the older generation of the Birlings but act like the younger generation. READ: Ohio monologue from the play by Nick Zagone Essay ThesisNear the end of the play the inspector is thought to be a fraud. The Birlings have various reasons to believe this. There was no information about him and he did not tell us anything about himself when he introduces him self. He is unknown in the force as the policeman Gerald asked said there was no such inspector. Also Birling is very familiar with the county police force and he said he had never seen or heard of an Inspector under the name Goole. The way he was working through the Birlings made them think he was a fraud as no inspector has ever done this to the Birlings before. Near the end of the play it is discovered that there is no inspector named Goole and he has never been seen on the police force. For example à ¢Ã¢â€š ¬Ã‚ ¦I met a sergeant I knowà ¢Ã¢â€š ¬Ã‚ ¦ He swore there wasnt any inspector Goole or anybody like him on the force here, said Gerald. This is proof there is no Inspector Goole and he really is a fraud. Also Theres is more proof because no other inspector works like him but it definitely is very effective as he left the Birling family in shambles. The Inspector is considered a fraud. Gerald is the first to question if the inspector really is an Inspector. He goes on to say that the inspector did not show all of us the same picture as he showed everyone a picture one by one so there is no evidence that he could have showed each of them all different pictures let alone the real Eva Smith. They all may have seen different photos. He then goes on to say that there was no evidence to prove that there really was a young girl called Eva Smith that had died. This is Geralds view of how the inspector works and how it makes him a fraud. The inspector also tells us how and why he works. Its the way I like to work. One person and one line of inquiry at a time. Otherwise, theres a muddle. This shows us how the Inspector explains how he works and why. This sounds like the real way an inspector should work which misleads us at the beginning of the play and makes us think he really is an inspector. This makes the story effective and dramatic because it all leads to a huge twist at the end when we find out the inspector does not really exist and there is no dead girl called Eva Smith however there is another twist at the end when they really do find out an Eva Smith had really died and an inspector is on his way over. This makes the story more interesting and more dramatic like a soap opera and it adds more suspense to the play. The inspector is used in the story as someone who is supposed to be like J. B Priestley. He is like a substitute for J. B Priestly and they are linked as the inspector is being used to put across his messages. The inspector is in the story to make the Birlings have responsibility for their actions. He is trying to make people think about what they do before they do it. Look before you leap as the saying goes. The inspector is trying to say that people should all be treated equally. All these messages are aimed at the audience as well as the Birlings. This is how Priestley gets his points out to us, through the link between him and the inspector. I think his main messages are that we are all part of one community, not individual people but we are connected one way or another so we have to care for each other and look after each other. For example à ¢Ã¢â€š ¬Ã‚ ¦. We are responsible for each other, said the inspector. This shows us the inspector has socialist views and does care about others apart from himself. READ: How does Charles Dickens use the ghost story genre to provoke fear in both the Victorian and modern reader of The Signalman EssayPriestley puts across message of capitalism verses socialism as he shows the Inspector, the socialist saying how we should not be like a capitalist but more like a socialist and care for one another. The inspector is a socialist as is Priestley and have socialist views. They are against capitalism, as they do not feel you should just earn a living for money and for yourself but you should help other people. The inspectors name is a pun for ghoul. This then leads us to believe that the inspector does not exist. He is some sort of ghost or phantom who is a nightmare to the Birlings. The Birlings have other beliefs that prove the inspector does not exist like Gerald. He finds out from another police sergeant from the county force that there is no one like or called the inspector they had met. In addition, the older generation seem to think it is all a hoax. For example Its a hoax of some kind, said Gerald. This shows that the older generation thinks it is some old fool playing a trick on them causing a scandal. There is nothing wrong with them believing this as they now have evidence that the inspector really is not an inspector but a fraud but that is only if he really does exist which is unknown to everyone. It could also show that the inspector is a bad ghoul playing tricks on family to have fun. He seems to know about he future because he knows what will happen to Eva Smith that no one else knows about, which may give the audience an idea that he is not a human being. He is another type of life such as a spirit that does not exist in our world, as it is virtually impossible to predict the future. He does make the Birlings scared of him as he breaks them down one by one leading them to confess. This may also show why he is a ghoul because he is scary. The inspector being a ghoul makes the audience more interested in the story because there is no obvious thing at the beginning of the story that gives him away but we all have our suspicions and this leads to tension as we want to continue to view the play to find out whether our suspicions were correct or not. This is another aspect that makes the play so good and again it involves the truth hidden behind the inspector. The inspector had an enormous affect on the Birlings. He caused them to fall out with each other and go against each other. From all what he told them the only people that actually learnt their lesson was the younger generation. The elders did not as when they found out the inspector was a fraud they were celebrating so what the inspector said went through one ear out the other. I think the family could get back to how they were before but it would be on Sheila and Erics conscience that they once helped lead a girl to suicide. Priestleys over all message in this story was we are all part of one community and we have to look after each other rather than just looking out for ourselves. If one person is affected in the community than all of us are. That is what Priestleys over all message is. I believe the over all role of the inspector was to play a substitute of Priestley to get Priestleys messages across to the audience and the Birlings. The Inspector has many hidden messages in him. He plays so many different roles and the he himself makes the whole story. He makes you think and puts across the messages, which to me is the point of the book. He is very effective and adds a great deal of drama.

An Inspector Calls play analysis

An Inspector Calls play analysis Essay In this Play the inspector plays various roles. He plays a socialist as he is against capitalist views and because he is not just looking out for himself but others as well. Also he is known to be a catalyst as he brings a split in the Birling family. He plays a ghost as we find out he is not real. Additionally he plays a fraud because he is not a real inspector, but he does act as an Inspector. The inspector adds a great deal of tension and drama to the play. Priestley does this because he brings tension between the younger generation consisting of Sheila and Eric and the older generation consisting of Gerald, Mrs. Birling and Birling because of the inspector. Priestley uses the inspector as a substitute of him self to put his socialist points across this adds drama because we have to think about what he is trying to do. The four Birlings and Gerald are happily seated around the dinner table having an enjoyable night celebrating Sheila and Geralds engagement. All of them are feeling happy and are comfortable and relaxed and do not seem to have a care in the world but all of that is about to change. The scene is set in 1912, which is a pre war time. Also this is the time when the suffragettes were fighting for womens rights. Additionally this was the time that the Titanic was built. The unsinkable ship, which ironically sank, would set sail in a weeks time. The life that the Birlings live is very nice and easy but Priestley is showing how great things always end in disaster like the evening they are having. This is also ironic as he starts by telling us how the Titanic was unsinkable and it ended and just like he will go on to tell us how the Birlings lives are good at the moment but this will soon come to an end. The story does have some relevance to the early nineties even if the novel it was written in 1945. All these points are there to remind us of how not all good things last and how we should all look out for each other and not just for ourselves. An example is We are members of one body, said the inspector. This shows us that the inspector is enforcing the point of being part of one community and that we should look out for one and other. This also shows the link of how the inspector could just be Priestley in another form such as a ghost. I believe that Priestley is reminding us to look out for each other just in case any major wars happen and we have to rely on each other so thats maybe why he is enforcing this. When the inspector first enters the stage the atmosphere changes but not a great deal on first sight of the inspector. The inspector does not appear to be a big man but he does make him self appear strong and confident. He gives an impression that he will destroy them if they toy with him. Sheila changes the way she thinks and decides from now on she is going to be good. She has come to this decision as a result of the influence the inspector has had on her. His socialist views have been understood by Sheila and have changed her because she is going to start to care for other people. For example whoever that inspector was it was anything but a joke. You knew it then. You began to learn something. And now youve stopped, said Sheila. This shows us that the Inspector really has influenced Sheila and she has learnt something from what he is trying to say. Also she is showing the divide between the Birlings when they find out the inspector was not real as they now will not take responsibility for the death of Eva Smith but the youngsters will. The Inspector creates a split between the family by dividing the younger and older generations. He is a catalyst because he divides the family and makes them angry at each other. Gerald and Sheila will not get married because of the inspectors visit. Birling may not get his knighthood because of the visit from the inspector may cause a scandal. All these things are the effects of the Inspectors visit. All Priestley is trying to do is make everyone take responsibility for their actions, for example what he is doing to the Birlings. By doing this it makes the audience feel like they need to do the same thing but not act like the older generation of the Birlings but act like the younger generation. READ: Ohio monologue from the play by Nick Zagone Essay ThesisNear the end of the play the inspector is thought to be a fraud. The Birlings have various reasons to believe this. There was no information about him and he did not tell us anything about himself when he introduces him self. He is unknown in the force as the policeman Gerald asked said there was no such inspector. Also Birling is very familiar with the county police force and he said he had never seen or heard of an Inspector under the name Goole. The way he was working through the Birlings made them think he was a fraud as no inspector has ever done this to the Birlings before. Near the end of the play it is discovered that there is no inspector named Goole and he has never been seen on the police force. For example à ¢Ã¢â€š ¬Ã‚ ¦I met a sergeant I knowà ¢Ã¢â€š ¬Ã‚ ¦ He swore there wasnt any inspector Goole or anybody like him on the force here, said Gerald. This is proof there is no Inspector Goole and he really is a fraud. Also Theres is more proof because no other inspector works like him but it definitely is very effective as he left the Birling family in shambles. The Inspector is considered a fraud. Gerald is the first to question if the inspector really is an Inspector. He goes on to say that the inspector did not show all of us the same picture as he showed everyone a picture one by one so there is no evidence that he could have showed each of them all different pictures let alone the real Eva Smith. They all may have seen different photos. He then goes on to say that there was no evidence to prove that there really was a young girl called Eva Smith that had died. This is Geralds view of how the inspector works and how it makes him a fraud. The inspector also tells us how and why he works. Its the way I like to work. One person and one line of inquiry at a time. Otherwise, theres a muddle. This shows us how the Inspector explains how he works and why. This sounds like the real way an inspector should work which misleads us at the beginning of the play and makes us think he really is an inspector. This makes the story effective and dramatic because it all leads to a huge twist at the end when we find out the inspector does not really exist and there is no dead girl called Eva Smith however there is another twist at the end when they really do find out an Eva Smith had really died and an inspector is on his way over. This makes the story more interesting and more dramatic like a soap opera and it adds more suspense to the play. The inspector is used in the story as someone who is supposed to be like J. B Priestley. He is like a substitute for J. B Priestly and they are linked as the inspector is being used to put across his messages. The inspector is in the story to make the Birlings have responsibility for their actions. He is trying to make people think about what they do before they do it. Look before you leap as the saying goes. The inspector is trying to say that people should all be treated equally. All these messages are aimed at the audience as well as the Birlings. This is how Priestley gets his points out to us, through the link between him and the inspector. I think his main messages are that we are all part of one community, not individual people but we are connected one way or another so we have to care for each other and look after each other. For example à ¢Ã¢â€š ¬Ã‚ ¦. We are responsible for each other, said the inspector. This shows us the inspector has socialist views and does care about others apart from himself. READ: How does Charles Dickens use the ghost story genre to provoke fear in both the Victorian and modern reader of The Signalman EssayPriestley puts across message of capitalism verses socialism as he shows the Inspector, the socialist saying how we should not be like a capitalist but more like a socialist and care for one another. The inspector is a socialist as is Priestley and have socialist views. They are against capitalism, as they do not feel you should just earn a living for money and for yourself but you should help other people. The inspectors name is a pun for ghoul. This then leads us to believe that the inspector does not exist. He is some sort of ghost or phantom who is a nightmare to the Birlings. The Birlings have other beliefs that prove the inspector does not exist like Gerald. He finds out from another police sergeant from the county force that there is no one like or called the inspector they had met. In addition, the older generation seem to think it is all a hoax. For example Its a hoax of some kind, said Gerald. This shows that the older generation thinks it is some old fool playing a trick on them causing a scandal. There is nothing wrong with them believing this as they now have evidence that the inspector really is not an inspector but a fraud but that is only if he really does exist which is unknown to everyone. It could also show that the inspector is a bad ghoul playing tricks on family to have fun. He seems to know about he future because he knows what will happen to Eva Smith that no one else knows about, which may give the audience an idea that he is not a human being. He is another type of life such as a spirit that does not exist in our world, as it is virtually impossible to predict the future. He does make the Birlings scared of him as he breaks them down one by one leading them to confess. This may also show why he is a ghoul because he is scary. The inspector being a ghoul makes the audience more interested in the story because there is no obvious thing at the beginning of the story that gives him away but we all have our suspicions and this leads to tension as we want to continue to view the play to find out whether our suspicions were correct or not. This is another aspect that makes the play so good and again it involves the truth hidden behind the inspector. The inspector had an enormous affect on the Birlings. He caused them to fall out with each other and go against each other. From all what he told them the only people that actually learnt their lesson was the younger generation. The elders did not as when they found out the inspector was a fraud they were celebrating so what the inspector said went through one ear out the other. I think the family could get back to how they were before but it would be on Sheila and Erics conscience that they once helped lead a girl to suicide. Priestleys over all message in this story was we are all part of one community and we have to look after each other rather than just looking out for ourselves. If one person is affected in the community than all of us are. That is what Priestleys over all message is. I believe the over all role of the inspector was to play a substitute of Priestley to get Priestleys messages across to the audience and the Birlings. The Inspector has many hidden messages in him. He plays so many different roles and the he himself makes the whole story. He makes you think and puts across the messages, which to me is the point of the book. He is very effective and adds a great deal of drama.

Contract law examination Essay Example | Topics and Well Written Essays - 1500 words - 1

Contract law examination - Essay Example However, if the offeree asks for further details about the offer, the offer is not rejected and is still effective as seen in Stevenson v McLean. If the offeror makes the offer again, then the offeree can accept it. An offer also ceases to be effective when the offeree makes a counter offer to the original offeror. In Hyde v Wrench, it was held that a counter offer rejects the original offer. The offeror is not bound to accept a counter offer. However, if he accepts the counter offer, a fresh agreement is formed without any regard to the original offer. iii. Failure to fulfill a condition precedent to acceptance also terminates an offer. If the offeror has specified a definite mode of communication of acceptance which is not followed by the offeree, the offer ceases to be effective. In Manchester Diocesan Council of Education v. Commercial and General Investments Ltd, the courts ruled that an offer ceases to effective if the specified mode of communication of acceptance is not followed. An offeror has a right to revoke his offer at any time before its acceptance. For an offer and acceptance to be valid, effective communication is of paramount importance. An acceptance is not effective if it is not communicated to the offeror. In the given case, Ali sent a letter of acceptance of Yasmin’s offer to her but addressed it wrongly. Until the letter reaches Yasmin, Ali’s acceptance would not be effective as the acceptance would not have been communicated to Yasmin. Therefore, as long as the letter is in transit, Yasmin has a right to revoke her offer. The communication of revocation of offer is also very important. In this case, Yasmin notified Ali’s friend that she had revoked her offer. Assuming that Ali’s friend is a reliable third party, by the application of Dickinson v Dodds, Yasmin’s notice of revocation would be deemed to be sufficient and effective. After her revocation, she would not be bound to perform her promise when the let ter