Dramatic Iron In Tragedy Essay Example for Free

Dramatic Iron In Tragedy EssayDramatic derision is autochthonic in the experience of the tragedy people get shocked when tragedy strikes but they will murmur underneath that they had seen it coming though the victims did realize it. Neighbors and friends sound out signs of death, they are afraid to it directly or try to tell it indirectly and the victims can non believe or just cannot understand. Tragedy some sentences strikes when least(prenominal) expected, Lindsay a beautiful young Woman of two, separated from her husband because he abused her physically, her estranged her husband did not accept the separation though it was pass by a local judge. He visited her house often and without notifying her in advance, he claimed that house was still his home because they had bought the house together to begin with he started in drinking before that ruined their kin and turned their home into a battle field. Lindsay had no problem with that he was still the father of her childr en, though she no longer loved him, in fact she was seeing granted so that they could marry.She k in the altogether Andy would be jealousy if he got a wind that there was another(prenominal) man in her life but didnt think much about it and when Andy bumped on them kissing on the coach, she didnt think there was anything to stick about, furthermore they had decided that they should move on, in the best way each one k novel. Andy reacted coolly, and seemed to be okay as the shook work force with Lindsays new man, she was surprised by his calmness and understanding.When Andy offered to take Lindsay and their children out for dinner, she suggested that her new boyfriend should also as he had already met him and even implied that if he was seeing soulfulness he should also come with her. It didnt seem to be a good ideal to her man but she managed to convince him and together they left in Andys car towards a local restaurant. Andy was quite jovial through out the evening, talking nost algically of the old times they had shared as a family, he made it clear that he was fine and would respect. Lindsays decision to move on, he promised to help hasten the divorce to set her free.Andy drove his family and their new friend home, but as soon as he parked the car, he left outside and he held a pistol in hands he pulled he trigger and shot Lindsay and her man as he mocked them, telling them they can marry in hell. Luckily he did not efface his children but he turned the pistol to it and placed it on hid head, pulled the trigger and died on the spot. Lindsay was dead, her children became orphans, and she knew that Andy still bred her some of her friends had warned her that it was too soon to enter into another relationship but she had not hindered their advice.They knew Andy would get crazy with jealousy, some of them would not even believe that he had not started a fight with Lindsays boyfriend on the first day he savo together. Family members must have worried about And ys welfare especially after they realized that Lindsay was saving someone else, they knew how possessive case he was with her, the guessed that he could harm the man they knew that there was no way to take the pain and reaction he felt and so they just waited for time to heal his wounds.However, tragedy struck and all they could now say was they had seen it coming. Most tragedies that happen are as a result of all careless mistakes for deterrent example when someone dies in road accident, people will always say they knew it would happen, may be they will talk about his careless and fast effort or say that he left very angry or struck, they saw him getting into the vehicle but did not take leave him and he goes and trashes and dies.In every tragedy there is dramatic irony, and no matter how many tragedies strike people are always shocked and they never learn to stop the. Dramatic irony s endemic in the experience of tragedy, think of the humblest that killed may in the united state s, the US had now with Iraq, they knew they would strike them but did not take much precautions neither did they try to stop them, until the tragedy struck.When a bus gets involved in an accident, the lucky passengers that bus had been driving careless before the us crashed, they will have felt it before it happens but do nothing to stop it. I can use this to justify that dramatic irony is endemic in the experience of tragedy, and it will always be, no matter how hard we try. References Barnard B. A and Winn F. (2005) Access to Literature An Introduction to Fiction, Poetry and Drama amazon publishers, New York Diayanni R.(1997) Literature Reading Fiction, Poetry, drama and the Essay Amazon publishers, New York Dawson C. and Flood J. (2000) Spotlight on Literature McMillan serial publication Kennedy X. J and Gioia D. (2004) Literature An entrance to Fiction, Poetry and drama Interactive edition 9th Edition. Royle T. (1999) Scottish Literature McMillan series -Introduction to Liter ature McMillan series -Enjoying Literature McMillan series -Understanding Literature McMillan series -American Literature McMillan series English and Western Literature McMillan series

Padini Holdings Berhad Is A Malaysia Based Investment Marketing Essay

Padini Holdings Berhad Is A Malaysia Based Investment Marketing EssayPadini Holdings Berhad is a Malaysia-based investment holding caller-out. Padini has setup its operation in Malaysias app bel pains, manufacturing and trading. Its product line includes garments for men, women and children women shoes, maternity wear and fashion accessories for men, women and children.. It operates in Malaysia and Hong Kong. Its major subsidiaries include Vincci Ladies Specialties inwardness Sdn. Bhd., Padini Corporation Sdn. Bhd., Seed Corporation Sdn. Bhd., Yee Fong Hung (Malaysia) Sdn. Bhd., Mikihouse Childrens Wear Sdn. Bhd., Vincci Holdings Sdn. Bhd., Padini Dot Com Sdn. Bhd., The New World Garment Manufacturers Sdn. Bhd. and Padini International Limited.PEST ANALYSISPolitical FactorsIn order to reform consumers spending in the clothing industry, Mega Carnival Sale has been implemented by the Malaysian governing body is to be held 3 times a year. Its main conception is to promote Malaysia as a value for m geniusy shopping destination. This aggressive approach attracts the tourist to shop at the local raiment outlets, which in bout would increase foreign tourist spending and increases our countrys foreign ex deepen earnings. This would also encourage the Malaysians to shop locally, which would benefit Padini Holdings Bhd in terms of their sales. This has created an opportunity for the domestic companies. moreover the side effect of much(prenominal) activities would stimulate the domestic economy and increases the number of competitors in the domestic merchandise. Nevertheless, Padini Holdings would still stand out as a market leader.Economic FactorsMalaysias frugal growth is to be has been unstable fluctuating from -1.5 to -2.6 from 2008 to 2010. The highest growth was during the period of March to September 2009 which increases from -7, 8 to 5.7. The economic growth is expected to be due to the domestic market with growth in the private sector. The private sec tor makes up the majority of the Malaysian economy, with private consumption accounting for near 44% of gross domestic product. Love Malaysia, Buy Malaysia campaign was launched to by the government to get Malaysians to support domestic market and take holidays in local tourist sites. The government also subsequently launched a national campaign on wise spending, with the aim to educate consumers on the importance of domestic demand on the GDP growth and economic recovery as a whole.Social FactorsMalaysian is classified as an upper middle-income country, and considered as one of the most developed among the growing countries. Middle income households defined as those earning between RM1, 500 and RM3, 500 per month, and has increased from 32.3% of total household population in 1995 to 37% in 1999. The misfortunate-income group, categorized by household income of up to RM1, 500 per month, spends a proportion of this amount on food. Meanwhile, the high and middle income households s pend most of their money at hypermarkets. 3.4% of their income is spent on clothing and foot wear. Malaysias consumers lifestyle has been changing for the better due to the rise in education levels. High profile retailers as well as spherical mass media keep up shaped consumers buying behaviour, resulting in the Malaysians being more westernized. The Malaysians life leisure life revolves around trendy shopping malls. Therefore Padini Holdings Bhd has to be more update with the latest trends. They ready to advertise and keep the consumers informed and reminded that they still exist and provide the customers with quality and trendy clothes.Technological FactorWith the net and e-commerce, retailers can now sell their products online and deliver it to customers on their door-step efficiently within a timely manner. It can make customers life more convenient as they do not need to get their house to go purchase a product in the hypermarket and making the purchase at the comfort of th eir sustain home. Furthermore, retailers can also sell their products to the overseas market without the need to open a physical store in the foreign country. This helps Padini Holdings to earn more loot using online intermediaries and cut costs by not establishing new stores in certain atomic number 18as.PORTERS 5 FORCES4.1 Intensity of rivalry among existing competitorsIn todays industry, many company has increase its size in order to competitively fit. Most company now is equally big in terms of size. When the firms are of equal size, they ordain hold back to compete for the same resources such as brand image, market share, customers loyalty, and other factor. This would result in a high rivalry and a threat for Padini Holdings Bhd, especially since its competitors Giordano Holdings Bhd, Bonia Corporation Bhd and Esprit are of equal size. Hence, Padini has to compete with aggressive strategies, such as opening more outlets and creating new and trendier styles and designs to capture customers attention.Cost of switching is depressive disorderThe cost of switching is low, because customer provide only lease to compare prices of competitors clothing and services offered. They can also compare the styles of the clothing season. This increases the rivalry among competitors and Padini will never stop competing against Bonia, Esprit, Giordano to ensure that they make a sale, and that customers will al modes keep retuning because of the trendy clothing styles. This is a big catch for the competitors because constant denote counts in calling to the customers.4.2 Threat of SubstitutesIn the retailing and manufacturing industry for apparels, there is no visible substitute, because clothing is a basic need and necessity. However, there are potential substitutes in reaching to the customers. This is in the form of a non-retailing store, where by it is slowly gaining popularity in the Asian countries. Non-retailing include direct mail, online shopping, direct m ailers, telephone sales, direct selling. In Malaysia, we get to already seen this appearing such as SmartShop,Cosway, Amway, and others. However the treat of substitutes is weak, because there isnt an entry yet on clothing only maybe online shopping which is currently available at blown-up, but hasnt gained popularity in the Asian culture.4.3 The power of BuyersPadini has the same customer base as its competitors. Therefore, switching cost is low and if customers are not satisfied with the quality, and service offered it can switch easily to its competitors and purchase from them. The issue here is the fashion, how fashionable is the products of Padini and does it provide the better value to the customers than its adversary. The negotiate power of buyers here is moderate, and they can influence fashion and trend. Thus Padini must be sensitive to the customers ever changing trend to satisfy their needs. However, the products are differentiated, therefore buyers arent able to fi nd the same style and instead have to purchase from Padini even if the price is moderately high.4.5 Threat of entryThe existing companies such as Padini, Bonia and Elba have already established themselves with manufacturing. They are already operating at the lowest cost possible because their selling prices are much cheaper than foreign competitors. Since they achieved economic of scale it is difficult for new comers to come into the market, because they will face retaliation from the existing companies. New companies can come into the market, however they cannot operate in a large scale immediately, instead they can compete with smaller competitors that are not listed in the KLSE, and once they have been in the market for long and have expanded in size, can they start to compete with Elba, Padini, Espirit and Bonia.*Product DifferentiationEstablished firms like Padini, Elba, and Bonia already have brand identification and customer loyalties. It has taken several years to obtain th is through heavy expenditures spent on advertising, creating a good customer service, creating the products with style and fashion. As for Padini, they have acquired a large amount of market share after establishing its brand for a long time. Thus, entry here will be low because new companies will have to study the market and do good public relations to win the heart of consumers. Furthermore, it is very risky to build a brand name, because there is a potential of failure even if a big amount of money has been spent on advertising, thus suffering from a start up sack which may take years to recover.5.0 COMPETITORS ANALYSISWithin the apparel industry, here are a number of retailers that have already been well established such as, Bonia, Espirit, and Giordano that are direct competitors of Padini. They are selling the same product but it is highly differentiated in their style, design and services provided.5.1 5.2 Bonia Corporation BhdBonia was incorporated as a private company on 28 th August 1981, and became public on 22nd June 1993. The Bonia Group is involved in the designing, manufacturing, marketing, retailing, wholesaling and franchising of fashionable leather goods, accessories and apparel for the local and overseas markets. Bonias market share in Malaysia and Singapore is currently between 35% and 40%. Bonia has two factories in Malaysia. The strengths possessed by Bonia is that have a superior and well established brand name, compared to the formal wear at Elbas fashion menswear. They have also expanded into the foreign market such as New York, London, Paris, Tokyo, Hong Kong, and Thailand. Bonia has several promotional activities such as the members card, whereby point can be accumulated. The weakness of Bonia is that during the 97crisis, their financial performance had been affected, and in the later years, they had to change their strategy and focus on the core products and to ensure a profit, they had to dispose of their land which was meant for th e construction of apartments.5.3 Esprit Holdings LimitedHeadquartered in Hong Kong, Esprit Holdings Limited is engaged in the sourcing, retail and wholesale distribution and licensing of quality and lifestyle products designed under the globally recognized ESPRIT brand name. It has been a listed company in Hong Kong since 1993 and has a secondary itemisation on the London Stock Exchange since December 1998. The strengths of Esprit is that they have a very well established brand, and they have been expanding tremendously in the overseas market, and have ventured into new product lines such as sports wear and clothes for kids. They have beensuccessful in their financial performance, and have managed to survive with positive figures even during the dissipated events that took place in the economy.However, the weakness is that in Malaysia itself, they are not very aggressive in their advertising. They seldom advertise when there is a sale or when any other promotional events are takin g place or when they are launching a new clothing design.5.6 GiordanoThe company was established in 1981 and it is one of the well known and established brands in the Asia Pacific region especially Malaysia. Giordano is a retailer of unisex casual wear apparel supply to a market which is young and looking for affordable clothes. Simplicity is perhaps the most important guiding principal of the brand Giordano feels that by keeping everything simple. The strengths of Giordano are that it offers simple clothing in terms of its designs. It is cheap compared to other foreign competitors like Esprit, and even with these affordable prices, their products are of good quality. The weakness however is that they have been doing poorly in their financial performance ever since the 97crisis took place. Thus, with insufficient funds, they are not able to aggressively advertise and expand their outlets across the Malaysia region.ConclusionThe get word success factors of Padini are that they are very aggressive in their advertising compare to most of their competitor. They recognize the value of promotions and advertising as a way of building a brand image. This incepts a strong image in the customers mind that it is a brand of great value and affordable for them. Padini is always one of the top few brand in the customers list when they buy their clothes especially formal dressings. Padini is always implementing new concepts diversely in the apparel industry in order to be unpredictable and stand out from its competitors. The firm is also began to expand into overseas neigbouring countries such as Bangkok and Thailand. This accounts for one of its globalization strategies. The downside of this company is that it has too many different brands. Their famous brands is Padini Concept and Vincci which is widely known by the consumers whereas the other brands are not well exposed to the customers. well-nigh of them maybe known to the customer but they do not know that they belon g to the same family.

Challenges and Opportunities in the UK Labour Market

Challenges and Opportunities in the UK Labour Market1 The Business dictionary defines the work merchandise asThe nominal market in which employmenters find opening work, employers find willing workers, and w eld rates atomic number 18 determined.Labour markets may be local anesthetic or national (even international) in their scope and ar made up of smaller, interacting labour markets for different qualifications, skills, and geographical locations. They depend on exchange of information surrounded by employers and job seekers or so wage rates, conditions of custom, level of competition, and job location.Although not as heavily adjust as many a(prenominal) other countries, the UK labour markets are regulated in many different ways, these include valueions against oppression and discrimination, enhance efficiency, attribute responsibility, improve health and safety conditions, offers security, cut costs relating to employee/employer opportunism, and encouraging behaviour from employees and employers by imposing costs and rewards. commerce regulations exist to provide flexibility to employers and job and pecuniary security to employees. It is vital in reducing poverty, supporting growth and employment with equity.Some argue the UK is not regulated enough e.g. TUC has called for greater protection in some areas of employment and argued for measures to further support collective bargaining. Whereas, Employers take on complained that increase regulation restricts flexibility, concomitantly in successions of economic burden.For regulations to be effective they must be implemented well and enforced.Social partner institutions such as, the arbitrement and Conciliation Advisory Service (Acas), the Low Pay Commission (LPC), the Health and Safety Commission (HSC), and the UK Commission for Skills and Employment (UKCES) regulate and influence the labour market via interposition and enforcement, to improve practices within the piece of work.Regulation hind quarters also exist in the form of accreditation, e.g. a licence is required to perform a particular service. The number of professionals within the UK continues to expand. In 2014 nigh 24% of workers were classified professionals.Regulation has brought an end to the closed shop, restricted the ability to strike, and mess union governance.Although employers complain about regulation, it is recognised that it provides them with a level playing field in the market place.The UK economy is recovering, all be it s small-scaleer than before. Recovery has not been helped by financial problems within the Eurozone, impacting on export markets. However, employment has now surpassed pre-recession peaks in terms of jobs (2012) and hours worked (2013).More lately there has been an increase in the number of jobs at some(prenominal) the top and the bottom of the job market, with significant fall in skilled trades in the middle resulting in an hourglass labour market.Although long term unemploym ent has increased, the UK has been relatively thriving at keeping people in employment employment rate, generally increasing each year since 2012, climbing to 73.7% (ONS 2015). Unemployment rates flip fallen, however those with low skill levels and the young existence much harshly hit. Youth unemployment has fallen sharply, and stands at around 22%. (UKES 2014). Although it should be remembered that importantly more(prenominal) young individuals are staying on in education, and enter the labour market much later than in the past, as graduates.The number of self employed has continued to grow, equating to 83% of net gains in employment since 2007 (Ashworth et al 2014). However, earnings with this sector have also dropped considerably.In addition to the growing self employed, the UK has also seen a substantial increase in other less secure employment. Since 2010 there has been a 50% increase in temporary work, zero our contracts, and government training schemes (OECD 2013).Empl oyment within administrative and secretarial roles, and low skilled manual roles, continue to decline in many industries as technology advances. The world is becoming smaller, and many tasks/roles becoming automated. Many employees will find it necessary to retrain to keep up with technology advances and the changes it inevitably brings. Technology en adequate to(p)s change, cost savings, and investment. Employees can now work from anywhere in the country/world quickly and efficiently, with the Financial Services, Specialist Engineering, and I.T. being amongst the industries leading growth and all greatly dependant on technology. on that point has been an increase of steeper skilled workers commanding graduate(prenominal)er pay, within some industries these include advanced manufacturing, creative and digital sectors (HM Treasury, 2011). Evidence shows those with higher skills and qualifications are more likely to remain employed high-lighting the sizeableness of high skills on j ob market outcomes.Research shows a drop in real wages of roughly 2% each year since 2010. (UKES 2014). By the end of 2013, real wages were roughly at levels of a decade previous.Removal of the default retirement age and changes to pension schemes, has seen individuals functional longer, putting pressures on employers to ensure their policies and practices relate to older employees, and older employees needing to constantly retrain to meet the demands of different roles across their working life. at that place has been a drop of 19,000 people on Government supported training programmes.Public sector employment has also fallen, with numbers at lowest levels since comparable with(predicate) records began in 1999. However there has been a significant increase within unavowed sector.Although it still exists there has been a reduction in the gender pay gap. IFS research shows an average difference in womens pay compared to actor is 18%. This increases again after women have children. Freedom of movement within an ever growing EU, in addition to an increase in migration from outdoor(a) the EU, has brought a large number of migrants into the UK looking for work the number of non-UK nationals employed in the UK grew from 986,000 to 3.22 million 2015) between September 1997 and 2015. Many of which are employed in low-skilled work.Women, people from minority ethnic groups, people with disabilities, and those aged under 25 and over 55 old age are all more likely to be either unemployed or economically inactive (Brewer et al., 2012).More women in the workplace, with more part time roles, and family friendly policies available. 1971 37% climbing to 69% by September 2015.The number of employed has increased to just over 4.1 million between 1992 and 2013 those over-50 increasing by 3.2 million, under-25s falling by almost 800,000.By 2013 the number of over 50s increased to 29% from 21% in 1992.16 to 64 year-olds with a degree or higher-level qualification increased to + 20% in the last 20 years. 2014, approximately 24% of employees were classified as professionals in the UK.Goods and services traded globally, are now quintuplet times the value in 1980.2 Employment relationships are both an economic exchange (agreement to give wages for work) and a power relation (employee agrees to pass judgment the employers authority).The psychological contract (Rousseau 1995), relies upon reciprocal expectations between the employer and employee being met. If violated employees may become de-motivated, and inefficient.Organisations have a huge variety of methods available to them, which involve the employee in the decision making process, making them feel valued and motivated which in turning, supports both the traditional and the psychological contract, enabling a positive working relationship, innovation, and high performing teams, these includeParticipation empowers and motivates the employee by involving them in decision making. Teams are also trusted to make decisions for themselves, and encouraged to take responsibility for the quality of their deliver work.Examples include forcing out groups, whereby employees are delegated resposnisbility to make important decisions, suggestion schemes providing employees with a channel to make comments and put forward new ideas, delegation of responsibility to employees at all levels, particulalry those on the front line and multi directional decision making allowing decisions to feed not only top down, but upwards and sideways too.Employee fight is also sometimes referred to as Employee Involvement.Employee Involvement is the level of employee contribution. A one-on-one approach between employee and management. Employee is involved throughout the decision-making process, therefore encouraging employee ownership.Information is the methods utilise by organic laws to communicate information to their employees e.g. newsletters, information pinned to notice boards, inner ne devilrking, emails , and a combination of cascaded briefings, face-to-face communication from senior management and employee representatives.Consultation is the process utilize by organisations toconsult both directly with their employees, via face-to-face upwards communication, or staff surveys for example, and validatoryly via employee representatives. e.g.Joint consultation review issues deemed to be of frequent interest/ importance to all parties, at unionised/non-union workplaces, predominantly private sectorCollective federal agency Predominantly in public sector and some large private sector businesses. Involves negotiation between employee representatives (unionised/non union) and senior management on pay and other conditions of employment.Partnership schemes employee representatives and employers stress mutual gains. Tackle issues via co-operation. There is a high commitment to sharing information.Employee forums groups of mixed groups unionised/non-union employees meet with managers to share information and consultation. Employees can have a significant influence on the outcome.Partnership working is where employers and employees and/or their representatives work collaboratively to make decisions and plan exertions. Partnership can take shape in a formal agreement between an employer and a trade union, but it is also consumptiond to refer to a way of working in co-operation (Reilly, 2001).Employee relations today, includes both collective and individual relationships, with alternative direct and mediate channels for employee vowelise emerging, including communication and involvement via team briefings, staff surveys, project working groups, social media, joint consultation, collective bargaining etc.Although union rank within the UK has fallen since 1980s, and employment relations without the involvement of unions is the norm within some industries, collective bargaining still has a considerable influence on European labour regulations. Typically where an o rganisation is unionised a significant number of employees will be members. Unions will bargain on be half(a) of the employee, and/or come in with hostilitys between employees and management. As they represent large number of employees they are much harder for management to ignore. They can also protect the employee from victimisation.Another major benefit of belong to a unionised organisation is that management can be legally bound to take procedures more seriously. In addition, unions have the power to threaten industrial activity.Trade unions are still a strong force, primarily in the public sector, and large private sector companies. The majority of working population however, do not have vex to union representation. Some parts of the public sector do not recognise trade unions impacting on collective bargaining, representation in grievance, disciplinary matters etc, within large parts of the private sector.Smaller firms use more informal relations for consultation, using i ntermediaries offering advice primarily on the internet and in publications. However, many small firms operate without procedures and as such can lead to inconsistencies in employment relations.Non-union consultative committees are becoming common place in private sector, filling part of the gap generated by the decline in collective bargaining the consultation process giving access to management enabling dialogue.In redundancy situations where no trade unions is recognised, non-union employee representatives must be advised and consulted of redundancies of +20 employees is proposed within a 30 day period.Bryson comprise that direct voice makes a particular difference in union settings suggesting that more channels makes for an employee voice with more impact.Elgar defines employee voice as the ways and means through which employees attempt to have a say and potentially influence organisational affairs about issues that affect their work and the interests of managers and owners. Wi th a mixture of direct and indirect consultation and communication methods leading to higher levels of commitment, job satisfaction and job discretion.Initially employee voice was firmly equated with trade unions and collective bargaining, but more recently is viewed as a broad range of methods enabling employees to have a say about their organisation it can be via both formal and informal organisations, direct individual channels or indirect collective representation (CIPD 2010). Mechanisms can include one-to-one conversation between employee and employer, email communication, work/project groups, social events, suggestion schemes, profit-sharing, employee consultative committees and trade union representation.Research generally supports the notion that employee voice is beneficial to the working relationship of both the individual and the organisation where employees are allowed to express their views and opinions, put forward suggestions for improvements, they feel recognised an d valued. Data shows employee,employer relationships improve as trust increases and employee engagement and in turn performance increases. (Morrison et al. 2011).Farndale et al. (2011), argues that employee voice enables employees to communicate their views, and creates the belief that their contributions are valued, creating a level of respect and trust for their managers.Employee voice allows employees to feel recognised, listened to and valued, conversely, if no mechanisms for employee voice exist, or employees believe their views will have little or no influence it is likely to affect their attitudes and relationship with management (Farndale et al 2011).Truss et al. (2006) argues that one of the major drivers of employee engagement is employees being able to feed their opinions upwards.Research therefore suggests that there is likely to be a link between employee perceptions of voice and engagement, and increased engagement is proven to increase performance.3 Organisational mis behaviour is defined as any intentional action made by members of an organisation that defies and violates shared organisational norms and expectations, and/or core societal values, mores and standards of proper conduct. (Yoav Vardi and Yoash domestic dog 1996).Misbehaviour can be both minor e.g. poor timekeeping, and major e.g. stealing company resources. It can be internal and external, with the main aim being to hurt/damage others or the organisation, e.g. mistreatment, disruption and theft.Misbehaviour usually occurs where an employeefeels that they have been unfairly treated,unclear of job rolebullying and harassment in workplacelack of traininglack of equalityand choose to repay this perceived unfairness by mibehaving. Misbehaviour inevitably leads to more management controls.Conflict in the workplace can take many forms includingan employee becoming withdrawn from the organisation,two workers who are not getting on,employee representatives and management at stand-off,an emp loyee with a grievance,rivalry between teams, ora lack of trust and co-operation between employees and management.Where contravention exists, an organisation may experience a drop in motivation and in turn a drop in productivity, increased absenteeism, and increased negativity on staff surveys, and a general change in behaviour. By listening to employee views can help identify conflict, and take action to prevent the conflict becoming a problem.If conflict is not managed it can lead to strike action or even tribunal claims Intervention at an early stage by management is crucial. When negotiation cannot propose a workplace dispute industrial action typically follows.The three main forms of industrial action arestrikeaction short of a strike work to rule, overtime ban, or go slowlock-out the employer stops employees from workingOfficial industrial action is authorised by the trade union. Employees have a minimum level of protection. Employees have excess protection where the union has appropriately balloted its members.Unofficial industrial action is action which has not been endorsed by any trade union. There is usually no redress to argue unfair dismissal, if dismissed whilst taking part in unofficial action.Some conflicts are extremely visible. e.g., a heated exchange between two employees, or a stand off between management and an employee representative, and may result in misbehaviour.Organisational misbehaviour is defined as any intentional action made by members of an organisation that defies and violates shared organisational norms and expectations, and/or core societal values, mores and standards of proper conduct. (Vardi and Wiener 1996). e.g unauthorised absence, pilfering or sabotage.Conflict that is ignored will ofttimes escalateRecent industrial action trends areIncrease in private sector strikes however public sector lost significantly more long time due to large scale strikesA decline in collective conflictincrease in individual conflict, in cluding strike, grievance or disciplinary measuresSignificant drop in strikes since 1980s mainly due to reduced trade union density and collective bargaining, and partnership working with employers. (WERS) average days lost fell to 0.5 million by 21st century1999 employment tribunal cases soared +100,000, peaking again in 2006/7 with 132,500 applicationsPay is the principal cause of labour disputes with the exception of 2009/2010, principal cause was redundancyThe number of ballots up to 650, from 484 in 2013.Increase in multiple claims. Majority relating to equal pay claims against local governance due to 1997 national agreement to seek single status of pay across employees.It is vital that managers are trained to enable them to deal with conflict.To help managers carry on conflict they shouldbe trained to recognise signs of conflict, handle difficult conversations, manage absence, mediation and negotiation skillsspeak to their employees and letting them speak freelyinvestigate c onflict situations, and give sufficient time to finding resolutionencourage open communication and expression of views in meetings and appraisals for examplerecognise the importance of feelingslisten to what their employees are sayingidentify development and training opportunitiesexplain and include employees in planningtreat all employees fairlyensure safe working conditionshave clear procedures particularly discipline, grievance, dispute procedures, absence and bullying and harrassment to ensure consistencywrite mediation into contracts of employment and/or grievance and disciplinary proceduresidentify when outside help is neededThird party involvementWhere a dispute cannot be resolved using negotiation, unions and management may agree to approach Acas to resolve the dispute using conciliation, via independent support and advice. 70% cases who used ACAS, were settled or withdrawn before proceeding to an Employment Tribunal.Conciliation is used when a potential or an actual claim h as been made to an employment tribunal. An impartial, independent somebody supporting two or more people in dispute to resolve their differences. Parties are not required to come face to face, as can be conducted over the phone.Pre-Claim Conciliation(PCC) saves time, money and stress. It promotes a quick solution for the employer and employee which may help to avoid a permanent breakdown in the relationship.Mediation is the most widespread form of conflict resolution. It is a form of early intervention and involves an impartial, independent person, or trained employee supporting two individuals/groups reach resolution, and maintain working relationships. Mediation does not make any judgments or determine the outcomes. They use appropriate tried and tested techniques to get people talking and listening and help determine the underlying causes of the problem. The mediator will try to get the parties to compromise and protect their working relationship for the future.The plus side of t his method is, it can improve communication between parties, get them talking again when relationship had confounded down, it is without prejudice and is flexible so resolution can be tailored to fit. However, the downside of this method includes, success is determined by how competent the mediator, it may not protect legal rights, and is relient on employee full co-operation and good faith, if pertinent parties are missing the process is weakened.Arbitration is a dispute which is settled by an independent person who considers everyones point of view and then issues a decision which is binding. An employee who believes they have been unfairly dismissed, has a kick under the flexible working regulations, may have their complaint heard by an independent arbitrator who is appointed by Acas, if both sides agree.The plus side of this process is, it is completely confidential, it is formal and therefore minimises bad faith, it is faster than the courts as there is less backlog, and the process is much shorter and therefore much less expensive. On the downside, success is dependent upon the arbitrator, right of appeal is limited, and confidentiality is not capable in all disputes.Government has hi-lighted the importance of mediation in the workplace and extended the use of conciliation in-order to encourage the resolution of workplace disputes. 2012/13, over half of the cases (22,630) referred to PCC were resolved with less than a third progressing to tribunal (Acas, 2013).ReferencesACAS. (2008). Conflict_at_work. open http//www.acas.org.uk/media/pdf/f/j/Acas_Research_Conflict_at_work_03_08-accessible-version-July-2011.pdf. Last accessed 25.09.16.ACAS. (2014). Managing Conflict and Resolving Individual Employment Disputes in the modern Workplace. Available http//www.acas.org.uk/media/pdf/6/9/reframing_policy_paper_FINAL.pdf. Last accessed 25.09.16.ACAS. (2016). Disputes and conflict in the workplace. Available http//www.acas.org.uk/index.aspx?articleid=1662. La st accessed 25.09.16.ACAS. (2014). Workplace Dispute Resolution and the Management of Individual Conflict . Available http//www.acas.org.uk/media/pdf/q/a/0614-Workplace-Dispute-Resolution-Thematic-Review.pdf. Last accessed 25.09.16.Alessandra Sgubini, Mara Prieditis Andrea Marighetto. (2004). Arbitration, Mediation and Conciliation differences and similarities from an International and Italian business perspective. Available http//www.mediate.com/articles/sgubinia2.cfm. Last accessed 25.09.16.Anne Sharpe. (2014). Early Conciliation. Available http//www.acas.org.uk/index.aspx?articleid=4018. Last accessed 25.09.16.CIPD. (2012). Managing employee relations in difficult times. Available https//www.cipd.co.uk/binaries/managing-employee-relations-in-difficult-times_2012.pdf. Last accessed 25.09.16.CIPD. (2015). Employment Regulations and the market. Available https//www.cipd.co.uk/binaries/employment-regulation-and-themarket_2015.pdf. Last accessed 25.09.16.CIPD. (2010). Voice and engag ement how does collective consultation contribute? . Available http//www.cipd.co.uk/binaries/5149_Voice_and_engagement.pdf. Last accessed 25.09.16.Craig Holmes and Ken Mayhew. (2012). The changing Shape of the UK Job Market. Available http//www.resolutionfoundation.org/wp-content/uploads/2014/08/The-Changing-Shape-of-the-UK-Job-Market.pdf. Last accessed 25.09.16.DifferenceBetween.com. (2014). difference-between-employee-involvement-and-vs-employee-participation. 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Tamil Cultural Identity Abroad Cultural Studies Essay

Tamil Cultural Identity Abroad Cultural Studies EssayBharatantyam has been embedded in the Tamil civilization since centuries, transmitted from generation to generation and evolving oer time to up cumber its sacredness and its representation of the states traditional individuation. Today Bharatanaytam has spread worldwide, performed and practiced across countries and accepted by both(prenominal) traditional and modern masses. However it was only after its rebirth in 1930, when the Devadasi Act was passed, and due to E. Krishna Iyers reworking of the moves movement vocabulary into a soci in ally accepted dance form (On, 2011), that Bharatanatyam gained its respectable social status and hence today plays a crucial role in portraying Indias heathenish and traditional identity. This portrayal may be seen as what Bourdieu would call a habitus, which is created by dint of a social, rather an individual process leading to patterns that are enduring and transferrable from one context of drop to a nonher (Powercube, 2012). More precisely, Bharatanatyam is a social measure used to maintain and promote a certain(prenominal) habitus, defining the cultures values which are transferred both finished time and across the nations, whilst also acting as a guide for the Tamil generations today. This essay analyses, based substantially on Bourdieus habitus theory, to what extent Bharatanatyam shapes Tamil cultural identity, specially abroad.Art forms in general, especially when practiced over centuries, relieve oneself proven to be central to any nontextual mattericulation of ethnic identity (Hyder, cited in David, 2009) and this is even to a greater extent true when a population lives immaterial of its home nation. There were, and still are, a significant amount of Tamilians that immigrate from India and Sri Lanka to the unite Kingdom, especially during and after the British colonialism period. For many Tamilians in London, especially the older generation, Bharata natyam is the element that contains within it all of their cultural and religious identity it represents an idealism that they mustiness try to incorporate and preserve. Bharatnayam acts as what Foster would consider an ideal body, something that the material body looks up to and tries to achieve. This ideal cultural representation in Bharatanaym has been transmitted over the years to future generations and to this day young Tamilians explain how Bharatanatyam is part of their culture and prevents the culture and religion from being forgotten, especially in the West (David, 2009). Two students, Maya and Mahumita, beef up this statement by confirming that studying Bharatanatyam is their way of learning about their cultural heritage whilst living abroad. For example, most of Bharatanatyams bodily movements and facial expressions bear a prominent representation that of Tamil womanhood. This can be seen in small gestures such as the applying of the kumkum on the forehead (in represen tation of the third eye), the plaiting of the hair or the folding of the sari, all symbolizing a feminized social body (David, 2009), describing how a woman should appear and behave in this cultural context. Anformer(a) more than specialised example would be that of the heroine grapheme, known as the nayika, and how she uses stylized gestures to prepare herself to meet the hero, the nayaka. Through these gestures the dance transmits an idea of muliebrity and grace which acts as an ideal for all Tamil women to try live up to and admire. This also links to Bourdieus concept of doxa, which is formed through a combination of unspoken norms and beliefs that are taken-for-granted assumptions or roughhewn sense behind the distinctions we make (Powercube, 2012), which in this case is the portrayal of how women are expected to behave. These characteristics that Tamil women need to behold are part of an unstated go on that is reinforced through the dances movements and storytelling, con stantly reminding the Tamil population, and women in particular, what their role is society is. As author Ann R. David explains, for the Tamil middle class, Bharatanatyam promises respectability and a traditional femininity and is, therefore, a prized carrier of tradition (David, 2009). As a result, purity of Tamil tradition, their rituals and religion, their language and their social behaviour, such as the importance of womens chastity in the Tamil civilization, is upheld substantially through Bharatanatyam it is considered an influential tool used to craft social status and conduct, uniting Tamil cultural identity across the world.However, offset printing-generation Tamil immigrants, and especially Tamil Hindu groups, are concerned that the external pressures of the West may overwhelm the younger generations and cause them to lose sight of their national identity as Tamilians. In order to preserve this sense of cultural identity, several schools have been built abroad to encoura ge and indulge the youth in their Tamil culture, ensuring that their root are not forgotten. These classes would, according to Ann R. David, allow the transmission of traditional culture and assist immigrants in maintaining Tamil identity in local diasporic settings where the acquisition of Tamil social, cultural, and religious values does not necessarily take place (David, 2009). Most Sri Lankan Tamil temples and Tamil weekend classes in London are led by Tamil conservationists who try stay true to their cultural identity by discouraging their dance pupils to attend international performances to keep them from any outside influences. In addition, most of the syllabus is written and taught in Tamil, despite the fact that the second generations are likely to have grown up with English as their first language given their educational and social context. This obsession to ensure that Bharatanatyam is practised and incorporated in the lives of immigrated Tamilians means that, as a resul t, the dance now bears more rituals and ceremonies attached to it today than it had during the period of its revival (David, 2009). For example, the offering of flowers on stage, known as pushpanjali, and the dedication of bells on the stage are common rituals now that were not required previously in Bharatanatyam. As part of their cultural essentialism none of the teachers in the London Tamil temples have introduced any creative or just about unconventional material to their students, ensuring that the history of the dance is untouched in order to transfer a pure concept of their Tamil cultural identity. This may be considered as what Bourdieu refers to as misrecognition, similar to Marxs concept of false consciousness, which is the conscious manipulation of a certain group or individual. In this case, the conservationists use Bharatanatyam to encourage certain social pressures that have been accepted without questioning such as, as previously discussed, the role of obedient wome n in the Tamil society.But is this pressure of preserving Tamil traditions through Bharatanatyam having the contrary effect and pushing away the younger generations from exploring their cultural identity? Some may argue yes, as certain teachers and practitioners, mostly in other countries in Europe and in North America, support Tamil nationalism through change and development. Aided and supported by the LTTE (Liberation Tigers of Tamil Eelam), Tamil Sri Lankan nationalism in particular is encouraged to evolve through more creative Bharatanatyam choreographies. For example, a Bharatanatyam piece was choreographed narrating the story of a military woman who sacrifices her male relatives to be a part of the Sri Lankan war. These types of narrations are unconventional compared to any of the traditional Bharatanatyam stories which usually involve Gods and their relationship with mankind. Another example would be the Akademi centre today whose end is to enlarge received aesthetic defini tions of the traditional and classical through strategic acts of cultural translation and situate Indian dance on the multicultural interpret of Great Britain (Meduri, 2004). Therefore, this modernising of Bharatanatyam and the usage of its representative symbolic movements to express contemporary concerns is going against the work of the preservationists. This contemporary development of Bharatanayam can be seen as creating a new, more current and perhaps global cultural identity.This sense of global identity seems to be growing, even in Britain, especially amongst the second generation as they have no strong, direct ties to their homeland. They hence tend to see themselves more as British, British Asiatic or British Hindu citizens who are made up of both cultures, yet belong strongly to neither of them. These young Tamilians are part of a global youth culture (Saldanha, cited in David, 2009) which means that they hold a global identity, unlike their elder relatives who struggle to maintain their traditional cultural identity whilst living in a different country amidst a completely different set of values. In the late 20th century all Indian dance forms were put under the label of South Asian dance, despite the fact that South Asia evidently consists of many more countries than just India, hence not only creating a rather vague category for these Indian dances but also merging internationalism within nationalism. The specific classical dance Bharatantyam being thrown amidst numerous other Indian dances and renamed as a part of a South Asian dance was a huge turning point as it enlarged the Indian label and made open the diverse dance, performance, and theatre practices of the Indian/Asian diaspora (Meduri, 2004). But some Bharatanatyam dancers and teachers, such as Mira Kaushik, encouraged this relocation of Bharatanatyam dance within the broader category of South Asian dance. Kaushik claimed that although Indian dance might look Indian, it is South Asian dance in the United Kingdom because it is performed not just by immigrant dancers from India but by hundreds of South Asian dancers belonging to the different nations of Pakistan, Bangladesh, Nepal, Sri Lanka, India, and Africa (Meduri, 2004). One may argue that Kaushik challenges the idea that Bharatanatyam is specially reserved for Tamilians as their source of cultural identity she brings a whole new concept to Bharatanatyam by suggesting that it can appeal, be understood and performed by many other nationalities. This reform therefore alters and reshapes the key tool Bharatanatyam that traditionally promotes the estalished Tamil habitus. By reintegrating Bharatanaytam with a more futuristic and contemporary aspect, it challenges the cultures original habitus and its centuries of unquestioned customs.Therefore Bharatnatyam may actually be seen as a source of creativity and as a catalyst for a new global identity, rather than a source of tradition and preservation of a rigorously Tamil identity. Bharatnayam has been adopted and reworked since the very beginning of the 1900s by the West, especially in the United States to begin with. For example, in 1906 Ruth St. Denis, the co-founder of the dance company Denishawn, was hugely godly by South Asian dance and she immersed herself in Indian writings and culture. She used these resources to later on choreograph dance pieces, such as Incense, The myth of the Peacock, Radha and further on group productions such as The Flute of Krishna in the 1920s. Another distinct dance pioneer, La Meri, even created a rendition of pad Lake through Bharatanatyam vocabulary. Especially since the 1930s Bharatnayam has opened up as men now feel comfortable to interpret womanly roles, whilst also many dancers from outside of the Tamil nationality have began practicing Bharatanatyam, even to a professional level.But does this globalisation of Bharatanatyam necessarily affect the preservation and the influence it has on the Tamil po pulation and their cultural identity? Rather on the contrary, although Bharatantyam has been increasingly globalised since the early 1900s, the dance in itself to this day remains associated with tradition and symbolism. Both in local Indian communities and abroad, Bharatanatyam is an art that globally and continually promotes the habitus of the Tamil community and its values whether a non-Tamilian dances it, whether a contemporary story is being told, whether a man dances a womans character the movement vocabulary and the concepts behind the dance remains the same for example, even the interpretation of Swan Lake by Le Meri through Bharatanaym essentially needs to use the dances symbolized codes to tell the story. Bharatanatyam is based intricately on traditional meanings, and therefore whatever context it may be placed in, it will stay true to its Tamil origin. Especially in countries such as Britain and Indonesia where the Tamil population is significant, Bharatanatyam remains a key pathway to not only identify themselves with their distant Tamil customs and embody their cultures habitus, but to spread it worldwide.Word count 2,005

Plato Vs. Aristotle :: essays research papers

Plato vs. Aristotle     Plato and Aristotle, two philosophers in the 4th century, hold polarviews on government activity and philosophy in general. This fact is very cleverlyillustrated by Raphaels "School of Athens" (1510-11 Stanza della Segnatura,Vatican), where Plato is portrayed looking up to the higher forms and Aristotleis pointing down because he supports the natural sciences. In a discussion ofpolitics, the stand point of each philosopher becomes an essential factor. Itis not coincidental that Plato states in The Republic that Philosopher Rulerswho possess knowledge of the good should be the governors in a city state. Hisstrong interest in metaphysics is demonstrated in The Republic various timesfor example, the similes of the cave, the sun, and the line, and his theory ofthe forms. Because he is so involved in metaphysics, his views on politics aremore theoretical as opposed to actual. Aristotle, contrarily, holds the viewthat politics is the ar t of ruling and being ruled in turn. In The Politics,he attempts to outline a way of governing that would be ideal for an actualstate. Balance is a main word in discussing Aristotle because he believes it isthe necessary fragment to creating a stable government. His less metaphysicalapproach to politics makes Aristotle more in tune with the modern world, yet heis far from modern.     Platos concept of what politics and government should be is a directresult of his belief in the theory of forms. The theory of forms basicallystates that there is a higher "form" for everything that exists in the world.Each material thing is simply a federal agency of the real thing which is theform. According to Plato, most people cannot see the forms, they only see theirrepresentation or their shadows, as in the simile of the cave. Only those wholove knowledge and contemplate on the reality of things will achieveunderstanding of the forms. Philosophers, who by rendering are knowledgelovers, are the only beings who can reach true knowledge. This concept has tobe taken a step further because in The Republic, Plato states that philosophersshould be the rulers since they are the only ones who hold the form of the good.Plato seems to be saying that it is not enough to know the forms of tables ortrees, one must know the greatest form--form of the good--in target to rule. Thereasoning is if you know the good, then you will do the good. Therefore,philosopher rulers are by far the most apt to rule.     In The Republic, Plato builds around the idea of Philosopher Rulers.

Hairspray: The Cost of Beauty Is Too High Essay -- Beauty

Throughout the decades, womens fashion has evolved many judgment of convictions, each time creating a fashion stamp unique to that particular decade. One thing has remained the same and managed to remain a part of every era hairspray. It is a decorative product that is meant to hold hair in its place. A lot of products we habituate today are may have unseen consequences to daily usage. A product I use almost daily is hairspray. I always knew hairspray was bad for the environment because of the aerosol that was in them would break down the ozone layer, so I began to fount at a specific hairspray that I use just about every morning and night, Sebastian Shaper Hairspray, Regular, Styling Mist for Hold & Control. This specific Sebastian Hairspray product is non only bad for the environment it is also bad for humans and animals. Sebastian Shaper Hairspray Styling Mist for Hold and Control is bad for many reasons. To begin with the people who use the hairspray are slowly harming their body because the hairspray contains many harmful chemicals like alcohol, carcinogens, propellants, propane, and artificial fragrance. These substances can cause irritation of the skin, lungs and eyes, low blood pressure, breathing difficulty, and coma. It is currently unfathomed whether ingredients in hairspray are safe for humans to use, but many of the ingredients in this hairspray are unstable compounds and have potential to be harmful. For example before the 1970s hairsprays contained the propellant vinyl chloride (VC), it took more than a decade to ban this ingredient even though it was known to be harmful for humans. According to the National appoint of Health, As angiosarcoma of the liver (ASL) is a sentinel cancer from exposure to VC, identification of thes... ... 27 Mar. 2009. Web. 06 June 2012. .Multilateral Investment Guarantee Agency Environmental Guidelines for Aluminum Manufacturing. Http//www.miga.org/documents/AluminumManufacturing.pdf. Web.occupatio nal Safety and Health Guideline for Aluminum. Occupational Safety and Health Guideline for Aluminum. United States Department of Labor. Web. 06 June 2012. .OCTINOXATE. National Library of Medicine. Web. 06 June 2012. .Wong, Curtis M. Hungary Factory Reservoir Bursts, Floods Towns With Toxic Waste. The Huffington Post. TheHuffingtonPost.com, 04 Oct. 2010. Web. 06 June 2012. .

Digital Piracy :: essays research papers

All around the world people connected to the meshing are downloading free digital content through P2P file sharing software.Intellectual property rights are being broken as people are downloading free content through P2P (Peer 2 Peer) networks, and illegal websites online. Production companies tint do anything about that beca utilisation developers of this type of software cant be blamed for what people share. And no one can track the people behind the illegal websites.Production companies took a bold step forward by uploading their content online. People now are not obliged to buy a full album to listen to one song, for a minimal hire you can buy the track you want, the same goes for movies and electronic publications. The downloaded files though will be digitally protected so that only the person who downloads them can use them, and he cant share them at home or with friends. Even with this step from production companies, a large portion of people who download medicine still d o it for free. Moreover hackers came up with new ways to remove the digital copyrights so the same as before one downloads medicament and distributes them around.The Industry gets its revenue from selling this content whether its online or in stores, this funds new projects and allow for better products in the future. The public should be witting of this, downloading the content for free, and not buying it will decrease revenue for the companies stopping them from undertaking future projects.Production companies should lower the price on their products, I cant buy music for at least 20$ per album and DVDs for 30$, I only make 200$ per month, said George Issa a music fan who spends most of his nights downloading music from the internet, when there is an album or movie that I really like, I try to buy it legally, I dont think I am doing anything wrong, they are wrong