Microsoft: Trust or Antitrust? :: Argumentative Persuasive Argument

Microsoft: Trust or Antitrust? "Oh, come on, just trust me." Those six simple words have been the pleadings of many when, for whatever reason, they find themselves in a situation, where others don't give their actions or claims any credibility. They have nothing left to fall upon, except the hope that they can be thought of as trustworthy, and that others are willing to give them an opportunity. This is the situation Microsoft has found itself in, and in response, they have launched "Trustworthy Computing," a campaign to help gain credibility and respect in the marketplace. Why, you might ask, is a company that controls 90 percent of its market worried about public perception? Why would such a major influence in the computer industry shut down production of new software, in an attempt to correct countless errors? Why did Bill Gates hire Wieden and Kennedy, the advertising agency that gave us such things as the Nike Swoosh, to change Microsoft's public image? It is because the people at Microsoft have realized that consumers use their software not because they want to, but because they have no other choice. As I sit here writing my paper in Microsoft Word, listening to a CD play in Windows Media Player, surfing the internet for sources in Microsoft Internet Explorer, all parts of my Windows XP setup, it might seem that Microsoft has itself entrenched in my life and that of the computer industry. Yet, the powers that be at Microsoft aren't just sitting around watching their MS Office licensing fees come in, they've sounded the alarm. "There must have been a moment of crisis, either they were feeling insecure, or Microsoft was putting pressure on them," Erik Adigard, a former consultant for Microsoft, suggests. The root of the problem may be, as Sara Basse observed, "Programmers and system designers are often overconfident too, and do not give enough thought to the potential consequences of errors or poor design." Those oversights are the reason that Microsoft shut down most of its production of programs, and instead shifted resources to correct bugs and errors in pre-existing programs. One might then, wonder why Microsoft has sold programs with errors, and instead of taking the time to correct the mistakes of past versions, they have moved on to completely new concepts. It appears that Microsoft has gotten the message from its consumers. They have begun unprecedented disclosures of their codes to their competitors, so that they are better able to integrate their programs into Windows.

Recruitment, selection and training in the service sector Essay

1. Introduction Organisations have changed and are changing as a result of a focus on the customers. It is now recognized that meeting customer needs is the base of any successful organisation. There may be a pressure to improve shareholders value, increase profit but it has recognized that the key is to achieve these objectives is to satisfy the customers. As W R Scott (1987) pointed out ‘However, organisations are not closed systems, sealed off from their environments but are open to and dependent on flows of personnel and resources from outside.’ Managers need to understand their customers in order to meet those customers’ needs better. To meet customer needs as well as possible a company needs to provide goods and services: †¢At lower cost †¢At maximum customer satisfaction †¢With competitive advantages. The guest satisfaction starts at recruitment with: †¢Recruit the right staff †¢Train and motivate them †¢Empower them to deliver guest satisfaction †¢Appraise, develop and incentive them. 2. Service industry characteristics The service industry is special because: †¢The service is delivered by people to people †¢The service is produced and consumed at the same time †¢Customer’s perception of service quality linked to morale of front-line staff. Characteristics of services: †¢Perishability †¢Contact dependency †¢Inseparability †¢Variability †¢Lack of ownership †¢Intangibility †¢Simultaneity As Macken (1997) suggests: ‘Recruiting people who are wrong for the organisation can lead to increased labour turnover, increased costs for the organisation, and lowering of morale in the existing workforce.’ 3. The Recruitment and Selection process The process of recruitment and selection are closely linked. Both activities are directed towards obtaining employees with the requisite competencies and attitudes, and recruitment activities lay the groundwork for the selection process by providing the pool of applicants from whom the selectors may choose. According to Foot and Hook (2008, p.142-143) Recruitment can be defined as: †¢All activities directed towards locating potential employees †¢Attracting applications from suitable candidates Aims of the recruitment process: †¢To obtain a pool of candidates for vacant posts †¢To use a fair process and be able to demonstrate that the process was fair †¢To ensure that all recruitment activities contribute to organisational goals and a desirable organisational image †¢To conduct recruitment activities in an efficient and cost-effective manner. Most human resource management issue can be analysed in terms of legal, moral and business consideration: †¢Legal – to comply with anti-discrimination legislation ?Sex and race ?The Sex Discrimination Act 1975 (amended 1986) ?The Race Relation Act 1976 (amended2003) ?The Employment Equality Regulation 2003 ?Disability ?The Disability Discrimination Act 1995 ?Age Diversity ?The Employment (Age) Regulations 2006 †¢Moral – to avoid unfair discrimination for moral reasons as well as legal reasons †¢Business – to ensure that all effort is directed towards achieving corporate goals. A planned and systematic approach To be able to select the best available staff in the first place and to retain them we need a planned and systematic approach. By Mullins (2002, p.739) such an approach involves at least five main stages: †¢The need to know about the job to be filled †¢The need to know about the type of person to do the job †¢The need to know the likely means of best attracting a range of suitable applications †¢The need to know how best to assess the candidates’ likely suitable for the job †¢The need for induction and follow-up. The first step in the recruitment procedure is the job analysis, which is a process of gathering together all data about an existing job, which activities are performed and what skills are needed. There are some basic data to include by Foot and Hook (2008, p.147): †¢A description of the duties performed †¢The most important or responsible duties †¢Time spent on each duty †¢How often each duty is performed (daily/weekly/monthly/annually) †¢Levels of supervision/independence †¢The skills and skill levels needed to perform each task †¢Any special conditions related to the performance of these tasks. The collected data are then structured to create job descriptions and person specifications. These documents are essential as a basic framework for recruitment and later selection; as the basis of employment contract; as the evidence of a fair process. The job description explains the total requirements of the job; sets out the purpose of a job, where the job fits into the organisation structure, the main accountabilities and responsibilities of the job and the key tasks to be performed. Commonly used elements are: †¢Job title †¢Reporting structure: ?Responsible for ?Reports to †¢Nature and scope †¢Purpose of the job †¢Principal accountabilities †¢Major duties and responsibilities †¢Employment conditions Each organisation can decide what factors should be included depend on the nature of the business. The person specification is a document that outlines the knowledge, skills, personal attributes or qualities a person need to be able to perform well. Requirements can be categorised as ‘essential’ or ‘desirable’. Several models of person specifications are available. Most widely known are Alec Rodger (1952) and Munro Fraser (1978). Rodger’s seven point plan which describe people in terms of: †¢Physical make-up (physical requirement) †¢Attainments (education and training) †¢General intelligence †¢Special aptitudes ( verbal, numerical and diagrammatical abilities related to the job) †¢Interest †¢Disposition (job related behaviours such as persuasiveness) †¢Circumstances (only job related such us availability for shift work) The criteria suggested by Fraser’s five-fold framework: †¢Impact on others †¢Qualifications and experience ( education, training and skills developed through work experience) †¢Innate abilities (Similar to intelligence in Rodger’s plan) †¢Motivation †¢Flexibility and emotional adjustment. It is very important to know where suitable applicants are likely to be found and how to make contact with them. The attracting of suitable applicants will depend on the nature of the business, the position to be filled and the urgency of need. Potential sources: †¢Employment service job centres †¢Career advisory offices †¢Private employment agencies/ recruitment agencies †¢Professional and executive appointments registers †¢Ã¢â‚¬Å"Headhunting† or executive search †¢Internet recruitment/ recruitment websites †¢Advertising The form of applications will vary from organisation to organisation and with the nature of the position to be filled. Examples: †¢Letters of application †¢Handwritten submission †¢Curriculum Vitae (CV) †¢Specially design application †¢Standard application form †¢Personal call †¢Preliminary interview. Selection is the assessment of candidates for vacant jobs and the choice of the most suitable people. The methods of selection involve the short-listing of applicants and it should include an interview. The face-to-face interviews still the most popular method of selection, even though research studies have found interviews to be poor predictors of future performance in a job (Makin and Robertson, 1986).

Marketing homework word

Western is a loyal customer of Egan for 63 years. It was the more important customer. But, these last few years, because of the financial crisis in the European Union, and here more precisely in the United Kingdom, Western company has only half of the normal activity. That decreasing amount of work implies financial issues, and Egan is loosing money when they work with Western.Before evaluations the relevance to continue business with Western, we must sake into account that a loyal customer is a relationship very hard to build in the business world, and It can take several years to find and to build a loyal relationship with a new customer. We have to split the responsibilities of the bad economic situation of the company between Westerly's faults and environment's faults. Taking a decision about an old loyal customer means to be sure that all the details of the strategies of the two companies have been understood.Egan & Sons is not a company with a good economic situation in long te rm because its strategy has a robber because the administration of the society is too traditional. These problems were highlighted by the emergence of new competitors. If Egan wants to be shown like an interesting society in long terms benefits, they will have to adapt their strategy to all the recent changes. The external environment are also Important to consider If we want to have a precise idea of the responsibilities of this situation.Egan has to do something because several extern competitors threaten the society benefits. Indeed, Chinese impasses highlighted the lack of adaptability of the firm. Furthermore, the external environment in united Kingdom is really bleak and businesses are slowing or falling down. This environment can explain a part of the economic problems of Western, but that doesn't excuse all of the bad issues of this company. The external environment, the financial crisis, the increasing of the competition, raise an other important obstacle for the future of the firm Egan without Western.Indeed, If this Important and loyal customer Is dropped, that will be really official to find a trustful and loyal supplier with a good financial situation. Egan will have to decrease Its production if they want to avoid that the costs become higher than the revenues. One or two months. The negotiations with Western must treat of the strategy of the firm. Tommy should explain clearly the situation of the relationship between the two companies and state that or Steve and Western radically change their strategy or they will no longer be a customer of Egan. Even if they change their strategy, decisions will make a long mime to have some effects.On the loyalty ladder, Western is on the top of the loyal customers. Egan has to change the type of customer of Western. Before, Western was a privileged customer with special benefits but with the current situation, it cannot continue anymore. Western must become a discount customer with less advantages in order to balance the losses and the benefits of the two companies. That will be a problem for Western because they have already financial problems and if they become Just a discount customer of one of their best appliers, their profitability will be really affected.The administration will have, after the change of strategy, to change the organization in order to create short term benefits. A reconstruction of the firm must be studied and an audit of all the suppliers and customers must be done so the costs will be minimized and the products standardized. It is highly recommended that Tommy waits to see the effects of all the different effects of the changes on long term, strategy, and on short term, organization, before to drop this customer.

Ice Breakers for the First Day of Elementary School

Ice Breakers for the First Day of Elementary School The first few minutes of class, kicking off a new school year can be awkward and nerve-wracking for both you and your new students. You dont yet know these students well, nor do they know you, and they may not even know each other yet. Breaking the ice and getting the conversation going so everyone can get to know each other is an important thing to do.   Check out these popular  Ice Breaker activities that you can use with your elementary school students when school opens. The activities are fun and easy for students. Best of all, they elevate the mood and help thaw out the first day of school jitters. 1. Human Scavenger Hunt To prepare, pick about 30-40 interesting characteristics and experiences and list them on a worksheet with a little-underlined space next to each item. Next, have the students roam around the classroom asking each other to sign on the lines that relate to them. For example, some of your lines might be, Went out of the country this summer or Has braces or Likes pickles. So, if a student went to Turkey this summer, they can sign that line on other peoples worksheets. Depending on the size of your class, it may be OK for each student to sign two of any other persons blank spaces. The goal is to fill up your worksheet with signatures for each and every category. This may look like organized chaos, but the students will typically stay on task and have fun with this one. Alternatively, this activity can be put into the format of a Bingo board, rather than a list. 2. Two Truths and a Lie At their desks, ask your students to write down three sentences about their lives (or their summer vacations). Two of the sentences should be true and one should be a lie. For example, your statements might be: This summer I went to Alaska.I have 5 little brothers.My favorite food is brussels sprouts. Next, have your class sit in a circle. Each person gets a chance to share their three sentences. Then the rest of the class takes turns guessing which one is the lie. Obviously, the more realistic your lie (or mundane your truths), the harder time people will have figuring out the truth. 3. Same and Different Organize your class into small groups of approximately 4 or 5. Give each group two pieces of paper and a pencil. On the first sheet of paper, the students write Same or Shared at the top and then proceed to find qualities that are shared by the group as a whole. Make sure to point out that these should not be silly or trite qualities, such as We all have toes. On the second paper, label it Different or Unique and give the students time to determine some aspects that are unique to only one member of their group. Then, set aside time for each group to share and present their findings. Not only is this a great activity for getting to know each other, but it also emphasizes how the class has shared commonalities as well as unique differences that make up an interesting and completely human whole. 4. Trivia Card Shuffle First, come up with a predetermined set of questions about your students. Write them on the board for all to see. These questions can be about anything, ranging from What is your favorite food? to What did you do this summer? Give each student an index card numbered 1-5 (or however many questions you are asking) and have them write their answers to the questions on it, in order. You should also fill out a card about yourself. After a few minutes, collect the cards and redistribute them to the students, making sure no one gets their own card. From here, there are two ways that you can finish out this Ice Breaker. The first option is to have the students get up and mingle as they chat and try to figure out who wrote the cards they are holding. The second method is to begin the sharing process by modeling for the students how to use the card to introduce a classmate. 5. Sentence Circles Split your students into groups of 5. Give each group a piece of sentence strip paper and a pencil. On your signal, the first person in the group writes one word on the strip and then passes it to the left. The second person then writes the second word of the burgeoning sentence. The writing continues in this pattern around the circle with no talking. When the sentences are complete, the students share their creations with the class. Do this a few times and have them notice how their collective sentences improve each time around. Edited by  Stacy Jagodowski.

Lost Sister Essays

Lost Sister Essays Lost Sister Essay Lost Sister Essay There is a specific design of words, images, and metaphors involved in the creation of a poem, and this stands true for Cathy Song’s poem Lost Sister.   Even the title of the work suggests to the reader the importance of family, for the poem is a dedication to heritage in the word ‘sister’ and the idea that the sister is somehow lost (here with the title of the poem the reader does not yet know in what way the sister is lost) the poet Song suggests an idea of Diaspora, but in this instance not necessary a separation from place but a definite separation from home since the sister is lost.   The poem then, at the very beginning tells of family and the poem itself extrapolates the concept of Diaspora of home tied in with family.The poem tells of heritage, of two generations of Chinese women.   This is a common theme in many other Chinese works of literature as in Gish Jen’s work and Amy Tan, and in Song’s case, the theme of family and Diaspora is what wields power in the poem and allows the readers to feel a sense of empathy for the characters.   The characters in Song’s poem are dichotomized between the generation of women who have chosen to leave China in hopes of finding a new life in a different land, and the group of women who choose to stay in China, to maintain their heritage in their native land.   Thus it is clear that the poem exemplifies how these two groups of women, although separated by time, and distance somehow stay true to their heritage and thus they maintain their familial ties with one another through their culture.The poem goes on to mark the difference between lifestyles of these two generations of women who have made different choices:   in China, the women are treated as second class citizens, and they maintain their culture through icons such as being quiet as in the line â€Å"gathered patience† (Song Lost Sister).   In the next generation, and the continuation of Song’s poem, the women break away from this traditional Chinese way of thinking, and their lives are westernized from living in America.   This westernization evolves into the women being treated as equals, as having a voice finally (this is very important in Song’s poem, the concept of a Chinese woman having a voice).   However, tension does arise in the poem between these two generations and the judgments the former more traditional Chinese cultured women make on these westernized women as can be read in Song’s line, â€Å"diluting jade green with the blue of the Pacific† (Song Lost Sister).The poem further dichotomizes as Song tells of the difference between these two generations and how the first generation compromised freedom for their traditional Chinese lifestyle and how the second generation however loses some of their culture because of their lack of exposure to traditional Chinese ways, as Song writes, to walk in shoes the size of teacups, without breaki ng† in respect to the Chinese American woman gaining freedom and she simultaneously states that these women are lost from their familial ties.One main motif of the poem can be found in the element of jade which is referenced many times in Song’s poem, even the peasants named their first daughters Jade (Song Lost Sister) and again, a jade link   (Song Lost Sister) which is in reference to the tie between these two generations.   Thus, both generations are lost to one another and in Song’s poem there seems to be no restitution between the two.   They are both lost from their culture, from their needed experience of finding freedom and stepping out of their ‘teacup’ shoes and walking in the same line as men instead of maintaining their silence.Song’s poem gives the reader a dichotomized view of Chinese women in a generational sense, a culture, and the space in between the two of not only an ocean but the change of thoughts in the exposure o f new western traditions.   The ‘jade link’ between these two women is their strongest bond, despite their differences, the expansion of time between them and the distance of an ocean.BibliographySong, Cathy.   Lost Sister Online.   http://mclibrary.nhmccd.edu/lit/catsong.html

A Review Of John Steinbecks Novel An Analysis Of Misogyny In Of Mice And Men

A Review Of John Steinbeck's Novel An Analysis Of Misogyny In Of Mice And Men â€Å"Misogyny in Of Mice and Men† In Misogyny in Of mice and Men the author Emery talks about how women are portrayed in the book. The roles she talks about are â€Å"that of homogeneous male fraternity not just to repress, but to eliminate women and femininity† as stated on page 70. What she is saying to me is that the male characters on mice and men are trying to eliminate from the memories or women in general. This is because they are men and men and apparently are trying to repress women entirely I agree and disagree with this statement. Well yes Steinbeck does portray women as negatively like Curley’s Wife all she did was tempt men and ruin dreams. The only women other women that are portrayed well are Aunt Clara who is a motherly figure and the women who owned the bar in the brothel. It never really hints at how femininity is bad and it should not exist in their guy group. On page 71 there was a line that really stuck out to me because I disagree with it â€Å"George the masculine creator of this dream gives it voice and grounds it in the realm†. What this says is that George was the sole creator of a shared dream between him and Lennie of owning a farm and having rabbits for Lennie to take care of. I do see how he give it a voice and makes it realistic for the both of them he does explain it to Lennie but he’s not the only one who gives it a voice Lennie gave George his say in the dream farm. They both created this dream together George was inspired by Lennie to create this theoretical heaven for the both of them to aim for hope to get into or in. They both want to go to the dream farm yet George knows he cannot grasp his dream but he can’t There is another interesting line on page 70 that says â€Å"George and Lennie represent the duality masculinity and femininity, their partnership a kind marriage.† I don’t see how this makes much sense George is masculinity and Lennie is femininity where I don’t really see where this ties in she does tie it in a bit in the sense that yes George is controlling and tries his best to be a leader. But he did not kill Lennie his closest thing to family for power he killed him out of mercy because it was either George kill Lennie himself or have someone filled with rage kill him. George killed Lennie with love someone else would do it out of pity or be influenced by another to do it. For example Candy’s dog he himself did not kill the dog someone else did out of pity and Candy regretted it so much. It would be the same with George since he knew from experience he knew he had to kill Lennie with love not pity.

Corporate Governance at Wal-Mart Case Study Example | Topics and Well Written Essays - 1250 words

Corporate Governance at Wal-Mart - Case Study Example Wal-Mart has a total of 15 directors on its board. S. Robson Walton, the eldest son of founder Sam Walton, serves as Chairman of the Board, and H. Lee Scott, the Chief Executive Officer, serves on the board as well. Other members of the board include Aida Alvarez, James Breyer, M. Michele Burns, James I. Cash, Jr., Roger C. Corbett, Douglas N. Daft, David D. Glass, Roland A. Hernandez, Allen I. Questrom, Jack C. Shewmaker, Jim C. Walton, Christopher J. Williams, and Linda S. Wolf. The members of the Board of directors come from a much diversified background. Belonging to different fields and business sectors, they have gained several skills and aptitude. Some of them are from countries other than U.S.A. They all possess ample of experience, knowledge and due to several years of service, they have got several connections. All of this adds up to their profile as plus points which makes them worth the job. Members such as David and Shewmaker have been serving since 1977-78 while other members that are currently on the board joined between the year 2003 and 2006. Mr. Allen joined in June 2007. The board members are responsible for making managing and controlling the committees for specific purposes. These committees are in-charge of several operations of the organization respectively. Their job includes controlling and managing the finances, operations and other business functions of Wal-Mart. They are actually there to assist the Board of Directors in the strategic decision making process and overall management of Wal-Mart. The members of the respective committees' obligations include; To possess full information about the financial details of the company. To actively review the equity status of the company and recommend changes to have a legitimate and profitable balance of finances. Make suggestions to the board regarding the financial and global policies, the equity structure, the acquisitions and other matters. Perform an analysis of the financial position of the company and recommend attainable goals respectively. Regular review of the major projects. Constant relationship management with its financial partners such as banks and other financial institutions. Making suggestions regarding the financial statements, the dividends and the company's budgets. The committee therefore serves as an advisory body and acts as a representative of the board in the process of strategic decision making and its successful implementation by controlling the overall operations of the company. The top management group of the company includes the board of directors. Apart from them others senior officers along with their respective designations are; 1. Eduardo Castro-Wright: Executive Vice President and President and Chief Executive Officer, Wal-Mart Stores Division 2. M. Susan Chambers: Executive Vice President of People Division 3. Patricia A. Curran: Executive Vice President, People, Wal-Mart Stores Division 4. Leslie A. Dach: Executive Vice President, Corporate Affairs and Government Relations 5. Linda M. Dillman: Executive Vice President, Risk Management, Benefits and Sustainability 6. Michael T. Duke: Vice Chairman, International Division 7. Johnnie C. Dobbs: Executive Vice President, Logistics and Supply Chain 8. John E. Fleming: Executive Vice P