Od vs Hr Essay Example

Od vs Hr Essay â€Å"We are witnessing and participating in an unprecedented dissolution of the boundaries of the field of organization development. In organizations around the world, the HR function is monopolizing the OD function at an unprecedented pace, which is limiting our reach, blunting our effectiveness, and compromising our role. † OD and HR Do We Want the Lady or the Tiger? By Matt Minahan Ding. Ding. Ding. OK, time’s up. Time to decide. Will it be door number one, or door number two? The lady or the tiger? In Frank Stockton’s allegory (1882), a prisoner is ordered to choose between two closed doors. Behind one is a woman whom he must marry sight unseen and live with for the rest of his life; behind the other is the tiger which would surely eat him alive. Without knowing exactly what is behind which door, how is one to choose? And, which does one really prefer? Like the mythical prisoner, the field of OD has been standing in front of two doors for too long, putting off the choice between them. One door would leave the OD function embedded within HR; the other would get OD out to stand independently on its own two feet in the organization. We will write a custom essay sample on Od vs Hr specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Od vs Hr specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Od vs Hr specifically for you FOR ONLY $16.38 $13.9/page Hire Writer The field of OD has been putting off this decision for too long—since its inception, in fact—and it is time for us to make the decision. Well into our mid-40s as a field, we can’t really blame all of this mess on our forebears, because frankly we’re dealing with these choices just as badly as they did when the field was first founded. We’re still standing looking at the same two doors between which our OD forebears could not decide. Long History, Deep Roots This question about whether OD should be part of HR or should stand on its own goes back to the founding of our field. What became organization development had its roots in the training and development function, where the T group was the primary intervention. At a panel of the founders of OD at the 2009 Academy of Management conference in Chicago, almost every one of them, to a man, said that they were trained as writers or sociologists or engineers, but attended an NTL Institute T group where their lives changed. (Several also lamented that they were all white men in the field at that time, and on that panel at AoM. Following their NTL experiences, they tried to bring these insights they had obtained into their organizations via the training function. By the late 1960s, just a few years after the field was founded by about a dozen internal training and development people at NTL’s summer home in Bethel, Maine, the theory was, â€Å"let’s transform the way managers think about themselves and the ways they relate to people and solve problems, and once we’ve done that, we can send them back home to transform their own organizations† (Porras Bradford, 2004). Evidently, there were some who said that the OD function should stand on its own and be independent of other influence (Burke, 2004). Others, however, were concerned that the field of OD was too new and unknown and should reside in the personnel or training function, as advocated by Shel Davis of TRW Systems, Sy Levy from Pillsbury, Herb Shepard formerly of Esso, Dick Beckard, and others. Their belief was that â€Å"OD at the time was too new, too ephemeral, and too suspect to survive on its own in the organization . . . Early on, then, two models or scenarios OD and HR: Do We Want the Lady or the Tiger? 17 about the place of OD within the organization were debated regarding the wisdom of such a placement† (Burke, 2004). Theory Versus Fact The vast majority of the central thinkers, writers, and scholars in our field today (Cummings Worley, 2005; Marshak, 2009; Feyerherm Worley, 2009; Rothwell, et al. , 2009) write as if OD is a separate and distinct field of practice, but the facts on the ground tell a different story. We are witnessing and participating in an unprecedented dissolution of the boundaries of the field of organization development. In organizations around the world, the HR function is monopolizing the OD function at an unprecedented pace, which is limiting our reach, blunting our effectiveness, and compromising our role. As a field, we are behaving as if there is nothing we can do about it; it is as if we are watching ourselves in an automobile crash in slow motion, worried and concerned at what we see, and yet unable to find the brakes or grab the steering wheel to avert the collision and all of the collateral damage. Maybe the founders of the field were right that OD was too new and too fragile to stand on its own. But they didn’t count on what’s happening now in the field of HR. The Ascendancy of HR Over the past 15 years, we have seen better and better leadership of the HR function, with several universities now offering Masters’ degrees in HRM and HRD and several MBA degrees with an HR concentration. The result has been a generation of stronger, more strategic HR managers who have achieved a seat at the table and are trusted advisors at the top of organizations. Many managers at the top of the HR function are getting better by the year about understanding the dynamics of the organizations in which they serve. Increasingly, they can speak the language of the board room, and are not afraid to undertake even major organization change projects. This new generation of HR leaders clearly understands that people and money are the powers that run organizations; and when the system can provide enough of the latter, their job is to get just enough of it into the hands of the former to get the job done. And then return the rest to stakeholders. And to keep the organization out of court. In these regards, they are notably different from the generation of HR managers and VPs that preceded them, when there was no professional training for HR managers and when these posts often went to the VP who was due to retire next. The evolution of the training function also has had an impact. Ever increasing pressures to reduce costs have forced the training function to get smart about impact evaluation. Kirkpatrick’s (1998) four levels have forced the training function to look beyond end-of-session â€Å"smile sheets† to defend their budgets and make the case that training is a valuable investment. The result has been that training functions are now requiring training managers who have the skills to collect data, analyze it, and think systemically about what to do with it. Sounds familiar, doesn’t it? If you needed The days of HR staff being hired principally because they were people persons with good listening skills are gone. The trend toward activity based costing (ABC) is now showing the true cost of overhead functions such as HR, and HR is responding by making itself more relevant to the business of the organization. Many HR staff are now called business partners, often reflecting an aspirational goal, but quite distant from the actual reality of their skills on the ground. With this smarter, more strategic generation of HR managers comes the instinct and desire to have at hand one of the most powerful levers for organizational change and renewal, the OD function. Thus the trend of OD roles and functions being acquired by HR. And, to be clear, in merger and acquisition terms, these are not mergers of equals; they are straight up acquisitions of the OD function by HR. Another factor has been the pressure on HR functions to be relevant to the business of the organization. The days of HR staff being hired principally because they were people persons with good listening skills are gone. The trend toward activity based costing (ABC) is now showing the true cost of overhead functions such as HR, and HR is responding by making itself more relevant to the business of the organization. Many HR staff are now called business partners, often reflecting an aspirational goal, but quite distant from the actual reality of their skills on the ground. someone to do that, wouldn’t you be looking for a good OD person? Often desperate to meet their utilization goals, the training function is very happy to let managers continue to believe that training is the answer to every problem, a kind of panacea for whatever ails. Leaders and employees alike seem to rely on training as the answer, believing perhaps that with the right education they can deliver what the business needs. That is certainly an easier solution to accept than facing OD issues related to how people, teams, and departments relate and connect with one another, how business processes work, and how all connect with and work toward the strategic direction of the organization. So, it is no wonder that smart HR leaders are looking to candidates trained and educated in OD to take on these business partner and training leadership roles, resulting in even more blurring of the lines between OD and HR. 18 OD PRACTITIONER Vol. 42 No. 4 2010 Differences Are Real, and Important By now, this author’s biases are probably clear: there are important differences between the OD and HR functions; and as these roles collapse and the differences disappear, the field of OD is losing its unique position in the organization and its effectiveness overall. We’re behaving as a field as if we should be living in a both/and world around this, when the truth is exactly the opposite. Many in OD struggle to find and hold boundaries that separate people and things. We spend our entire time helping our clients make better connections between each other at all levels—individuals and pairs, cross unit collaboration, organizations working toward better partnerships, etc. But when it comes to OD and our HR cousins, we should be sharpening and better defining our boundaries, not blurring them, because the differences in our functions are real and important. The HR function has a legally mandated, regulatory role: to provide people to fill jobs, to reduce costs (for payroll, health care insurance, benefits, etc. ), and to keep the organization out of the courts and the press by ensuring compliance and avoiding claims of discrimination or harassment. People view HR as the people you go to with a problem that you want to make official. People feel that going to HR puts things in the record. They see HR as the enforcers or policemen. The OD function has a developmental mandate; in fact, our job is to increase the effectiveness of the organization and to maximize the potential of the human beings in the work force. We have theories, concepts, beliefs, and values through which we help our clients assure that there is alignment among strategy, structure, business process, and culture, while at the same time embedding human values such as honesty, respect, diversity, and voice. One model (Marshak, 2006) outlines three domains of knowledge for OD practitioners:  » understanding social systems, drawing on theories and ideas from the social sciences, including psychology, social  » psychology, sociology, anthropology, political science, and others, consistent with OD values; understanding the hows and whys of change, including the bodies of knowledge that help explain how all levels of the system—individual, group, organizational, community, and even societies change; and understanding the role of the third p arty change agent, especially aiding the person in charge as well as the system itself to bring about the desired changes, requiring an understanding of the issues, politics, psychological processes related to being a third party in a change process. That doesn’t sound much like the recruit, retain, train, and develop mandate of the HR function, does it? It is hard to imagine even the highest functioning HR departments being knowledgeable and skilled in all these areas. There are many in HR who look at the list of OD functions and say, â€Å"Oh, we can do that! † And, on occasion, they may be right. But the philosophies of the two disciplines are starkly different, as are the theory bases, the world views, the core skills sets, and their roles within the organization. There is a built-in conflict between the role of OD consultant, coach or adviser with a developmental mandate working toward organizational effectiveness, versus the role of the HR practitioner whose core mandate is regulatory and enforcement. Can a good HR person advise on selected developmental matters, such as training strategies and needs assessments? Yes, as can a good OD person. But the conflict of interest for the HR staff shows up when the Action Research process of retreat planning and design requires them to interview staff about a manager’s effectiveness. What staff member in her right mind would say something critical of their manager to someone from HR, who is likely also to be involved in decisions about that manager’s promotion, pay, and even succession planning? Or their own? HR has its hands on too many of the organizational levers and has too many mandates centering around enforcement and control to ever be effective at drawing out of managers the truth about their insecurities, anxieties, and the shadow sides, that is so necessary to doing good work and being effective in doing OD. Troubling Examples These concerns aren’t just theoretical, either. Quick conversations with a handful of colleagues, both OD and HR, turn up some troubling examples. In a large multinational organization, The Different Functions Organization Development †¢ Improve the effectiveness of the organization †¢ Maximize the potential of human beings and their contributions to the organization †¢ Align strategy, structure, business processes, and behavior into an effective corporate culture †¢ Model and foster humanistic values into the workplace Human Resources †¢ Manage employee attraction, retention, development, and performance management †¢ Develop and manage programs for employee relations, staff well ­being, workforce planning, and workload management †¢ Ensure equity and diversity †¢ Reduce labor costs †¢ Avoid litigation †¢ Enforce corporate policies OD and HR: Do We Want the Lady or the Tiger? 19 the OD staff and external consultants were forced to follow the rules that govern the rest of the HR function around meeting with VPs and senior managers. The HR VP insisted that he attend every meeting that the HR—and OD! —staff had with other VPs in the organization. Not just marketing or contracting meetings, but actual project meetings as well. He was unwilling to make an exception for the OD staff lest the HR staff get upset. Within weeks, his it was in Corporate Strategy along with the strategy and budget functions, where it had free reign of the organization and was in constant contact with the top leadership on strategy, structure, and corporate culture. It was later merged into the HR function. The results: the best organization design people in town left (with all of their embedded knowledge) rather than be reassigned to deliver management training programs. Then a succession of HR managers gradu- practitioner is, then anybody can hang out a shingle claiming he or she is an OD consultant. In fact, some years ago, there was an informal study of the members of the OD Network that found that almost one third of them had taken on the label or the role of OD consultant, with no previous education or training in the field. Not All Bad News To be clear, the field has shifted largely positively, over the past few decades, responding to some of the â€Å"red flags† that Larry Greiner (1972) identified for OD, including:  » Putting individual behavior ahead of strategy, structure, process, and controls;  » Overemphasizing the informal at the expense of the formal organization, driving more for openness and trust to change the culture, often at the expense of efficiency, h ierarchy, and accountability;  » Driving open and trusting relationships as a normative model for change, without questioning the context or applicability in a given situation, and assuming that team building was always the preferred intervention;  » Putting process before task, enamored with the human dynamics of working together over getting the work done; and  » Treating the manager as just another stakeholder, relatively uninvolved in the planning and conduct of consultantled programs rather than the key stakeholder. Historically, the field has addressed many, if not all, of these red flags among strong and well-grounded practitioners. However, many of them are still quite evident in HR people who are trying to do OD today. The Right Answer Reflecting on the various options for organizing and structuring the OD function and constructing its relationship with HR, the optimum solution is to establish In a large financial institution, the OD function thrived when it was part of the IT function where it designed and facilitated large business process simplification projects. It had its best years when it was in Corporate Strategy along with the strategy and budget functions, where it had free reign of the organization and was in constant contact with the top leadership on strategy, structure, and corporate culture. It was later merged into the HR function. The results: the best organization design people in town left (with all of their embedded knowledge) rather than be reassigned to deliver management training programs. schedule became a huge onstraint on the work of the OD function because consultants (internal and external) could not get into his calendar to meet with their clients. In a science-based organization the OD function was fully financially self-sufficient, recovering the costs and a bit of an â€Å"upcharge† from its internal clients. Other HR managers got res entful of this chargeback mechanism. They forced the manager of the OD program to stop recouping her costs, which effectively killed the OD function because it had no free-standing budget of its own. In a university, a very strong and capable OD function has been merged and renamed Learning and OD, resulting in the organization’s best OD talent being diverted into managing the training program for the university. In a large financial institution, the OD function thrived when it was part of the IT function where it designed and facilitated large business process simplification projects. It had its best years when ally reduced the OD function to delivering two day team building retreats, and a cadre of dozens of internal and external consultants has been whittled down to less than 10. In one knowledge -based organization we know, the OD person is required to have the HR person present during all contracting and data collection meetings. Clients are now creatively working around the requirement by calling the OD staff directly on their cell phones after hours to discuss matters that they can’t or won’t say in front of the HR people, who are not trusted in that system. No Boundaries, No Standards What Bradford and Burke (2004) said about the lack of standards in the field of OD applies equally well to the lack of boundaries with the HR function. â€Å"When there is lack of clarity as to the boundaries of the field and corresponding confusion about what the appropriate role of an OD 20 OD PRACTITIONER Vol. 42 No. 4 2010 the OD function independently. Ideally, it would have a blended mandate and funding, charging back for local unit-specific work, and centrally funded for organization-wide efforts. There are instances when OD should be working in partnership with the HR function, specialists on one discipline speaking with and working closely with specialists of the other discipline. There are nstances when the HR function would be the OD function’s client; and there are instances when the OD and HR functions ought not to be working together at all, such as when there are conflicts of interest or large scale organization strategy or design pr ojects not ready for implementation. There are disadvantages to being freestanding and independent within the organization. The OD function may become vulnerable to exposure, scrutiny, and politics. Some OD people can’t play in the C-suite (Burke, 2004). The function would have to earn its stripes and compete for money and mandate with other functions in strategic planning, financial management, budget, and yes, even HR. But the upsides of organizational independence are quite significant, and are evident now where strong OD departments are standing on their own. The OD function becomes central to the business of the organization, influencing strategy, mergers and acquisitions, divestitures, restructuring, etc. It works upstream, providing early input on the development of plans and processes, able to bring a systemic perspective and OD values to actions that previously had been made primarily on financial grounds alone. It is present and able to influence the setting of the agenda, not just the implementation of it. But How to Get There? It is no longer enough just to be good at process. To be able to stand independently in organizations, free of the cover and support of the HR function, OD practitioners need to:  » Know the major environmental, regulatory, and financial drivers of the organization;  »  »  »  » Know, be known by, and trusted by the top leadership of the organization; Know what’s involved in evaluating, deciding, and implementing mergers and acquisitions, especially around blending corporate cultures and business processes; Be effective in working across cultures, in global environments, and especially today, virtually; and Be attuned to the organizational politics within the organization and within its governance structures. (Greiner Cummings, 2004) Integrating sustainability and globalization into the world of OD brings another set of challenges. To play effectively as a free standing function, free of support from HR, OD practitioners need:  » New and better ideas for progress, guided by diversity, development, and sustainability;  » To understand and be effective at intervening in economic systems, balancing productivity with innovation, sustainability, and diversity; socially constructed and negotiated (Bushe Marshak, 2008). As the boundaries of the field have expanded over the past 15 years to include more systemic perspectives, there are new challenges for how to educate new OD professionals (Minahan Farquhar, 2008). That’s a tall order for a field that has prided itself historically on being apolitical, focusing on the individual, following the lead of the client, ambivalent about asserting ourselves in leadership roles within our client systems, and seeing ourselves as a bit subversive in being countercultural. There is some good news here, however. For the past 9 months, many of the academic directors of OD programs around the world have been carrying on a conversation sponsored by the OD Network and the OD and Change Division of the Academy of Management about the knowledge areas that are central to the field of OD and to which a solid OD program would want to commit. The criteria are still very much under development, but there is strong agree- Just as it’s tempting to blame our biological parents for our least attractive qualities, it is easy also to blame the founders of our field for leaving us stuck in this bi-polar state. Yes, they’ve dealt us this hand, but we’re the ones playing it now. We’ve been playing small ball, under the cover of the HR function and limited by our own ambivalence about power. It’s time to step forward, and pick a door. To model how human and cultural dignity and diversity are valued in their own right; and To make sure that the ecology has standing in all decisi ons. (Feyerherm Worley, 2008) ment around several, including the history and evolution of the field, its values base, the use of self, systems thinking, organization design science, theories and models for change, leading the consulting process, organizational inquiry and research, organizational assessment, designing and choosing appropriate interventions, facilitation and process consultation at all levels, organizational and global culture, diversity and inclusion, process improvement methods, and organizational acumen and mastery. As the work progresses, there will  » In social constructionist terms, the independent OD function of the future will also be influenced by the new sciences and postmodern thought. It will intervene on the organization as a meaning-making system, in which reality is acknowledged to be OD and HR: Do We Want the Lady or the Tiger? 21 be further discussions and consultations with professional organizations, scholars, and practitioners. Just as it’s tempting to blame our biological parents for our least attractive qualities, it is easy also to blame the founders of our field for leaving us stuck in this bi-polar state. Yes, they’ve dealt us this hand, but we’re the ones playing it now. We’ve been playing small ball, under the cover of the HR function and limited by our own ambivalence about power. It’s time to step forward, and pick a door. It may the lady. It may the tiger. But whichever way it turns out, we serve the field, our organizations, our HR colleagues, and ourselves by establishing the OD function independently, declaring our boundaries, and then working together across them, but separately. There’s more to discuss on this topic. Join Matt and others in this conversation at http://mattminahan. blogspot. com.

Free Essays on Fiji

Geography Fiji is located in the South Pacific Ocean about two-thirds of the way from Hawaii to New Zealand, in the area of the world they call Oceania. Fiji consists of 332 islands, which 110 are inhabited. If you were to compare it to something in the U.S. It would be slightly smaller than the state of New Jersey. Officially known as the Sovereign Democratic Republic of the Fiji Islands. The Fiji Islands are an independent nation consisting of an archipelago surrounding the Koro Sea. The Fiji Islands are largely the product of volcanoes, sedimentary deposits and formations of coral. Viti Lever, the largest island, has an area of about 10,429 square kilometers and accounts for more than half of the Fiji’s land. There is a Mountain range by the name of Nakauvadia, that runs North and South. The highest peak being that of Mount Tomanivi which is 4,341 feet and was formerly called Mount Victoria. The main river systems the Rewa, Nauva, Sigatoka, and Ba all have their source in the central Mountain area. Fiji enjoys a tropical South sea maritime climate without great extremes of temperatures. At the capital Suva, the average summer high is 29 degrees C, and the winter low is 20 degrees C. The islands receive the most rainfall (120 inches in a year) during the months of November through march. Which is also the time for hurricanes, which are experienced about once every two years. Population As of July 2002 the total population of Fiji was 856,346 with 46.4% residing in urban areas with the remaining 53.6% in rural areas. Fiji has a relatively young population with about 55% below the age of 25 years of age. When you look at Fiji compared to one of its neighbors Australia, with a population of 19,546,792 you can see that Fiji is not very big at all. Australia is the biggest land mass and populated area in Oceania, when compared to Fiji, Australia is big, but compared to the other world continent... Free Essays on Fiji Free Essays on Fiji Geography Fiji is located in the South Pacific Ocean about two-thirds of the way from Hawaii to New Zealand, in the area of the world they call Oceania. Fiji consists of 332 islands, which 110 are inhabited. If you were to compare it to something in the U.S. It would be slightly smaller than the state of New Jersey. Officially known as the Sovereign Democratic Republic of the Fiji Islands. The Fiji Islands are an independent nation consisting of an archipelago surrounding the Koro Sea. The Fiji Islands are largely the product of volcanoes, sedimentary deposits and formations of coral. Viti Lever, the largest island, has an area of about 10,429 square kilometers and accounts for more than half of the Fiji’s land. There is a Mountain range by the name of Nakauvadia, that runs North and South. The highest peak being that of Mount Tomanivi which is 4,341 feet and was formerly called Mount Victoria. The main river systems the Rewa, Nauva, Sigatoka, and Ba all have their source in the central Mountain area. Fiji enjoys a tropical South sea maritime climate without great extremes of temperatures. At the capital Suva, the average summer high is 29 degrees C, and the winter low is 20 degrees C. The islands receive the most rainfall (120 inches in a year) during the months of November through march. Which is also the time for hurricanes, which are experienced about once every two years. Population As of July 2002 the total population of Fiji was 856,346 with 46.4% residing in urban areas with the remaining 53.6% in rural areas. Fiji has a relatively young population with about 55% below the age of 25 years of age. When you look at Fiji compared to one of its neighbors Australia, with a population of 19,546,792 you can see that Fiji is not very big at all. Australia is the biggest land mass and populated area in Oceania, when compared to Fiji, Australia is big, but compared to the other world continent...

Analysis of Argentina Balance of Payments

The economic situation of Argentina was interesting between 1998 and 2007. However, it can be assumed that the worst year of the Argentinean economy was 2002. Before 1998, some factors such as a huge debt reaching 55% of the GDP, a currency pegged to the US $, the â€Å"Tequila† crisis in 1995, the devaluation of Mexican and Brazilian currencies, were responsible of the crisis Firstly we compared trade and GDP, to obtain the trade openness ratio. It increased strongly in 2002, due to a high increase in trade (133% 2001 to 2002) compared to the GDP that declined 11bp. The relatively high level of trade openness registered in 2002: 10. 08%, is based on the steep drop in imports 56%, related to the peso devaluation. As the peso stabilized and GDP undertook an ascending trend trade openness bounced back to low level again. Secondly, the balance of payments of Argentina can be analyzed in order to compare the exports to the GDP. The trade index of the country is under 20% until 2005, which is lower than the Global Trade Index at this time (30%). Nevertheless, it increased to reach a better level in 2007 (25%). For the valuation of the liquidity level, we compared the reserves to the imports, in volume and number of days. Since 1998, it is decreasing, sharply in 2001 and 2002, then recovering a better level between 20% and 30%. Therefore we can not consider that 4 months of reserves to be sufficient for maintaining a good level of liquidity, it’s a bit lower than the 6 months objective. In 2006, reserves influenced by the crisis in Mexico, dropped to 10%. To assess the debt service, we assumed a 5% interest rate, applied to interest payments and exceptional financing. Debt declined in terms of export multiplies especially due to the rise in exports and not to reimbursements. The highly indebted Argentina actually resorted to IMF financing and additional loans in 2001, when confronted with $3bn capital flight. Fluctuating between 900% in 1998 and 380% in 2007, the debt service ratio, far away from the optimal level of 33% , clearly emphasizes the state’s debt burden. The interest ratio is high, but still decreasing jointly with the debt, reaching a sane level below 0,25 in 2006 and 2007. Still this figure is actually deceiving, the interest ratio plunging due to ascending exports and not decreasing debt service. All liquidity indicators point out to a disappointing position for Argentina, still the reimbursements made in the recent years and the IMF account clearing entice improvements at this level. We can notice a huge change, in the current account since 2002. The negative current account which lasted for several years, had been replaced by a positive one in 2002. This change was attributable to the big decision of switching from a pegged currency (to the US$), to a floating currency. Consequently, the Argentinean peso was devalued. On a current account view, this means less imports, and an increase of the exports. Actually the volume of the exports didn’t take off the day when the decision of devaluating the Argentinean peso, but 2 years after. This phenomenon could be explained by the J curve theory. 2001 was a turning point in the history of Argentina. Forecasting the devaluation of the peso, investors revised their position towards the Argentinean market, foreign direct investment dropping by 80% from 2000 and 2001. This way FDI decreased drastically its role as a financing source (before 2001, Argentina was financing between 5 and 10% of its debt by the Foreign Direct Investment). Faced with such a drastic cut in foreign direct investment and portfolio investment, Argentina issued additional debt worth $ 10 bn. Over the last ten years Argentina experienced serious turbulence in its financial position that has negatively impacted its state rating and fuelled even more financial distress. Still, in recent years, rescue came and it was in the form of economic growth. This restored investors’ confidence, translating into higher absolute FDI inflows, and allowed for debt restructuring. With an outstanding debt of $6 bn towards the Venezuelean government, obligations of $ 500 m in the international debt market and a state rating of B (Moody’s), any investment in the Argentinean market will carry high risk that might not necessarily be offset by a high return. For the time being, we recommend not investing in Argentina.

Brand Positioning2 Assignment Example | Topics and Well Written Essays - 250 words

Brand Positioning2 - Assignment Example McDonalds considers itself a leader in the fast food industry. A close analysis of the perception of the customers regarding McDonalds, it emerges that many customers view McDonalds as the leader it has determined itself to be. This is because many customers are aware of the famous burgers sold at McDonalds, the effective delivery system and the specious eating joints. There is a global loyalty to McDonald’s products to those who are used to the companys fast food (Hicks, 2004). On the other hand, the emergence of Subway, which is threatening to attain the leading position in the provision of healthy fast foods has affected McDonalds positioning in the recent past. The emphasis on healthy eating and the desire for people to prevent non-communicable diseases through healthy eating has contributed to the positive perception of the Subway brand. This is because Subway delivers fast foods, but is conscious of its customer’s health needs. Despite the challenges Subway faces such as limited space in the joints, its concentration of the consumer health needs has served to make it an outstanding brand. From this description, it is evident that, customer’s view the competitors differently. For Subway, customers perceive the brand as a solution to healthy eating, especially for people who love fast foods. On the other hand, McDonalds has been viewed as unique because of the long time presence in the market (Lesser et al, 2013). Lesser, L. I., Kayekjian, K. C., Velasquez, P., Tseng, C., Brook, R. H., & Cohen, D. A. (2013). Original article: Adolescent Purchasing Behavior at McDonalds and Subway. Journal Of Adolescent Health, 53441-445.

Mental Health Issue Coursework Example | Topics and Well Written Essays - 4000 words

Mental Health Issue - Coursework Example The concepts of media images and perceptions are also explored, offering the possible negative and positive effect of media perceptions. Interestingly, the legal aspect of this issue is also detailed in the guide. A Case Study of Mental Health Service User X Cindy has a responsible job as a software engineer in a multinational company but she feels she is unable to advance in her career because of her inability to contribute in group meetings. It’s almost more than what she could bear just to sit in on meetings, let alone offer her opinions. Yesterday, her boss approaches her about the possibility of giving a presentation about their latest product to some customers. At that point, she began to be nervous and could not open her mouth to talk at all. He walks out of her boss’s office with lack of self-confidence and later refuses to give the presentation. 3 Phobias Phobias can be defined as the persistent and irrational fears that affect some people when they come into c ontact with external factors (stimuli) (Morgan, 2003). There are different categories of phobias based on the sources of stimuli, to which the persons affected withdraw or move away from. Examples of these categories are:- (i) Agoraphobia:- this is irrational and persistent fears about being in a place crowded with many other people, and which might make escape impossible in case there is a sudden danger (Gray, 1994). This may happen with or without a panic attack. (ii) Social phobia:- This is irrational and persistent fears about participating in a social or public event. A chronic form of social phobia also leads to avoidance behavior as the affected person keep running away from social duties (Kleiman, 1988). Cindy is affected by this kind of phobia as she dodges her duties. (iii) Specific phobias:- These are irrational and persistent fears to some specific stimuli. Examples of these stimuli include but are not limited to animal types, natural environment types, situational types , blood-injection injury etc. (Lefton, 1997). 4 Causes of Phobias Several researches have been conducted on the issue of phobias in order to detect their main causes. Although it is not quite certain what is responsible for one particular phobia; however, it has become known in recent years that phobias could occur based on (i) genetical factor—that is, certain fears may affect some families consciously or unconsciously; for example, twins that were raised in different environments still show fear for a certain object or condition; (ii) cultural factor—owing to their cultures, different people entertain different kinds of phobias; (iii) personal experiences—it is also believed that personal experiences constitute mainly the cause of phobias people have today; past unfavorable experiences may beat fear into people’s hearts that would last forever (Gray, 1994); (iv) uncertainty—it is also considered a fact that people tend to exercise some fears to u ncertain conditions or things they could not control like their future, job interviews and meeting new and unfamiliar people (Lefton, 1997). Symptoms of Phobias The symptoms exhibit by patients affected by phobias depends on the types of phobias and their severity. For those suffering from blood-injection injury, they do not normally feel afraid but experience disgust at the sight of needles (Morgan, 2003). However, there are some general symptoms of phobias, which include but are n

Burberry history Essay Example for Free

Burberry history Essay Barberry was founded in 1856; originally focusing on producing innovative functional outwear. over the years Barberry has adapted to changing trends and tastes to suit the consumers wants and needs. Additionally the extension of their product portfolio, for example their perfume and accessories range, Is a response to competition from leading brands such as Ralph Lauren and others. Barberry set out to create a luxury, premium brand image, however in recent years in Britain especially, the public perception of Barberry products have been labeled as chap kook because of their distinctive tartan pattern on clothing. In September 201 2 the high brand luxury clothing company Barberry issued a profit warning taking El ban off Buyers market value resulting with a share fall of 19%. We are currently In an economic recession which has resulted In less consumer confidence and a trend of reduced spending habits. However the types of consumers that purchase brands like Barberry would usually not be effected by the economic recession. They are likely to have much more disposable income and secure well- paid Jobs. Retail analyst Joana Satyrs stated that The global economic crawls Is dragging on and the longer It drags on the less confident even wealthier Individuals become. Meaning that even those with more disposable Income to spend on luxury goods such as Barberry, are less confident which Is a major factor resulting In reduced spending habits. If consumers are spending less the company is likely to result in profit losses. If the problem deteriorates it can result in closing of stores and making staff redundant; adding to the already high unemployment figures Barberry s a luxury brand is not immune from the economic instability which has seen weaker sales not only in the UK but globally. From researching Buyers share decrease we can see that the 2012 London Olympics has played a major factor in profit loss. The types of customers buying Barberry products are likely to live in expensive locations such as London; Barberry state that the London Olympics pulled tourists away from shopping and pushed them more towards visiting the Olympic park and stadium and spending their money on souvenirs. However due to the economic recession and the trend of reduced pending habits, Buyers luxury high priced goods were Increasingly likely to see reduced sales. Although wealthier Individuals are likely to be unaffected by the economic recession, the Auks high unemployment rate has made Buyers customer base even more restricted than before. In contrast to Buyers view that the Olympics contributed to their profit loss, we believe that the Olympics helped the Auks unemployment rate hugely giving more individuals and potential customers more disposable income. However now that the Olympics are over, it can shift focus onto spending more on brands such as Barberry. In comparison; lower priced stores such as Tops and H M are receiving higher likely to buy from stores that have fashionable styles and a wider variety of clothing at much lower prices. BBC business news (twitter) stated that UK retail sales rise as shoppers buy winter clothing and that sales volumes were up 0. 6% in the last month. Individuals are much more likely to spend EYE OHIO on a coat rather than an IEEE one; especially during the economic recession. Taking the above into account, there are a number of ways in which Barberry could improve their economic position in the retail market. While Barberry are not in a state of danger as it stands, if their profit and share prices were to decrease further they may have to cut their costs. This could see a decrease in quality of their products resulting to a decline in brand loyalty and a future reduction in sales. One way Barberry could improve their situation is by re-marketing their product range to appeal to a different target audience, that of the middle and working class. Evidence suggests that lower priced stores (Tops and HM) have been benefiting as a result of their lower prices. If Barberry were to adjust their position in the market, closer to that of HM they may wreak the rewards. However, we think that Barberry may tarnish their entire business reputation if they do so. It takes many years to achieve a high brand reputation like that of Barberry and it would be a massive risk to put it all on the line. Also the lower priced retailers market is dominated by a few big players and is extremely competitive, making it harder for Barberry to establish itself in the lower priced category. We think that Barberry should ride out the storm for the time being. If anything is to be done it should be investing more into marketing and branding to appeal to the upper middle-class. Although this would be costly initially, sales should pick up over time; improving Buyers share price and profits. Furthermore, in the meantime it would be easy for Barberry to take advantage of the current state of national pride (following the Olympics) and go back to basics promoting the Brutishness of their brand. Another way in which Barberry can improve their current situation is by taking a similar approach to Versa by launching a more economical clothing range with gig street brands such as HM. For Barberry to differentiate themselves they can instead launch their clothing range with Ezra rather than HM. Reason being that they types of clothes they offer are very similar in terms of sophistication and quality. This method was very successful with Versa as their line with HM sold out within 30 minutes. By introducing a more affordable clothing line, Barberry will advantage from an increase in sales and profits as demand from consumers will increase. The cheaper they market their new clothing range the more people would want to buy it s they will be purchasing Barberry clothing for a faction of the cost.

Analysis of Semantics and Pragmatics in Two Texts :: Compare Contrast Linguistics

Analysis of Semantics and Pragmatics in Two Texts Linguistics is the science of a language. Linguists depend on the use of certain aspects in order to analyse, describe and explain a human language; these aspects include semantics and pragmatics. Semantics can be defined as the study of "meaning" of lexical words and expressions independently of context. Where pragmatics is the process of recognising the "invisible meaning" of lexical items and expressions; taking into account the speaker's/ addressee's intention, the status of hearer/ receiver and the actual situation. This paper will explain the process we, as humans usually follow to understand a certain text or utterance. This explanation would be achieved through the analysis of two journal articles from semantics and pragmatics perspective, taking into account a range of techniques associated with each of the two concepts including: Semantics Aspects: Synonymy, antonymy, hyponymy, prototypes, homophones and homonyms, polysemy and ambiguity. Pragmatics Aspects: Deixis and Distance, reference and inference, conversational implicature, anaphoric and cataphoric reference, presupposition, entailment, direct and indirect speech acts and speech events, cultural context and cross cultural pragmatics, conversational analysis and background knowledge, denotation and connotation meaning, the four maxims and hedges. Analysing Article One We will begin by observing the semantic and pragmatic features in article 1 being "Men are sulks say surveys" .This article is taken from the hot topics section of the popular msn website. The main topic of this article is a medical concept being flu/cold, where the unspecified writer of this article discusses the reaction of men, compared to women when it comes to having flu. The article also lists a number of readers' comments on the subject topic. As a whole, article one is rich with lexical items that belong to the medical lexical field, such as cold, flu, Panadol, tablets, sick, suffer, diseases, chicken pox, depression, doctor, coughs, headache etc. The extensive use of these terms throughout the article was a necessity since the main topic is about a medical condition. Another lexical field was elaborated in this article being the family relationships such as mothers, fathers, husbands, wives, children etc. Antonymy or the use of two lexical items that represent the opposite meaning appear in this article such as men and women, males and females, wives and husbands, mothers and fathers, vent and defend etc. The use of these terms in this article is more likely for the purpose of comparison. Most of these antonyms are relational opposites; these opposites indicate two ends of a relationship between persons.

Diagnostic Assessment and Formative Assessment Essay

Assessment for learning In classrooms where assessment for learning is practiced, students are encouraged to be more active in their learning and associated assessment. The ultimate purpose of assessment for learning is to create self-regulated learners who can leave school able and con? dent to continue learning throughout their lives. Teachers need to know at the outset of a unit of study where their students are in terms of their learning and then continually check on how they are progressing through strengthening the feedback they get from their learners. Students are guided on  what they are expected to learn and what quality work looks like. The teacher will work with the student to understand and identify any gaps or misconceptions (initial/diagnostic assessment). As the unit progresses, the teacher and student work together to assess the student’s knowledge, what she or he needs to learn to improve and extend this knowledge, and how the student can best get to that point (formative assessment). Assessment for learning occurs at all stages of the learning process. Assessment for learning Comprises two phases—initial or diagnostic assessment and formative assessment  Diagnostic Assessment- This set of diagnostic assessment materials for literacy, language and numeracy (Entry 1 to Level 2) was a national development in 2002. Included are materials for assessing learners on the pre-entry curriculum framework (Milestones 4-8) and materials for assessing the need for support for dyslexia. Diagnostic assessment helps to identify speci? c learning strengths and needs, and usually follows an initial assessment at the beginning of a learning programmer, where there is an indication of the need for further, more detailed assessment. It is related to speci? c skills needed for tasks. The diagnostic information can be included in the learner’s ILP. It is recommended that diagnostic assessment is conducted by specialist teachers of literacy, language or numeracy. Formative assessment -including diagnostic testing is a range of formal and informal assessment procedures conducted by teachers during the learning process in order to modify teaching and learning activities to improve student attainment. It typically involves qualitative feedback (rather than scores) for both student and  teacher that focus on the details of content and performance. ] It is commonly contrasted with summative assessment, which seeks to monitor educational outcomes, often for purposes of external accountability. Assessment can be based on a variety of information sources (e. g. , portfolios, works in progress, teacher observation, and conversation) Verbal or written feedback to the student is primarily descriptive and emphasizes strengths, identi? es challenges, and points to next steps As teachers check on understanding they adjust their instruction to keep students on track. No grades or scores are given – record-keeping is primarily anecdotal and descriptive Occurs throughout the learning process, from the outset of the course of study to the time of summative assessment -Assessment that is accompanied by a number or letter grade (summative) -Compares one student’s achievement with standards -Results can be communicated to the student and parents -Occurs at the end of the learning unit Evaluation Judgment made on the basis of a student’s performance Test An assessment intended to measure the respondents’ knowledge or other abilities Assessment.

Krueler Interview

The first Boer war was from 1880-1881 when the Boers fought England in order to recover their independence they had given up to obtain British help against the Zulus. The second was from 1899-1902 when the Orange Free State and Transvaal declared war on Britain.Pieter Krueler was one of the toughest and bravest soldiers during the war. He was interviewed and revealed the real setting of the war in his own experience which makes the critics point out and reviewed the dilemmas more clear to the minds of the people.The war started between the differences of some learned diplomats and roughhewn nesters and successful millionaires battling for gold and power to rule (Bartleby).Opinions of anti-British, when the discovery of gold in Witwatersrand, many miners or prospectors are interested to get hold of the land. Â  The Boer’s called them threat to their state. After sometime, all mines are transferred to the British’s custody. The Boer government protected the people so the y charged big taxes from Uitlanders, also known as the foreigners even though British don’t really agree to that. The Orange Free State which was the independent Boer state in South Africa formed military troops to protect their independence (Bartleby).The Boer’s protest with regards to their rights was denied. The Boer declared war. Krueler was among those soldiers who fought for the Boers. Since the Boers are highly furnished with more weapons than the British, they had gone victories over the British adjacent to Boer’s territories. The Boers are kind hearted. They treated their prisoners well enough. They even fetched water for them to drink and even get blankets for the prisoners to rest.In the Cape Colony, there were many Boers captured because the British sent well trained reinforcements that lead them to victory. Cronje who was Boer’s leader forced to surrender. It was soon the British totally occupied the Transvaal territory. Roberts, who was the leader of British who led them to victory left the place because of his perception, the war was ended. Unfortunately, it wasn’t over yet and the Boers continue their coordination that lead to Guerilla war. They cut off the communications; attacked military post stations and some captured Boer were escaped by their help (Moritz).The Boers are fighting for their land which many foreigners are eager to find ways of colonizing the land. They are fighting for their independence which many foreigners are taking them away. They are great and brave people fighting for freedom, but they were only few of them. The British were certain enough that they can defend themselves from the Boers; they decided to totally finish the war under the ruling of Kitchener (Weber).The British recognized the kindness of the Boers to their families and their fellowmen; they captured the Boer’s women and children. Kitchener commanded his men to demolish the livestock and crops, farms were being bur ned, and captured women and children into. More women especially the children got sick and there were thousands died during that captured (Weber).Imperialism during the 20th century was very rude. It’s a regretful to those who did bad things to other people. The saddest part of it was that, the British were conquering the land that was not intended for them and hurting the people who own the land. The behavior of one’s nation because of power to control one’s land is very drastic. Kitchener’s plan of using the defenseless women and children as part of the war is to win the war, but not directly to fight with the Boer’s armies (Weber).When the Boer’s troops are diminishing rapidly and that ended the war. The Boer’s government accepted the leadership of the British in the condition that the British must apply a good government concerning the people in the future. However, the war gave the Boers so much resentment which continuous to aff ect the political life of the people throughout the 20th century (Bartleby).According to Krueler’s interview, the women and children including the four thousand prisoners gave a safe passageway by the British when they surrendered for the sake of the children and women. Moreover, the British treated him not as prisoner because he presumed of being a kid.With regards to the interview Krueler, the British had a conscience to speak for themselves for giving safe passageways for those who survived during the war. All they want was to get hold of the land.During the 1899 up to 1902 has become debatable. The holocaust happened in the camps is against the international law. This violates the human rights of the people. Women and children should not treat badly because they are weak and defenseless (Moritz).Anti-British claimed justice to all people who were badly injured and died during the war because of the barbaric acts of the British. The sympathy is with the Boers who only want their own land to live, but because they are few men to fight compared with their intruders, their land was totally occupied and ruled by the British (Weber).The war was proved to be the costliest, bloodiest and longest. Furthermore, it was said to be humiliating war from the British because of the longest time to defeat the Boers knowing that they were only few men fighting against them. In addition to, they were not fighting against the armies of the Boers, but they were fighting against the weak people of the Boers (Weber).Not only had the British militaries committed crimes, but also the leaders who gave commands. It is a crime against humanity, crime that no one was punished, crime that Kitchener should pay for. Unfortunately, when Kitchener died, he was remembered because of his virtue instead of a criminal (Weber).The British leaders’ imperialistic acts and hunger for diamonds and gold brought big and unforgivable damage to the people and land of Boer. The British wer e already powerful and wealthy during that time. They forgot about the thousands of lives perished for their greediness (Weber).Krueler’s interview about the First World War seems to be more similar intentions of the German people of acquiring the land in which the British occupied during that time. He was used by the German leaders to fight for them for colonial reasons. Some European countries are aiming to win the land of gold and diamonds for the purpose of continuous power and wealth. During the European wars, there are millions of civilians and militaries died aiming for one land which was not really fair for the civilians and most especially to those who owns the land.BibliographyThe Columbia Encyclopedia 6th Edition. Bartleby. Dec 2007. Moritz, Garett. About. 1998.Weber, Mark. IHR. May 1999.

Charlotte Perkins Gilmans The Yellow Wallpaper. a commentary on the male oppression of women in a patriarchal society

Charlotte Perkins Gilmans The Yellow Wallpaper. a commentary on the male oppression of women in a patriarchal society Charlotte Perkins Gilman's The Yellow Wallpaper is a commentary on the male oppression of women in a patriarchal society. However, the story itself presents an interesting look at one woman's struggle to deal with both physical and mental confinement. This theme is particularly thought-provoking when read in today's context where individual freedom is one of our most cherished rights. This analysis will focus on two primary issues: 1) the many vivid images Gilman uses to illustrate the physical and symbolic confinement the narrator endures during her illness; and 2) the overall effect of, and her reaction to, this confinement.The Yellow Wallpaper begins with the narrator's description of the physically confining elements surrounding her. The story is cast in an isolated hereditary estate, set back from the road and located three miles from town. The property boasts protective hedges that surround the garden, walls that surround the estate, and locked gates which guarantee seclusion.E nglish: Signature of American writer Charlotte Pe...Even the connecting garden represents confinement, with box-bordered paths and grape-covered arbors. This isolation motif continues within the mansion itself. Although she preferred the downstairs room with roses all over the windows that opened on the piazza, the narrator finds herself relegated to an out of the way dungeon-like nursery on the second floor, appropriately equipped with 'rings and things' in the walls. Windows in each direction provide glimpses of the garden, arbors, bushes, and trees. The bay is visible, as is a private wharf that adjoins the estate. These views reinforce isolationism; they can be seen from the room, but not touched or experienced. There is a gate at the head of the stairs, presumably to keep the children contained in their play area. Additionally, the bed is immovable as it has been nailed to the floor. It is here that the narrator secretly describes...

Diagnostic essay Example | Topics and Well Written Essays - 500 words

Diagnostic - Essay Example There are certain aspects of advertisements that ensure consumers get the message of products. This paper will look at some of the aspects of advertisements that make them intriguing, and how that enables organizations to get to consumers. The first aspect would be the social aspect. The question most advertising agencies ask is if the advertisement is socially acceptable. This may present the firm with an avenue to know what time to incorporate their advertisements in most of the programmes on air. It is through this analysis of the intended market that many organizations exploiting. The social aspect that is often exploited is the materialistic nature that is created among consumers. Once consumers notice this is happening, it becomes a problem for the manufacturers and advertising agencies (Shimp 209). An example of an advertisement that may bring about societal concerns may be the use of sex to bring out the intended message. The car and sport industry may be largely responsible for this as they are known to incorporate models in their commercials. Another aspect is the economical aspect of advertisements. Organizations may want to engage in activities that are economically viable. Paying for advertisements in media outlets without the consumer’s knowledge of the product may prove useless. No advertisement is more powerful than one that makes the consumer feel something. Making a consumer feel that they need the product or service being advertised is the best way of creating an advertisement. This is where creativity comes in to ensure whoever is keen gets the message. Organizations must check to ensure the contribution they are placing on society through their products is being felt. This pushes consumers to want to listen, or look at to some of the advertisements that make it through media outlets (Shimp 211). An example of an advertisement that may reach to a consumer might

African American Family & Resistance Essay Example | Topics and Well Written Essays - 500 words

African American Family & Resistance - Essay Example In the late eighteenth century, Methodists formulated strong rules against slavery, claiming it to be contrary to the laws of God, and also threatening to excommunicate all slaveholders who did not free their slaves. However, it was not until the rebellion of Nat Turner in 1831 that the white slave owners truly became afraid for their lives. With the view of preserving their lives and their way of life, the southern slave owners got laws passed restricting the rights of the slaves to hold meetings, whether religious or otherwise, and even to read or write. They feared that once the slaves were allowed to do all this on their own, they would no longer be able to be controlled by the slave owners. The reasons behind the slave owners wish for control over the religious schooling of their slaves was not only that by this method they could ensure that the slaves learned to turn the proverbial other cheek, as Christianity preached, but also that this was the only way to ensure that the slaves did not read the bible on their own and got their own message from it, like that of the Exodus. By ensuring that the religious teaching remained in the hands of the whites, the slave owners ensured that only the message they wanted to send across would reach the slaves. One can say that it was their way of portraying Christianity in a light they wished to make the slaves docile and subservient. A lot of this teaching was designed to prevent the slaves from mounting any insurrection and to ensure there were no rebellious thoughts fostering in the minds of the slaves due to a free reading of the Bible by the slaves themselves. In a way Christianity does not deal directly with the prohibition of slavery, there is no verse that specifically denounces it, however, there are chapters in the Bible, especially the Old Testament, that lay bare the fact that whenever there is oppression, God leads the oppressed to safety and