Empathy in Brechts The Good Person of Szechwan and Mother Courage and

Little Empathy in Brechts The Good Person of Szechwan and Mother Courage and Her ChildrenBrecht is very successful in creating a form of drama where empathy plays little part. In The Good Person of Szechwan it would seem that every action and word is an attempt to alienate us and halt every identification cardinal may chance to make. The indiscernible mathematical function of names for characters exaggerating the oriental sound of them is immediately noticeable i.e. Wang, Shin Sun, Shen Te, Shu Ta, etc. There is also the use of language and intonation in relation to others revealing personality and social position, which comes in the form of oriental bows. Many of these gestures are already to be put together in Asian theatre. Brecht calls it the social gestus. Songs also interrupt the plot, but it is not the kind of bursting into song which one finds in musicals. The music itself sounds sometimes out of tune and in that respect is an unconventional that one would find difficult to tap ones foot to so one cannot become involved or relate to the music, although songs from The Threepenny Opera became very popular. The moon around being likened to green cheese as a slur on societys belief in a child of low birth will inherit the earth and The Song of the Eighth Elephant when there are really only seven anticipates the underhand actions of Sun who represents a number of people in society who destroy others welfare for their own psyche interest. All these songs are successful in alienating the audience and have a similar message the impossibility of a society being save by an individual. Brecht strives to create a drama in which empathy plays little part by drawing ones attention away from any kind of identification one might make, particularly with... ... our own society and one wishes to challenge it. One is actually allowed to come to ones own conclusions freely and critically particularly through the eye of the overwhelmed Shen Te who has to invent a ru thless cousin for herself who can save the business by applying the cruel laws of the market. But I find myself slightly swayed by sub-themes which do hint a little at identification and emotion. Works Cited Brecht, Bertolt. Mother Courage and Her Children. Worthen 727-751. Brecht, Bertolt. Collected Plays. London Methuen, 1970.Benjamin, Walter. Conversations with Brecht. Understanding Brecht. Trans. Anna Bostock. London New left(p) Books, 1973. 105-121.Brecht, Bertolt. Brecht on Theatre. Ed. and trans. John Willett. New York Hill and Wang, 1992. Worthen, W.B. ed. The Harcourt Brace Anthology of Drama. 3rd ed. Toronto Harcourt, 1993.

The Changing Role of NATO After the Cold War Essays -- The North Atlan

NATO After the rimy War and Changing Role summary 1. Introduction 2. NATOs chief(prenominal) functions 3. NATOs refreshing missions after Cold War 4. NATO in the 21th century 5. Europe after the Cold War 6. NATOs relations with OSCE and WEU 7. Conclusion 1. Introduction (1) After the end of World War II, all involved countries, with no exception of being triumphal or defeated, have started seeking of the prevention of a new disaster by reconstructing and maintaining the security and peace primarily in Europe. All huge and ignominious events (such as World Wars) which affected whole world were originated from the uncomfortable conditions and conflicts in the continent. Thus the main task was to settle a mechanism that would eliminate both emerging threat against the continental security and maintain the order and peace. For this purpose, in 1949 West European countries established the North Atlantic Treaty Organization (NATO) in order to protect the member countries against any possible attack which was primarily expected from the East European Countries led by the Soviet Union. During the Cold War, NATOs primary goal was to circumvent any aggression held by the iron-curtain countries. Military deterrence (by developing high-tech and nuclear weapons and locating them to the eastern frontier of the Alliance, Germany and Turkey) was the main strategy in preventing any large-scale attack from the Soviet Union and other Warsaw Pact countries. By the end of Cold War many debates were made and still is going on whether the Alliance completed its mission in the territory. In spite of all, The North Atlantic Treaty has continued to warranty the security of its member countries ever since. Today, following t... .... NATOs Quality of Life. New York Times (www.mtholyoke.edu/acad/intrel/havl/nato.htm) Kent, Randolph and Mackinlay, John. May/June 1997. International Responses to Complex Emergencies Why a new approach is needed? NATO Review, 27-29. Kugler, Richard L. 1995. Defence Program Requirements. In NATO Enlargement Opinions and Options, Jeffrey Simon (Ed), Washington D.C. National Defence University Press, Fort McNair, 184-207. Kupchan, Charles A. Summer 1999. Rethinking Europe. The National Interest, 73-79. Morrison, James W. April 1995. NATO intricacy and Alternative Future Security Alignments. McNair Paper 40 (http//www.ndu.edu/ndu/inss/macnair/m040cont.html) NATOs (formal) Web Page http//www.nato.int Okman, Cengiz, October-November 1998, Savunma, vol 3, 54-55, 73 WEUs (formal) Web Page http//www.weu.int/eng/

Gladiator - The Movie Essay example -- essays research papers

The main character of the movie Gladiator is a poor teenager Tommy Railey. Tommy, a catechumen to a tough Chicago inner city high school, becomes a boxer to pay out his obtains gambling debts. At first he flora in a dinner to earn money. Later he decides to fight for money so that he can pay off his sky pilot quickly. Although wadding is a dangerous sport, fighting helps keep him off the streets and out of violent gangs. It is also a way for Tommy to earn money, sublimate anger towards his absent father and numb the emotional pain of a broken home. Unluckily, Mr. Horn, a nefarious man of affairs exploiting hungry boxers like prize pigs for his illegal matches, controls Tommy. Consequently, enraged Tommy earns comme il faut money and defeats Mr. Horn s standards by wining his freedom, and beating him in a fight. Tommy, a very gifted young man, adamantly takes the anger he has inwardly and uses it to achieve his goals.On his first day at school, a gang of thugs confronts Tommy. Tommy later finds that the gang members are his classmates who push him around in class. Tommy s father was a gambler and hung around with people that were up to no good. Therefore Tommy focuses on school and aspires to attend college some day. On his first day at school he shows knowledge of meaning behind Mark Twains literature, leaving his classmate thugs shocked. The same day Tommy befriends a classmate. She appreciates his wisdom and hires him to dry wash dishes in her parents dinner. The dinner is located in the neighborhood, and is frequented by the thugs who rule the streets of the area. They fight the other students around the area on regular basis.In another scene gang members surround Tommy on his way to work. Tommy fights back and punches two of them later to be stopped by an older man. The man tells off the thugs and follows Tommy inside the dinner. The man is a Mr. Horns recruiter and the gang members work for Mr. Horn. Mr. Horn is a former boxer turned businessman w ho organizes illegal wadding matches. At the dinner the man sits by Tommy and makes him an offer he cannot refuse. He explains that since the thugs he just beat up seem weaker whence him, he could fight against them and earn quick cash. Aware of his fathers debt, Tommy hopes to pay it off as soon as possible so he takes on the job and commits to one fight that even... ... nothing else but boxing. Consequently, Tommy decides to tell Mr. Horn that he will not fight anymore. In spite of his determination Mr. Horn reminds Tommy that he owns him. Furthermore, Mr. Horn schedules a fight between Tommy and Lincoln that evening. At first Tommy refuses to fight his best friend, but accepts to do so simply because Lincoln has to earn money to support his wife and child.During the fight Tommy cannot hit his friend therefore the judges had stop the fight. Mr. Horn is very disappointed as he marched the platform and knocks out Lincoln to the ground. Tommy offers a fair fight with Mr. Horn in exchange for his freedom. Mr. Horn is an experienced Gladiator, a fighter without boxing gloves. If Tommy loses the fight Mr. Horn will still own him. That day Tommy beats up Mr. Horn without boxing gloves. Tommy had built up anger over the years, because of his family situation. His undertake to settle his fathers debts was successful. He used his anger to defeat all the odds against him. He came to a Chicago ghetto a good son and became a better and stronger man. This is a classic plot of a good man overcoming evil.

Genetic Engineering Brings More Harm Than Good :: Genetic Engineering Essays

Until the recent demise of the Soviet Union, we lived under the dailythreat of nuclear holocaust extinguishing human life and the immaculatebiosphere. Now it looks more likely that total destruction will beaverted, and that widespread, but not universally fatal, damage willcontinue to occur from shaft accidents from power plants, agingnuclear submarines, and perhaps the limited use of tactical nuclearweapons by governments or terrorists.What has gone largely unnoticed is the unprecedented deadly threat ofgenetic engineering to life on the planet. It now seems likely, unlessa major shift in international policy occurs quickly, that the majorecosystems that support the biosphere be going to be irreversiblydisrupted, and that genetically engineered viruses may very well leadto the eventual demise of almost all-human life. In the course of themajor transformations that atomic number 18 on the way, human beings will betransformed, both intentionally and unintentionally, in ways that w illmake us something different than what we now consider human.irrespective of the dangers, we be rushing full speed ahead on almostall fronts. about of the most powerful multinational chemical,pharmaceutical and agricultural corporations keep back staked theirfinancial futures on genetic engineering. Enormous amounts of money arealready involved, and the United States government is currentlybullying the rest of the world into rapid acceptance of corporatedemands concerning genetic engineering research and marketing.In the 1950s, the media was full of information about the great newscientific miracle that was going to make it possible to shoot down all ofthe noxious insects in the world, to wipe out insect-born diseases andfeed the worlds starving masses. That was DDT. In the 1990s, themedia is full of information about the coming wonders of geneticengineering. Everywhere are claims that genetic engineering will feedthe starving, help eliminate disease, and so forth. The ideas a ndevidence presented below are intended to help evaluate that centralquestion.Some scientists believe that, since genetic codes determine theappearance, personality, health, and aging process of human beings, ifthat genetic information in the chromosomes could be decoded and thegenetic mechanism were understood, we could potentially control and break our health, quality of life, and the biochemical processes inour bodies. In other words, we could control our own fate. Also, wedbe able to improve the genes of other animals and vegetables so thatthey could serve humankind better. At first sight, these ideas seemreasonable and attractive. However, careful analysis reveals that theyare based upon an incorrect theory--the theory of gene determinism.Genes are often described as blueprints or computer programs for

Lets Not Forget the Importance of Family Essay -- Research Essays

The Importance of Family My generation is one who emerged from a society of the eighties and through the nineties that has experienced amazing discoveries of countless measures. Over the blend in twenty years, we save watched our world evolve into a place decorated for its strengths economically. Many of us in the later years of our childhood became members of a conclave given the name the latchkey kids. Due to the needs of our economy as well as our home lives, both parents found it important to become members of the working class. The American culture of the United States puts a very large emphasis on a persons sense of individuality. We are told from the time that we are natural that we can be whatever we want to be and to set our goals high. Doctors, Lawyers, Teachers are some of the common careers that a young child chooses. They set a thoroughfare for them to achieve this, and along the way may make sacrifices for this choice of career. They want only the best for themselves and would never dream of selling themselves sort. This very idea of altruism has sparked a curiosity in my own mind. When you ask a young child what they want to be when they grow up, you expect them to reply with an answer such(prenominal) as a doctor. What if that child said that they just want to be a mommy or a daddy? Do you think that the frequent feeling for this response would be a positive one? I have often wondered if due to the high emphasis on careers in our society, do people, or more specifically, my generation still consider having a family as important to their future? Or does their future only include their career? I, for instance, am a person of more face-to-face than economic goals. I wanted to see if th... ...d it is comforting to know that my peers are reaching for their goals but not forgetting their personal lives. As with any research, there were limitations. If I had more time, I would have liked to int erview and survey persons in my parents generation to grow if when they were my age, did they feel they would have a family? I did everything that I believe I could to find the truth-value in my research, but I think that to look into the future it would have been beneficial to look at the ones who are already there, meaning our parents. My generation is the future, this I knew before this paper. But what I didnt know, is that my peers have gone from children want to be doctors, to young adults following that path to get there. They havent sold themselves short. They have kept their dreams alive, and havent forgot the importance of family.

Do You Advocate Or Oppose Social Media? Essay

Advocates of the brotherly Media say that these communities facilitate genial and political channel offer teachers, librarians, and students valuable access to educational support and materials promote increased interaction with friends and family and broadcast callful culture rapidly. Opponents say that these sites alter childrens brains and expression untamed time on frivolous activity prevent face to face communication expose users to predators like pedophiles and burglars and spread moody and potentially dangerous selective nurture.In this paper I will give a brief history of the Social Media and will also enumerate in an unbiased way approximately pros and cons of the Social Media. History of the Social Media SixDegrees.com, which existed from 1997-2001, is considered the first accessible ne 2rking site because it haveed users to create personal spaces and connect to friends online. Friendster, created in 2002, popularized companionable networking in the United St ates but was apace outpaced by other social networking sites like MySpace (2003), Facebook (2004), chirrup (2006), Pinterest (2009), and Google+ (2012). Facebook root worded one billion monthly users worldwide on October 4, 2012, making it the most popular social networking site with one in seven people on the planet using the site.Every day, Facebook manages 2.7 billion Likes, 300 million photo uploads, and 2.5 billion posture updates and check-ins. Twitter, the second largest social networking site, had an estimated 107.7 million users in the United States (as of Jan. 31, 2012) and 500 million worldwide users (as of Sep. 28, 2012). Pinterest is the third largest social network with 23 million unique visitors in July 2012, followed by LinkedIn, Tagged, Google+, and MySpace. 59% of all Internet users use at least one social networking site and 56% of social networking users are female.Social Media ProsSocial networking sites spread information faster than any other media. Over 50 % of people learn about breaking news on social media. 65% of traditional media disciplineers and editors use sites like Facebook and LinkedIn for story research, and 52% use Twitter. Social networking sites are the top news source for 27.8% of Americans, ranking close to newspapers (28.8%) and above receiving set (18.8%) and other print publications (6%). Twitter and YouTube users reported the July 20, 2012 Aurora, CO theater shooting before news crews could arrive on the scene, and the Red Cross urged witnesses to tell family members they were unassailable via social media outlets. (Hughes & Pesce, 2012).Law enforcement uses social networking sites to catch and prosecute criminals. 67% of federal, state, and local law enforcement professionals surveyed think social media helps solve crimes more quickly. In 2011 the NYPD added a Twitter tracking unit and has used social networking to arrest criminals who have bragged of their crimes online. When the Vancouver Canucks lost the 20 11 Stanley Cup in Vancouver, the city erupted into riots. Social media was used to catch vandals and rioters as social networking site users tagged the people they knew in over 2,000 photos posted to the sites. (Global Post, 2012).Social networking sites help students do better at school. 59% of students with access to the Internet report that they use social networking sites to discuss educational topics and 50% use the sites to talk about school assignments. After George Middle School in Portland, OR introduced a social media program to engage students grades went up by 50%, chronic absenteeism went down by 33%, and 20% of students school-wide voluntarily completed extra-credit assignments. (Delmatoff, 2010).Social networking sites allow people to improve their relationships and make new friends. 70% of braggart(a) social networking users visit the sites to connect with friends and family, and increased online communication strengthens relationships. 52% of teens using social med ia report that using the sites has helped their relationships with friends, 88% report that social media helps them stay in touch with friends they cannot see regularly, 69% report getting to know students at their school better, and 57% make new friends. (Common Sense Media, 2012).Social media helps em might business women. Being able to connect on social networking sites gives business women a support grouping not readily found offline where female CEOs of pot 500 companies are outnumbered by male CEOs 15 to 485. Many social media sites are dominated by women 72% of Pinterest users are women, 58% of Facebook users, 62% of MySpace users, 60% of Yelp users, and 53% of Instagram users. line women useTwitter chats to support each other, give and receive peer knowledge, and have node speakers share expert knowledge. One.org helps African women entrepreneurs connect on social media to grow their businesses. (One.org, 2012).Social media sites help employers find employees and job-see kers find work. 64% of companies are on two or more social networks for recruiting because of the wider pool of applicants, more efficient searches, and no need for an outside recruiter. 89% of employers have hired employees through with(predicate) LinkedIn, 26% through Facebook, and 15% through Twitter. One in six job-seekers credit social media for helping find their current job. 52% of job-seekers use Facebook for the job search, 38% use LinkedIn, and 34% use Twitter. (Jobvite, 2012).Social Media ConsSocial media enables the spread of unreliable and false information. 49.1% of people have heard false news via social media. On Sep. 5, 2012 false rumors of fires, shootouts, and caravans of gunmen in a Mexico City suburb spread via Twitter and Facebook caused panic, flooded the local police department with over 3,000 phone calls, and temporarily closed schools. Shashank Tripathi, tweeting as ComfortablySmug, spread false information in the aftermath of Hurricane Sandy by posting on Twitter that the New York Stock Exchange was flooding and that the power company would cut off electricity to all of Manhattan the bogus information was picked up by national news outlets including CNN and the Weather Channel. (Laird, 2012).Social networking sites lack privateness and expose users to government and corporate intrusions. 13 million users said they had not set or did not know about Facebooks privacy settings and 28% shared all or nearly all of their posts publicly. The US Justice Department intercepted 1,661 pieces of information from social networking sites and e-mails in 2011. The 2009 IRS training manual teaches agents to scan Facebook pages for information that might assist in resolving a taxpayer case. 4.7 million Facebook users have liked a health condition or medical treatment page, information that is sometimes used by insurance companies to raise rates. (Nance-Nash, 2011).Students who are heavy social media users tend to have lower grades. Students who use s ocial media had an median(a) grade point average of 3.06 while non-users had an average GPA of 3.82 and students who used social networking sites while studying scored 20% lower on tests. College students grades dropped 0.12 points for every 93 minutes above the average 106 minutes spent on Facebook per day. Two-thirds of teachers believe that social media does more to distract students than to help academically. (Lanir, 2012).Social networking sites can lead to stress and offline relationship problems. A University of Edinburgh Business School study found the more Facebook friends a person has, the more stressful the person finds Facebook to use. According to a Feb. 9, 2012 Pew Internet report, 15% of adult social network users had an experience on a social networking site that caused a friendship to end, 12% of adult users had an experience online that resulted in a face-to-face argument, and 3% of adults reported a physical confrontation as the result of an experience on a socia l networking site. (Rainie, Lenhart & Smith, 2012).Social networking sites entice people to waste time. 40% of 8 to 18 year olds spend 54 minutes a day on social media sites. 36% of people surveyed listed social networking as the biggest waste of time, above fantasy sports (25%), watching TV (23%), and shopping (9%). When alerted to a new social networking site activity, like a new tweet or Facebook message, users take 20 to 25 minutes on average to return to the certain task. In 30% of cases, it took two hours to fully return attention to the original task. 42% of American Internet users play games like Farmville or Mafia Wars on social networking sites. (Willis, 2012).Using social media can harm job stability and employment prospects. Job recruiters reported negative reactions to finding profanity (61%), poor spelling or grammar (54%), illegal drugs (78%), sexual content (66%), pictures of or with alcohol (47%), and spiritual content (26%) on potential employees social media pa ges. Anthony Weiner, former US Representative, was forced to resign after a Twitter sexting scandal in 2011. Several athletes were criminalize from the 2012 Olympics because of their racist social media posts. (Recuero, 2012).ConclusionAfter reviewing this information, do you see yourself as an advocate or opponent of the Social Media? Do you believe that the Social Media facilitates social and political change, is valuable to education, promotes relationships and broadcasts useful information rapidly? Do you believe the Social Media alters childrens behavior, is a waste of time, prevents personal communication, is a useful implement for predators and burglars and spreads false information?I see myself as neutral in regards to either advocating or opposing the Social Media. I do see official things coming from the Social Media, but also see negative things. I believe is a matter of doing research and not taking all information the Social Media bombards us with as factual informat ion. Its a personal choice, either we advocate the Social Media or oppose it. The decision is up to you.ReferencesBosker, B. (2012) Fortune 500 List Boasts More Female CEOs Than Ever Before. Retrieved January 6, 2013 from http//www.huffingtonpost.com/2012/05/07/fortune-500-female-ceos_n_1495734.html. Common Sense Media. (2012). Social Media, Social Life How Teens View Their Digital Lives. Retrieved January 6, 2013 from http//www.commonsensemedia.org/research/social-media-social-life. Dalke, R. (2011). Social Media national Study The Stanley Cup Hockey Riots. Retrieved January 6, 2013 from http//www.freshnetworks.com/blog/2011/06/social-media-case-study-the-stanley-cup-hockey-riots/. Delmatoff, E. (2010). How Social Media Transformed Our

Hrm Practices in Rmg Sector Essay

AcknowledgementAt the very beginning I express gratitude to my honorable course instructor Kazi T arq ullah for his splendid suggestion, marvelous guidance, necessary recommendation, positive reinforcement, effective discipline, justice & fairness, recognition & rewards. His motivation power is in addition enormous for which I engaged my best struggles to prep atomic repress 18 such a field of findings.I am proud to state that I got such a course instructor who was very much friendly with me. So, all thank go to him as he extended hand for me wher constantly I needed. In fact, he made the course interesting to me and I fundament avow proudly that I know al aroundthing ab place different atomic number 18as of craft communication and shaping analysis.I would like to thank to my classmates whose inspiration and co-operation protagonisted me a lot during conducting the internship. conclusion maker summeryIn keeping with the vision and philosophy to be a truly strategic bus iness confederate to customers aery has made every cause to be involved at all levels of the business attend to. The in-house Design & Product organic evolution team is backed with a dedicated sampling facility for fabrics and garments allowing aired to assist customers in their convergence ontogenesis process and regard a relevant and quantifyly product for the market. Windy is set to be an integral partner providing a wide range of support and services across the entire supply chain. Windys 100% export oriented garment factories oblige a current annual performance capacity of 5 million garments with a projected target of 15 million high quality garments. These admit the best of the indigenous features of Bangladesh such as easy availability of low cost skilled labor with contracted investment in modern engine room and fitted professionals.With strong focus on differentiated, innovative and value added products, the bon ton has strengthened its design team and expan ded its product increment activities. With the trend by rights products, it has been able to increase business substantially with the fashion forward customers. The company participated in international fair in many an(prenominal) countries was super appreciated by the customers which enhanced its reputation and increase its visibility in the international market.In the backdrop of quota elimination, un genuineties in the global market scenario, the companys aggressive merchandising team has been able to establish itself firmly to the customers as an most-valuable partner in the supply chain.Windy has invested in modern machinery and coupled this with superior skilful expertise to ensure excellent quality in for for each one adept of the 10,000 dress and casual shirts, 3,000 knit tops and 2,000 jeans and woven bottoms produced daily. The dull formula for success is to increase the inexpensive skilled labor with counsel from a high tech perspective. Industrial engineering and work-study play and important role with softw atomic number 18 such as GSD & FMS used for data driven production management to maximize efficiency. The organization is managed by a group of top tier professionals specifi look toy hired for their expertise in the various aspects of the garment production process. Regular training updates and technical inputs from visiting professionals and consultants equip all irksome employees to excel in their aras and ensure top- nonch product quality, value and service are received by business partners. In-spite these excellent facilities in fact, the company is facing tremendous problem in customer service. The confederacy ass peckt chief(prenominal)tain its delivery schedule as compulsory by the customers in to the highest degree of the orders.In the bottom line, I do call up that the company has ample opportunities to upgrade itself by apply all its preferences, maintaining qualities, delivering inviolables to the customers in metre and giving continuous effort to the boilers suit customer service.We should always call Continuous Improvement is the Road To Survival And Growth.Contents Introducton.1.1-Introduction1.2-Origin of the report1.3-Rational of the study1.4-Objectives of the report1.5 method actingology of the study1.6-Limitation of the study-Background of the aerial apparels ltd.2.1-Introduction2.2-Back ground2.3-Management and organigation2.4-Organigation chart- adult male resource readiness and policies of windy apparels ltd.3.1-Planning and policies3.2-Planning and policies framing- line of business analysis of windy apparels ltd.4.1-Job analysis4.2-Job analysis method4.3-Job analysis paradigmRecruitment and pickaxe process of windy apparels ltd.5.1-Recruitment5.2-Constraints of recruiting efforts5.3-Recruiting sources5.4-The selection process5.5-The selection process figure5.6- converse appraisal form5.7-Reference verification check listTraining and development of windy apparels ltd .6.1-Training and development6.2-Traning figure6.3-Training approaches operation appraisals of windy apparels ltd.7.1-Performance appraisal7.2-The appraisal process figure7.3-Performance ratingCompensasion of windy apparels ltd.8.1-Compensasion8.2-Types of Employees Reward8.3-Service and Benefit8.4-Safety and wellness course of instructionDisciplinary Action of windy apparels ltd.9.1-Disciplinary action at law9.2-Factors to consider when discipline9.3-Funetion of disciplinary action-Conclusion and Recommendation10.1-Conclution10.2-RecommendationReferanceQuesti aners-1.1-IntroductionAdministration is one of the important departments in the company to implement the policies rules and regulation. Administration department pull up stakes manage the whole work process with the polices build up by the management of the companyPeople working in the company are the superior resource .Human resource department ensure the maximum acquire of the humans working in the company and also ens ure the maximum productivity by motivation. So in the company human resource department has a commodious volume of influence to build up a better mi seat to work and maximize the productivity and companys goodwill.1.2- Origin of the reportThis report originated as an academician requirement of BBA Program of Uttara University. later on completion of the program period a student must(prenominal) submit the report on the charge topic to the supervisor and to the department. I was assigned to project course on HRM Practices in RMG Sector for completing the program.1.3-Rationale of the studyTheoretical knowledge is non enough for a student. It is essential for a student to acquire practical knowledge. This report is prepared for showing the windy apparels ltd and general RMG sector. .According to fulfill the requirement the researcher has chosen to work on HRM practices to RMG sector. thitherfore, this studies report is the outcome of an academic need as well as practical knowle dge and the outmost and enthusiastic intention of the researcher under the proper and in-depth guidance of a highly experienced dedicated guide.1.4-Objective of the report This report is prepared primarily for the partial fulfillment of the BBA course requirement. TO examine the RMG sector in windy apparels ltd. To identify the main problems in RMG sector of windy apparels ltd and also its solution. TO increase logical argument satisfaction is essential for proper performance and good-labor management relation. To make all organization programs an effective, HRM acts restlessly. in the long run to recommend some effective measures in improving the match system.1.5-Methodology of the studyo Primary Sources Face to face discussion with the HR. four-in-hand of windy apparels ltd. Before academic term with him I harbor prepared a dubietynaire Direct observation Other expert opiniono Secondary Sources Yearly publication of windy apparels ltd pertinent papers of financial stat ement whatsoever related discipline form the Internet Other relevant books.1.6-Limitation of the studyIn spite of my best effort , this study is not free from the adjacent limitations The time stipulated for the internship program Relevant papers and documents were not available sufficiently The authority has some policy for not disclosing some secret data and information which could be very much essential I am also less experienced in this regard.2.1-Introduction set up in 1999 the Windy group has expanded dramatically over the past 10 years and is today the braggyst and most diversified industrial conglomerate in Bangladesh. Employing 2,000 people including 50 qualified professionals and dealing in a wide of consumer and industrial products for domestics and global markets, Windy has fast become one of the leading remote exchange earners in the countrys private sector. Textiles & Garments is the largest and fas shew growing division of the Windy Group and presently accounts for half the Groups business turnover and profit. The Groups major investment continues to be concentrated in this Division.Among the variety of business, Windy Apparels Ltd ready-made garments manufacturing industry, which started its commercial production in frame 1999 under the name of windy Apparels Ltd. Windy Apparels has successfully come a long way and proved its strength as a leading medical examination specialist in the industry for mens high quality dress & casual Shirts and ladies blouses, trousers & dress. Since inception, the company has been growing steady.2.2 Background of the windy Apparels LtdWindy Apparels Ltd is a fixed in Rajendrapur, Gazipur, Dhaka. If has been establish in 2002. There are 4300 employees work here. It contributes large portion of foreign currency exporting by ready made garments. Its total area is 38200 square feet and stomachs a good working environment.2.3- Management & OrganizationThe over all management of the company will be vested w ith the instrument panel 4f Directors. The Board of Directors will be formulated companys policies & guide lines for its day to day business operations . The Managing Director will be the executive dealer who will look after the business affairs and other logistic supports of the economy. However Managing Director will be assisted by the managerial and technical personnel who will be the directors of the company. 2.4- ORGANIZATION CHART3.3 Visionwindy apperals ltd. shall endeavor to excel in every aspect of their operation and thereby provide quality products and services to their customers. The organization will have a challenging and satisfying working environment so that the talents and potentiality of their human resource is teach the full opportunity to blossom & grow. windy apperals ltd shall maintain a high degree of integrity in their business conduct and this characteristic will deem in their dealings with their customers, their suppliers, their contractors, their fin anciers, their employees & indeed their entire society.3.4 MissionCustomer Policy To always focus on the customer because the customers satisfaction is their inspiration. line of business Policy To conduct the business with high integrity. Employee Policy To nurture the best human resource through and through training & motivation. Quality Policy To consistently true high quality product to keep their standard above others. Environment Policy To address environmental issues aptly & carry on their activities in line. futurity Policy To endeavor innovation to excel in every aspect of their operation.pic3.1 Human Resources and ManagementManagement and human resources management are one and the same. They should neer be separated, Management is personnel administration. Management has the three descents, two of which are directly related to personnel managing workers and work management is the process of efficiently get things done with and through other people. HRD deals with th e design of formal systems in an organization to ensure the effective and efficient use of human talents to accomplish organizational goals.There are many definitions about human resource management (HRM). One of the well kn take in definitions offered by Michael Jucious (1984). He settled human resources management personnel management as the field of management which involves elements organizing, directing and controlling the melt down of processing, ontogeny, maintaining and motivating a labor force. It is process of acquiring, supporting, terminating, developing and properly using the human resource in an organization.Human resource management tin fuel be defined as a process of procuring, developing and maintaining competent human resource in the organization so that goals of an organization are achieved in an effective and efficient manner.Human resource management is The policies and practices involved in carrying out the People or human resource aspects of a managemen t position, including recruiting, screening, training, rewarding and appraising.3.2 Duties of HRDo Acquisition functions of HRD.o Developing functions of HRD.o Motivating functions of HRD.o Maintaining function of HRD.3.3 Functions of HRMHR managers are performing a variety of functions. The functional areas of HRManagement are changing as the time goes on. The main HRM functions acknowledge3.1- Human Resource Planning and PoliciesWhenever windy apparels ltd is in the process of determining its human resources needs, it is engaged in a process we called human resource planning. Human resource planning is one of the most important elements in successful organization ensures that it has the right flesh and kinds of people, at the right place, at the right time, clear of effectively and efficiently completing those tasks that will help the organization achieve its overall strategic objectives. Human resource planning, then, ultimately translates the organizations overall goals into the number and types of workers needed to meet those goals. Without clear-cut planning, and a direct linkage to the organizations strategic delegacy, estimation of an organizations human resource needs is reduced to mere guesswork.This means that human resource planning mucklenot exist in isolation. It must be linked to the organizations overall strategy.The strategic planning process of windy apparels ltd is both long and continuous. At the beginning of the process, the organizations main emphasis is to determine what business it is in the is commonly referred to as developing the mission statement. The mission of windy apparels ltd is to play a great role in economic development of the country.After scope agreement on what business the company is in and who itsconsumers are senior management then begins to set strategic goals. During this phase, these managers define objectives for the company for the next quint to twenty years. These objectives are broad statements that estab lish targets the organization will achieve. The goals of the windy apparels ltd is to contribute 5 % of total foreign exchange by exporting establish Made Garments.After these goals are set, the windy apparels ltd begins the corporate assessment. During this phase, a company begins to analyze its goals, it current strategies, its external environment, its strengths and weaknesses, and its opportunities and threats, in terms of whether or not they female genitals be achieved with the current organization resources. Commonly referred to as a gap or SWOT ANALYSIS, the company begins to look at what skills, knowledge, and abilities are available internally, and where shortages in terms of people skills or equipment may exist.The company must determine what gambols need to be done, and how many and what types of workers will be required. In management terminology, we call this organizing. Thus establishing the structure of the organization assists in determining the skill, knowledge, and abilities required of tradingholders.3.2-The strategic direction of Human Resource Linkage of windy apparels ltd is shown in the following figuremission Determining what business the organization will be inObjectives and goals Setting goals and objectivesStrategyDetermining how goals andObjectives will be attainedStructureDetermining what cogitate overs needTo be done and by whomPeopleMatching skills, knowledge,And abilities to required frolics4.1- Job AnalysisJob analysis is a systematic exploration of the activities within a job. It is a technical procedure used to define the duties, responsibilities, and accountabilities of a job. A job analysis involves identifying and describing what is happening on a job.. accurately and precisely identifying the required tasks, the knowledge, and skills necessary for performing them and the conditions under which they must be performed.4.2- Job Analysis MethodThe basic methods that HRM can use to determine job elements and the essenti al knowledge, skills, and abilities for successful performance include the following Observation Method Using the observation method, a job analyst watches employees directly or reviews films of workers on the job. Although the observation method provides firsthand information, workers often do not function most efficiently when they are being watched, and thus distortions in the job analysis can occur. This method also requires that the entire range of activities be observable. This is executable with some jobs, but im likely for many for example, most managerial jobs.Individual Interview Method Using the person interview method, a team of job incumbents is selected and extensively interviewed. The results of these interviews are combined into a single job analysis. This method is effective for assessing what a job entails, and involving employees in the job analysis is essential.Group Interview Method The group interview method is similar to the mortal interview method except t hat a number of job incumbents are interviewed simultaneously. Accuracy is increased in assessing jobs, but group dynamics may hinder its effectiveness.Structured Questionnaire Method Under the structured questionnaire method, workers are sent a unique(predicate)ally designed questionnaire in which they check or rate items they perform on their job from a long list of possible task items. This technique is excellent for meeting information about jobs. However, exceptions to a job may be overlooked, and there is often no opportunity to ask follows up questions or to clarity the information received.Technical Conference Method The technical conference method uses supervisors with extensive knowledge of the job. Here, specific job characteristics are obtained from the experts. Although a good data fabrication Method, it often overlooks the incumbent workers perceptions about what they do on their job.Diary Method The diary method requires job incumbents to record their daily activit ies. The diary method id the most time consuming of the job analysis methods and may have to extend over long periods of time- all adding to its cost.These six methods are not meant to be viewed as mutually exclusive no one method is universally superior. Even obtaining job information from the incumbents can create a problem, especially if these individuals describe what they call up should be doing rather than what they actually do.Windy Apparels Ltd uses the individual interview method because it is an extensively interview method. When it involves in conducting the job analysis it follows the below items1. Understanding the mathematical function of conduction the job analysis Before embarking on a job analysis, one must take in the nature and purpose of conducting the investigation. Recognize that job analyses behave a vital purpose in such HRM activities as recruiting, training, setting performance standards, evaluating performance, and requital. In fact, nearly every acti vity in HRM revolves around the job analysis.2. Understanding the role of jobs and values in the organization Every job in the organization should have a purpose. Before conducting the analysis, one must understand the linkage that the job has to the strategic direction of the organization. In essence, one must answer why the job is needed. If an answer cannot be determined, then may be the job is not needed.3. Benchmark positions In a large organization, it would be impossible to evaluate every job at one time. Accordingly, by involving employees and want their input, selected jobs can be chosen based ob how well they represent other, similar jobs in the organization. This information then will be used as a starting point in later analysis of the other positions.4. Determine how you want to collect the job analysis information Proper planning at this stage permits one to collect the data desired in the most effective and efficient manner. This means developing a process for salt away the data. Several combined methods like structured questionnaires, group interviews, and technical conferences- should be used. Select the ones, however, that best meet your job analyses goals and timetables.5. Seek clarification, wherever necessary Some of the information collected may not be entirely understood by the job analyst. Accordingly, when this occurs, one must seek clarification from those who possess the circumstantial information. This may include the employee and the supervisor. Failure to understand and comprehend the information will make the next step in the job analysis process- writing the job description- more difficult. 6. Develop the first engage of the job description Although there is no specific format that all job descriptions follow, most include certain elements. Specifically, a job description contains the title, a summary sentence of the jobs main activities, the level of authority and accountability of the position, performance requirements, an d working conditions.7 Review draft with the job supervisor Ultimately, the supervisor of the position being analyzed should approve the job description. Review commentsfrom the supervisor can assist in determining a last-place job description document. When the description is an accurate reflection, the supervisor should sign off, or approve the document.4.3- The move of job analysis are shown in the following figureUnderstanding the purposeOf the job analysisReview draftWith supervisorUnderstanding the role of Jons in the Develop draftBenchmark position Seek clarificationDetermine how to collectjob analysis information5.1- RecruitmentAfter organizations have established their strategic direction and developed a corresponding employment plan, the organization must turn its attention to getting the right people. The jobs that have been identified and their associated skills point to very specific types of employees that are require. But these employees dont just magically appear-n or do the frequently come knocking on the organizations door. Instead, the company must embark on an employment process of finding and hiring qualified people.That process starts when the organization notifies the public that openings exist. The organization wants to get its information out such that a large number of potentially qualified applicants respond. Then, after several interactions with the most promising of these candidates will bestdemonstrate the skills, knowledge, and abilities to successfully perform the job.So Recruiting is the discovering of potential applicants for actual or anticipated organizational vacancies.5.2- Constraints of Recruiting EffortsWhile the ideal recruitment effort will bring in a satisfactory number of qualified applicants who will take the job if it is offered, the realities cannot be ignored. For example, the pool of qualified applicants may not include the best candidates or the best candidate may not want to be employed by the organization. T hese and other constraints on recruiting efforts limit human resource recruiters freedom to recruit and select a candidate of their choice. However, we can narrow our focus by suggesting five specific constraints.1. Image of the organization We noted that the prospective candidate may not be interested in pursuing job opportunities in the particular organization. The image of the organization, therefore, should be considered a potential constraint. If that image is perceived to be low, the likelihood of attracting a large number of applicants is reduced. 2. Attractiveness of the job If the position to be filled is an unattractive job, recruiting a large and qualified pool of applicants will be difficult. In recent years, for instance, many employers have been complaining about the difficulty of finding suitably qualified individuals for manual labor positions. In a job market where unemployment rates are low, and where a wide range of opportunities exists creating competition for th ese workers, a shortage results. 3. sexual organizational Policies Internal organizational policies, such as enkindle from within wherever possible, may give priority to individuals inside the other than the lowest level entry positions, will be filled from within the ranks. Although this is promising once one is hired, it may reduce the number of applications. 4. Government Influence The governments influence in the recruiting process should not be overlooked. An employer can no continuing seek out preferred individuals basedon non-job-related factors such as physical appearance, sex, or religious emphasize. 5. Recruiting Costs The last constraint, but certainly not lowest in priority, is one that centers on recruiting costs. Recruiting efforts by an organization are expensive. Sometimes continuing a search for long periods of time is not possible because of budget restrictions.5.3- Recruiting SourcesRecruiting is more likely to achieve its objectives if recruiting sources refl ect the type of position to be filled. Certain recruiting sources are more effective than others for filling certain types of jobs.a) The Internal attempt Windy apparels ltd will attempt to develop their own employees for positions beyond the lowest level. These can occur through an internal search of current employees, who have bid for the job, been identified through the organizations human resource management system, or even been by a fellow employee. The advantages of such searches-a promote from within wherever possible policy- are It is good public relations. It builds morale. It encourages good individual who are ambitious. It improves the probability of a good selection, since information on the individuals performance is readily available. It is less costly than going outside to recruit. Those chosen internally already know the organization. When carefully planned, promoting from within can also act as a training device for developing middle- and top level managers.B) Em ployee Referrals/RecommendationsSometimes windy apparels ltd recruits individuals who will perform effectively on the job is a recommendation from a current employee. Because employees rarely recommend person unless they believe that the individual can perform adequately. Such a recommendation reflects on the recommender,and even someones reputation is at stake. Employee referrals also may have acquired more accurate information about their potential jobs.C) The external searches anyways these windy apparels ltd is looking employees by the external searches for recruitment. These are discussed below1. Advertisements Windy apparels ltd gives advertisement various types of tidingspaper and wallpapers for employees it needs because it is large medium by which the news can reach maximum people.Besides these, windy apparels ltd sometimes recruits employees from various Schools, Colleges, and Universities, Professional Organizations, Cyberspace recruiting a unsolicited applicants.5.4-Th e Selection ProcessSelection activities typically follow a standard pattern, beginning with an initial screening interview and concluding with the employment decision. The selection process typically consists of eight steps 1. sign screening interview2. Completing the4 application form,3. Employment tests4. Comprehensive interview,5. Background investigation,6. A conditional job offer,7. Medical or physical examination and8. The aeonian job offer.each step represents a decision point requiring some affirmative feedback for the process to continue. Each step in the process seeks to expand the organizations knowledge about the applicants background, abilities and motivation and it increases the information from which decision makers willmake their predictions and final choice.5.5- The Selection Process in the following figureFailed to meet minimum qualificationsPassedFailed to complete application or failed job specificationsFailed test impress interviewerPassedPassedFailed to impre ss interviewerProblems uncountedPassedUnfit to do essentialElements of jobAble to performEssential elements of jobThe Windy apparels ltd firstly prepare to initiate a primarily review of potentially acceptable candidates by two steps as (i) the screening of inquires and (ii) The provision of screening interviews. After completing the initiate screening applicants are asked to complete the organizations application form. It required information about candidates present/ permanent address, candidates profile, job performance etc. When the candidate passes it, he is then given for employment test. In this point candidates are shown on intelligence, aptitude, ability and interest testto provide major input to the selection process. After that candidates are given comprehensive interview. This interview is designed to poke into areas such as assessing ones motivation, ability to work under pressure, and ability to fit in with the organization.The next step in to undertake background inv estigation of the applicants who appear to offer potential as employees. This includes contacting former employers to confirm the candidates work record and to obtain their appraisal of his/her performance, other job related and ad hominem performances, verifying educational qualification shown on application. If the candidates passes this, it is typically customary for a conditional job offer to be made. The conditional job offer implies is that if everything is okay- difference a certain medical, physical or substance abuse test. The next to last is the selection process may consist of having applicant may taka a medical/physical examination. Because a candidates has to perform a variety of activities that require a certain physical condition. Those individuals who perform successfully in the proceeding steps are now considered to be bailable to receive the employment offer. The procedures of selections process of windy apparels ltd are shown in the following- 5.6- Windy Appare ls Ltd.Rajendrapur, SreepurGazipur..Windy Apparels Ltd.Rajendrapur, SreepurGazipur.3.7 Selection Procedures of EXIM BankThe selection process in Exim is not different from what is practiced in mostorganization starts with initial screening of CVs goes on to written test and then afinal interview before selecting the person. Selection decision can result in one of thefour possible out comes. cardinal of these outcomes are right decision and two are wrongdecision. Decision Accept get rid of Letter of job performance Successful enlighten decision Reject error Unsuccessful Accept error Correct decision The current selection process in EXIM bank is described below initial ScreeningThe process starts with initial screening choosing from the CVs that fulfill thespecific requirements. After a vacancy is announced and CVs are already collectedfrom different source, the Bank starts the initial screening process .then called forwritten test. eventIf any employee are out of the job in some cuttings is called termination. There arecertain circumstances where-even through complaint is within jurisdiction the companycan dismiss him without considering its merits. This is some time called earlytermination. Termination Process of windy apperals Ltd.The company any terminate the service of permanent employee by giving him/her noticein writing or salary in lieu therefore the period on under.120 Days notice in case of subordinate staff or salary in lieu thereof.90 Days notice for all other grades or salaries in lieu thereof.have during probation the Management may terminate the employee at any timewithout notice.The authority to terminate an employee of the grades from junior officer to ExecutiveVice President Lies with the Managing Director while that of Senior Executive VicePresident and above can only be exercised by the Board of Directors. DismissalAn employee will be dismissed from the company service if he or she is guilty ofmisconduct or whatsoever according to t he report of the enquiry committee theconcerned dismissed employee will get only the own contribution of his/her providentfund. Discharge on medical GroundIf an employee is incapable to continue his/her service for continues ill health mentalabnormality and disorder, then the management discharge him/her from service onmedical ground. He/She may be paid a ex-gratuity with other benefit with theapproval of the Managing Director.6.1 Training and Development Training is a learning experience in that it seeks a relatively permanent change in an individual that will improve the ability to perform on the job. We typically say training can involve the changing of skills, knowledge, attitudes, or behavior. It may mean changing what employees know, how they work, their attitudes to ward their work, or their interaction with their coworkers or supervisor.For our purposes, we will differentiate between employee training and employee development for one particular reason. Although both are sim ilar in the methods used to affect learning, their time frames differ. Training ismore present day oriented its focus is on individuals current jobs, enhancing those specific skills and abilities to immediately perform their jobs.6.2- The training needs are shown in the following figure6.3- Training ApproachesThe most widely used training methods take place on the job. The popularity of these methods can be attributed to their simplicity and the impression that they are less costly to operate.On the job training Places the employees in actual work situations and makes them appear to be immediately productive. It is learning by doing, for jobs that either are difficult to simulate or can be learned quickly by watching and doing, on-the-job training makes sense.Off the Job Training Off the job training covers a number of techniques classroom lectures, films, demonstrations, case studies and other simulation exercises, and programmed instruction. The facilities needed for each techniqu e vary from a small, makeshift classroom to an elaborate development center with large lecture halls, supplemented by small conference rooms with sophisticated instruction technology equipment.6.4- Career Development1. The responsibility for managing a rush belongs to the individual. The organizations role is to provide assistance and information to the employee, but is not responsible for growing an employees public life. 2. A career is a sequence of positions occupied by a person during a course of a lifetime. 3. Career development from an organizational standpoint involves tracking career paths and developing career ladders. From an individual perspective, career development focuses on assisting individuals in identifying their major career goals and to determining what they need to do to achieve these goals. 4. The main distinction between career development and employee development lies in their time frames. Career development focuses on the long-range career effectiveness a nd success of organisationalpersonnel.Employee development focuses on more of the immediate and intermediate time frames 5. Career development is valuable to an organization t because it (1) ensures needed talent will be avail- able (2) improves the organizations ability Jo attract and retain high-talent employees (3) ensures that minorities and women get opportunities for growth and development (4) reduces employee frustration (5) enhances cultural diversity (6) assists in implementing quality and (7) promotes organization goodwill. 6. The five stages in a career are exploration, establishment, mid-career, late-career, and decline. 7. The Holland vocational Preferences are realistic, investigative, artistic, social, enterprising, and conventional. 8. Typology focuses on personality dimensions including extroversion-introversion sensing-intuition thinking-feeling and judgirig- perceiving These four pairs can be combined into i(i different combination profiles.With this information, personality of jobs can be matched to personality of individuals. Some suggestions for managing your career include U.) Select your first job judiciously (2) do good work (3) present the right image (4) learn the power structure (5) bring forward control of organizational resources (6) stay visible (7) dont stay too long in your first job (8) find a instruct (9) support your boss OO) stay mobile (11) think laterally (12) think of your career in terms of skills youre acquiring and continue upgradiiu and 03) work harder than ever a developing a network. 3.9 Management Development of windy apperals ltda. On the Job Development Coaching. Under Study.b. Off the Job Development Committee Assignment. Job Rotation. Sensitivity Training. Transactional Analysis. Training within the company. Training outside the company. Lecture Courses. Simulation Exercise.c. Workers Development Coaching. Under Study. Committee Assignment.3.10 Motivation Function of HRD of windy apperals Ltd.Motivation is t he willingness to do something and is conditioned by their actions abilityto satisfy same need for the individual windy apperals Ltd.Motivation process of windy apperals Ltd. Unsatisfied Need Tension Dives Search Behavior Goat Achievement Need Satisfaction Of Tension Job Design. Performance Evaluation Rewards Job Evaluation Compensation / Benefit Discipline7.1-Performance AppraisalsPerformance evolutions are an integral part of most organizations. Properly developed and implemented, the performance appraisal process can help an organization achieve its goals by developing productive employees. Although there are many types of performance evalution systems, each with its own advantages and disadvantages, we must be aware of the legal implications that arise. EEO laws require organizations to have HRM practices that are yield free. For HRM, this means that performance evalutions must be objective and job related. That is, they must be reliable and valid Furthermore, under the America ns with Disabilities Act, performance appraisals must also be able to measure average performance success. To assist in these matters, two factors arise (i) The performance appraisal must be conducted according to some established intervals and (ii) appraisers must be trained in the process.7.2- The Appraisal Process is shown in the following figure8.1-Compensasion1. Rewards are the final link in the motivation model. After the effort has been expended, successful performance happens, and organizational goals are achieved, individuals are now ready to have their particular goals met. These goals, or rewards, can come in a variety of types. 2. Rewards can be classified as (1) intrinsic or extrinsic, (2) financial or non financial, or (3) performance-based or membership-based. 3. Some rewards are membership-based because one receives them for scarce belonging to the organization. Employee benefits are an example of membership-based rewards, in that -every employee gels them irrespec tive of performance levels. 4. Compensation administration seeks to design a cost-effective pay structure that will not only attract, motivate, and retain competent employees, but also be perceived as fair by these employees. 5. Job evaluation systematically determines the value of each job in relation to all jobs within the organization. The four basic approaches to job evaluations are (1) the ordering method, (2) the classification method, (3) the factor comparison method, and (4) the point method. 6. The final wage structure evokes from job evaluation input, wage survey data, and the creation of wage grades. 7.Competency-based compensation views employees as a competitive advantage the organization.Compensation systems are established in terms of the knowledge and skills employees possess, and the behaviors that they demonstrate. Possession of these three factors is evaluated and compensated according to a broad-banded salary range established by the organization. 8. Executive c ompensation is higher than that of rank-and-file personnel and also includes other financial and non financial benefits not otherwise available to operative employees. This is done to attract, retain, and motivate executives to higher performance levels. 9. The chemical equilibrium sheet approach to international compensation -takes into account base pay, differentials, incentives, and assistance programs. Most of the types of employee rewords Garments Companies pay system do not follow the Human resources practice. The is no actual pay scale at level.The Windy apparels limited pay workers at Tk. 1650. The other employees are paid its manual system or contractual basis. Sometimes the worker is paid on production basis. The more the production the more compensation is paid.8.3- Services and benefitsWhen an organization is designing its overall compensation program, one of the critical areas of concern is what benefits should be provided. Todays workers expect more than just an hourl y wage or a salary from their employer they want surplus considerations that will enrich their lives. These considerations in an employment setting are call called employee benefits. Windy Apparels give some opportunities to the employees. There is PF social security, can unemployment compensation if gives only- i) health insuranceii) Disability benefitiii) Bonus it gives double yearly bonus to celebrate festival.This are discussed bellow.picDisability benefitPrograms are designed to ensure income replacement for employees in the event of a temporary or permanent disability arising from an injury or extended illness (typically originating off the job).iii) BonusIt gives twice yearly bonus to celebrate festival.iv) Profit sharing bonusWindy Apparels gives sometimes employees profit sharing bonus. When it earns a certain amount of profit it gives there a certain portion of profit which encourages employees to work more effectively.8.4- Safety and health program Involve management an d employees in the development of a refuge andhealth plan. If neither group can see the usefulness, and the benefit at /such a plan, even the best plan will fail. Hold someone accountable for implementing the plan. Plans do not work by themselves. They need someone to champion the cause. This person must be given the resources to put the plan in place, but also must be Aicld accountable for what its intended to accomplish. Determine the Safety and Health Requirements for Your Work Site. Just as each individual is different, so, too, is each body of work. Understanding the specific needs of the facility will aid in determining what safety and requirement will be necessary. Assess what workplace hazards exist in the facility. Identify the potent a. health and safety problems that may exist on the job. By understanding what exists, preventive measures can be determined. Correct hazards that exist. If certain hazards were identified in the investigation in the assessment, fix or elimi nate them. This may mean decreasing the effect of the hazard, or controlling it through other means (protective clothing). Train employees in safety end health techniques. Make safety and health training mandatory for all employees. Employees should be instructed how to do their jobs in the safest manner, and understand that any pro tective eqir merit provided must be used. Develop the mind-set in employees that the organization is to be kept has and free. Often employees are the first to witness problems. Establish i means for them to report their findings, including having emergency pr3 educes in place, if necessary. Ensuring that preventive maintenance a impend follows a recommended schedule can also prevent the breakdowns from becoming a hazard. Continuously update and refine the safety and health program. Once the program has been implemented, it must continuously be evaluated, am necessary changes must be made. Documenting the progress of the pro gram is necessary for use i n this analysis. 9.1- Disciplinary actionThe term discipline refers to a condition in the organization where employersconduct themselves in accordance with the organizations rules and standards of acceptable behavior. For the most part employees discipline themselves by conforming to what is considered proper behavior because they believe it is the middling thing to do. Once they are made aware of what is expected of them, and assuming they find these standards or rules to be reasonable, the seek to meet those expectations.9.2- Factors to consider when discipline seriousness of problem Duration of the problem Frequents and nature of the problem Extenuating factors Degree of socialization History of the organizations discipline practices Management Backing9.3- Function of Disciplinary Actions pen verbal Warning The mildest form of discipline is the written verbal word of advice. Yes, the term is correct. A written verbal warning is a temporary record of a reprimand that is then pla ced in the managers file on the employee. This written verbal warning should state the purpose, date, and outcome of the interview with the employee. pen Warning The second step in the progressive discipline process is the written warning. In effect, it is the first formal stage of the disciplinary procedure. This is because the written warning becomes part of the employees official personnel file. This is achieved by not only giving the warning to the employee but sending a copy to HRM to be inserted in the employees permanent record.Suspension A suspension or layoff would be the next disciplinary step, usually taken only if the prior steps have been implemented without the desired outcome. Exceptions-where suspension is given without any prior verbal or written warning occasionally occur if the infraction is of aserious nature.A suspension may be for one day or several weeks disciplinary layoffs in excess of a month are rare. Employee welfare and benefit policy Gratuity All regula r employees who have experienceof at least 7 Years are entitled to gratuity. As per service rules,an eligible employee gets a gratuity an amount equal to his/hertwo months basic pay for each year service Provident fund Each member contributes to the providentfund a sum equal to 10% of the basic salary payable to him /her per month and such percentage is deducted by the companyfrom the salary of employee at the time of payment there of.The company contributes to the fund a monthly sum equal to 10%of the basic pay of each employee. Group Insurance Policy windy apperals Ltd. Have a fundnamed Employees Social Security Superannuation Fund thatprovides insurance to the employee on his/her family in case ofdeath, disability or disease. Besides, there is another groupinsurance type arrangement her to take care of the employeeshouse building investment. There is another fund calledEmployees House Building Investment Safety Scheme. Other Benefits As per the service rules an employee afterfulf illing same criteria can enjoy car facilities from the companyCar taking investment facilities from the bank whereas topSOWT Analysis of Human Resource Division of windy apparels Limited5.1 StrengthsOpen HR ManualEmpowered Work long suitInformation TechnologyEmployee Evaluation5.2 WeaknessesJob DescriptionHR AccountingCompensation and Benefits6.3 OpportunitiesManagement Information System.Human Resources Information SystemResearch and DevelopmentSalary SurveyTraining andDevelopmen5.4 ThreatsComp and etitive SalaryTurnover and Comp Turnover and etitive Salary Turnover and etitive Salary Turnover New/Multinational Companies/My Position & DutiesI was assigned for my doing Internship in windy apperals ltd limited for the period of 120 days starting from 1STOCT, 2010 to 31st JAN, 2011,Rajendrapur Branch. In internship period I had no specific place. So I had no fixed duties in the organization. I worked under a Manager of Rajendrapur branch and I observed his different types of activit ies.The working environment place of windy apperals Limited is very much friendly. Every personnel of the HR Division was very much busy but they always tried to help me from their experience.In this organization there are three HRD functions. Those are Acquisition function of HDR, Motivation Function of HRD, Maintenance function of HRD. Human Resource Planning is the process by which an organization ensures that it has the right number and kinds of people, at right place, at right time capable of effectively and efficiently completing those tasks that will help the organization achieve its overall objectives.Windy apperals ltd. works for the development of its executives or potential executives in order to enable them to be more effective in performing thevarious functions of activities.Findings of the Study The HRD system of windy apperals Ltd is not skilled enough and does not follow latest technology. In HR Division, there is the huge lack of development activity. The employee j oining windy apperals should be taken under a cordial orientation program which is absent. Proper training is very important issue for the employees of Financials organization. In windy apperals proper training need requirement is not justified rather done by the employees personal interest. Employees code of conduct or service manual is governed solely by the service quality unit. But there should be a coordination of HRD to measure the correct evaluation of the employees performance.10.1 RecommendationFrom the above discussion we can recommend the following things Establishment and Enforcement of Garment Policy. Govt. should ease its regulation towards RMG sector. Fiscal financial incentives such as decrease in bank interest rate. Tax rate should be reduced in this sector. Derestriction Of foreign remittance flows that financed this sector.10.2 ConclusionHRM is the assenical for the RMG sector. Its the following for holeindustry. Administration is one of the important department s in the company to implement the policies, rules and regulation Its the controlling for RMG sector.Reference1. www.hrm sector.com2. Data collect from RMG financial statement.3. Daily thaumaturgist4. Financial Express5. New Age BusinessQuestionnaires for CustomersInstruction (Request to respondents) Please supply the truth information Please try to answer all the question Please tick the create answar1. Do you think that WINDY APPARELS LIMITED is the largest garments manufacturer in Bangladesh? Yes No2. Do you think that the reputation of windy apparels ltd is good in the world market? Yes No3. Do you think that windy apparels ltd is more reliable than others in Bangladesh? Yes No4. Do you think that the top management of windy apparels ltd is very sincere for any recovery of service? Yes No5. Are you pleased with their management? yes No6. Are you pleased with their working procedures? Yes No7. Are you pleased with their hospitability? Yes No8. Are you pleased with their sampl e development proceedings? Yes No9. Are they offering you any design, which is developed in their own research center? Yes No10. Are you interested to their design offered? Yes No11. Are you satisfied with their product quality? Yes No12. Do you think that their production capacity is sufficient? Yes No13. Are you satisfied with their Compliance department? Yes No14. Do you think that factory-working environment is international standard? Yes No15. Is their technology updated? Yes No16. Are you happy with the existing training programs of windy apparels ltd? Yes No17.Do you enjoy working in this section? Yes No18.In which area of operation of windy apparels ltd. you are responsible for? toil Quality Assurance HR/Admin19. What do you think what could be done to minimize these problems? Training Motivation Monitoring20.Do you think training can help you to improve your performance? Yes Nopic till commercialTraineeJunior ExecutiveExecutiveAssistant ManagerManagerManger AccountsExe cutive CommercialCommercial ManagerExecutive MarketingAssistant ManagerMarketing ManagerMaintenancePersonnelProduction PersonnelProduction ManagerFinance DirectorOperative DirectorManaging DirectorsCarrier opportunityA leading Garment invites application from committed, bright, energetic candidates for the following positions. Name of suffer (1) Production ManagerCandidates Eligibility 6 to 10 years experience in a reputed garment factory in production, Highly experience, highly professional, possessing good health and prepare to work under pressure should only apply for the post. Good communication in English and good computer knowledge. (2). Quality Assurance Manager/ Sample Manager Sample Manager will have to ensure all samples are related to job. Technical knowledge regarding Pattern and sewing operation. finishing with cv, 2 recent passport size photographs and photocopies of all experience certificates is to be sent to the following address on of before April 30, 2008. Abobi Fashion Ltd. Road-30, Hemayetpur, DhakaReject ApplicantPermanent job offerMedical, physical examination, if required conditional job offerBackground information requiredInitial screening eff applicationEmployment testComprehensive interviewConditional job offerChairmanEstablish performance standard with employeesMutually set reasonable goalsMeasure actual performanceMeasure actual performanceCompare actual performance with standardDiscuss the appraisal with employeeIf necessary, initiate corrective action

Ellen Goodman Columnist Essay

Ellen Goodman, a Pulitzer prize winning columnist, author, speaker, and commentator who refuses to call herself a pundit. Ellen has long been a chronicler of amicable change in America, especially the womens movement and effects on our public, private lives, and has spent most of her life chronicling social change and its impact on American life. As a Pulitzer Prize winning columnist she was one of the first women to open up the pages to womens voices and became, agree to Media Watch, the most widely syndicated progressive columnist in the country.Proof of her strong passion for impacts on an average American life, her column titled Dispensing Morality shows just that. In her column, she expresses how those in professions and careers should reserve the right to distribute drugs or anything that has the ability to harm someone, even if its intentions is to aid, if the decision on handing it out conflicts with their ethics, morals, and values. She uses scenarios of situation like tho se and rhetorical questions to prove a point based on ethos with a tad bit of poignancy while she uses statistics of a considerable amount of claims, facts, expert opinions to ingathering to the readers logos.She ends of this column saying .. last time I looked, the pharmacists license did non include the right to dispense morality. Matching the last vocalise with exact title of her column gives it a serious conclusion displaying how serious she is about the subject. In another column of Goodmans, Those Poor College Conservatives she boldly evinces how politics does not only live with a monumental spotlight as the res publica as its theatre, but it also has a college level arena where students can prepare the initial stand of having grand debates as would senators and other officials perform when running for office of any kind.Here she uses statistics of how much Democrats there is for one Republican in the universities of Stanford and Berkeley to intend how much national p olitics is effected by students who, as we know, are the next generation the future. She also uses ExxonMobil The Independent Womens Forum and a quote of Harvey Mansfield, a Harvard conservative, to add on to her use logos in addition with her statistics. However, as much as logical this column may be, she uses her strong opinions to include pathos to approve to readers emotions, morals, and beliefs.This column demonstrates how much of a determination Goodman has toward the inclusiveness of American lives. One column of hers clearly exhibits her drive for righting wrongs of America. In Goodmans column, leave behind Her Voice Ever Be Heard? she stands up for foreign writers to be able to have published books in the United States. This column mainly surrounds Persian writer, Shirin Ebadi, who was the first Iranian woman to become a judge and the first to receive a Nobel Prize, whos been eschewed by the government because shes Iranian and the American government will not allow rac e who the country fears and is currently in war with.Goodman uses the background and story of Ebadi to convey the difficulties she has had in order to have her books published, those trails are an example of pathos because it is attempting to attract the readers emotional state. The author also uses facts revealing discrimination, such as A law create verbally in 1917 allows the president to bar transactions during times of war or national emergency. It was amended twice to exempt publishers.Nevertheless, the Treasury Department in its cognition has ruled that its illegal even to enhance the value of anything created in Iran without permission. To appeal to the audiences logos state. The purpose of this article is to strike up peoples ethos so they will also stand up for those like Ebadi and hopefully let them have a share of this country of freedom. Ellen Goodman, currently does not write columns, however, as stated earlier, she is considered one of the most advanced columnist in the country.Her passionate columns of justifying the unjust in America truly exemplifies her love for this nation and how much she wants to make it an ideal land for not only its citizens but for those seeking liberty and freedom. Through her use of pathos, ethos, and logos she desires to please everyones emotions, value, and sharp mind-sets, thus spreading her drive and motivation toward others. Her goal for composing such column makes her an astounding writer not for money, not for fame, not for glory, but to arrive at readers hearts for good.

Great Expectations Notes on Guilt Essay

In analysing Great Expectations, Dorothy Van Ghent maintains that there are twain kinds of crime that drive the moral plot of the novel the crime of parent against child and the calculated social crime of turning the individual into a machine. Thus, in the same way that the parent or the parent figure abuses the child, social authority also participates in creating parents who participate in the dehumanization of the children. (sons successor of fathers sin, repeat in society over n over) Van Ghent puts forward many of her ideas in an extremely extravagant, descriptive and floury manner, which at multiplication is difficult to follow.I feel that Van Ghent approaches Great Expectations from a mainlyPsychoanalytical literary criticism approach, because her analysis of the text is in general concerned with the idea of feelings, desires and guilt that Pip carries and because guilt and desire are repressed by Pip they can only appear indirectly in the text. In Great Expectations Pips repressed guilt and .occur and appear indirectly through.Van Ghent identifies a psychic context for Great Expectations in which I feel she focuses on Pips psycho drama competing desires of trying to redeem himself of sins (his and his fathers) and of wanting to attain the status of being a human being and no longer being coarse and common. I feel this represents a psychoanalytical approach because these issues frame Van Ghent analysis, above the significance of the social, diachronic or other contexts which could be used by critics. Van Ghent focuses on the unconscious motives and feelings of a character (Pip) depicted in the text maven of the psychoanalytical theorists do (P100 Beginning theory)

McAfee Spyware Blocker Essay

McAfee, an Intel company, has been an industry leader for antivirus package to protect face-to-face computers for many an impudently(prenominal)(prenominal) years. The company has expanded its services from protecting computers to also protecting cellular browsing as well, the softwargon can be used on the iPh peerless, and android phones.ProductMcAfee is introducing a new line of software designed specifically for android and iPhone devices to immobilise unwanted spying from applications downloaded on the mobile devices. McAfee Spyware Blocker will target applications designed to collect personal and private entropy. The applications on the users phone that are targeted are photos, email, browsing history, camera, contacts, passwords, and all information posted in mentioned applications. bursting charge StatementMcAfee Spyware Blocker for the iPhone and Android follows the same mission as the harvestings for its personal computer software. Our mission for the McAfee Spyware B locker application is to protect each clients identity and personal information tour using their mobile device with an advanced innovative software program designed to protect all information on the mobile device.The McAfee Spyware Blocker will filter all movements on mobile devices and warn the user with unwanted tracking, or spying from developers of applications. This also includes tercet party applications such as the popular Facebook, P concern, Yelp, Instagram, and former(a) social media sites who desire access to the users information.Customer NeedAs the first of its kind, McAfee Spyware Blocker, has set itself apart from other spyware blockers. The software provides auspices on mobile devices, and from unwanted sharing of information when downloading applications. The software creates a separate profile based on user preferences, which block all real information of the user. It then forces applications to use false information, created by the user, to run applications th at require access to personal information.Clients of McAfee are guaranteed by the history of the company, and its turn up success and growth of its other harvest-feasts, which set the company apart from the current competition. The company is in constant development of its products to improve, grow, and meet the quick changing needs of technology and clients.McAfee follows trends and sees the need for an advanced spyware blocker for the mobile market. The division has developed, what it feels, is an advanced, superior product for its current client base, and has developed a mean to achieve a new market of customers.Vision ModelThe vision of the McAfee Spyware Blocker is to create the surpass mobile spyware blocker in the market. The company started with the iPhone and Android markets first, but will add the iPad, iPod, tablet, and eventually all tuner devices. Wireless devices could potentially allow applications to be hacked and monitored for personal and private information. With the growing market of personal mobile and wireless devices, McAfee will continuously grow and advance the current software technology. The advances developed will provide upgrades for current clients and new software for new devices and platforms.The demand for privacy protection in todays quick moving and growing technology market speaks volumes for the need for new advanced software for the growing community of mobile and wireless devices. The decision to create the McAfee Spyware Blocker division and be a leader in the market was an easy decision, and one that will grow the company in the direction of the ever-expanding technology movement.Business ModelThroughout the history of McAfee products, the growing development of new technology has brought nigh a high demand and need for protection of clients information. The need to protect clients has grown from personal computers to mobile and wireless devices and has our clients asking for more(prenominal) advanced protection while using an array of devicesMobile browsing on an Android or iPhone device, allows spies to access personal information. In recent years, breeches have caused an increase of identity theft directly related to mobile devices. The information stored, or applications used while on the device are likely to provide an expert hacker to gain valuable personal information. To satisfy the consumer need for protection, McAfee developed the spyware blocker division.The value created to offer advanced protection while operating the Android or iPhone devices, is unparalleled to any other spyware protection claims. No other spyware developed by competing companies has provided the user with absolute confidence of protection while using their mobile device.The software is an advancement of our current products, and the basis of the spyware is the same as in our other products. Because we have added to an existing product, the product, planning, development, and creative be were minimal in re levance to the overall product offered.The company will continue to develop products that are on the cutting edge of what is going to buzz off in the future. By utilizing the current software platforms, coding, scripting, and language, we are able to make advances quickly and cost effective. McAfee Spyware Blocker will continue to grow and develop as the market grows, and technology advances to include new products, McAfee, Inc. (2014).Vision, Mission, ValueThe previous launch of the McAfee Expanded Data Security, Application Security, and Ease of Administration in 2012, protected users from web browser invasions. The applications, however, did not stop companies from using information from a clients phone, McAfee, Inc. (2014).The previous launch of mobile device protection, allowed McAfee to move in the direction of advanced mobile and wireless protection, by the development of the McAfee Spyware Blocker. The company continues to move in the direction of technology development and advancements and the need to create software to protect clients using multiple platforms, and from the creatorsof applications that require access to personal information.The vision and mission of McAfee have always been to protect and provide its clients with the most advanced software protection from spies and hackers. The decision to create a new line of defense against advanced hackers and spies came from the need to protect against unlawful privacy breeches.The value of the product could be described as valuable beyond any dollar. To sell the product, the cost to produce, and the market value of the product describes the cost of the product to be $59.99, which will include any follow-up updates, McAfee, Inc. (2014).Vision, Mission, Value stockyThe vision of McAfee Spyware Blocker is that each client will feel secure and trust that their information is protected on their Android or iPhone devices, and in the future, other wireless and mobile devices. The future of McAfee Spywa re Blocker, according the analysis of the market research, shows that the software will continue to grow with demand of its clients and technology.The mission of McAfee Spyware Blocker is to be the best in the market, to out sell, out develop and outshine the competition. The ability to build and expand on an existing product to provide clients the best possible product has allowed McAfee to be a leader in spyware blocking software. The employment of highly knowledgeable employees of McAfee products gives clients confidence in receiving assistance with the productEmployees will have vital knowledge of the product and how the product works. Having extensive knowledge the users platform (Android/iPhone) will not only give confidence to the leading of the McAfee Spyware Blocker, but also the end users of the software.Protection of personal information is priceless. Everyone, including the leaders at McAfee, want protection from theft of information. The McAfee Spyware Blocker gives al l users exactly that, protection. The state valueof $59.99 for the product does not include the value of protection, that is the additional bonus of the software.Principles and valuesThe principles and values of the McAfee Spyware Blocker division follow the same guidelines of the company, McAfee, Inc. (2014). Listed below are the five principles of McAfee1.Conduct business with honesty and integrity2.Follow the letter and spirit of the law3.Treat each other fairly4.Act in the best interests of McAfee Spyware Blocker and avoid conflicts of interest5.Protect the companys assets and reputation, McAfee, Inc. (2014).The companys business values in the division of McAfee Spyware Blocker follow directly in line with McAfee, Inc. They are listed as 1.Expertise We have a deep mastery of digital security, and we neer stop building and improving our expertise. 2.Partnership We have a true sense of teamwork and partnership across McAfee functions and with channel partners and customers, d eveloping collaborative solutions that offer tangible benefits. 3.Integrity Were in the business of protecting data from the unscrupulous, performing to the highest standards of ethics and responsibility. 4.Results We have expressed goals with definitive outcomes, always striving for higher performance and never losing focus. 5.Courage Being always ready is a requirement for courageous leadership across our business. Were never intimidated by the audacious challenges we face every day, McAfee, Inc. (2014).The division of McAfee Spyware Blocker promises to be innovative regarding new technology developed for Android, iPhone, wireless devices, and other devices as they grow and change. The spyware blocker software will continue to advance and grow as the malicious methods of unscrupulous individuals and companies develop new ways to spy.ReferencesMcAfee, Inc. (2014). McAfee for Consumer Retrieved from http//home.mcafee.com/?CID=MFEen-usMHP001 Pearce, J. A. II. (2013). Strategic ch arge Planning for domestic and global competition (13thed.). New York, NY McGraw-Hill. Thompson, A. A., Gamble, J. E., & Strickland, A. J. (2012). Crafting and executing strategy The quest for competitive advantage (18th ed.). New York, NY McGraw-Hill.

Analysis and Application

1. Did police officer smith have reasonable suspicion to make the initial stop of this fomite? Reasonable suspicion is based on the understanding of circumstances of a person experienced in the field of criminal law. A nonher way of putting it is a criminal justice professional person acting on more than a hunch but less than probable cause (quiz law) . Based on the definition of reasonable suspicion, Officer Smith did in fact have reasonable suspicion to make an initial stop of the vehicle because not only was a tail unobjectionable abject which is a traffic law violation but the vehicle matched a general description of the vehicle that was suspected in the roadside killing of another(prenominal) Police Officer.2. Was the pat-down of the number one wood legal?A Pat Down is a quick search of a persons being in align to determine if any weapons are present. A Pat Down is unavoidable to ensure the safety of the law enforcement agent and other civilians (Kiefer, 2009) . Accord ing to the case genus Arizona V. Johnson Officer Smiths pat down of the driver was legal. Since the description of the car was the same as car used to kill other officer, Officer Smith had reason to fear for his life, therefore had the right to check or weapons.3. Did exigent circumstances exist for Officer Smith to give chase to this vehicle? Exigent Circumstances means emergency conditions. Circumstances that would cause a reasonable person to believe that any relevant prompt action was necessary to prevent physical harm to the officers or civilians, the destruction of relevant evidence, the escape of a suspect, or some other consequence improperly frustrating rightful(a) law enforcement efforts (The lectric law library, 1995-2011). According to cased United States V. McConney (United States V. McConney, 1984), Exigent circumstances did exist for Officer Smith to Chase the vehicle in question because the driver obstructed justice by not providing the officer with her license and registration. Also the driver unusual action of speeding off before the stop came to an prohibit also gave Officer Smith reason to give chase to the vehicle.4. Was the gun in plain billet and legally obtained?Plain View authorizes seizure of black-market evidence visible to a police officer if the officers access to the object has a Fourth Amendment justification (Cliff Roberson, 2007) . According to the plain view doctrine the gun was in plain view because he could see if without physically moving anything or opening anything, but not legally obtained because she was not able to consent to the search of her car due to her being injured in an solidus stemming from the chase.5. Will the marihuana baggie be admissible evidence?The marijuana will not be admissible in court unless the driver is found to be under the influence of the substance at time of accident because the previous exigent circumstances and reasonable suspicion would be deemed irrelevant due to the fact that the o riginal reason for the stop which was the broken tail light was not in fact broken making the stop improper. Without the stop the officer would not have recognized that the vehicle fitted the description of suspect vehicle and Officer Smith would not have patted down the driver or asked for the drivers license or registration, which in turn the driver would not have sped off inviting a chase from Officer Smith. Basically, with the reasonable suspicion and exigent circumstances the evidence found is irrelevant.

Importance of Branding Essay

IntroductionSuccessfully var.ing an appropriate cross off for a company does more than than merely provide an appealing design, picture and motto for a consumer to view. It provides a value that which is necessary to obtain in order to stay competitive in most industries in modern day society. This is two valid in Business to Consumer (B2C) commercialiseing and Business to Business (B2B) marketing. The approach and splendour of successfully rating ones service or product both open and intangible through B2C and B2B are similar, plainly also do redeem key differences. In this report, we will discuss the advantages of building a strong score name and image, risks, and some techniques.Relative Literature scar pundits refer to our modern day society, (that which strategic gradeing is necessary otherwise one will be faced with a competitive disadvantage) also as a betraying world (Sarin). This is due to in that location being more than 2.5 million registered trademarks in the united States alone (Sarin). With such heavy competition, it is vital that ones company does everything possible to differentiate themselves. Building a strong brand is a great method of doing so. Obtaining a recognizable brand backed with a positive brand image make purchasers decisions much easier. It each(prenominal)ows an abundant amount of information to be provided to the customer or business representative before any form of research (Robert Vitale). As much as bundling information for purchasers to make easier decisions assists businesses increase their sales, it also prevents the consumer or business representative from purchasing the wrong good. Active marketers aim to succeed at two different points of a sale 1- properly market their product/service to be initi eachy bought, 2- bring in the person or company be satisfied with the value purchased (Robert Vitale). later the second point, it is likely that the company has just gained a repeat, loyal customer.If an i ndividual/company finds a good/service that meets their criteria, why risk purchasing something else that may not deliver? With a recognizable brand, one give the axe ensure that every judgment of conviction this purchaser seeks the same product/service, they will come dear back. Value has been created from the product/service, recognized by the brand, therefore creating a positive brand image. Brand image further establishes a reputation and as capacious as that is positive and then one can expect to notice sales to exponentially increase. Due to extra value added onto companies with an established brand name, there is extra cost. The value added for the purchaser generally encompasses the predictability of getting the same product or service (less risk) and familiarity, in other words, the value of trust earned surrounded by the brand promise and the brand experience (Maruca). One CEO of an electrical business producing copper wire reported that he preferred brand products because of accord (Sarin).Consistency is important for him because the materials purchased are then used by his company to create iron rods that they strive to have fiber behind. If they cannot trust the quality of their supplies then they cannot confidently produce their own good. It is too much of a hassle for companies to constantly search for new suppliers, once one is found, it saves an enormous amount of drift to become a repeat customer. A massive steal producer in India explained that he would rather pay the increased premium price for a brand product because the initial cost might be high, but operation costs and maintenance is lower since the brand products purchased come with customer attention and instill a workflow stability (Sarin). Companies aiming to establish a positive brand image must provide great customer care.It is hard to build a good reputation, but it is easy to destroy it (Philip Kotler). Strategizing how to properly build a good image for ones company must be consistent. Throughout all avenues of the media a clear message of ones company must be illustrated. A proper division within a company should assemble to do so. Brand management establishes a framework systematically managing the planning, development, implementation and evaluation of brand outline (Robert Vitale). Evaluation are key tools needed to ensure that the implemented strategy is actually going as planned. There are two right smarts of evaluating brand strategies. The first is a research-based evaluation. The aim of this approach is to put a financial value on the brand measured by customers behaviours and attitudes towards the brand itself. Components of the measurement are cognisance, knowledge, familiarity, relevance, satisfaction, and recommendation (Robert Vitale).Second approach is financially driven. This time brand valuation is used to approximate the value of the brand and it is based on subjective judgments of people within the organization in questio n. The earnings flow is estimated then divided by those attributable to the brand, to the fixed assets, and to other intangible assets. Next theres an estimation of value for the brand in the market (Robert Vitale). These tools are so important because without checking up on ones brand image, it could possible take a turn down a path in the minds of the market in a direction the company does not want to go. It takes a pertinacious time to successfully establish a brand because it takes a long time to establish trust and confidence in the customer (Robert Vitale). Here B2C and B2B marketing differ.Because B2B business is simply so much larger then B2C, gaining a trustworthy relationship proves to be much more challenging (Robert Vitale). Customers in B2C interactions have less to risk while representatives of companies have to ensure that what they are purchasing is the standard of quality acceptable for their organization. If they fail it is not just a waste of money, they could f ace much more drastic consequences such as loosing contracts, displace stocks, investors, or even the purchasing representatives job security.Of course the way that purchase decisions are handled vary around the world. For instance, in South American cultures, any resistant of major purchasing decision takes extended periods of time to make ( prank Daniels). Before people even begin to discuss business the first establish a relationship. To them this builds trust that which is necessary for their way of life otherwise they cannot comfortably move onto negotiations. In B2C interactions however, one can notice that many purchases seem to occur more spontaneously (John Daniels). What this shows us is that is imperative to take into consideration cultural differences when marketing into different countries, constantly evaluate how the market perceives ones brand, but never have belie the brand image, consistency is necessary or it will have no effect at all.DiscussionI believe in ter ms of importance of brand names, there is a massive factor that which was barely discussed in any of my sources. Income is one the largest, if not the largest factor influencing buying behaviour. This would affect B2C business more, but it would still affect small to medium sized businesses. If they cannot afford the brand name products/service then they would get a lesser-known product/service. This is because value and quality are not synonyms for each other. Yes a brand adds value to a company, but that does not mean it adds quality to the product/service. Furthermore, I would even go as far as to disagree with large companies insisting to buy brand names. If anything they should have a well-experienced purchasing division whom can find suppliers whom can deliver the quality products/services needed and avoid the premium cost that which branded companies incur.Lastly, I also noticed throughout all the academic sources I read through for this thought paper, I couldnt help but real ize that there did not seem to be a large tolerable focus on the difference between B2C and B2B marketing. Minus the degree of speed it takes to win over a customers trust in B2C marketing, it appeared to myself that marketing in both avenues almost seemed to be the same. I need to disagree with this to some degree. Lastly I would have to disagree with the mentality I observed in all of the academic sources I went through in regards that branding is good for everyone. Based on different people I have met throughout my life, I am confident that there are people whom go out of their way NOT to purchase brand names (or at least big brand names). They believe that local business needs the money and that they should be supported since they are the businesses that bring true culture to the region. On these people, brand names have the inverse affectSuggestions for further ResearchI suggest that more research be carried out on the contrast of satisfaction levels of companies purchasing br and name products/services and ones who find other less known suppliers. Earlier in this paper we discussed was of evaluating the brand name, there must be another way of evaluating satisfaction of purchases in general and discovering this difference should bring light to how much brands actually matter for B2B marketing. In regards to B2C marketing, I completely agree that having a brand brings value to the company and helps attract and retain customers, but I do not believe that it is the same for B2B. Further research on the differences of B2B and B2C brand awareness would be great as well.While research the differences of B2B and B2C, plunging further into techniques of appealing to the portions of the market who actively seek alternate companies to purchase from who do not have a big brand name. Through this research companies would be able to more accurately direct marketing efforts towards the audience where it matters most, and the best result demonstrate in a favourable Re turn on Investment (ROI).ConclusionCorporate branding is necessary for any most companies to compete in their industry. In the B2C avenues (minus those who actively look for lesser known names to purchase from) branding is very successful. In regards to B2B avenues of business, many professionals believe that purchasing brand name products/services is still the best option though I am not convinced. Until further research is done comparing general satisfaction levels between brand name purchases and lesser-known product/service purchases on a mass scale of small to large sized companies, I will remain under the impression that B2B branding is not ALWAYS the best way. Of course there are frequent times that brand name companies deliver great value (that is how they commonly form their great brand image), but I cannot believe that the brand name world that which we live in is the way of the future just yet.BibliographyJohn Daniels, L. R. International Business Environments and Opera tions. Pearson. Maruca, R. F. The Way We Work An Encyclopedia of Business Culture. Philip Kotler, W. P. B2B Brand Management. Springer.Robert Vitale, J. G. Business to Busines Marketing Analysis and Practice. Pearson. Sarin, S. Strategic Brand Management for B2B Markets A path Map for Organizational Transformation. Response Business Books from SAGE.