Saturday, August 22, 2020

The History of Love Essay Example | Topics and Well Written Essays - 750 words

The History of Love - Essay Example The tale has two fundamental characters who additionally go about as storytellers of their particular areas. The main storyteller is Leo Gursky, a 80year old Polish foreigner in New York. We are first acquainted with Leo Gursky when he accepts his life is reaching a conclusion, living alone in a little loft in Manhattan â€Å"I regularly wonder who will be the last individual to see me alive. On the off chance that I needed to wager, I’d wager on the conveyance kid from the Chinese takeout. I request in four evenings out of seven. At whatever point he comes, I make a major creation of finding my wallet. He remains in the entryway holding the oily pack while I wonder if this is the night I’ll polish off my spring move, move into bed, and have a coronary failure in my sleep†(Krauss 3). He is terrified of biting the dust on a day when no one has seen him and says and accepts he needs to convince himself of his reality by making himself perceptible. This drives him t o gently consideration looking for conduct like making an unsettling influence by dropping his adjustment in a shop or taking a stab at shoes that he doesn't expect to purchase. Gursky goes for a man without a lot of an actual existence, however we later discover that he was at one time a man wealthy in workmanship and love. He was once infatuated with a lady got back to Alma in Poland, yet because of the bedlam and disaster of war while advancing toward America, he is isolated from his genuine affection Alma who winds up wedding another person. Leo’s craftsmanship is showed when we are recounted a novel he wrote in Poland, The History of Love, yet depended it to his companion Zvi Litvinoff who later revealed to him that it was lost. The subsequent character is Alma Singer a multi year old young lady living with her bereaved mother, Charlotte and her sibling. We later discover that Alma was named after the champion of a book her dad, David vocalist cherished and that Leo Gurs ky’s book was not lost all things considered yet it was distributed in Spanish in Chile and that’s how it wound up in the hands of David artist Charlottes’ spouse. Alma’s mother is deciphering a novel called The History of affection she was given by her better half from Spanish to English. Krauss’s tale focuses on the book that was composed by Leo in Yiddish, in which all the young ladies are named after his affection Alma. As indicated by Gursky, simply a similar way Eve was the principal lady in the good book is a similar way Alma will be the main young lady (Krauss 38). As Alma grows up, she is resolved to locate the genuine Alma whom she was named after. Her analyst work prodded after a puzzling outsider sends her mum a letter mentioning her to interpret the Spanish variant of â€Å"the history of love† into English. She decides to bring back her mom into adoring again and concludes that the baffling more unusual who charged the interpre tation of the historical backdrop of affection into English may be an adoration enthusiasm for her mom and she does sets to discover who the outsider could be. As the novel advances, we begin to get sections from Gursky's epic spread out inside the Krauss’s tale. Krauss can interface the two degrees of fiction - the novel inside and the novel without. Gursky’s tone is a baffled, dry voice while Alma's tone is increasingly drawn in and gullible with the vast majority of her undertaking composed as a satire. In the youthful Alma's story we locate an enchanting young lady developing into adulthood

Wednesday, July 15, 2020

Proven Strategies for Targeting Passive Job Seekers

Proven Strategies for Targeting Passive Job Seekers Recruiting the right talent to your company is not an easy task. It can be made even harder if you are trying to target passive job seekers. © Shutterstock | Rawpixel.comThis guide will seek to explain who these passive candidates are and the reasons your organization should focus on reaching out to them. We’ll examine the common pitfalls of targeting passive candidates and provide you with six strategies for recruiting passive job seekers.WHO ARE PASSIVE CANDIDATES?A passive job seeker or a candidate is someone who’s already in employment and not actively looking for a new job. Nonetheless, the person might be open for a new job opportunity if it presented itself to the passive candidate.Passive candidates differ from active candidates in the activity of looking for a job. Whilst an active job seeker, who might or might not be employed, is actively searching for new roles and contacting employers, the passive candidate isn’t looking for anything.In a 2014 LinkedIn talent report, around three-quarters of the global workforce reported themselves to be passive candidates. This means there are three times as many pass ive job seekers as there are active candidates. The number remains impressive even when you exclude the number of employees who aren’t open to a new job, even when offered one.Although the number of passive job seekers is high, the majority of the hires still come from the active candidate pool. The reasons are largely down to the conventional setup of the recruitment process, which is mainly organized in a way that targets only active candidates.[slideshare id=34280112doc=kocg10005kgwi12014engagement1-140505024917-phpapp02w=640h=330]WHY SHOULD YOUR ORGANISATION FOCUS ON PASSIVE JOB SEEKERS?As the above statistic highlighted, passive candidates are out there. Furthermore, the same report showed that 85% of the total full-employed workforce is open to offers, including a high number of passive candidates.For employers this willingness to consider new roles opens up new opportunities to find talented and motivated candidates. Passive candidates, especially, can offer a different set of benefits to employers than active candidates.The reasons your organization should focus on passive job seekers include:They are career focused and good employees. The passive job seeker is focused on building their career and they won’t be lured into a new role until it is better for them. They are also enjoying their job and therefore likely to be good employees, since they aren’t actively looking to swap positions.They have the right skills and experience. Since the candidate is already employed, they benefit from having good qualifications and experience, which they’ve gained in their position.They are transparent with the skillset. A passive candidate isn’t reaching out to employers for a new job and therefore they don’t feel the need to inflate their skills. Whilst an active candidate is aiming to make a good impression, since they want to be hired, a passive candidate won’t feel the need to try sugar coating their skills or qualities. This doesn’t mean an act ive candidate will automatically lie in their CV, but they are more eager to impress the employer. On the other hand, recruiting a passive candidate usually means you contact them with a job opportunity, which means they aren’t looking to impress you.Furthermore, the good thing about targeting passive candidates is that you are most likely not going to have to compete with other employers. Since the passive job seeker isn’t browsing job boards for new jobs, the candidate is less likely to be interviewing or negotiating with another company.THE PITFALLS TO AVOID WHEN REACHING OUT TO PASSIVE CANDIDATESBefore we examine some of the strategies you can use to target passive job seekers, it’s important to first understand some of the challenges associated with this recruitment focus. The process of targeting and attracting passive candidates isn’t the same as with active candidates, as the passive job seeker isn’t reaching out to you for the job.The key thing to keep in mind is that passive candidates aren’t all open to job proposals. When you are targeting employees who aren’t actively focused on looking a job, it’s hard to distinguish between those that are actually open to ideas and those who aren’t interested.Therefore, actively contacting passive candidates, or the so-called cold calling, can be a dangerous tactic, as too much contact can hurt your business image.The passive candidate might find the poaching strategy too aggressive if you don’t approach it carefully. Furthermore, as we’ll see in the next section, targeting candidates without an organic connection can be too much like shooting in the dark. Therefore, while cold calling can potentially have benefits, it’s more advantageous to focus on targeting passive candidates for whom you have a connection or contact.You also have to carefully consider your employer value proposition. The candidate might be scared to move on from a solid job and familiar work environment to a completel y new business, which means the offer you make must be good enough. It needs to find a proper balance of guaranteed job security, the work environment and the benefits.In short, you must sell your business to the passive candidate and not the other way around.Learn how to develop your employer value proposition by watching the following video. 6 EFFECTIVE STRATEGIES TO TARGETING PASSIVE JOB SEEKERSSo, how do you target candidates, who aren’t actively engaged in the recruitment process? Below are six effective strategies, which can help you engage with these talented employees and widen your company’s talent recruitment pool.Strategy 1: Focus on building organic networksAs mentioned briefly above, you should focus your efforts on finding organic connections with passive job seekers. Avoid the strategy of stalking passive candidates online and instead, focus on turning talented candidates from passive to active. This means creating a work environment where employees would love to work in.One of the greatest tactics for fostering organic relationships is ensuring your current employees are happy in the company. Employee referrals are among the most effective ways to reach out to passive job seekers and help turning passive candidates to active. This means the implementation of employee referral programs (ERP) can leverage employees’ personal networks for recruitment purposes.Social media is a great platform for nurturing organic networks. Not only can social media help you build the image of a great employer, it also helps you to find the right passive candidates. You can learn more about candidates and start talking with them on platforms such as Facebook and LinkedIn.In social media, you want to share tips related to your industry, answer customer queries and highlight the social good your business does. For example, if your organization does voluntary work, you should be talking about it on social media. Furthermore, you can blog about issues important t o employees. These could be information on how your company balances work and leisure, or latest developments in health and safety.You also need to focus on online channels outside of social media platforms. Identify the sites and forums where your ideal candidates might spend time and build a reputation of being the industry leader. If you come across as a knowledgeable and active company in the industry, talented and career-driven candidates will find your business more appealing.Finally, remember your HR department is likely already sitting on a number of passive candidate profiles. Your old application forms can be a goldmine when it comes to finding new talent. Consider checking some of the top candidate applications and searching on social media what these candidates are up to now. Contacting candidates who have already shown an interest to your organization can be a good way of finding candidates who are willing to listen to your recruitment proposal.Strategy 2: Highlight the job opportunities and growth potentialWhen reaching out to passive job seekers, the focus should be on highlighting the job opportunities and the growth potential in the position. Candidates that are already in full-time employment might not be as interested in the traditional incentives such as higher pay, according to some experts. Therefore, the focus must be on the benefits of the position to career growth and opportunities.The best way to achieve this is by personalizing the recruitment message. Focus on the skills and ambitions of the passive candidate, instead of the skills and qualities required in the position. For example, instead of explaining what skills the candidate must have, explain why the skills of the candidate would enhance the role.Furthermore, passive candidates will often consider new roles if they offer something better than the role they are already in. This doesn’t typically only refer to financial benefits, but rather opportunities to enhance the person ’s skills. Highlighting the networking opportunities the new role will provide, as well as the career boost it can provide, can be a good way to gain interest from passive candidates.Strategy 3: Focus on mobile platformsAccording to a mobile survey, over 60% passive candidate respondents said they searched for jobs on the mobile, with over 70% hoping job information is available on mobile devices. For recruiters, this means that reaching out to passive job seekers is possible by targeting mobile platforms.Since passive candidates wouldn’t browse recruitment sites or company websites on their current employer’s computer, the mobile phone can become the choice of staying in touch with potential employers. The company website must therefore be accessible with a mobile. Furthermore, you want the engagement with the passive job seeker to be available via mobile. This means ensuring contact forms, application forms and file uploads are all available with a phone.In addition, ensure response time for queries is quick. You want the passive job seeker to receive answers instantaneously to ensure engagement continues and the candidate feels valued.It’s a good idea to consider using SMS, email or other notification systems for mobile engagement. If you want to study a good mobile HR strategy for targeting passive job seekers, then consider examining Sodexo. The company has used mobile-specific job apps to allow candidates to search positions. As a result, the company’s mobile app has resulted in over 100 hires and a 233% increase in visits to the mobile site.Strategy 4: Build a strong employer brandWe’ve also briefly touched on the importance of being a good employer. It’s important to come across as a good employer and there are two different ways of doing this. First, as we’ve mentioned, you want your current employees enjoy working in the company. This is often the internal focus of building a strong brand and you need to focus on things such as work/l ife balance, employment benefits, health and safety, and employee satisfaction.But you should also build your employer brand with a strong external message, both offline and online. Social media is an important part of improving your brand image. But you also want to use other online mediums such as LinkedIn. Furthermore, it’s a good idea to go where passive candidates are, such as industry-related forums and websites. Answering comments and participating in the industry conversation can be a powerful way to boost your brand and leave a lasting impact in the minds of the candidate.You should talk about the company’s achievement, value and ambitions on social media and perhaps even in a company blog. The focus should be on the industry as a whole, as this can be a powerful way to draw in passive job seekers, who are interested in personal development.As well as spreading the message online, you can also organize industry-related events. Invite interesting people, with the right t alent and passion, to these events. These can be great for sparking the interest of potential job seekers and helps to spread the message of you as a strong industry leader and a good employer.Below is an interesting short video on reaching out to passive job seekers on social media: Strategy 5: Write interesting and innovative job postingsThe focus of your job postings should move from pure focus on the skills and qualities to personality profiles. According to a recruitment expert Lou Adler, performance profiles are much more suited to targeting passive candidates. In a Recruiting Division article, Adler suggested that listing performance objectives will give the candidate more information about the post and the candidate’s suitability to it than the tradition skill-based posting.The performance profiles refer to a job posting where the focus is on listing things the candidate must do in order to succeed in the position. The aim is to define the job instead of focusing on defini ng the ideal candidate. This means the candidate has a better understanding of what is expected of them, as well as the opportunities the job can provide them.For instance, instead of outlining the candidate needs to have good communication skills and knowledge of Windows OS, a performance profile would say:The job requires plenty of communication with customers, as you’ll need to deal with customer queries on the phone as part of your workday. You’ll also be using Microsoft OS for solving customer problems.A big part of creating more engaging job postings also deals with understanding the passive candidate’s motivations. As mentioned above, passive job seekers often have different reasons for accepting or applying for a new position and the reasons might vary.The candidate might be interested in being closer to home, enjoying from better work benefits, or simply climbing higher on the career ladder. It is important to ensure you talk about the different benefits of your compa ny and the position in the job posting and personalize the message when contacting candidates directly.Understand what makes job seekers click in the following presentaion.[slideshare id=48457418doc=thescienceoftalentattraction-150521220955-lva1-app6892w=640h=330]Strategy 6: Develop a strong relationship with a recruitment agencyFinally, it can be beneficial to build a relationship with a recruitment agency, especially if your organizations HR department is small. Recruitment agencies tend to have a selection of candidate profiles available, with the inclusion of passive job seekers as well as active candidates.By developing a strong relationship, your organization can gain more access to resources. These include the advantage of receiving access to more passive job seeker profiles, but also to different methods of targeting these candidates. A professional recruitment company can have the needed skills to turn your headhunting operations into an investigative and targeted operation .Furthermore, by creating a strong relationship with a recruitment agency, you might later benefit from this networking opportunity. A good recruitment consultant might start referring more candidates your way, even when you are not looking and this can be another way of finding talent.THE BOTTOM LINETargeting passive job seekers is not an easy thing to do â€" after all, they aren’t actively engaged in recruitment.But since the majority of candidates consider them passive and yet are willing to consider a new position, reaching out to this group can be a vital part of finding talent.The strategies you use for targeting passive candidates differ from the strategies to speak to active candidates. You’ll need to be active in personalizing the message and branding your business as a top employer.You should also focus on fostering organic relations, as good networks are more likely to create tangible connections that lead to recruitment.

Thursday, May 21, 2020

The Collapse of Enron Seemed to Be a Thumb in the Nose to...

The collapse of Enron was entirely related to the accounting practices adopted by the company. It is a number of these questionable, and in some cases straight out fraudulent, accounting practices that pertained to the most dramatic collapse of a major company in years. An analysis of some of these accounting practices brings to light the problems with the use of concepts such as mark-to-market accounting and the use of special purpose entity’s (SPE’s). To say that the collapse â€Å"seemed to be a thumb in the nose of the efficient market hypothesis (EMH)† is a statement misguided in the understanding of this concept. One can explain this through the fact that a number of the basic principals of the EMH were satisfied during the time of the†¦show more content†¦The balance sheet of Enron included a number of current and noncurrent accounts called â€Å"Price risk management assets† (Haldeman, 2006), these accounts were the fair value accounts that related to Enron’s assets. â€Å"In January 1992 Skilling and Enron persuaded the SEC to allow them to use mark-to-market accounting to value there long term gas contracts and derivatives† (Haldeman, 2006) this gave Enron the â€Å"Potential to book future profits on the day the deal was signed† (Enron: The Smartest Guys in The Room) and in turn allowed â€Å"Enron’s profits to be what ever they said they were† (Enron: The Smartest Guys in The Room). An example of the use of these â€Å"fair† value accounting methods is Enron’s building of a power plant in India. India could not pay for the energy that Enron produced which led to a loss of 1 billion dollars, however multi-million dollar bonuses were paid to executives based on â€Å"imaginary profits† developed from the fair-value accounting approach (Enron: The Smartest Guys in The Room). From the evidence above, we can see that the information that was produced from mark-to-market accounting did not allow for the true and fair view of the companies performance. The application of the efficient market hypothesis flows onward from theShow MoreRelatedManagement Course: Mba−10 General Management215330 Words   |  862 Pagesthese driving factors be influenced by the brutally competitive global economy in which organizations do not have any particular geographic identity or travel under any particular national passport? What will be the effect of the rapid gyrations in markets that emphasize the difficulties that accounting practices face in determining true performance costs and that forecasting programs confront in establishing the economic determinants of corporate planning? In addition to these challenges, many analyticalRead MoreFundamentals of Hrm263904 Words   |  1056 PagesEnvironments 4 The Changing World of Technology What Is a Knowledge Worker? 6 How Technology Affects HRM Practices 6 Recruiting 7 Employee Selection 7 Training and Development 7 Ethics and Employee Rights 7 Motivating Knowledge Workers 7 Paying Employees Market Value 8 Communications 8 Decentralized Work Sites 8 Skill Levels 8 A Legal Concern 8 Employee Involvement 20 How Organizations Involve Employees 20 Employee Involvement Implications for HRM 20 Other HRM Challenges 21 Recession 21 Off Shoring 21Read MoreStephen P. Robbins Timothy A. Judge (2011) Organizational Behaviour 15th Edition New Jersey: Prentice Hall393164 Words   |  1573 Pages91 4 Emotions and Moods 97 What Are Emotions and Moods? 98 The Basic Emotions 100 †¢ The Basic Moods: Positive and Negative Affect 100 †¢ The Function of Emotions 102 †¢ Sources of Emotions and Moods 103 Emotional Labor 108 Affective Events Theory 110 Emotional Intelligence 112 The Case for EI 113 †¢ The Case Against EI 114 †¢ Emotion Regulation 115 OB Applications of Emotions and Moods 115 Selection 116 †¢ Decision Making 116 †¢ Creativity 116 †¢ Motivation 117 †¢ Leadership 117 †¢ Negotiation 117Read MoreExploring Corporate Strategy - Case164366 Words   |  658 Pageswhich have been chosen to enlarge speciï ¬ c issues in the text and/or provide practical examples of how business and public sector organisations are managing strategic issues. The case studies which follow allow the reader to extend this linking of theory and practice further by analysing the strategic issues of speciï ¬ c organisations in much greater depth – and often providing â €˜solutions’ to some of the problems or difï ¬ culties identiï ¬ ed in the case. There are also over 33 classic cases on the Companion

Wednesday, May 6, 2020

Gender Differences and Gender Stereotypes from a...

Gender Differences and Gender Stereotypes from a Psychological Perspective Gender Differences and Gender Stereotypes Gender differences and gender stereotypes are fascinating in that one must sift through the theories, assumptions and inevitable confusion to distinguish the reality from the assumption. Men and women are obviously different, especially inherently, but how? And why? And which differences are more individualized than generalized? Even more interesting is to observe how the differences between men and women have evolved, especially over the past 30 years- since the sexual revolution. A generous amount of research has been done since then, and this research is continually updated as men and women evolve themselves.†¦show more content†¦The difference in the degree of aggression between the two genders seems much more obvious in people’s youth. Young boys are known to fight a lot, but there aggression seems to fade as they mature. There have been many studies involving gender differences in aggressive behavior. What causes this behavior? Is it environmental or inbor n? Some believe that aggression is caused by nature, while others believe that it is caused by nurture. Those who argue that aggression is caused by the nature theory argue that the level of aggressiveness differs in the two sexes because of the difference in the level of sex hormone, testosterone. In rebuttal, the nurture side argues that aggressiveness is largely caused by the social structure in which we live. This team believes that as soon as a child recognizes his/her gender, he/she becomes either passive or aggressive, thinking that that is what they are expected to be. Such behavior is encouraged by the media, the parents whom they follow, and other important factors in their lives. In an effort to prove whether the aggressiveness of gender is caused by nature or nurture, some information has been collected. 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In everyday cultural interactions, however, the quality does not seem to be endorsed or encouraged and in looking at the System JustificationRead MoreSex-Role Stereotyping Essay835 Words   |  4 Pagesinescapable, the new generation takes its cues from older generations, and thus, any change in them is slow. Few would argue that some differences do exist between men and women. However, are these differences significant enough to perpetuate male and female stereotypes? More importantly, do such stereotypes serve any benefit to an individual or culture? Jeanne Humphrey Block, author of Conceptions of Sex Role- Some Cross Cultural and Longitudinal Perspectives, uses the term â€Å"sex role† to describe theRead MoreBreaking through the Barriers Essay1649 Words   |  7 Pagesthe definition of the word â€Å"gender† question whether one is male or female, or does it derive from something much deeper than that? Think back to childhood and try to recall some of the most popular toys. 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One could be aware of the characteristics andRead MoreModern Day American Society By Aaron Devor s Bros Before Hos : The Guy Code ``1635 Words   |  7 Pages yet it is the root of all gender relations. The widely accepted notion that men naturally evolved to become the superior sex is a myth. Aaron Devor’s â€Å"Becoming Members of Society: Learning the Social Meanings of Gender,† and Michael Kimmel’s â€Å"Bros Before Hos: The Guy Code,† both argue that the gender hierarchy America has been built upon is the product of socialization. Devor s essay, written more like a research paper, focuses on explaining the origins of the gender myth through well-researchedRead MoreO bjectification Of Women And Women1462 Words   |  6 Pagesand women and how they are related to levels of sexism and psychological well-being. 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Disney World Free Essays

Hidden from the general public, deep in the bellies of Walt Disney World, under the Cinderella Castle is where the famed Disney Operational Command Center. In this technological wonder, the underground bunker handles over 30 million annual visitors. It is a true art form when come to how the megaresort, Disney World conduct its crowd control during the busiest times of the year. We will write a custom essay sample on Disney World or any similar topic only for you Order Now Yet, the theme park operators must figure out how to speed up the pace even more. In a world of short attention spans created by video games and smartphones, the general park visitors has a culture cultural shift toward impatience. To stay ahead of these new forms of virtual competition, Disney has to evolve its information systems. Information systems improve operation at Disney in two main ways. First, it increases efficiency of existing processes by automating steps that were manual. The command center uses video cameras, computer programs, digital park maps and other cutting edge tools to automatic spot gridlock before it forms and alerts the command center operators in real time in green, yellow and red outlines. If route of Pirates of the Caribbean, the famed ride that inspired four major motion pictures on the screen changes from green to yellow, the center could respond by alerting the on duty managers to launch more boats. Also, information technology enable entirely new processes that are capable of transforming the business by change flow of information replace sequential steps with parallel steps and eliminate delays in decision making. When the line become super congested, the command center has an option involves dispatching the likes of Captain Jack Sparrow or Goofy to the queue to entertain the patrons as they wait. To alleviate mobs, the command center can summon a miniparade called â€Å"Move it! Shake it! Celebrate It! † into the less concentrated areas to siphon mass from the formed mob. To take advantage of the situation, other technicians in the command center dispatch additional workers to the surrounding restaurants to open additional registers, and greeters to hand out menus to people waiting in line. Disney is not in a position to expand the park and the park holds only so many people at one time. This means Disney must increase revenue by adding to the customer experience. Because of long waits and crowds, in the past the average Magic Kingdom visitors has had time for only 9 rides out of more than 40. In the few month after the arrival of fully functional command center, the information system managed to lift that average to 10 (Barnes). Disney provides customers with many applications for hand held devices. For example, Mobile Magic, a $1. 99 app, allows visitors to locate on site Disney mascots and receive directions to where mascots are heading and signing autographs. It will also shows where the nearest restaurant with the shortest wait is near. If I am a business or MIS manager at Disney World, I will use an application for video, digital or a mobile device that would help Disney visitors to upload personal pictures and share with each other to create a mini community during their magical vacations. How to cite Disney World, Papers Disney World Free Essays The Walt Disney Company was founded in 1923 by Walter Elias Disney. It has four main business segments. These include Studio Entertainment, Parks and Resorts, Consumer Products, and Media Networks. We will write a custom essay sample on Disney World or any similar topic only for you Order Now It is currently the #2 media conglomerate right behind Time Warner. It was ranked 64 on the Fortune 500 companies list. It is currently competing with Time Warner, CBS Corp and News Corp. The main goal of Disney Land is to make people happy and create by far â€Å"the happiest place on Earth†. The goal of every employee is to treat each customer like their own guest. The main objective of this portrayal is to make people believe that nothing bad happens at Disneyland. A community objective of the company is to keep children engaged in creative, constructive and healthy activities. The company guides relationships with adults and offers a wide range of character building opportunities. Disney also encourages compassion and love for one another and especially to those who are facing adversity. The Walt Disney Company follows the best business standards in all of its practices. Employees are trained about the business standards and ethics by the Business Conduct Training Center at Disney. This helps ensure that all employees have the information and guidance to act lawfully and morally. Walt Disney’s hiring practices are such that they provide equal opportunity to all employees and candidates regardless of â€Å"race, religion, color, sex, sexual orientation, national origin, age, marital status, covered veteran status, mental or physical disability, pregnancy, or any other basis prohibited by state or federal law.† (Business Standards and Ethics) Walt Disney also prevents harassment and has clear policies on discrimination. Therefore, no employee can harass a guest or another employee â€Å"for any reason prohibited by law, including, but not limited to, race, religion, color, sex, and sexual orientation, national origin, age, marital status, covered veteran status, mental or physical disability, pregnancy, or any other basis prohibited by state or federal law†. (Business Standards and Ethics) How to cite Disney World, Papers Disney World Free Essays My favorite place I can remember was when I went to Disney World for the first time. It was in February 2002 and I was eight years old. It was Christmas day when my dad and step mom came over and gave us just one gift. We will write a custom essay sample on Disney World or any similar topic only for you Order Now The gift was a picture frame and inside it was a paper with pink dotted outline and cursive writing that said â€Å"We’re going to Disney World this February. † That’s when I realized where my most favorite place would be. Walking into Disney all you can hear is the blaring music that sounds like birds singing it. There are sparkling ribbons flowing from every direction, they have ravishing reds, brilliant blues, and outrageous pinks. Mickey Mouse stands at the front gate with a magnificent smile and waving his goofy looking hand. I ran up to give him a hug because my excitement to see him was almost terrifying. While wrapping my baby-sized arms around him, he is fuzzy and smells like an abundance of different types of candy. My dad then wisped me up on his shoulders and it felt like I was on the Eiffel Tower. From being up on top of the world, I peered ahead and saw the most radiant view ever. Running down the little town like road, I had almost missed what the buildings had to show me. The buildings stood enormous and all perfectly decorated with what was in the shops. The toy store had the most mesmerizing appearance and it caught my eye right away. Glass figurines sat elegant in the old wooden window frame while the train twirled around blowing smoke around them. Across the red cobblestone road was the bakery. The luscious smell of chocolate cakes and candy apples replenish the air. The delectable pastries were placed on different shelves. Moist chocolate cakes with dark icing and white bows on top lay across a golden tray on the middle shelf. On the same shelf are eggshell color cookies with Mickey Mouse ears. Below are the same cookie but on these ones have the same ears but were different because they have a ruby red bow between them which were Minnie Mouse ears. Both of them look heavenly to the taste buds and no doubt every kid wants them. The aspect of having a cookie with a character on it was mind blowing to most kids. They never realize that the characters on the cookies were really there. Woody was right on that same street and he was from my favorite movie. He looks as perfection would come. His hat a rustic brown while his badge gleams in the sun with every turn he took. The boots he wore have Andy’s name written across but as worn as a rage doll it is. I was told that this wasn’t the best part and it was sure to come soon. Instead of looking at every store that I thought would each be wonderful, we continued down the road onto other things that day. The one thing everyone knows about Disney World is Cinderella’s Castle. No one every describs how majestic it really is though. The stone it is built of shined when every light hit it. The elegance of the building was so exuberant that it made you feel like you were at a royal gathering. On each of the colossal towers, a flag was gliding through the air. The doors on the castle were massive! They have an antique look to them with wooden panels and a metal door handle. This castle is one of the things Disney needs to tell more of because no one knows its true beauty. Disney World has taken my breathe away since I was only eight years old and still I can be mesmerized with what it has to hold. It might be just a place to go on vacation for some, and others can be somewhere there kids will never forget. My parents wanted it to be that somewhere to never forget and it worked, because now Disney World is my most favorite place to be. How to cite Disney World, Essay examples

Saturday, April 25, 2020

Rob Lee Essays - Fitzhugh Family Of Virginia,

Rob Lee Robert E. = Lee They say you had to see him to believe that a man so fine = could exist.=20 He was handsome. He was clever. He was brave. He was gentle. He = was=20 generous and charming, noble and modest, admired and beloved. He had = never=20 failed at anything in his upright soldier's life. He was born a winner, = this=20 Robert E. Lee. Except for once. In the greatest contest of his life, = in a=20 war between the South and the North, Robert E. Lee lost (Redmond). = Through=20 his life, Robert E. Lee would prove to be always noble, always a = gentleman,=20 and always capable of overcoming the challenge lying before him. = Robert Edward Lee was born on January 19, 1807 (Compton's). He = was=20 born into one of Virginia's most respected families. The Lee family = had=20 moved to America during the mid 1600's. Some genealogist can trace the = Lee's=20 roots back to William the Conqueror. Two members of the Lee family = had signed=20 the Declaration of Independence, Richard Lee and Francis Lightfoot. = Charles=20 Lee had served as attorney General under the Washington = administration=20 while Richard Bland Lee, had become one of Virginia's leading=20 Federalists. Needless to say, the Lees were an American Political dynasty = (Nash=20 242). Lee's father was General Henry Light-Horse Harry Lee. He had = been=20 a heroic cavalry leader in the American Revolution. He married = his=20 cousin Matilda. They had four children, but Matilda died in 1790. On = her death=20 bed she added insult to injury upon Henry Lee by leaving her estate = to=20 her children. She feared Henry would squander the family fortune. = He was=20 well known for poor investments and schemes that had depleted his = own=20 family's fortune (Connelly 5). Henry Lee solved his financial problems by marrying Robert's = mother=20 Anne Carter, daughter of one of Virginia's wealthiest men (Nash = 242). Henry=20 Lee eventually spent his family into debt. Their stately mansion,=20 Stratford Hall, was turned over to Robert's half brother. Anne Lee moved = with=20 her children to a simple brick house in Alexandria. Light Horse = Harry=20 was seldom around. Finally, in 1813 he moved to the West Indies. = His=20 self-exile became permanent, and he was never seen again by his family=20 (Thomas). Young Robert had other family problems. His mother became very = ill. At=20 the age of twelve he had to shoulder the load of not only being the = family's provider, but also his mother's nurse. When time came for = Robert to=20 attend college, it was obvious his mother could not support him = financially.=20 She was already supporting his older brother at Harvard and three = other children in school. In 1824 he accepted an appointment to the = United=20 States Military Academy. During his time at West Point Lee = distinguished=20 himself as a soldier and a student. Lee graduated with honors in 1829 = (Nash=20 245). His graduation was dampened by a call to the bedside of his = ailing=20 mother. When he arrived home he found his fifty-four year old mother = close=20 to death. A death caused by struggles and illnesses of her = difficult=20 life. Robert was always close to his mother. He again attended to her = needs=20 until her death. On July 10, 1829, Anne Lee died with Robert, her = closest=20 son, at her side. Forty years later Robert would stand in the same room = and=20 say, It seems but yesterday that his beloved mother died (Connelly = 6). While awaiting his first assignment, Lee frequently visited = Arlington,=20 the estate of George Washington Parke Custis. Custis was the = grandson of=20 Martha Washington and the adopted son of George Washington. After = Martha's=20 death Custis left Mount Vernon and used his inheritance to build = Arlington=20 in 1778. Arlington was set on a hill over looking the Potomac = river=20 and Washington D.C. (NPS Arlington House). Custis had only one = daughter,=20 Mary Anna Randolph. Mary had been pampered and petted throughout her = life.=20 Lee's Courtship with Mary soon turned serious, before long they were = thinking=20 of marriage. However, before Robert could propose he was assigned = to=20 Cockspur Island, Georgia. Robert returned to Arlington in 1830. He and Mary decided to = get=20 married. The two were married on June 30, 1831(Nash 248). Shortly there = after=20 the Lees went to Fort Monroe. Mary was never happy here.