Oil Spills Essays - Ocean Pollution, Hazards, Oil Spill,

Oil slicks Oil is an item utilized by everybody, except some of the time oil is an issue. An oil slick is a spillage from an oceangoing big hauler, pipelines, or other oil sources. Oil spills happen much of the time, and cause huge biological mischief. Around eight million barrels of oil are spilled every year. Big haulers for the most part convey about 500,000,000 barrels of oil. Many oil slicks, enormous in land or sea inclusion, have impactsly affected the earth and it's occupants. Numerous creatures are pass on and some are harmed here and there. Numerous plants and creatures are jeopardized, or are presently terminated. The biggest oil slick to happen was the point at which the Exxon Valdez went ashore and shrouded 4,800 square miles in Prince William Sound, Alaska. This spill executed 35,000 ocean winged creatures, 10,000 otters, and in any event nine whales. The spill surrendered pools of oil over to three feet on certain sea shores. In December of 1989, an Iranian big hauler released 70,000 tons, around 19 million gallons of oil off of the shore of Morocco. In January 1990 a wrecked Exxon pipeline released 567,000 gallons into the New York harbor. In June of 1990, another 260,000 gallons were spilled in New York Harbor. A big hauler conveying 38 million gallons of oil burst into flames, and spilled oil into the Gulf of Mexico. This was an intense danger to neighborhood shrimp nurseries and untamed life asylums. In February of 1990, 300,000 gallons spilled from a harmed big hauler off Southern California, fouling miles of shoreline. In the Niger River delta, in Nigeria, Shell pipelines have over and over burst. In 1970 oil spilled across 8 square km, which stayed defiled for more than 20 years. As per the U.S. Coast watch, the occurrence rate post is just 0.5 spills every year. Actually, there have been no huge overflows 5,000 barrels from big haulers in the US since 1991. The US Coast Guard information shows that the measure of oil spilled by big haulers has diminished drastically. Overall contamination from big hauler spills is a generally minor wellspring of marine contamination. It just speaks to a little portion of the oil discharged to the earth, when it is being contrasted with mechanical waste, non-big hauler transportation, and oil leakage from normal assets. Boats are nevertheless one some portion of a general wellbeing framework that incorporates diagramming, helps to route, the state of channels, and the assets that the Coast gatekeeper can bring to guarantee measures are being met. The United States experiences quantifiable disregard in segments of it's marine foundation. The Refuse Act, which was first ordered in quite a while, it a wrongdoing to permit won't enter traversable waters. The Migratory Bird Treaty Act, makes it a wrongdoing to murder certain feathered creatures. These laws were not planned to apply to an oil slick, however investigators use them to scare and rebuff people without an undeniable association with a spill. The absolute best improvement that Congress can make to the lawful system, is to change the Refuse Act and the Migratory Bird Treaty Act, to make them inapplicable to oil slicks canvassed in the Clean Water Act. Oil slick Wildlife The executives (OSWM), in business since 1989, is a natural life counseling firm. OSWM offers it's customers an option in contrast to the untamed life issue. Donjon Natural Marine Services is a synergistic association made to give the sea business with responsive, and savvy answers to meet the necessities of The Oil Pollution Act of 1990. Collect Environmental Services gives a 24 hour crisis reaction for a contamination occurrences. Collect Environmental Services works in the administration of removal of waste streams, and keeps up an armada if gear and drivers to ship these waste streams from ventures on the Gulf Coast. Clean Venture Inc. is a main contractual worker in dealing with squander, and perilous oil materials. Since, it's foundation, Clean Venture Inc., has reacted to in excess of 5,000 oil furthermore, risky material spills and has performed more than ten thousand undertakings, going in size from 1,000 to 3,000,000 dollars. How might we forestall oil slicks? The US oil and gaseous petrol industry, supplies in excess of 65 percent of America's vitality. By about each measure, the volume of spills in US waters has been on a consistent descending pattern since 1973, states Captain James D. Spitzer, the head of the US Coast Guard's Office of Investigations. Most spills that happen are normally little, in view of information from the US Coast Guard. In 1997, more than three-fourths of the spills in US waters were under ten gallons of oil, which is not exactly a vehicle's fuel tank can hold. From

The Sociology of Dentistry

The Sociology of Dentistry Humanism as applied to dentistry is a basic piece of preparing for dental specialists. The case for asking, in any event, requiring, clinical and different understudies of the wellbeing callings to draw in with the numerous manners by which wellbeing related wonders, from singular practices through orders of and techniques for adapting to restoratively characterized illness to the subsidizing of medicinal services frameworks, are inserted in the social world stays certain (Scambler 2008). The person in question needs it at any rate for assurance against the genuine peril of disappointment and despondency when it demonstrates hard to execute clinical measures; however over all it is required if the clinical and other wellbeing related callings are to make their most prominent potential commitment to the government assistance of the populaces they are special to serve (Margot Jefferys 1981, in Scambler 2008) Human science is the investigation of how society is composed and how we experience life (British Sociological Association 2010). It tries to give bits of knowledge into the numerous types of relationship, both formal and casual, between individuals. Such connections are viewed as the Â'fabricâ' of society. Littler scope connections are associated with bigger scope connections and the totality of this is society itself (British Sociological Association 2010). It is a moderately new expansion to the dental educational program, having been at first presented during the 1980s. An expanding acknowledgment of the significance of social elements related with different sickness states has guaranteed clinical human science a proceeding with place in educating and research tries (Reid 1976). The General Dental Councils learning results for the initial five years explicitly expresses that as a component of the undergrad educational program, understudies ought to be comfortable with the socia l, social and natural variables which add to wellbeing or sickness (GDC 2008) and huge numbers of the other learning results have a sociological methodology at their heart. The General Dental committee feature six key rules that dental experts are required to follow (GDC 2005). The initial two of these standards respect a patient focused way to deal with dentistry. They explicitly express that dental specialists ought to put the patients intrigues first, acting to ensure them and that as dental specialists we need to regard a patients pride and decisions. So as to satisfy these gauges it is basic that we comprehend that every individual will encounter various impacts on their wellbeing, and how that individual will respond to each impact will rely incredibly upon what has preceded and what will come after. Without this fundamental comprehension, dental specialists will neglect to ever comprehend their patients or furnish them with the best consideration. How a patient will act in some random circumstance will especially rely upon a few factors that have affected their life. What is acknowledged as expected to one patient might be totally extraordinary to another patients see. With specific reference to wellbeing and disease, social and social factors have a huge part to play. Aukernecht indicated this in 1947 when considering a South American clan. The clan had a skin condition that as indicated by biomedical gauges was an infection. Be that as it may, this infection was viewed as typical by the individuals from the clan, to such an extent that on the off chance that they didn't have it they were not permitted to wed! (Aukernecht 1947). In spite of the fact that this may be viewed as an extraordinary model, in the event that you think about a portion of the information from the most denied regions of the UK, our view on what is viewed as typical might be tested. In the latest childrens examination, it was indicated that 52.1% of esse ntial seven kids in the most denied class gave evident indications of rot understanding (Scottish Dental 2010). So also in the event that we take a gander at the latest grown-up dental wellbeing study, it was indicated that over a large portion of the individuals living in the most denied zones (DEPCAT 6 7) were dependent on either full or fractional false teeth (ADHS 1998). It is typical for individuals in denied zones to encounter dental rot. What the individuals in this gathering in the public arena view as malady might be altogether not quite the same as our discernment. The world wellbeing association characterizes wellbeing as the total physical, mental and social prosperity and not only the nonattendance of ailment or ailment (WHO 1948). It is significant that dental specialists get preparing in the sociological impacts that figure out what wellbeing intends to various individuals all together that they comprehend that this definition is out of reach for most of the populace. The clinical model of infection causation as localisation of pathology is imperfect. There ought to be a change away from our attention on illness. Moving dental specialists recognitions from a malady orientated view that dental sicknesses are the consequence of discrete pathology, to the view that wellbeing or ailment happens because of complex collaborations between a few elements including hereditary, ecological, mental and social elements is vital (Tinetti Fried 2004). Our center ought to be moved to a perspective on wellbeing that includes a people capacity to be agreeab le and work in an ordinary social job (Dolan 1993). It is basic that dental specialists are prepared to have an all encompassing way to deal with the consideration of their patients, and can recognize the effects that socio-ecological elements have on wellbeing. As portrayed by Dahlgren and Whitehead in 1991, examples of oral wellbeing and disease can't be isolated from the social setting in which they happen (Figure 1). http://www.nap.edu/books/030908704X/xhtml/pictures/p20008090g404002.jpg Figure 1. Principle determinants of Health (Dahlgren Whitehead 1991) Indeed, even with this information, dental specialists must have the option to relate this to their patient. The world isn't an equivalent spot and dental specialists must be prepared to recognize the impacts that disparity can have on wellbeing. As recently talked about, financial status affects the wellbeing status of a person. As ahead of schedule as 1842, Edwin Chadwick took a gander at future of those in various social classes (Chadwick 1842). This indicated the normal age at death in Bethnal Green around then was 35 for upper class and experts however just 15 for workers mechanics and hirelings. In spite of the fact that future has improved for all classes in Britain since this time, imbalances have remained. The Black Report, distributed in 1980, demonstrated that there had kept on being an improvement in wellbeing over all the classes (DHSS 1980). Be that as it may, there was as yet a co-connection between social class and newborn child death rates, future and disparities in the utilization of clinical administrations. In 1998 The Acheson Report again featured the developing hole between the most extravagant and least fortunate in the public eye corresponding to wellbeing and future (Stationary Office 1998). Whether or not you take a gander at mortality, dreariness, future or self-appraised wellbeing status, the inclinations continue as before and the strength of those at the base of the class framework is more terrible than that of those at the top. When taking a gander at Oral Health a comparative example develops. Social imbalance in oral wellbeing is a widespread marvel (Peterson 2005). Increasingly denied territories have more elevated levels of sickness in the industrialized and non-industrialized world the same. The disparities between bunches are moderately steady and continue through the ages. In the 1998 Adult Dental Health Survey, dental wellbeing was accounted for to be more terrible in the lower social classes and that there was a reasonable angle between the rich and poor. Somewhere in the range of 1978 and 1998, major upgrades in the quantities of edentate grown-ups were identified. Notwithstanding, the hole between those in the lower and privileged societies was as yet obvious. By 1998, those in social class IV and V had just arrived at levels of oral wellbeing found in social classes I, II and IIIm in 1978. In a later study of childrens oral wellbeing in 2003 (Childrens Dental Health Survey 2003), comparable examples were found. Those in lower social classes were bound to encounter tooth rot, were bound to have teeth separated because of rot and were twice as liable to have neglected orthodontic need than their wealthier companions. Access to dental administrations has likewise been appeared to change between social classes. The 1998 grown-up dental wellbeing study demonstrated that individuals from a higher social class were bound to utilize dental administrations, and that white collar class grown-ups were bound to go to for preventive treatment while common laborers grown-ups were bound to go to for alleviation of side effects. Average workers grown-ups were likewise well on the way to encounter issues in paying for dental treatment, and bound to go to unpredictably. Financial disparity gives no indications of turning around, very in actuality. Over the most recent 20 years the hole among rich and poor has broadened. As indicated by the workplace for national insights, information shows that the top 1% of the populace own 21% of the riches. Maybe all the more stunning is the way that around a large portion of the populace share just 7% of the all out riches (ONS 2003). This majorly affects how we convey dental administrations. Dental specialists must know about the money related limitations that face an enormous bit of the populace. With a restricted financial plan to hand, dental treatment or in fact preventive estimates, for example, toothpaste and floss may turn into an extravagance that they can't manage. There is additionally a requirement for dental specialists to be prepared to perceive the impacts of different disparities, for example, sexual orientation, ethnicity and age on wellbeing. There are key contrasts among people that decide their situation inside society, yet in addition their situation in the wellbeing range. Ladies are less inclined to hold a place of intensity and are paid not exactly their male partners (Scambler 2008 p134-140). They are additionally bound to endure sick wellbeing, albeit maybe shockingly they outlast their male partners, to such an extent that ladies from social class 5 live altogether l

4 Steps for Answering What Are You Looking for in a New Position

4 Steps for Answering What Are You Looking for in a New Position Ever felt nervous about answering this simple question?After all, what more can you expect in a new job, it’s the same routine with the same challenges right?Wrong!An interview is usually packed with distinct questions to analyze if the candidate makes the cut or not. Among these questions, hiring managers are bound to ask, is the ever famous â€"“What Are You Looking for in a New Position?”.You are likely to go through a mixed bag of emotions when presented with the question.“Surely, this is a trick question, after all, why would he bother asking this question in the first place. I should stick to answering professionally.”“Wait a minute…. what if he’s looking for a unique answer to try and see if I have the chops to perform well. I should answer with a more personal emphasis.”Answering the question requires you to understand the perspective of the hiring manager and what he’s looking for.By reading through the article further, you can begin to assess what a perfe ct answer’s like.WHY DO HIRING MANAGERS ASK THIS POPULAR QUESTION? WHAT ARE THEY TRYING TO ASSESS?Determining your HonestyNo company likes a dishonest employee who can’t be upfront with them as to why they are joining the company in the first place. This question aims to put your reasoning skills to test and gives a clear understanding if you’re indeed a great fit for the job.Utilize the “less is more” approach and ensure your answers are concise yet informative to the job description that you are applying for.You may provide answers related to your experience and add value based on what you provide to the company over a long term. Hiring managers are always interested in knowing the value an individual employee can add to their company.Remember, don’t throw around industry knowledge that you aren’t sure about, if a hiring manager senses that you are making up tall claims, you could find yourself in a regrettable situation.Ensure you read up on the company you are appl ying for before taking the interview to get yourself in a better position to be able to answer the question aptly.Hiring Managers are looking for employees that’re creative, not destructiveEmployers want to know what their candidates are interested in rather than the things they are looking to avoid.Never answer the question in a negative tone such as claiming you are only taking up this job because they were the first company to interview you. Laidback answers have no place in a professional environmentDon’t bring up negative encounters you’ve had in the past or mention how your ex-boss wasn’t the right person to work for. Hiring managers tend to frown down on candidates looking to blame others for their lack of achievements.Leave your past issues at your former desk and concentrate on compiling a well-thought after explanation based on your technical skills.Stick to explaining how you’ve solved challenges in your previous company and how this new position can suit you an d your experience.A good answer should be able to provide insight on the type of career path you are looking for and be able to provide a long-term goal for the company to decide on whether they want to hire you.Assessing your Enthusiasm for working with a TeamIn a professional environment, bonding with your fellow co-workers can bring many positive benefits to the company.Hiring managers want to know how your social skills fare when you answer this question. Answer in a collaborative tone, if referring to a past project, say “We’ve completed the project” instead of “I’ve completed it on my own”.Hiring managers would also like to test if you prefer to work in a team environment or you tend to follow a solo adventure.Playing well with a team can earn you brownie points as interview managers prefer hiring job hunters that look to assist others rather than their own self-proclaimed goals.Ensure your answer is organizationally related, stick to using terms such as “squad†, “group”, “crew”, “team”, etc. in your answers.This can demonstrate your team player qualities and your hiring manager will understand that you put team efforts above everything else.Above all else, be energetic and spirited in your answers. Maintain a smile throughout the interview to show your interview manager that you aren’t failing under the weight of expectations.An informative video is provided below by “Don Georgevich” providing a statistical data on why individuals leave their job and what they look forward to. HOW NOT TO ANSWER THE QUESTION“WHAT ARE YOU LOOKING FOR IN A NEW POSITION”?Here are a few examples demonstrating how you shouldn’t answer the following question and why it can be counter-productive to your recruitment process.Example 1: “Any Job is better than my old job… My Boss was a terrible person… Your Company seems to be more relaxed”Explaining failures can lead to disastrous results and no matter what your skillset is, one asp ect is proven to the hiring manager â€" that you enjoy blaming others for your own inability to achieve success.An interview is a place to demonstrate your inner skillsets and shouldn’t be treated as if it were your personal psychiatrist session. Don’t ramble about how the former job was tough for you and how you are seeking a more relaxed working environment.By placing your blame on your former colleagues and boss, you prove to your interviewer that you are unable to handle challenging projects and meet the deadlines. Ensure you never bring up topics that refer your previous company in a bad light, there’s no way you are getting hired by badmouthing an organization.If you must mention a problem with your former company, then utilize the words “challenge” over “problem” to sound professional. In this way, it doesn’t sound like you’re placing blame on anyone and you are only pointing out a challenge that was too much for you to handle.Example 2: “I don’t have an idea of what the future holds for me, So I am unable to predict it.”You need to prove to your interviewer that you are goal-oriented and have a plan in mind when joining the company.With no aim or plan of action, you may be dismissed as a person that’s only looking for a current form of employment to make ends meet. It’s critical that you create an actionable path for your career and ask yourself where you would like to see yourself in 5 years of time.Enthusiastic candidates often get promoted often when they have a goal in mind and seek to achieve it.To setup, a plan, write down your passions and visions on a piece of paper and come up with what you would like to become and the duration you require to achieve it.Now, create a dialogue based on this plan in a professional manner, and explain to your interviewer why you see this goal as your foreseeable future.Remember, your chances of being recruited is doubled when you have a more long-term position in mind rather than just demonstrating your core abilities. Loyalty is what the company seeks in an employee along with their talented skillsets.Example 3: “I need the Experience that your company offers… I need the money.”Under any circumstance, don’t come off as a desperate and needy individual looking for a free handout of the job offer.A professional company hires only candidates who can prove their mettle and can ensure their talents standout along with their communication skills. Anything else stays off the book. You’ll most likely be turned down up front if you decide to take the route of narrating a sorrowful life story filled with life struggles.If the company is looking for “X” skills, you need to center your explanation based on these skillsets. Anything else is purely secondary, the company needs to have a reason to hire you over the dozen other candidates that applied. Don’t just mention benefits that you receive by joining the job like â€" money, insurance, allowance, vacation pay, etc.If you truly wish to highlight your weaknesses, instead demonstrate how you overcame them and how you are a person that truly has the confidence to rise above the rest and solve the challenges that life throws at you. “Working too hard” isn’t a weakness and shouldn’t be mentioned as one.4 EXCEPTIONAL STEPS FOR ANSWERING THE DREADED QUESTION Show them it’s more than just collecting monthly paychecksMotivation plays a key role in your hiring chances. If your hiring manager can understand that you love your job and you aren’t just working to make ends meet, your interview process is going to be a smooth ride. Use this opportunity to sell your communication and interpersonal skills. By building a rapport with your interviewer, you can give them a chance to learn more about you.Explain why you care about your job so much and how much time you are willing to invest to get things done. Every company is actively searching for employees that are constantly developing and growing on their own personal time. It’s important to demonstrate why working with the company isn’t just a chore but your own personal need as well.Companies value efficiency and promote creativity in their employees, if you can manage to convince your interviewer that you’re looking for the freedom the job offers in letting you do your best for the company, you might be able to ace the interview by answering the question in a terrific manner.In a realistic scenario, your answer as a professional should be â€"“I am a people’s person and my skills revolve around marketing and communications. As a customer service representative, I would have the chance of putting my past expertise to full use as well as learn the latest techniques in developing my skills past their prime.”If you are an entry-level applicant with no prior experience. You should try to construct a story before you sell your expertise. Such as â€"“I have always wanted a job ever since I graduated to prov e my worth and although I don’t have any experience on paper, I have plenty of reason to learn what this position offers. I believe in making my own money and climbing up the ranks. For now, here are the side projects that I have been working on and it should give you a good idea of what you can expect from me.” Explain Your Skillsets In-DetailAny company looking to hire your professional services is bound to assess your talents and skills. After all, hiring you is an investment for the company and the more they know about your expertise, the clearer their investment looks on paper. Ensure you list your hard skills first over your soft skills.Hard skills are the skills that are required by your job description and is the main reason your employer is out to hire you. This can refer to skills being learned from a certified course or academic institution.These skills need to be explained in detail to your interviewer to show them exactly why they need to hire you. You can then proc eed to explain why these skills are best suited to your new role.Soft skills, on the other hand, are your communicational abilities and show how a person interacts with others.   Soft skills can make the difference between an interviewer choosing you over another candidate with similar career experience as you.   Demonstrate that your skills are adaptable to the company’s needs and that the new position is a perfect place to display your soft skills.Let’s say you are a graphic designer, the first step is to put down your hard skills on paper.This could contain â€" Typography, Web Design, Creative Designs, Software Knowledge, etc. Next write down your potent soft skills such as Communication, Problem-solving, Leadership, etc.Now that we have a fuller understanding of what you’re capable of, you can use these terms to create an answer to what you are looking for in a new position. The answer could be something like â€"“I am a Graphic Designer with 7 years of experience that is committed to providing creative designs with regards to Typography, Web Design, and Creative Designs. I am well-versed with the industries leading software such as Adobe Illustrator, InDesign, and Photoshop. I am also adept at handling clients as I possess superior communication skills and have considerable knowledge of leadership-related responsibilities.I would like to take this opportunity to develop further as a Graphic Designer, and I understand that your company has the working environment for me to meet my goals.” Maintain a passionate stance on the companyDemonstrate your willingness to work with the vision of the company. Believe in their mission and the aspirations and show that you want to be a part of their workforce.Always ensure their company remains at the forefront of the conversation while answering the question. Hiring managers are constantly in search of committed and creative personnel.While the question is entirely about you, your answer needs to be aligned w ith the perspective of the company. Aim for providing an in-depth breakdown of why the company goals and your vision go together.Your work represents your passion, diving into an explanation based on your talents and why the company can benefit from hiring you is where the core of your answer should center around.Explain in simple words, what gets you excited every morning when you reach for the alarm and get ready for a new day.Hiring managers love to hear your motivational story translated into a short story that they can analyze and help in a clearer decision-making process.Lay emphasis on the fact that you would love to see the impact of your work on the organization and its clients.Answering in a positive sense such as â€"“I understand that your company is looking to develop a software that can track pets by adding a nanochip to their collar. I am an animal lover myself and as a pet owner, I understand how useful a technology like this can be for animal owners. I would love t o offer my software developing skills as part of the experience and work with your team to make this dream a reality.” Prove You are in this Job for the Long Haul Challenging yourself beyond your limits and achieving success is every employer’s dream candidate. Showcase your long-term goal strategy and bare your plans out in the open for your hiring manager to be impressed. Proving you can get the work done along with an ability to take on new challenges is a perfect answer to the question.While describing your long-term goals to the company, it’s important to ensure you don’t say anything that makes the hiring manager assume you are using the company as a stepping stone. This can work against you and you might be rejected based on utilizing the company for your own personal career goals.Give them the impression that you are worth the investment. Specify details on how your career goals align well with the motives of the company for the long foreseeable future.You can win yo ur interview manager’s respect by demonstrating your strong enthusiasm in working for the company by connecting your career’s overall path with their goal in mind.Here’s a great answer that pitches in your long-term goal and demonstrates your professionalism â€"“In the last company that I worked in, I spent over 6 years in the Research and Development department trying to come up with a product that the company entrusted me with. Although I was looking to leave the company after 5 years, I stayed back an extra year to complete the project and oversee the product launch. I did this as I strongly believed in the product and today I am glad to see that the product is a massive success among its consumers. In this new role, I’d like to extend the same amount of everlasting commitment with renewed vigor. “In the following video, Deniz Sasal shows us how to answer the question “Why Do You Want to Work Here” in 2 convenient answers. CONCLUSIONDemonstrating your excitement w hen answering the question can go a long way in securing the job. Hiring managers dislike candidates that are low on energy and answer the question in a few lines. You need to pour out your career goals onto the interview table and ensure you can answer the question in detail as to why exactly you wish to work for the company.The hiring manager is interested in your commitment to the company and the values you possess in understanding their deadlines. The question serves a purpose of assessing your overall loyalty towards the company and hence, requires you to explain at great length as to why your values are what the company is looking for.

Whole Foods Market, Inc - 1732 Words

Whole Foods Market, INC (ticker: WFM) one of the main leaders in supermarket/grocery industry. The company opened its first store in 1980 in Austin, Texas and it was among few supermarkets that were providing natural products. (1) Whole Foods Market was the first store to emphasis on organic food with a clear mission to be a provider of products with the highest quality. Whole Foods started expanding into different states across United States by mergers and acquisitions. Their first international expansion was into Canada in 2002, followed by and acquisition of seven Fresh Wild stores in United Kingdom in 2004 which was the largest chain of organic grocery stores. (2) In order to lock their strong presence Whole Foods needed to make sure that their mission is heard and that they are faithful to their values. They are known for the highest quality products, before a product is available for purchase in stores it first goes through multiple steps of quality control and only when the r equirements are met, the product makes it way to shelves. In order to satisfy organic standard, products need USDA approval, which prohibits the use of genetically modified organisms, pesticides, use of antibiotics or growth hormones in livestock. (3) Whole Foods is an environmentally sustainable, an example would be that they encourage their shoppers to either reuse shopping bags or they provide paper bags that are recyclable, they also donate good amount of money for environmentalShow MoreRelatedWhole Foods Market Inc.1657 Words   |  7 PagesIntermediate Acct 1 Whole Foods Market Inc. Whole Foods Market Inc. is an American supermarket chain specializing in organic food that opened on Sept. 20, 1980, in Austin, Texas, its current headquarters. Whole Foods Market Inc. has 431 supermarkets among the United States, Canada, District of Columbia, and the United Kingdom. Whole Foods Market has sales revenue of 15.39 billion, total assets of 5.74 billion, and a net income of 536 million in the annual report of September 2015. Whole Foods Market’s commonRead MoreWhole Foods Market Inc.1280 Words   |  6 PagesWhole Foods Market Inc. is a supermarket selling highest quality natural and organic food, was founded by John Mackey in Austin, Texas in 1980. Whole Foods Market is leading the supermarket industry worldwide, its recorded sales had reached $10,107.79 million in 2011 and it has expanded more than 430 stores in the United states in 2015 (Whole Foods Market, 2015). Website Overview Whole Foods Market’s main communication vehicle is their website, www.wholefoodsmarket.com. Whole Foods Market hasRead MoreWhole Foods Market Inc.1231 Words   |  5 PagesINDUSTRY EVOLUTION Whole Foods Market Inc. is a service provider in the grocery industry, which report in the US economy under the North American Industry Classification System NAICS 42441, General-line groceries merchants wholesalers, by the time the company started operations in 1980 supermarkets had a history of 51 years. Supermarkets unlike other type of retail is considered truly American in origin, self service grocery stores are traced back to 1912 in Memphis Tennessee, and it was in 1930Read MoreWhole Foods Market, Inc.1304 Words   |  6 Pages Whole Foods Market, Inc. (WFM) was founded in Austin, Texas and is a supermarket chain concentrating in organic and natural foods. John Mackey, Rene Lawson Hardy, Craig Weller. The first store opened on September 20, 1980. Whole Foods Markets are located in the United States, Canada and the United Kingdom. Since 1980, Whole Foods Market has remained committed to upholding their missions and values within their company. Whole Foods Market’s motto—â€Å"Whole Foods, Whole People, Whole Planet—emphasizesRead MoreWhole Foods Market Inc.905 Words   |  4 PagesOverview: Whole Foods Market is a retailer company that has one operating segment of natural and organic foods supermarkets. It seeks out the finest natural and organic foods available to maintain the strictest quality standards in the industry, as well as obtain an immovable commitment to unending agriculture. Whole Foods Market has been operating 362 stores within the United States, Canada, and the United Kingdom since 2013. Whole Foods Market offers a wide collection of natural and organicRead MoreWhole Foods Market, Inc.1162 Words   |  5 Pages2016 Whole Foods Market, Inc. was founded and created by four business people in Austin, TX during 1980. The founders opened Whole Foods Market because they wanted a supermarket that offered natural foods. This company was able to be successful because at the time they opened there were less than half a dozen natural food supermarkets in the United Sates. In 1984, they build stores in Houston and Dallas, they then moved to New Orleans, and eventually to the West Coast. A major part of Whole FoodsRead MoreWhole Foods Market Inc. Case Study Essay1200 Words   |  5 PagesAccording to the Whole Foods Market Inc. case, study shows that Whole Foods Market is an American supermarket chain exclusively featuring foods without artificial preservatives, colors, flavors, sweeteners, and hydrogenated fats. It is the United States first certified organic grocer, which means it ensures, to National Organic Program standards, organic integrity of the heterogeneous products from the time they reach s tores until they are placed in a shopping cart. Whole Foods Market Inc. opened itsRead MoreWhole Foods Market Inc: Company Analysis1219 Words   |  5 PagesTim Randall Whole Foods Market; Fortune #264; 445110 Whole Foods Market, Inc. is the worlds leader in natural and organic foods, with more than 310 stores in North America and the United Kingdom (Whole Foods Market.com. About. 2012. PP. 1). From its roots as a one store operation based in Austin, Texas the company under the direction of its founder and CEO John Mackey has unquestionably transformed the way Americans produce, buy, and eat food (Paumgarten, N. January 4, 2010. PP. 1). CustomersRead MoreWhole Foods Inc. Operates In The Grocery Industry With1613 Words   |  7 Pages Whole Foods Inc. operates in the grocery industry with its main focus on providing consumers with a healthier, more natural, and a more organic alternative to grocery shopping. Their products differentiate from other mainstream grocery providers because they are a higher quality of product. After previously partnering with Google express, Whole Foods has now invested in Instacart, a delivery service that would primarily deliver Whole Foods products nationwide to its consumers for at least the nextRead MoreWhole Foods Market By John Mackey Essay847 Words   |  4 PagesWhole Foods Market was founded by John Mackey as a healthy, socially responsible lifestyle that customers can identify with (Pearce Robinson, 2013, p 29-1). The company differentiated itself from competitors by focusing on quality as excellence and innovation that allows them to charge premium price for premium products (Pearce Robinson, 2013, p 29-1). After 30 years of success it was felt that the limits had been reached and a new direction was needed. In 1978 Mr. Mackey opened Safer Way

Essay On Field Representative - 989 Words

During the 2018 General Convention from June 19–24, Field Representatives will work 7.5 hours per day — a total of 45 hours for the week — and will be paid $14.27 per hour minus applicable federal, state and local taxes. The time worked beyond 40 hours will be paid at a rate of time and a half or $21.40 per hour. During June 25 through July 17 — the time between the 2018 General Convention and Training School — Field Representatives will work a total of 10 hours per week and will be paid at a rate of $14.27 per hour minus applicable federal, state and local taxes. The Field Representatives’ full-time salary will begin July 18, the start of Training School. The expected pay will be $535 per week minus applicable federal, state and local†¦show more content†¦Field Representatives are employees of the Fraternity and part of the Chapter Services Department. They are a critical part of our staff and serve as a link to the Fraternity as a whole. They make visits to chapters across the United States and Canada to provide guidance about leadership development, Membership Recruitment, organization, management, and more. Field Representatives also have the opportunity to support our extension efforts and may be based on a campus to work with one of our newest chapters. COMPENSATION AND BENEFITS As employees, Field Representatives are exempt and paid biweekly in accordance with Kappa Kappa Gamma’s standard payroll procedures. Prior to the start of the school year, Field Representatives will work a total of 10 hours per week and earn $14.27 per hour minus applicable federal, state and local taxes. Field Representatives will begin full-time status July 18, the start of Training School. The expected pay will be $535 per week minus applicable federal, state and local taxes. In addition to salary, Field Representatives are provided: Travel expenses. Room and board by the chapters. Cellphone reimbursement of $30/month. †¢ Laptop by the Fraternity. Being a Field Representative is an incredible opportunity to create lifelong bonds of friendship, cultivate a multitude of professional skills, travel the country, and experience new cities and states each week. Field Representatives are also eligibleShow MoreRelatedAudience Analysis Essay1006 Words   |  5 Pagesfigure out what type of audience would be interested in my essay. Based off this audience, I developed a persona who represents the weight room community by combining many of the characteristics I observed in individuals in the weight room. My developed persona is an ideal representative of an â€Å"insider† to the weight room community, as well as a representative of my essay’s audience. The type of audience who would be interested in the essay I wrote would be members of the actual weight lifting communityRead MoreHrm And The And Human Resource Management1094 Words   |  5 Pagesto write this essay is to analogize the differences in the field of HRM and IR. The Foundation of Industrial Relations and Human Resource Management is based on intense academic study. The essay is an endeavor to illustrate by scrutinizing their objectives and the viewpoints or the approaches of this field. The first part of the essay is an attempt to define HRM and IR and it further continues to explain the differences and similarities between the two. In the last part, the essay addresses variousRead Moreresearch into conformity essay771 Words   |  4 Pagesï » ¿Essay Questions 8/10/12 marks Marks are always split equally Outline (AO1) + evaluate (AO2) Unit 1 (PSYA1)- only one 1 essay question Research methods Developmental Cognitive Unit 2 (PSYA2)- at least 2 essay question Social Stress Abnormality Outline + Evaluate research into conformity (12 marks) Outline (6 marks) - describing Evaluate (6 marks) Conformity- Asch, Sherif Moscovici, zimberardo Pick 2 studies – Asch and Sherif for example which 6 marks. AO1-Read MoreStudent s Strengths And Weaknesses1204 Words   |  5 Pagescareer in the business, marketing, and management career field, marketing cluster, and marketing management pathway would be the best match for my future. To begin, the two jobs I researched are from the business, marketing, and management career field (NDE). One job from the career field is a sales representative, wholesale and manufacturing, except technical and scientific products and marketing manager (NDE). A sales representative communicates to customers, sells to wholesalers, and figuresRead MoreSexism Is Prolonged Cruel, Or Unjust Treatment?1430 Words   |  6 Pagesby Alice Fields, Suzanne Swan and Bret Kloos. In this article, it is about a study that was conducted to examine several themes related to ambivalent sexism. It investigated how the development of gender are experienced by women in their every day lives. There were three goals when this study was conducted. The first goal was to â€Å"examine the essay content to see if themes related to ambivalent sexism were spontaneously generated when women described their gender-based experiences† (Fields, Swan, Read MoreHow Democratic Is the Uk? Essay667 Words    |  3 PagesDemocracy in the United Kingdom has changed a lot over the years however the definition has never changed. The right for people to choose and decide how a country is run. This essay will help decide whether the United Kingdom still follows that definition of being a true democracy and analysing how this has affected the people of the UK. The first thing to look at is the various types of democracy used in the UK. There are many examples of the various types of democracies with the first beingRead MoreSelf Introduction975 Words   |  4 PagesSelf-Introduction Essay What is the objective of a self-introduction essay? The objective of a self-introduction essay is to provide a short, concise introduction to others. A self-introduction essay can be useful for different reasons such as employment, graduate school, or professional activities. We will focus on the use of a self-introduction essay solely for the use of employment opportunities. Employers may request a self introduction essay to provide a ‘summary’ of each candidate. ThisRead MoreBlack Middle Class America: House Negro Mentality or Manifestation of Self-Identity606 Words   |  3 Pagesnose size, or social standing, Blacks have always found someway to distinguish themselves away from the masses of their culture. In Malcolm Xs essay Message to the Grass Roots, and Shelby Steeles excerpt On Being Black and Middle Class, Black separatism can be traced to the times of slavery. House Negroes wanted to disassociate themselves from the field Negroes. Today, the question is whether the Black community has let the house Negro menta lity transcend through time to be emulated by the BlackRead MoreHuman Social Perception Of Social Psychology870 Words   |  4 Pagesscientific field that focuses on the individual within society. Due to this individualistic focus, people are often studied experimentally within or in relation to social environments. â€Å"Social psychology studies the effects of social processes and cognitive processes on the way individuals perceive, influence, and relate to others, in a systematic way, using scientific methods† (Smith Mackie, 2007). Due to the complexity of the human body and mind, social psychology is a vast field that has beenRead MoreThe United State Is Run By The Government Essay1239 Words   |  5 PagesThe United State is run by the government. Every single states have the representatives of civil in the Congress. Texas is not an exception. We have one representative in the House of the Representative who is Gene Green. We also have two Senators in the Senate who a re John Cornyn and Ted Cruz. In this essay, we will discuss and assess of these individual’s representation. First, Gene Green, who is a member of the Democratic Party, is currently serving to represent for Texas’s 29th congressional

Job Outsourcing’s Effects on the Economic Growth Free Essays

The outsourcing of Jobs affects the economic growth of a country both positively and actively, for capitalists it is a welcoming deed but for a common citizen, still it is a nightmare. Outsourcing in Canada creates many controversies about Canadian economic growth. Mainly IT companies and auto mobile companies are outsourcing their Jobs in Canada, banking sectors are also doing the same. We will write a custom essay sample on Job Outsourcing’s Effects on the Economic Growth or any similar topic only for you Order Now When it comes to economy of the country, these business organizations which are doing outsourcing can contribute more revenue to the government. But, always a good economic stability can be achieved by ensuring the economic status of a common citizen. In those terms, we can’t say that outsourcing always shows a positive sign to the economic development of a country. According to the Dun Broadsheet barometer of global outsourcing, more than 30 cents of every outsourcing dollar is related with information technology expenses. Based on their survey, in 1999 IT field spent more than $7 billion for its own outsourcing only. This shows an increment of 10 % or $700 million than the year 1998 (Joanne, Mar R, 1998). This sort of increments in spending on outsourcing shows that, companies are interested to subcontracting their Jobs, which means they are profitable by this deed. It improves the revenue of he company in low investments, this revenue hike may result in the Canadian economic growth and in a long run government of Canada also become the beneficiaries of this income in terms of taxes and insurance (Unknown, 2014). But the remarkable thing is that, this income may not be able to maintain the Gross National Product of the country. If we apply the principle of virtuous cycle in this case, we can identify that the companies which are outsourcing their Jobs are working on the basis of virtuous cycle. In less payment they are making more money and automatically the government also become a part of this virtuous cycle. For example, Sears Canada Ltd. Outsource their telemarketing and call centre services to an American company called Dial America Inc. Since 1995 and they also give the same Jobs to Philippines, according to the company’s vision, they improved their customer services and telemarketing functions in a cost effective manner. This process improved the financial status and customer satisfaction of the company, eventually it reflects in the economic growth of Canada (Dotson, Sandy, 1997). On the other hands, outsourcing is a threat to the economic growth of the country, mainly in the case of unemployment. The recent surveys show that the rate unemployment has been increased than the rate in 2009 recession. One of the major reasons for this joblessness is outsourcing. A lion share of the works of Canadian banks and Canadian financial services were done by Indian information technologists, Bank of Nova Scotia, Royal Bank of Canada and AD Canada trust are the major clients of Indian IT tycoons such as ‘Gate and DATA consultancy services (Unknown, 2014) Unifier Swan, 2013). This kind of over outsourcing results in unemployment and naturally it affects the standard of living of the common people in the country. According to the words of Ermine Willingly, a senior economist, found that, a number of people were earn an average annual income of $30000 to $60000, but due to the outsourcing they lose their income quickly and all those people fell in a jeopardy. Those people may suffer homelessness and bankruptcy; it will put a citizen into trouble, and the economic status of this kind of people may affect the total economy of the country Unifier Swan, 2013). For example, last year 41 employees in Canadian imperial bank of commerce (CIVIC) lost their Job due to IT outsourcing. In the same way AD bank also announces the replacement of its 100 employees and RIB also were in the same risk in the case of 45 employees (CB News, 2013). Along with that, several problems such as slackening of managerial control, hidden cost in production or services and the quality problems are the another demerits of Job outsourcing. Security and confidentiality threat is the another major disadvantages of job outsourcing, for example, a new concept, design of a products, documents of employees etc. (Buick, 2014). These all disadvantages may affect a country economic stability directly or indirectly. When it comes to the application of virtuous cycle in his case, it will not work well with the unemployed community in the country. Because, here in this case, people lost their Jobs and they don’t have the capacity to enjoy the facilities or customer services that provided by the multinational firms. This means, most of the Canadian companies are accepting subcontracts to increase their productivity by cost cutting, and they are trying to reach their product to common people, but most of this citizens are the persons who were thrown out from these companies. In that manner they don’t have the capacity to avail the services provided by these companies. So, still the principle of virtuous cycle is works with the firms and it works opposite to the Canadian community. To put it in a nut shell, outsourcing can make both the positive and negative effects in the economic development of a country. How to cite Job Outsourcing’s Effects on the Economic Growth, Papers

The Cherokee Indians Essays - Cherokee Nation, Cherokee, Sequoyah

The Cherokee Indians The Cherokee Indians were one of the four civilized tribes in the United States during colonial times. The Cherokee people were interested in the white men and their ways, and even using some of the new mens ways. The Cherokee played an important role in Colonial American history with help from Sequoyah and learning the ways of white men. The Cherokee were originally located in the southeast United States. This area included: the western sides of the Carolinas, the northern parts of Georgia and Alabama, southwest Virginia, and the Cumberland Basin. Around 1781 the Cherokee population was around 25,000. They had just lost around half of their population due to smallpox and other diseases. The population remained stable at 25,000 until the late 1830s when the Cherokee were forced to move to Oklahoma(Sultzman). On their way to Oklahoma many of the Cherokee committed suicide or died of hunger causing the population to drop again(Brandon 227). The Cherokee lived in towns of 30 to 60 houses and a large council house(Sultzman). The houses in the towns were not very large, only being one, two, or three room homes. Most of the homes were one story high, but a two-story house was not uncommon. The houses were built by the men and took a long time to build. The men began in early spring to get the boards from trees. When summer came around the men stopped with the houses and turned to planting crops and welfare. As fall arrived the men began to actually put the houses together. Often men from other towns came to help. Since the houses were so small they did not have much room for furniture. The little furniture that they did have was stools, storage chests, and three-foot-high beds. The beds were located in the back and sides of the house. The beds had white-oak foundations and mattresses covered with bear, buffalo, mountain-lion, elk, and deerskins, dressed with the hair on. Just outside the front door of each house was a small sweat house. This is where a fire was constantly kept burning. These were used to purify themselves for religious purposes and to cure diseases(Mails 51, 54). The Cherokee were primarily an agricultural people. Corn was their most important crop. Corn was so important to them they had a ceremony when the corn began to get ripe in hopes that the corn would continue to grow well. Other crops planted were beans, squash, and sunflowers. They also hunted. The main two animals that were hunted were white-tailed deer and wild turkey. Other animals that were hunted are bear, quail, rabbit, and squirrel(Brown 63). Hunting trips in the towns were very serious. Only the men who were fully cleansed and fit were allowed to go on the hunt. When the men needed to go on a hunt they had to go get the priests authority. For the priest to give the permission to the hunt the men must not just be fit and cleansed, but the town must also need meat and/or animal skins. The Cherokee would never be wasteful(Mails 59). All of the Cherokees weapons and tools were made themselves from plants, animals, and other natural things such as rocks and minerals. This lasted until tools and weapons were available from the white men. The most commonly used weapon was the bow and arrow. Other weapons were the stone ax and club. Many of the children had blowguns for toys as well as a weapon. The Cherokee children were not allowed to go on the large hunts, but only by themselves(Brown 51). These weapons were still used after guns were available in many towns. Some areas, however, were heavily hunted by the white men and the amount of game on some of the Cherokee land was reduced. In these areas guns were used instead of the traditional weapons(Sultzman 2). Men who did not hold special rank or position wore belted skin robes fashioned from the hides of bear, deer, otter, beaver, and mountain lion. In the winter they also wore moccasins made of beaver skins. All of the men except some priests shaved all of their heads leaving only a small roachlike section. The women wore short and sleeveless deerskin dresses which were sewn together with fishbone needles.

A Rhetorical Analysis of Claude McKays Africa

A Rhetorical Analysis of Claude McKay's Africa In this critical essay, student Heather Glover offers a concise rhetorical analysis of the sonnet Africa by Jamaican-American writer Claude McKay. McKays poem originally appeared in the collection Harlem Shadows (1922). Heather Glover composed her essay in April 2005 for a course in rhetoric at Armstrong Atlantic State University in Savannah, Georgia. For definitions and additional examples of the rhetorical terms mentioned in this essay, follow the links to our Glossary of Grammatical Rhetorical Terms. Africas Loss of Grace by Heather L. Glover Africa1 The sun sought thy dim bed and brought forth light,2 The sciences were sucklings at thy breast;3 When all the world was young in pregnant night4 Thy slaves toiled at thy monumental best.5 Thou ancient treasure-land, thou modern prize,6 New peoples marvel at thy pyramids!7 The years roll on, thy sphinx of riddle eyes8 Watches the mad world with immobile lids.9 The Hebrews humbled them at Pharaohs name.10 Cradle of Power! Yet all things were in vain!11 Honor and Glory, Arrogance and Fame!12 They went. The darkness swallowed thee again.13 Thou art the harlot, now thy time is done,14 Of all the mighty nations of the sun. Keeping with Shakespearean literary tradition, Claude McKay’s â€Å"Africa† is an English sonnet relating the short but tragic life of a fallen heroine. The poem opens with a lengthy sentence of paratactically arranged clauses, the first of which states, â€Å"The sun sought thy dim bed and brought forth light† (line 1). Referencing scientific and historical discourses on humanity’s African origins, the line alludes to Genesis, in which God brings forth light with one command. The adjective dim demonstrates Africa’s unlighted knowledge prior to God’s intervention and also connotes the dark complexions of Africa’s descendants, unspoken figures whose plight is a recurrent subject in McKay’s work. The next line, â€Å"The sciences were sucklings at thy breasts,† establishes the poem’s female personification of Africa and lends further support to the cradle of civilization metaphor introduced in the first line. Mother Africa, a nurturer, raises and encourages the â€Å"sciences,† actions that foreshadow another brightening of the world to come in the Enlightenment. Lines 3 and 4 also evoke a maternal image with the word pregnant, but return to an indirect expression of the African and African-American experience: â€Å"When all the world was young in pregnant night / Thy slaves toiled at thy monumental best.† A subtle nod to the difference between African servitude and American slavery, the lines complete an encomium of Africa’s success before the advent of â€Å"new peoples† (6). While McKay’s next quatrain does not take the drastic turn reserved for the final couplet in Shakespearean sonnets, it clearly indicates a shift in the poem. The lines transform Africa from enterprise’s champion to its object, thereby placing the Mother of Civilization into an antithetically lower position. Opening with an isocolon that stresses Africa’s changing positionâ€Å"Thou ancient treasure-land, thou modern prize†the quatrain continues to demote Africa, placing agency in the hands of â€Å"new peoples† who â€Å"marvel at thy pyramids† (5-6). As the cliched expression of rolling time suggests the permanency of Africa’s new condition, the quatrain concludes, â€Å"thy sphinx of riddle eyes / Watches the mad world with immobile lids† (7-8). The sphinx, a mythical creature often used in caricatures of Egyptian Africa, kills anyone who fails to answer its difficult riddles. The image of a physically and intellectually challenging monster risks undermining the gradual degradation of Africa that is the poem’s theme. But, if unpacked, McKay’s words reveal his sphinx’s lack of power. In a demonstration of anthimeria, the word riddle acts not as a noun or verb, but as an adjective that invokes the sense of perplexity usually associated with riddles or to riddle. The sphinx, then, does not invent a riddle; a riddle makes a confused sphinx. The â€Å"immobile lids† of the dazed sphinx frame eyes that do not detect the mission of the â€Å"new people; the eyes do not move back and forth to keep the strangers in constant sight. Blinded by the activity of the â€Å"mad world,† a world both busy and crazed with expansion, the sphinx, Africa’s representative, fails to see its imminent destru ction. The third quatrain, like the first, begins by retelling a moment of Biblical history: â€Å"The Hebrews humbled them at Pharaoh’s name† (9). These â€Å"humbled people† differ from the slaves mentioned in line 4, proud slaves that â€Å"toiled at thy monumental best† to construct an African heritage. Africa, now without the spirit of her youth, succumbs to a lowly existence. After a tricolonic list of attributes linked with conjunctions to convey the magnitude of her former excellenceâ€Å"Cradle of Power! [†¦] / Honor and Glory, Arrogance and Fame!†Africa is undone with one short, plain phrase: â€Å"They went† (10-12). Lacking the elaborate style and obvious devices contained throughout the poem, â€Å"They went† powerfully understates Africa’s demise. Following the pronouncement is another declarationâ€Å"The darkness swallowed thee again†that connotes discrimination of Africans based upon their skin color and th e failure of their â€Å"dark† souls to reflect the light offered by the Christian God in line 1. In a final blow to Africa’s once shining image, the couplet offers a scathing description of her present state: â€Å"Thou art a harlot, now thy time is done, / Of all the mighty nations of the sun† (13-14). Africa thus seems to fall on the wrong side of the virgin mother/tainted whore dichotomy, and the personification formerly used to sing her praises now condemns her. Her reputation, however, is saved by the couplet’s inverted syntax. If the lines read â€Å"Of all the mighty nations of the sun, / Thou art the harlot, now thy time is done,† Africa would be rendered a wayward woman worthy of scorn because of her licentiousness. Instead, the lines state, â€Å"Thou art the harlot, [†¦] / Of all the mighty nations of the sun.† The couplet suggests that Europe and America, nations enjoying the Son and the â€Å"sun† because they are predominantly Christian and scientifically advanced, pimped Africa in their quests to own her. In a clever positioning of words, then, McKay’s Africa does not fall from grace; grace is snatched from Africa. Work Cited McKay, Claude. Africa.† Harlem Shadows: The Poems of Claude McKay. Harcourt, Brace and Company, 1922. 35.

Anecdote Anecdotal Evidence

Anecdote Anecdotal Evidence Definition: An Anecdote is a narrative told from the point of view of an observer. Anecdotal evidence is considered unreliable and is seldom acceptable as a means to validate an educational method or technique. Still, anecdotal evidence can be helpful when assessing a student, especially a student with behavioral issues. A starting point for a behavioral intervention is anecdotes, especially anecdotes collected by several different observers. Sometimes those anecdotes are written in an ABC form, or Antecedent, Behavior, Consequence, a way in which the function of the behavior can often be identified. By observing the events or setting of the behavior being observed, by describing the behavior and figuring out the consequence, or benefit the student receives. Problems with Anecdotes Sometimes observers are subjective, rather than objective. Learning to observe the topography of a behavior without making any judgments about the behavior is often difficult, since culturally we tend to freight certain behaviors with meaning that may not actually be part of the behavior. It may be important that the person assessing the student begin with an operational definition of the behavior so all observers are clear what they are looking for. It is also important to train observers to name certain behaviors explicitly. They may say that a student stuck his or her foot out. They may say it appears that they did it in order to trip another student, so it could be aggression, but you dont want to say John intentionally tripped Mark unless John tells you it was intentional. Multiple observers do, however, give you varied points of view, which may be helpful if you use an ABC format for your observations. Discerning the function of a behavior is one of the principal reasons for collecting anecdotal evidence, although discerning what is objective and what is subjective is often challenging. Figuring out which anecdotes are influenced by prejudice or expectation will help cull valuable information. Parents anecdotes will provide information, but may be shaped by some denial. Also Known As: Observation, narrative observation Examples: As Mr. Johnson began to plan for the Functional Behavioral Analysis he needed to do for Roberts disruptive behavior, he reviewed a number of anecdotal reports that were in his file from content area classes.

Ashford - BUS311 Essay Example | Topics and Well Written Essays - 2250 words

Ashford - BUS311 - Essay Example The paper will spot the key employment laws and concepts that have some effects on each of the candidate’s employment status. The paper is also going to explain whether there is any explanatory regulatory circumstance, which would influence the decision to end the employment of each of the candidates. Finally, the paper will make a decision on the way each of the candidates can be dealt with in a way that puts the interests of the company at the best grounds In any company doing business in today’s dynamic workplace, the importance of having effective workplace procedures and policies has continued to rise. The driving force for this rise has been the changes seen in the codes of practice, regulation, and legislation. For instance, the recent changes seen in the industrial relations legislation as well as the move by companies to a national system have led to the rise of workplace issues of unfair dismissals, workplace rights, and discrimination. These should be handled by effective policies. Business company law has been set to look into these policies to ensure that both the employer and the employee are protected from any form of workplace injustice. In this paper, we are going to concentrate on the employee protection in the workplace. This is because it is always likely to find employees being handled unfairly in the companies by the employers, and not the other way round. Fortunately, several laws have been enacted under company law to ensure that the employees are treated fairly in the workplace. This research paper is going to use five candidates listed for dismissal in Fast Service Company. These candidates are Carl Hairnes, Brian Carter, Sarah Boyd, Nora Manson, and Jenny Mills. These candidates were listed for dismissal due to different reasons. Carl Hairnes is accused of displaying acts of sexual harassment to fellow employees. He is also a

Principles of Brand Extension and its Rationales Essay

Principles of Brand Extension and its Rationales - Essay Example A brand’s name has been identified as a polo shirt together with the ways of how to create its extension and the reasons why creating such. In the economic industry, different strategies are to be considered so that producers will get the attention of the consumers. With every product that producers will provide, a brand name has to be added. A group of ideas on the certain product is what a brand is (Ferree, 2007). Addition to that, according to Webben (as cited in Keller, 2003), brand is defined as products which has a goal to satisfy the consumer’s needs by getting their attention on to it providing them with instructions and the product’s use. After succeeding in the familiarity of the product to the different people, a good strategy should be followed and there comes the brand extension. Brand extension as what Sattler, Volckner, Riediger, & Ringle (2009) defined is a strategy wherein the name of a certain product is being used for people’s familiarit y to introduce a new product. This strategy can help the product to increase its demand in the market. Polo Shirt as the Product Considering Polo shirt as the parent of the brand extension, it has several possible outcomes such as body towel, underwear and socks. To come up with a successful brand extension, principles are to be considered. ... Of course, if the producer has already earned his consumer’s trust, it is better if they could provide what the consumer need so that they will not be dismayed. The parent should still have the power to control the extended brand for they still have the same name thus, has an effect with each other’s credibility through their consumer’s opinion. Also, confusion with the extended brand with the parent is a big no. Though they are of the same brand, the products are just co-related with each other and so, should not be a cause for the consumer’s frustration and regret when used the wrong product. If the parent is more of cloth category just like the polo shirt, producers should not create unrelated categories such as soap or food products. Brand extension researchers (n.d) also added that brands should not be extended on different categories for it will affect the product’s name along the competition. Also, the extended brand should add to the parentà ¢â‚¬â„¢s credibility through recognition with new, efficient and successful category for the firm on the future. There should be business attributed upon having brand extension. It is good to think of the possible outcome of the brand extension upon having the developing plan. To engage into a brand extension is a good idea to increase your inputs in the market. Actually, Gelder (as cited in Kapferer, 1997) stated practical reasons why having brand extension such as: the consumers will experience new products and at the same time, the company will be updated thus, will actively participate on having new innovations as part of its development; Through brand extension, the consumer who used to have a trusted brand will choose it rather trying another one thus, making the product reach

Attracting Motivating And Retaining Generation Y Management Essay

Attracting Motivating And Retaining Generation Y Management Essay Generation Y that closely referred to as millennial is latest member in the multigenerational workforce. In fact they are the newest and the last members of the workforce, born between 1982 and 2003. Although they grew up with technology and never knew a time without mobile phones and the internet, they have some values held by traditionalists like patriotic and willing to fight for freedom. They often think in bullet points and are ravenous researchers. Speed is important and they prefer rapid feedback. Moreover, they perform best when their abilities are identified and matched with challenging work. These years companies in different countries faced different challenges such as attracting, managing and retaining the new population of workers. Members of Generation Y have an incredible amount of talent but they also have incredibly high expectations about their work environment, growth opportunities and rate of advancement. In other hand, financial crisis leads to downsizing in companies. In spite of the fact that there might be a near-term surplus of labor, the lack of existing skillful workers is obvious. It is vital to companies focused on new generation of Y workers and supplies their requirements; besides, this question came to mind that is should they just discharge the issues as just another generation gap that will eventually weaken away. Ignoring the generation Y is impossible because of big size of its population. As a group, they are nearly as large as the baby boomers generation. As such, generation Y will make up an increasing part of your workforce. Generation Y has a lot to offer. They are confident, connected, optimistic and technical savvy. Generation Y would also be a growing part of your customer base and becoming increasingly influential factor that affects the buying process. We say that technology is becoming a critical factor for business success, on view of the fact that when these different workforces will work all together, the multi generational differences in attitudes, approaches, and styles related to work could create conflicts that in turn could considered as potential threats against reaching organizational goals. Besides, this situation will decrease or even destroy employees motivation, as we know motivation can be induced by the employer or reside within the employee and the key to motivating employees is remembering that not all employees are the same. In order to ac hieve motivation, managers must know each employee and must have a wide range of motivational techniques available, since each employee has a different set of values and personal experiences that brought them to where they are today. If management could come up with these actions, they could raise the organization towards its goals. In addition, for most companies retaining talent and developing future leaders are organizational goals, hence to meet these goals, companies must understand the needs of todays diverse workforces. Since failure to embrace these differences will result in not only having limited talent required for success, but also an employee population that is not engaged as they could be. Therefore, the level of engagement is critical to an organizations overall activities. In this study, we have investigated about behavioral differences that could lead to diverse motivational levels, retention strategies in challenging labor shortage, and the effected of leadership to management style in that by knowing about these conditions, the organizations not only could prevent the failures that are more probable for them, but also could achieve their goals more rapidly. As such to be successful in managing generation Y, employers needs to know how to attract, retain and motivate these leaders of the futur e. Literature Review Generation Y has been deeply affected by several trends of the 1990s and 2000s: a renewed focus on children, family, scheduled and structured lives, multiculturalism, terrorism, heroism, patriotism, parent advocacy, and globalization. Coincidentally, Generation Y has been socialized with several core messages: be smart you are special, leave no one behind, connected 24/7, achieve now, and serve your community (Martin, 2005). It likes to reject old-fashion media and advertising feeds. Playing video games, and watch DVDs are more interesting for them rather than TV programs. Those in Generation Y tend to live with their parents before college, plan to return to their parents home after college, and are less at home in the real world than in the virtual world in which they spend more than six hours a day online. As a consumer, Generation Y is likely to be independent and not brand loyal. Conventional inside the home, it leans to be fashionable and sophisticated in the marketplace (Wei ss, 2003). Generation Ys entrance in to the workplace would seem to present many opportunities in todays ever-more competitive organizations in which high-performing workers are an asset, and demographic shifts point to impending labor shortages. Generation Y workers would seem to be a timely addition. According to the Southard and Lewis (2004) generation are mostly goal- oriented; besides, they tried to develop and improve themselves. They strongly believed on financial and personal success (Breaux, 2003). According to the Lewis (2003) Y generation feel that they would be disposed to force into a job that they evaluate it attracting and vital whilst their knowledge about this new job is too low. Some of Generation Ys characteristics may make it easier to manage than Gen X. Generation Y tends to value teamwork and fairness and is likely to be more positive than Gen X on a range of workplace issues including work-life balance, performance reviews, and availability of supervisor (What You Need to Know, 2003). Moreover, Generation Y descriptors include attributes predictive of high performance. Generation Y workers are inclined to he sociable, hopeful, talented, collaborative, inclusive, and civic-minded. Besides, Raines (2002) mentioned that in order to be skillful with high technically knowledge, they try to be open-minded, achievement-oriented, and able capable to be multi-tasking. Cautiously they are optimistic and enthusiastic about their future. Generation Y is likely to have a solid work ethic and entrepreneurial spirit. Based on the Pekala (2001) it leans to not only respect talent, especially traditionalists, but also strength, collaboration, energy, compliance, good qu ality, and responsibility. Generation Y has a strong sense of company loyalty, is at least as satisfied with supervisors as are older workers, is as content as the others with the amount of praise received, and is as satisfied as the others with amount of vacation time and work flexibility or hours required. Additionally, Generation Y feels no more workplace stress than the other workers and is as satisfied as the others with retirement and health benefits (Saad, 2003). At the same time, Generation Ys entrance to the workforce seems to present some challenges. Although Generation Y workers tend to be more positive than Gen X about working in general, Generation Y tends to be less satisfied than Gen X with their jobs and employers. Present study tries to explain different dimensions of the dissatisfaction. Further, Generation Y is more open than Gen X to leaving for something better. Generation Y is likely to equate job satisfaction with a positive work climate, flexibility, and the opportunity to learn and grow more than any prior generation. Generation Y tends to have less respect for rank and more respect for ability and accomplishment. Cui et al. (2003) mentioned that Y generation like to trade more salary for job it thinks is significant at a firm where it experiences good feelings. Generation Y tends to value respect and wants to earn it. Having freedom to execute is a significant behavior in Y generation (Dealing with Your New Generational Mix, 2004). Additionally, Generation Y workers are likely to dislike menial work, lack skills for dealing with difficult people, and be impatient (Raines, 2002). Less than half of these young people form youngest generation like to introduce themselves as talent people who are ready to enter the work environments. The problem shoes itself when these young people technical talent are not fitted with communication skills, independent thoughts,and time managing (Pekala, 2001). In a survey by Mercer Human Resource Consultant (2002) it was disclosed that generation Y rating employers lower than other employees do on being treated fairly, getting necessary cooperation from others, and having opportunity to do interesting and meaningful work (The Next Generation, 2003). Furthermore, employees in generation Y like to have immediate enjoyment rather than investing for a long time and effort (Southard and Lewis, 2004); consequently, they preferred to invest on some especial projects. The Y generation employees like to be negotiators and questions in different events. Base Lewis (2003) cited that The forty hour workweek doesnt apply and how meetings become why meetings. Tulgan as an Intergenerational management expert explained the problems that challenge Y generation based on the Breaux (2003) as below: Generation Yers is like Xers on steroids. They are the most high-maintenance generation to ever enter the work force (Breaux, 2003). Discussion/ Issues Scheduling to attract, manage, and retain the new employees generation is a considerable challenge toward the companies. But its a challenge that companies simply cannot afford to ignore. Generation Y is nearly as large as the baby boomer generation, and is expected to have nearly as big an impact on business and society. Generation Y are said to be un loyal, have poor communication, are impatient and has no respect for authority and they spend to much time on the internet instead on concentrating on the real work ( Sprague and Caroline, 2008) Generation Y are already entering the workforce and their numbers will increase over time. The issues is the companies that dont figure out how to harness this growing resource are likely to find themselves at a distinct disadvantage, not only in the talent market, but in the broader market as well. After all, Generation Y is not just the next generation of workers; they are also the next generation of consumers, and as such will ultimately determine whether future businesses succeed or fail. Here are some specific things companies can do today. There are 3 main Generation Y issues and challenges faced by companies. They are: 3.1 Attracting The most pressing challenges are how to attract the Generation Y. The tasks is daunting because this generation has different attitudes and expectations that the other generations. Companies are thinking hard and fast on attracting the new millennium workforce. Due to the fact that generation Y has seen a lot of job turbulence, recession in their lifetime and they have seen their parents loosing their jobs, generation Y are more interested in taking their own responsibility for their own employability by constantly improving and building on their own job skills. As such, they are more interested in organization that offers it employees professional development, continuing education and career coaching. Some other benefits cited as valuable by generation Y are extra vacation time, access to health club and social gathering tied to the workplace. Generation Y also looks at the opportunity of career mobility within the organization as an attracting factor. While the market for employees is a competitive one, paying high range of salary is not a excellent strategy to find new skillful people. Find out how you can present your companies to these new workers to attract and retain them. Some companies are tackling the challenges of recruiting and retaining Generation Y using innovative strategies tailored to Generation Y characteristics. These methods which are contained supplying on site academic leadership, arranging official tutorial agenda to increase Y generation associability, and giving early chances to perform consequential job. To better reach Generation Y, some are streamlining the recruitment process and providing longer vacations after shorter service. As a same reason, some companies arrange inclusive intranet sites, for possibly conversion of unexploited managerial leave into cash, and letting conversion related to health into deferred reward accounts (Southard and Lewis, 2004). Some companies are literally going where Generation Y workers are, connecting with them through the media and locations such as Internet cafes and video game stores. Or they recruit Generation Y through on-site career-day seminars in which ranking personnel share their own success stores. Some companies are using their Generation Y employees as the first out reachers to peer Generation Y candidates in an effort to quicken the pace of recruitment. In this way, the companies aim to both engage their Generation Y employees more fully and to create a workplace ally for the Generation Y candidate (Employing Generation Why, 2004). 3.2 Motivating Based on the Herzberg definition, motivation is concluded from different definition such as the challenge of the works, with achievement, recognition, the work itself, responsibility, advancement, and growth. Dissatisfaction comes from the maintenance factors, which represent those lower-level needs that employees assume will be adequately met. High level administrators with acceptable work conditions are the samples of these kinds of workers needs. Few managerial or professional people would say these job factors motivate them most. Yet, the minute a boss or working conditions becomes a principal concern, factors such as interesting job content and opportunity for advancement lose their power to motivate. As a conclusion, executing a job in its different aspects relies on the satisfaction of both motivation and maintenance needs. Motivation level of a worker will affect by factors such as age, personal, outside environments, and the worker current life situation and career. For instance, steady employment and good pay often rank higher among all generations during times of economic uncertainty. When the economy is flourishing, employees tend to take these maintenance factors for granted; when unemployment and inflation are high, their principal motivators change. On view of the fact that when these different workforces will work all together, the multi generational differences in attitudes, approaches, and styles related to work could create conflicts that in turn could considered as potential threats against reaching organizational goals. Besides, this situation will decrease or even destroy employees motivation, as we know motivation can be induced by the employer or reside within the employee and the key to motivating employees is remembering that not all employees are the same. In order to achieve motivation, managers must know each employee and must have a wide range of motivational techniques available, since each employee has a different set of values and personal experiences that brought them to where they are today. If management could come up with these actions, they could raise the organization towards its goals. In addition, for most companies retaining talent and developing future leaders are organizational goals, hence to meet these goals, companies must understand the needs of todays diverse workforces. Since failure to embrace these differences will result in not only having limited talent required for success, but also an employee population that is not engaged as they could be. Work life balance can be offered in the form of flex time that would allow employees to work over one day, and work less hours on the next day. Employee growth and development could be management training programs that allow employees to advance their careers. Employee wellness programs would allow employees to stay physically fit, and the organization could have training programs to promote safe work habits. Employees need to be recognized for their work, and management could be trained to offer more praise to employees for tasks completed correctly. Organizations can make employees feel more involved simply by holding meetings where they have a voice for their ideas, and concerns from the employees can be heard by management. By utilizing these practices an organization could expect the organizational improvements, employee well being, and retaining the elusive Generation Y worker. 3.3 Retention Retention means that an employee work with the company until the end of their contract date and it is useful for both employee and company. If they find unfair situation in their job condition, they will explore a better opportunity and they will shift to the new job. Consequently one of the important duty of company manager is to find the best employee and try to keep them and prepare acceptable work condition for them. Pay the salary and extra rewards are not a way to bring satisfy to them. Compared to baby boomers and other generations in the workforce, Generation Y tend to be more concerned about meaningful work and relationships with coworkers, attitudes that are the key for employers to remember in retention efforts. Generation Y are hardly the first to long for a job that offers more than a paycheck and a way to fill their days. They are a socially conscious generation. Participating in charity work and green activites which help the environment improvement is a dream for Y generation. Sustainability and green are the hot words today. Generation Y are very interested in social and environmental happenings through the media as well as their employer. It can be as simple as spending a day rebuilding or renovating a house for somebody in the community, planning ways to make your office green, having local nonprofit come in to discuss volunteer or donation opportunities. With getting everybody inv olved by creating the emotional equity, making it a bit difficult for them to leave the firm. Recommendation The following has seen to be the strategies in attracting, motivating and retaining the generation Y into the work-force: Flexibility This can be seen in creating learning opportunities, sponsored learning capabilities, long range career planning, promote employee mobility within organization and cross country training opportunities. Work Life Balance This is a social aspect where flexible working schedules are design, developing a formal or informal networking circle for career development, hosting social or charitable events that is tied up to work. The work life balance initiatives were aspects such as paid leave to care for dependents, flextime, study assistance, eldercare, and time off to attend non work events, job sharing, telecommuting, on-site healthcare, and various other things the Generation Y workers are wanting in a career. Access to Technology -This strategy is linked to the organization adaptation of new technology in increasing work productivity. This is looked at where the workforce are equipped with state of the art laptops, access to internet, i-phones, PDA, video conferencing, e-learning and many more. This group of people would not live without cable television and access to mobile phones. With the focus on technology, flexible work schedules and spaces are also crucial to Generation Y. Offering the employees the benefit of arriving at work an hour early or later gives them the flexibility to schedule life issues such as daycare, eldercare or doctor appointment. Sense of purpose and meaning to the job -This stress on core values, rich corporate culture, sense of achievement and contribution to the achievement of organization goals. The generation Y also looks at branding. The organization brand plays a pivotal role in attracting the generation Y to join and contribute with the sense of belonging. Good Management i.) Management style Flat line management is top choice lately and for a lot of good reasons. Generation Y tend to be a bit self-centered. They will not stay in their job if they feel unsatisfied and there is no challenge role in their job. Generation Y particular were encouraged to find the perfect fit in their selection of everything from childhood activities to a college and they now seek a similar sense of place in their job. ii.) Mentoring and Feedback Generation Y has grown up hyper scheduled. Generation Y has been coached and tutored and guided and over-parented at every step of the way in their short lives so far. They thrive on one-on-one, personalized attention. Creating an environment that solicits input from employees demonstrates to them that their opinions are valued, ergo, they are valued. In return, they feel more valued and loyal to the company. Compensation-Fair compensation is still important to the employees. Organizations must offer an appealing compensations package include tangible rewards such as pay (base salary, stock etc) and benefits (i.e. health care, paid vacation etc) and intangible rewards such as learning and development and a satisfying working environment. Even though base salary and benefits constitutes hygiene factors for Generation Y, other parts of the compensation package will work as motivators. As the title and salary are no longer the number one priorities, Generation Y are more interested in self-fulfillment and work-life balance. 5.0 Conclusion The workforce deficit that is proposed to occur in 2014 is expected to be remedied by the generation Y workforce. However, problems with retention in employment with this group have been widespread across America. There is no set procedure to be implemented in order to retain this workforce; however the proposed model does encompass the problems associated with retaining these people. The model lays the foundation for organization specific procedures to be written from, and according to past experiences and research these methods should greatly reduce turnover in this group. Further research should be conducted to measure the effectiveness of these factors in employee retention of people who are categorized into generation Y. 6.0 Limitation Although recognizing and considering the different attitudes and needs of four types of generation could help the management for achieving the organizational goals, some limitation could be realized in this situation in that some researchers have found before too. As a case in point a new model of human resource solutions for achieving intergenerational interaction in organization that adopted from theories of Park (1950) and Kubler-Ross (1969) could be considered. Most of the researchers have divided the human resources into four different generation types and in turn they have detected and allocated some characteristics for each generation. It could not be considered these specifications would be the same for all the human beings in all the societies and task environment absolutely. Moreover, the combinations of different generation within the work environments or even societies are different from each other. Therefore, the outcome of studying in different situations could be somewhat different from each other. The generation groups who differ from the conventional culture usually cannot participate in defining the rules and standards used to make meaning. Hence, coordinating of these different group workers in such a task environment is often very controversial. The group that would be dominant among the other task groups in the work area usually spread their own beliefs and attitudes as if its views and approaches are universal and accepted by all other groups and members. Assimilation among these groups promotes self-alienation by engendering self-denigration where individuals differ from the neutral accepted norm. In addition it could provide the condition for covering or even demolishing individual beliefs and customs.

To What Extent Does Market Liberalisation Influence Competition In Gas And Electricity Sector

ABSTRACT Market liberalization is a modern concept adopted by many governments around the world. It has gained fame due to its ability to enhance efficiency and quality due to competition. This paper presented an analysis of the liberalization of gas and oil sectors in the United Kingdom. The analysis was limited to the level and effects of downstream liberalization of these sectors. The approach adopted by this paper included review of several sources that relate the various changes that have taken place in the UK electricity and Gas sector since 1980s. From the analysis of the concept of liberalisation and its application in the gas and electricity sectors in the UK, it is evident that it is directly linked to the introduction of competition. Liberalisation in these sectors involved unbundling of downstream infrastructure and activities, opening up the sectors for competition. The fact that UK produces most of its electricity and gas makes it to have full control of its downstream liberalisation. UK has effectively managed to introduce and maintain downstream competition enhancing the impact of liberalisation in the sectors. In addition, the separation of the activities of the sectors promotes free competition in the downward segment of the two industries as the government is in a position to offer independent regulatory framework that promotes liberalisation i n the sectors. INTRODUCTION Market liberalisation has been a major policy in most developed economies in regard to electricity and gas sectors[1]. The push of introducing competition through privatisation in the gas and electricity sectors emerged in the 1980s with the United Kingdom and the United States pioneering liberalisation in these sectors with a success[2]. The adoption of liberalisation in the gas and electricity sectors has resulted to shift from state owned vertically integrated monopolies to privately owned, liberalised market participants that operate under government regulations are well as environmentally conscious environment[3]. Consequently, the traditional approach to doing business in the gas and electricity sectors has been changed as the industries move from large dependence on the capacity to reliance on short-term market price signals, flexible energy policies and tentative environmental regulations[4]. Therefore, the ultimate approach adopted in introducing downstream liberalisation in the oil and gas sectors was through the introduction of various reforms by the government that initiated a shift from government owned monopolies to a competitive formation[5]. As much as the eventual benefit of downstream liberalisation is increased efficiency and competitiveness that results to lower prices for commodities in the market, government regulations play a central role in regulating operations of these sectors[6]. This paper will focus on analysing downstream liberalisation in the gas and electricity sectors in UK and how it promotes competition BACKGROUND INFORMATION ON ELECTRICITY AND GAS SECTORS IN THE UK The underlying principles for reforms in this sector was that privatisation of the sectors would provide better competition than direct state ownership[7]. The analysis of the two sectors was conducted independently for development of deeper insights of the level liberalisation as well as future prospects in terms of downstream competition.The Gas SectorUK is the third largest consumer of gas in the world. Its use of gas is not limited to a source of energy as its use as a fuel in electricity generation is on the increase as the use of coal is being dropped due to its heavy carbon footprint. Most of the gas used in the UK is sourced from its offshore gas fields; however, this is bound to change in the future as its deposits are diminishing[8]. The offshore production process in UK is very competitive with numerous fields exhibiting diffuse ownership.[9] Onshore pipeline operations are dominated by Transco as much as there are 11 other independent pipeline operators in the UK[10]. Dow nstream competitiveness is also boosted by over 100 wholesale gas outlets who mainly deal with gas shipment. Compared to other countries in Europe, competition in UK’s gas sector is very steep due to the boundless extraction potential in its offshore sources,[11] enhancing downstream competition. Before liberalisation of the gas sector in UK, wholesale gas contracts were restricted take-or-pay commitments, long-term and linked to international oil prices. The emergence of liberalisation in the 1990s resulted to competition with an upsurge of players[12]. This automatically resulted to reduced contract periods, take-or-pay commitments were lessened, and the price of gas is no longer linked to the oil prices. Furthermore, the UK has implemented measures that promote relationships between gas transports as a service and gas supply as energy has enhanced the level of stratification of the gas sector as more wholesalers enter into the business[13]. Subsequently, the process of production of gas and transportation of gas in the UK are separated and operated by different companies. The UK gas pipeline system is connected to the mainland Europe which functions in two ways. Most of the connection is used for gas export purposes to other European countries while during winter the pipeline is used for importation to bridge the demand gap as production is slowed down during those times[14]. The large size of Europe market relative to UK results to price arbitrage between UK and Europe, which in most cases increases the wholesale prices of gas in UK. The effect of low level of downstream liberalisation in the European gas sector makes the shift in gas prices in UK insignificant due to poor levels of downstream competition in Europe[15]. The 1972 Gas Act resulted to the merger of the coal gas supply industry to a government owned monopoly. This monopoly was reinforced by the fact that the government owned all onshore gas infrastructures. The liberalisation program was introduced in 1980s by formulation of the Oil and Gas Act of 1982 that aimed to introduce competition in the sectors[16]. This act passively promoted competition through the development of a better framework for awarding contracts[17]. The 1986 Gas Act initiated privatization of government owned BG Company as an effort of cultivating liberalisation and competition in the gas sector. However, real competition in the gas sector in UK emerged in 1990s. This was boosted by the Gas Act of 1995 that promoted unbiased competition in the gas market where production process and transportation process were separated and price control for storage and transportation was split[18]. This was an important aspect that promoted an increase in the number of players in th e field promoting competition.The Electricity SectorThe process of liberalisation of the electricity sector in UK was initiated in 1990[19]. This was initiated by splitting of the government owned Electricity Company into four companies[20]. Three companies were involved in generation while one was involved in transmission of electricity in UK. The two non-nuclear companies were privatised by 1991while the nuclear company remained a public company. The supply system was transferred to 12 regional private companies[21]. The main aspect of this shift of ownership from government to private in the electricity sector was the horizontal downstream severance, which resulted to competition. To enhance downstream competition, the pool system was introduced with the aim of centralizing trade in the electricity as well as develops a balance between demand and supply[22]. The pool system is a single price system that is defined by the bids offered by the generators. The government also introdu ced regulated reintegration of the electricity production and supply sectors as an approach to promoting efficiency. In 2001, the pool system was abandoned in favour of the wholesale market framework based on New Electricity Trading Agreements (NETA) that promoted integration of gas and electricity sectors as gas became a major fuel for electricity generation in the UK[23]. The introduction of NETA as the main regulatory system in the electricity sector enabled the development of effective linkages between the regulated monopoly of balancing and the competitive market. This system promoted segregated downstream ownership, which has reduced the number of regulations needed to guarantee non-biased access to the networks. Downstream competition is no longer managed by price regulations. Quality has become the main threshold of downstream regulations resulting to intensification of quality controlled competition[24]. There are numerous reasons that affect the process of liberalisation in this segment Firstly, the changes in the UK electricity sector were based on reforms that aim to develop competition through privatization[25]. The argument was that a pro-competitive industry is better that one that is devised based in regulations in managing maker powers. The privatization of electricity generation required numerous regulations, which require a long period of time to completely eliminate all the anti-competitive forces in the sector. Secondly, the use of regulations is slowly defining activities that promote completion in a sector that had a high level of monopoly. The competition problem in this sector emerge due to various activities require application of natural monopoly. These challenges are handled by sustained changes in the regulatory framework to promote complete downstream liberalisation in the electricity sector[26]. The strong vertical relationship in the electricity sector also results to complications where downstream competition problems affect upstream competition[27]. For instance, capacity problems at one production unit may require other production system to alter their production to compensate the deficit. Likewise, vertical competition is easy to distort due to availability of various avenues that may promote distortion of competition. This is common where the returns of the market are regulated below the monopoly price. As a result, competitive activities by former monopolies results to various challenges with regard to regulations[28]. The main successes realised in the reforms of the electricity sector in the UK is the implementation of the Ofgem proposal[29]. This proposal has resulted to extension of NETA by introducing tradable electricity, financial firm, and development of market based electricity production system. Generally, the electricity reforms taking place currently aims to completely eradicate regulation systems such that the downstream liberalisation in the electricity sector is fully realised to promote full-scale competition, where the operations of the sectors are fully controlled by the market forces[30]. DESCRIPTION OF ELECTRICITY AND GAS SECTORS IN THE UK From the above preview of what is happening in the electricity and gas sectors in the UK, it is evident that the sectors are moving towards the realization of complete liberalisation as regulations loosen. The development of regulations was initiated with a focus on price regulation but as time went by, they are mainly focussed on quality control. These changes have raised some issues that require detailed analysis to develop a comprehensive presentation of how downstream liberalisation in these sectors promotes competition.Downstream Gas sectorThis is majorly driven by the 1995 act provisions that define the activities of downstream gas sector and how competition is achieved. To be able to analyse the process of downstream competitiveness, it is necessary analyse the elements of the code as it determines how downstream competition in the gas sector is achieved. The first aspect of the code is that the shippers book supply to the national transmission system for a 12-month period whe re the price of supply are determined by location of injection point[31]. Gas is bought and sold by Transco based on flexibility mechanism to ensure no shortfalls are experienced as a result of shippers’ imbalances[32]. Transco is also responsible of ensuring the available inventory sustains peak seasons such as during winter[33]. Analysis of the offshore gas mining fields reveals intense liberalisation strategies that promoted competition. Specifically, the North Sea gas fields in UK are managed by 25 different operators that share 129 gas exploration licences[34]. The introduction of various players in the production process automatically eliminated monopoly, which has been a major problem in downstream gas liberalisation. However, government still regulates the production process of gas resulting to partial liberalisation in the production system[35].Downstream oligopoly in the gas sectorThe fact that gas supply is limited to a few locations that are mostly offshore and some imported from a few countries that are globally known for their huge amounts of gas reserves, there are very few players in the production and supply of gas in the UK. The ability of UK to produce its gas locally makes its supply chain manageable and directed to full liberalisation covering both upstream and downstream[36]. Oligopoly as a market structure in the gas sectors has been in existence in the UK since 1970s with its upstream market. The perception of oligopoly in the UK gas sector is founded on the fact that a market that is exposed to perfect competition has players that have fewer concerns about the operations of their counterparts. An action by one players results to a reaction by the other. For instance, if one firm is unable to meet its production requirements, another company increases its supplies to ensure the gap left by the other firm is levelled. Similar case is evident in product pricing where all the companies develop almost similar pricing partly regulated by regional needs within the UK[37]. Therefore, UK gas supply system is operated based on oligopoly of its 25 main supplies from the offshore gas fields where the final price of the gas is determined by the effects of informal collision between the suppliers. The collision price of gas in UK is also affected by the global oil price that is normally used as a reference point in most cases. The fact that currently there is no excessive dominance in the downstream segment as most government operations have been privatized; the prices charged by the wholesale suppliers is similar.Implications of liberalisation in UK’s Gas SectorBefore the concept of liberalisation was introduced in the gas sector in the UK, there was a high level of monopoly in the gas production system with the government owning almost all offshore gas fields in the UK[38]. Liberalisation has resulted to entry of new players with government monopoly being eliminated and competition taking its roots. However, downstream gas sector in the UK is not fu lly liberalised as in the case of upstream due to high levels of government regulations in an effort of ensuring supplies meet the demands and prices are regulated within acceptable standards. Furthermore, the high costs of investments needed in downstream segment of UK’s gas sector limit entry of new players resulting oligopoly as the main approach to downstream competition in the gas sector. Therefore, downstream liberalisation in the gas sector has opened it up to competition through processes that resulted to separation of the production chain from supply chain, introduction of competition through privatization of government monopolies, and development of regulatory frameworks that control areas that are still affected by natural monopoly[39].Downstream Electricity SectorThe production of electricity in the UK has undergone numerous changes since early 1990s when coal and nuclear dominated the generation system. New plants that operate using gas and nuclear have been inst alled while several coal and oil based plants have been shut down as the country embraces the spirit of green energy. The concept of liberalisation is also evident in the system as most of the new generation systems developed from the 1990s are privately owned[40]. The introduction of private companies in the power generation automatically resulted to the decline of dominance in the sector by national power and power gen which are state owned companies. This is evident as government dominance in power generation is lowest in the UK as compared to the rest of Europe. The success of UK electricity sector is founded in its effective regulatory framework that has protected it from the faults that were evident in California and Australia when downstream liberalisation was introduced[41]. The regulatory system adopted in downstream electricity sector in the UK is market based. Moreover, the UK downstream electricity sector is devised based on strong market incentives that promote entry of new players as a way of fostering competition[42]. NETA has successfully managed to keep the wholesale electricity prices low making it possible for new players to enter into the production system and compete favourably. The fact that the transmission system is still monopolised, downstream liberalisation is limited to production as much as the government has set various measures to ensure it does not interfere with downstream and upstream liberalisation[43]. The government has initiated various regulatory changes that promote competition between market players. The main aspect that promotes completion is the market share that is defined by a company’s effectiveness and competitiveness. The most important aspect of liberalisation in the electricity production system is to introduce competition as the main aspect of promoting innovativeness and efficiency among the players in the sector[44]. The success of UK system is founded in its approach that promoted competition amid independent producers and existing government firms. Competition as a result of liberalisation of the UK’s electricity downstream sector was promoted by development of regulation of monopolies in the sector with the aim of eliminating the traditional vertical integrated system. Liberalisation broke down the structure into three sections, which were downstream, transmission, and upstream where competitive markets replace the vertically integrated firms with government monitoring and regulation. The approach to liberalisation in the UK’s electricity sector was based on transmission system operators (TSOs)[45]. This system is based on the concept that ownership and transmission planning are integrated components of the market and system operation[46]. The state ownership of the transmission system is central to the success of the system as it ensure unbiased treatment of the firms involved in the downstream production of electricity. More so, the use of TSOs has enhanced coordination between the electricity producers enhanci ng competitiveness as information exchange is encouraged[47]. The electricity market is complex due to inability of the producers to store the produced power in large quantities and the existence of varied demand conditions. The need of electricity production system to meet the demand needs and flexibility makes the process of downstream liberalisation to be regulated to ensure system stability[48]. The lack of constant consumption pattern in electricity results to price volatility in the wholesale electricity market. These complexities tend to play down on competition as reliable supplies are used during peak seasons resulting to instances of oligopoly in the downstream electricity sector. Generally, there are some complexities in downstream electricity sector in UK; however, the introduction of liberalisation that has been subjected to continuous improvement to ensure liberalisation is fully realised has created competition as evident in the introduction of the pull system that resulted to competition lowering prices[49]. NETA is another major body that not only enhanced competition in the electricity sector but also resulted to further drop of prices as players increased promoting price competitiveness[50]. The recent vertical reintegration in the UK electricity sector where large electricity producing companies are acquiring retail distribution businesses this is another factor that will further enhance competitiveness in the sector as players develop links that offer them direct access to the final consumer of their product[51]. CONCLUSION The analysis of the concept of liberalisation and its application in the gas and electricity sectors in the UK reveals its direct link to the introduction of competition due to the introduction of many players in the downstream segment and the eventual opening up of the segments to market forces that are ineffective to monopolistic market structure[52]. The paper examined a historical account of the regulatory changes in the process of liberalizing the UK gas and electricity sectors providing links between liberal policies and regulations and opening up of the sectors to competition. The most evident aspect of liberalisation that promoted competition was the privatization of government monopolies in the production of electricity and gas in the country. Specifically, it was evident that the process of liberalisation of gas and electricity sectors is affected by the types of commodities that are handled by the players in the two industries. Furthermore, the fact that UK produces most of its gas and electricity locally makes it an interesting participant in downstream liberalisation. However, the uniqueness of the properties of electricity and gas require infrastructural systems that are managed by the government to ensure a level playing field for the downstream segments in the gas and electricity industries in the UK. References Primary sources International Decisions OECD. 2005. The Benefits of Liberalising Product Markets and Reducing Barriers to International Trade and Investment: the Case of the United States and the European Union. OECD Economics Department Working Paper 432, Paris National Legislation Great Britain. 2009. UK offshore oil and gas: first report of session 2008-09, Vol. 1: Report, together with formal minutes. London, UK: The Stationery Office Great Britain. 2011. The UK’s energy supply: security or independenceeighth report of session 2010-12, Vol. 1: Report, together with formal minutes, oral and written evidence. London, UK: The Stationery Office Secondary sources Books Armstrong, M., Cowan, S. & Vickers, J. 1994. Regulatory Reform, Economic Analysis and British Experience. Cambridge, MA: MIT Press Geradin, D. 2001. The Liberalization of Electricity and Natural Gas in the European Union. South Holland: Kluwer Law International Gao, A. M. 2010. Regulating Gas Liberalization: A Comparative Study on Unbundling and Open Access Regimes in the US, Europe, Japan, South Korea, and Taiwan. South Holland: Kluwer Law International Parker, D., 2012. The Official History of Privatisation, Vol. 2. London, UK: Routledge Smith, M. P. 2012. States of Liberalization: Redefining the Public Sector in Integrated Europe. New York, NY: SUNY Press Surrey, J. 2013. The British Electricity Experiment: Privatization: the Record, the Issues, the Lessons. London, UK: Routledge Articles Joskow, P. & Tirole, J. 2000. Transmission rights and market power in electric power networks. Rand Journal of Economics, 31(3), 450-487 Newbery, D. 2005. Electricity Liberalisation in Britain. The Energy Journal, special issue on European Electricity Liberalisation. Wolak, F. & Patrick, R. 2001. The Impact of Market Rules and Market Structure on the Price Determination Process in the England and Wales Electricity Market. NBER Working Paper 8248