Avon Calls for Foreign Market Case Study Example | Topics and Well Written Essays - 1000 words

Avon Calls for Foreign Market - Case Study Example From this paper it is clear that Avon applied product orientation strategy where it produced its goods and went to its customers to check whether they will be interested. Oudan & N.S. U, 2007 observes that this orientation has the advantage of saving the customer the burden to second-guess how a new product would develop. Product orientation allowed Avon to keep producing the items it was good in without having to deal with the risks involved in producing new products. Marketing orientation bears more advantages. In their line of duty, Avon representatives meet people and they get to hear their varying queries, ideas, and needs.  This study outlines that  Avon depends more on foreign markets because they do not stiff competition. There are many cosmetic manufacturers in the U.S. cosmetic industry. Avon’s independent salespersons help advertise products through the word of mouth. This cuts advertising costs that would accrue from other ways of marketing such as media.  Gr owth in the numbers of women who use cosmetics would raise Avon’s profitability. These are women of ages ranging between young adulthood and middle age. On the other hand, if the elderly exceeded the young, Avon’s profitability will go down. Avon targets women and an unbalanced growth in population that would lead to more men than women would reduce Avon’s sales and profitability. Global recession renders some people unemployed because companies resort to lay-offs and retrenchments in order to cut on their costs.

Social networking www.instagram.com Assignment Example | Topics and Well Written Essays - 1000 words

Social networking www.instagram.com - Assignment Example This means that Instagram has its terms and conditions and legal sanctions, as shall be seen in the discussion that ensues forthwith. 1) The Type of Conduct Specifically Prohibited Instagram prohibits the use of its services by any person below 13 years. Instagram does not also allow posting of violent, discriminatory, nude or party nude, hateful, pornographic, sexually suggestive or infringing photos or content, via its service. Instagram also prohibits the selling or transferring of accounts, account followers, account rights or account username. The only exception to this rule is assigned top businesspersons. In the same wavelength, Instagram prohibits an individual from opening an account for another party. Bonanos (2012) divulges that for security and ethical purposes, soliciting, collecting and using login credentials of other Instagram users is prohibited. Defaming, stalking, abusing, defaming, harassing, intimidating and impersonating other people or users of Instagram are pr ohibited acts. The posting of confidential information such as nonpublic phone numbers, and private e-mail addresses, social security, national identity card numbers and card information via Instagram is also prohibited. In another wavelength, Instagram also prohibits the changing, modifying and altering contents of other websites to give the false impression of association with Instagram is also proscribed. Alongside this is also the accession of Instagram’s private API by means outside Instagram’s permission. All users are also not allowed to submit or generate unwanted e-mails, comments or any other form of commercial which may harass communication to Instagram users. Instagram also prohibits the use of web URLs and domain names without receiving prior written permission from Instagram. The creation of accounts with Instagram services through unauthorized fashion (such as through the use of script, automated device, bot, scraper and crawler) is also not allowed. Any act that may interfere with Instagram’s services, Instagram servers and networks such as transmission by worms, spyware, malware, viruses or any other code of disruptive or destructive nature. In this light, no one is allowed to inject code or content or even alter the way an Instagram page is displayed in the user’s device or browser. No one is also allowed to attempt to, or restrict another Instagram user from enjoying or using Instagram services, or encourage the violation of Instagram’s terms and conditions of use. It is also important to note that any form of action which is in contravention to the terms and conditions of Instagram’s use that the client had agreed to abide by is a violation and is therefore prohibited. Additionally, all Instagram users are expected to comply with Instagram’s Community Guidelines. This above is seen in ABA Business Law Section’s statement which reads, â€Å"As a social networking Web site matures, its business and the ever-changing legal environment are likely to prompt revisions to the standard posted EULA terms.† This is found in ABA Business Law Section (2009). Again, this is reflected in Instagram’s website which reads, â€Å"By accessing or using the Instagram website, the Instagram service, or any applications (including mobile applications) made available by Instagram (together, the "Service"), however accessed, you agree to be bound by these terms of use

The Modernist Theater’s Departure from the Romantic Theater Essay Example for Free

The Modernist Theater’s Departure from the Romantic Theater Essay From the early theater of the Greeks to Broadway, theater had definitely evolved to one of the most accepted and highly communicated form of art. After all, everything is subject to change, the world of theater is no exception. The theater that we know today had undergone heavy changes. In those stages of changes, it had seemed that just after a type of theater has been accepted by the public, another type of theater will arise. It also seems that the following type of theater intentionally digresses from its predecessor just like in the case of the shift from theater of the Romantic period to the Modernist Theater. Much of the theater that our generation experiences (this type of theater can be categorized as post-modern) owes much from Modernist Theater. With that taken into account, Modern theater also owes much from its forerunner Romantic Theater even though Modern Theater intentionally defies the convention set by the theater of the Romantic period. To start off, we will have a brief background of the kind of theater in the Romantic period. The Romantic period followed after period Neoclassical had receded. Perhaps the best and concise way of theater of the Romantic period could be described is with the name of probably one greatest playwright that had ever written, William Shakespeare. He is considered as an immortal in the world of literature simply because his works are still the most popular of plays even if it has been generations since he had wrought it. Other famous playwrights during this time are Johann Wolfgang von Goethe, Friedrich Schiller, and Victor Hugo among many others. They plays of William Shakespeare and his fellow playwrights during the Romantic period are usually written in poetic language. This poetic language could also be called as â€Å"elevated language† that is seemingly too complicated to be used in conversations of our generation. The plays during this time were mostly plot driven. The theater of the Romantic period is often criticized as appealing more to the emotion and not to the intellect. It is also a convention that the characters of the plays were of noble status in the society. The plays were designed to be long that they could run for several long acts. Moreover, one their theater many practices is having the audiences distributed within the theater according to the amount that they had paid. (Kermode 2005) All of those conventions and practices were intentionally defied by the Modernist Theater. The language that they used is prosaic, imitating the way people normally speak in casual conversations. The plays are also centering on the characters themselves rather than the plot. Modernist Theater also gave way to the rise of one-act plays that would run for just minutes as opposed to hours in Romantic plays. The plays of Modernist Theater is appealing more to the intellect rather than the emotion, thus they can be called intelligent plays. The seats for the audience are fashioned in such way that there will be no marginalization of the poor and the rich. That is because Modernists wanted to have what they call a â€Å"classless† theater. Aside from the direct deviations from the Romantic Theater, Modernists also gave way for revolutions in the theater world. They had formulated plots that can be considered contemporary so the audience could relate more to the play. Modernists Theater also gave way to a new kind of conflict for plays that they call as â€Å"inner conflict. † (Wainscott 1997) All in all, the Modernist Theater had surfaced because (just like how the Romantic period had replaced the Neoclassical period) the context of theater in general is changed through time. The times are changing and so are the demands of the new audience. Modernist Theater had defied the theater of the Romantic period not because the former has no respect to the latter. It just because some things are not fitting anymore, and the new generations requires changes. Reference Kermode, F. 2005. The Age of Shakespeare. Random House Publishing Group: Ontario Wainscott, R. H. 1997. The Emergence of the Modern American Theater, 1914-1929. Yale University Press

Human Resource Management: Case Study of Argos

Human Resource Management: Case Study of Argos The utilization of people within an organisation called human resource for that organisation. And when the management of the organisations discuss the function that focus on recruitment, performance management and providing direction for the people called human resource management. Importance: Human resource management is a practice for dealing with the nature of employment relationship of the decisions, actions and issues that related to the organisation. Also human resource management is a legal practice between the organisation and the employee. The most important site of the human resource management discuss are given below: The use of planning The design and management of personal system for employee policy and man power strategy. Human resource management activities and policies to business strategy. Seeing the people of the organisation as a strategic resource for achieving competitive advantage. Apply the government policies in business term. Discretion and Business Ethics. Focus on employees and management. Make an employee trust under management policies. Make a safe and fairness environment for employees. Improve the employee under HR function. Work with team performance. 1.2. Purpose of Human Resource Management activities in Argos ltd: BACKGROUND: Argos is a unique multichannel catalogue retailer recognised for choice, value and convenience. Who also has known as largest general goods retailer with over 1000 stores throughout the UK and Republic of Ireland. FOUNDER: The Company founded by Richard Tompkins in July 1973. MISSION STATEMENT: Argos mission statement is we provide our customers with the best value for money through the most convenient shopping experience. OBJECTIVE: Argos is selling large scale of small electronics and toys. They are also sale large amount of household goods and jewellery. Human resource exists in any size of organisation and human resource management is very much important for profitable and non profitable sector of an organisations. The purpose of human resource management is describing below under analysing the Argos human resource management analysis: Recruitment the best employees For employees payroll system Employees training and development purpose Identify the organisational legal policy and regulation For ensuring the best work environment that safe and fair for everyone For the time management For the personal cost planning Improve the management skills Make good labour relations. 1.2. The contribution of strategic human resource management for achieving the objectives of Argos: Human resource management help to develop the organisational important sectors by planning, staffing, direction, controlling and organising to achieve the organisational objectives. Human resource management of Argos ltd is carrying an effective impact for achieving the objectives as a well known multinational company. The human resource management of Argos exist in different sectors of business, are explaining below: (a) Staffing: there are two functions in the staffing that mostly use in the Argos strategy Human resource planning: In this section human resource management first do the job analysis and make a clear vision about the job and position description, then evaluate job requirement for the for the followers. Recruitment and select the employees: Human resource management make a selection process, identify the talent, select the talent and motivate them for the role of the organisations. (b) Training: In this stage human resource management identify the assessment that need to improve and find out a way of processing with using some effective methods of analysis like competency mapping and gap analysis for the training process. (c) Development: Human resource management identify the potential assessment based on the training process. Then make a development process for the potential assessment that already receives. (d) Career planning: On the base of the development processes human resource management help to make a career planning by using talent management, which help to make an effective career path management. (e) Motivation: In this process human resource management make an appropriate appraisal system to motivate the followers, where followers get the knowledge about benefits, compensations and rewards. (f) Maintenance: Human resource management carrying a significant role in this sector, where human resource management handling some part of human resource are describing bellow: Communication: Human resource management use the appropriate way to make a communication between management and followers, directly and indirectly. Human resource management also work for customers, societies, government etc, thats why human resource management maintaining two way communication. Health and safety: human resource management make an effective design and implementing of health schemes with creating awareness and system for safe working environment. Relations of follower: Human resource management make a strong relationship to follow the policies and procedures with establishing fairness. Legalities: In this stage describe the legal issue of the organisation, knowledge about unions, legalities related employment, health and safety etc. Policy and regulation Training and development Payroll Recruitment Organisation and HR Legalities Cost Planning Time Management Work Environment On the basis of the Argos human resource management strategy analysis it can be said that, by using the proper knowledge of human resource management Argos carrying a good reputation that help to achieve the objectives in an effective way. 2.1. The business factors that underpin human resource planning in Tesco: Human resource planning contribute the knowledge of human resource for a business decision to provide guidelines for cost control, develop a managers planning, to develop productivity and efficiency by using maximum utilization of human resource. Tesco business factors that support human resource planning: The business factors of human resource planning are given below by the analysing the strategy of Tesco. Strategies and objectives Current business position and report of market fluctuations by doing market research. Business structure. Manpower requirements with accuracy of forecasting. Identify the talent internally and externally. Cultural development. Maintain the time of positioning with talents. Effective training and development for the resources. Human resource planning help to understand the organisational mission, objectives, goals and strategic requirements to achieve the effective target by accessing the existing human resource and their skills and contribution of workforce. Human resource planning provides the knowledge for future business planning and estimate requirement of resources and manpower. Human resource planning work for some additional or depletion demand of human resource such as make an estimate numbers of possible workers, employees transfer one unit to another, sometimes the depletion comes from resignations, dismissals, retirements, continuous illnesses, deaths etc. These part sometimes under control and sometimes there is no way to control. Human resource planning studying to find out the sources to supply manpower, make a way to recruit. Then human resource management use some selection and improvement process for an effective role in specific part of the organisation. 2.2. The human resource requirements in an organisational situation: The human resource requirements on the basis of the situation come through the personal requirements such as skills, experience, qualifications etc, where identify what skills, knowledge are requires for doing the job well. Qualification: knowledge about the specific subject by the numbering or grading from the recognised awarding organisations, which make a clear and accurate vision to identify organisational objectives for professional career. It helps to get the knowledge about confidential manner and time management. Skills: There are many kinds of skills. The personal skills that make confident for an opportunities. The skills, capabilities and attributes can come through many ways like community involvement, workshop, from the life experience, from study etc. Skills that identify the personal strengths and talents. The human resource requirement comes through two factors that are internal and external factors. For example internal factors work with labour requirement, skill requirement etc and external factors work with demand for labour, government policies etc. By analysing Tesco human resource management strategy their most current requirement explaining below: Skills requirement: identify the skills requirement and develop these requirements is very much important to an organisation for the competitive market place. The skills that require for the Tesco business improvement are given below: Organising and planning. Communication. Team work. Learning. Problem solving. Improve the knowledge of technology. Knowledge of self management. Counselling. Knowledge of planning. Government policies: The human resource strategy remains in government policy, which makes a standard system for monitoring legal issues, policies and develops the human resource plan. Employment, training, education, industrial, labour market competition etc these are under government policies. Employment: now a days globalisation has increased the competition for the employment. So in this competitive market place need some effective skills for supporting to get a job, and this is under government policy to improve the skills of countries human resource to provide training, proper education etc. Labour market competition: In the current market situation labour competition is very high for the credit crunch and globalisation. So government need to use the proper human resource planning for handling the situation, where need to create new job market and make a strong vision for profit for reducing labour market competition. 2.3. Develop human resource planning for Tesco: Human resource planning is very much needed for recruitment process, retention, employee development etc. There are some steps for the development of human resource planning is describing below: Strong knowledge about the business strategy of Tesco: Understand the key driving forces of business. For example the markets, competition, technology, distribution etc. Understand the implications of driving forces for the followers of the business. Identify the people contribution for the business performance. Develop a mission of Tesco: Good knowledge to make an appropriate way to develop a mission for future. To use the followers contribution. Conduct SWOT analysis: Identify the strengths and weaknesses by using SWOT analysis. Work for the weaknesses point considering the current skill and capability. Create an effective and proper plan by the considering present situation. Arrange the details of the human resource analysis: Knowledge about the organisational culture, people, human resource systems and the types of organisation. Improve the resource which are exists. Develop the manpower requirement systems: Create an effective way to improve the recruitment process. Provide the proper training. Employees re-skilling as an improvement scheme. Employee development for business develops. Margining and solution: Develop the managerial action and elaborate for the important steps of existing assumptions. Development for the organisation. Develop the communication. Employee rewarding systems develop. Develop the system of manpower planning. Develop the action plans and create an effective way to delivering in future. The utilization and the development of the human resource can develop a human resource plan for any organisation. 2.4. Human resource plan can contribute to meeting for the objective of Tesco: Human resource management is an approach for an organisation to personnel management that work for the employees and communicate with the employees, increase the commitment and identify the organisational objectives. Human resource planning is the body of shape, function and policies for working environment, and controlling the relationship with the employees, which are very much important for developing the Tesco strategic management process in future. Tesco grow their business strategy and made their position no 1 retailer in the market place of United Kingdom under report of (Poulter, S.2005). The report considers the human resource management as the purpose of contribution to the objective of Tesco. Tesco contribute the training programs for the employee to get the bigger picture for the business objectives. This model ensures to identify objectives of human resource management for employees training purpose, transfer the knowledge and handling the current business situations. The implement of Tesco for the human resource plan are describing below: Training employees: training methods are the key contributions and one of the effective purposes to growth the organisation and this organisational growth depend on employees. Human resource management help to provide a proper guidance for the employees to enable the good performance with efficiency. Transfer the knowledge: This technique help to adopt the globalisation economy for making strong conception to the employees. The skills or knowledge transfer with rewarding employees help to motivate them for effective growth. Situational handling: Human resource management help to point out the organisational key factors that trained and award in situational leadership for adapting the employees in an effective way. The employees would be facing different situation and gain different kinds of idea. So understand all this situations the situational leadership need to provide a proper guidance. A policy of human resource is the creation of the organisational objectives among the people that create an effective strategy for the organisation. The effective strategy provides team building activities, contribution training for the growth, and plan for the achieving targets. By using this methods Tesco has build their own strategy around the human resource management and using the contribution of employees for getting the bigger picture of Tesco. This enables to grow the current business position, where the knowledge based on human resources providing additional training and enable the creativity of unique approach for brand positioning. So study on proper human resource management in effectively business plan of Tesco achieved the no 1 position as a retail company in the United Kingdom. 3.1. The purpose of human resource management policies in Tesco: Human resource management works with business patterns, activities, partners, people etc. The human resource management purposes are Recruiting the best employees. Paying employees. Training and development. The organisational legal policy and regulation. Ensuring the best work environment. Time management Cost planning Health and safety Legalities Recruitment: human resource management help to provide job and position description, identify the talents, select the talents and motivate them in Tesco recruitment process. Paying employees: human resource management an effective way for payroll system with respecting the government policy related this sector. Training and development: human resource management identify the assessments of the improvement and process these using some effective methods. Career planning: in this stage human resource management identify a good career planning With provides all training and facilities. Health and safety: human resource management design and effective way of implementing the health schemes for the awareness of safe working environment. Policy and regulation: in this stage human resource management discuss about the legal policies and organisational regulation under terms and conditions. Work environment: human resource management ensure a fair and friendly working environment under different responsibility. Legalities: human resource management help to make a conception about legal issue, knowledge about unions, employment legalities etc. 3.2. Impact of regulatory requirement on human resource policies in Tesco: Human resource management is regulating the HR policy of requirements such as pay, equality, discrimination, contractual terms and condition, data protection, employment rights and responsibilities etc under the government law. The regulatory work of human resource management in different sections of Tesco business strategy is given below: Legal framework about pay: human resource management work for right payroll systems and monitors carefully about wedges under rules and it is in Wages Act of the payment 1936 Wages Act (minimum) 1936 Equal Remuneration Act 1976 Bonus Act of the payment 1965 Legal employment rights and responsibility: human resource management strongly work for the all legal issues and laws and carries a significant role for the human rights under the law of The Factories Act 1948 The Employees Provident Fund Act 1952 Rates of Contribution PF, Pension, Insurance Employees State Insurance Act 1948 Payment of Gratuity Act 1972 The Workmens Compensation Act 1923 The Maternity Benefit Act 1961 Discrimination: human resource management work to make sure a fair and the same level of rights for all gender of sex and cultural discrimination for an organisational structure under rules of Sex discrimination Act 1995/ 1997 Employment rights Act 1996 Impact of the regulatory on human resource management: HRM work with wide range of issue in an organisation Impact Human resource management activities on payroll system are explaining below Under the minimum wages Act 1936: Human resource management make sure the regulation of payment of wages by employer. Protect workers from irregular payment from the management. Work for the loss or damage of employee. Help to make an advances, loans, tax payable, and deduction under court order. Under the payment of wages Act 1936 Maintain the proper regulation by fixing a date of payment Under payment of bonus Act 1965 Make sure bonus and basic payment Minimum bonus 8.33% and maximum will be up to 20% Paid within eight months. Under the equal remuneration Act 1976 Make sure the equal payment for man and women Proper recruitment, promotion and no gender discrimination in payment. Skill, effort, responsibility under similar condition. 4.1. Impact of Sainsburys structure in human resource management: There are so many theories that make an effective conception about organisational structure. Weber theories: Max Weber gave an effective theories about organisational structure based on bureaucracy, power and control. Weber explained the organisational process, control and distinguished between authority and power by defining the responsibility; where he said that authority exist with legitimacy of the power by the rules. Mintzberg theories: According to professor Henry Mintzberg organisations has five main parts Operating care: Make a regulatory work directly with production of products and service Strategic apex: Identify the mission of strategic and deliver in an effective way and also control the people by using power. Middle-line managers: Work with strategic apex and operating the mission by the use of delegated formal authority. Tech no structure: An analyst who work for identifying the organisational objectives and the work relation with people. Design, change and preplanning the way of development. Provide training to the people. Support staff: This is an exist unit that support staff to provide training and operating working flow to achieve the goal. Human resource management is carrying a significant and an effective impact for any organisational structure. By analysing the above theories the organisational structure means the way of people are organised. The structure of Sainsburys strategy is culture, service, job satisfaction, customer relation, projects etc. These all sectors have a unique part of human resource management. 4.2. The impact of Sainsburys culture on the management of human resources: The culture consists to share the value of an organisation. The organisational Act with perfectly by proper using the strength of a culture. There are some theories available for the organisational culture, one of the theories known as Gods of management by Handy. Handy classify the organisations into four parts, where the culture depend on organisation structure, history, technology, environment etc. The four cultures he classifies are Power culture Role culture Task culture and People culture Power culture: Handy describe the power culture as a web, where he reflects the concentration the power of family owned business, which is strictly showing the responsibility of family members given to personalities rather than expertise to create power structure of the web. Power culture has some significant role such as decision making, create situations etc. The role culture: describe as a Greek temple, where apex of temple using for decision making and the pillars of the temple are carrying the functional units of the organisation. The role culture works with job descriptions, procedures, rules and systems of the organisation. The task culture: task culture much more dynamic than others because it involved in extensive research and development activities. This is a changeable culture depend on situation and identify the future needs. Task culture has close connection between departments, communication and integration, functions and specialities. The person culture: is characteristic of the model of management, where the individuals of the structure make a path for objectives. This is not the appropriate culture for business strategy, may be suitable for self-help group. Sainsburys culture: organisational culture field of the idea, which explaining the Sainsburys culture sectors such as experience, attitudes, personal and cultural values, psychology and beliefs of an organisation. The culture of an organisation related with the unique configuration which are describing values, beliefs, norms, behaviours and the function of the manner of groups and individuals that help to complete the job role. The concepts the organisational culture make external environment awareness with the people in the workplace. In this point the significant knowledge of the business which have particular collective and interactive needs of human capital. Human resource management help to expansion the on-going businesses to use the existing cultures and resources. Then establish the human resource function to monitoring the human capital culture. Human resource management is very much needed for the exploratory stage of the business for investigation, data gathered from semi-structure etc. 4.3. The effectiveness of human resource management is monitored in Sainsbury: Human resource management is a strategic approach for the organisational performance which involves with designing and implementing policies, practices and human capitals such as employee, collective knowledge, skills, behaviours etc for achieving the Sainsburys business objectives. Effectiveness of human resource management in technical and strategic sectors of Sainsbury: human resource management work for an effective way to approval of the organisational activities that socially constructed environments. Human resource management make an expectation for behaviour with legitimacy in the stakeholders. Human resource management identify the stakeholders activities to spread throughout the organisation. External stakeholders include government who regulate the employment practice and this is under human resource management activities. HRM works in an organisation through the stakeholders expectation such as recruitment, selection, performance, employee training, compensation, benefit and strategic development. So HRM carries the occupational specializations by reflecting the high level of knowledge in organisational programs with judging the effectiveness. HRM suggest for improvement of human capital with the competitive advantage based on organisational resources. The competitive advantage of human capital helps to improve the production process by the human resource. HRM makes an extra approach for strategic development of talent which reflecting an effective designs, empowerment, long-term competitors strengths and weaknesses for making the unique pool of human capital. 4.4. Justified recommendations to improve the effectiveness of human resource management in Sainsbury: HRM help to change the business patterns in an effective way of developing performance. Improve the effectiveness of HRM in Sainsbury come through strategy and performance development. The effective criteria of strategic patterns development are describing below: Operation by manager activities: Improve the employee attitudes. Improve the organisational culture to the employees. Improve the procedures and policies. Improve cultural related HR programs. Rewarding employees based on performance and behaviours. Stakeholders activities: Identify the business development issue applying HR strategy methods of stakeholders. Develop the leaders in new generation. Identify the new business strategy, discussing the critical HR metrics. Redesigning the structure for improving strategic objectives. Identify the talent that need for the improvement of business. Emergency responder activities: Work with different situation. Instant respond for current needs. Instant respond for the managers problematic issues. Respond for the employee and manager needs. Employee relationship activities: Sort out the employee competition issues under organisational environment. Handling the conflicts between the employees. Handling the conflicts between the managers. Skills participate for the organisational changes. Solve the political problems for the business development plans.

Dubious Heros in Julius Caesar :: Julius Caesar Essays

Questionable Heros in Julius Caesar      Ã‚  Ã‚  Ã‚  Ã‚   Julius Caesar, a play written by William Shakespeare, had many characters who could have been questioned in terms of their motives and will.   Some may have had good intentions, but others were not motivated by their concern for the well-being of the Romans.   The aim of this paper is to take a look at why the main people in this tragedy did what they did.      Ã‚  Ã‚  Ã‚  Ã‚   Julius Caesar, the center of the big ordeal, is the first logical person to take a look at.   When he first arrives, he is hailed as a great man and offered the crown numerous times, refusing it each time.  Ã‚   He is clearly the hero of the people for that time.   The question of his heroism comes when his previous actions are looked upon.   He has just returned from killing Pompey and Pompey's sons.   He did this to gain complete control of Rome instead of sticking with the triumvirate that had currently ruled.   He was ambitious, or so it was said, and he wanted only power.   This alone shows that his motives were not as pure as was first thought.      Ã‚  Ã‚  Ã‚  Ã‚   The next person to be looked upon in Mark Antony, apparently Julius Caesar's right-hand man.   He plays the part of the hero as he takes Caesar's side after death and rallies the people against the conspirators.   As he speaks to Octavius, though, he shows that he is mainly after the power also in saying that the third person of their new triumvirate, Lepidus, is not a worthy adversary and is only good enough to carry messages.   Antony goes on to say that they should have him (Lepidus) killed, along with all the other people they were making a list of.   He was going to have them eliminated just because they might stand in their way to gaining complete power.   He also ordered to have figured a way to cut some of the money out of the will to the people and keep it for himself.   His intentions weren't so good after all.      Ã‚  Ã‚  Ã‚  Ã‚   Cassius, the apparent originator of the conspiracy in the first place, is at first hard to figure out if he would take action in good will or in greed

American Economy in Today’s World Essay -- essays papers

American Economy in Today’s World It is often wondered how the superpowers achieved their position of dominance. According to time magazine, to be a superpower, a nation needs to have a strong economy, an overpowering military, immense international political power, and related to this, a strong national ideology. Three of the articles that impacted me the most were: As U.S. economy slows down, Profits Rise in Pressure on U.S. Owned Factories in Mexico Border Zone, and last but not least Poverty in American. There is no doubt that the American economy has change dramatically since the 1860’s. The article, â€Å"U.S. Economy slows down; Europe is on the Upswing,† shows that Europe will catch up to the United States in no time. According to The New York Times, the unemployment rate for European Union drop from ten percent to 8.7 percent in less than ten years; that is a growth of 2.3 percent. European markets have become more open and competitive and European companies have follow many Americans practices to help deliver better performance. European governments are lowering taxes, at least modestly. Wage increases have slowed to a edge and labor markets have become more flexible, as companies evade traditional job protection rules by hiring part-time and temporary workers. Christ Rendu, who analyzes European economy; disagrees with the study done by The New York Time. According to Dr. Rendu European economy will never surpass American economy. In any event, Eu...

Women in india

Objectification of women in India â€Å"You can tell the condition of a Nation by looking at the status of its Women. † Jawaharlal Nehru, Leader of India's Independence movement, and India's first Prime Minister. According to a global poll conducted by Thomson Reuters, India is the â€Å"fourth most dangerous country† in the world for women and the worst country for women among the 620 countries. Today's India offers a lot of opportunities to women, with women having a voice in everyday life, the business world as well as in political life.Nevertheless India is still a male dominated society, where women are ften seen as subordinate and inferior to men. In Ancient India, scholars believe that in ancient India, women enjoyed equal status with men in all aspects of life. Works by ancient Indian grammarians such as PatanJali and Katyayana suggest that women were educated in the early Vedic period. Rigvedic verses suggest that women married at a mature age and were probably free to select their own husbands. So, what happened in the middle age/ Medieval Period of Indian civilization?Indian women's position in society further deteriorated during the medieval period, when Sati, child marriages and a ban on emarriage by widows became part of social life in some communities in India. India's Patriarchal Traditions Dowry Tradition: Much of the discrimination against women arises from India's dowry tradition, where the bride's family gives the groom's family money and/or gifts. Dowries were made illegal in India in 1961, however the law is almost impossible to enforce, and the practice persists for most marriages.Women as a Liability: The Indian constitution grants women equal rights to men, but strong patriarchal traditions persist in many different societal parts, with women's lives shaped by ustoms that are centuries old. Hence, in these strata daughters are often regarded as a liability, and conditioned to believe that they are inferior and subordinate to men, whereas sons might be idolized and celebrated. Discrimination against Women: It should be noted that in a vast country like India – spanning 3. 9 million sq. km, where cultural backgrounds, religions and traditions vary widely – the extend of discrimination against women also varies from one societal stratum to another and from state to state – some areas in India being historically more inclined to gender bias than others. Present scenario Women are becoming unprotected day by day both at their homes and outside. The NCRB (National Crime Record Bureau) states in its report that every hour in India 18 women are raped.There has been recorded 700 per cent phenomenal increase in cases of rape from 1971 data's, whereas in other areas of crime against women this increase is 300 per cent. Evidently, this heinous crime against women reflects the taltering moral and mental state ot men in society . There nas been a marked increase in crimes against women in rece nt years. Every year around 6000 women are prey to dowry deaths. Bride burning is the major means of dowry death. Rural areas are witness to more violations of women's human rights. This is more concerning because more than 70 per cent of Indian population resides in the rural areas.In rural areas women are prey to molestation every 26th minute, rape every 34th minute, sexual abuse every 42nd minute, kidnapping every 43rd minute and dowry death every 93rd minute. While in the educated, urban middle class women's rights continue to improve, there remains a strong bias against gender equality in those societal parts of India, where patriarchal traditions prevail. Consequently, in these strata any inheritance of a deceased husband or father would be passed down to the oldest son, while his wife or daughters would not receive any financial benefit.There are laws in place to ensure legal protection for women's right to inheritance, but the enforcement of the law is challenging, when the woman is refused her right by the family, and when she is not confident or educated enough to claim her right. Bollywood The narratives of Hindi cinema have undoubtedly been male dominated and male centric. Themes have been explored from the male audience's point of view. The heroine is always secondary to the hero. Her role is charted out in context of any male character which is central to the script.It may be the hero, the villain, the father, the boss, an elderly male figure etc. She is devoid of any independent existence and her Journey throughout the film is explored in relation to the male character. This kind of straightjacketing limits the women's role to providing glamour, relief, respite and entertainment. For eg: Priyanka Chopra†s character in Agneepath (2012) is not of any significance to the story as such. It is only to give the audience a reak from the tedious scenes of violence and drama. She is there only as a romantic partner to Hrithik Roshan who is busy in avenging his father's brutal murder.Chronicling the male†s experiences, dreams, stories, revenge, angst, ambitions etc has been the essence of Hindi films. In the action genre of films popularized by the likes of Akshay Kumar, Sunny Deol and Sunil Shetty; the heroine is abruptly placed in the romantic track as a distraction for the viewer from monotonous bouts of violence. It is unusual to witness a strong female character in an action movie even if she indulges in some fghts and punches. Where are the Charlie's Angels of Bollywood (2000) and where can we find a character that Angelina Jolie played in SALT (2010)?Bollywood has so far dished out such female characters that the audience has almost been tamed into accepting women in certain kinds of roles only. Conclusion It is difficult to come to a uniform conclusion on the portrayal of celluloid women. Considering the fact that women in India are not a homogenous group – they belong to different religions, castes, class , and socio-economic status and have different kinds of ambitions and desires as a result of which they lead different lives, it is mproper to conclude that women on Indian silver screen have been portrayed in an identical manner.The portrayal ot course nas to be sensitive to the category to which they belong. For e. g. : An urban middle class woman's story would be entirely different from that of a woman in a village. Films thus have to be responsive towards the context in which they locate women characters. Women characters should possess agency to dismantle the existing power structures as well as be able to negotiate their own position within this structure. It is time that cinema seeks a redefinition of women as objects of male gaze. Women's experiences and dilemmas as points of narration are the need of the hour.Going beyond the stereotypes will do a great help to the cause of women in Indian society. Cinema has to create a separate and independent space for Indian women to he lp them realize their dreams. Cinema's only end is not to entertain. It must begin a quest for social change through entertainment. As a media product, identified to accelerate the process of modernity, cinema should not stick to the ?formula film†6; it should come up with more progressive representations of women. Such portrayals would do Justice to women and their role in the society.