The Lotteria Essay Example

The Lotteria Essay The objective of this research is to compare which country is mostly suitable to have subsidiary company of Lotteria between Brazil and Russia. 1. 2 1. 2. 1Lotteria is a Korean chain of fast-food restaurants, branches in East Asia. This is a subsidiary company of Lotte. 1. 2. 2The Lotteria is the best hamburger company of Korea. In competition with huge fast-food restaurant companies such as McDonald’s and Burgerking, Lotteria showed tight competitions. In East Asia regions, Lotteria had stable market power in fast-food business.With the unique quality and characteristic of Korea culture, Lotteria will have sufficient strengths against competitors in the world market. 1. 3 1. 3. 1 Appendices 1. 3. 2 Appendices 1. 3. 3I am a paternalistic type of leadership styles. I prefer to make decision making by myself while caring about the employees by myself. To role the company, there must be a leader to push the team to achieve goals then naturally employees do their own works without being pushed by the leader. 1. I expect managing Lotteria in Brazil will make lots of profits and make the Lotteria as one of the largest company in the world. 2. 0 Methods 2. 1During the research, I was able to gather the information by using recommended sites from the instructor and searching through Google. Also I had interview with the worker of Lotteria, to get realistic collected data. To find Unilever’s business model in each country, I have searched the reports of existing facts and examples that really happened. . 2Mainly my research is classified into 3 steps. Firstly, to collect the data of Brazil and Russia, I searched in the Internet sites that were recommended. In addition to support more data, I used Google to search more data about cultures, consumer profiles, business etiquette, market environment, and the needs to achieve good cross cultural management. Next, I interviewed the worker at foreign investment department of Lotteria to collect realistic data and management of originals.For the last, to find how Unilever have done business in Brazil and Russia, I have searched through articles, reports, and analysis of real facts that happened in the past. 3. 0 Findings 3. 1To manage the subsidiary market of Lotteria in foreign country, the advantages of Lotteria have is not important as much as the cultures that affect the business of Brazil and Russia. The common cultural influences of two countries are that they have hierarchical systems in business. The decision should be made by the upper class workers.In Brazil, the consumers are loyal to brands, so it is hard for foreign company to enter the market in Brazil. However, the unique cultural facts that Brazil has is that their economy is dual structure which means the polarization. This makes difference consumer types of Brazilian, the upper classes considers quality more than the lower and they try to attached to the foreign company to distinguish them with other classes. On the other h and, the lower classes consider mostly about the price still the majority of Brazilian spend their income at food which is about 16. % which is the second largest portion next to the house. Compare to the Brazil, Russia consumer structure and characteristics are different, as in Russia there are middle classes generating 80% of demands. Russian consumers also care the brands and the quality as importantly, but not as the Brazilian they do not be attracted by price, they are indifferent about it. As most of Russians spend 80% of their income, they are very impulsive. 3. 2When the Unilever started their business in Brazil 4. 0 Discussion

FAMOUS ALL OVER TOWN essays

FAMOUS ALL OVER TOWN essays Immigrant experience in the United States has not been very positive. Assimilation was a major issue with the minorities when they moved to the US in search of better economic conditions. The whites normally did not accept or embrace the newcomers who were mostly colored and spoke a different language. To the immigrants, this was indeed a very harsh situation since on the one hand they needed to assimilate with the locals and on the other; they were shunned by Americans for various reasons. Immigrants have thus faced more than their fair share of troubles upon coming to the land of opportunities yet some managed to overcome them and gave us those enviable rags to riches stories but there were still a large majority that remained stuck in its poverty ridden neighborhoods and turned to the world of crime and drugs to gain some sort of control in the strange Besides the general public, immigrants found the entire political, economic, social and judicial system oppressive. They were not treated with respect anywhere and mostly people used them for their own purposes. For example, politicians spoke for the rights of minorities only to win more voters and the moment they came to power, they abandoned the poor souls. Similarly the judiciary was usually biased, favoring white and American over colored and foreigner. For immigrants, it was a lose-lose situation and their skin colors; lack of skills and education, language barriers all played an important role in giving rise to such circumstances. On top of that, immigrants did not have the economic means to attain quality education that could at least open the doors of opportunities for younger generation. In their extreme desperation and frustration, the youth turned to the world of crime and drugs. This was the gist of immigrant experience in the United States and this is what Famous All over Town (1983) is all The book by Danny Santiago, Fa...

A gift called “Wife”

6). Is there a word in English that adequately describes – such a paragon of virtues in the form of a beautiful, female, human-being, playing the role of a wife? If there is one, then few women indeed, would qualify to be described thus. Blessed indeed is the man, who is bestowed with such a woman, capable of enriching his entire life, filling it hope, happiness and healthy attitude. Personally, I must say, that I, am one of those lucky husbands who has been graced thus.   My wife is my savior, guide and friend; she is my albatross, averting the turbulent disasters that threaten to drown me in the ocean of my troubles, and guiding me to the shores of safety; very much like the woman praised by the Orientals. Ever since I met her, I have been drawn to her like a magnet. A young, beautiful woman, with a gorgeous body, lovely soft eyes and sensual lips, that make heads turn round instantly. Eligible suitors sought her, as do butterflies circle an attractive flower. Her eyes shone like stars, and her heart was filled with dreams – dreams of making it big, in the Hollywood. She has a sweet demeanor that hides the tensile nature of the resolute strength of her character and, little did I realize this invaluable asset at the time of our marriage. Nevertheless, I felt elated when she reciprocated my love and we walked down the Alter, as man and wife. But, I was to discover that, more than beauty, there were other things that contributed to her attractive personality. The adept professionalism in her single-handed management and smooth execution of our wedding plans to the last detail, unfolded a new aspect of her strength, to me. Our wedding day also revealed to me, the adamant streak in her. I remember, when all was ready and, I was about to enter the premises, she bid me on her mobile-phone, to fetch a particular candle she wanted lit on this special occasion. Unable to refuse the plea in her voice, I turned and started back. I remember, it was a chill, winter day, and a gust of cold wind pierced my face sharply, while searching for her car and groping with the keys. Sweat broke out on my forehead and my breath became heavy, as it was getting late, and I still couldn’t find candle in the place where she had supposed it to be; neither my words of counsel nor the advice of her bridesmaids (which got carried through on the mobile quite clearly), to proceed with the ceremonies without the candle, had little effect on her. It rather made her more stubborn, to have the candle fetched and lit, and she pined that none of us understood the deep significance of her actions. Whew! How I heaved a sigh of relief, when I finally found it. Thankfully, I dabbed away the sweat on my forehead with my handkerchief, and straightened my jacket, now that all was well. Later, I took ill and was down in bed requiring extra attention and care. There she was, by my side, with a soothing smile on her lips and a warm grasp on my wrist, feeling my pulse, monitoring my temperature, administering the drugs advised by the doctor, reassuring me all the time with kind words, that all shall be well. My heart was touched and eyes filled with unshed tears, when she made it to the doctor’s appointment, traveling across half the city – through peak traffic, despite her heavy schedule, to apprise the doctor regarding the status of my health and explore the options of my speedy recovery. The very same adamant streak came to the fore here in albeit in a very agreeable manner; with tenacity she clutched on to hope, never giving up, and adamantly pushed away pessimistic thoughts. Her son depends on this unique trait of hers, to prop him up during the defeating bouts of his mental-illness, and to keep him going. However, we her close kin and kith are not the only recipients of her kindness. She is surely a tower of strength, to many a friend and I personally know of few instances in which she has pulled some friends back from the brink of ruin. Now, am I not right in feeling that I have been graciously granted a rare and â€Å"auspicious† present in the form of a tenacious life-partner? Bibliography Garuda Purana, 1.64.6 –   Tr. J.L. Shastri/A board of scholars, Ancient Indian Tradition and Mythology 12-14, Motilal Banarsidass, Delhi 1982. (extracts with notes in [] by JanM, 1997). Retrieved on 24th May, 2006, from website address: http://www.veda.harekrsna.cz/encyclopedia/garuda-purana.htm

In The Cask of Amontillado Edgar Allen Poe uses symbolism, humor, and Essay

In The Cask of Amontillado Edgar Allen Poe uses symbolism, humor, and irony to develop his theme of how Fortunato's foolishness costed him his life - Essay Example Though originally used as a mere instrument by which the story could take off, it takes on a life of its own as it symbolizes the perceived wealth and success in life of its owner. It is a symbol that Fortunato refuses to believes exists but then with his curiosity getting the better of him, he embarks down a path which symbolized his ultimate doom. A more important perhaps to the story is the way that Fortunato is dressed as a court jester during the carnival. As everyone knows, a court jester is someone who is the life of the court. He makes people laugh by making fun of other people. This costume symbolizes the very personality of Fortunato, which is the happy-go-lucky type of person who unfortunately, tends to say or do things that he may not realize slights those around him as what happened unknowingly between him and Montresor. The story also makes good use of humor in the statement â€Å"Luchresi doesnt know Amontillado from a Sherry". It would seem that as far as the social circle that Fortunato and Montresor move in, Luchresi fancies himself a wine conneseiur although his actions betray him as a pretender. Hence the laughter and comedic intonation in the dialogue between the friends. However funny the statement is though, it is still considered by Montresor to be an additional slight upon his person since he believes Luchresi to be a man knowledgable about wines and sherrys. Finally, we come to an analysis of the names and settings used by Poe in the story. I would like to begin with the discussion regarding his choice of the name Fortunato for his doomed character. It is truly ironic that the name Fortunato actually means a man blessed with good fortune in life. Fortunato met the exact opposite during his lifetime. Fortunato has only the worst of luck as he died a horrifying and secret death at the hands of the man he considered a trustworthy friend, Montresor. Then we have the irony of the two settings used for the story, the carnival masquerade

Interview Research Paper Example | Topics and Well Written Essays - 500 words

Interview - Research Paper Example He is now staying with his daughter Mary Slater in the same city. It seems that he is of 90 years now. I got acquitted with him by one of my friends, Alex. Actually Mr. Anderson is a relative of Alex. Last month I had visited the aunt of Alex, Mary Slater and from there I got acquainted with Anderson who talked a lot about his period when he was a boy. He was very friendly with me and so when I thought of such an assignment I had no other choice, but Anderson. I went to his house and I showed the list of choice of assignments on which he would have to talk a little of his experience. He chose the topic ‘silent motion picture’ that he had seen when he was a boy. Actually his father was a dramatist and who had acted in many plays. Anderson too had deep interest towards the making of films. He had seen the film ‘The Kid’ by the greatest comedian of all ages, Charlie Chaplin. Anderson was much excited to speak on the first film that he had seen in his life. He navigated me through the film: the comedies and at the same time the pathos associated with it. How the child in the film happened to be parentless and how the Tramp (Charlie Chaplin) tried his level best to return the baby to its mother. This aroused much laughter among the audience. As he failed in this attempt he had taken the pain of looking after the baby. Their attempts to earn a living by breaking windows and mending the same made the audience roared wit h laughter. He remembers that people laughing together at the farce of the characters created a sense of unity. For ‘little Anderson’ the play of the Tramp and the Kid seemed to be real and he associated it with his father. He remembered that situation of the period was also the same as in the film. The poor had to struggle a lot to earn their livelihood, and he was familiar with the Tramps in his surroundings. Mr. Anderson admitted that he had seen the same film in a second time in the Chaplin’s festival at New York City. And this time

Urdu and Free

Urdu and Free Encyclopedia Page Essay Premchands parents died young his mother when he was seven and his father while he was fourteen and still a student. Premchand was left responsible for his stepmother and step-siblings. Early in life, Premchand faced immense poverty. He earned five rupees a month tutoring a lawyers child. He was married at the early age of fifteen but that marriage failed, later he married again, to Shivrani Devi, a balavidhava (child widow), and had several children. She supported him through life struggles. Premchand passed his matriculation (//simple. wiktionary. rg/wiki/matriculation) exam with great effort in 1898, and in 1899 he took up school-teaching job, with a monthly salary of eighteen rupees. In 1919 he passed his B. A. Page 2 of 4 When asked why he does not write anything about himself, he answered: What greatness do I have that I have to tell anyone about? I live just like millions of people in this country; I am ordinary. My life is also ordinary. I am a poor school teacher suffering family travails. During my whole lifetime, I have been grinding away with the hope that I could become free of my sufferings. But I have not been able to free myself from suffering. What is so special about this life that needs to be told to anybody? . During his last years,he became terribly ill. The money his wife used to give for his treatment was used in running his press The Saraswati. He was also writing a book Mangalsutra which would never be completed. All this had serious impact on his health leading to his early death on 8th October 1936, at the age of 56. [1] Writing style The main characteristic of Premchands writings is his interesting story-telling and use of simple language. His novels describe the problems of the rural peasant classes. He avoided the use of highly Sanskritized Hindi (as was the common practice among Hindi writers), and also Spanish language Literary works Premchand has written about 300 short stories, several novels as well as many essays and letters. He has also written some plays. He also did some translations. Many of Premchands stories have been translated into English and Russian. Godaan (The Gift of a Cow), his last novel, is considered the finest Hindi novel of all times. [2] The hero, Hori, a poor peasant, desperately longs for a cow, a symbol of wealth and prestige in rural India. Hori gets a cow but pays with his life for it. After his death, the village priests demand a cow from his widow to bring his soul to peace.

Statue of the Blessed Virgin :: Religion Prayers Irish Papers

Statue of the Blessed Virgin One of the best-kept secrets of Irish culture is the moving statues phenomenon that erupted in the mid-eighties all over the republic of Ireland. In August 1985, there were reports from the small town of Mountcollins that a statue of the Blessed Virgin had been seen to move. In the following months there were reports of the same phenomenon coming from small rural areas all over the country. Many people traveled to county Limerick to view the statue at Garryowen, following reports that some people had seen blood coming from one of the hands of Our Lady. The Rosary was recited several times each night as hundreds converged on the shrine. I myself went to once such gathering late at night at Mountcollins to see what was going on. The crowd chanted the Rosary over and over with their eyes glued to the statue of the Virgin Mary that was standing up in an alcove of a fake grotto similar to hundreds all over Ireland. It was dark and the statue had a spotlight on it. Behind the faithful, the re was a wood with the main road beyond. The Rosary recitals gradually gave way to "Mother of God, pray for us" that quickly became a rather feverish chanting of "Pray for us, pray for us, PRAY FOR US"! that got faster and more desperate as time pasted. Scenes like this sprang up nationwide with new sightings everyday. Everyone was talking about it at the pub, church or school and the media fanned the flames even more with daily coverage. Each person you spoke to who believed it was a true miracle, claimed a unique experience of the phenomena. Some said they saw the statue's hand move a bit or that a tear feel from her eye or most commonly the apparition of Christ's face upon the statue of Mary's face. The most skeptical about the whole rumpus was actually the clergy who found themselves dealing with a religious happening that was not within their control with impromptu prayer gatherings springing up everywhere. Their calls for caution in the media were generally disregarded by the members of the public caught up in the excitement. Some of this excitement began to turn a bit sour when rumors began to circulate that these miracles were actually dire omens of a coming apocalypse. It was reported in the papers that some woman claimed t o have had a vision that this was the beginning of a series of pre-apocalyptic portents that heralded the end of everything.

Leader Styles Essay

Style Kimberly Burrow HCS 457 May 20, 2013 Dalynn Campbell Leadership Style This essay is on the different leadership style from a historical person of my choosing. The successful management styles of this person also the leadership styles. The score of my Leadership and Team Self-Management Assessment the class was asked to perform. The leadership styles and traits of my historical person. The traits that I can learn from my historical person and the traits and styles my historical person can learn from me. Historical person Leonard D. Schaeffer was a successful leader in Blue Cross of California. He was the president and CEO who helped orchestrate the transition into Wellpoint, which is the second largest publicly traded health care company in the United States. By 2004, Schaeffer built Wellpoint into a 19 billion dollar operation. Schaeffer oversaw the merger with Anthem Health Care. Schaeffer brought a wealth of public policy and experience and government knowledge to the board as senior adviser to Texas Pacific Group (TPG). He served as an Administrator of the United States Health Care Financing Administration, Centers for Medicare and Medicaid Services (Harvard Business School, n. d. ). Successful management style The management theory Schaeffer uses in 1986 when he was recruited for president and CEO at Blue Cross of California. Schaeffer was the visionary of making the company the 40 million dollars that he was informed the company should make that year he became president and CEO. He fired 3,000 employees, the CFO, and sold everything that was not nailed down. Schaeffer tarted HMOs in Blue Cross of California, his theory was, â€Å"if you look at Americans, they don’t know much about health policy, but they know a lot about the rights and privileges of consumers† (A conversation with Leonard Schaeffer p. 27). He went public with WellPoint, sold 20% to the public. That gave the company capital, acquisition capital, and stock. The company began to diversify risk, economic regions, differ ent regulators, and different opportunities. This style of management is in the influence of culture. Schaeffer stated † You need different management techniques at different times. If you look back on the history of our company, the first stage is the turnaround. You need top-down, autocratic, â€Å"Here’s what you are going to do. † â€Å"Why? † â€Å"Because I told you to do it. † Top-down, directed, tell people what to do. You don’t have to be right, you just have to keep moving (A conversation with Leonard Schaeffer p. 27). Successful leadership style The leadership theory Schaeffer used was the democratic leadership. With the motivation with internal drives and impulses. He made decisions, set goals, worked toward achievement, and informed task to be done. The autocratic leadership Schaeffer used had little trust in employees and systematically exclude them from decision making. His leadership behavior helped the organization achieve its objective. When individuals gets to the point he or she realizes they can not run a company alone that is participative management. They bring people in that add and create value. Autocratic style is occurs when leaders have meetings and members suggest things and the leader takes the best suggestions and uses it without members voting. Leaders should shifts from internal concerns to external concerns to ensure the company is running well and is providing consumers with the companies product. With external concerns the leaders should give up the day-to-day control. They may impact and control the company but they can not control the external environment (Schaeffer). The score of my Leadership and Team Self-Management Assessment My score for the leadership and team self-management assessment was 50. The score total explains that I have excellent team leadership skills. Leading a team, management needs to bring together diverse talent, define goals, arrange efforts, and manage the relationships between team members (McBride, 2012). The team leader with skills in authority to set directions, democratic leadership if the team is successful, and the ability to re-establish team relationships if there is an issue. A good leader can find the teams strengths and outline the purpose of the team. Each member is unique in his or her own way rather it is their age, race, their motivation, or his or her ethnicity that brings diversity to the team. A manager should listen to the members of a team and offer their thoughts to lead a positive discussion. Keeping up-to-date with training will help leaders or manager with teams on the projects of his or her organization. Leonard Schaeffer leadership styles and traits In Schaeffer’s early career his leadership style was â€Å"Autocratic Leadership. † He realized that autocracy is the most painful, least enjoyable, and has its place if in a turnaround situation (Schaeffer, 2002). After his autocratic leadership in turning around the company, he realized he had to change his leadership style. The company began to focus on creating innovative products and excellent customer service, along with any decision instead of no decision. His role to ensure the organizations long-term success when the company changed so he had to change. Schaeffer changed from autocratic leadership to participative leadership style. The participative leadership style at the company they set four or five clear goals for the team to meet and gave them free rein to meet those goal as long as they stayed on budget. He laid out specific strategies for each goal. Managers had to take responsibility for meeting these goals. Researcher Rinsis Likert from the University of Michigan explanation what â€Å"Participative Leadership Style† is, â€Å"requires that the CEO receive suf? cient information from employees to make important strategic decisions but that he or she leave the implementation of strategy up to the line managers† (as stated in the Leadership Journey). Schaeffer changed his style of leadership when the company could deliver on its promises to customers and investors. Schoeffer’s style changed to â€Å"The Reformer† that demonstrates what is possible. He has several meeting with people outside the company to discuss health care practices, policies, and government representatives. As reformer he is the point person for tough questions. During his leadership journey Schoeffer has created concrete goals, and has wore different leadership caps that alter the way he assess a business situation. Even though past leadership styles worked each new situation is different. He has learned to pay attention to the teams dedicated to fulfill the goals. The traits from Leonard Schaeffer I can learn Throughout the years Schaeffer has developed different traits on leadership and learned from the traits and advanced to better trait. The traits that I can learn from is the participative leadership style. The participative style is to set several goals and let the team work on the project as he or she wishes. The traits Leonard Schaeffer can learn from me I know that with each situation there is a different leadership style that can be used to completer the project. The traits that Schaeffer can learn from my leadership is empathy for those who work report to him. When leaders treat employees with empathy the team there tend to be a better influential in getting the team to take initiative. If there is bad behavior in the team a good leader knows how to guide the team. This essay is on the different leadership style that Leonard Schaeffer used throughout his career. He started with a company that was on the verge of bankrupt and turned the company around. Schaeffer management style was democratic in the beginning and at the end his style was autocratic of his career at Blue Cross of California. My score on the Leadership and Team Self-Management Assessment was a 50, which is an excellent team leadership skills. The skill of diversity in leading a team is good behavior skill. Schaeffers leadership style and traits started with autocratic leadership changed to participative leadership style and ended with Schaeffer’s style as the reformer. The trait I can learn from Schaeffer is participative style, and the style Schaeffer can learn from me is empathy. References Harvard Business School. (n. d. ). Great American Business Leaders Of The Twentieth Century. Retrieved from http://www. bs. edu/leadership/database/leaders/leonard_d_schaeffer. html McBride, S. (2012). Team Leadership Skills. Retrieved from http://www. themanagersguide. co. uk/team-leadership-skills. html Porter-O’Grady, T. ; Malloch, K. (2007). Managing for success in health care. St. Louis, Mo: Mosby, Elsevier. Shortell, D. S. (n. d. ). A Conversation with Leonard Schaeffer. Retrieved from http://s ph. berkeley. edu/pubs/magazine/mag_sp06/pdf/schaeffer. pdf Sullivan, E. J. ; Decker, P. J. (2009). Effective leadership and management in nursing. (7th ed. ). Upper Saddle River, NJ: Pearson Prentice Hall.

Compensation system by zobaer

These HARM practices include human resource planning, recruitment and selection, induction, raining, performance appraisal, employee development, compensation plan, etc. This discussion has provided the opportunity to analyze the HARM practices of a business organization and to find out the facts which are creating barriers to effective HARM. – 90- Introduction Human Resource Management (HARM) Is a relatively new concept In Bangladesh. It was few years ago that this was considered as a part of the administrative functions of an organization.There was no individual identity for HARM. But as time passed people recognized the importance of HARM in organizations. They realized that HARM is to just to hire people. Apart form hiring, HARM has lots of functions which help an organization to gain competitive advantage (Islam, 2006). Effective HARM practices support business goals and objectives. That is why effective HARM practices are strategic. It can improve the performance of an o rganization by improving customer satisfaction, innovation and productivity.So from HER planning, recruitment and selection to training, performance appraisal, compensation, all practices of HARM are now considered as equally Important as any other aspects of the organization such as marketing, financing, etc. Literature Review Human resource management (HARM) is both an academic theory and a business practice that addresses the theoretical and practical techniques of managing a workforce. Synonyms include personnel administration, personnel management, manpower management, and industrial management (http en. Wisped. Erg). According to Non, Hollowness, Gerhard and Wright (2006), human resource management refers to the policies, practices and systems that influence employees' behavior, attitudes, and performance. They also say that many companies refer to HARM as involving ‘people practices'. HARM is the organizational function that deals tit issues related to people such as co mpensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training (Hatfield, 2006).According to Walked, a web based encyclopedia, HARM serves five key functions: 1) Hilling, 2) Compensation, 3) Evaluation and Management (of Performance), 4) Promotions, and 5) Management, Volvo. 10, No's. 3&4: Volvo. 11, No's. 1 & 2- 91 – of activities, and key among them is deciding what staffing needs the organization has and whether to use independent contractors or hire employees to fill these deeds, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring that the personnel and management practices conform to various regulations.Activities also include managing the organization's approach to employee benefits and compensation, employee records and personnel policies (Manager, 2006). According to Winning, what necessary in an H ER Department are the functions and responsibilities which none else either wants or is capable of doing. From recruiting to orienting new employees, from writing Job descriptions to tracking attendance, and from instituting ND monitoring policies to monitoring benefits, there has been a need for an HER generalist to assist senior management in both establishing a structure to hold down costs of administration (Winning, 2005).The ultimate aim of HARM is to ensure that at all times the business is correctly staffed by the right number of people with the skills relevant to the business needs (Islam, 2006). Thus HARM is meant to unlock the talent, experience, wisdom and common sense of many within the organization by making work simpler, quicker, rewarding, safer and fun (http://www. Cell-team. Com). Research Methodology This research article is case study-based. Square Pharmaceuticals Ltd (SSP) does have a separate Human Resource Department.The major part of this case study is based o n face-to-face interviews with managers and executives, using a questionnaire. , which consists of view and opinions of those particular people, which might raise the question of bias. In some cases some of them were not able to provide concrete facts or fugues. In this case some assumptions had to be made. Interviewing the managers and executives of SSP has provided the primary sources of information. Furthermore, company brochures, documents, and the company website were the secondary sources of data. No survey method has been used in this regard.Finally, due to time constraints it was not possible to conduct extensive interviews and surveys which could make the research paper more informative. A case study is the fact' of any particular issues, the contents of which require an in-depth focus of the social sciences area to Human Resource Management Practices -92- understand its phenomenon on the basis of it being an individual problem (Leeds, 1997). One of the essential characteri stics of using the case study approach is that it focuses on ‘one instance of the thing that is to be investigated' (Denseness, 1998).The advantage of the case study over other methods is that it attempts to be comprehensive, and involves the researcher in describing and analyzing the full notes, ‘one of the advantages cited for case study research is its uniqueness, its capacity for understanding complexity in particular contexts'. Apart from generalization, other criticisms can be that the case study method is a less rigorous form of inquiry, based on the accumulation of information and there is a lack of discipline in what Smith (1991) described as the logically weakest method of knowing.Mitchell (1999) states that the basic problem in the use of case material is theoretical that case studies prove valuable in situations where existing knowledge is limited, often providing in-depth contextual information, which may result in a superior level of understanding. Furtherm ore, case studies prove advantageous when the focus of the study is not typicality but the unusual, unexpected, covert or illicit (Hartley, 1994).The objective of this study is achieved through one single case study which provides both depth and reliability (see, for example, Harris and Gabon, 1998; Marching and Harrison, 1991; Sturdy, 1992). This case study is selected for a number of reasons, data accessibility, establishment organization, size and contribution in the sector and so on. It is said that a single case study is not enough for research. However, a single case study can give a lot of depth in the research area (see, for example, Dollar and Quaked, 2005.Mullahs et al. , 2002). Square Pharmaceuticals Ltd – Company Overview In Bangladesh, Square today symbolizes a name – a state of mind. But its Journey to growth and prosperity has been no bed of roses. From the inception in 1958, it has today burgeoned into one of the top line conglomerates in Bangladesh. SS P is the largest pharmaceutical company in Bangladesh and it has been continuously in the first position among all national and multinational Sir Lankan Journal of Management, Volvo. 10, 3&4: Volvo. 11, NO'S. 1 & 2-93- companies since 1985.SSP is the manufacturer and marketer of finished pharmaceutical products, basic chemicals and agro vet products. Its products are manufactured in the form of tablets, capsules, suppositories, injections, liquids, drops, ointment, cream and powder, oral dry powder, inhalers and meter dose inhalers. SSP was converted into a public limited company in 1991. Currently the ales turnover of SSP is more than Take 622 core with 16. 23 percent market share having a growth rate of about 14. 91 percent. Square Pharmaceuticals Ltd. Ousted 11 percent growth in pharmaceutical formulation in 2004 and the company also introduced 43 new products during the period (December 25, The Daily Star- 2004). SSP has extended her range of services towards the highway of the global market. She pioneered exports of medicines from Bangladesh in 1987 and has been exporting antibiotics and other pharmaceutical products. This extension in business and services has manifested the credibility of SSP. SSP strives, above all, for top quality health care products at the least cost reaching the lowest rungs of the economic class of people in the country.They value their social obligations. They owe a responsibility to their shareholders and strive for protection of their capital as well as ensure the highest return and growth of their assets (http:// www. Squarer's. Com. Bad). According to SSP, their vision, mission and objectives are: Vision: [Square Pharmaceuticals Ltd] view business as a means to the material and social well being of the investors, employees and society at large, leading to accretion f wealth through financial and moral gains as a part of the process of human civilization.Mission: [Square Pharmaceuticals Ltd] mission is to produce and provide q uality and innovative healthcare relief for people, maintain stringently ethical standards in business operation and also ensuring benefit to the shareholders, stakeholders and Objectives: [Square Pharmaceuticals Ltd] objectives are to conduct transparent business operations based on the market mechanism within the legal and social framework with aims to attain the mission reflected by [their] vision. (http / www. Squarer's. Com. Bad). Human Resource Management Practices Supply Chain Department of Square Pharmaceuticals Ltd.Square Pharmaceuticals Ltd consists of several individual departments such as accounting & finance, marketing, sales, administration, human resource, supply chain, etc. All these departments are linked with one or more departments within the organization. For this research paper we have concentrated on the supply chain department of SSP. Throughout the research paper we will describe the HER activities related to this department and try to identify the problems a nd provide some recommendations to reduce or eliminate the problems. The supply chain department f SSP mainly works as the procurement department.It purchases all the needed raw materials, machinery and equipment, things needed for official work, food, vehicles needed for staff and management, etc. Thus all the purchasing actually takes place through the supply chain department. It is known as the supply chain department as it also maintains the suppliers outside of the organization on behalf of the organization. All the departments of the organization that need their necessary things send a requisition to the supply chain department with the consent of the department head. Then the supply chain department obtains the consent of theExecutive Director, Administration (DEAD) and contacts with different suppliers. It collects the quotations from the different-suppliers and decides from which supplier it will purchase the goods. The supply chain department not only deals with the local suppliers but also with the foreign suppliers (The structure of the supply chain department of SSP is given in the appendix). Key Themes While finding different human resource activities related to the supply chain department we have found that SSP does not have any specific human recapitulating program for the supply chain department.It does not follow any aroma labor demand forecasting and still did not take any initiative to determine the labor supply properly. So it still cannot measure whether there are more or less employees than what it actually needs. Sir Lankan Journal of Management, Volvo. 10, No's. 3 & 4: Volvo. 11, No's. 1 & 2 – 95 – While going through the recruitment and selection process we found that after the vacancy circulation lots of people submit their C.v.. So it is very difficult to sort these large numbers of C.v. and identify the person who can compete in the further steps of selection to fulfill the Job requirement.In the selection process the candidates only o through the written exam and interviews. The company does not provide any Job related problems for the candidates to solve. Thus it becomes very difficult to understand whether the candidates will be able to handle the Job-oriented problems in reality. While providing the Job description to the new employee the supply chain contact the HER department to make them know about these changes. Thus the HER department cannot know properly what a new employee is actually doing in the company and what his responsibilities are. SSP sometimes provides on the Job training and off the Job training.It has the capability to enhance the knowledge level f the employees to improve the skills and abilities of the employees. In the supply chain department of SSP there are no specific employee development processes. The employees are given promotions on the basis of their performance at the end of the year. But there is no practice of Job enlargement or enrichment or any other career development plan. The employees learn about the Job from the training program and sometimes learn from the mentoring of their boss. Thus the employees do not have any opportunity to develop their career through diversification.The employees of the supply chain department are evaluated only by self and the previous for performance appraisal. But the employees are not evaluated by other parties such as the suppliers, peers, etc. Even the feedback is not always provided to the employees properly. So it seems to us that the appraisal system is not consistent with the industry as now there are more strategic focused performance appraisal systems in practice. There are no specific reward systems for the employees' recognition except the promotions. They do not get any bonus or increment based on their performance.The whole compensation system for the employees of this department is quite sound though there is no Human Resource Management Practices regular practice of a specific non-monet ary compensation system such as recognition, praise, etc. To encourage the employees. The employee information system is not well organized. For some aspects of record maintenance an employee database is used and some other information of the employees is recorded manually by the file system. So sometimes there may be redundancy in data storing which is not cost effective for the company.Human Resource Planning The human resource planning process starts with a forecast of the people needed for the company and consists of goal setting and strategic planning and program implementation and evaluation (Non et al. , 2006). In the following part of the report we will discuss human resource planning in SSP in the context of its supply chain department. Human Resource Plan and Forecasting The human resource plan for the supply chain department is the same as that for all the other departments of SSP. The HER department prepares the plan at the end of the year.It collects the information fro m all the departments of the company about how many people they will need in the next year. The entire department's heads send the requisition with detailed information about what kind of person they need or their departments. Thus forecasting of future employees for the supply chain department is made in this way. Then human resource department takes the initiative for recruitment of those people, which we will discuss in the next segment of recruitment and selection. If the department needs more people at any time of the resource department.Except this forecasting part, SSP does not have any formal strategic planning. They did not faced any labor surplus problem so far. So they did not need to plan for reducing the labor surplus by downsizing, early retirement or any other techniques of laying off people (Personal communication, 2006). Sir Lankan Journal of Management, Volvo. 10, No's. 3 & 4: Volvo. 11, No's. 1 & 2- 97- Recruitment and Selection Human resource recruitment is the p ractice or activity carried out by the organization with the primary purpose of identifying and attracting potential employees.Selection is the process by which companies decide who will or will not be allowed into organizations (Non et al. , 2006). Thus recruitment is the process of getting a pool of candidates for the organization who can meet the requirements of a specific Job. After that selecting a person from those candidates is one of the toughest Jobs for an organization. In today's competitive business world it is very difficult to survive without potential manpower. Successful recruitment and selection can be expensive and time-consuming.But unsuccessful recruitment and selection can be a cause of the death of a business. SSP is one of the biggest employers in Bangladesh. Here we will discuss the recruitment policies and process for the supply chain department of SSP. Recruitment Objectives SSP needs such people for the supply chain department who can meet the needs of the organization to maintain the core business activities. Thus it searches for such people who are capable of doing the procurements and also maintaining the relationship with the supplier as a representative of SSP.Thus the objective of SSP is to hire a dynamic and outstanding person in the supply chain management area. Recruitment Policies Recruitment for the supply chain department in SSP is a Job of the human resource department. The human resource department finds a pool of candidates and along with the supply chain department selects the best person for the Job. Human Resource Management Practices -98- Recruitment Process for Supply Chain Department For the recruitment process JPL's supply chain department follows a very formal hiring process.Here the process is described briefly. The Assistant General Manager (GM) of the department fills up a requisition form with the Job position, requirements, criteria, Job description, and number of positions. It also clarifies why the depar tment needs a new person. Then the requisition is verified and approved by the HER Manager. The HER department publishes a circular in the newspaper for both the executives and non- executive level posts. It also publishes a circular in Job searching websites on the Internet (I. E. Boots) for the executive level posts.After receiving the C.v. from the candidates the selection process starts (Personal communication, 2006). Selection Process The HER department does a primary sorting of the C.v. and sends them to the supply candidates for a written examination. The HER department and the supply chain department make the question papers and conduct the exam. Both the HER department and the supply chain department check the exam scripts. The selected candidates from the written exam are called for an interview with the HER department and the supply chain department.Before going for the interview candidates fill a management application form with their personal information and salary expe ctations. Sir Lankan Journal of Management, Volvo. 10, No's. 3 & 4: Volvo. 11, No's. 1 & 2- 99- Sometimes the salary negotiation is done at the interview. The candidates selected from this interview are formally of selected for the Job. After that the selected candidates are sent for a medical check up. If everything is fine in the medical report then the appointment letter is given to the candidates with a set of instructions about the code of conduct of the organization (PersonalInduction and Probation Period for New Employees Induction refers to the process of helping people to make the transition into a new workplace, a new role or area of responsibility. It is considered to be a continuous process which generally starts with contact prior to taking up employment and proceeds through arrival, first days/weeks on the Job and generally up to the third month of employment. Induction is essential for all staff regardless of category or conditions of employment (http:// woman. Monish . Deed. AU).In SSP induction is the process of introducing the new employee to the organization. The HER department sakes the initiative to introduce the new employee to all the departments of SSP. A presentation is conducted by the department to let the new employee know about SSP in detail. Along with this an orientation program continues for 7-10 days to be familiar and linked with all the departments as the supply chain department is related to all other departments of the company. From six months after Joining the employee goes through a probation period.Within this time training is given to the employee. The employee tries to learn about his Job. After six months an evaluation of this employee is conducted by the GM. If the result is not satisfactory then the probation period is extended to another three months. After three months again a performance evaluation takes place. Then if the result is satisfactory the employee becomes permanent. But if the result is not satisfactory the employee's Job is terminated by the department with the consent of DEAD (Personal communication, 2006).Human Resource Management Practices -100- Job Description A Job description is a list of tasks, duties, and responsibilities that a Job entails (Non et al. , 2006). Job descriptions are supposed to describe duties and performance tankards that are directly linked to organizational success factors established by the leadership, and for which it is willing to pay a salary (Moore, 2007). Thus it works as a guideline for an employee to accomplish his Job activities effectively. It also provides a standard for the supervisor of the employee to evaluate the employee's of the department.When an employee Joins this department the GM prepares a new Job description based on the company's Job description and the skills and abilities that the employee actually obtains. Then the Job description is given to the employee. The employee follows the Job description as a guideline for his Job. D uring performance appraisal the supervisors also use the Job description to compare the employee's actual performance with the required one (Personal communication, 2006). Training Training is a planned effort to facilitate the learning of Jobs related knowledge, skills and behavior by employees (Non et al. 2006). In SSP like all other departments the supply chain department also arranges for a training program. Training takes place here in different forms. These are discussed here briefly. Induction Training After Joining this department of SSP the new employees get a specific training for a period of six months. During this time they are taught their Job related activities. This training is conducted in two different ways. These are classroom training and off the job training. Sir Lankan Journal of Management, Volvo. 10, No's. &4: Volvo. 11, No's. 1 & 2- 101 – Classroom Training Classroom training is arranged by SSP. The supply chain department sends the list of the employe es who will need the training and the topics that the training should cover to the HER department. Then the HER department contacts JPL's faculties to conduct the training. Thus classroom training is provided to the employees. At the end of training the employees are evaluated through a presentation. If the training result is satisfactory then the employees' probation period comes to an end.Off-the-Job Training Off-the-Job training takes place away from the normal work situation which means that the employee is not regarded as a productive worker when training is taking place. An advantage of off-the-Job training is that it allows people to get away from work and totally concentrate on the training being given. This is most effective for training concepts and ideas (http://en. Wisped. Org). For this training purpose the supply chain similarly contacts the HER department. The HER department then arranges the training program with some outside organization to provide training.Sometime s even the employees are also sent abroad for training. Here also the employees are needed to make a presentation in front of the top-level management after the completion of the training. On-the-Job Training On-the-Job training is given in a normal working situation, using the actual tools, equipment, documents or materials that they will use when fully trained. On-the-lob training is usually most effective for vocational work (http:// en. Kipped. Org). The Assistant General Manager (GM) of the supply chain department conducts a training program once a year for all the employees of the department.This is arranged for a very short period of time such as two or three days. At that time he tries to find out whether any employee needs any extensive training program or not, based on his performance evaluation. If any training program is required for the employees he contacts the HER department to arrange the training program (Personal -102- Employee Development Development is the acquis ition of knowledge, skills, and behaviors that improve an employee's ability to meet changes in Job requirements and in client and customer demands (Non et al. , 2006).There are several methods for employee development such as, formal education program, Job enlargement, Job enrichment, Job rotation, transfer, promotions, etc. In SSP for the supply chain department there are no such employee development processes. The employees are given promotions on the basis of their performance at the end of the year (personal communication, 2006). There are no opportunities for the employees to have Job enlargement, Job enrichment, rotation, etc. Thus they cannot learn anything more than their own Job activities and developing a career.Performance Appraisal Performance appraisal is the process through which an organization gets information on how well an employee is doing his or her Job (Non et al. , 2006). The central feature of any performance appraisal system is the establishment of objective s against which any assessment of the performance of the individual is based. The supply chain department of SSP conducts the performance appraisal for all the employees of the department. The HER department helps in this process. At first the employees are even the opportunity of self-evaluation.Later on the employees are evaluated by their reporting boss and the person supervising his boss. Thus all the employees including the GM and DEAD are evaluated. The MD evaluates the Idea's performance. For this evaluation purpose there is a specific performance appraisal form. Then the GM, DEAD and MD sit together to take decisions based on the employee evaluation. If any employee's performance is not satisfactory then they decide about how the performance of that employee can be improved. If any employee's performance is outstanding then he gets a promotion (Personal communication. 006). Sir Lankan Journal of Management, Volvo. 10, No's. 3&4: Volvo. 11, No's. 1 & 2- 103- Reward and Compen sation System The reward system of an organization includes anything that an employee may value and desire and that the employer is able or willing to offer in exchange for employee contributions. The reward system consists of a compensation and non-compensation system. Compensation refers to all forms of financial returns and tangible services and benefits employees receive as part of an employment relationship.Pay Structure Pay structure is the relative pay of different Jobs bib structure) and how much they are paid (pay level) (Non et al. 2006). The pay structure for the employees of the supply chain department of SSP is shown below. Basic Salary + Home Rent + Transport + Medical Allowance Other Benefits Besides the promotion an increment in the basic salary is granted for all the employees once a year to adjust with inflation. The employees get five bonuses in a year. They also have the provident fund facility.For the provident fund the company itself cuts 10 percent from the ba sic and the employees need to submit 10 percent from his own income. SSP also has a retirement plan for the employees. They take gratuity from the company after retirement. The company also provides the profit sharing scheme for the employees. The employees get some health care benefits at a discounted rate from selected hospitals and health care centers of Square. From now the employees will get health care benefits at a discounted rate at the Square Hospital.The employees can have their food from the office canteen free of cost. The employees of this department get cell phone facilities from the company. SSP has an official agreement with Grahame phone. The company provides the hand set to the employees with the Simi card. Besides, SSP also pays a fixed amount of the monthly ill of the employees Basic pay: Basic pay usually refers to the pay received without taking into account any additional benefits or bonuses, such as a car, medical cover, commissions, clothing, food etc. T als o refers to the amount of pay before taking any deductions such as tax off. Every employees of the organization has been provided a basic salary which varies according to their ranks. Compensation package are given on the basis of their basic payment Provident Fund: The Company's Provident Fund is a funded scheme. All confirmed and permanent employees are entitled to be members of the Provident Fund. The employee nutrition, equal to 10% of the basic salary, is deducted each month through the payroll. The Company's Provident Fund is a funded scheme.All long-established and enduring employees are at liberty to be members of the Provident Fund. In the Provident Fund Ledger, both the employee's and the Company's contributions are accredited to the individual employee's account. Gratuity Facility: Gratuity is a scheme to motivate people to serve for longer durations with the same employer. Anybody who has served an organization for more than 5 years is eligible for Gratuity. A portion of the employee's last drawn salary would be multiplied with he number of years of service and paid out when the leave an organization after years of service.This facility has been provided by the organization when an employee will leave from the organization. Bonuses: Incentive bonuses are a creative form of compensation that some employers offer their employees. Bonuses and cash incentives are a form of variable pay linked to individual, collective or organizational performance. Non cash incentives are also widely used such as; competency based pay, skill based pay, employee recognition and commission. 0 Festival Bonus: The bonus that is given on the eve of religious festival is called

Rules for Japanese Letter Format

Rules for Japanese Letter Format The difference between written language and conversational language in Japanese is much greater than in English. Japanese letters often use classical grammar patterns which are seldom used in conversation. Although there are no particular rules when writing to close friends, there are many set expressions  and honorific expressions (Keigo) used in formal letters. A conversational style is not usually used when writing formal letters. Opening and Closing Words The opening and closing words in letters, which are similar to Englishs Dear and Sincerely etc., come in pairs. Haikei æ‹ Ã¥â€¢â€œ - Keigu æ• ¬Ã¥â€¦ ·The most common pair used in formal letters. Women sometimes use Kashiko㠁‹ã â€"㠁“ as a closing word instead of Keigu.Zenryaku å‰ Ã§â€¢ ¥ - Sousou è â€°Ã£â‚¬â€¦This pair is less formal. It is usually used when you dont have time to write a long letter, so that the preliminary greetings are omitted. Zenryaku literally means, omitting the preliminary remarks. Preliminary Greetings Ogenki de irasshaimasu ka. (very formal)㠁Šå…Æ'æ °â€"㠁 §Ã£ â€žÃ£â€šâ€°Ã£  £Ã£ â€"ã‚Æ'㠁„㠁 ¾Ã£ â„¢Ã£ â€¹Ã£â‚¬â€šHave you been doing well? Ogenki desu ka.㠁Šå…Æ'æ °â€"㠁 §Ã£ â„¢Ã£ â€¹Ã£â‚¬â€šHave you been doing well? Ikaga osugoshi de irasshaimasu ka. (very formal)㠁„㠁‹ã Å'㠁Šé Å½Ã£ â€Ã£ â€"㠁 §Ã£ â€žÃ£â€šâ€°Ã£  £Ã£ â€"ã‚Æ'㠁„㠁 ¾Ã£ â„¢Ã£ â€¹Ã£â‚¬â€šHow have you been? Ikaga osugoshi desu ka.㠁„㠁‹ã Å'㠁Šé Å½Ã£ â€Ã£ â€"㠁 §Ã£ â„¢Ã£ â€¹Ã£â‚¬â€šHow have you been? Okagesama de genki ni shite orimasu. (very formal)㠁Šã â€¹Ã£ â€™Ã£ â€¢Ã£  ¾Ã£  §Ã¥â€¦Æ'æ °â€"㠁 «Ã£ â€"㠁 ¦Ã£ Å Ã£â€šÅ Ã£  ¾Ã£ â„¢Ã£â‚¬â€šFortunately Im doing well. Kazoku ichidou genki ni shite orimasu.Ã¥ ® ¶Ã¦â€" Ã¤ ¸â‚¬Ã¥ Å'å…Æ'æ °â€"㠁 «Ã£ â€"㠁 ¦Ã£ Å Ã£â€šÅ Ã£  ¾Ã£ â„¢Ã£â‚¬â€šThe whole family is doing well. Otegami arigatou gozaimashita.㠁Šæ‰‹ç ´â„¢Ã£ â€šÃ£â€šÅ Ã£ Å'㠁 ¨Ã£ â€ Ã£ â€Ã£ â€"㠁„㠁 ¾Ã£ â€"㠁Ÿã€‚Thank you for your letter. Nagai aida gobusata shite orimashite moushiwake gozaimasen. (very formal)é• ·Ã£ â€žÃ©â€"“㠁”ç„ ¡Ã¦ ²â„¢Ã¦ ± °Ã£ â€"㠁 ¦Ã£ Å Ã£â€šÅ Ã£  ¾Ã£ â€"㠁 ¦Ã§â€ ³Ã£ â€"è ¨ ³Ã£ â€Ã£ â€"㠁„㠁 ¾Ã£ â€ºÃ£â€šâ€œÃ£â‚¬â€šI apologize for neglecting to write for such a long time. Gobusata shite orimasu.㠁”ç„ ¡Ã¦ ²â„¢Ã¦ ± °Ã£ â€"㠁 ¦Ã£ Å Ã£â€šÅ Ã£  ¾Ã£ â„¢Ã£â‚¬â€šIm sorry I havent written for a long time. These expressions or seasonal greetings can be combined in a variety of ways to form the preliminary greeting. The Japanese have long admired the seasonal changes, therefore it seems too abrupt to start a letter without the proper seasonal greeting. Here are some examples. Gobusata shite orimasu ga, ogenki de irasshaimasu ka.㠁”ç„ ¡Ã¦ ²â„¢Ã¦ ± °Ã£ â€"㠁 ¦Ã£ Å Ã£â€šÅ Ã£  ¾Ã£ â„¢Ã£ Å'〠Ã£ Å Ã¥â€¦Æ'æ °â€"㠁 §Ã£ â€žÃ£â€šâ€°Ã£  £Ã£ â€"ã‚Æ'㠁„㠁 ¾Ã£ â„¢Ã£ â€¹Ã£â‚¬â€šIm sorry I havent written for a long time, but have you been doing well? Sukkari aki rashiku natte mairimashita ga, ikaga osugoshi de irasshaimasu ka.㠁™ã  £Ã£ â€¹Ã£â€šÅ Ã§ §â€¹Ã£â€šâ€°Ã£ â€"㠁 Ã£  ªÃ£  £Ã£  ¦Ã£  ¾Ã£ â€žÃ£â€šÅ Ã£  ¾Ã£ â€"㠁Ÿã Å'〠Ã£ â€žÃ£ â€¹Ã£ Å'㠁Šé Å½Ã£ â€Ã£ â€"㠁 §Ã£ â€žÃ£â€šâ€°Ã£  £Ã£ â€"ã‚Æ'㠁„㠁 ¾Ã£ â„¢Ã£ â€¹Ã£â‚¬â€šIt has become very autumn like; how have you been? Samui hi ga tsuzuite orimasu ga, ikaga osugoshi desu ka.Ã¥ ¯â€™Ã£ â€žÃ¦â€" ¥Ã£ Å'ç ¶Å¡Ã£ â€žÃ£  ¦Ã£ Å Ã£â€šÅ Ã£  ¾Ã£ â„¢Ã£ Å'〠Ã£ â€žÃ£ â€¹Ã£ Å'㠁Šé Å½Ã£ â€Ã£ â€"㠁 §Ã£ â„¢Ã£ â€¹Ã£â‚¬â€šCold days continue; how have you been? Final Greetings Douka yoroshiku onegai itashimasu.㠁 ©Ã£ â€ Ã£ â€¹Ã£â€šË†Ã£â€š Ã£ â€"㠁 Ã£ Å Ã© ¡ËœÃ£ â€žÃ£ â€"㠁 ¾Ã£ â„¢Ã£â‚¬â€šKindly look after this matter for me. ~ ni yoroshiku otsutae kudasai.㠁 «Ã£â€šË†Ã£â€š Ã£ â€"㠁 Ã£ Å Ã¤ ¼ Ã£ Ë†Ã£  Ã£   Ã£ â€¢Ã£ â€žÃ£â‚¬â€šPlease give my regards to ~. Minasama ni douzo yoroshiku.皆æ §ËœÃ£  «Ã£  ©Ã£ â€ Ã£ Å¾Ã£â€šË†Ã£â€š Ã£ â€"㠁 Ã£â‚¬â€šPlease give my regards to everyone. Okarada o taisetsu ni.㠁Šä ½â€œÃ£â€šâ€™Ã¥ ¤ §Ã¥Ë†â€¡Ã£  «Ã£â‚¬â€šPlease take care of yourself. Douzo ogenki de.㠁 ©Ã£ â€ Ã£ Å¾Ã£ Å Ã¥â€¦Æ'æ °â€"㠁 §Ã£â‚¬â€šTake care of yourself. Ohenji omachi shite orimasu.㠁Šè ¿â€Ã¤ ºâ€¹Ã£ Å Ã¥ ¾â€¦Ã£  ¡Ã£ â€"㠁 ¦Ã£ Å Ã£â€šÅ Ã£  ¾Ã£ â„¢Ã£â‚¬â€šI look forward to hearing from you.

Building research Paper Example | Topics and Well Written Essays - 500 words - 1

Building - Research Paper Example Some books of Latin America are as old as 1751 and some manuscripts and newspaper of the 18th century. In the central tower, the library can hold up to 180,000 volumes of books and in the underground around 600,000 volumes making their collection about 1 million volumes and other manuscripts that may also total in millions (Parks). The building consists of marble, granite, bronze and glasswork. Its structure was designed at 200’-0’’ and 350’-0’’ site plan. The building  has  total square footage of  88,347. The  buildings roof serves as a landmark for visitors and people on the campus of Yale. It is a six-story tower, which is enclosed by glass top, containing book stacks encircled by windowless shell held by four piers at the curve of the building. The outer walls are made of Lucida marble panel, which protects direct sunlight from coming in, yet promoted subdued light entrance. The marble walls are thinly sliced that makes sunlight enter the library softly making the view beautiful and unique (â€Å"Beinecke Rare Book and Manuscript Library†). The dimensions have appropriate mathematical proportions, 1:2:3, which make the architectural design platonic. The building is commonly  known  as the â€Å"jewel box† because of its unique feature that there is a stark light emerging after sun is set. It is also known as the â€Å"laboratory of humanities.† The presence of Alexander Calder’s â€Å"Gallows and Lollipops† across the plaza serves as a delightful sight for the visitor (â€Å"Beinecke Rare Book and Manuscript Library†). Visitors enter into the building using a revolving glass door, and there are two stairways to the mezzanine level that displays Beinecke’s collection. There is a public exhibition house, which displays 48 extant copies of Gutenberg Bible. There are two basement doors, first which goes down to the â€Å"Court† level, at the heart in front of Beinecke â€Å"The Garden"  that features sculptures of Isamu Noguchi (Pyramid Sun and Cube).

Democracy Essay Example | Topics and Well Written Essays - 1500 words

Democracy - Essay Example Mostly the leader is on a self-satisfaction role. Second, an oligarchy which is a form of rule whereby authority is vested to individuals of the same family on the grounds of economic or financial might. Under modern classification there exist a number of different types of regimes as suggested by Tilly (2007). These are: First dictatorship which is a regime under the principle, one country, one state, one ruler. A single individual has all the powers with no other individual or body to challenge his powers. There exists a single political party under such leadership. The merit of such leadership is that decision making process is fast because the stage of consulting is not there or is minimal. The disadvantage is the oppression of people’s opinions and misuse of power by the dictator. Dictatorship is mostly encouraged when there is obsequiousness by the public on a certain leader or ignorance on the part of the electorate on another form of leadership. The electorate should b e sensitized on different leadership styles and many parties should be given a platform for their formation so as to give the public diverse ideologies to choose from. Second, democracy is basically ruled by the people, by the people and for the people. The advantages of such rule are that priority is given to the needs of the people. Leaders are chosen by the people and work on their demands. Many political parties with divergent ideologies strengthen democracy whilst one party system weakens it. The existence of many political parties increases the cost of selling the party's ideology to the people and the election process. Federalism This is basically the principle of giving powers to diverse bodies and such like institutions. These bodies have the capacity to govern independently. The central government strictly deals with authority in security as well as alien policy though these bodies can have worldwide responsibilities. Federalism emerged due to the desire to avoid centraliz ed rule. The scholars associated with federalism pushed for autonomy and diversity in administration, policy making and resource use. They disagreed on the arrangement of having a single unit possessing all this authority. Federalism thus takes away excess powers from a single unit to avoid misuse and inefficiency and distributes it to other units. In most cases this encourages growth. Federalism should be more encouraged especially in states where power seems to be given to a single institution or ruler. Such a situation has made it very easy for there to be a misuse of authority or oppression of the minorities. One of the institutions that could be easily used to allocate powers to different institutions and check these powers is the judiciary. It translates according to the constitution what powers each and every body should posses thus promoting federalism. In most instances parliaments, if given too much power, discourages federalism. This is when it makes bills and without muc h consideration to what the public desires passes this bill into law. Equal Opportunity Equal opportunity means the scraping off of those legislations that would probably bring about discriminations. These might be in the political field, economic or social. In the past political undertakings were strictly reserved for men. They occupied policy-making offices as well as implementation and administration. Women never got the chance to have a say. In a society that has equal chance ideologies; several factors must be visible in the guidelines guiding such equal chance policy. First there must be the range into which policies made pertain to. Second the deeds to be explored must be laid out. Third ways of putting into operation the guidelines as well as those in charge Last