The role of the line manager in managing under

According to Swamson, 2009, human resources are the most precious factor of production that an organization has; to benefit from their intellectualism, an organization need to manage them effectively.Advertising We will write a custom report sample on The role of the line manager in managing under-performance specifically for you for only $16.05 $11/page Learn More Human resources department has the role of ensuring the right number of staffs in terms of quality, quantity, and experience are maintained within an organization. to conduct their role effectively, personnel managers need the support of the entire workforce particularly those in management positions. Line managers have the role of heading revenue-generating departments and are responsible for achieving an organization’s main goals; to effectively undertake this task; they need to manage their human capital effectively. When managing their immediate subordinates, line managers play a cr ucial role in enhancing performance among the staffs; they act as team leaders, mentors, coaches, and team players (Armstrong, 2006). This paper discusses the role played by line managers to manage under-performance among staffs. Human resources performance management Performance management within an organization refers to activities undertaken by an organization to facilitate the attainment of their corporate goals and objectives in an effective and efficient manner. The focus of effective performance management is to improve an entire organizations performance; it may focus on a certain area, department, employee, or even the processes to build a product or service with the sole aim of ensuring that efficiency has been attained in an organization. The concept of performance management was coined by Dr. Aubrey Daniels in the late 1970s where he looked at an organization from a scientific angle; he suggested that there is need to focus on total improvement of the organization for bo th behavior and results.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Human resources need to be managed effectively to facilitate the improvement of efficiency in the organization; the rate of performance as well as the processes they are using to attain high results need to be vetted to improve them accordingly. Performance management aims at attaining three main corporate objectives as facilitating financial gain of an organization, enhancing and growing motivation in the workplace, and improving management control. Performance can be seen as the difference between actual results verses desired results; it is always the desire of a company to record high actual results than the desired results/budgeted result. Performance management is a continuous process that entails not just evaluation of the rate of performance of an organization but enacting such measures that enhance the improv ement of processes within the firm. Other than focusing on human capital, performance management aims at improving structures, infrastructures, and physical components of an organization; it involves partnering of teams of workers for future improvement. To improve future processes and results, there is always the need to measure, gauge and analyze past and present performance of an organization (Bandt and Haines, 2002). Performance management can be analyzed into four main stages as: performance standards At this stage the management has the role of setting goals and objectives to be attained with a specified period of time considering the available factors of production.Advertising We will write a custom report sample on The role of the line manager in managing under-performance specifically for you for only $16.05 $11/page Learn More When setting the standards of the company, the management has to be very genuine on how it will evaluate the outcome of the organization; this calls for vetting the resources available and making the right combination of available assets. The standards can only be attained if processes are improved and people skills enhanced to facilitate high performance. Performance indicators should also be placed and indentified as they assist keeping the company accountable of its current performance (Beardwell and Claydon, 2010) Performance Measurement With set standards and expectations, leaders should develop performance measurement indicators, the measures enacted include gap-analysis (gap analysis involves considering the difference between the set standards and the actual standards attained), outcomes of data systems, and statistical responses. Reporting of progress After comparing the outcomes of a performance management process, the next most crucial aspect is to make regular reports to analyze the progress of the process. There are times that the process may give mixed reports likely to suggest th at the business is not keeping pace of the standards expected; in such an event the management have the role of enacting remedies to the process. quality improvement process With the standards set and the right pathway determined, the next most crucial exercise that managers should do is to document the determined right path of operation. It is through the documentation that changes can be effected within processes and human resources training and learning exercises are set. Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Line managers Line managers are mandated with the role of managing micro-teams within an organization that accomplish a particular exercise in an organization. In current management strategy, tasks are divided among different task forces that are mandated with the role of giving a certain output to the organization. For example a manufacturing company may have the following departments, manufacturing, processing, human resources, supplies, procurement, sales, marketing, finances among others; the above departments may be lead by departmental heads assisted by line managers. In small organizations, departmental heads can double up as line managers. Line managers have the role of improving their employee’s performance through their actions and leadership skills (John, 2004). The role played by line managers to manage under-performance among staffs The role of line managers in managing underperformance among staffs is facilitated by their leadership skills; in the event they hav e effective management skills, they are likely to improve their staffs skills and expertise. They manage underperformance through: team spirit enactment and reinforcement Line managers are team leaders of the sections they head; they have the role of ensuring that their team is effectively managed. Effectively managed teams have the capability of enhancing the growth of strong team spirit that leads to efficiency, innovation, invention, and creativity within teams. there are different management practices that line managers should enact to facilitate the growth of team spirit, they include enacting effective communication systems where team leaders and members can discusses issues freely, creating a favorable working environment, and acting as the linkage between subordinates and top management. Management experts have suggested that one of the most causes of underperformance or poor performance among staffs comes from lack of team spirit and ineffective teams. When teams are weak , opportunities are lost and businesses exposed to risks. The understanding of this major role of creating a favorable working environment is the parting-point that line managers need to understand and take effective measures as a result. Orchestrate teams are created when line managers have effective teams management strategies thus issues affecting his team are addressed effectively to avoid chances of failure; orchestrate teams are highly productive. line managers and talent management Under performance within an organization can be managed if human capital talents and intellectual capabilities have been managed effectively. At the level of line management, managers at this level need to understand how to handle their employees to facilitate the growth of their talents and intellectualism. Line managers should take their time and understand the strengths and weak points of their team members and enact such policies that combine strengths and weaknesses optimally for high result s. One area that results to low human resources performance is when their talents, skills, and strengths fail to be matched with the kind of job in their company; they tend to become bored and unsettled. When tapping human capital talents, line managers should have the skills, professionalism, and right attitude to build a winning team. An organization made of well managed talents has a competitive advantage over its competitors as this is an asset that is limited to individuals. Other than managing talents, line managers should have the capability of combining their human capital effectively; the combination should be able to take advantage of human capital strengths and mitigate against any human resources risks. Morale and attitude of employees is determined by the kind of relationship the company develops with its employees. When morale and attitude is low, it follows that the employee’s production is low and inefficient. When managing a large team, line managers should h ave the team further divided into smaller micro teams on a certain basis, this helps in dealing with matters from a micro-angle which is likely to bring better and more satisfying results to the company. involving employees in decision making Decisions are the driving force of an organization, organizations that have effective, quality, and timely decisions have strong competitive strength. In contemporary management systems, management gurus are emphasizing the need to make decision via scientific decision making process; scientific decision making process requires that management involve their subordinates when making business decisions. The inputs of subordinates are considered crucial as they might have some insight information either derived from experience, education or their intellectualism. When human resources are engaged when making decisions, they develop ownership to the decision and work hard to ensure that it has been attained. By itself, engaging human capital when making decisions results to highly motivated staffs that are willing to work an extra mile for the benefit of the company. In the event of failure, the human resources are willing to learn from the past activity; they take it as if it is them who wronged thus they are willing to take up the entire blame. Since line manager is the person on the ground or who is close to the subordinates, he should be the first element to involve his human capital in decision making. He should learn how to guide the subordinates in giving their views, how to disregard that information that is not essential, and how to differentiate quality input by employees without hurting either. With such a policy, the human capital become motivates and willing to give their input to the organization. Looking at involvement from another angle, when subordinates are involved when making business decisions, and the decision give rise to better working condition and improved performance, they become motivated and will ing to learn. the satisfaction that subordinates derive from the knowledge that their input has given positive results is enough motivation to assist them work harder and improve their performance in terms of efficiency and loyalty. With this in mind, line managers have the responsibility of ensuring they have structures that involve subordinates in decision making and communicating the results of the decisions with time. Any challenge that comes along should be discussed and solution sort for the same. as a manager, line managers should be given some float to assist them arrange some social activities like team building with the aim of thanking subordinates and involving them when forging the way forward for the organization (Swanson, 2002). enhance learning and training in the organization at micro-level Business processes are changing fast, for competitiveness and high competition, organizations need to have employees who are dedicated, experienced, and well versed with the cha nges in their industry. Line managers’ act as coaches, trainers, and mentors in their departments; the extended role of line managers means they need to be knowledgeable of what changes are taking place in their industry as well as how to handle the situation. When training, mentorship, and coaching is well embraced, leaders learn the weak areas of their subordinates and make such efforts that will assist them improve in the said area. Line managers have the role of establishing the training needs in an employees and enacting such measures that enhance training by the subordinates; by so doing the line manager is assisting human resources and top managers enhance performance and productivity in the company. training can be done by internal parties who are experienced in a certain area or can involve third parties like experts, gurus, and professionals in particular areas of interest. line managers in recruitments, promotions, demotions, and performance appraisals When makin g decision on the employee to deploy, human resources managers should consult line managers who advise them on the right candidate to deploy in terms of education, experience, age and gender. It is through recruitment that an organization is able to get the right caliber of employees who can handle the business situation of the company effectively. In the event that line managers fail to offer such quality advice, they are likely to mislead the company and get employees who are inefficient, inexperienced and who have little input to give to the company (Pause, 2009). When the right candidates have been selected for a particular position, line managers have the role of orienting them to the company systems and organizational culture. With the move to include them in organizational culture, the companies need to have a positive culture that will enhance production. Positive organizational culture involves having structures that facilitate the development of favorable working condition s and informed decision making procedures. After recruitments, line managers should be actively be involved when appraising employees, the appraisal model should be a balance score board system as it assists the management know the exact strength of its human capital and make decisions on the kind of interventions they can make to facilitate an orchestrate team. When appraising line managers should give their recommendations on what they think is fit for the company and the employees at large. the appraisal method adopted by a particular company can break employees or build them, in the event they are appraised by a person they are sure understands their issues, they are likely to give some personal business related information that can be of much benefit when making decisions. Sometimes differences occur between the appraisal gotten by an employee and what the employee think its right for him or her, in such cases, the employer has the right to determine the right approach not to d iscourage or de-motivate the employee. In most cases, appraisal comes with an appreciation or an acknowledgement to the staff; the right performance appraisal is thus important as it will assist the company give the right appreciation to the right person for the good of the company. Line managers play a direct role when choosing the kind of employees that have to be deployed in their organization; they need to advice the management on the right candidate and enact such policies that will see them get the employees on board. The growth of a candidate in an organization is determined by line managers thus they need to be fair and just to their subordinates. When the right employees have been deployed, chances of under-performance will be reduced; there will be structures that will enhance staff skills development for the benefit of the company. Management gurus have suggested that one of the best methods to ensure high productivity in an organization is to have the right number and qu ality of employees at all sections (McGoldrick, Stewart and Watson, 2001). line managers and fulfillment of psychological contracts One area that many organizations have ignored is the appreciation that they have engaged in some psychological contracts with their employees; they are affected by the psychological and emotional well-beings of their human capital. Human beings have different attitude, potential, emotional intelligence, and perceptions; the differences need to be professionally managed as it affects the performance of employees. effective line managers ensures that the psychological contracts of their employees have been fulfilled; in the book, â€Å"Organizational Behavior† by, MeShane, Olekalns, and Travaglione, the writers are of the observation that for a highly motivated staff, managers should look into their psychological, emotional, and intellectual well-being; this looks into the social aspects of employees and assists keeping them at peace with the sys tem. The advantage that line managers have is that human behavior can be predicted as well as molded; the most important thing is to know the right intervention to make to facilitate positive behavior reinforcements. line managers assisted by policies enacted by human resources management should enact policies that will facilitate the growth of positive behavior in their organization; the right method create an environment that enables a favorable working condition where employees feel their emotional and psychological needs are respected (Legge, 2004). In managers in top management decision making and advising their subordinates When making corporate goals and decisions, line managers have the role of participating in the decision making and making sure that the right decisions have been made. When in top management meetings, line managers should understand that they are representing a certain section so any decision that is likely to affect the section negatively should not be mad e. In this case, the line manager should understand that he is a link between the top management and subordinates staffs thus should keep a top gear approach which looks into issues from all sides. Underperformance may result from decisions that are not attainable; this means that it might be optimism on the part of the management as they might not understand what is actually happening on the ground. Line managers should be up to the challenge where they advise on the attainable targets as well as advice on what should be done to make the attainment of the goals even easier. For instance they might recommend the adoption of a particular technology, buying of machinery or any other business action that will facilitate the attainment of corporate goals and objective. It adds no value for line managers sit in top management positions without offering insight details that can assist in making the right attainable targets for their team. Despite this, the attainment should be justified a nd one that will ensure that the talents, capabilities, and skills in the team have been utilized effectively (MeShane, Olekalns and Travaglione, 2020). Conclusion Line managers have the role of managing micro-teams within an organization; they are team leaders mandated with the task of enacting policies that fit their organization model. The role of line managers in managing underperformance among staffs is facilitated by their leadership skills; in the event they have effective management skills, they are likely to improve their staffs skills and expertise. To manage underperformance line managers should work with top management and subordinates to determine their organizations strengths and weakness. With an understanding of their organizations strengths and weaknesses, line managers should actively be involved in decision making to ensure their team’s interests has been considered. Some of the management practices that the managers need to take include talent management, skills development, psychological contracts fulfillment, and performance appraisals. References Armstrong, M., 2006. A Handbook of Human Resource Management Practice. New York: Kogan Page. Bandt, A. and Haines, S., 2002. Successful Strategic Human Resource Planning. San-Diego: Systems Thinking Press. Beardwell, J. and Claydon, T. ,2010. Human Resource Management A Contemporary Approach.New Jersey: Prentice Hall. John, B.P., 2004. Organizational Behavior, from theory to Practice. New York: Wiley. Legge, K., 2004. Human Resource Management: Rhetorics and Realities (Anniversary ed.). Basingstoke: Palgrave Macmillan. McGoldrick, J., Stewart J., Watson, S.,2001. Theorizing Human Resource Development. Human Resource Development International, 4(3), 287-290 MeShane, S. Olekalns, M. and Travaglione, T., 2020. Organisational Behaviour on the Pacific Rim Focus. Sydney: McGraw Hill Irwin. Paauwe, J., 2009. HRM and Performance: Achievement, Methodological Issues and Prospects. Journal of Manag ement Studies, 46 (1), 123 Swanson, R. A., 2002. Human resource development and its underlying theory. Human Resource Development International, 4(3) 287-290. This report on The role of the line manager in managing under-performance was written and submitted by user Moises R. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

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The Effect of performance appraisal policies on the Level of the Employees Engagement in Hail University- Saudi Arabia (Women Branch) - Thesis Proposal Example independent variables in affecting mediating variables of peer pressure is investigated and this is then weighed against the outcome of dependent variables pertaining to employee engagement levels.After postulating the problem statement and indicating the purpose of the research, the research questions of the study are then posited. This is followed by the framework of the research and a discussion of the various variables. This is followed by a research methodology section which indicates how data is to be collected. This will be by conducting a qualitative and quantitative study of employee engagement levels in Hail University, Saudi Arabia women’s branch, by collecting and reviewing both primary and secondary sources of data. Employee engagement is affected by a number of factors. Bakker and Demerouti (2008) indicate a variety of factors such as job resources, the salience of such resources and personal resources as some of such factors that affect employee engagement. The importance of employee engagement is underscored by the associated benefits of this engagement. Such benefits include improved performance and a willingness on the part of the employee to go the extra mileBakker and Demerouti (2008). Other surveys have found such employee engagement to be positively related in-role performance. These are just some of the benefits that are expected when employees are engaged in their work. One of the many factors that can be expected to affect employee engagement levels is performance appraisal policies of an organization. This is because performance appraisal policies are policies, and like any other policy; they are bound to affect the relationship that exists between the employee and the organization. Performance appraisal is usually targeted at assessing employees’ productivity and determining whether they are working in accordance to the company’s goals and objectives. Moreover, such appraisal is then used to determine appropriate rewards and/or

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The Dome of the Cathedral, Florence Essay The Cathedral was designed and built in between 1377-1466 by the architect and visionary Fillipo Brunelleschi and numerous others. However parts of the building appear to date back to the 11th century, by a sculptor Arnolfo di Cambio (Farfan, 2001). The cathedral itself is located north of the Piazza del la Signoria and towers over the city. Initially there had been a great deal of competition with regards to who would be granted the contract of building the dome (also known as the Santa Maria del Fiore), but Brunelleschi used the innovative idea of constructing the dome support structure without a wooden center (Farfan, 2001). In 1420, Brunelleschi was granted the contract that involved the inner support being constructed from brick alone (Farfan, 2001). 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Bricks were laid using the ‘herringbone’ method, being laid on sloping beds in a ring like fashion, the spirals are closed with protruding bricks laid lengths ways instead of breadth. The cones within the spiral are divided into 5 equal geometric points in order to locate the ‘pointed-fifth curvature’. The axis of the inverted dome corresponds directly with the domes outer structure. The slack line corresponds with the bricks beds resting on the inverted cone surface. As work commenced the domes vertex shifts upwards (Farfan, 2001). The completed dome is supported by 3 half domes on the exterior of the structure. The ‘quinta acuto’ (eight corner ribs), the method of the radius divided into four-fifths of the maximum crossing span, is visible in even the half domes (Salvadori, 1980). Sandstone bricks were used within an iron reinforcement, prevent the collapse if the dome under pressure from its parallels (Salvadori, 1980). This was the largest dome built without wooden centering. This was the first instance that Doric, Ionic and Corinthian orders were used in architecture since the ancient times. Constructed out of sandstone and iron reinforcements, Brunelleschi designed tiles for the surface of the dome that would be easy to maintain and resist the elements (Salvadori, 1980). The outer facades are constructed with visible cantilevered arches, presenting themselves as alcoves facing onto the street below. Atop the Dome is Brunelleschi’s famous lantern which is hollow marble. The ornately decorated exterior is what can be described as truly Renaissance grace, elegantly yet elaborately consisting of numerous alcoves, facades and frescoes. The main facade is pink and green. The interior has stained glass windows in order to allow as much light in as possible and the paving entering the dome is marble. The interior also has frescoes of The Last Judgement, by artists Giorgio Vasari and Frederico Zuccari. The interior is extremely vast with extraordinarily high ceilings and is extremely well lit. The oculus sheds a direct beam into the middle of the building. The Duomo itself fits in with the Renaissance architecture surrounding it, including The Baptistery designed by rival Ghiberti, whose equally Gothic sculpture and is equaled if not surpassed by Brunelleschi’s ornate facade. All machinery and hoists used in the building of the dome have been removed, however numerous modern students of architecture have rebuilt models using versions of the machinery that would have been utilized, as well as making bricks in the same way as Brunelleschi would have done. Because of the openness of the structures interior, it is easy to move around in and facilitates vast numbers of people at one time. It is also constructed so that most of the inner quadrant can be viewed from the center of the building. Brunelleschi initiated the idea of linear perspective, with all points converging to a centralized point, this is evident in his construction of the dome particularly. This was also the beginning of the humanism approach, focused on the sensibilities of people. This meant that the building itself had to be as user friendly as possible while still being an aesthetic asset to the city. The idea of perspective for Brunelleschi was the most important aspect of humanism, drawing from the postulate that art is how the person views their world. Therefore the artistry of the dome had to by some standards be appropriate to the period, social climate and what the people of the city were expecting (see footnote 2). As a result, much of the richness associated with renaissance art is visible in the construction of the dome, but it remains relatively unobtrusive, its colors being predominantly bronzes and burnt browns. The interior flagged marble floor has alternating pieces of dark ruddy brown and cream, making at more aristocratic than religious. This lends itself heavily on the idea that the initial purpose of the dome was not religious, but more a centerpiece around which the city could be arranged. It has the ‘landmark quality’ that associates it with other countries and cities almost via its competitiveness. The entrance to the dome, through Giotto’s bell tower, which was completed only after the death of Brunelleschi. Three doors mark the entrance and exits of the dome. The main door is called the Almond door due to its elliptical shape. It has a painting of The Assumption of Our Lady Into Heaven, by the painter Nanni Bianco. Rich renaissance colors mark this painting as a distinct aspect of renaissance culture. High up on the side portals of the main painting are two small statues of the prophets by sculptor Donatello. There is also a mosaic in the lunette of the portal door, by the artists Domenico and Davide Ghirlandiao. Due to the three small domes supporting the dome itself, entrances and exits are through these portals, meaning that one can basically enter and proceed through the opposite entrance if necessary. The Dome of Florence Cathedral could basically be described as a landmark that does not intrude on other buildings within the Florentine setting, instead it serves as a central point in the city and has become a tourist attraction over the years. For students, the remarkable invention of stone supported domes has also become a topic of discussion. Previously having used wooden support scaffolds, the stone version may have been costly and time consuming but it gave the opportunity to build stronger and larger constructions. IT has been used over centuries as a gathering place for local meetings and also to house the some of the nost beautiful renaissance artworks of time. It is possible that Brunelleschi’s ideas about light and space influenced more modern architects such as Lloyd Wright, whose ideology was to allow as much natural light as possible into the building. The colors of the interior of the dome allow this natural light emanating from the oculus to be expanded and rather than giving the cold internal feel such as some of the older basilica’s would, the dome gives off an intensely warm energy. This was certainly an invention that changed the face of architecture and has long held it position in the history of the art. Sources: â€Å"Dome: Almond Door†. 2008. FirenzeViva. com. Accessed: 10 February 2008. (http://www. firenzeviva. com/duomo-firenze/duomo_almond_door. htm) Farfan, Maria. 2001. â€Å"Dome Structures: Santa Maria Del Fiore (Florence). † McGill University, Philosophy of Structures. Accessed 10 February 2008). http://www. arch. mcgill. ca/prof/sijpkes/arch374/winter2001/sfarfa/ensayo1. htm Salvadori, Mario. 1980. â€Å"Florence Cathedral – Dome†. Architecture Around The World. Accessed: 10 February 2008. http://www4. bfn. org/bah/a/virtual/italy/flor/cath/dome. html â€Å"The Early Renaissance in Florence† (date unknown). NGA. Accessed: 10 February 2008. http://www. nga. gov/collection/pdf/gg04en. pdf

The American :: essays research papers

At night I toss and turn watching my mind’s replay of people jumping out of the WTC, a hundred stories up. I hold back tears at every US flag flying at half-mast, at every sign of solidarity. I struggle to talk, to smile, to hope. I’m explosive. My fury is the rumbling building; my heart pumps jet fuel. My mind burns and tears at the walls of reality, and my world crumbles. All that is left is a bent and smoldering fury and not a soul upon which to direct it.   Ã‚  Ã‚  Ã‚  Ã‚  War. Our flag waves war. Red, war. White, war. Blue, war. I see war in our faces. I hear war in our voices. It parades down streets, it titles our resolve: New War. I have heard citizens call for war, my father demand war, my country declare war. My humanity screams war! And then falters without a guilty people, without a guilty country, without a guilty religion upon which to wage it.   Ã‚  Ã‚  Ã‚  Ã‚  Yet I struggle to find an enemy; we all struggle to find an enemy to rise against and crumble. I want to destroy their cause, their existence. I want to rage. But I am left unaided to commune with my country, the world -- humanity. We weep amidst rubble and smoke, death and fear. We weep at the tragedy; we weep without justice.   Ã‚  Ã‚  Ã‚  Ã‚     Ã‚  Ã‚  Ã‚  Ã‚  Do we strike? Bomb Afghanistan, bomb the Taliban, bomb countries that may have transgressed against us? There is our war! Do we not have the greatest power in the world? Our might is legendary. Our power, beyond challenge. Why should we entertain repose, even for a moment? Let us strike first and then consider!   Ã‚  Ã‚  Ã‚  Ã‚  Why find the Terrorist who wielded destruction on America? Are they all not to blame? Why wait? We know who they are; we know where they are. So, let us bring the mighty hand of America upon their doubtful heads and shatter them into a thousand pieces like so much sand in the wind.   Ã‚  Ã‚  Ã‚  Ã‚  But is that not what we should fear? From one hateful group, we spawn a thousand. In one death a thousand stand furious, determined. Will not their violence reap violence a thousand fold? And thus we will be forced to fight them all, tens of thousands, and one by one a thousand born.   Ã‚  Ã‚  Ã‚  Ã‚  And should we believe that a single man could do so much? As if terrorism sprouted from a single soul whose removal would allow tranquility’s return?

An Analysis of Kfc’s Marketing Mix

| | | | | | AN ANALYSIS OF KFCs MARKETING MIX MEMORANDUM OF TRANSMITTAL DATE:September 6, 2011 SUBJECT:AN ANALYSIS OF MARKETING MIX OF KFC Here is the report you requested on the marketing mix of KFC with special emphasis on the youth. The study included both primary and secondary research. The primary study focused on the students of GIM. From our analysis we conclude that no particular competitive strategy is guaranteed to achieve success at all times. The â€Å"four P’s† of marketing (product, price, place and promotion) provide a good starting point for consideration of the requirements of strategy implementation in the marketing function.The mix of these marketing elements should be appropriate and the plans for each of the elements should also be appropriate. Promotion is more than advertising. The location, size and nature of markets which the business strategy defines will guide promotion mix decisions and should indicate the content of promotional material as w ell. Pricing is a complex issue because it is related to cost, volume, tradeoffs etc. and because it is frequently used as a competitive weapon. ii TABLE OF CONTENTS MEMORANDUM OF TRANSMITTAL†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ i EXECUTIVE SUMMARY †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ iv AN ANALYSIS OF KFCs MARKETING MIX †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 1 THE KFC STORY – HOW IT ALL BEGAN†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚ ¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 2 KFC INDIA AND MARKETING MIX OF KFC†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 3RESEARCH METHOD†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. CONCLUSIONS †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 11 RECOMMENDATIONS †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã ¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 12 APPENDIX†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 13 REFERENCES†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 14 iii EXECUTIVE SUMMARYPurposes of the report The main purpose of the report is to (1) Analyze the marketing mix of KFC and (2) perform a thorough market analysis by mainly targeting the youth through a consumer survey. The analysis incorporates â⠂¬â€œcompany analysis, competitor analysis, marketing mix analysis, corporate strategies and our recommendations. The data was collected from students in GIM and around 100 responses were collected in all. Main Marketing Strategy of KFC The main finding of the research was that there is no particular success strategy which can guarantee success of an organization.Every organization has to formulate its own strategy to be successful. The marketing strategy of McDonald’s is consumer oriented which is the reason for its success in India. Recommendations To become a more desirable employer McDonalds should aim to provide better working conditions, allow the existence of unions, and increase the number of training schemes. Also, McDonalds’ workforce has a high share of teenagers, although there is no requirement for employees to be of this age. iv AN ANALYSIS OF KFC’s MARKETING MIX1To analyze and study the marketing mix of KFC that it has used to establish its positi on in the Indian market today. The main purpose of this report is to understand the various marketing strategies applied by KFC to establish itself as a successful brand in the fast food industry. The analysis has been substantiated by collating information collected through online surveys. The report attempts to understand the positioning, segmenting and targeting methodologies used by KFC in order to acquire considerable market share.The report is significant in understanding the focus of the marketing strategies and the importance of a consumer oriented approach in the Indian scenario which is the primary reason for KFC’s success in the Indian market. The recommendations suggested by this report can be considered for improving the work environment of the various outlets. The scope of this report is limited to consumption preferences of the students in GIM. The KFC Story – How it All Began KFC Corporation (KFC), founded and also known as Kentucky Fried Chicken, is a chain of fast food restaurants based in Louisville, Kentucky, in the United States.KFC has been a brand and operating segment, termed a concept of Yum! Brands since 1997 when that company was spun off from PepsiCo as Tricon Global Restaurants Inc. KFC primarily sells chicken pieces, wraps, salads and sandwiches. While its primary focus is fried chicken, KFC also offers a line of grilled and roasted chicken products, side dishes and desserts. Outside North America, KFC offers beef based products such as hamburgers or kebabs, 2 pork based products such as ribs and other regional fare.The company was founded as Kentucky Fried Chicken by Colonel Harland Sanders in 1952, though the idea of KFC's fried chicken actually goes back to 1930. The company adopted the abbreviated form of its name in 1991. Starting in April 2007, the company began using its original name, Kentucky Fried Chicken, for its signage, packaging and advertisements in the U. S. as part of a new corporate re-branding prog ram; newer and remodeled restaurants will have the new logo and name while older stores will continue to use the 1980s signage.Additionally, Yum! continues to use the abbreviated name freely in its advertising. Born and raised in Henryville, Indiana, Sanders passed through several professions in his lifetime. Sanders first served his fried chicken in 1930 in the midst of the Great Depression at a gas station he owned in North Corbin, Kentucky. The dining area was named â€Å"Sanders Court & Cafe† and was so successful that in 1936 Kentucky Governor Ruby Laffoon granted Sanders the title of honorary Kentucky Colonel in recognition of his contribution to the state's cuisine.The following year Sanders expanded his restaurant to 142 seats, and added a motel he bought across the street. When Sanders prepared his chicken in his original restaurant in North Corbin, he prepared the chicken in an iron skillet, which took about 30 minutes to do, too long for a restaurant operation. In 1939, Sanders altered the cooking process for his fried chicken to use a pressure fryer, resulting in a greatly reduced cooking time comparable to that of deep frying. In 1940 Sanders devised what came to be known as his Original Recipe.The Sanders Court & Cafe generally served travelers, often those headed to Florida, so when the route planned in the 1950s for what would become Interstate 75 bypassed Corbin, he sold his properties and traveled the U. S. to sell his chicken to restaurant owners. The first to take him up on the offer was Pete Harman in South Salt Lake, Utah; together, they opened the first â€Å"Kentucky Fried Chicken† outlet in 1952. By the early 1960s, Kentucky Fried Chicken was sold in over 600 franchised outlets in both the United States and Canada. One of the longest-lived franchisees of the older Col.Sanders' chicken concept, as opposed to the KFC chain, was the Kenny Kings chain. The company owned many Northern Ohio diner-style restaurants, the last of which closed in 2004. 3 KFC India KFC is the world’s No. 1 Chicken QSR and has industry leading stature across many countries like UK, Australia, South Africa, China, USA, Malaysia and many more. KFC is the largest brand of Yum Restaurants, a company that owns other leading brands like Pizza Hut, Taco Bell, A;W and Long John Silver. Renowned worldwide for its finger licking good food, KFC offers its signature products in India too!KFC has introduced many offerings for its growing customer base in India while staying rooted in the taste legacy of Colonel Harland Sander’s secret recipe. Its signature dishes include the â€Å"crispy outside, juicy inside† Hot and Crispy Chicken, flavorful and juicy Original Recipe chicken, the spicy, juicy ; crunchy Zinger Burger, Toasted Twister, Chicken Bucket and a host of beverages and desserts. For the vegetarians in India, KFC also has great tasting vegetarian offerings that include the Veggie Burger, Veggie Snacker and Veg R ice meals.In India, KFC is growing rapidly and today has presence in 11 cities with close to 50 restaurants. 4 Marketing Mix of KFC – 4Ps of marketing Product Streetwise: Veg Snacker, Chicken Snacker, Snack Box, Rizo Rice, Rizo Gravy, Mini Krusher Snacks: Popcorn Chicken, Hit Wings, Boneless chicken strips Veggie Selection : Veg Snacker, Veg Zinger, Veg Strip with Salsa Toasted Wraps Burger: Veg Zinger, Chicken Zinger, Tower Zinger Box Meal Chicken Delight : Fiery Grilled, Hot and Crispy, Original Recipe Bucket Chicken Signature sides: Corn on the cob,  Coleslaw, FriesKrusher: Frappe, Iced Mochaccino, Iced Kappucino Desserts: Soft wirl, Choamor, Brownie Sundae Price KFC follows both optional  pricing  and mixed  bundling  pricing. A consumer can buy dishes from the basic menu and go for add-ons (Optional pricing) and there are combo offers which comprise a mix of items. The pricing of products ranges approximately from 25 Rs. to ~675 Rs. KFC has variety of options i n each category, For e. g. : In Bucket, there are menus with 8pcs, 12pcs and also 12pcs variety bucket(Hot ; Crispy Original Recipe and Chicken Strips). PlaceKFC initially opened its outlets in metros and Tier I cities, now it has gradually moved to Tier II cities where the buying power is one the rise due to rapid urbanization. KFC has its outlets in all major cities and has overtaken Pizza Hut in Quick service restaurants. By the year 2015, KFC is expected to have 500 outlets in India. Promotion KFC does promotional activities by offering add-ons to the existing menu, gift coupons, T-shirts, Kids meal etc. KFC promotes its products through LCD displays kept inside its outlets which promotes their products and kindles desires among consumer.India being the country with largest youth population has favored the growth of KFC and it has become the fastest growing fast food chain in India pushing aside McDonalds’ and Pizza Hut. 5 Competitors Analysis KFC has been a leading fast- food outlet in the country. But it has a lot of competition and these are eating away into its market share. It has its traditional rivals like McDonald’s, Dominos, Pizza Hut and the firm encounters local challenges like Burger King, Smoking Joes. Burger King competes on the fact they serve jumbo burgers at a very competitive price and also use an approach to serve burgers quickly.In the current scenario with such competition only convenient and fast service is not sufficient to differentiate the firm. And for this differentiation a need to enrich the overall experience is required. This is done by providing the customers a holistic experience at the outlets. The outlets are no more only mere eating joints but are a place for recreation and are an important destination for family dinners. To stay in the competition it is essential to continuously keep reviving your product and its lifecycle. This should be done keeping in mind the customer requirements and the changing trends .The new Krushers which have been introduced in four different flavors is a technique to increase their product reach and thus customer satisfaction. 6 Research Methodology Objective of the research The main purpose of the report is to (1) Analyze the marketing mix of KFC and (2) perform a thorough market analysis by mainly targeting the youth through a consumer survey. Scope of the study The scope of the study is limited solely to about 100 students of GIM selected as a sample for the purpose of research. This may hence not be a total reflection of the whole population of KFC’s consumers. Sources of data Primary sources: The primary data was collected through questionnaires. They were filled using the scheduled method of data collection by the researcher. * Secondary sources: The secondary sources like the internet were used for collecting information regarding the sample and were also used for analysis. Limitations of the research The limitations of the research were as fol lows: 1) Lack of proper experience on the part of the researcher in conducting such studies in the past. 2) The time period for carrying out the research was short as a result of which many facts have been left unexplored. ) The area for study which is quite a large area to judge out the consumer preferences 4) Only 100 respondents have been chosen which is a small number to represent the whole of the population. 5) While collection of the data many consumers were unwilling to fill the questionnaire. 7 Survey Questionnaire Q. Which city do you belong to? * Kolkata – 10% * New Delhi – 20% * Pune – 15% * Mumbai – 18% * Others – 37% 8 Q. Which is your beloved KFC product? * Zinger Burger – 32% * Chicken Strips – 11% * Chicken Wings – 15% * Krusher – 18% * KFC original Recipe chicken – 24 %Q. Concerns faced at KFC Outlet? 9 * Long Queues – 19% * Congestion – 10% * Delay in service – 11% * No probl em – 28% * Others – 32% 10 Q. Is the range offered at KFC adequate? * Yes – 21% * No – 42% * Satisfactory – 37% 11 Q. Suggestions for Improvement? * Delivery on time – 17% * Product variety – 11% * Capaciousness – 28% * Prices – 12% * Offers and discount – 14% * Others – 18% Q. What is the first thing that comes to your mind when you think about KFC? 12 * Burger – 29% * Service – 5% * Value for money – 11% * Special KFC Chicken – 44% * Others – 11%Conclusion 13 * The competitive strategy be varied according to the dynamic customer demands and there is no guaranteed formula to achieve success at all times. * Various internal and external factors affect the risk attitudes of the industry. Thus the â€Å"four P’s† of marketing (product, price, place and promotion) provide a good starting point for consideration of the requirements of strategy implementation in t he marketing function. * A great deal of research is required to arrive at the right mix of these marketing elements. Market research forms the basis of marketing decisions catering to consumer needs and appropriate marketing are designed to meet those needs. The distribution system brings the product or service to the place where in can best fill customer needs. * The distribution channels can make a lot of difference between success and failure of a new product. Integration of distributors, wholesalers and retailers is extremely important. * Promotion and advertising form the core of marketing. The location, size and nature of markets is defined by the business strategy and that also guides the promotion mix as well as content of promotional material. 4 Recommendations * Menu diversification to accommodate more healthy foods could be regarded as necessary in the future. * Better working conditions and training schemes to ensure higher employee productivity. * The environmental pol icies need to be communicated to the public at large. * The key to KFC’s success will be a continuation of their product consistency, better location choices and improved retail business model execution, particularly with regard to the training of employees. * Also, they should work on the capacity of their joints. 15 References Bibliography KFC – Yum! Brands – Defining Global Company that Feeds the World. n. d. ). Retrieved from KFC – Yum! Brands – Defining Global Company that Feeds the World: www. yum. com/brands/kfc. asp Welcome to KFC. com. (n. d. ). Retrieved from Welcome to KFC. com: www. kfc. com Wikipedia. (n. d. ). Retrieved from Wikipedia: en. wikipedia. org/wiki/KFC http://www. kaizencoaching. com. au/articles/basics_marketing_PLC. htm. (n. d. ). Kotler, P. , Jha, M. , Lane, K. , ; Koshi, A. (2009). Marketing Management. Pearson Education. 14 Appendix Exhibits 1. KFC Menu in India SAMPLE QUESTIONAIRE: The online survey questionnaire can be viewed at the below mentioned link

Lear and the Fool

1. How does William Shakespeare use changes in the Fool’s dialogue to mirror changes in Lear’s own perspective? Choose quotes from the sheet that support your argument. 2. How does William Shakespeare use the Fool to reflect Lear’s own thoughts and fears? Use a quote from the sheet to support your argument. The Fool’s dialogue is like a mockery of King Lear – he speaks pure honesty of Lear but adds hints of comedy to balance out the rudeness implied. The Fool re-enacts King Lear’s life by acting out his choices and proves how much of an oblivious and naive fool King Lear was before. The Fool creates a figure – much like King Lear, to act out the foolish behaviour that Lear had behaved earlier such as giving his kingdom to his two daughters, Regan and Goneril because he had trusted them. Now that the true figure of his daughters have been revealed, showing their dishonesty and evil nature, King Lear is upset that he had held that much trust in them and the Fool is represented in there to show Lear’s failure as a King. The quote, ‘if thou wert my fool, nuncle, I’d have thee beaten for being old before thy time’ represents that now the Fool believes that King Lear is now the real fool. Why did William Shakespeare include mockery and obscene humour in such tragic play? Which part of the audience would appreciate this the most? Give examples from the quotes supplied. The mockery used by the Fool is to balance out the tragic honesty and brutality with comedy to ease and balance it out so that the play is not all tragedy. The audience that were the closest to the stage were given direct jokes from the Fool about the protagonist, this is usually done to the closest to the stage – which were usually the poor people since they would not be able to receive any seats higher.

Stanislavski Essay essays

Stanislavski Essay essays Constantin Stanislavski (1863-1938) was born into a wealthy Russian family who took part in the acting scene. Stanislavski was then shown the ropes at an early age when he joined a family friends theatre group. Stanislavski was an renowned practitioner of the naturalist school of thought. He developed the Stanislavski System other wise known as The Method. The most fundamental principle of Stanislavski's teaching is that the actor must live the life of the character that he is portraying, he must learn to think like the character and behave like the character, to become the character both physically and mentally. This, he believed, is the only way to achieve total realism. The actor must also extend this exercise of imagination to include the costumes that he wears, the articles that are in the set and the props that are used. If there is a prop then he must invent a history of where it was bought, by who and how it has come to be in this particular location, therefore completing the imaginary world which will then contribute to his performance In addition, to achieve this Stanislavski said, "the actor must first of all believe in everything that takes place onstage, and most all, he must believe what he is doing. To give substance to his ideas, Stanislavski studied how people act in everyday life and how they communicated feelings and emotions; and then he found a way to portray the same things onstage. He developed a series of exercises and techniques for the performer which had the following aims: 1) To make the outward behavior of the performer - gestures, voice, and the rhythm of movements- natural and convincing. 2) To have the actor or actress convey the goals and objectives-the inner needs of a character. 3) Even if all the visible signs of a character are mastered, a performance will appear superficial and mechanical without a deep sense of conviction and belief. 4) To make the ...

The Mechanics of Profit Maximization Essay Example | Topics and Well Written Essays - 750 words

The Mechanics of Profit Maximization - Essay Example Marginal Revenue Q = 100 – 0.5P 0.5P = 100 – Q P = (100/0.5) – (Q/0.5) P = 200 – 0.5Q TR = P*Q = (200 - 0.5Q) Q TR = 200Q - 0.5Q^2 MR = dTR/dQ = 200 – Q Marginal Cost TC = 100 + 60 (Q) + (Q) 2 AC = TC/Q = 100/Q + 60 + Q MC = dTC/Dq = 60 + 2Q B) Demonstrate that profit is maximized at the quantity where MR = MC. MR = MC MR = dTR/dQ = 200 – Q MC = dTC/Dq = 60 + 2Q 200 – Q = 60 + 2Q 140 = 3Q Q = 46.67 C) Derive the relationship between marginal revenue and the price elasticity of demand, and show that the profit-maximizing price and quantity will never be the unit-elastic point on the demand curve. The relationship between marginal revenue and the price elasticity of demand can be summed as the percentage change in revenue equaling total percentage changes in quantity and price. R = PQ dR = PdQ + QdP dR/R = PdQ/PQ + QdP/PQ dR/R =dQ/Q + dP/p D) Using the information in (B), demonstrate that the profit-maximizing price and quantity will nev er be in the inelastic portion of the demand curve. ... 8) Explain the difference between firms in monopolistic competition and firms in oligopoly. What does this difference mean for prices and quantities and for economic profit? Firms in monopolistic competition contain large number of small firms, while in an oligopoly contain a small number of large firms (Amosweb, 2013). Also, monopolistic firms are price takers, while oligopolistic firms are price setters. Since oligopolies set the prices of quantities rather than take the prices, they can affect the outcome of the economic profit, where if they set the price high, they earn more profit. The monopolistic firms cannot afford to set the prices high because they cannot compete with oligopoly firms in terms of setting prices (Varun, 2013). With the small number of large firms in oligopoly, it is easier for one firm’s action to influence the action of other firms (Brunelle, 2006). For instance, if one oligopoly firm reduces its price because of increased quantities it will affect t he entire market because it would imply other monopolistic firms would have to reduce their prices and may reduce their profit. 9) A firm has estimated the following demand function for it products: Q = 8 – 2P + 0.10I + A Where Q is quantity demanded per month in thousands, P is product price, I is an index of consumer income, and A is advertising expenditures per month thousands. Assume that P = $10, I = 100, and A = $20. Based on this information, calculate values for: Quantity Demand Q = 8 – 2P + 0.10I + A Q = 8 – 2 (10) + 0.10(100) + 20 Q = 18 Price Elasticity of Demand ed = dQ/dA ed = 1 Advertising Elasticity ae = dQ/dA x A/Q ae = (1) x (20/18) ae = 1.11 % meaning 1 percent

How can Human Resources protect an organization from the risks and Essay

How can Human Resources protect an organization from the risks and liabilities associated with HR Technology and Digital Communications - Essay Example Human resource management is a company’s first contact point with its employees because it is the arm of the company that recruits and as such it is in a good position to train them on how to use its technology and digital communications responsibly. User training is important in protecting organizations from the risks and liabilities associated with human resource management technology and digital communications because many of these risks arise from their inappropriate use (Baldwin, 2010). The human resource department should train employees on the organization’s acceptable-use policy for its digital machines and software applications. Important areas that this training can touch on include proper use of the email system, password administration guidelines, login requirements and desktop security. Some of the training activities that can help protect against risks and liabilities associated with human resource management technology and digital communications can include sensitizing employees about policy changes, in-person seminars and web-based courses. Requiring employees to sign a security awareness agreement at the end of every training session enhances employees’ adherence to policies on human resource technology and digital communications security policies (Kerr et. al., 2011). The human resource department should adopt mechanism that can help detect user violations of responsible and acceptable use of human resource technology and digital communications which can bring risks and predispose the organization to liabilities. Timely detection of such violations enables timely mitigation of risks and the management of the things that damage a company’s reputation and brand. The human resource department should require auditors to assess for the effectiveness and adequacy of IT security policies and procedures to protect against risks and