Monday, March 23, 2020

The Island Armin Greder Essay Example

The Island Armin Greder Essay Armin Greder’s picture book The Island is a powerful allegory that depicts fear of strangers and ignorance which satirises the majority’s exclusion from the unknown and highlights the importance relationships and communicates acceptance. The barriers which prevent acceptance are demonstrated in The Island widely through the differences of appearance. The islanders do not accept the protagonist’s dissimilarities and his ostracism is shown through the first double page. A small, vulnerable man stands naked and ultimately exposes his vulnerability and whose confused expression signifies disconnection to the environment. The simplistic art shows how lonely the stranger is and the emphasis on the white proposes emptiness. This is juxtaposed with the satirical image on the next page, giving a sense of caricature of robust, homogenous, judging, threatening men that expose their enormity and conformity in a primitive society. The irony of farming tools being used as weapons instead of taking care of the land shows how xenophobic these people are and highlights the individual’s helplessness and the strength the pursuers have massed against him due to the fact that he is different. Essentially, seeing the satirical and mocking contrast of the two images we are able to see that difference cannot be accepted into an ignorant, homogenous culture. The consequence of being in a bland society and having the security of being in a group is that it can affect a person and may obscure their personal opinions. Specifically when the fisherman spoke up and â€Å"some people agreed with the fisherman but the others were louder†. This demonstrates the voicelessness and defencelessness in our society and shows how social repression can create a context where those who are different are demonised, isolated and persecuted. We will write a custom essay sample on The Island Armin Greder specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on The Island Armin Greder specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on The Island Armin Greder specifically for you FOR ONLY $16.38 $13.9/page Hire Writer The text highly contrasts with the images in this book and provide a satirical, humorous feeling. â€Å"So they took him in† is juxtaposed with the islanders marching the man away with perilous weapons and we see that the text is saying something positive while the images are negative. The use of â€Å"they† also connotates the conformist civilization, instead of using a specific individual name, the people are defined by a group. The satanic caricature of the priest symbolises the devil and how institutions such as education, family, law and religion all manifest into concordant, alike ways of thinking. This is portrayed when a mother warns her child about the man â€Å"he will come and eat you if you don’t finish your soup! † The allusion of the Big Bad Wolf and threats in family life proves the irony of a primitive society that cannot think for itself. We can see that the community is dismissive to any inimitable opinions and lack of identity is apparent. Consequently, the satire and analogy in The Island makes us see the exclusion of a unique individual which results into intolerance and inconsideration of the other.

Friday, March 6, 2020

Cinderella A Comparative Critique Essay Example

Cinderella A Comparative Critique Essay Example Cinderella A Comparative Critique Paper Cinderella A Comparative Critique Paper As children we have all heard the story of Cinderella many times before. In this story we are enchanted by a magical idea that fairy tales exist, true love is real, and that there is such a thing as a happy ending. Two authors, Catherine Orenstein and Peg Streep, both write articles based off of the story of Cinderella and what they believe are the true hidden meanings behind the story. The article â€Å"Why the story of Cinderella Still Enchants† by Peg Streep is more focused on the happily ever after ending than Catherine Orenstein’s article â€Å"Fairy Tales and a Dose of Reality†. Orenstein thinks people have made Cinderella into a reality fairy tale that is not so much based on true love but more on the false appearance that there is one. Many people when they were children heard of â€Å"Cinderella† as long with many other children stories. It sparked their imaginations and their beliefs in fairy tales. Some children did grow out of the true love fairy tale and some grew up to still believe in it. Orenstein’s article exceeds all the childish magic, unlike Streep’s article. Orenstein says the story has blinded many in the hopes of looking for a fairy tale love, and they focus too much on the reality of true love and happily ever after’s. However, Streep’s article states that â€Å"Cinderella† is a story that children fall back on whenever they feel left out. It is a story that is relatable to the child’s emotions. The children will see that Cinderella is unwanted and underappreciated but that she then gets what she wishes for all thanks to magic. Both authors give more of their opinions than actual facts on how people were truly affected by the â€Å"Cinderella† story. Orenstein concentrates on reality television bringing up our childhood fairy tales and how they use illusions on try to portray our fairy tale fantasies in real life. She uses shows such as â€Å"The Bachelorette,† â€Å"Married by America,† and â€Å"Th

Tuesday, February 18, 2020

Ingle-family detached residences Essay Example | Topics and Well Written Essays - 1750 words

Ingle-family detached residences - Essay Example Now is a great time to invest in a home in Dallas. This is the position that is going to be argued for. According to Dallas Dirt Magazine, â€Å"Despite the worst about [various neighborhoods in Dallas],folks always clamor to live there† Property values are apparently suffering because of unethical treatment to animals in the area. Additionally, Dallas has difficulties with its housing market due to the fact that sometimes, commercial areas are notorious for not being separated from residential living areas. This poses a serious problem and must be ameliorated, or else the community will suffer. SLP 1 Question 2) Identify an area you believe to a sound area in the Dallas MetroPlex for real estate investment. (Don't just say "Dallas" or "Dallas Area" - try to be more specific - identify a particular area of town.) Explain why you chose this area. http://recenter.tamu.edu/ (100 words) According to Dallas Dirt (2010), some of the more desirable neighborhoods include â€Å"who is doing the best in this market†¦[including neighborhoods such as] Park Cities, Westlake, Southlake, North Dallas/Preston Hollow, despite the Dallas City Council [problems]. Also[, other good areas in which to live include] Coppell, Irving, Oak Lawn† (pp. 1). These cities are preferred by the people who chose to live in them due to their high popularity. Basically, people currently prefer to live in areas where the people in the neighborhood are understanding, compassionate, and feel like genuine neighbors who care about the person moving in next door. SLP 1 Question 3) Discuss your selection in (2) based on price ranges of homes in the general geographic area.   Give specific values on the ranges and tell me where you found the data to support the range you cite.   (131 words) The certified estimated value report for 2010 based on market value of real estate in the University Park neighborhood in Dallas is estimated to be â€Å"$6,863,828,520,† according to the Dallas CAD (Central Appraisal District) Estimated Value Report (2010, pp. 1). The average value of a home in University Park, for example, is $856,797; of course, this is not necessarily representative of the area. Homes in Dallas tend to range between $53,000 and $200,000 in general, although there are some homes ranging up to $200K to over a million dollars (Dallas CAD Average Values for Single-Family Detached Residences, 2010, pp. 1). â€Å"One of the most desirable neighborhoods in all of Texas, University Park (UP) is known for having some of the most beautiful Dallas homes† (Dallas Texas Real Estate, 2010, pp. 1). SLP 1 Question 4) Discuss your selection in (2) based on affordability of homes in the general geographic area.  Ã‚   Affordability refers to the cost of the home relative to the earnings of the local populace.   You may want to reference the Texas Real Estate Research Center Housing Affordability Index. (100 words) The Texas Housing Affordability Index ( THAI) Publication 1926 helped determine the housing costs relational to income. â€Å"With mortgage interest rates at historically low levels and a large supply of available properties for sale, afford- ability for the next several years should be at a favorable level [in Dallas] for households that can qualify for financing†¦ Even down times have an upside. Decreasing home prices, the higher volume of foreclosed homes available, tougher mortgage lending standards and reluctant buyers are combining to make Texas homes more affordable than anywhere in the United States† (THAI Publication 1926, 2010, pp. 3). SLP 1 Question 5) Discuss your selection in (2) based on anticipated future appreciation in value and/or rents.

Monday, February 3, 2020

Literature- Poetry Essay Example | Topics and Well Written Essays - 1250 words

Literature- Poetry - Essay Example Easily understanding the conceptual metaphor that life is a journey, when applied to the poem, those who choose to look beyond the imagery determine that the poem is telling us that individuals should strive to follow their own path in life rather than attempting to follow the paths that have been mapped out for them by others. It isn’t bad advice, but it isn’t exactly what Frost had in mind. According to biographer Larry Finger (1978), Frost once told an audience, â€Å"You have to be careful of that one; it’s a tricky poem - very tricky† (478) when referring to â€Å"The Road Not Taken.† While the conceptual metaphor still applies, a close reading of the textual cues of the poem indicate that Frost is not recommending which road should be selected, only providing a warning that, once selected, it is impossible to know what might have been missed had one followed the other way. Generally speaking, a conceptual metaphor is defined as a metaphor â€Å"that is so basic in the way people think about something that they fail to perceive that it is a metaphor† (â€Å"Conceptual Metaphor†, 2007). It is an idea that is brought forward by Lakoff and Johnson that illustrates that this connection is made at such a deep level that it cannot be avoided. â€Å"Lakoff and Johnson revealed, through theoretical argument supported by empirical investigation, the centrality of metaphor to thought exemplified in the ubiquity of metaphorical forms in everyday, conventional language† (Bailey, 2003). In other words, it is the means by which we are able to discuss our ideas and beliefs with others, which requires a shared language and cultural base and serves as a means by which we define ourselves. â€Å"Accordingly, we talk about things the way we conceive of them, and this is fashioned through and grounded in experience and culture: our basic conceptual s ystem ‘is fundamentally

Sunday, January 26, 2020

Importance of Employer Branding

Importance of Employer Branding Employer Branding 1.0 Introduction: Employer Branding is the most critical people management topic in todays flattened global business environment. The economic downturn has further brought attention to the importance of people in delivering the brand promise. Increasingly the shareholder value of a company rests in its intangible assets e.g. its people, reputation and culture. Organizations spend millions on their corporate brand. But how much do they invest in their Employer Brand? Employer branding plays an important role in attracting and retaining talent in the face of a shrinking talent pool. HR professionals are considered primarily responsible for employer branding initiatives, with most of the companies reporting HR as one of the key stakeholders in employer brand management. While employer branding is predominantly seen as the domain of HR, marketing also plays an important role 2.0 Literature review: 2.1 What is Branding? It is a way to package information about functional attributes, economic value, and psychological benefits so its easily understood and absorbed by the target audience. Marketers today engage in two different types of branding namely external branding and employer (internal) branding. The latter yet to pick up in full speed, has tremendous potential in this increasingly competitive scenario. 2.2 External Branding Defining External Branding: The image that an organization projects to consumers, suppliers, investors, and the public. An external brand gives information on the attributes of the goods or services to current and potential buyers. It answers questions such as: 2.3 Internal Branding Defining Employer Branding: The image that employees have about what what type of employer an organization is. Whether the brand is explicit or implicit- and even if it has not been deliberately developed- every organization has an internal brand. An Employer Brand (or Internal Brand) gives current and potential employees information about the employment experience and what is expected of them. It answers questions such as: Employer branding can be defined as â€Å"a form of the corporate branding by which companies establish an image of services they provide, in order to attract or motivate employees† (Bates, 2001).The below provides an overview of the different types of branding. Product branding focuses on communication to customers about the companys products. Corporate branding communicates the companys financial results to the stakeholders. In the marketing literature, the importance of reconciling perceptions of the firms internal and external image in managing the congruence of all brand messages has been recognized (Dukerich and Carter 2000; Duncan and Moriarty 1998). Not only does this positively influence the perceptions of these messages among employees, potential employees, and customers, but it also ensures that employees are ‘properly aligned with the brand and what it represents (Keller 2002). This allows employees to ‘live the brand and reinforces corporate values and expectations of performance among new and existing employees (Ind 2001). Ind also recognizes that some companies have de facto employer brands without a formalized marketing approach. However, at a time when the financial markets are increasingly recognizing human capital as a source of value for firms and shareholders (Cairncross 2000); Michaels et al. (2001) propose the explicit development and communication of the Employee Value P roposition (EVP) to attract and retain talented employees. Clearly, there are a number of different marketing inputs that contribute towards the formation of the employer brand, from the development of an EVP to recruitment marketing plans, and outputs which may require advertising, press coverage, sponsorship, word-of-mouth endorsement and contacts with employees (Kennedy 1977; Dowling 1994 2002; Stuart 1999). In this way, the formation of the employer brand image is closely associated with the firm in its role as an employer. In the recruitment literature, Gatewood et al. (1993) find that the employer brand image is a particularly significant predictor of early decisions made by new recruits about their employers. Turban et al (1998) find that employer brand image positively influences both applicant perceptions of recruiter behaviors and post-interview job and organizational attributes. As to how potential recruits form images of a particular organization, the phenomenon of signaling has been investigated and found to have an influence on employer brand image, particularly in the early stages of the recruitment process (Taylor Bergmann, 1987). That is, recruitment experiences are taken as ‘signals of unknown organisational characteristics (Barber, 1998; Rynes, Bretz and Gerhart 1991). For example, job applicants may infer employer brand values based on their recruitment materials e.g. an organization that emphasizes promotion and salary may be perceived as valuing dedication to career (Honeycutt Rosen 1997). Also, Goltz and Giannantonio (1995) found that recruits infer more positive characteristics about an organization when exposed to a friendly recruiter than an unfriendly one. Moreover, Rynes, Bretz and Gerhart (1991) find that line employees have a bigger signaling impact than staff recruiters and that both are conditioned by the feedback of applicants regarding their impressions of the employer brand image. Very often employer branding is thought to be restricted to recruitment communications and only be concerned with the attraction of employees. In reality however, this is not the case. An employer brand explains how the organisation has been communicating and engaging with all of its stake holders be it current, prospective or past employees. Another critical thing to be noticed is that unlike other branding initiatives, an employer brand is not a true brand in its own right. It is not something envisioned and executed by recruitment and advertising agencies that stands alone and separate. An employer brand will be successful only if it operates in conjunction with the organisations corporate and consumer brands. It therefore becomes pertinent to find a connect between employer brand and the existing brands and reflect the behaviours exhibited throughout the organisation, to investors and consumers. It should be able to bring out the real and the aspirational truth about working in an organisation and mirror the values that are exhibited through the external corporate and consumer brands. If there is a disconnect between the two, the ‘brand promise that is given to new employees will vanish as the reality of working in a very different organisation to the one promised. The roots of the concept of employer branding stretch back to the 1990s. However, due to uncomfortable market conditions and a grim recession, the concept could not flourish completely and it has only been in the last five years that employer branding has become a major force. In 1996, Simon Barrow and Tim Ambler gave this definition: We define the Employer Brand as the package of functional, economic and psychological Benefits provided by employment and identified with the employing company. The most significant role of employer branding is to provide a comprehensive framework for management to be able to define priorities, increase productivity and improve recruitment, retention and commitment. Employer branding may seem superficial from a certain point of view, since it is not directly helping in increasing the sales s and thus impacting bottom lines but it is definitely here to stay. Organisations have realised that its people provide one of the few distinct competitive differentiators in todays world. Good talent management makes sense and employer branding is an important part of an organisations armoury from now on. In order to be able to create a successful employer brand, there are three critical stakeholders who must be involved. Senior management: to give insight into the vision, strategic intent, core objectives, competition landscape and understanding of consumers attitudes towards the organisation. Key employee groups: in order to give opinions on the activities that take place on the work floor, benefits, management and communication within the organisation. Relevant external labour pools: to highlight their understanding of an organisation, any roadblocks to success and perception of the organisation in the market. Like all other kinds of branding exercises, employer branding does and will pay off. Following are some benefits to a good employer branding exercise: True differentiation in campuses from where recruitment is done Enthusiastic and aspirational set of messages to be sent out to potential as well as existing employees Mainting a brand consistency through the candidate/new starter journey A better understanding of how the organization is perceived externally Higher engagement levels for the existing employees Financial returns can also be observed in the long run through efficient employer branding practices. If the right kind of employer branding exercise is done, it will lead to a reduction in the amount of money needed to invest to bring good people into the business. The Employee Value Proposition (EVP) is an important outcome of employer brand. It essentially comprises of the promise that the organization makes to current, future and potential employees. In the process of defining an employer brand, the organizations EVP is automatically created. For example, on a recent employer branding project for HSBC, it was found that the central tenet of the organisation was the investment in, and development of, their employees. The organisation invests hugely in its people, there are opportunities to work locally, nationally and internationally. Because of these reasons the EVP that was developed for HSBC was ‘Here you can. As mentioned earlier, Employer branding is not just about reaching potential employees but also about the existing ones. It is about an employer promise which is consistently carried through all stages of employees experiences of that organisation through recruitment processes, into employment and then even after having left the organization. There is a strong correlation between the engagement and commitment levels and the different stages in the lifecyle of the tenure in an organization. An employee who joins an organisation with an exemplary EVP will exhibit high levels of commitment compared to if he were joining the organization with a poor EVP. After a year, if the EVP is correctly managed, commitment will fall but not as low as the commitment level in organisations with a poor EVP. 2.4 Current Scenario A lot of work has been done on employer branding, its importance, characteristics etc. Firms from diverse industry sectors have formally defined, and are strategically managing, their employer brands. There is no doubt that many practitioners view having a successful employer brand as desirable but there has not been much progress on measuring the effectiveness of employer branding. Quantifying employer branding is very critical from new talent point of view as an â€Å"index† is psychologically better conceived and also making a comparison among organizations. Currently analytics companies such as Hewitt Associates and Mercer conduct surveys for the best employer brands once every year based on certain parameters. However, these surveys are valid only for a certain period of time and there is no mechanism to compute the value of an employer brand at any other point of time. 2.5 Absence of Measurement of Effectiveness of Employer Branding: Sixty-two percent of respondents to a recent survey said they support employer brand initiatives, but only 24% have metrics in place to measure these initiatives. The research was conducted by the Bernard Hodes Global Network. Not surprisingly, â€Å"The study reveals that a key driver for employer brand development is the need to acquire talent in a competitive global market,† said Alan Schwartz, president and CEO. Other findings of the research include: The most frequently cited key expectations of employer branding were â€Å"ease in attracting candidates† (84%) and â€Å"recognition as employer of choice†(82%). Ninety-four percent of respondents use their corporate Web sites more than other channels, such as printed materials, to promote the employer brand. Seventy-nine percent of respondents reported that HR is one of the key stakeholders in managing the employee brand. 3.0 Research Objective The objective of the research is to develop a quantitative frame work on employer branding of organizations. As a first phase of this work, I would first identify key metrics to measure employer branding. The second phase of the study would develop a generic framework which would help new talent and/or organization to calculate the index of a brand as an employer. 4.0 Rationale Such a mathematical framework would help to estimate and compare the value of an employer brand at any point of time that would benefit all the stakeholders including current employees, potential recruits, competitors etc. It would enable organizations to understand if their efforts are in the right direction and how they stand vis-a-vis their competitors 5.0 Hypothesis All organizations make efforts to establish themselves as sought after employer brands. However, the perception of the employer brand varies from person to person be it a new talent or an existing employee. 6.0 Research Questions Identifying key attributes that employees/ new talent consider important when looking at an organization as an employer brand. Relative weightages given to the attributes identified above Developing an index to calculate comparable values for various employer brands across industries Research Methodology Research Design The study was divided in two phases. First phase was focussed on conducting an in depth secondary research along with qualitative primary research to identify wide range of attributes or metrics which impact employer branding of an organization. This was followed by the designing of questionnaire targeted at final year students at various post graduate colleges. The second phase of the study further analyzes the collected data to build up a mathematical relationship between these set of attributes and index of employer branding. The index would be a guide for new recruits to quantify the employer brand and also help them to compare employer branding of different employers. A total of 3 focus group discussions were conducted, which had respondents who were in their final year of graduation and could also be looked at as potential employment seekers. The participants in the FGD were students from management institutes like MICA, Lal Bahadur Shastri (Delhi) and Fore School (Delhi). Each group lasted for about approximately 90 minutes. The discussion guide contained questions about the respondents ‘ideal workplaces, naming the organizations that they would like to work for and the reasons for it, the attributes considered while considering potential employers, employers that they would least be interested in along with the reasons for it. The discussion finally concluded with the means and methods by which the students finally go about for seeking employment. The main objective of conducting focus group discussions was to come up with a set of attributes that capture all important aspects of employer branding. Through these focus group discussions I was able to arrive at a set of 48 attributes, all of which seemed extremely important from an ideal work place point of view. The following are the attributes that emerged from the various FGDs.: A friendly and informal working environment An attractive overall compensation package (Basic, HRA, LTA) (fixed component) Application of knowledge Bonuses (Variable Component) Brand name of the organization Customer-orientation Emotional attachment with organization Encouragement for new initiatives Feel good factor with the organization Financial Health of Company Flexible working schedule Frequency of appraisal cycle Gaining career-enhancing experience Global alignment of the organization (MNC) Good relationship with colleagues Good relationship with superiors Growth opportunities Humanitarian organisation gives back to society Impression formed by recruiters of the organization Industry in which company operates Innovative employer novel work practices Innovative products and services Internationally diverse mix of colleagues Job Content Job content and satisfaction Job security within the organization Knowledge sharing opportunities Knowledgeable supervisor Leadership style of supervisor Non-monitory benefits (medical check-ups, insurance at work place, club memberships, maternity/ paternity leave) Opportunities for overseas exposure Positive feedback from current or previous employees Products (essentials, luxury etc) Quality of Top Management Reputation of the organization Rewards recognition Scope for creativity Scope for lateral movement Stock Options Stress-free working environment Supportive and encouraging colleagues Supportive supervisor Synchronization between corporate goals and employee future plans Training and development of its employees Vision of Leadership Website of the organization Working hours/ week Working in shifts All these attributes were tested in the survey instrument to arrive at the final set of metrices for measuring the value of employer branding. Employer Branding in Times of Recession There are various points of views on how recession has impacted employer branding. On one hand, the thought process says that recession has increased the human resources because of widespread layoffs and thus made employer branding relatively less important. During the recession periods, one of the primary objectives in all the organizations was to increase the top lines while managing to reduce the bottom lines. And this was made possible by showing a number of employees the way out. Another point of view towards the impact of recession claims that it is at these times that an organizations behaviour towards its employees goes through a litmus test. This is the time for organizations to ensure not to spoil their employer brand by large scale termination of employment or general misbehaviour with its existing employees. Infact this is the time to step in and make efforts towards strengthening the employer brand along with being able to retain the talent in the organization. As has been noted by many HR experts, it always easier to retain an existing and trained employee rather than to get a new one. Thus, to conclude according to this second school of thought, employer branding becomes all the more critical in times of recession, making it even more important to retain existing talent. Data Collection Respondents: 102 respondents from Delhi and Ahmedabad, all in the final year of graduation from management institutes. Section 1: Demographics The demographics include variables such as gender, age, total number of years of work experience, monthly household income, area of management specialization. DEMOGRAPHIC VARIABLE: GENDER What is your gender? Frequency Percent Valid Percent Cumulative Percent Valid 1. Male 64 62.7 62.7 62.7 2. Female 38 37.3 37.3 100.0 Total 102 100.0 100.0 DEMOGRAPHIC VARIABLE: AGE What is your age? Frequency Percent Valid Percent Cumulative Percent Valid 1. Under 20 years 7 6.9 6.9 6.9 2. 20-24 years 68 66.7 66.7 73.5 3. 25-34 years 3 2.9 2.9 76.5 4. 35-44 years 23 22.5 22.5 99.0 5. 45 years and above 1 1.0 1.0 100.0 Total 102 100.0 100.0 DEMOGRAPHIC VARIABLE: TOTAL NUMBER OF YEARS OF WORK EXPERIENCE What is your total number of years of work experience? Frequency Percent Valid Percent Cumulative Percent Valid 1. No experience 29 28.4 28.4 28.4 2. Less than a year 35 34.3 34.3 62.7 3. 1-2 years 30 29.4 29.4 92.2 4. 2-3 years 5 4.9 4.9 97.1 5. More than 3 years 3 2.9 2.9 100.0 Total 102 100.0 100.0 DEMOGRAPHIC VARIABLE: MONTHLY HOUSEHOLD INCOME What is your monthly household income? Frequency Percent Valid Percent Cumulative Percent Valid 1. less than Rs. 25,000 8 7.8 7.8 7.8 2. Rs. 25,000- Rs. 50,000 18 17.6 17.6 25.5 3. Rs. 50,000- Rs. 1,00,000 59 57.8 57.8 83.3 4. More than Rs. 1,00,000 17 16.7 16.7 100.0 Total 102 100.0 100.0 DEMOGRAPHIC VARIABLE: AREA OF SPECIALIZATION What is your area of specialization? Frequency Percent Valid Percent Cumulative Percent Valid 1. Marketing 36 35.3 35.3 35.3 2. Media 20 19.6 19.6 54.9 3. Market Research/ Analytics 10 9.8 9.8 64.7 4. Finance 30 29.4 29.4 94.1 5. HR 5 4.9 4.9 99.0 6. Operations 1 1.0 1.0 100.0 Total 102 100.0 100.0 DEMOGRAPHIC VARIABLE: ASPIRED INDUSTRY Which industry do you aspire to work in? Frequency Percent Valid Percent Cumulative Percent Valid 1. Consulting 43 42.2 42.2 42.2 2. Manufacturing 17 16.7 16.7 58.8 3. Media 14 13.7 13.7 72.5 4. IT 3 2.9 2.9 75.5 5. Finance 18 17.6 17.6 93.1 6. Others 7 6.9 6.9 100.0 Total 102 100.0 100.0 Section 2: Information Sought This section includes the data collected to understand the sources of information used by students to know more about a potential employer and the nature of information that is sought while developing an understanding about the potential employer. SOURCES OF INFORMATION TO KNOW ABOUT A GIVEN COMPANY What are your sources of information to know about a given company?1. Peers Frequency Percent Valid Percent Cumulative Percent Valid 1 70 68.6 100.0 100.0 Missing System 32 31.4 Total 102 100.0 What are your sources of information to know about a given company?2. Colleagues Frequency Percent Valid Percent Cumulative Percent Valid 1 41 40.2 100.0 100.0 Missing System 61 59.8 Total 102 100.0 What are your sources of information to know about a given company?3. Family members Frequency Percent Valid Percent Cumulative Percent Valid 1 33 32.4 100.0 100.0 Missing System 69 67.6 Total 102 100.0 What are your sources of information to know about a given company?4. Online search Frequency Percent Valid Percent Cumulative Percent Valid 1 72 70.6 100.0 100.0 Missing System 30 29.4 Total 102 100.0 What are your sources of information to know about a given company?5. Company personnel Frequency Percent Valid Percent Cumulative Percent Valid 1 51 50.0 100.0 100.0 Missing System 51 50.0 Total 102 100.0 What are your sources of information to know about a given company?6. Press reports Frequency Percent Valid Percent Cumulative Percent Valid 1 30 29.4 100.0 100.0 Missing System 72 70.6 Total 102 100.0 What are your sources of information to know about a given company?7. Others Frequency Percent Valid Percent Cumulative Percent Valid 1 22 21.6 100.0 100.0 Missing System 80 78.4 Total 102 100.0 NATURE OF INFORMATION SOUGHT What is the nature of information you look for when applying to a company?1. Type of work Frequency Percent Valid Percent Cumulative Percent Valid 1 62 60.8 100.0 100.0 Missing System 40 39.2 Total 102 100.0 What is the nature of information you look for when applying to a company?2. Investor information Frequency Percent Valid Percent Cumulative Percent Valid 1 24 23.5 100.0 100.0 Missing System 78 76.5 Total 102 100.0 What is the nature of information you look for when applying to a company?3. Personal experience of employees in that company Frequency Percent Valid Percent Cumulative Percent Valid 1 42 41.2 100.0 100.0 Missing System 60 58.8 Total 102 100.0 What is the nature of information you look for when applying to a company?4. Best Employers Survey ranking Frequency Percent Valid Percent Cumulative Percent Valid 1 25 24.5 100.0 100.0 Missing System 77 75.5 Total 102 100.0 What is the nature of information you look for when applying to a company?5. Work life balance Frequency Percent Valid Percent Cumulative Percent Valid 1 50 49.0 100.0 100.0 Missing System 52 51.0 Total 102 100.0 What is the nature of information you look for when applying to a company?6. Pay packages Frequency Percent Valid Percent Cumulative Percent Valid 1 71 69.6 100.0 100.0 Missing System 31 30.4 Total 102 100.0 What is the nature of information you look for when applying to a company?7. Others Frequency Percent Valid Percent Cumulative Percent Valid 1 33 32.4 100.0 100.0 Missing System 69 67.6 Total 102 100.0 Section 3: Reliability Analysis This analysis has been done to study the properties of measurement scales and the items that compose the scales. The Reliability Analysis procedure calculates a number of commonly used measures of scale reliability and also provides information about the relationships between individual items in the scale. Alpha (Cronbach) model of reliability has been used to check for internal consistency, based on the average inter-item correlation. Case Processing Summary N % Cases Valid 102 100.0 Excludeda 0 .0 Total 102 100.0 a. Listwise deletion based on all variables in the procedure. Reliability Statistics Cronbachs Alpha Cronbachs Alpha Based on Standardized Items N of Items .874 .892 48 Cut-off criteria. By convention, a lenient cut-off of .60 is common in exploratory research; alpha should be at least .70 or higher to retain an item in an adequate scale; and many researchers require a cut-off of .80 for a good scale. The Cronback Alpha in this case is .874 and thus, the data set is consistent. Section 4: Factor Analysis Principal Component Analysis has been conducted on the collected data in order to establish a relationship between inter-related variables and to represent them through a set of a few underlying factors. It would help in identifying the intrinsic factors thus, examining the inter dependent relationships. The following are the specifics on the factor analysis: 1. Descriptives 1. Initial solution 2. Correlation matrix 1. Coefficients 2. KMO and Bartletts 2. Extraction 1. Analyze Correlation matrix 2. Display Screen plot 3. Extract Eigenvalues over 1 4. Rotation Varimax (uncorrelated factors) 5. Options Sort by size and Suppress values less than .20 Output of Factor Analysis: Total Variance Explained Component Initial Eigenvalues Rotation Sums of Squared Loadings Total % of Variance Cumulative % Total % of Variance Cumulative % dimension0 1 10.001 20.836 20.836 9.357 19.493 19.493 2 7.845 16.344 37.180 6.465 13.468 32.962 3 5.768 12.016 49.196 5.812 12.109 45.071 4 4.211 8.774 57.970 4.503 9.382 54.453 5

Saturday, January 18, 2020

Market scenario: demand and supply Essay

The market situation is such that the production of computers and the pace of technology have outpaced the overall growth in demand for computers. More importantly the increase in the demand for computers has been in phases when a shift in demand has caused a slight increase in computer prices. The decline in prices is also evident because of transfer of technology amongst different regions of the globe. Many of the developing countries have received technology and cheaper computers from the developed world which has further increased the process of better technological innovation and ever declining prices of computers. There is also a case of understanding that computers are a type of machine that must be renovated or renewed periodically therefore many companies are willing to sell them at lower prices knowing that costumers will buy new machines in the future and they will invest in newer technology. Therefore computer manufacturers have been pursuing brand holding strategies which includes selling computers to buyers at competitive rates. If we look at the above diagram we get to know that as the demand increased and shifted to demand’ there was also a change in the supply curve toward the right which was driven by higher production because of newer technology, and lower costs. Another crucial aspect is related to how supply curve shifted to right by so much that it overcame the increase in demand and ensured that prices actually declined over the years. We also have to look at how prices declined over the years and boosted the quantity demanded of computers. From 1963 to 2003 real prices of computers have been consistently falling; this piece of statistic in itself explains how costs and eventually prices of computers have pushed down over the decades. The market mechanics are such in the technology industry that competition and the realization of new products and the addition of new companies keeps existing firms on their tows especially in terms of the cost of production as it is one of the major ways of increasing margins without hiking the prices. Availability or the threat that in the future better products will evenntually take away the market of the current products drives the technology business. This focus on innovation and creation of new products breeds efficiency and higher productivity that leads to better prices for the consumer. Conclusion It must be understood that the way technology market works is completely different from many traditional markets that we see around us. This is a result of the new dynamics that technology companies bring with them for instance companies like HP, IBM, Apple and Dell fight for different costumer target groups with products that cater to that particular target markets needs. The main point is that within these categories prices continue to fall even though there is an aggregate rise in demand. This increase in demand could be explained in two ways. Firstly, the increase in the quantity demanded continued to increase as a result of fall in prices. This occured because due to technological advancements and better production techniques cost of production fell and there was an increased demand for different variants, laptops and handheld devices which kept the competition robust and costs low. Secondly the increase in demand could be explained as the shift in the demand curve but this shift was supported by a stronger shift in the supply curve as a result of favorable supply factors throughout the world. The basic requirements to produce computers became more available both in terms of labor and raw material. Similarly newer technological advancements made older technologies redundant and this required even greater innovation and product creation. In which ever way we look at it the changes in both supply and demand have resulted in lower prices in the long-run. Another crucial aspect to product-led markets such as the computer market is that all new products must be adequately priced because companies earn profits due to volume and repeat purchases not because of one time purchases and high prices. This factor also pushes initial prices downward as companies want consumers to first like the product by atleast making the fist purchase. The PC market gets impacted by the launch of new items such as Ipods, handheld devices and other computing devices which can substitute the work of PCs therefore prices have continually seen a downward trend. The declining price trends point toward a healthy market and towards an industry which has evolved rapidly in the past few decade. It must be understood that ideally the steps of all firms are towards providing cheaper and more efficient products but raw material and other factor prices push the final products higher than previous level; but with the technology industry the scenario is kind of reversed, the cost of production has consistently declined more so because many companies were able to outsource so many of their production facilities to many parts of the world which offer relaxed regulations and cheaper labor. This has meant an even greater opportunity towards reduced costs of future products. Bibliography: Lipsey G. Richard & Chrystal K, 2007. Economics, Oxford University Press. Glazer, Hirshleifer, 2005. Price theory and applications: decisions, markets, and information, Cambridge University Press Sameulson, Nordhaus, 2005. Microeconomics. McGraw-Hill, 2005 Lipsey & Chrystal, 2007. The market for computer chips, viewed February 5, 2010 http://www. oup. com/uk/orc/bin/9780199286416/01student/interactive/lipsey_extra_ch03/page_01. htm Employment Policy Foundation, 2002. Economic Impact and Characteristics of the Computer Business Services Industry Cohen, Robert, 1995, The economic impact of information technology viewed February, 6 2010 < http://findarticles. com/p/articles/mi_m1094/is_n4_v30/ai_17603698/>.

Friday, January 10, 2020

Holographic Technology

In 1989, Robert Zemicks made a movie starring Michael J. Fox called Back to the Future Part II. Unlike its predecessor, this film saw the protagonist Marty McFly, not going into the past to right wrongs and alter his family history, but going into the future to step in and prevent his children’s terrible fate. Comedy and flux capacitor aside, Zemeciks’ future shows several technological advances that captured the imaginations of not only the generation who were of age at the time of the films release but also generations since.Today, someone has crafted self lacing Nikes, tablet devices, and the hoverboard technology seen in the film is being researched. One stand out piece of tech that is often referenced, other than the flying car, was the holographic shark that jumps out from a marquee and tries to eat Marty. Despite the rudimentary appearance of the Jaws shark that tries to virtually take Mr. McFly’s life, it indeed is an interesting idea. Holographic Technol ogy: The Future of MultimediaHolographic technology is nothing new to the world of science fiction but with today’s technological advancements science fiction is moving off the screen an into our every days lives with holograms following suit. Several companies worldwide have beuan research and implementation of this exciting new 3D tech. This new technology offers an array of possible applications ranging from interactive learning experiences, highly engaging entertainment experiences and an entirely new way to present graphics and multimedia elements.I will research how holographic technology works to better understand what is behind the tech itself, the major players producing holographic technology to learn about where we are with the current state of holographic technology, look into the more cutting edge iterations of holograms to see where the technology is heading to be aware of what can be expected in the future and finally explore the ways that holographic technolog y applies to our field to enhance and revolutionize the possibilities of multimedia technology.