Globalization Essay Example | Topics and Well Written Essays - 2500 words - 1

Globalization - Essay Example There is virtually no area of business that is not opportunistic for globalization if the organisation is focused on finding new market opportunities, identifying opportunities for exportation, and strengthening global business relationships with foreign organisations. Consumer behaviour characteristics, related to a variety of products produced both domestically and internationally, also play a role in defining globalization. These are cultural elements that are driven by social characteristics and the economic status of a region. As the need for raw products continues to grow, new procurement avenues and education regarding manufacturing drives globalization efforts. New trade agreements support globalization as businesses spread their knowledge in the form of acquisitions, mergers and other business partnerships in order to enhance competitiveness. By most practical definitions, globalization is taking a self-sustaining industry and extending it beyond borders to improve the socia l well-being of local and foreign citizens and improving the infrastructure that drives business activities in a variety of segments. Four drivers of globalization in Belgium One aspect associated with Belgium that drives globalization efforts is the local cultural dimensions that exist as related to business practices and social identity. Belgium, under Hofstede’s model of cultural practices, maintains a culture that is risk averse, known under this model as uncertainty avoidance. Belgium business leaders demand its internal political structure that drives the hierarchy to consist of clear choices with a strong rationale, expects senior leadership to produce detailed plans before launching any effort linked to finance, and develop contingency plans in the event of potential failure (Donnison, 2008). The Uncertainty Avoidance Index consists of Belgium business cultures that have little tolerance for ambiguity and demand a very rigid structure in most business objectives. This risk-averse culture drives globalization in a way that is unique from other countries with less uncertainty avoidance. Rather than extended business into multiple foreign markets, Belgium demands its partnerships to include very detailed schematics and plans before making an investment decision. Belgium businesses would rather maintain control over its organisational principles and financial decision-making, therefore it allows much more foreign direct investment directly into the country rather than seeking expansion to foreign territories. As one example, Belgium’s culture dictates a need for domestic controls, therefore when new business acquisitions or mergers are necessary in order to achieve higher profitability or improve domestic production capabilities, Belgium will seek out partners to bring their own knowledge and skills directly into the country. This has provided many opportunities for investors in a multitude of industries to enter the Belgium consumer and indu strial markets, without Belgium having to sacrifice its long-standing social and business principles. This has opened new market opportunities for foreign countries to expand their marketing and sales presence, along with industrial exports, thus improving supply chain, expanding international knowledge in management and technology, and

BOSCH GmbH- Human Resource Management Essay Example for Free

BOSCH GmbH- Human Resource Management Essay In our work the foreign dispatch process is examined, how far the global requirements on the resource staff are met by Bosch. The measures, Bosch developed for the choice, preparation, moving and reintegration of its employees has been examined and set against the common practice of other enterprises. The work starts with a representation of the enterprise Bosch. The main part is a detailed representation of the measures of Bosch with respect to the four phases of the foreign dispatch. These are judged with the theory from technical literature and compared with the common practice of other enterprises. Subsequently the question is followed whether the expansion plans in the direction of the China require a customization of the staff management. Finally we draw a conclusion whether the measures of Bosch are suitable to fulfill the requirements or must be changed. 2. Bosch2.1 Historical developmentThe enterprise Bosch was set up under the name workshop for precision engineering and electrical engineering in Stuttgart in the year 1886 by the engineer Robert Bosch. The international orientation already started early. In 1898 they founded the first branch office in England (London). One year later they opened a dependance in France (Paris). The first branch office followed in the USA in 1906. The international development has continued until today. In 2003 75% of the manufacturing sites are outside Germany. With daughter and associated companies Bosch is present in more than 50 countries worldwide. Bosch is one of the biggest industrial enterprises in Germany today and is a global player especially in the automobile industry. Bosch has convinced with its innovations since their foundation and has a high position in the market. In 1897 Bosch developed the first low voltage magneto ignition which firstly made the use of internal combustion engines possible. The innovation strength has remained until today; so Bosch was the first component supplier bringing innovations like ESP the anti-lock braking system anti-lock braking system, the navigation system under the names Travelpilot and the electronic stability system on the market. Bosch recognized the significance of its employees for the innovation and market success early, too. In 1906 Bosch introduced the eight hour day when celebrating the delivery of the 100,000 sten magnet igniter. With the delivery of the 500,000 sten igniter they introduced work free Saturday afternoons. 2.2 The Bosch, group todayToday enterprise Bosch consists of the motor vehicle technology, industry technology and use and goods technology. Their core competence and most important unit is still the vehicle technology. This can be proved by regarding the sales volume. The share of this division was 65.4% in the year 2003. The sales development and its foreign share is displayed in graphic 1. Bosch doubled the sales volume within only 10 years, from approx. 16 billion  to 36 billion euros. However, the foreign share of the sales volume increased proportionally faster. From 49% in 1993 it rose up to 71% in 2003. These data underline again the strong international orientation of the company. According to this Bosch has employees all over the world. In 2003 Bosch employed 230,000 people worldwide with a share of 54% outside of Germany. 2.3 The corporate cultureThe idea of the corporate culture is interpreted differently in the literature. Berthel defines corporate culture as follows: Corporate culture is the sum of the moral concepts, carried a business together of the employees norms and behavior patterns this one has taken shape in the course of the time. The philosophy of Robert Bosch stamps the corporate culture since the foundation. So he wrote in 1919: It has always been an unbearable thought to me that someone could inspect one of my products and find it inferior . I have therefore always tried to ensure that only look for work goes out that is superior into all respects . In the year 2001 this culture was strengthened by the new model Be Better Be Bosch and the values were formulated in a written form for the first time. They initiated a modernization project called Be QIK. This model functions as action framework for the after stored aims and strategies:†¢Be QIK, Quality, innovation and Customer oriented†¢Be Better improve against previous years and gain the competitive edge,†¢Be Bosch, committed to our vision, our tradition and of the spirit of a the company and the legacy of our founder Robert Bosch. The enterprise therefore tries to create a global behaviorial framework, which takes over the orientation function, identification function, coordination and integration function and helps to manage the challenges of the future. 3. Foreign dispatch process at Bosch3.1 Aims of the foreign dispatchBy the assignment of highly qualified employees Bosch aims at a compensation of a lack of know-how in the respective host country. Furthermore Bosch wants to rise the cross culturel skills of their executives in order to improve the  cooperation with foreign departments. Additionally it is possible for the ambitious employees to request for a dispatch in order to enhance their motivation. An important aim of foreign dispatches is finally the implementation of a worldwide corporate culture through which the communication and cooperation within the Bosch group is made easier. 3.2 Dispatch formsBosch distinguishes three dispatch forms. The business trip, the delegation as well as the transfer. The business trip with a duration of up to three months serves to establish contacts or also to conclude business on the spot. With the delegation Bosch distinguishes between the dispatch for the fulfillment of a project task or the dispatch in the context of trainee programs. The expatriate is abroad for a duration between three months and a year. If it is necessary to cover a lack of manpower a transfer is carried out. In this case the duration of the stay abroad is between one and five years. Bosch averagely dispatches their employees for three years. 3.3 Foreign dispatch processA carefully structured dispatch process is very important for Bosch to ensure the success of the foreign dispatch. To this, at first the occupation order is prepared which contains the necessary qualifications of the employee with regard to the vacant job. The choice of a suitable candidate, the dispatch conversation and the information journey to the possible country are the next steps of the process. After this journey the employee finally decides whether he accepts the position abroad. If he agrees, the employee is prepared comprehensively for the stay abroad. Then the moving to the foreign country takes place. After the job completion the employee is reintegrated. The individual phases of the foreign dispatch process are explained in the following more precisely. 3.3.1 Choice3.3.1.1 Theoretical bases and enterprise practiceThe best liability for a success of foreign dispatch can still be seen in the right choice of the employees to be sent. This should include technical criteria, behavior-related criteria, intercultural environment-related criteria as  well as personal criteria. When choosing a suitable dispatch candidate enterprises often orientate at technical performances. However, empirical examinations show, that competences or-related behavior and-related intercultural environment abilities for the cultural customization have a greater influence on the success of the foreign activity. Other surveys from the 1990s confirm that individual performance features are in the foreground at the choice. In addition, they show that the family is hardly co-included in the decision. An interview under Expatriates points, that the well-being plays the family an important role for the professional success. 3.3.1.2 Choice at BoschBosch has recognized the importance of extra-technical criteria for the choice of a suitable dispatch candidate. Besides the career potential, which are investigated by the employee development instruments (see chapter 2.2), features like team and communication ability or representation of the Bosch culture are co-included in the decision. The latter has a great importance for the support of the implementation of a worldwide corporate culture, one of the aims of the foreign dispatch. 3.3.2 Preparation3.3.2.1 Theoretical bases and enterprise practiceInstitutes specialized in further education and intercultural management distinguish between a country specific and country general as well as intellectual and experience obtained preparation. The respective confrontation of these preparation methods shows the following classifications:†¢Intellectual country specific preparationPrimarily general information about the host country is mediated and language courses carried out here. Culture games are, such as the cultural assimilator training. †¢Experience-related country specific preparationThe political, economic and socio-cultural conditions of the host country shall be given to the expatriate a better understanding. With the help of case studies and role plays as well as information journeys the expatriates are prepared for country and culture specifics. †¢Intellectual preparationThe cultural self awareness model plays an important  role in this preparation class. It assumes that it is important to remind the participant of his own stereotyped and behaviors in order to develop a sensibility for the foreign maybe strange looking cultural aspects. †¢Experience-related country general preparationThis preparation method which shall enlarge the intercultural competence of the expatriates (on The job by Outdoor training, intercultural simulation games) consists of the cooperation on international teams as well as of an intercultural action training. Source of the success of foreign dispatches is the degree to which an expat is able to establish contacts and manages to overcome culture barriers and to find the way in the strange culture. The chief attention of the preparation in German and American companies lies in the technical education, the execution of a language training as well as the arrangement of general country information, though. An experience-related preparation seldom takes place. The external execution of the preparation measures is in general preferred opposite the internal one. The family moreover is only seldomly included in the preparations although family problems belong to the most frequent reasons for the failure of foreign dispatches. After a study of the auditing company PriceWaterhouseCoopers 40% of all Expatriates return home ahead of schedule. 96% of these on impulses of the family which often doesnt cope with the surroundings. The final conclusion is that the size of the preparation is very small in the entrepreneurial practice. 3.3.2.2 Preparation at BoschBosch practices comprehensive preparations for both its employees and their families to ensure the success of their foreign dispatch. At the beginning of the preparation Bosch offers a information journey which is designed for employees who go abroad for longer than 12 months. Before the definite decision, Bosch gives its employees the  opportunity to go to the host country with the companion of their partner. The stay lasts for two to three days, within Europe outside Europes approximately one week. By this look and sea trip the employee and his companions can get a better idea of the future place of residence. That shall prevent them from forming unrealistic expectations. If the employee decides to accept the job offered abroad, the real preparation starts. The central HR department is responsible for the execution of the preparation transfers (ZM2). It builds a preparation plan with measures which are coordinated with the needs of the respective employee. The aim of the preparation with Bosch is the arrangement of intercultural competence. This consists of country specific knowledge, linguistic proficiency as well as cultural sensibility of the three elements together. Country specific knowledgeThe arrangement of country specific knowledge contains information about the framework conditions of the host country. Formalities which are connected with a stay abroad are given to the Expatriates and their companions traveling along in a so-called Bosch foreign preparation seminar. So-called mentors, employees already returned home, convey information e.g. to the contract of employment or for tax regulations. By the use of mentors Bosch guarantees that experiences collected abroad are passed on and therefore used for new dispatches effectively. Linguistic proficiencyThe knowledge of the respective national language is prerequisite for a dispatch, because it is very important for an integration in private and in working life. Bosch employees have to learn the foreign language until they reach a level that enables them to come along in working life without any problems. If they want to learn more, they also have the possibility of attaining comprehensive knowledge. The family is tied to ensure that it can find the way in daily life. The language education takes place externally and Bosch takes on the costs both for the employee and for the family. The company attaches importance to the fact that the education starts early so that the required knowledge is reached before the dispatch. Cultural sensibilityThe cultural sensibility of the employees shall be promoted by two measures: the intercultural preparation training as well as the intercultural management training. The intercultural preparation training has the aim of sensitizing the employee to the think and behavior patterns of the host country to make the integration into the strange cultural environment easier for him. If the training is carried out internally, so-called country teams are responsible for it. These teams consist of employees who have made experiences in the respective host country or even are from this country themselves. This five-day intercultural preparation training is offered both for the employee and for the family since this is confronted with the same integration or understanding difficulties concerning the strange culture. This has particularly to be taken into account when thinking of the growing importance of multicultural cooperations, e.g. in the context of joint ventures or international project work. 3.3.3 MovingAt Bosch receives the Expatriate supports for the carrying out of the necessary formalities by the so-called Bosch foreign preparation seminar. When the employee finally starts his stay abroad he usually feels like on holiday. Everything is new to him and he is fascinated by his new task at the company and the new country itself. But this positive feeling often changes after a few months when the first serious problems occur. He feels helpless because he can not manage the situation in the new surrounding. This is called cultural shock. To keep the cultural shock as low as possible, Bosch looks after his employees during their stay and helps them when problems appear. The cultural shock can never completely prevented especially if the difference between the cultures is very large. Nevertheless Bosch tries to prepare their employees by showing general culture differences so that they can deal with problems easyierly. Furthermore Bosch offers his expatriate an intensive coaching. The employee has a mentor in the native country who is two hierarchical orders higher than himself. They meet at least once a year to talk about problems abroad or about further plans of the employee after his return to germany. In addition, a strengths-/ weaknesses analysis is carried out to be able to comprehend the development of the employee and not lose the summary of the knowledge and abilities. An examination of Schroll-Machl shows that the support of the Expatriates is often insufficient in the practice. Many Expatriates have the impression that their enterprise leaves them alone and it doesnt support at problems. They must manage various difficulties at the same time. Family problems moreover arent taken into account in the context of the support in the practice. However, wife and children are especially confronted with greater customization difficulties than the staff member because they have more frequent contacts to the strange culture. 3.3.4. Reintegration3.3.4.1 Theoretical bases and enterprise practiceAfter the expiry of the delegation period the Expatriate returns back to the parent company. A successful reintegration of the employee is both of high entrepreneurial and financial importance. A negative signal starts out from a failed reintegration for other parent company members. The readiness to accept an offer for a foreign activity sinks. Furthermore the financial dimension of the complete dispatch process including the return has to be taken into account. American studies value the total costs of the foreign assignment of an employee at up to 1 millions $. In connection with this, it is surprising that only few enterprises care for the repatriation of their employees professionally. A KPMG examination from the year 2000 showed that 67% of all interviewed people who were delegated abroad said that there is need for improvement at the reintegration process of their enterprise. This criticism has to be taken  seriously since problems with the reintegration have serious consequences for the Expatriate and the enterprise like e.g. a low work motivation or even the cancellation and the change to another enterprise. According to an examination of Black (1992) the share of the returnees who cancel their job within one year after their return due to integration problems is about 25%. The causes of these reintegration diffic ulties are multilayered. You can subdivide them into operational and private difficulties. Operational levelThe search for a suitable position often turns out to be difficult since the HR departments can assess hardly the qualification development of the returnee during his stay abroad. In addition returnees often have exaggerated expectations and therefore are disappointed of the offered job in their home company. They often have the impression that their new skills especially about the country they spent a lot of time in are not appreciated. A study of Wirth from the year 1992 has shown that merely 30% of all enterprises evaluate the experiences of its employees after a stay abroad. Another aspect of the reintegration is the cessation of foreign raises and other privileges. Private LevelProblems frequently appear also in the private area of the Expatriates. During their stay abroad the often only keep the positive aspects of their life in Germany in mind, the negative everyday problems appear only after the return and the first euphoria. The culture of ones own seems alienated and it comes to the double cultural shock. Particularly the children have to suffer from the new surroundings and from the change since they have accepted the strange culture more strongly, had to leave friends and dont cope with the German school system any more. For the expatriates and their partners it is difficult to abstain from grown fond privileges like e.g. chauffeur, domestics for themselves or a swimming pool. 3.3.4.2 Reintegration with BoschAs a company with strong international orientation Bosch has recognized the meaning of a successful reintegration of returnees and supports the reintegration of its employees with numerous measures at an operational and private level to put a positive and encouraging signal for future dispatches. 3.3.4.2.1 Measures of the operational reintegrationBosch offers a very comprehensive and strategic personnel policy which takes into account the personal ambitions of the dispatched employees and the future need for highly qualified managers. This prevents Bosch from the problem frequently appearing that no adequate place can be offered to the returnee. Due to its size Bosch is moreover able to offer alternatives in the case of an abrupted dispatch process, like e.g. early return or dissatisfaction with the return position. As already explained different studies have shown that exaggerated experiences on the part of the returnees is the main reason for dissatisfaction with the position after the reintegration. To counteract this, Bosch regularly looks after the expatriate by a hierarchy higher mentor of the parent company. By this he keeps informed about all important developments in the company and furthermore he has contact person for career questions. Due to this permanent communication Bosch is able to get an exact idea about the situation and processes in the foreign business. Another important aspect which fundamentally contributes to the satisfaction of the returning employee is the appreciation and the use of the abroad acquired knowledge. Bosch evaluates the foreign experiences of its expatriates very comprehensively and endeavours suggestions for improvement. Furthermore the HR department tries to find a position in which the returnee can use his new won abilities optimally. This could be e.g. a position in the sales department of the region in which the expatriate was active. Furthermore the returnees have the opportunity to study further in order to work as an expert for the country they stayed in and prepare other employees for future dispatches. The BeQIK corporate culture, introduced in 2001, plays an important role for a successful reintegration. Since all subsidiary firm shall work according to the given behavioral framework, the cultural distance turns out a little bit smaller between host country and native country. Since the practical putting into action of the behavior guidelines is always subject to cultural influences, the degree of the relief should be assessed rather carefully. 3.3.4.2.2 Measures of the private reintegrationTo make the reintegration  easier for the returning expatriate and his family, Bosch offers comprehensive help. They support their employees when they search for an apartment and takes on arising extra tuition costs for the children to make the integration into the German school system easier. Furthermore other Bosch employees who returned from stays abroad in the past can give advice in so called returnee seminars where other persons affected talk about its experiences. 4. Asia, challenge and chanceRapidly arising markets in the Far East and Bosch takes part This statement of Bosch Bohr, the chairman of the area of motor vehicle technology, shows the meaning of company leaders, which will be attached to Asian and especially to the Chinese market. After a turnover growth obtained already 2003 in China of over 20%, Bosch wants to improve his presence further in the empire of the middle. In the following sections will be analysed, which changes or requirements to the Bosch foreign dispatch will bring the future in the Asian market. 4.2 requirements on German executives in China4.2.1 The intercultural difficultiesThe clashing of different cultures, values and particularly the different styles of management and philosophies leads very frequently to difficulties in the subsidiary firms. To notice which one is the most frequent and greatest problem that the Chinese executives have in the cooperation with German executives and vice versa, the results of a study from the year 1999 shall be illustrated, which Chinese and German manager were working in German enterprises in China. Among the problems, which the Chinese managers have with the colleges from abroad, the most important are the communication problems, like is described in the chart above. The culture, communication, mutual understanding and language are connected closely with each other belong to this category: due to the different culture and the language barrier no satisfactory communication takes place  and therefore it doesnt come to a mutual understanding. In this connection the bad English knowledge of German managers and their lack of understanding of the Chinese culture will be especially found fault by Chinese colleges. 10% of the mentioning are allotted to problems of the human relations. It disturbs the Chinese executives most, that they are treated differently in comparison with the Expatriates and they dont have much confidence in Chinese colleges. This is the reason in their opinion that it doesnt come to friendships between foreign and Chinese executives who are very welcome on a Chinese. The arrogance and haughtiness of the foreigners are also criticized and the lack of interest in the Chinese population. The professional requirements are high: inside the Chinese employees are hungrily to learn the new specialized knowledge of the foreign executive and they notice very fast, weather the German executives arent not ready or capable in the expected scale, to give this knowledge further. In connection with this, it is criticized that German executives prefer to work alone, they arent cooperative. In the Chinese working world one comes upon, however, the Explanation the Help and Assistance to each other. By the cessation of the in the past (before the open-door policy of China) usual lifelong job in the same enterprise and the fact that one can be discontinued because of a bad performance a considerable pressure is triggered to do well the work and this can have discouraging influence on the employees. There is the high burden of work which lets few leisure time as well as time for the own family. General Manager have variously and very far scattered breadth of the answers without the number of the mentioning being different from each other fundamentally on the part of the foreign ones. Any problem is emerging as  dominate. Problems are most frequently mentioned are in the areas of communication, labour organization, qualification and management. The general managers from abroad find some problems with their Chinese executives not only in the area of the communication. For example they dont seem to be able to solve their problems with a better communication. However the understanding stands for the Chinese executives, at first place and the lack of communication is also becoming responsibly for many difficulties in the company. 4.2.2 Cultural distinction and integrationThe culture isnt reflected only in politics and in the everyday life, (i.e. in the social and consume behaviour) but it also influences the business methods, the management behaviour and the relations of employees and employers. In the following section are discussed certain general Asian culture features and their implications for the staff management . Group identity versus individual identityTian xia Wei gong: Everything serves the community under the sky. So there is a Chinese proverb from the old days which has validity today certainly too. The individual never was in the foreground but always, the community within the particular represents a tiny member. This specific and deeply rooted feature has important implications for the staff management: So the individual recognition (punishment) should be carried out in private, the teams recognition should be carried out barefaced. Conflict avoidanceMost cultures of Asia avoid systematically the open conflict holding. The avoidance of open conflicts is in a close connection with the Confucianism. Straight criticism and open contradiction are accompanied by the danger to lose face and fall to the social trifle. Keeping faceMost Asian societies are settled by the principle of the disgrace (the public humiliation) not by the principle of guiltiness (feeling of individual responsibility, conscience). The concept of the saving face is comprehensively valid, characterizes every human relation and is very important for the staff management since it forbids the public humiliation of employees. Respect opposite to higher-ranking and oldRespect, restraint and modesty are part of the etiquette in the Asian culture room generally. Hierarchies have a more important role (often according to old, rank and sex) than in Germany. The formal authority isnt called into question; this is part of the harmony commandment. However, one shouldnt put the Asian respect before the authority absolutely. A bad supervisor is also criticized in Asia and will be corrected though indirect: by pressure on third party, anonymous letters, passive behaviour and resistance, which are disguised with excuses or by frequent illness or really irrational behaviours, like panic bouts. The re-registration is frequently encoded. So the western manager must learn how indirect signals of the discontent should be decoded or interpreted. The respect of the age is one of the basic concepts of a Confucian intellect. The Age doesnt make only wise but gives a natural authority. Seniority and hierarchy thinking still established tightly in the heads of the Chinese managers. Foreign companies are smitten with the distinguishing between respect of certain hierarchies and the necessity of the support managers who render the corresponding service but dont have the right age yet. In order to be accepted a younger manager must be more competent than an old one. GuanxiGuanxi has to be translated by the following expression personal relations and connections. It plays a large role in China in all areas of the life; it works as sesame-open you when required because clear and codified jurisdiction doesnt have any tradition, relations are solution key  for all problems. Western Managers should pay more attention to Guanxi if they want to succeed in china. 4.2.3 Recruitment and motivation of local workersThe recruitment of highly qualified staff and the tie of won workers with the enterprise are a big problem area with which many foreign businesses are confronted in China. These phenomena shall be represented here only briefly since a detailed description would blow up the frame of this work. Recruitment of local workersThe absence of qualified personal is responsibly for the high fluctuation. More and more enterprises try to find Chinese university graduates who are trained in Germany for the business in china. Motivation of local workersIf one has found local executives, one must be able to keep it because the high fluctuation is connected to high costs. Different instruments can contribute to soothe or to overcome the staff bottleneck. These are e.g. the image-building (charitable events), the training (further education possibilities have a high place value) as well as a solid and long-term career promotion strategy. For young highly qualified stuff, a good salary and promotion chances are decisive for staying in the enterprise. 4.3 Optimization/customization of the dispatch process for/to ChinaIf one carries now out an optimization of the foreign dispatch process with Bosch to the employee-employer relationships in China against the background of the executed Asian culture features and criticisms of the Chinese Manager of their German colleagues and colleagues, then the following implications are the result:As a rule, an intercultural preparation takes place. No reason is seen for preparations for the Chinese executives in most enterprises. It will hold the assumption that the Chinese executives must adapt to the western behaviour patterns and methods of working. A common intercultural training is, however, absolutely essential in China for the following reasons:The great difficulties which arise from the lack of mutual understanding, are in a close connection with the knowledge about the respecting other culture, the action sample and moral concepts, but also its enterprise philosophies and styles of management. An intercultural seminar can make considerably, behind certain behaviour which explanations and which roots suit to an executive. It doesnt prevent the appearance of problems but it offers to possibilities of reacting specifically and developing common action strategies. Furthermore a Chinese executive can for example be made familiar with the German culture as follows: by consignments to the German parent company, international stays, participation in international management courses of Chinese universities or in business Schools. Also for partner and children problems arise in the context of a longer stay abroad. Acceptable solutions must therefore be found also for the family. It is often impossible just in the pacific space to solve the language problems satisfactorily what a far-reaching isolation of the marriage partner and the children can cause with negative family consequences. Therefore the language standard should correspond to that one of the Expatriate which enjoys an education on the standard of the easy communication in the work everyday life. Despite good preparations for marriage partner and if necessary children problems often arise of the cultural integration and problems at school. For the better integration contacts to partners of other Expatriates should be organized. The possibility of working abroad is very important for the partner who accompanies the Expatriate abroad. An intensive cooperation with other enterprises on the spot would be necessary to realize the professional way of expatriates wife in China. If no place can be found, the possibility  should be offered for a further training for the meaningful use of the timeout such as a master course of studies. 4.4 Bosch measures for ChinaAll preparatory training is evacuated to the IFIM, the institute for intercultural management in Bad Honnef, since Bosch internal country speakers are specialized in European countries till now. The information journey which shall convey an impression to the Expatriate over its potential future place of work can be extended by max. two days. Another prolongation isnt granted since the employees/inside activities are used at home and every longer stay also more costs for Bosch meant for hers. The language education is carried out in a 5-week language course at the national language institute NRW in Bochum for which the future Expatriate is put by its work activity completely freely. In the 2 annual cycle the personnel officer the ZM2 accompanies a potential Expatriate on an information journey and this one checks life and employee-employer relationships on the spot. Although Bosch mediates e.g. alone for the partner, however give up many arrangements, not at the job search because of the language requirements. As a rule, Bosch can arrange a job for 5% of the partners. To subsume it, this yields no big changes in the dispatch process especially for China. Professional external help is used regarding the training, one otherwise orientates himself at the worldwide valid dispatch process. 5. ConclusionThe Bosch group is a worldwide active enterprise that on the international markets, special it would like to be present on the Asian market in future. This strategy makes high demands on the staff since intercultural understanding is increasingly important besides technical qualities. International employee use represents a central instrument of the staff development. According to the high importance the dispatch process is organized very professionally by Bosch in all four phases (choice,  preparation, moving, and repatriation). This enormous effort beats itself in very low withdrawal rate, these are only 1-2 % in Bosch and lie under the reference values of other enterprises thus considerably. A possible disadvantage of the time intensive preparatory phase which lasts for at least 10 weeks is the lack of flexibility. Short-term manpower requirements due to problems, like e.g. demolition of a stay abroad or illness of a manager cannot be covered with the usual staff practice in Bosch. The preparation measures of Bosch seem very well suitable also for the dispatch to China, a stronger focus on the language education of the family and the social should be put as well as professional integration of the partner. In order to make an improved cooperation possible of the Expatriates on the spot, a common intercultural training is advisable with the Chinese colleagues. Bibliography Bosch (2004A:) The Objectives and Principles of Employee Development, order enterprise booklet at at all Boschs personnel departments as well as Central division employee development and executives (ZM3). Bosch (2004 B): Bosch Australia regional corner clays of The Bosch Group orders: www.bosch.com.au/downloads/Home/RBAU.pdf (12.04.2004). Bosch (2003A): Business report 2003, order:www.bosch.com/de/download/GB2003_DE.pdf (11.04.2004). Bosch (2003B): Bosch today, order on:www.bosch.com/de/download/Boschheute2003_DE.pdf (10.04.2004). Bosch (2003/2004 ): Worldwide responsibility environmental report 2003/2004 ,order: www.bosch.com/de/download/UWB_de.pdf (01.05.2004.)Kuan, Y.-C./Hà ¤ring-Kuan, P. (2001): Journey guest in China, 1st edition, Dormagen. Nickut, J. (2003:) Subject and leadership potential recognize and systematicpromotes to order under : www.mwteam.de/products/Perspek/archives/01-2003/interview HrNickut-RobertBosch.pdf (01.05.2004). Nickut, J./Loose, H., (2000): A step to the global player international choice- AC of Robert Bosch GmbH . In: Staff, exercise book 7/2000, S.360, 363. Redding, dear/Ng, M. (1982): The Role of Face in The Organizational Perceptions of Chinese manager, in: Organization study, 3rd year, no. 3, S.201-219. Welge, K.-M./Holtbrà ¼gge, D. (2003): International management, 3rd edition, Stuttgart. List of the Internet sources:http://www.boschrexroth.com/corporate/de/jobs_und_karriere/personalpolitik/index.jsp (14.05.2004). http://www.bosch-career.de/de/company/aims.htm (14.05.2004). http://www.relojournal.com/nov2000/kpmgsurvey.htm (13.05.2004)http://www.workforce.com/section/09/23/26/42/index.html (13.05.2004)

Catalytic Power And Specificity Of Enzymes Biology Essay

Catalytic Power And Specificity Of Enzymes Biology Essay Enzymes are mainly proteins, that catalyze chemical reactions. In enzymatic reactions, the molecules at the beginning of the process are called substrates, and the enzyme converts them into different molecules, called the products. Almost all processes in a biological cell need enzymes to occur at significant rates. Catalytic power and specificity are the two characteristics of enzymes which require explanation. The structure of the enzymes active site will provide us with the beginnings of an explanation. Since a catalyst must come in contact with the substrate to initiate any reaction, there must be a fit between the substrate and the active site. Right away, some substrate molecules will fit and others will not, so some substrates will react and others will not. The fit can come about either because the molecule fits easily into the enzymes active site (lock-and-key model) or because the enzymes structure adjusts to the substrates entry (induced fit model). Inhibition of enzymes results in a decrease in or elimination of the effect an enzyme has on the rate of a reaction. There are two main types of inhibitors reversible inhibitors and irreversible inhibitors. Reversible inhibitors do not completely stop the enzyme from catalyzing a reaction, and if the concentration of the inhibitor is lowered the enzymatic activity returns to its normal level. The reaction can still proceed but at a much slower rate, depending on the amount of inhibitor and substrate present. If concentrations of the inhibitor are lowered they tend to dissociate from the enzyme. There are three mechanisms for reversible inhibition: Competitive inhibition where the inhibitor resembles the substrate and binds to the same point on the enzyme that the substrate would, Non-competitive inhibition where the inhibitor does not bind to the same point as the substrate but slows down the reaction regardless. Uncompetitive inhibition where the inhibitor binds to the enzyme when the substrate is already bound. Irreversible inhibitors bind strongly to the enzyme usually via covalent bonds and do not dissociate when concentrations are lowered: thus their name. Bonding can occur at the active site or elsewhere on the enzyme, but the overall effect is to inactivate the enzyme. Myocardial infarction Acute myocardial infarction (MI) is defined as death or necrosis of myocardial cells. It is a diagnosis at the end of the spectrum of myocardial ischemia or acute coronary syndromes. Myocardial infarction occurs when myocardial ischemia exceeds a critical threshold and overwhelms myocardial cellular repair mechanisms designed to maintain normal operating function and hemostasis. This is most commonly due to occlusion (blockage) of a coronary artery following the rupture of a vulnerable atherosclerotic plaque, which is an unstable collection of lipids (fatty acids) and white blood cells (especially macrophages) in the wall of an artery. symptoms of acute myocardial infarction include sudden chest pain (typically radiating to the left arm or left side of the neck), shortness of breath, nausea, vomiting, palpitations, sweating, and anxiety (often described as a sense of impending doom). Women may experience fewer typical symptoms than men, most commonly shortness of breath, weakness, a feeling of indigestion, and fatigue. Approximately one quarter of all myocardial infarctions is silent, without chest pain or other symptoms. Treatment of myocardial infarction  · Thrombolytic therapy has been shown to improve survival rates in patients with acute myocardial infarction if administered in a timely fashion in the appropriate group of patients. If percutaneous coronary intervention (PCI) capability is not available or will cause a delay greater than 90 minutes, then the optimal approach is to administer thrombolytics within 12 hours of onset of symptoms in patients with ST-segment elevation greater than 0.1 mV in 2 or more contiguous ECG leads, new left bundle-branch block (LBBB), or anterior ST depression consistent with posterior infarction. Tissue plasminogen activator (t-PA) is superior to streptokinase in achieving a higher rate of coronary artery patency; however, the key to efficacy lies in the speed of the delivery of therapy.  · Aspirin and/or antiplatelet therapy o Aspirin has been shown to decrease mortality and re-infarction rates after myocardial infarction. Administer aspirin immediately, which the patient should chew if possible upon presentation. Continue aspirin indefinitely unless an obvious contraindication, such as a bleeding tendency or an allergy, is present. Clopidogrel may be used as an alternative in cases of a resistance or allergy to aspirin. Recent data from the CLARITY trial (CLopidogrel as Adjunctive ReperfusIon Therapy Thrombolysis in Myocardial Infarction [TIMI] 28) suggest that adding clopidogrel to this regimen is safe and effective. The clopidogrel dose used was 300 mg. Further studies suggest that a higher dose of clopidogrel may have added benefit. o Administer a platelet glycoprotein (GP) IIb/IIIa-receptor antagonist, in addition to acetylsalicylic acid and unfractionated heparin (UFH), to patients with continuing ischemia or with other high-risk features and to patients in whom a percutaneous coronary intervention (PCI) is planned. Eptifibatide and tirofiban are approved for this use. Abciximab also can be used for 12-24 hours in patients with unstable angina or NSTEMI in whom a PCI is planned within the next 24 hours.  · Heparin (and other anticoagulant agents) has an established role as an adjunctive agent in patients receiving t-PA, but not in patients receiving streptokinase. Heparin is also indicated in patients undergoing primary angioplasty. Few data exist with regard to efficacy in patients not receiving thrombolytic therapy in the setting of acute myocardial infarction. Low molecular-weight heparins (LMWHs) have been shown to be superior to UFHs in patients with unstable angina or NSTEMI. Bivalirudin (a direct thrombin inhibitor)  has shown some promise in the setting of STEMI if combined with high-dose clopidogrel load and may be an appropriate alternative strategy.  · Nitrates have no apparent impact on mortality rate in patients with ischemic syndromes. Their utility is in symptomatic relief and preload reduction. Administer to all patients with acute myocardial infarction within the first 48 hours of presentation, unless contraindicated (ie, in RV infarction).  · ACE inhibitors reduce mortality rates after myocardial infarction. Administer ACE inhibitors as soon as possible as long as the patient has no contraindications and remains in stable condition. ACE inhibitors have the greatest benefit in patients with ventricular dysfunction. Continue ACE inhibitors indefinitely after myocardial infarction. Angiotensin-receptor blockers may be used as an alternative in patients who develop adverse effects, such as a persistent cough, although initial trials need to be confirmed.  · Beta-blockers may reduce the rates of reinfarction and recurrent ischemia. Administer to patients with myocardial infarction unless a contraindication is present. However,  a  large chinese trial  showed no benefit to beta-blockade. This has created some doubt as to the benefit  and may lead to a change in the guidelines. Enzyme pattern in myocardial infarction 1. Troponin Normal: Values and units vary from lab to lab Abnormal: Blood levels of troponin I typically rise within 4 to 6 hours after a heart attack reach peak concentrations within 10 to 24 hours, and fall to normal levels within 10 to 15 days. Elevated troponin levels may indicate heart muscle injury Troponin Values 12 hrs after onset of pain: Test Lower limit Upper limit Unit Comments Troponin-T 0.02 ng/mL or ÃŽÂ ¼g/L Upper limit of normal Troponin-I 0.2 ng/mL or ÃŽÂ ¼g/L Upper limit of normal Troponin-T 0.02 0.10 ng/mL or ÃŽÂ ¼g/L Acute Coronary Syndrome Troponin-I 0.2 1.00 ng/mL or ÃŽÂ ¼g/L Acute Coronary Syndrome Troponin-T 0.10 n/a ng/mL or ÃŽÂ ¼g/L Myocardial Infarction likely Troponin-I 1.00 n/a ng/mL or ÃŽÂ ¼g/L Myocardial Infarction likely 2. Creatine kinase  · Myocardial muscle creatine kinase (CK-MB) is found mainly in the heart.  · CK-MB levels increase within 3-12 hours of onset of chest pain, reach peak values within 24 hours, and return to baseline after 48-72 hours.  · Sensitivity and specificity are not as high as for troponin levels.  · Function of Creatine Kinase: A chemical reaction where creatine is converted into phosphocreatine is catalyzed by creatine kinase. This conversion takes place when it applies itself to the utilization of ATP or adenosine triphosphate. Adenosine diphosphate is a basic energy source for brain, skeletal muscle and smooth muscle. Phoshocreatine is an energy reservoir for adenosine diphosphates regeneration. In clinical terms, this enzyme is used as a marker for myocardial infarction which is heart attack and in muscle breakdown by assaying it in blood tests.  · Normal Values for CK, CPK Men 5-100 IU/L Women 10-70 IU/L Pregnancy 5-40 IU/L 3. Lactate dehydrogenase  · Lactate dehydrogenase: (LDH) An enzyme that catalyzes the conversion of lactate to pyruvate. This is an important step in energy production in cells. Many different types of cells in the body contain this enzyme. Some of the organs relatively rich in LDH are the heart, kidney, liver, and muscle.  · Serum lactate dehydrogenase (LAD) level rises above the reference range within 24 hours of a myocardial infarction, reaches a peak within 3-6 days, and returns to the baseline within 8-12 days.  · Normal ranges Test Lower limit Upper limit Unit Comments Lactate dehydrogenase (LDH) 50 150 U/L 0.4 1.7 ÃŽÂ ¼mol/L LDH (enzyme activity) 1.8 3.4  µkat/L 4. Myoglobin  · Myoglobin is found in cardiac and skeletal muscle.  · Myoglobin is a protein in heart and skeletal muscles. When you exercise, your muscles use up any available oxygen. Myoglobin has oxygen attached to it, which provides extra oxygen for the muscle to maintain a high level of activity for a longer period of time.  · When muscle is damaged, myoglobin is released into the bloodstream. Ultimately, it is removed in the urine.  · It is released more rapidly from infarcted myocardium than troponin and CK-MB and may be detected as early as 2 hours after an acute myocardial infarction.  · Myoglobin has high sensitivity but poor specificity. It may be useful for the early detection of myocardial infarction.  · The normal (negative) range is 0 to 85 nanograms per milliliter (ng/mL). Greater-than-normal levels (a positive result) may indicate:  · Skeletal muscle ischemia (blood deficiency)  · Skeletal muscle trauma  · Skeletal muscle inflammation (myositis)  · Heart attack  · Muscular dystrophy  · Rhabdomyolysis  · Malignant hyperthermia (very rare) 5. Natriuretic peptides Studies in several types of acute coronary syndromes have shown that elevated levels of natriuretic peptides. One of the peptides that causes natriuresis, the excretion of an excessively large amount of sodium in the urine. The natriuretic peptides are produced by the heart and vasculature:  · A-type natriuretic peptide is secreted largely by the atrial myocardium in response to dilatation.  · B-type natriuretic peptide is manufactured mainly by the ventricular myocardium.  · C-type natriuretic peptide is produced by endothelial cells that line the blood vessels. B-type natriuretic peptide is useful in the diagnosis of heart failure. The finding of a low level of B-type natriuretic peptide tends to exclude heart failure. 5.a B-type natriuretic peptide (BNP) A 32-amino-acid polypeptide secreted by the ventricles of the heart in response to excessive stretching of myocytes (heart muscles cells) in the ventricles. The levels of B-type natriuretic peptide (BNP) are elevated in patients with left ventricular dysfunction. BNP levels correlate with both the severity of symptoms and the prognosis in congestive heart failure. BNP levels are higher in patients with dyspnea (shortness of breath) due to heart failure than in patients with dyspnea from other causes. Rapid measurement of BNP in the emergency department therefore helps in the evaluation and treatment of patients with acute dyspnea and reduces the time to discharge and the cost of their treatment. BNP appears to be a useful marker of cardiovascular risk, even in people with no clinical evidence of cardiovascular disease. The levels of BNP predict the risk of heart failure, first cardiovascular events, atrial fibrillation, and stroke or transient ischemic attack.

hunter gatherers Essay -- essays research papers fc

Our species have been hunter-gatherers for most of the time we have existed on the Earth. The people of the Paleolithic period adapted themselves to the environment of the time, taking food as and when it was available and hunted game which resulted in a high percentage of their food being meat. Evidence suggests that before the end of the Paleolithic period, hunters would have noted the migratory patterns of the herds they hunted and learned which plants were nutritious and not poisonous. Fruits, vegetables, nuts, and berries where gathered when in season and, being nomadic, they followed the sources of food rather than growing crops. Learning to control fire helped them adapt to their environment, both by providing a source of warmth and safety (extending the temperate range in which they could survive) and by making food more palatable and appetising. (I. Kuijt, pp. 103-107) Approximately Twelve thousand years ago the most recent Ice Age retreated. The herds of large cold-climate animals moved north and our ancestors had to change their habits in order to survive. As the more southern locations warmed, some hunter-gatherers found enough food to support the group short distances from their camps. These food plants attracted a wide variety of smaller game such as horse and rabbit. Conditions around the major river systems in warm climates were favourable to settlements, since these areas had sufficient food available for survival year round. Evidence suggests that at this time settled life and the deliberate cultivation of food plants began in five different parts of the world; Euphrates, and the Nile rivers; the Indus River in the northern Indian subcontinent; in China along the Yellow River; the Fertile Crescent area in West Asia along the Tigris; in sub-Saharan Africa and the Niger River system; and in Central America. (http://ragz-international.com/anc ient_civilization.htm) The change to settlement from nomadic living marked the beginning of the Neolithic period. The people now produced food, rather than procuring it, they no longer adapted themselves to their environment, but adapted their environment to them. This involved actions as simple as weeding around food plants, bringing water to the plants during dry periods, and planting seeds so that food grew in a more convenient location. Settled life meant food could be stored as a reserve for times... ...This early farming resulted in the extended kinship networks and economic trade systems that existed as late as the industrial revolution. It affected our culture and changed our drives making us territorial and materialistic, but it also created the hierarchical systems that allowed cooperation within our species beyond that normal in the anima kingdom. It was this cooperation that allowed us to change the world our species lived in, giving us the abilities needed to dominate the planet. Bibliography (1959) R. Redfield The Primitive World and its Transformations Great Seal Books, New York (1991) R. L. Bettinger Hunter-Gatherers: Archaeological and Evolutionary Theory Plenum Press, New York (1995) Hansen international world history project http://ragz-international.com/ancient_civilization.htm Accessed On: 30102003 (2000) I. Kuijt Life in Neolithic Farming Communities: Social Organization, Identity and Differentiation Kluwer Academic/ Plenum Publishers, New York (Sept 2001) R H Steckel et al A History of Health in Europe from the Late Paleolithic to the Present: a Research Proposal (online- http://global.sbs.ohio-state.edu/docs/Proposal-09-03-01.pdf accessed on: 30102003)

In the Lake of the Woods

In the novel In the Lake of the Woods, O’Brien channels between his life in the present at the lake with his wife, and his life in the past, recalling memories from the war in Vietnam. The novel begins with a preview into the love life and marriage of John and Kathy Wade. While the novel progresses, their relationship begins to deteriorate and as the narrator jumps from his past to his present, the impact of his time in Vietnam becomes more apparent as a primary factor in the failure of their marriage. Throughout the book there are sections of hypotheses and evidence that observe a mixture of fiction and non fiction documents. Some are simply historical facts about the condition of soldiers after Vietnam, particularly the My Lai massacre, while others are fabricated interviews and statements from the characters in the story examining the strange behavior of John Wade himself. The way the chapters are arranged in a scattered format attest to how the jaded past of John Wade sporadically emerged into his life with his wife, the election, and his sanity. Like many stories, the novel is not presented in chronological order. Even as the narrator jumps from past to present to evidence to hypotheses, the sections are not always continuous individually. O’Brien utilizes this method because the story was not written to develop the life of John Wade, but rather to examine it as it relates to the past that he tried to conceal from the election and his wife. Each piece of evidence serves to further expand the elements that tainted John Wade and provide possibilities to the case of his missing wife. The hypotheses are an explanation of the story that also maintains the mystery in the novel because they never provide a concise ending. In the beginning, these chapters are confusing, but they help the reader see the main plot in greater depth. The significance of the events is more indicative than the order of the events. John Wade’s involvement in Vietnam is most associated with the My Lai massacre, an event where numerous American soldiers violently slaughtered innocent men, women, and children at a small village called Pinkville. It is a tragedy that has forever shamed America and especially the soldiers that contributed to the horrific event. John Wade is not introduced as a collaborator in the My Lai massacre until the middle of the novel. Although this is a crucial part of the story, if John Wade had been broadcasted as a participating factor in the massacre, the point of the novel would be lost. The reader would continue to hold a bias towards John Wade and therefore disregard any sort of empathy for his difficult situations. Since, however, the reader finds out he did contribute to the My Lai massacre later in the novel, an opinion and understanding of John Wade is already present, which helps provide some justification and sympathy for the narrator. O’Brien, a Vietnam veteran himself, employed this deferment of information to the reader because many see the My Lai massacre as a black and white atrocity, without ever considering the feelings and frustrations of the American soldiers themselves in fighting an â€Å"invisible enemy†. The structure of the novel is not only used to gradually inform the reader of the damaged mind of John Wade, but also to emphasize the difficulty of dealing with his experiences. As the narrator begins to distrust his own senses and memories, the reader knows less of what is fact and what is speculation. The evidence provides a look into the lives of people that dealt with John Wade and people or events that relate to his condition, including post traumatic stress excerpts and political figures’ approach to loss. The narrator combines his memories with these relatable findings that results in a union of fallacy and actuality as John Wade slowly slips into insanity. The issues that John Wade and his loved ones endure dealing with incorporating a guilt ridden event with his near perfect present life represents the hardship many Vietnam soldiers, including O’Brien, had to face when trying to live their lives normally again. The novel is a testament to the trifles of Vietnam veterans, not only during the war, but after; O’Brien writes about the character’s fragmented mind and life as it relates to every damaged soldier. The structure of the novel lends itself to comprehension and the revelation of John Wade. The rather intermittent sequence of events helps the reader increasingly comprehend the nature of dismantled soldiers and how the attempt to erase John Wade’s past ended in the destruction of his future. It also symbolizes the disorderly fashion that John Wade’s past interrupts his present life. The structure is perfectly suited to the subject matter.

SWOT analysis of Disneyland Paris Essays

SWOT analysis of Disneyland Paris Essays SWOT analysis of Disneyland Paris Paper SWOT analysis of Disneyland Paris Paper High quality effective customer service is key objective to any business/organisation being successful. I have researched into why this would be necessary for a company such as Disneyland Paris. Disneyland Paris need to provide all its customer with high quality, effective customer service this can be done by training all employees to a high standard including how to be polite, courteous, helpful, have good interpersonal skills and be well presented and look approachable. If Disney was able to provide this level of customer service, it would keep their customers calm, relaxed and free to enjoy their trip, they would also feel secure and valued which is likely to result in repeat custom, this would then help to increase sales within the resort therefore revenue, as a result Disney may receive a boost in their reputation from being able to effectively satisfy the need and wants from its customers. If they were not able to provide high quality, effective customer service this would have the opposite effect and may lead potential customer to choose a threatening theme park to Disneyland Paris, losing the business money and decreasing its revenue, repeat customers and share in the market. Disneyland Paris has a mission statement this is To bring families together and create the worlds most magical smile! This mission statement is essential to Disneyland as it gives them something to stride towards and achieve. If a business or organisation did not initially set specific aims and objectives they may be less motivated to better themselves. However if the mission statement, aims or objectives set are too simple and easy to achieve by Disney, they may not seek to improve or go further in achievement as a whole. This mission statement is the key to success within the business as other competitors to Disney are constantly modifying and improving to satisfy their customers, therefore customers could visit them theme parks or attractions instead of Disneyland Paris resort. This SWOT analysis has revealed that there are a large number of strengths for Disneyland Paris, compared to the amount of weakness for the business. This informs me that the layout of the Disneyland resort and the companys current plans are to a high standard and are able to cater for large volumes of customers and their needs and demands. Strengths The first strength I have found is Disneyland Paris caters for a wide target audience, from the rides and entertainment to the facilities and accommodation provided; this is an example of excellent customer service provided by Disney resulting in good customer satisfaction levels. This then leads to an increased reputation, in turn gaining repeat custom, which leads to an increase in sales and potentially revenue. Another strength I have identified is Disneys outstandingly unbeatable reputation. This is because they deliver high quality effective customer service that the customers are expecting. This in turn generates good customer satisfaction, leading to repeat customers and a further increase in their reputation, helping Disneyland to achieve the most visited tourist attraction in Europe almost every year. Disneyland Paris will also see a rise in their revenue and sales figures giving them more money to make change and improvements if any are needed. Below are the statistics to support my claim: A further strength of Disneyland Paris is that its location is easily accessible to its customers. It is in a local position to its largest customer base of French visitors. However for English visitors there are many methods of transport that can be taken to get to Disneyland Paris Resort, there is the Euro star, car or bus, train or plane. These give customers more advantages when travelling to the destination and are suitable for customers from all incomes. This creates a large customer base for Disneyland Paris thus increasing sales and revenue for the company. It will create good customer service which leads to an increase in customer satiation as Disney are able to cater for most customer types, which will then increase Disneys exceptional reputation further. Merchandise and products are sold by Disneyland and is a good strength used by them; most of the customers who visit purchase Disney products such as photos from rides or character related products as a souvenir or memory from their stay at the resort. This is offering visitors good customer service as there is a huge selection of merchandise available for choice, this leave the customers satisfied in finding the perfect product for them. This increases the volume of sales gained by Disney therefore the revenue created. It will also help to increase Disneys reputation by customers spreading good word of mouth. The next two strengths I have indentified are linked together; they are extremely beneficial in increasing the reputation and customer service received by customers. These two strengths are having both multilingual staff and multilingual maps and sign posts throughout the park. This is crucial for Disneyland in being successful as the customers that come here are from different countries worldwide, which speak different languages and have different cultures. This means Disney needs to provide a wide range of staff that speak these languages or use universal symbols on the sign posts at the resort to suit and satisfy all their customers needs and differences. If Disney was not able to provide this, both their customers and staff could become frustrated and angry as there will be a language barrier they are unable to fix, also they will not be able to navigate themselves around the parks via the maps and sign posts if they are not multilingual. This in turn would give Disney numerous complaints and decreasing their outstanding reputation. Customers will not want to return to the resort and may pass there bad experience on to others, thus putting them off visiting. I have placed a few pictures which I have collected from around the Disney resort, highlighting the multilingual sign posts and maps there are available for customers to navigate themselves around the resort easily increasing the level of customer satisfaction gained as customers can find where they want to be without any negative implications. Another strength that its clear Disney have is providing disabled facilities throughout the resort. This is important in showing Disneyland cares and caters for their customers who have a disability, thus showing they cater for a variety of people. Some of the facilities that are available around the parks include; wheelchair rental, specially adapted toilets and designated rooms etc. By having these facilities Disney is able to attract more disabled customers into visiting the resort, increasing their sales and revenue, also it will help to increase Disneys already booming reputation. These customers will also feel valued and respected as they are not being discriminated against, and would feel comfortable in talking to a member of staff should they have any queries. They receive the highest quality customer service that Disney aims to provide all their customers with, giving the customers good satisfaction. I have included various pictures as evidence to prove Disney do offer this service to its disabled customers. Another strength Disney show is the high level of training given to their employees. They have all been trained with in-depth knowledge about various products Disneyland Paris sell. This is necessary so Disney is acting in accordance with the Trade Description Act 1968, a scenario in which the company are at risk of breaking this law would be if one of Disneys employees was to provide a customer with untrue information about a product as in if the employee described the product either orally or written down as being suitable for children and the product was in fact not suitable for children, Disneyland would then be liable for prosecution if pursued. However if a customer visiting the resort were to ask employees questions and they were unable to respond this would reflect negatively towards Disney and customers would then be uncomfortable asking other staff members questions. This could then lead to the Disneys exceptional reputation being damaged thus Disney would then see a decline in sales therefore turnover. By all employees having outstanding training Disney would see their customer satisfaction amplify from good customer service being provided to all. Fast passes are another strength Disneyland offers to its customers, although customers would have to pay an extra amount they receive the benefit of not having to wait in long queues for the rides, which could frustrate the more impatient customers. This would increase customer satisfaction by not having to wait as long for the attractions they wish to see, making Disney have a higher chance of gaining repeat custom which will increase both sales and revenue for the business. This shows Disney offer their customers an excellent customer service, as customers feel valued in having the opportunity to pay for a fast pass which would be time effective towards the customers, this would then lead to Disney increasing their reputation further. An additional strength I can acknowledge that Disneyland Paris can show is by having two parks (main theme park and Walt Disney Studios). From my own experience and knowledge plus research into the two parks I can identify the themes and rides based in each park are different. Walt Disney studios is catered more towards older children with bigger, faster and more thrilling and exciting rides available. Whereas the main Disney Park is tailored towards the younger generation including the youngest visitors, as it contains smaller less thrilling rides. I have included a list below of the top five rides in each of the parks.

Ethiopian Economy essay

Ethiopian Economy essay Ethiopian Economy essay Ethiopian Economy essayEthiopia is one of the fastest growing economies in Africa and the world. At the same time, the current level of the economic development of Ethiopia is still far from the level of well-developed countries, such as the EU, the US and others. On the other hand, Ethiopia has a considerable potential and the current economic growth of the country reveals the fact that Ethiopia can become one of the regional leaders, while human resources, with a large share of young people in the total population, make the potential of Ethiopia even greater. However, Ethiopia should use its actual potential and overcome existing problems which often refer not only to the economic but also to the political domain (Marcus, 2002). The democratization of the country has had a positive impact on its economic development and revival of business activities. At the moment, the country is still in the difficult economic position because of its economic and technological backwardness mainly as well as remoteness from financial and economic centers of the world, but the fast economic growth allows Ethiopia to close the gap between its economy and economy of well-developed countries or, at least, of emerging economies in a long-run perspective.Background of Ethiopian economy  Ã‚  Ã‚  Ã‚   Colonial past of Ethiopia and its impact on its economic development is still very significant. In economic terms, the impact of the colonial past of Ethiopia can be traced through the strong impact of European capital and companies on Ethiopian businesses and economy at large. For instance, Ethiopia is still dependent on European technology and capital. This is why Ethiopians view Europe as the place, where they prefer to obtain their higher education. At the same time, the persisting, strong impact of foreign companies puts local businesses in the disadvantaged position and slows down the economic development (Teferra Altbach, 2003). This is why, at the moment, the government atte mpts to stimulate business activities in Ethiopia and attract foreign direct investments to enhance the economic growth of Ethiopia and ensure the economic growth in a long-run perspective.Ethiopia experienced the same colonial past as other African countries. The liberation of Ethiopia brought not only new opportunities for the economic growth but also and mainly new conflicts and struggle for power. The political struggle has had a negative impact on the economic development of the country. One of the major events in the post-colonial history of Ethiopia was the establishment of the pro-Soviet, communist government. As a result, the pro-communist government conducted specific economic policies which resulted in the nationalization of the major sectors and industries of Ethiopian economy. Consequences of such policies and nationalization are still relevant today.However, the recent democratization contributed to the fast and steady economic growth. At the moment, the government of Ethiopia attempts to enhance open market economy principles and stimulates fair competition to make the economic growth of Ethiopia long run. Reforms conducted by Ethiopian government have had a positive macroeconomic effect, but some problems, such as corruption, technological backwardness, and other problems persist.GDP growthAt the moment, Ethiopia is one of the fastest growing economies in the world. At the same time, the fast economic growth now is, to a significant extent, the result of a considerable downturn in the economic development of Ethiopia in the past. However, the economic growth reveals the positive trend in the development of Ethiopian economy. The government has managed to cope with major macroeconomic issues, such as slow GDP growth and high inflation rates.The growth of the economy allows Ethiopia to increase the quality of life but Ethiopia still faces the problem of the fair redistribution of the national wealth. For example, about 85% of the total population of Ethiopia works in agriculture which comprises about a half of the total export of the country but still the overwhelming majority of Ethiopian farmers are living in poverty or next to poverty conditions (Mauri, 2010). In fact, the economic disparity of the ruling elite, which comprises just a minor part of the society, and the rest of the society, which comprises the overwhelming majority of the population, is enormous. One of the reasons for such disparity is the high level of corruption and the limited access of the larger part of the population to economic benefits and redistribution of the national wealth.  Ã‚  Ã‚  Ã‚   Labor force as the ground for the economic growth of Ethiopia in the futureAbout a half of the total population of Ethiopia are people under the age of 18. Therefore, the large part of the population is young that means that Ethiopian labor market has a considerable potential for the growth since all young people, who are under 18 now, will become economica lly active soon and start working or launch their businesses.At the moment, the economic potential of Ethiopia is enormous because the large part of the younger population in the total population of the country means that the larger part of the population is economically active that creates conditions for the stable economic growth. The creation of new jobs will involve the growth of business activities, while the large number of tax payers will stimulate the government to conduct efficient economic policies in public sectors of the economy, which still comprise a large share in the total economy of the country.  Ã‚  Ã‚  Ã‚   Private vs public sectorIn the past, the government control Ethiopian economy, while now the process of privatization contributes to the fast growth of the private sector. The government control over the economy of Ethiopia resulted to its decline and profound crisis, while privatization stimulated the optimization of businesses and improvement of the perform ance of organizations and companies which used to be in the public sector (Henze, 2005). At the same time, the transition from the public to private sector dominated economic structure was accompanied by profound changes. The change of ownership required consistent changes in the development of the fiscal policy and system of the country. Taking into consideration that the financial sector of Ethiopian economy still remains under the government control, the economic development of Ethiopia cannot be viewed as driven by private sector alone because banks and banking industry can influence consistently the economic development, while decisions taken by banks depend on the government policies because the financial sector remains in the public ownership.  Ethiopian Economy essay part 2

Keynesian Theory And The New Deal Essays - Economy, Free Essays

Keynesian Theory And The New Deal Essays - Economy, Free Essays Keynesian Theory and the New Deal The crash of the stock market brought many hard times. Franklin D. Roosevelt's New Deal was a way to fix these times. John Stuart Mill and John Maynard Keynes were two economists whose economic theories greatly influenced and helped Franklin D. Roosevelt devise a plan to rescue the United States from the Great Depression it had fallen into. John Stuart Mill was a strong believer of expanded government, which the New Deal provided. John Maynard Keynes believed in supply and demand, which the New Deal used to stabilize the economy. Franklin D. Roosevelt's New Deal is the plan that brought the U.S. out of the Great Depression. It was sometimes thought to be an improvised plan, but was actually very thought out. Roosevelt was not afraid to involve the central government in addressing the economic problem. The basic plan was to stimulate the economy by creating jobs. First Roosevelt tried to help the economy with the National Recovery Administration. The NRA spread work and reduced unfair competitive practices by cooperation in industry. Eventually the NRA was declared unconstitutional. Franklin D. Roosevelt then needed a new plan. Keeping the same idea of creating jobs he made many other organizations devoted to forming jobs and in turn helping the economy. One of those organizations was the Civilian Conservation Corps. This corps took men off the streets and paid them to plant forests and drain swamps. Another of these organizations was the Public Works Administration. This organization employed men to build highways and public buildings. These were only some of the organizations dedicated to creating jobs. Creating jobs was important because it put money in the hands of the consumer. This directly affected the supply and demand. The more money they had the more they could spend. This would slowly start a chain reaction and bring the economy back to the way it was before the depression. By the end of the 1930's this plan had lowered unemployment to 17.2%. To make these organizations it was going to take money. Roosevelt had to deficit spend, which is when the government spends more than their budget in one year, in order to obtain this money. Of course these ideas of supply and demand and active government didn't just come to him. He was influenced by John Maynard Keynes and John Stuart Mill. There philosophies were the basis of the New Deal. John Stuart Mill, who began studying economics at age 13, was one of the most influential political thinkers of the mid-Victorian period. He believed in empiricism and utilitarianism. Empiricism is the belief that legitimate knowledge comes only from experience. Utilitarianism is the belief by which things are judged right or wrong. It is judged according to their consequences. In a way he was a hypocrite. When the economy was good he believed in Laisezz-Faire, which means "hands off." If the economy was bad, though, he believed in an extended role of government. This simply meant that the government should take part in the economy and try to make it better. The New Deal was a very active government plan because it had the government working directly to make jobs and fix the economy. Mill died in 1873 and would never had a chance to talk to Franklin D. Roosevelt. In a press conference Franklin D. Roosevelt once said, "I brought down several books by English economists and leading American economists, I suppose I must have read different articles by fifteen different experts."(Schlesinger, Pg.650) This writing indirectly steered Roosevelt towards a plan which expanded the role of government. Mill gave Franklin D. Roosevelt the basis of the plan, but it needed to be elaborated on. John Maynard Keynes was the man to do this. John Maynard Keynes, one of the most influential economists of the 20th century. For many years he was an active voice in economics. In 1929 he wrote We Can Conquer Unemployment and in 1930 he wrote his Treatise on Money. Ten years before he died he wrote his General Theory of Employment, Interest and Money. Above all he believed in supply and demand. This was an indirect way to let the economy balance itself. In

HBD- portfolio Essay Example | Topics and Well Written Essays - 3000 words

HBD- portfolio - Essay Example This group deals in individual lifestyle hotels and provides a friendly environment to all its guests. The guests at Swire Hotel Group are served with spontaneity and freedom reflected through personalities of all hotel staff. This Group as their unique hotels located across United Kingdom, China and Hong Kong. The House Collective comprises a range of individual hotels located across Asia. East brand has its magnificent business hotels located in Hong Kong, Miami and Beijing. Chapter Hotels part of Swire Group are located in heart of British cities. They are mainly found in Exeter and Cheltenham. There are two other hotels of this Group located in Brighton and Bristol. Swire Hotel Group mainly focuses on upper income class segment. There are two categories of individuals who are mainly targeted. One belongs to business class and the other represents tourist visiting a place from around the globe. Hotel’s architecture is designed by taking into consideration taste and preferences of mentioned customer segments. Swire hotels can be stated as a profitable division of Swire Properties. Swire Properties is a wholly owned subsidiary of a blue chip company known as Swire Pacific. This Group comprises of three major luxury hotel brands such as The House Collective, Chapter Hotels and EAST. Swire Hotels was launched in 2008 and it encompasses urban hotels in United Kingdom, Mainland China and Hong Kong. The launch of Swire Hotels Group has provided wide range of choices for its entire customer segment. Synergy of investment and mixed-used developments has strengthened the market position of the firm. This Group mainly deals in luxury hotel and targets upper income class segment. The hospitality industry can be stated as an intensely competitive segment and this factor has enabled the Group not to restrict in one particular location. UK market possesses high purchasing power and this can prove to be a positive factor for growth or

Industry Report Research Paper Example | Topics and Well Written Essays - 2250 words

Industry Report - Research Paper Example The researcher will focus on individual performance for each of the brands, seek to evaluate the best performing, understand their market segmentation, and marketing mix. In this section, the researcher is going to argue out each and every vehicle brand depending on the consumer appreciation feedback and statistics about their luxurious products. Following the results released by Forbes Insights, data collected from BIGinsight.com have guided the multibillion dollar firm to come up with a comprehensive listing of the leading luxury automotive brands graded using a composite score that gives ranking according to customer satisfaction and loyalty of the customers to the vehicle brand (Maynard 32). Audi, an up-and-coming alternative luxury brand, has attracted a myriad of consumers over the past few years and this explains why the average price for one of its vehicles is now at $5, 000. This has been viewed as the greatest of all times improvement after the economy went on crisis and experienced a slow recovery due to external factors such as inflation; the auto industry has been bouncing back from the depths of 2009 where its sales hit the sea floor, but the thirst for luxury remains powerful. In 2011, Audi posted their highest sales ever in a market flooded by a myriad of locomotive manufacturers (Hoffmann and Ivan 66). The German automobile manufacturer is a member of the German Big 3 luxury automakers, which are BMW and Mercedes-Benz and are the three best-selling luxury automakers in the world. Audi produces fully guaranteed galvanized cars to prevent corrosion and is recognized as the first auto-maker to introduce this module in its body shell after which Porsche followe d. Bayerische Motoren Werke AG (Bavarian Motor Works) is a German automobile that was founded in 1916 and has never disappointed since then. It is the parent company of Rolls Royce Motor Cars, has a new class model which was a line of compact sedans

Major Corporation Assignment Example | Topics and Well Written Essays - 500 words

Major Corporation - Assignment Example Wal-mart Corporation has managed to maintain corporate responsibility as a form of philanthropic effort by enhancing close relationship among all its stakeholders. Moreover, the corporation has managed to maintain social responsibility as a way of developing its success. The corporation has managed to enact its business practices according to the set legal and ethical values. For example, Wal-mart has always been able to maintain a clean name all over the years that it has been operation. The corporation has also been able to engage in corporate social responsibility (Kneer, 2009). This means that Wal-mart appreciates its customers and the community by engaging in various development activities for the well-being of the society. In order to achieve the best within the competitive business sector in America, Wal-mart has also managed to enact a number of core values. One of the core values include offering respect for all individuals associated with the company daily operations (Kneer, 2009). This means that the corporation offers respect to all its employees through employing the appropriate leadership. The other core value that the corporation has managed to employ in its business operations is offering the best service to customers (Kneer, 2009). Each customer in Wal-mart is plays a significance role in enabling the corporation to meet its profit goals. Therefore, the corporation maintains a strong relationship with all its customers by treating them well and equally. The other core value that Wal-mart has been employing in its operations is striving for excellence (Kneer, 2009). This means that the corporation’s goal has always been being the best in the competitive market through providing better services to all its potential customers (Kneer, 2009). Wal-mart Corporation has also played a significant to enhance core competence through

Recording labels & Music Marketing Essay Example | Topics and Well Written Essays - 2000 words

Recording labels & Music Marketing - Essay Example It has a significant presence in the region. Besides, the record label has a number of artists signed to it. It accords a platform for marketing and promoting all these artists irrespective of their status. For instance, in their website, they have a portal which allows the artists to have their music promoted via a digital store. The digital store, as it is in most cases, is always connected to the iTunes stores. With the advent of information age together with the opportunities presented by it, digital platforms for promoting music is a necessary part of the promotion (Brae, 2012). Brief Background on the All Around the World The music label was formed in 1990. It should be noted that demographically, the record label is located in England but it has signed artists from various parts of the globe. The artists signed to the label are mainly determined by the genre of music in which it specializes in. Largely, the genre of music for the group was dance. However, it is apparent that i t had to conform to modern trends in music. Consequently, the music group also incorporated Rnb as a genre in its production. The record label does the promotion of its music products through the universal music group which is an established music marketing and producing company. The transformations that have been at the company have seen it sign even hip-hop artists. Hip-hop is a genre of music that has been incorporated into the recording label’s staple. Some of the artists who have been signed to the group in the recent past whose music has been of hip-hop genre include Skepta. The following discourse partly focuses on Skepta in terms of his music. Skepta Skepta is a rapper who is English. His real names are recorded to be Joseph Adenuga. The rapper is of African descent. The rapper has had different compilation albums as well as mixtapes. His first album was the one released in 2007. The name of the album was called the Greatest hits. This gave the artists a platform whic h saw to his rise and popularity especially when he released the single titled Bad Boy. Mixtapes as Part of Music Culture Mixtapes are a ways through which artists promote themselves. They are unlike compilation or studio albums. The copyright rules do not actually apply to them. In reference to the artist in focus, he has had three mixtapes. The first one was titled Been there done that. The date of release of that compilation was in 2010. The second mixtape was titled community payback. This was released in 2011 and was hosted by the renowned DJ Whoo Kid. In hip hop music, this has been used by various artists to launch and even propel their careers. A notable beneficiary of this was 50cent. It is arguably true that Curtis Jackson is one of the biggest names in hip hop in recent times. While trying to gain an entry into the music industry, he made a name through a mixtape titled How to rob the industry. In the music, he made comical inferences to already established music icons li ke Jay Z. by doing what he did, he attracted attention on him. Consequently, it acted as a platform for promoting his talent. Urban Radio Industry The urban industry for radio in the UK has progressively grown in leaps too. Over the years, the radio stations have played a vital role in the music culture. They promote artists and contribute fairly in the marketing of their music. A few years back, there were few registered FM stations. Most of the stations then were pirates. These stations included Rinse FM which

Ch7 - reflectional journal Essay Example | Topics and Well Written Essays - 250 words

Ch7 - reflectional journal - Essay Example The advantages of questioning in learning show that questions trigger divergent thinking, encourage reflection, build inward understanding, promote factual knowledge, and nurture convergent thinking. When questioning, teachers should consider the structure of questioning so that they can balance the appropriateness of the questions in the teaching and learning process. Teacher responses influence effective learning process and are vital because the teacher must consider the answers given by the learners in an encouraging way so that the learner can feel motivated. Additionally, the teacher should respond in an extensive way whereby he/she expands the student’s answer for better understanding of the content being asked. Expansion of a student’s response encourages and motivates the learner in the sense that the learner attains a sense of appreciation and within the right path to getting the right answer. Finally, the teacher should also probe when answering to leaners questions; this is whereby the teacher questions further the answers given by the learner. This method tests whether the learner has understood the concept being learned. In summation, the author points that teachers should adopt an appropriate way of questioning and answering during the teaching and learning process so that the objectives of the lesson are outstandingly met making the teaching effective. In summation, the author points that teachers should adopt an appropriate way of questioning and answering during the teaching and learning process so that the objectives of the lesson are outstandingly met making the teaching

Evaluation Research Essay Example | Topics and Well Written Essays - 750 words

Evaluation Research - Essay Example An examination of these types would lead to a better understanding of the overall importance of evaluation research as well as the impact it has on the implementation of various government programs. The first type of evaluation research is one which evaluates a process. For example, in the health industry the process by which a person gets admitted to a hospital in a given location could be evaluated through research, case studies, interviews and then policy makers could be given advice as to how the process can be improved (ACT Health Promotion, 2002). The satisfaction level of the people using the services provided concerning their health, as well as the reach of a program connected with public health improvement could both be evaluated through process evaluation to give public officials a better picture of how successful or unsuccessful a policy is. Evaluation research can be carried out by both public and private organizations as the focus of the research is to try and improve the processes involved in the health services industry. The next level of evaluation research focuses on the impact which a certain policy or a certain mandate has on the delivery of services (Kann et. al. 1995). In the context of health services, suppose a policy was created by which only doctors who had been trained in Australia were allowed to practice medicine and any doctor or nurse who had a foreign qualification was simply barred from working in Australia. The impact of such a policy could be quite severe and could even be negative as Australian doctors could be barred from practicing elsewhere in the world. Other policies, such as making sure that the ambulance which carries a person to the hospital for emergency treatment would also carry them back may have a positive or negative impact and these can only be determined through evaluation research which looks at the real impact of a policy. Impact evaluation often

Recording labels & Music Marketing Essay Example | Topics and Well Written Essays - 2000 words

Recording labels & Music Marketing - Essay Example It has a significant presence in the region. Besides, the record label has a number of artists signed to it. It accords a platform for marketing and promoting all these artists irrespective of their status. For instance, in their website, they have a portal which allows the artists to have their music promoted via a digital store. The digital store, as it is in most cases, is always connected to the iTunes stores. With the advent of information age together with the opportunities presented by it, digital platforms for promoting music is a necessary part of the promotion (Brae, 2012). Brief Background on the All Around the World The music label was formed in 1990. It should be noted that demographically, the record label is located in England but it has signed artists from various parts of the globe. The artists signed to the label are mainly determined by the genre of music in which it specializes in. Largely, the genre of music for the group was dance. However, it is apparent that i t had to conform to modern trends in music. Consequently, the music group also incorporated Rnb as a genre in its production. The record label does the promotion of its music products through the universal music group which is an established music marketing and producing company. The transformations that have been at the company have seen it sign even hip-hop artists. Hip-hop is a genre of music that has been incorporated into the recording label’s staple. Some of the artists who have been signed to the group in the recent past whose music has been of hip-hop genre include Skepta. The following discourse partly focuses on Skepta in terms of his music. Skepta Skepta is a rapper who is English. His real names are recorded to be Joseph Adenuga. The rapper is of African descent. The rapper has had different compilation albums as well as mixtapes. His first album was the one released in 2007. The name of the album was called the Greatest hits. This gave the artists a platform whic h saw to his rise and popularity especially when he released the single titled Bad Boy. Mixtapes as Part of Music Culture Mixtapes are a ways through which artists promote themselves. They are unlike compilation or studio albums. The copyright rules do not actually apply to them. In reference to the artist in focus, he has had three mixtapes. The first one was titled Been there done that. The date of release of that compilation was in 2010. The second mixtape was titled community payback. This was released in 2011 and was hosted by the renowned DJ Whoo Kid. In hip hop music, this has been used by various artists to launch and even propel their careers. A notable beneficiary of this was 50cent. It is arguably true that Curtis Jackson is one of the biggest names in hip hop in recent times. While trying to gain an entry into the music industry, he made a name through a mixtape titled How to rob the industry. In the music, he made comical inferences to already established music icons li ke Jay Z. by doing what he did, he attracted attention on him. Consequently, it acted as a platform for promoting his talent. Urban Radio Industry The urban industry for radio in the UK has progressively grown in leaps too. Over the years, the radio stations have played a vital role in the music culture. They promote artists and contribute fairly in the marketing of their music. A few years back, there were few registered FM stations. Most of the stations then were pirates. These stations included Rinse FM which