United Nations Role in Peace and Security

As we all know the UNO is an international organization of almost 192 member countries of the world and was founded – rather replaced by the League of Nations some 63 years back in October 24,1945 in San Francisco, California, shortly after World War -II. No doubt the tragedy, bloodshed, massacre, hunger and nuclear atrocities by the USA gave alarming feelings to the nations to freeing the world from the possibility of wars in future. However, its successes and failures in achieving this objective are still debatable. The UNO as stated above is a renewed precursor body of the League of Nations. So before reviewing the UNO’s functions, it will be worthwhile to look into the history of the League as the new generation is not much aware of its role. LEAGUE OF NATIONS The League was founded after the devastation, slaughter, disaster and atrocities of the world war-I. It was also an international organization set up in accordance with the Treaty of Versailles in 1919-20 with only 58 members. Its major goal consisted of disarmament, prevention of war and settling disputes between the countries. The harbinger of setting up this organization was the United States President Mr. Woodrow Wilson. But surprisingly the Senate of his own country refused to become its member which was, no doubt, a serious blow to the prestige of the League. However, other great powers like the United Kingdom and France remained its members. It was to fulfil the dream of fundamental shift in the thought from the preceding centuries. Unlike the UNO,the League did not have its own armed forces and was dependent on the great powers to enforce its resolutions and peace-making struggles. It could not enforce its three sanctions as envisaged under its covenant. Therefore after,no doubt, a few notable successes, the following failures resulted in its replacement by the United Nations:- 1. In 1931 Japan invaded Manchuria but no effective sanction was imposed on the aggressor. 2. In 1935,Italy attacked Abyssinia but none of the great powers took any notice of it. . 3. Germany was not allowed to join the League in 1919 as it had started the war. 4. Russia was also denied its membership in 1917 being a communist government to pose fear in Western Europe. Eventually these three most powerful countries could not play their positive role in supporting the league. This sort of plight has been stated by Mussolini in a sarcaustic manner as under: â€Å"The League is very well when sparrows shout, but no good at all when eagles fall out† So the League after the end of the first world war was replaced by the UNO in 1945 having remained in existence from 1919 to 1945. THE UNITED NATIONS ORGANISATION After the closure of the League of Nations, the UNO was established on 24th October,1945 but its first General Assembly comprising 51 member countries was held on 10th January,1946 in London. One can well assess that the brunts and tragedies of both the world wars gave a fillip to the idea of revamping the body of the League to play more effective role anew to restore peace and harmony amongst the states. This idea was elaborated in the Declarations signed during war time conferences held in Moscow and Tehran in 1943. Mr. Franklin D. Roosevelt, the President of the USA proposed its name as UNITED NATIONS. Its charter was drafted by the governments as well as non-government organizations like Lion Club International. To start with 51 nations signed the charter of the United Nations. The charter was later ratified by five permanent members of the Security Council viz: USA, UK, France and China, followed by a majority of the other 40 signatories. As a result of the unanimous votes by the U. S. Senate and the House of Representatives, the UNO’s Headquarter were made in the United States. Accordingly U. N. Headquarters building was constructed in New York city in 1949 and 1950 beside the East River on the land purchased by an 8. million dollars donation from John D. Rockefeller. The land is now considered international territory but apart from some diplomatic privileges and immunities, the laws of the New York city,New York state and the U. S. in general do apply. The UNO is supported by some other organizations like the Security Council, UNICEF, WHO, UNESCO and a few more to resolve conflicts and to maintain peace in the world as well as to eliminate illiteracy, poverty, hunger and to enhance respect for human rights. PAKISTAN’S ROLE IN THE UNO. Pakistan is proud to play its role in the peace-keeping missions of the United Nations. Pakistan became its member on 30th September,1947 i. e. just after one month’s creation of it on the world map as a new country. Since 1960, Pakistan is enthusiastically performing its responsibility in the U. N. peace-keeping missions with over ten thousand troops and observers. Currently Pakistan’s involvement in restoring peace in Somalia, Sierra Leon, Bosnia, Congo, Liberia and East Temore have been commended not by the UNO but the world at large. No other country including any muslim state has been that active to contribute this sort of role in the United Nations. This speaks of the valour and vividity of our armed forces on the global impact. Conclusion The first decade of the 21st century is going to complete with both hope and distress co-existing side by side. Peace and development and concept of democracy and equality are still missing in many parts of the world despite our trumpeted slogan of world getting into a global village. No doubt the globalization has drawn countries closer and closer with reference to their economic relationship, advanced means of communications and regional cooperation etc. But these developments are posing some alarming questions to the general public like local wars, revolutions and conflicts coming up from time to time. The Iraq war and situation between Israel and Palestine witnessing tragedies every day. Similarly wars in Africa entangled with poverty and diseases are still continuing. As a matter of fact after the dropping of atomic bombs on Hiroshima and Nagasaki in Japan on 6th and 8th August,1945, the possession of nuclear device by some countries created a sense of self-protection and safety. In this way the dream of peace and harmony in the world does not seem to be converted into the reality in the near future. But we are not that pessimist because the UNO is undoubtedly a microcosm of the world and despite so many reservations politically, its role in promoting disarmament for a safer future to the posterity cannot be denied. In the global concept its importance and necessity is gaining momentum day by day. It is now the most acclaimed universal representative and authoritative organization with 192 member countries in its present set up and we do hope that it will progress more in the time to come. Those countries who have not become its members so far, should also come forward to strengthen the UNO in general and the present Secretary General Mr. Ban Ki-moon In particular.

Like Water for Chocolate: A Summary Essay

Revolutions throughout time have established change of traditions as the normal occurrence throughout our history. Revolutions in households ca also occur when traditions that are contrary to one’s desire interfere with the values of another. In the novel Like Water for Chocolate, a revolution develops between mother and daughter, Mama Elena and Tita. It is the family traditions, Mama Elena’s lack of understanding of Tita and Tita’s will to break free that sparks the revolution between them. Family traditions play an important role in the cause of Tita’s rebellion against her mother. Tradition states that the youngest daughter (in this case Tita) must not marry, but must take care of their mother until she dies. Tita struggles against her mother’s tradition to â€Å"serve† her until the day she dies, without having a life of her own. Tita did as her mother told even when it made her unhappy. Tita felt smothered by her overbearing mother. Se wanted something more out of life then just taking care of her mother, which is whys he was constantly defying family traditions. An example would be when Tita’s sister Rosaura was unable to feed her son Roberto. Tita however was able to feed him despite not being his mother, defying standards being a mother should feed her own son. Tita was constantly trying to be her own person to make something out of herself that had nothing to do with her mother. When Tita left after Roberto’s death, she wanted nothing to do with her mother, but despite her efforts when she found out that her mother had become paralyzed she soon returned home to help her and take care of her. Tita desperately fights for her freedom and love, while Mama Elena stands as a prime opposition that prevents her from living her dream.

My words of Wisdom

My Words of Wisdom We are all human beings who need to live together on the same earth, but different environments have different characteristics that can help us achieve goals. Some of us like to stay in the safe zone and enjoy the tranquil moments; some of us like to conquer the Nonverbal of our imagination and enjoy exciting moments; some of us with creative spirits enjoy taking extraordinary journeys. No matter which type of life we choose or which type characteristics we have, challenge always acts as a naughty kid, who hides in he corner and makes us either scream and run away or smile and embrace him as a friend.Lee Perry said, â€Å"You can do what you think you can do, so think you can do it, and do it. † The image math gave to me is a weirdo model consisting of a digital compiled body covered by parabola hair send out flashing radical signals once in a while. The model's circular face is embedded with lonely points for eyes and a logical expression that IS dry and wi thout tedious emotions. When we draw close to it, we feel like we are lost in a barren dessert. There we step into a sea of sand, dazed by the mirages of different types of questions which make us flounder hopelessly to find our direction.Although our survival desire is strong, we are too often too lethargic to stand up and confront our delusions of grandeur. Every time when I attended math class, I was scared to step into the classroom. Why? Not all Asians are geniuses at math; at least I am the one who is not. The math terminology spoken out from the math teacher was an alien language that blew through my ears and left a breeze in my brain but no knowledge manned. The problem or test I got from the math class was like a blank puzzle, but had no idea how to solve it.I finally find the way to solve this problem. I realized that there was no way that I could solve this problem or test; so I quit. Coming to the U. S. Gave me a second chance to retake the math, and I appreciate this ch ance. With a speeding heartbeat, I walked into my first math class (MAT 120) at MAC. In my mind, felt a bunch of questions swirling like a whirlwind around in my brain. I imagined that I heard a devil's choice shouting out with a contemptuous laugh, â€Å"You think you will understand the math in English?There's no way! † In my deepest mind, a voice burst out like a volcano, and the energy flowed into every cell of my body: â€Å"In the future, do not look back and view your life with regret; do the best you can now so that you can look forward to a promising future. † â€Å"Challenge accepted! † I told myself. Every class when I listen to the lesson, my ears start to translate the instructor's words, and save information into my memory area. I do not skip the difficult problems.I read the book to understand the examples, ask friends, teachers, and tutors questions about what I do not fully understand to help me boost my knowledge. Spend whole afternoons working with tutors and studying in the math center to finish my homework. Gradually, the way American instructors teach me becomes like a sparkling rope that guides me in the right direction as take the long, dark journey to conquer math. The method that tutors taught me like a sword of wisdom to help me eliminate the math enemies. I realize that I enjoy the moment when my pen writes out the right answers to problems.I enjoy seeing those numbers dance with cheerful rhythm to celebrate their lively show in the realistic world. In that moment, I know that I have learned how to treat math as a part of my life, not a weirdo model that I am scared to touch. When I received the highest score after finishing my first math class at MAC, I was crying and laughing. The complex emotions I felt were like a salad mixed with different ingredients, full of sweet, sour, spicy, and bitter tastes. Challenges are monsters if people are too scared to confront them and convert them onto allies.Challenges are only fortunate if people embrace them as they are, accept the responsibility to grow to deserve them, and dedicate themselves to making them a vibrant part of their lives. Then, in old age, people can look back upon their lives and see how the path that they have taken has led them upward to a mountain top. From this summit, they can view the distant valleys and say to themselves, â€Å"l have followed a good path, have kept the Way, and I have achieved my goals. I have lived a good life. Now, look forward to my next challenge. †

JetBlue - Case Study Coursework Example | Topics and Well Written Essays - 4000 words

JetBlue - Case Study - Coursework Example To analyze the strength and stability of the sales revenue earned by the company over the years, ratio analysis will be useful. Thus in this case study ratio analysis is applied for evaluating the increase in net revenue in relation to increased operating expenses. â€Å"Profitability reflects the final result of business operations.† (Chandra, 77). In order to identify the profitability of a company, gross profit ratio analysis and net profit ratio analysis have to be undertaken. The trend in the gross profit ratio of the company over the years shows that there is an increase in its gross profit. From a loss of about $21188000 in the starting year of 2000, JetBlue earned a gross profit rate of 8.366 % in the next year itself. This shows that the company has a high potential to overcome its financial challenges. In the year 2002, the gross profit ratio had increased to 16.528%. The half year performance of JetBlue shows a gross profit ratio of 18.07%. But after that in the next half year there occurred a slight decline in gross profit ratio can be seen. It is 17.32 %. The gross profit rate graph of the company shows signs of significant increase. Net profit ratio analysis of JetBlue further shows that the operating performance is considerably improving. In the initial year, the company has incurred operating loss of $ 21330000. In the next year, company earned net profit of $ 38537000. The net profit ratio in the year2001 is 12.027%. In 2002, it decreased to 8.64%. During the first half of 2003, it again increased to 9.76 % and in the next half year it further increased to 11.977%. Thus, the net profit ratio of JetBlue is not found to be stable in nature. The ratio analysis on sales revenue shows that there is fluctuation in the net profit of the company over the past three years. This is due to higher operating costs resulting from increased interest expenses and increased taxation charges. â€Å"Financial risk can be measured from operating

Children with Traumatic Brain Injury Term Paper

Children with Traumatic Brain Injury - Term Paper Example TBI refers to brain injuries that are caused by external physical forces and not brain injuries that result during childbirth or those that are congenital and degenerative (Ponsford, Draper &Schonberger, 2008). In actual fact, TBI may occur in several ways for instance when the head hits an object, when the head comes into contact with force or when there is movement inside the skull. This results in the development of two types of TBI first being the closed head injury (CHI) which refers to brain damage that is not caused by exterior force and the damages are not visible. The other is open head injury (OHI) which is caused by the impact of external force resulting in the development of visible head injuries for instance swelling. Unfortunately, a child that sustains a brain injury may look fine at the moment but later in life, especially in the adolescent stage exhibit intense behavioral and cognitive problems. This implies that TBI causes children to have lifelong disabilities incl uding cognitive, perceptual, memory, abstract thinking, psychosocial behavior, speech, language, attention, judgment, information processing, sensory, physical functions and problem-solving impairments (Saatman, Duhaime & Workshop Scientific Team and Advisory Panel Members, 2008). These disabilities are manifested in an array of characteristics depending on the location and extent of brain injury. They may also be permanent or temporary in nature where they can either cause total or partial psychosocial adjustment or functional disabilities. For instance, students with cognitive impairments suffer from long or short-term memory deficits thus remembering things and facts become quite difficult. Such students also suffer from impaired concentration and limited attention span. Therefore, they cannot engage in any activity for a long period of time even concentrating in class becomes difficult. Moreover, these students suffer from impaired perception where sequencing, judgment, and plan ning pose a serious problem. In addition, such children gravely suffer from communication problems which inhibit both their writing and reading skills. This is as a result of damage that occurs in the frontal lobes of the brain (Aimaretti & Ghigo, 2007). TBI also manifests behavioral and emotional characteristics which include mood swings, lowered self-esteem, self-centeredness, fatigue, anxiety, depression, restlessness and nosedived motivation. They are also unable to control their emotions as at times they may excessively cry or laugh. As a result, they can neither self-monitor nor relate well with others. This arises because of damage that occurs in the limbic system in the brain. On the other hand, the physical impairment characteristics include sensory impairments as well as vision, speech and hearing problems. Conversely, the students may suffer from constant headaches, paralysis or paresis of either or both sides, lack of proper balance, gait impairments, spasticity of muscl es and seizure disorders. They also lack effective coordination especially the fine motor coordination. These physical characteristics arise due to an imbalance that affects the brain equilibrium. This is because of the development of the midline shift syndrome which further affects the weight, posture and drift posture of patients with TBI. As a result, the patients do not see a straight horizon or wall they see them as tilted (Parikh, Koch & Narayan, 2007).

Warfarin Therapy Issues Essay Example | Topics and Well Written Essays - 500 words

Warfarin Therapy Issues - Essay Example HAS-BLED is made up of the first letters to health issues that the schema addresses: Hypertension, Abnormal kidney and/or liver function, Stroke, Bleeding, Labile INR, Elderly, and Drugs and/or alcohol. Lip discovered during the research that the combined usage of both CHADS2 and HAS-BLED tools could have prevented many of the bleeding issues found in previous cases. The results of the combined testing would have shown that in the case of your mother, Lip would have known which other drugs on the market, would work better for her needs. This would be the true value of evidence-based practice.In using the search question â€Å"how does warfarin therapy compared to other newer anticoagulants affect bleeding risks in older people in US,† another study was brought up that reflected a doctor’s experience with newer drugs, dabigatran and rivaroxaban, that differ in many ways from warfarin, although dabigatran has some history of stomach distress. As the author suggests, docto rs need to be mindful of the pharmacokinetics and action mechanisms of the drugs when considering whether to prescribe them to patients. The article is a well-researched overview of how he made his discoveries and applications and also has a full list of resources that would also be helpful for your research to obtain more data. The two resources referenced here provide a good starting point for your future research regarding your mother’s condition and how to create search terms as well (Melnyk&Fineout-Overholt, 2011).

Your Career Development Essay Example | Topics and Well Written Essays - 1500 words

Your Career Development - Essay Example Furthermore, I will present an analysis of how my decision related to career has influenced my career prospects – both in the positive and negative ways – and what have I achieved so far. Introduction It will seem odd to say that I have quite a few MBA’s in my family and I have seen them struggle. Since MBA is a family thing I never had much of a choice, but when I got in and decided that I will make best of what I had; I also resolved in my mind that I will do more, and something worthwhile with my life and career, not sit around waiting for someone to offer me a job. Having my own business set up, however small it might be, was the ultimate solution for me. Hard work has never been bothersome to me, but to wait upon others to recognize my potential and tell me what to do is just not my cup of tea. I made up my mind with regard to my career before I joined the MBA, but I never meant to study to get a job, having a business of my own is the ultimate goal for me. My career anchors, lifeline, Wheels of life, strengths exercise and integration allow me to look closely into the choices I have made and the extent to which they favor my career choice. Personal and Career Purpose While thinking about the personal and career purposes I have to take family and work together. I chose to study MBA for lack of choice and to show respect to what my family thought best for me. Seeing the way many MBA’s suffer while waiting for a job I decided that I had to make myself self-sufficient, so much so, that I shouldn’t have to wait for a salary to run my house hold and to fulfill my and my family’s needs. Starting a business from scratch is no easy task, thus I decided to first take advantage of my MBA to gain necessary understanding of how things work in the business world. The course modules have given me an insight into the business world and have made me firm on my decision rather than weakening my resolve. Courses like entrepreneurshi p, HRM, Supply Chain have provided me with a clear and detailed understanding of the functionalities and complexities faced in the world of business. But I still believe that I lack in understanding of how to make things happen for me when it comes to starting a business from scratch and running it successfully. The severity of competition is becoming even more evident with the crisis threatening businesses all around. After an MBA, I consider it necessary to take courses that offer understanding of starting a business. Free courses and certifications are available online to take. These courses provide with all kinds of information on businesses, financing, accounts and marketing strategies (Norman). Online workshops along with videos from the IRS are also an instrumental tool towards gaining the understanding of personal business (Norman). Such courses and research are free and only require an investment of time. Significance of My Own Business My own business holds significance fo r me in multiple ways. I have always aspired to be unique and to stand out. I enjoy being unique and creating uniqueness. My business will be my own; unique and innovative. Allowing me the freedom of choice I crave. I realized also how much this business is significant to me as I studied about the recession during my classes and how people have been losing their jobs. So many jobless people and such limited opportunities, made me think of creating my own circle of opportunity which will not only make me self-sufficient but also will allow me to help other jobless people by recruiting them. My key anchors, independence, sense of service and entrepreneurship enabled me to realize how significant this venture is for me. Whose Support Will Matter? Rome was not

The major factors of business expansion Essay Example | Topics and Well Written Essays - 2500 words

The major factors of business expansion - Essay Example Total float for the entire project is the sum of all floats of the activities. . Critical path. (American Society for Quality, 2008). Critical path = path A-B-D-E-G-H-L-M-N-O-Q-R Project Time Project time equals adding the durations for the activities in the critical path. = 4 + 6 + 2 + 2 + 6 + 12 + 4 + 4 + 2 + 6 + 1 = 49 days. If the project begins on July 6, 2009, Activity A would take 4 days to end on July 9 2009, activity B starts on 10 July up to July 17 2009, activity D starts on July20 2009 and ends on July 21 2009. Activity E would start on July 22 2009 and end on July 23 2009 while on July 24 2009, activity G runs up to July 31 2009. This would pave the way for activity H that would begin on August 3 2009 and run up to August 18 2009. Activity L starts on August 19 2009 and take 4 days up to August 24 2009. Activity M starts on August 25 2009 up to August 28 2009 and activity N goes on till September 1. Activity O starts on September 2 2009, till September 9 2009 and activity Q ends on September 10 2009. Activity R ends on September 11 2009. A 1 day delay on activity J would not affect the duration of the whole project since activity L can wait for 12 days for activity H to end. Completing activity O one day before schedule would reduce project days by one day. Activity C can not affect the duration for he whole project. A network diagram is a logical approach of representing several activities which indicate the flow or sequence of a certain project. It is used to indicate the path of the project and all its activities and the starting and finishing time for every activity. It also shows the names and events for every operation Case 2: Feasibility Report for...Activity O starts on September 2 2009, till September 9 2009 and activity Q ends on September 10 2009. Activity R ends on September 11 2009. A 1 day delay on activity J would not affect the duration of the whole project since activity L can wait for 12 days for activity H to end. Completing activity O one day before schedule would reduce project days by one day. Activity C can not affect the duration for he whole project. A network diagram is a logical approach of representing several activities which indicate the flow or sequence of a certain project. It is used to indicate the path of the project and all its activities and the starting and finishing time for every activity. It also shows the names and events for every operation I examined the feasibility of establishing a new base for William CO. Ltd for expanding its current base that has a medium sized head office of about 2,600 square meters and employs nine administration staff members in addition to the operational workers who total to 48 in number. The company is an SME company which is involved in supply of mechanical services including heating, air conditioning, ventilation systems and plants.

Professional and technical communication Essay Example | Topics and Well Written Essays - 1250 words

Professional and technical communication - Essay Example It is also concerned with alleviating human suffering. The purpose of the website is to create awareness of IFRC to the people who are affected by disasters. In order to do this, people must have clear knowledge of what IFRC is. It tries to ensure that the people’ vulnerability to hazards is eliminated or reduced. It might be possible to predict some disasters like the floods, tsunamis or hurricanes but not others like earthquakes. By fully analyzing the climate, people can be able to predict some of the weather related disasters. Climate automatically increases the intensity and frequency of disasters related to weather. The purpose of the international federation is to reduce the impact of these disasters to people who are affected by them. The federation comes up with the effective prevention methods and strategies that that saves lives of the victims. It has built a culture of prevention which is not easy in any way. In involves a lot of sacrifice. They use certain information to analyze the risks and the existing capacities of the community which help to reduce people’s vulnerability to most likely disasters. This helps to resume their lives and make them survive after disasters. IFRC works with realistic and set objectives called Millennium Development Goals. The achievement of these goals will totally be dependent on the government’s willingness to support the federation in consultation of the affected people. This means that the government must work with the representatives in different communities. The federation will want to have international diplomacy and relations with government and other stakeholders to make it clear that it sees consistency in the humanitarian. Another issue that will be prominent is how the movement and its individual part relate to the outside world. This is the way its own multi-stakeholders work reflects its own multi-consistency

Practical Research and Design Essay Example | Topics and Well Written Essays - 250 words

Practical Research and Design - Essay Example The leaders were informed of the problems found from the research. Suggestions were put forward to help solve these problems. Leaders were also advised and encouraged to attend courses that give lessons about good leadership. Since these problems have persisted for many years, the outcomes mean that the leaders of the university lacks lack proper leadership skills especially in managing and organizing their classes and labs. In addition, the lack of adequate finances to equip the labs and finance classroom needs means that the budget of the finance department has faults. This in turn leads to late graduation of students. From my reflections, I learnt that organizing ones work is essential, since it paves way for the next step. I also learnt that it is importance to pursue what I have accomplished and to adjust any decisions that need alterations. I also acquired great leadership skills from the resources I used during the research. The research also involved other participants such as my supervisor, the finance department of the university and the supervisor of the university lab. Form this issue; I have learnt that great leadership is essential for the survival and excellence of any organization, such as a school. A good leader should always motivate his/her working team and always create new ways of doing something (White, 1). In reference to the system, I learnt that leadership should be excellent in all areas of an organization to ensure the smooth running of the organization. The process taught me how to organize my work and always implement one step after the other. White, Barbara. Six Important Managerial Skills For Successful Leadership, September 14, 2005. Retrieved on November 29, 2011 from

Language structure and stage devices Essay Example for Free

Language structure and stage devices Essay A View from the Bridge is still relevant to a contemporary audience. Discuss this in relation to Millers use of language, structure and stage devices; showing how they are used dramatic effect.  Miller intended the play to be a modern version of a Greek tragedy and even though Miller set the play in a specific time and a specific place it still resembles that of a Greek tragedy. Miller has inputted a bit of him self into the play as the play is also based on his personal experiences. He confronts the audience with a situation which we know the outcome of, due to the timeless structure also used in Greek theatre. A View from the Bridge is and always will be relevant to todays events, society and happenings because of its Greek theatre influence, using very strong morals and timeless themes. Such as: Love, Betrayal, Hate, Jealousy, honor, and Identity, Which are maneuvered in and out of the play.  In the opening section of the play Miller sets the scene in Red Hook, the slum that faces the bay on the seaward side of Brooklyn Bridge, portraying to the audience the areas personality. Miller manages this to a fine art, as he visited and worked in Brooklyn as a ship-fitter and therefore knew the area and its surrounding people well. While in Brooklyn, he heard a story from a lawyer friend which was of a longshoreman who had snitched to the immigration bureau on two brothers who were living illegally in his home just to stop an engagement between one of them and his niece. This story is where he got most of his ideas from. Due to this he was able to describe through his use of language all the events so they have a realistic feel which could make the reader feel like it could have been set in todays society. The broken English used in the play, as a device, shows how uneducated the characters are but also how identifiable they are with people in society today. Words missing or words abbreviated, using an apostrophe, show this. They been pullin this since the Immigration Law was put in! They grab a green kid that dont know nothin', this broken speech is still direct and can be understood but still shows how the character feels. The language is used, like in Greek theatre, to also describe the settings with quite some precision. The devices Miller uses can also communicate to the audience what speech cannot. Furthermore, the language Miller uses combined with the stage devices he uses can communicate something completely different. For example: when Eddie is teaching Rodolfo to box and there is overlapping dialogue from Beatrice and Catherine which builds a lot of tension from I dont want to hit you, Eddie to No, no, he didnt hurt me., (Page 41) after the climax is reached when Eddie punches Rodolfo. The overlapping dialogue is meant to show confusion and a build up of tension to when Eddie hits Rodolfo. Although the overlapping speech builds up tension the audience knew that this would happen. Another example of language or even the lack of language and dialogue being used as a dramatic device is while Marco is lifting the chair (page 42). This is all done through language being used as a dramatic device. Here, is all that Marco says, the rest is communicated by his actions as he wants to communicate to Eddie what he cannot say aloud. He transforms what might appear like a glare of warning into a smile of triumph, and Eddies grin vanishes as he absorbs his look, this still has the intended impact that Marco wanted on Eddie without speech involved. This is very similar to what might have been used in Greek theatre, using acting and stage devices instead of language. Even today in every day life we do the same, using physical actions instead of words. Miller uses a lot of different techniques and devices to portray different ideas to the audience, to create meaning and make them understand. The stage devices Miller uses create meaning for the audience and reveal subtext, showing the inner feelings of the characters. For example: the phone booth glowing (Act 2, page 49), A phone booth begins to glow on the opposite side of the stage; a faint, lonely blue. Eddie stands up, jaws clenched, this reveals an amount of subtext to the audience showing them that Eddie is thinking of phoning the Immigration Bureau. The revealed subtext is also showing us that Eddie is feeling angered and is trying to hold back on something, causing more tension. Another example of language being used as a dramatic device is while Eddie is taking cheep shots at Rodolfo making out that he is homosexual with the dramatic devices before and after the comments, using a newspaper as his prop. (He has been unconsciously twisting the newspaper into a tight roll. They are all regarding him now; he senses he is exposing the issue and he is driven on.)I would be someplace else. I would be like in a dress store. (He has bent the rolled paper and it suddenly tears in two.

A Professional Development Plan

A Professional Development Plan In reflecting on my professional development, I consider that my skills and competencies have developed significantly and that my level of responsibility has developed to reflect this. Leading the production of the Neighbourhood Plan is a challenging task that has drawn on my skills across a very broad range of areas. It has also however been a very rewarding area of work and one that I feel has significantly developed my core spatial planning skills and will provide a robust basis to further my professional development. I also believe that my experience at RDA and (name removed) City Council has enabled me to start to develop the wider generic skill set required of built environment professionals, particularly in terms of multidisciplinary working, negotiation and mediation, and leadership. This will provide a strong basis from which to develop my future career within the sector and effectively respond to change. STRENGTHS Well developed analytical and research skills Strong report writing/policy skills Breadth of experience in spatial planning and regeneration through roles at Development Agency Council Strong interpersonal skills Wide range of professional contacts and networks through involvement in Regional Activities Committee and Young Planners Events WEAKNESSES Limited knowledge of development control and the mechanics of planning inquiries, compulsory purchase powers etc. No direct line-management experience Need to develop skills in terms of managing conflict/difficult situations OPPORTUNITIES Urban renaissance and current public policy commitment to building skills amongst built environment professionals e.g. Academy for Sustainable Communities, Regional Centres of Excellence, CABE Emergence of City Regions and development of associated organisations and bodies Widening range of public sector special delivery bodies and regeneration agencies e.g. URCs, UDCs, RDAs Missing generation of planners could provide opportunities for more rapid career progression THREATS Impact of Comprehensive Spending Review on regeneration spending and growth within the sector Impact of review of land use planning/potential change of political direction under new Labour leadership Competition from recent increase in number of high calibre graduates completing accelerated RTPI-accredited Masters degrees. PROFESSIONAL DEVELOPMENT PLAN Period: September 2006 à ¢Ã¢â€š ¬Ã¢â‚¬Ëœ September 2008 Date of next review: March 2007 WHERE AM I NOW? Current job title and employer details Since 3 April 2006 I have been employed as Planning Officer (Planning Regeneration) at (name removed) City Council. Current job / role My key area of work is the project management of the production of a Neighbourhood Plan as a nonà ¢Ã¢â€š ¬Ã¢â‚¬Ëœstatutory area planning document. The core tasks which the production of the Neighbourhood Plan involves are: Preparation and agreement of the scope and approach to the production of the Neighbourhood Plan; Preparation of a Baseline and Issues report; Commissioning and management of consultants to facilitate stakeholder and community engagement workshops; Coà ¢Ã¢â€š ¬Ã¢â‚¬Ëœordination of both Officer Group and Advisory Group meetings; Principal point of contact for community and stakeholder enquiries; Preparation of the Neighbourhood Plan document and associated Sustainability Assessment and Consultation Statement; Liaison with Elected Members; and Preparation of formal reports to Planning Lead Member, Cabinet, and Council. Outside the project management of the production of the Neighbourhood Plan, my role also involves: preparing development briefs for key sites, and associated community and stakeholder engagement; providing policy advice in relevant preà ¢Ã¢â€š ¬Ã¢â‚¬Ëœapplication discussions with developers relating to significant development sites; working with partners to secure the implementation of plans and urban regeneration schemes; preparing reports to Lead Member, Cabinet and Council to seek political endorsement where appropriate; and providing planning advice to colleagues and stakeholders across a range of disciplines including housing, property, neighbourhood management, education services, and landscape design. Current strengths Policy / report writing skills à ¢Ã¢â€š ¬Ã¢â‚¬Ëœ these were significantly developed through my work at RDA and will provide a strong basis to inform my production of policy documents and development briefs. See log book entry, p.x Analytical and research skills à ¢Ã¢â€š ¬Ã¢â‚¬Ëœ these were also significantly developed through my work at RDA and have been critical in supporting my preparation of a Baseline and Issues report for the Neighbourhood Plan area. See log book entry, p.y Project management and collaborative working à ¢Ã¢â€š ¬Ã¢â‚¬Ëœ my project management of the Historic Towns and Cities study at RDA developed my project management skills in terms of managing the consultants and financial management. My skills in collaborative and multidisciplinary working were developed through liaising with the steering group and engaging key partners and stakeholders. See log book entry, p.z Current areas for developmentà ¢Ã¢â€š ¬Ã¢â‚¬Ëœ Engaging and working with the local community à ¢Ã¢â€š ¬Ã¢â‚¬Ëœ due to the nature of my role at RDA this is not an area in which I had experience prior to working at (current employer). It will be important that I continue to develop skills in this area in order to effectively carry out the duties of my role. Taking forward the Neighbourhood Plan process will be a key means of developing my skills in this area. See log book pages a, b and c. Knowledge of the development control / implementation side of planning à ¢Ã¢â€š ¬Ã¢â‚¬Ëœ this relates to developing my detailed knowledge across a range of key areas which could be termed the mechanics of planning. These include planning applications, appeals and inquiries, callà ¢Ã¢â€š ¬Ã¢â‚¬Ëœins, development control and enforcement, and compulsory purchase powers. These are not areas in which I previously had experience given the nature of my role at RDA. They will however be important areas for development given the more local l implementation based nature of my role at (location removed). Developing skills in understanding and mediating political situations à ¢Ã¢â€š ¬Ã¢â‚¬Ëœdeveloping skills in political awareness and mediation will be important given the political nature of planning, and partnership working more generally. In terms of my role at (location removed), the areas which I will seek to strengthen include managing relationships with key partners and stakeholders, colleagues from other sections within the Council, and Elected Members. WHERE AM I GOING? Long term goals My long term goal is to develop my career in the public sector. There are a wide range of reasons which underpin this commitment. These include the range of opportunities available, the breadth of work and the ability to make a difference and see tangible results from your work, together with the supportive organisational culture and commitment to staff development and maintaining a positive workà ¢Ã¢â€š ¬Ã¢â‚¬Ëœlife balance. My goal would be to work within planning/regeneration within a special delivery body as I believe this would offer the greatest potential for creativity and innovation. Within the existing organisational landscape, this could for example be within an Urban Regeneration Company. There are however likely to be other similar bodies emerging in the future as the organisational landscape changes. I believe that my experience to date within the RDA working on a strategic / policy based level, together with the more local level, implementationà ¢Ã¢â€š ¬Ã¢â‚¬Ëœfocused experience I will get in my present role at (location removed) will put me in a good position to realise my goal by giving me a broad range of experience in planning and regeneration. Short term goals I will develop my skills in terms of working with the local community and securing effective engagement in the planà ¢Ã¢â€š ¬Ã¢â‚¬Ëœmaking process. I will develop my knowledge of the mechanics of planning, including planning applications, appeals and inquiries, callà ¢Ã¢â€š ¬Ã¢â‚¬Ëœins, development control and enforcement, and compulsory purchase powers. I will develop my skills of political awareness through managing relationships with key partners, stakeholders, colleagues from other sections within the Council and Elected Members. (continued on next page to allow for space for comments, right) HOW WILL I GET THERE? Objective 1: Develop skills of community working and engagement. How will I get there? Liaise with the Consultation and Commissioning group and other colleagues to develop a best practice approach to community engagement as part of the production of the Neighbourhood Plan. First meeting December 06. Learn best practice techniques of facilitation from specialist consultants commissioned to facilitate the Neighbourhood Plan workshops. Initial meeting set up for March 07. Continue to assist in the facilitation of relevant community engagement workshops and events at the Council. Workshops approaching in November and December 06. Continue to attend community facilitation workshops through my volunteer role with regional Planning Aid (see examples in log book, pages d, e and f). Workshop event July 07. Attend relevant training events on community engagement techniques organised by the RTPI, Planning Aid, or the (location removed) Planners Training Group. Specifically, event on Engaging with Young People in February 07. Objective 2: Develop detailed knowledge of the mechanics of planning. How will I get there? Involvement with development control colleagues at (development regeneration services consultancy) in pre- ­application discussions with developers for scheme proposals for key sites. Meeting scheduled for October 06. Developing my working knowledge of the key development control principles, through familiarisation with the GDPO and planning legislation, and familiarisation with the Councils relevant draft and adopted Supplementary Planning Documents, including the Planning Obligations SPD, Housing SPD, Greenspace SPD, Design and Crime SPD, and the Nature Conservation Biodiversity SPD. Have read and understood all documents by January 08. Relevant web-based research via Localaw and the DCLG and HMSO websites to develop my knowledge of relevant documents relating to the statutory procedures and legislative context. Involvement with colleagues from the Plans Group in relation to assisting in the preparation of case for appeals and call-ins. One-to-one arranged with (colleague) for November 06. Attendance at relevant planning inquiries to observe and learn from proceedings. Inquiry examining (details removed) due for January 07. Keep updated of amendments to the statutory procedures through reading relevant articles in Planning, the Planning Matters website, and attending Planning Law update events. Ongoing review amendments/learning outcomes in April 07. Objective 3: Develop skills in terms of political awareness and relationship management. How will I get there? Co-ordination of the Neighbourhood Plan Officer Group and Advisory Group, which will develop my skills in relationship building with officers from across the Councils Directorates, in addition to Elected Members and community representatives. Meeting scheduled December 06. Actively engage key external stakeholders in the production of the Neighbourhood Plan, including the (location removed) URC, the PCT and NHS Trust, (local area) Police, and key Registered Social Landlords. Continue to build my network of professional contacts through my role on the RTPI Regional Activities Committee and my involvement in the (regional) Young Planners Group and Planning Aid. Comments Summary Overall this is a clear and comprehensive Professional Development Plan. The candidate has thought deeply about where he sees his career progressing, so while his short term goals are focused on improvements relating to his current role, this is part of a wider vision for the future. There is clear ownership of the PDP on reading it you understand the candidates strengths and weaknesses through the same themes being picked up and addressed in the SWOT, the strengths/weaknesses of the PDP, and future objectives. So while the short term goals might not directly and explicitly work towards the long term goals, it is easy to see how these goals/objectives have been arrived at. Although the rest of the APC submission is not shown here, the PDP is also clearly identifiable as belonging to this candidate, and it is therefore clear that it is a very personal account. References are made to sections of the log book, which help with this. The actions that are identified are a little vague th e comments show how this has/could be improved by identifying more structured/specific activities, and by introducing target time frames. The candidate does not rely solely on general activities in the workplace, but identifies some firm CPD activities that will very likely have to take place outside of the day-to-day employment e.g. structured reading/research with particular topics/documents in mind. Candidates should avoid relying solely on activities that will take place during day-to-day work to meet objectives undertaking an activity at work doesnt necessarily mean you will learn from it, and opportunities to take on certain work activities are often outside of your control.

Job Analysis In Human Resources Management Commerce Essay

Job Analysis In Human Resources Management Commerce Essay Human resources management has to plan their activity to reach maximum level of organizational objective. Human resources personnel must have knowledge regarding skills required to perform various organizational jobs. Job analysis is done to get information regarding the requirement of skill, knowledge, experience, ability and other work related requirement. A job analysis is a systematic exploration of the activities within a job. Basically it is a technical process, which is used to define the duties, responsibilities, and accountabilities of a particular job. This analysis involves describing detail description about the task one has to perform during work, exploring the relationship with job to technology and determining knowledge, qualifications or the standards of employment, accountability of the person. There is an accuracy in recording activity is involved. The record consist information regarding following matter: Element: A job element is considered as the smallest element in which job is being divided. Job element shows every part of the process during a job is done. Task: A task is particular work activity which is carried out for different purpose. Duty: Duty involves number of tasks. For example counseling of a candidate is a duty, where several tasks take place for counseling process. A supervisor of a manufacturing unit duty is to keep track of employees work and to make sure that they will do their job perfectly, but for that duty manager has to do many tasks like checking daily record, comparing them, inform employees if they are not performing and give them better solution if there is any problem. Position: The term position is referred to one or more duties performed by one person of the organization. In any organization there are as many positions as there are employees in the organization. And vacancies may design more positions than employees in the organization. Job: A job is a kind of position within the organization. There many position in the organization, while for every position there is one job. Job family: Job family is a group of two or more jobs that either required similar worker characteristic or contain parallel work tasks as determined by job analysis. For example in an insurance company, service clerks and policy correspondents represent two jobs that are placed in a common job family because they have so many similar work characteristics. Occupation: Occupation is a kind of group of similar jobs found within the organization. Clerk, accountant, engineer are some examples of different occupation. Career: Career includes sequences of positions, jobs or occupations, which a person has over his/her working life. Terms that are defined above are mainly considered while doing job analysis. Job analysis methods There are some methods which a manager use to determine job elements, knowledge, skills and abilities are required to perform certain job. These various methods are as follows: Observation method: In this method, job analyst use to watch employees directly or review their films on the job. This method gives primary information of the job. It provides firsthand information. In several cases, workers would not be able to perform or function most efficiently while they are being directly watched at their work. Therefore job analyst may find some distortion in this method. In some jobs it is possible to watch an employee on their job but in certain jobs it is not possible to watch e.g. in most of managerial jobs it is hard to watch entire activity. Individual interview methods: In this method, the person who is responsible for the jobs are selected and extensively interviewed by the job analyst. In results, these interviews are combined for a single job. This method gives high an effective way for assessing what a job entails or what a job requires. But this method is very time consuming. It takes so much to interview individuals and gather information which is needed for the job. Group interview method: This method is also similar as individual interview method the only difference is the number of incumbent are two or more than two. It is also an effective method to collect information regarding a particular job. In this method accuracy is increased in assessing jobs, but group dynamics may hinder its effectiveness. Structured questionnaire method: In this kind of method, job analyst send a structured questionnaire to the worker, in which they check or rate items they perform on their job from a long list of possible task items. Questions which are send seems to be a kind of checklist information that is presented in front of the workers and have to response from the questions that are mentions in the questionnaire. This method gives job analyst a technique which is found as an excellent source of gathering information about jobs. It has been also discover that exception to a job may be overlooked and feedback is often lacking. Technical conference method: In this method, supervisors with extensive knowledge are gathered. This method utilizes supervisors with high knowledge. This method is used to get specific characteristics of a job are obtain from the experts. Person who are consider as experts are being invite in this method. It is a good way of gathering data. It is found that this technique often overlooks the incumbent workers perception and their thinking regarding what they are doing in their job. Dairy or log method: In this method, job incumbents are being asked to record their daily activities. It provides a lot of information but it is rarely applicable to job activities. This method is one of the forcing ways to get information. It requires lots of work to be done from the incumbent and thats why it needs more time. If the job analyst want to capture information in the entire range of work activities, this method have to continue from a long period of time. All these six methods are not meant to be viewed as mutually exclusive. Many organizations have different kind of positions; it may vary from skilled to non skilled employees positions. The analysis may use different methods of data collection for different positions. Here job analyst may make a combination of all method or some of the selective method. Some times worker find it difficult to complete an open ended written questionnaire and this may not gives the information which analyst requires. As an alternative interviews and observation might be more appropriate data collection technique. Job analysis in Human Resources Management activities Recruitment and selection: Job analysis is one of the good source to identify, the knowledge, skills, abilities and other characteristics required for the positions in the organization. It helps to identifies minimum education, certification, and licensing requirements for a particular position. Being a essential part of job, to identify tasks and responsibility is also done by job analyst. These skills are helpful for the human resources management while they have to recruit or hire a person for a position in the organization. For selection, some pre employment tests are also taken by human resources management department and to identify these tests job analysis is one of the important way. Developing compensation systems: Compensation is typically related to the requirement of the job, such as education, skills and experience needed to perform the job, employees working conditions. Here job analysis provides a standard way to distinguish process to determine pay and other benefits to the workers across the organization. It provides compensation to the employees on the basis of common understanding of the values of job and requirement of the job to perform it. Human resources planning, career development and training: With the help of job analysis, employer can identify the need to training and development for every individual position in the organization. Organization has their standards and different technical and non technical ways for the routine jobs. Some time they need to provides additional skill and knowledge to their workers to perform task in better way and that can be done by training the employees. Performance evaluation: Performance standards come from actual work which worker does in their jobs. Job analysis gives information about tasks and responsibility which an employee has to perform during their jobs. Areas of accountability can be identified and evaluation standards can be developed with the help of job analysis. Risk management: Job analysis can identify risk at workplace. There are many hazardous jobs in organization and employees have to draw their attention while performing those jobs. Job analysis provides information about those hazardous jobs from the information gathered by the incumbent workers or by the expert workers. Organization can use this information to give training to their workers during orientation period or training period. Job analysis can reduce the risk or danger at work if the information is properly used by the human resources management department and given to the department head where ever is needed. Job design: Job analysis provides an entire range of information to perform a job. It gives a view for designing a job. Jobs are designed with the set of work activities to carry out the mission of the organization. There are some internal and external changes which forces organization to restructure and rearrange activities in work. Job analysis provides certain information of the changes in workplace, which an organization has to, identifies and has to accommodate that change. Factors affecting Job Analysis program To design a job analysis program, job analyst has to consider the factor influencing it. The analyst has to work with the representatives of the organization to determine the most effective methods and procedures for collecting information. It is important for the job analyst to understand who organization operates. Job analyst has to find out best time to obtain information from the incumbent and supervisors. Jobs are not done with the same intensity of the work. Following are some of the factors influencing job analysis program. Location and number of incumbent: One of the factors which job analyst has to consider while doing job analysis is location of incumbent and number of incumbents. Many organizations have several different units and that units are located in different areas. If a job analyst wants to meet incumbents to get information about their work and that unit where incumbents works is for away from main branch of organization, than it is difficult for job analyst to do it on time job analyst have to plan if earlier. It is also time consuming. Some time it takes too many times to reach incumbent just to get few information on the job. Many times there are many incumbents have to be interviewed. They all are not easily available on the same time so to meet them job analysis have to spend lots of time to collect data for the relevant sources. Location and number of incumbents are one of the most influencing factors which a job analyst has to consider for job analysis process. Location of the organi zation is closer from the place where analyst is, then it is most convenient to reach incumbents and finish analysis in planned time, but it is far away, than it will became time consuming and cost effective. Some thing with the number of incumbents, if there is large number of incumbents to be interviewed than analyst has to figure out how to reach them at a time and when they all are not available on time than it will became difficult but if all of them are available in same time then it became easier for the job analyst to interview them and collection data and information. Work condition/ environment: This is another factor which job analyst has to consider while doing job analysis. In many situation job analyst have to approach those incumbents who are working in very hazardous condition, Incumbents are operating some heavy machinery, that take long time to shutdown and take long time to start, work condition is on influencing factor which job analyst has to consider while doing job analysts. There are many organization where employees have to wear mask to protect themselves against hazardous chemical coming out from the production. In such situation analyst has to wait till the process is order and incumbent is free to talk has to wait till the process is over and incumbent is free to talk with analyst. Here analyst may has to spent time more than what it was planned. If incumbent is working in very noisy condition and cant answer the questions of analyst, then again it is wastage of time for analyst. Analyst has to consider that in what kind of work ing condition incumbent is working, so that analyst can plan his/ her meeting with incumbent and save the time of job analysis process. Knowledge, technology, and personal factors: There is one more factor which is influencing job analysis program and if is knowledge of incumbent, technology which is being used at working area and technology which organization wants to implement, and personal attitude, behavior belief regarding the job which incumbent is doing, sometimes incumbent has a sound knowledge about what analyst is looking for, but when incumbent does not have much knowledge about the job and analyst has to interview him/his at this time analyst will not get relevant answers or data which can be useful for job analysis. If affect job analysis process. technology is one and when analyst has to approach incumbent who is working with old technology. Purposes of Job analysis Job descriptions: Job description is a form of written statement which describes jobholders activities and the manner in which it should be done. It is accurately portrait with the job content, environment and conditions for the employment. In general there is a common format of job description which includes the job title, duties which one has to perform during the period of employment, some distinguishing characteristic of the job, and the powers and responsibilities of the job holder. Job description proves to be an important resource for recruitment, selection and appraisal. During recruitment, job description describes job to the potential candidate. When an organization hires a person, job description helps to make employee understand what organization expect him/her to do. It can helps to compare performance of the employee with the expected standards during appraisal. Job specifications: Job specification indicates minimum acceptable qualification that a potential candidate must have to perform a job. Information which is acquired from job analysis, job specification identifies the skills, knowledge and abilities required to do a job. It plays an important role during selection process. It help selector to determine skills, knowledge and abilities of the potential candidate and can be able to take decision that whether candidate is qualified to perform job or not. Candidate who is having personal characteristic in job specification will perform better than the candidate who is lacking these characteristics. Job evaluations: Job analysis is also providing data for the comparison between current performance in job and expected job. Job evaluation is an important part of compensation administration. It distinguishes and gives information to make comparison between two or more same kind of jobs. Job analysis provides basic information about the job. Then job evaluation compares the performance of the employees in the same kind of job. If someone would not be able to reach the level of expectation which had been design to do a job, will be paid less than who would be able to reach the expectation of the organization. Recruitment Recruitment is one of the important tasks which human resources management department has to perform very carefully. They have to understand the need of the vacant position. They have to know what should be the qualification of the candidate for the required position. They have to also look after that what is the age range of the3 candidate because in several cases some position needs to be more that twenty five years, thirty five years and so on. There are certain reasons of age barrier, for example many company have some different kind of sales positions required. For those positions, company want to have young and enthusiastic candidate, so they prefer that if the position is for sales associate, where the person have to travel a lot, they should be not more than an age of thirty years. Another reason of the human resources management to distinguish age is hierarchy. Many organizations prefers old person for the top level management position. Factors influencing recruiting efforts There are some factors which are influencing recruiting efforts done by human resources management. Every organization has to engage in recruiting activity. Some do it at a time some doesnt. Size of the organization: One or all size of the organization is one of the factors which influence the recruiting efforts made by human resources management. An organization with one hundred thousand employees will find itself recruiting potential applicants much more often than will an organization with one hundred employees. Here is a distinct between an organization with large number of employees and an organization with some number of employees. Big organization with large number of employee will find a huge pool of applicant while they need to fulfill a vacant position. Where on other side a organization with small number of employees will need to outsource or to advertise for the vacant position. Small organization finds it difficult to attract applicant rather than big organization. Overall size of the organization is one of the factor which is affecting the recruitment efforts made by human resources management department for any organization. Employment condition: One of the other major factor which influence the extent of recruitment is the employment conditions on the community where the organization is located. For example if the organization is located in a remote area where people are not highly educated and they are good with their business will not get suitable applicant from the location rather than the organization which is located in the area where people are educated and are suitably qualified for the positions of the organization. If the unemployment rate is low and people are getting highly paid for their job, it is hard for a new organization to find the applicant with their requirement. The effectiveness of past recruiting efforts will show itself in the organizations historical ability to locate and keep people who perform well. Salary: Salary is also one the factor which is influencing recruitment. There are some companies which are offering a handsome amount of salary to their employees. While there are some of the other companies which are not offering a good amount of salary to their company. So the company who are offering good salary to their employees will be able to attract more applicant than the company which is not offering good salary. People will prefer to apply for the position in those company where they are highly paid rather than the positions in the company where they are least paid. Human resources management department of the company who are offering less amount of salary have to make more effort to attract the applicant instead of human resources management department of the company who are paying a high amount of salary to their employees. Benefits packages: Benefits packages is one of the attractive factor which influence recruitment effort made by any human resources management department for any organization. Benefits packages include insurance, paid leave, meals while working in an organization, clothing, tuition reimbursement, fuel reimbursement and other more. Applicants will definitely wish to get job in an organization where they are getting benefits packages other than their salary. So human resources department of those organization which are offer benefits packages will find for applicant other than the human resources department of the organization who are not offering any benefits packages. Supply and demand: Anywhere in the organization if there is a demand of the applicant is high and supply of the applicant is very low than the organization will not meet the requirement of the position. Supply and demand is one of the factors which is influencing the recruitment of any organization. If there is huge supply of the application for a position vacant in any organization than the organization will have an opportunity to fulfill the vacant position with their desire standard. And if the supply of the application for any vacant position is low than the human resources management department of the organization has to get ready to negotiate the demand of the applicant and have to look forward toward good salary and other benefits packages. Labor Market: Labor market is one of the constant factor which is influencing the recruitment efforts of any organization made by human resources management department. If the labor market, where an organization is establish, is not as much as they need than organization has to look forward to bring labor from other place and has to give some extra benefits and has to provide house and other thing which are required. If there is a good flow of labor in the market where the organization is situated, the human resources management will not to put any extra effort for the recruitment of the position in the organization. Image or goodwill: There are many organizations whose image is very good in the market and there are some whose image is worst in the market. Image of the organization is one of the prominent factors which is influencing recruitment process. an organization with good image means organization is taking good care of their employees and has good growth in the market. An applicant will prefer to apply to those organizations that has good image in the market rather than the organizations that has bad image in the market. Because people want a secure carrier and expect a good response in the form of their salary and benefits and working environment. Here human resources management department has to put more effort if the organizations image is bad in the market. But if the image of the organization is good than human resources management department has to put less effort will recruitment. Political, social and legal environment: The environment of the organization is also an influencing factor for the recruiting. An organization has sound political, social and legal environment. If an organization has good political environment than they will be able to attract huge number of candidate. Organization should have good social image. They have to pursue social ethical policy. An organization should have least legal cases against them. Human resources management department of an organization which have nice political, social and legal environment will be able to attract good and desire candidate. Unemployment rate: Unemployment rate plays a big role in influencing recruiting efforts. Human resources management of any organization has to consider unemployment rate as a factor of which influence recruitment in the organization. Human resources management has to look after the unemployment rate of the area where the organization is located, if the unemployment rate is high in the location, human resource management will easily find the suitable candidate with the lower salary. There human resources management has much option for the recruitment. They will get many applications with high qualification and they dont have to negotiate the salary with candidate which they are offering. They dont have to give extra benefits to the employees. But the unemployment rate is low where organization is located, than it will occur as a big trouble for the human resources management of the organization. In such situation human resources management will not find option in the form of applicant and has to pay more than what deserve. Human resources management has to compromise with qualification and knowledge and experiences of the candidate. They have to offer them benefits package. Unemployment rate is one of the crucial factors which are influencing recruiting efforts. Competitors: competitors are always looking forward to grow up and to have quality employees from whom they can maximize their profit margin and growth rate of the company. Competitor is one the factor influencing recruiting efforts made by human resources management department of any organization how to see the offers which are given by the competitors for the positions which they are looking for. Human resources management has to constantly update their knowledge regarding the offer and benefit to the applicant. So that they can offer more or can be able to negotiate with the candidate regarding the salary and benefits packages for the opening position. In many organization candidate with the knowledge and experience of their competitors are prefer many organization use to hire or fulfill the positions from their competitor, by that they can be able to go through the strategy and plans of their competitor organization and they can try to overcome their drawback. Recruitment Policy: Recruitment policy of any organization is on influencing factor of any recruiting efforts. Organization have different recruitment policy, there are some organization which are preferring applicant from the location where they are and there are some organization who are preferring applicant from the outside area if they dont find suitable applicant from the are where they are located. Some recruitment policies are affected by government norms. Affirmative action is one of such government norms. Some organization has certain reserved category some organization believes that they should have experienced person in their organization so that they dont have to invest on training on the new candidate. Thats why they prefer experienced candidate some organization believes in making their own employees competent. They are concerned for the basic qualification of the candidate. Human resources planning: Human resources planning is also one of the factor which is influencing recruiting efforts. In several organizations they have planned for the future and current human resource. Requirement while keeping in mind that thing organizations human resources management take action for recruitment . they have a planning tha within certain period of time, they are going to recruit certain number of employees in their organization and will be able to recruit some candidate. But if any uncertainty occurs and they have to recruit more person immediately, them it will rise as a problem for human resources management department. Cost of recruitment: cost of recruitment is always concern by human resources management department; cost of recruitment is one of major factor which influence recruiting effort. Many times in some organization, a small amount of budget is given to the human resources department for the recruitment of any position. Some times that budget is not sufficient of any position. Some times that budget is not sufficient for the human resources management department if they have to provide a qualified candidate for the position vacant. In such condition human resources management department have to put extra effort to search a qualified candidate and some times they wont be able to meet the requirement of the position. Where as in other situation if the budget is more enough to attract a suitable candidate, than human resources management department would be able to give a well qualified and experienced candidate to the organization. Growth and expansion: Growth and expansion is one of the factors which is influencing recruiting efforts. Human resources management department has to take care of the growth and expansion need of an organization. They have to consider and plan their recruitment efforts according to the growth and expansion of the organization. Recruiting sources There are certain recruiting sources which are identified as a potential part of recruitment. Any recruitment made is with an objective. So choosing the right sources of recruitment is must for the human resources management. There are following types of recruiting sources which human resources management use to do when they have to take place any recruitment. Internal search: Mostly some large organization use to develop their own employees for the positions beyond the lower level. There are certain advantages for promoting someone within the organization from lower position to higher position. These advantages are : It seems to be good public relation within the organization between human resources management and employees or workers of the organization. It raises morale among the employees of the organization. It encourages good individuals who are performing well in their work and who are ambitious. It proves good selection because the information regarding individuals performance is easily available. It is cost effective than searching someone from outside of the organization. Person who are chosen have been well aware of the organization policy and they know organization more than a new employee. While it is carefully planned, if somebody is promoted within the organization work as a training device for developing middle and top-level managers. There is some disadvantage for promoting internal people. It seems to be dysfunctional to the organization to utilize inferior internal sources only because they are there, when excellent candidates are available on the outside. Sometimes it is necessary to bring new blood to broaden the present ideas, knowledge, and enthusiasm and to question conservative views. Advertisements: When an organization has to communicate with the public, advertisement is one the most popular ways to reach them. Some organization use to put a sign outside the plant and some use to go through the newspaper and online (their website and other job postal). Advertisement is depend on the level of the position of organization vacant. There is some legislation to ensure equal opportunity enforcement has resulted in a significant increase in the advertisement of all vacancies. There are some factors influences the response rate to advertisements. There are three important variable and that are as following: Identification of the organization, Labor market conditions, and The degree to which specific requirements are included in the advertisement. Employee referrals or recommendations: One of the best sources for individuals who will perform effectively on the job is a recommendation from a current employee. Employee referrals reflect on the recommender, and when someones reputation is at stake, one can expect the recommendation to be based on considered judgment. Employee referrals may also have acquired more accurate information about their potential jobs. Sometime it happens that the person who recommend gives the applicant more realistic information about the job. Such types of information reduce unrealistic expectations and increases job survival. And as a result employee referrals lead to pre-selection process and prepare candidate more likely to accept the offer if one is made and have more chance of survival. Employment agencies: There are three types of employment agencies and that are as follows: Public agencies: Public agencies are supported by the government to help the job s

Black Status: Post Civil War America :: American America History

Black Status: Post Civil War America After the emancipation of slaves in 1862, the status of African-Americans in post civil war America up until the beginning of the twentieth century did not go through a great deal of change. Much legislation was passed to help blacks in this period. The Civil Rights act of 1875 prohibited segregation in public facilities and various government amendments gave African-Americans even more guaranteed rights. Even with this government legislation, the newly dubbed 'freedmen' were still discriminated against by most people and, ironically, they were soon to be restricted and segregated once again under government rulings in important court cases of the era. Reconstruction was intended to give African-Americans the chance for a new and better life. Many of them stayed with their old masters after being freed, while others left in search of opportunity through education as well as land ownership. However this was not exactly an easy task. There were many things standing in their way, chiefly white supremacists and the laws and restrictions they placed upon African-Americans. Beginning with the 'black codes' established by President Johnson's reconstruction plan, blacks were required to have a curfew as well as carry identification. Labor contracts established under Johnson's Reconstruction even bound the 'freedmen' to their respective plantations. A few years later, another set of laws known as the 'Jim Crow' laws directly undermined the status of blacks by placing unfair restrictions on everything from voting rights all the way to the segregation of water fountains. Besides these restrictions, the blacks had to deal with the Democratic P arty whose northern wing even denounced racial equality. As a result of democratic hostility and the Republican Party's support of Black suffrage, freedmen greatly supported the Republican Party. As a result of the failure of Johnson's Reconstruction, Congress proposed its own plan. The 14th amendment was one of the many things implemented under this plan. Among other things, this amendment forbade ex-Confederate leaders from holding political office, and gave freedmen their citizenship. The Southern rejection of this amendment, largely as a result of the actions of their former Confederate leaders then in state office, paved the way for the Reconstruction Act of 1867. This dismantled all Southern governments and established military control over the South. It guaranteed freedmen the right to vote under new state constitutions, and required the Southern states to ratify the 14th amendment. With the inclusion of African-American votes in southern elections, and with the help of Northerners known as "Carpet Baggers" and other white Southerners known as "Scalawags," the Republican Party gained almost complete control over the American South.

Essay --

Chapter 11; Question 4 1. What term denotes punishment by execution of someone officially judged to have committed a serious crime? The term that denotes the punishment by execution of someone officially judged to have committed a serious crime is capital punishment. Capital punishment is now defined as when a person commits a serious crime such as first-degree murder or for intentional killing of a police officer. In the past times the Western world used capital punishment for crimes such as witchcraft, rape, treason, kidnapping, murder, and many other acts that were deemed criminal offenses. Until recent decades, a lot of states in the United States of America practiced this form of punishment, but many of them have decided to use capital sentences aka death penalty for more serious crimes such as the case of State of NH vs. Michael Addison which involved the intentional killing of a Manchester N.H. police officer because of the controversial arguments that surrounds the ethical concerns with the death penalty sentence. Unfortunately, the judicial system has too many flaws and is not 100% fool proof to prevent the unjustifiable conviction and execution of a wrongly accused person so most convicted death row inmates spend many years in jail before the capital punishment sentence is carried out, to allow the proper legal rights of the accused to be carried out. The methods of execution that has been used through the many years are: âž ¢ Hanging- it is the method that a rope noose is put around the criminal’s neck and a platform they are standing on was removed from beneath them. âž ¢ Firing squad- a group of armed shooters lined up and the accused would stand, blindfolded and upon command the armed shooters would shoot several rounds ... ...Marriage'." CNS News.com. N.p., 9 Dec. 2013. Web. 17 Dec. 2013. . Catholic News Service. "The Catholic Church, Homosexuality and Gay Marriage." The Catholic Church, Homosexuality and Gay Marriage. N.p., n.d. Web. 16 Dec. 2013. . "First Degree Murder Law & Legal Definition." First Degree Murder Law & Legal Definition. N.p., n.d. Web. 17 Dec. 2013. . "Lethal Injection Procedures." Lethal Injection Procedures. N.p., n.d. Web. 16 Dec. 2013. . "Methods of Execution: Gas Chamber."Methods of Execution: Gas Chamber. N.p., n.d. Web. 17 Dec. 2013.

Health Spa

Space aims to be the premier spa/salon in the Raleigh, NC area. Through a unique combination of offered services and products, they will quickly gain market share. SoulSpace will provide customers with a relaxing, rejuvenating atmosphere where all of their mind and body needs can be met. The business will be set up as a partnership with Steve Long, Debby Long, and Linda Hill-Chinn owning equal portions of the operation. Products and Services SoulSpace offers a wide variety of mind and body healing services and products.The salon aspect of the business will provide both males and females with any type of hair styling services. The spa business is devoted to providing holistic methods of massage, body work, and energy work. This is all done in a relaxing, serene setting. Location SoulSpace has chosen Raleigh, NC as their city for the business venture. Raleigh has consistently over the last few years been voted the best place to work and live in the USA, frequently making the top five a nd ten lists of Forbes, Money, and Inc. magazines.Raleigh has one of the most educated populations that loosely correlates to earning potential, or at least indicates a higher average household income. Additionally, the downtown  area has undergone a recent renovation that has attracted a lot of new businesses as well as become a hot urban area. Competitive Edge SoulSpace's competitive edge is their unique combination of services, location, and customer-centric focus. Both the extraordinary services and location has been detailed previously. SoulSpace has set out since its inception to provide quality, dependable services.SoulSpace has an innovative training program that is extensive in its depth, properly training employees to provide an unprecedented level of customer service. All customers will leave SoulSpace with a feeling that their needs were met well beyond any expectations that they previously had and far better than any competitor. This customer-centric business model is not just rhetoric, there are financial incentives in place for employees to offer unprecedented levels of service. This will ensure a high rate of return customers, allowing SoulSpace to meet their ambitious goal of 90%. FinancialsSoulSpace has forecasted substantial sales revenues by year two. Also by year two the business will reach profitability and have achieved  a healthy profit before taxes. When SoulSpace begins their fundraising efforts they will consider options such as LLC status to replace the partnership business formation that they have currently adopted. SoulSpace is an exciting business that provides a combination of sought after services that are not currently offered by a direct competitor. SoulSpace will provide a relaxing, serene setting for a variety of mind and body rejuvenation services for the booming Raleigh population. . 1 Objectives The objectives for SoulSpace are outlined below: 1. Substantial sales  revenue by end of second year. 2. Profit before ta x by end of second year. 3. Have clientele return rate of  90% by end of first year. 4. Become established community destination by end of  first year. 1. 2 Mission SoulSpace will provide a comforting, yet stimulating, atmosphere in which customers will be able to relax both their body and mind, reconnecting their daily lives to their true purpose through a wide range of holistic methods including massage, body works, energy works, and hair styling.SoulSpace will establish itself as a dependable destination to which they can always come to escape the stresses of life, and rejuvenate their energies, their souls, and their lives. 1. 3 Keys to Success 1. Quality and skilled employees familiar with energy work and oriented to a soothing spiritual disposition. 2. Establish trust within the community that each customer's needs will be taken care of during every visit. 3. Easily accessible location. 4. Effective advertising. Company Summary SoulSpace Holistic Spa and Salon is a new des tination offering customers the unique combination of hair styling, massage,  body and energy work, and raining, all in one beautifully serene setting. Soulspace will offer all ranges of hair styling, therapeutic massage, manicure, facial, sauna, Reiki, therapeutic touch, and specific complimentary product offerings. The goal and promise of SoulSpace can be summed up in our name and slogan:  SoulSpace Holistic Spa and Salon–Rejuvenate Your Life! 2. 1 Company Ownership SoulSpace, at this time, is a privately held partnership, owned by Steve and Debby Long and Linda Hill-Chinn. In the course of fund raising, we will explore the feasibility of both a partnership, and a limited liability partnership. . 2 Start-up Summary In the following  table, the start-up cash has been marked for the estimated amount needed to cover operational expenses for the first two months. Start-up Funding| | | Start-up Expenses to Fund| $94,000| Start-up Assets to Fund| $66,000| Total Funding Requ ired| $160,000| | | Assets| | Non-cash Assets from Start-up| $6,000| Cash Requirements from Start-up| $60,000| Additional Cash Raised| $0| Cash Balance on Starting Date| $60,000| Total Assets| $66,000| | | | | Liabilities and Capital| | | | Liabilities| | Current Borrowing| $0| Long-term Liabilities| $0|Accounts Payable (Outstanding Bills)| $0| Other Current Liabilities (interest-free)| $0| Total Liabilities| $0| | | Capital| | | | Planned Investment| | Investor 1| $66,000| Investor 2| $47,000| Investor 3| $47,000| Additional Investment Requirement| $0| Total Planned Investment| $160,000| | | Loss at Start-up (Start-up Expenses)| ($94,000)| Total Capital| $66,000| | | | | Total Capital and Liabilities| $66,000| | | Total Funding| $160,000| Start-up| | | Requirements| | | | Start-up Expenses| | Legal| $4,000| Stationery etc. | $2,000| Brochures| $3,000| Construction/Design| $30,000|Insurance| $3,000| Rent| $20,000| Research and Development| $0| Expensed Equipment| $15,000| Other| $17 ,000| Total Start-up Expenses| $94,000| | | Start-up Assets| | Cash Required| $60,000| Start-up Inventory| $6,000| Other Current Assets| $0| Long-term Assets| $0| Total Assets| $66,000| | | Total Requirements| $160,000| 2. 3 Company Locations and Facilities Target sites for SoulSpace  include downtown Raleigh in the Warehouse District and Art Districts, West Raleigh near Entertainment Sports Arena, and a  rural area off route 40/440 between Raleigh and Cary.SoulSpace will need at least 4,000 square feet (sq. ft. )  of space. Initial estimates put leasing between $12/sq. ft. to $28/sq. ft. (inclusive of tax and accommodations). Contact has been made with Mary Hobbson of Grub & Ellis Real Estate for 4,200 sq. ft. at 510 Glenwood Avenue downtown Raleigh. This site is within the target priority area in part of the Warehouse District in what is now referred to as Glenwood South. The lease is $28/sq. ft. , making estimated payments at $9,800/month, the most expensive of all targ et sites.We also have met with Peter Pace of York Properties when shown the space available at 200 West Street in Raleigh's Warehouse district. This space is in priority target range, and will be two blocks from the Raleigh Commuter Rail Hub due to open in the next five to eight years. The location is spacious at 10,000 sq. ft. , with first floor (5,000 sq. ft. ) leasing at $12. 50/sq. ft. and the basement floor (5,000 sq. ft. ) leasing at $8/sq. ft. , which averages out to $10. 25/sq. ft. for the entire 10,000 sq. ft. location.This makes this space cheaper than the other locations, and has twice the space. We have also met with David Stowe of Anthony Allenton Real Estate when shown space at the Royal Bakery on Hillsborough Street across from Meredith College. This location is within priority target, and has 6,000 sq. ft. at $20. 60/sq. ft. This site is extremely attractive for it offers many accommodations such as plumbing, electrical, and hvac, that will save us tremendously on co nstruction costs, thusly counterbalancing the expense of rent, which is only $300, over our high-ended estimated budget.Also, this space is primely located on Hillsborough, 1/4 mile from the Beltine, and two miles from Highway 40. It is also the site of a future Commuter Rail Station. They have also built a large parking decking which will be free to all patrons. Products and Services SoulSpace will provide customers with personal beautifying and relaxational services and complimenting products, as well as training in specific forms of energy work, accessible materials on a wide range of health-related topics, and the option to purchase artwork displayed in SoulSpace.Explanations and/or consultations will be provided on all services and products if needed. 3. 1 Product and Service Description 1. Men and Women Hair Styling:  Men's  ($30 average)  and women's  ($40 average)  color ($75), perm ($80), and combos ($80-$120). Selected hair care products (shampoos, conditioners, cleansers, brushes, mirrors) will be sold as well. 2. Body Works:  Massage ($60), other massage/body works ($65 average), facials ($60 average), manicures ($45), pedicures ($50-$65), waxing ($20 average), aromatherapy ($40), and combos ($60-$200 depending).Specific complementing products will be sold as well. 3. Energy Works:  Reiki (1/2 hour $35, 1 hour $60), energy revitalization (1 hour $60), and therapeutic touch (1 hour $60). Customers will include  people wishing to strengthen their physical body, mind, and spirit through the cleaning and revitalizing of their energetic system (i. e. , aura, human energy field). The Reiki offered will be traditional Usui Shiki Ryoho, the predominant form of Reiki practiced worldwide, which originated in Japan from it's rediscoverer Dr. Mikao Usui. Reiki is a hands-on â€Å"stepping† method of balancing the energy field.Energy revitalization and therapeutic touch are energy field cleansing and revitalizing techniques working with t he outer levels of the energy field along with Reiki. 4. Artwork: Most of the artwork in SoulSpace will be  by local artists, for sale to the customers. SoulSpace will earn a 15% commission on each piece sold. This adds an extra element of community integration to SoulSpace with an added emphasis of the art being from beginning artists, and that the art be spiritual and/or modern in form. 3. 2 Competitive Comparison There are many salons in the greater Raleigh area but no direct competitors.There are many places offering massage, but there are only ten day spas, of which only four are a spa/salon. There is one place offering energy work, in Clayton (30 minutes southeast from downtown Raleigh). All energy work practitioners are private, of which there are only ten working full-time, with most of them concentrating on other alternative modalities, and an estimated ten (twenty at the very most) part-time energy practitioners. Not including Chapel Hill and Durham, the above service an estimated population of at least 800,000, with that figure growing by an estimated 6,000 persons daily. . 3 Sales Literature Services brochure, logo/slogan with advertising to be included, and a planned website. 3. 4 Fulfillment SoulSpace services sell themselves as a natural way to rejuvenate one's life. 3. 5 Technology SoulSpace will sell complementing products of the highest quality that have not been created through the testing of animals, and are of the latest scientific knowing for effecting the desired results for body beautification and energetic balancing maintenance. 3. 6 Future Products and Services SoulSpace will add healing touch when Steve Long earns his certification.SoulSpace will always  remain involved with the best spa relaxational techniques offered, and will implement them if deemed appropriate and feasible for SoulSpace clientele. Market Analysis Summary There are no exact competitors, and few related competitors in the greater Raleigh area. There are no rel ated competitors in the downtown Raleigh area. The space at 510 Glenwood was recommended to us by the managing realtors because they had targeted that space for a spa type tenant. By nature of the service SoulSpace will provide, success will be readily achieved. 4. 1 Market SegmentationOur target market will be divided by salon customers and spa customers. Salon customers will be from every age and gender; however, since the salon and spa will be in direct association with each other, we expect that the spa market segment will greatly affect the salon market segment. Thusly, our target market segment will be male and female professionals and retirees, from the age of 25, with individual and household incomes greater than $25,000. Market Analysis| | | Year 1| Year 2| Year 3| Year 4| Year 5| | Potential Customers| Growth| | | | | | CAGR| +$25K 5 mi. Radius Raleigh| 2%| 50,500| 51,510| 52,540| 53,591| 54,663| 2. 0%| +$25K 5 mi. Radius West Raleigh| 2%| 53,000| 54,060| 55,141| 56,244| 5 7,369| 2. 00%| Total| 2. 00%| 103,500| 105,570| 107,681| 109,835| 112,032| 2. 00%| 4. 2 Target Market Segment Strategy The members of these market segments have luxury money on hand, and lead professional lives  filled with stress at a consistent level. All persons usually need hair styling regardless of income level, and make the effort to find the money available to style their â€Å"look. † 4. 2. 1 Market Needs People love to pamper themselves, especially people who have achieved a modicum level of professional success.Raleigh has become  a bastion for the successful, having consistently been named as one of the best cities in America to live and to do business in since the mid 1990's. This has created a community of wealth, mobility, and growth. Raleigh has successfully implemented a refurbishing plan of â€Å"old† downtown, which now makes Glenwood South, the Warehouse District, and Hillsborough Street one of the most popular destinations in the whole city. 4. 2. 2 Market Trends With the refurbishment of Raleigh's Warehouse District, including Glenwood South, and it's continual development of downtown Raleigh, this area will nly become more popular. 4. 2. 3 Market Growth When  Forbes, Inc. ,  and  Money, Inc. listed Raleigh as the best place to live and do business, and subsequently listed Raleigh in the top five and top ten in the following years, a population boom ensued in the late 1990's. The North Carolina census released in October 2000 reports  that an average of 6,000 persons per day were relocating to the greater Raleigh area. According to this census, the Triangle has one of the highest concentrations of Ph. D. ‘s per square mile in the world. The average income per household is $40,000-$60,000  and climbing.According to the  Raleigh News & Observer  reports of Raleigh City Counsel meetings concerning growth, the continuing refurbishment of downtown Raleigh is a top priority, along with a complete overha ul of the mass transit system. New buses and taxis are funded and are to be implemented during the next two years. A Commuter Rail System run by the Triangle Transit Authority is supposed to be finalized May 1, 2001, and completed by 2007-2008, with rail stations throughout downtown, running up Hillsborough Street going to RDU Airport then connecting to Chapel Hill and Durham; later phases include branch rails to North Raleigh.The refurbishment plan continues, and downtown is now populated with more destinations than ever, with the plan growing even more businesses. The future looks very promising for a thriving downtown with a continual presence of customers. 4. 3 Service Business Analysis We are part of the retail health and beauty industry which has four major types: 1. Salons: Stores with only hair styling services and products. 2. Day Spas: Stores specializing in body health maintenance through a variety of services and products. 3.Day Spa & Salon: Stores combining the serv ices of the two aforementioned. 4. Health & Beauty Products: Stores selling only merchandise products covering the wide range of products available but not inclusive of those sold by salons and spas. 4. 3. 1 Main Competitors The main competitors are Salon 21 with a location in downtown Raleigh, Von Kekel with locations in East Cary and North Raleigh, Soigne' with a location in mid North Raleigh, Emerald City with a location in Northwest Raleigh, Image with a location in far North Raleigh, Millennium 2000 with a location n North Raleigh, Devine with a location in mid North Raleigh, and Warren Scott with a location in far North Raleigh. Also, by nature of their popularity we must also include these spas as main competition: Skin Sense with locations in downtown Cary and far North Raleigh, and Iatria in far North Raleigh. Strengths of the above are services offered: location proximity to major housing developments, and name recognition. The weaknesses of these competitors are gener al lack of promotion, concentration mainly in North Raleigh.With our target location being downtown Raleigh, we will be servicing East, South, West, and Old Raleigh, as well as downtown commuters. There are no salon-spas in West Raleigh, the closest being Von Kekel in East Cary, and the spa only Skin Sense also in Cary. The only downtown competitor, Salon 21, is very small, not very well known, and concentrates most of their business on the salon end. Our market advantage is wide open, and will give us the opportunity to service a large population base that is not currently being well served.When you include our service of energy works, we become the sole provider of all three services of hair works, body works, and energy works  not only in downtown Raleigh, but for the entire greater Raleigh area. 4. 3. 2 Business Participants Industry participants are those whose services include salon and spa offerings. Salon services concern hair styling, while spa services concern body relax ing and rejuvenating offerings such as massage, and nail  and face works. 4. 3. 3 Competition and Buying PatternsCustomers choose spa and salon services based on proximity to their daily travels from home and work, reputation for quality, and good pricing. With our combined services, we expect to compete mainly against other combination spa-salons. Strategy and Implementation Summary 1. Emphasize quality, originality, and dependability of service. We will differentiate ourselves from our competitors by offering a staff of practitioners who are not only certified in their professions, but will be trained in understanding the dynamics of individual energy systems so as to maximize the connection to their client and more easily meet the needs of he client. 2. We will provide a unique atmosphere. From the name to the ambience of our salon, SoulSpace will distinguish itself as a completely trustworthy and soothing setting where customers can enjoy being pampered and escape the stress o f their everyday lives. 3. Build a community relationship-oriented business. We will focus on strengthening the trust of our customer base, and providing not only services, but information that will aid everyone in the progression of obtaining a balanced and healthy lifestyle. We will also work with local artists to provide their work to inspire our customers. 5. Value Proposition Our value proposition is that we will bring a unique mode of relaxation and fulfillment to our community. When people are relaxed, comfortable, and happy, they have the ability to work harder, concentrate better, feel   physically, emotionally, and mentally balanced, and give that happiness back into their homes, workplaces, and community. Simply put, our value proposition is that we help our community become a better place to live and work. 5. 2 Competitive Edge Our competitive edge is  a combination of our unique services, outstanding location, and our interaction with customers.By providing our cust omers a holistic and integrative spa and salon, we build relationships of trust and satisfaction. Our customers will come to depend on our unique services and fulfilling environment. 5. 3 Marketing Strategy Our marketing strategy is the key to our success: 1. Emphasize  our name and unique services through advertising. 2. Focus on the convenience of our location. 3. Build community relationships through unique and quality service, friendly and caring atmosphere, and establishing absolute dependability of our services. 5. 3. 1 Promotion StrategyOur promotional strategy will be two-fold:  first phase promotion will deal with advertising before, during, and six months following our opening; the second phase advertising will deal with all  long-term advertising. 1. FIRST PHASE PROMOTIONS A. Advertising We will utilize local newspaper, local social and health magazines, local radio, local television, mail-outs to all households within the immediate five mile radius, and  mail-out s to all local business within a five-mile radius. B. Internet We will have a comprehensive website. C. AlliancesWe will place our brochures within the offices of our medical referral clients. 2. SECOND PHASE PROMOTIONS A. Advertising We will continue to place ads in the local social  and health magazines year around. Mail-outs will be done again within a five-mile radius one year later after opening, then again only every three to five years. Radio and television ads will be done only when we have sale promotions during the most stressful times of the year for the Christmas season, and graduation; television ads are not certain, we will evaluate their effectiveness before further implementation.B. Internet We will continue to have a comprehensive website. After the  first six months, and certainly after the first year, we will evaluate the viability of having target clients advertise on our site, and conversely, we will evaluate viability of advertising on our target clients we bsites (if applicable). C. Alliances This type of advertising will be implemented once we have grown beyond our break-even point. We will also form advertising alliances with any business with whom we share common business goals.We will also implement mutual perks with our business and restaurant neighbors which will aid in local visibility. Advertising promotions with certain restaurants will also be considered. 5. 3. 2 Marketing Programs Owner Steve Long will be responsible for marketing SoulSpace through the advertising channels. The general manager will be responsible for assisting with the implementation of alliance advertising partnerships. Our advertising budget is $10,000 for the first year. Advertising will begin one week prior to opening. 5. 3. 3 Positioning StatementWe will automatically position ourselves as one of the top spa-salons in the greater Raleigh area. Considering that none of the other competitors will offer the range of services we will, or that their staffs will be trained like ours, and that there are not any spa-salons of our type in our target locations, we will be able to provide services to a portion of Raleigh populace not currently being tapped. 5. 3. 4 Pricing Strategy Our pricing strategy will be similar to that of our competitors. We will not charge over, nor substantially under, standard prices for our services.We will be paying our employees a higher straight percentage of their total individual customer sales than our competitors. This will allow us to hire the best employees, and have a built-in motivational factor that will keep them working hard and happily. 5. 4 Sales Strategy 1. Our umbrella sales strategy is to sell SoulSpace to public consumers as a uniquely desirable destination that will enhance their lives. 2. We will sell SoulSpace through each employee's skill, courtesy, and warmth, creating a trusting impression on all customers, thusly establishing loyalty and return.We will ensure each visit to SoulSpace is a relaxing and memorable experience, so that  customers can always depend on our brand of service when they arrive. 5. 4. 1 Sales Forecast The important elements of the Sales Forecast are shown in the chart and table below. Initial sales forecasts indicate vigorous first year  sales,  almost doubling by the  end of second year, then leveling out somewhat by the  end of third year. These figures are based only on revenue from minimum average estimates from salon stylings and spa massages only, with sales cost reflective of the 60% commission earnings to each stylist/therapist.Sales Forecast| | Year 1| Year 2| Year 3| Sales| | | | Salon Styles Only Revenue| $717,500| $1,400,000| $1,600,000| Spa Massage Only Revenue| $182,500| $350,000| $400,000| Total Sales| $900,000| $1,750,000| $2,000,000| | | | | Direct Cost of Sales| Year 1| Year 2| Year 3| Salon Styles Only Revenue| $429,300| $840,000| $960,000| Spa Massage Only Revenue| $109,500| $210,000| $240,000| Subtotal Direct Cos t of Sales| $538,800| $1,050,000| $1,200,000| 5. 4. 2 Sales Programs 1. Our comprehensive brochure will explain  the holistic nature of our services, and how this benefits the customer. 2.Our website will be comprehensively informative of our services and their benefits. 5. 5 Strategic Alliances We will form alliances with our referral practitioners, local restaurants, offices, and businesses who will be strategically beneficial for generating new customers; we will also form alliances with  local certified massage schools and hair styling schools. 5. 6 Milestones The following table lists important store milestones, with dates, implementation duty, and budgets for each. The milestone schedule emphasizes the timeliness for implementation per the sales and marketing targets listed in detail in the previous topics.Milestones| | | | | | | Milestone| Start Date| End Date| Budget| Manager| Department| Business Plan| 1/15/2001| 2/1/2001| $0| Steve| Owner| Financial Backing| 2/1/2001| 2/5/2001| $200,000| Steve| Owner| Design Contractor Retainer| 2/5/2001| 5/1/2001| $5,000| Steve| Owner| Construction Contractor Retainer| 2/5/2001| 5/1/2001| $20,000| Steve| Owner| Lease Agreement| 1/17/2001| 2/12/2001| $20,000| Steve| Owner| Logo Design| 2/12/2001| 3/1/2001| $1,000| Steve| Owner| Business Cards (Initial)| 2/19/2001| 3/1/2001| $300| Steve| Owner| Brochures| 3/1/2001| 5/1/2001| $3,000| Steve| Owner|Grand Opening| 5/1/2001| 6/1/2001| $0| Steve| Owner| Seven Customers Per Stylist/Therapist| 8/1/2001| 9/1/2001| $0| Steve| Owner| Totals| | | $249,300| | | Management Summary The management philosophy of SoulSpace is based on respect for each of our fellow employees, respect for every customer, and individual responsibility. SoulSpace's success is dependent on the warmth and uniqueness of its atmosphere which is generated by a fun-loving and caring employee. The management team will consist of the owner, general manager, and assistant manager (if deemed necessary).We will hire only those whom demonstrate  the qualities necessary for working in a nurturing environment, and the willingness to move forward in study of energetic principals if not already so trained. We will be hiring the ultimate â€Å"people persons. † 6. 1 Organizational Structure Our initial team consists of 14 employees, inclusive of a general manager and an assistant manager,  both of whom will be active stylists/therapists. Employees will be in from the two store divisions of spa and salon. On the salon side there will be 10 stylists and one or two receptionists.There will be room for expansion to 12-15 stylists and three receptionists. The spa side will consist of three massage therapists, one energy therapist, one nail specialist, and one receptionist. There will be room for expansion to five to seven massage therapists, and  two to three energy therapists. 6. 2 Management Team Steven J. Long, co-owner, president:  Founded SoulSpace in 2001. He has a degree in psyc hology from NC State, a  concentration in industrial/organizational with emphasis on communication.He has been a Reiki Master Usui Shiki Ryoho since 1996 and operates part-time healing practice from home. He has  eight years management experience, six in retail, two in electronic component rep field for distribution. Mr. Long spent  three years in the modeling industry, one as model and two as the manager of an agency in Raleigh in 1991. Deborah L. Long, co-owner:  Debby will not be directly involved in daily operations, but will assist Steve in general organizational planning and vision implementation. Debby currently is the number one co-location sales manager for SpectraSite, Inc. here she has worked for two years. She spent several years as an executive assistant at TDK of America's Distribution Sales Center in Chicago, and at Cotton Incorporated. She is a level two Usui Shiki Ryoho. Linda Hill-Chinn, co-owner, CFO:  Linda is retired after having spent 15 years as seni or national staffing specialist for the American Hospital Association in Chicago, as well as serving on their board of directors for several national projects. She also spent several years managing Planned Parenthood of Chicago.Linda holds a Masters of sociology  from Brown University. Jennifer McElravey, general manager: For the past nine years, Jennifer has been one of the top stylist for Mitchell's Hair Design of Raleigh and is currently a level five stylist, Salon Designer of the Year '94-97, and received  extra training at Vidal Sassoon of London, Highest Salon Retail Sales four different years. Jennifer is also a level two Usui Shiki Ryoho. 6. 3 Management Team Gaps We believe the experience of our team covers the needs to make the business plan for SoulSpace a very successful reality.The assistant manager is not named here because that position will be named from the pool of stylists/therapists that will be hired previous to our opening. 6. 4 Personnel Plan The Personnel Plan below reflects our projected need at opening, and carries through the second year expansions. Personnel Plan| | Year 1| Year 2| Year 3| Steve Long, Owner, President| $65,040| $65,040| $65,040| General Manager| $60,000| $60,000| $60,000| %100 Commissioned Employees| $150| $156| $156| Receptionist| $15,360| $15,360| $15,360| Receptionist| $15,360| $30,620| $30,620| Total People| 17| 18| 18| | | | | Total Payroll| $155,910| $171,176| $171,176|Financial Plan The premier element in our financial plan is initiating, maintaining, and improving the factors that create, stabilize, and increase our cash flow: 1. We must create visibility so as to create customer flow. 2. We must maintain a dependable,  happy employee force so as to minimize turnover. 3. Create a brisk turnaround on our retail and art products, always maintaining viable stock levels. 7. 1 Important Assumptions The key underlying assumptions of our financial plan shown in the following general assumptions table are: 1. W e assume access to equity capital and financing to support our financial plan. 2.We assume our financial progress based on realistic sales to minimum sales against highest expenses. 3. We assume there will not be an economic crash that would greatly hinder our target market's access to their personal luxury funds. General Assumptions| | Year 1| Year 2| Year 3| Plan Month| 1| 2| 3| Current Interest Rate| 10. 00%| 10. 00%| 10. 00%| Long-term Interest Rate| 10. 00%| 10. 00%| 10. 00%| Tax Rate| 2. 50%| 0. 00%| 2. 50%| Other| 0| 0| 0| 7. 2 Key Financial Indicators Our most important Key Financial Indicator is when each stylist averages seven customers per day and each therapist averages three customers per day. . 3 Break-even Analysis For our Break-even Analysis we assume estimated monthly operational costs which include payroll, rent, utilities, and other running costs (not including employee draw fund considerations). Payroll alone is only estimated to about 1/2 of those costs. The ana lysis shows what we need to generate in  revenues per month to break even. This total is 13% less than estimated monthly store gross. This estimation does not include revenue from any other store sources, and is based on a salon customer average of $36 and spa customer average of $60. Our average per customer revenue is estimated at $39.Considering our minimal assumptions show a monthly total customer average of 1,922, we therefore believe our break-even figures can be readily maintained. Break-even Analysis| | | | | Monthly Revenue Break-even| $73,567| | | Assumptions:| | Average Percent Variable Cost| 60%| Estimated Monthly Fixed Cost| $29,525| 7. 4 Projected Profit and Loss There are two important assumptions with our Projected Profit and Loss statement: 1. We  expect to have to pay out from the Draw Fund occasionally. 2. Our revenue is based on minimum estimated averages against highest expense expectations. Pro Forma Profit and Loss| Year 1| Year 2| Year 3| Sales| $900,000| $1,750,000| $2,000,000| Direct Cost of Sales| $538,800| $1,050,000| $1,200,000| Other| $0| $0| $0| Total Cost of Sales| $538,800| $1,050,000| $1,200,000| | | | | Gross Margin| $361,200| $700,000| $800,000| Gross Margin %| 40. 13%| 40. 00%| 40. 00%| | | | | | | | | Expenses| | | | Payroll| $155,910| $171,176| $171,176| Sales and Marketing and Other Expenses| $34,000| $39,000| $41,000| Depreciation| $0| $0| $0| Rent| $120,000| $120,000| $120,000| Leased Equipment| $0| $0| $0| Utilities| $9,000| $9,000| $9,000| Insurance| $12,000| $12,000| $12,000|Payroll Taxes| $23,387| $25,676| $25,676| Other| $0| $0| $0| | | | | Total Operating Expenses| $354,297| $376,852| $378,852| | | | | Profit Before Interest and Taxes| $6,904| $323,148| $421,148| EBITDA| $6,904| $323,148| $421,148| Interest Expense| $0| $0| $0| Taxes Incurred| ($2,907)| $0| $10,529| | | | | Net Profit| $9,810| $323,148| $410,619| Net Profit/Sales| 1. 09%| 18. 47%| 20. 53%| 7. 5 Projected Cash Flow Considering our business is a luxury, retail-oriented business with customers who will pay primarily with credit cards, our cash flow is not dependant on the issuance of invoices and the vagaries of Accounts Payable.We will need a minimum of financing to cover the cash flows of the first year of operations. After that, the cash flow becomes continual. Pro Forma Cash Flow| | Year 1| Year 2| Year 3| Cash Received| | | | | | | | Cash from Operations| | | | Cash Sales| $900,000| $1,750,000| $2,000,000| Subtotal Cash from Operations| $900,000| $1,750,000| $2,000,000| | | | | Additional Cash Received| | | | Sales Tax, VAT, HST/GST Received| $0| $0| $0| New Current Borrowing| $0| $0| $0| New Other Liabilities (interest-free)| $0| $0| $0| New Long-term Liabilities| $0| $0| $0| Sales of Other Current Assets| $0| $0| $0| Sales of Long-term Assets| $0| $0| $0|New Investment Received| $0| $0| $0| Subtotal Cash Received| $900,000| $1,750,000| $2,000,000| | | | | Expenditures| Year 1| Year 2| Year 3| | | | | Expenditures fr om Operations| | | | Cash Spending| $155,910| $171,176| $171,176| Bill Payments| $719,414| $1,263,200| $1,423,005| Subtotal Spent on Operations| $875,324| $1,434,376| $1,594,181| | | | | Additional Cash Spent| | | | Sales Tax, VAT, HST/GST Paid Out| $0| $0| $0| Principal Repayment of Current Borrowing| $0| $0| $0| Other Liabilities Principal Repayment| $0| $0| $0| Long-term Liabilities Principal Repayment| $0| $0| $0| Purchase Other Current Assets| $0| $0| $0|Purchase Long-term Assets| $0| $0| $0| Dividends| $0| $0| $0| Subtotal Cash Spent| $875,324| $1,434,376| $1,594,181| | | | | Net Cash Flow| $24,676| $315,624| $405,819| Cash Balance| $84,676| $400,299| $806,118| 7. 6 Projected Balance Sheet Our Projected Balance Sheet shows we will not have any difficulty meeting our debt obligations as long as our revenue projections are met. Pro Forma Balance Sheet| | Year 1| Year 2| Year 3| Assets| | | | | | | | Current Assets| | | | Cash| $84,676| $400,299| $806,118| Inventory| $54,450| $10 6,111| $121,269| Other Current Assets| $0| $0| $0| Total Current Assets| $139,126| $506,410| $927,387| | | | |Long-term Assets| | | | Long-term Assets| $0| $0| $0| Accumulated Depreciation| $0| $0| $0| Total Long-term Assets| $0| $0| $0| Total Assets| $139,126| $506,410| $927,387| | | | | Liabilities and Capital| Year 1| Year 2| Year 3| | | | | Current Liabilities| | | | Accounts Payable| $63,316| $107,452| $117,811| Current Borrowing| $0| $0| $0| Other Current Liabilities| $0| $0| $0| Subtotal Current Liabilities| $63,316| $107,452| $117,811| | | | | Long-term Liabilities| $0| $0| $0| Total Liabilities| $63,316| $107,452| $117,811| | | | | Paid-in Capital| $160,000| $160,000| $160,000| Retained Earnings| ($94,000)| ($84,190)| $238,958|Earnings| $9,810| $323,148| $410,619| Total Capital| $75,810| $398,958| $809,577| Total Liabilities and Capital| $139,126| $506,410| $927,387| | | | | Net Worth| $75,810| $398,958| $809,577| 7. 7 Business Ratios The follow table contains important bus iness ratios for the  physical fitness facilities  industry, as determined by the Standard Industry Classification (SIC) code, 7991. Ratio Analysis| | Year 1| Year 2| Year 3| Industry Profile| Sales Growth| 0. 00%| 94. 44%| 14. 29%| 15. 90%| | | | | | Percent of Total Assets| | | | | Inventory| 39. 14%| 20. 95%| 13. 08%| 3. 60%| Other Current Assets| 0. 00%| 0. 00%| 0. 00%| 31. 10%|Total Current Assets| 100. 00%| 100. 00%| 100. 00%| 39. 00%| Long-term Assets| 0. 00%| 0. 00%| 0. 00%| 61. 00%| Total Assets| 100. 00%| 100. 00%| 100. 00%| 100. 00%| | | | | | Current Liabilities| 45. 51%| 21. 22%| 12. 70%| 34. 80%| Long-term Liabilities| 0. 00%| 0. 00%| 0. 00%| 27. 60%| Total Liabilities| 45. 51%| 21. 22%| 12. 70%| 62. 40%| Net Worth| 54. 49%| 78. 78%| 87. 30%| 37. 60%| | | | | | Percent of Sales| | | | | Sales| 100. 00%| 100. 00%| 100. 00%| 100. 00%| Gross Margin| 40. 13%| 40. 00%| 40. 00%| 0. 00%| Selling, General ;amp; Administrative Expenses| 39. 37%| 21. 53%| 18. 94%| 73. 20%| A dvertising Expenses| 1. 11%| 0. 86%| 0. 5%| 2. 40%| Profit Before Interest and Taxes| 0. 77%| 18. 47%| 21. 06%| 2. 70%| | | | | | Main Ratios| | | | | Current| 2. 20| 4. 71| 7. 87| 1. 10| Quick| 1. 34| 3. 73| 6. 84| 0. 73| Total Debt to Total Assets| 45. 51%| 21. 22%| 12. 70%| 62. 40%| Pre-tax Return on Net Worth| 9. 11%| 81. 00%| 52. 02%| 3. 00%| Pre-tax Return on Assets| 4. 96%| 63. 81%| 45. 41%| 7. 90%| | | | | | Additional Ratios| Year 1| Year 2| Year 3| | Net Profit Margin| 1. 09%| 18. 47%| 20. 53%| n. a| Return on Equity| 12. 94%| 81. 00%| 50. 72%| n. a| | | | | | Activity Ratios| | | | | Inventory Turnover| 10. 91| 13. 08| 10. 56| n. a| Accounts Payable Turnover| 12. 6| 12. 17| 12. 17| n. a| Payment Days| 27| 24| 29| n. a| Total Asset Turnover| 6. 47| 3. 46| 2. 16| n. a| | | | | | Debt Ratios| | | | | Debt to Net Worth| 0. 84| 0. 27| 0. 15| n. a| Current Liab. to Liab. | 1. 00| 1. 00| 1. 00| n. a| | | | | | Liquidity Ratios| | | | | Net Working Capital| $75,810| $398,958| $80 9,577| n. a| Interest Coverage| 0. 00| 0. 00| 0. 00| n. a| | | | | | Additional Ratios| | | | | Assets to Sales| 0. 15| 0. 29| 0. 46| n. a| Current Debt/Total Assets| 46%| 21%| 13%| n. a| Acid Test| 1. 34| 3. 73| 6. 84| n. a| Sales/Net Worth| 11. 87| 4. 39| 2. 47| n. a| Dividend Payout| 0. 00| 0. 00| 0. 00| n. a|