Tuesday, March 17, 2020
Should You Get a Second Job Not making enough to support your lifestyle? Need a little extra in the bank, or for your retirement account (itÃ¢â¬â¢s never too early!)? Here are 7 issues to weigh when asking yourself if you shouldÃ consider taking a second job. 1. Your Money SituationAre you drowning in debt from a big expense? Anticipating one soon? Or do you need a second job because your primary career isnÃ¢â¬â¢t paying you enough to live? If itÃ¢â¬â¢s the first thing, proceed. If itÃ¢â¬â¢s the second, think about changing jobs instead and shifting into something more lucrative. Otherwise, when contemplating a second job itÃ¢â¬â¢s best to make yourself a timeline of how long youÃ¢â¬â¢ll work that job to get yourself on more secure footing. Have an exit strategy in mind.2. Your Current Job SecurityIf youÃ¢â¬â¢re worried about your job security at your current job, now may be an ideal time to take on a second. YouÃ¢â¬â¢ll hedge your bets a bit. Just in case anything goes south at your first job , youÃ¢â¬â¢ll have a back up plan at least part-time to get you through.3. The Possible PerksSecond jobs can be chosen to benefit you. For example, if you love clothes or makeup or even furniture, a second job in retail can give you access to deep discounts on the stuff you buy the most. ThatÃ¢â¬â¢s two ways you end up richer. Alternatively, you could find a second job in your industry that can increase your skill set and marketability in the long run of your career.4. The Chance to LearnIf youÃ¢â¬â¢re contemplating a career or job change down the line, this is a great opportunity to get your feet wet and gain a little experience in another industry. A second job is like a paid internship, giving you a chance to explore your options without any serious commitment.5.Ã The Realities of Your ScheduleReally budget out your time and schedule- not just your paychecks and your bills. Do you have the time and physical stamina to work two jobs? If youÃ¢â¬â¢re up for it, but wary, m ake sure to give yourself an exit date and to consider erring on the side of shorter hours in your second job. ThereÃ¢â¬â¢ll be no use for extra cash if youÃ¢â¬â¢re too physically and emotionally exhausted to live your life.6.Ã Your Current Job and Its DemandsDonÃ¢â¬â¢t take a second job only to lose your first because you diluted yourself and eased up on your standard of work. Make sure that you donÃ¢â¬â¢t dip in time or energy to compromise what you are already doing.7.Ã Your Basic PrioritiesThe last thing you need to do is prioritize your life. Would you rather have the time to socialize with friends or to spend with your family or on a hobby- and perhaps draw your financial belt a little tighter? Or is the money your biggest, most dire need? Once you figure out whatÃ¢â¬â¢s most important, the decision should (almost) make itself.
Sunday, March 1, 2020
Terms You Might Not Know Are Considered Racist Some racist terms have been included in the American vocabulary for so long that many who use them are often clueless about their origins. Boy In most situations, the word boy is not a problem. Used to describe an African American man, however, the word is troublesome. Thats because historically whites routinely described black men as boys to suggest African Americans werent on equal footing with them. Both during and after slavery, African Americans werent viewed as full-fledged people but as mentally, physically, and spiritually inferior beings to whites. Calling black men boys was one way to express the racist ideologies of yesteryear. Despite its widespread use as a racial putdown, in Ash v. Tyson Foods, the U.S. Court of AppealsÃ decided that boy cannot be considered a racial slur unless its prefaced with a racial marker such as black. This decision has sparked controversy, considering that whites typically didnt call African American black boys during Jim Crow, but simply boys. The good news, according to Prerna Lal of Change.org, is that the U.S. Supreme Court reversed the holding, ruling that the use of the word boy on its own is not enough evidence of racial animus, but that the word is also not benign. That means the court is willing to consider the context in which boy is used to determine if its being uttered as a racial epithet. Gypped GyppedÃ is arguably the most commonly usedÃ racist termÃ in existence today. If someone buys a used car that turns out to be lemon, for instance, he may complain, Ã¢â¬Å"I got gypped.Ã¢â¬ So, why is the term offensive? Because it equates the Gypsy, or Roma peoples, with being thieves, cheats and con artists. When someone says that they Ã¢â¬Å"got gypped,Ã¢â¬ they are essentially saying that they were conned. Explained Jake Bowers, editor of the Gypsy, Roma and Traveller ezineÃ Travellers Times, to the British newspaper theÃ Telegraph: Ã¢â¬Å"Gypped is an offensive word, it is derived from Gypsy and itÃ¢â¬â¢s being used in the same context as a person might once have said they Ã¢â¬ËjewedÃ¢â¬â¢ somebody if they did an underhand business transaction.Ã¢â¬ But donÃ¢â¬â¢t take BowersÃ¢â¬â¢ word for it. If youÃ¢â¬â¢re still debating whether or not to use the verb Ã¢â¬Å"gypped,Ã¢â¬ consider that Philip Durkin, the principal etymologist at theÃ Oxford English DictionaryÃ told theÃ TelegraphÃ that there is a Ã¢â¬Å"scholarly consensusÃ¢â¬ that the word originated as a Ã¢â¬Å"racial slur.Ã¢â¬ No Can Do and Long Time No See These two phrases have probably rolled off the tongues of most Americans at some point in time. However, the sayings are only mocking the attempts of Chinese immigrants and Native Americans, for whom English was a second language. Uppity Most people have no idea that the term uppity has racist connotations when applied to black people in particular. Southerners used the term for black people who didnt know their place and that term was usually followed by another racial slur. Despite its negative history, the word is regularly used by various races. Websters dictionary defines uppity as putting on or marked by airs of superiority and likens the word to arrogant and presumptuous. In 2011, the word got some national coverage when Rush Limbaugh said that Michelle Obama showed uppity-ism. Considering the Shyster Many people have come to believe that shyster is an anti-Semitic, but the origins of the word are linked to a Manhattan newspaper editor in 1843Ã¢â¬â1844. According to an article on Law.com, at the time, there was a crusade against legal and political corruption in the city, and the editor derived the term shyster from the German word scheisse, which means excrement. There are several reasons for the anti-Semitic confusion including the closeness to Shakespeares Shylock, and belief that the term came from the proper name of Scheuster, who some think was a corrupt lawyer. The etymology of the word indicates it was never intended as a racial slur, and that it was applied derogatorily to lawyers in general, and not to any one ethnic group.
Thursday, February 13, 2020
Comparison & Contrast between activities involved in Strategy Formulation versus Strategy implementation - Assignment Example Strategy formulation and implementation are two important aspects, which are interrelated. Strategy formulation and implementation are important facets of strategic management in a corporate for long-range performance. Strategy management comprises of three phases namely, diagnosis, formulation, and implementation (Hill and Jones 2012:20-21). Strategy formulation entails development of long-range plans for effective management of environmental opportunities and threats. This is in the light of corporate strengths and weaknesses. Hill and Jones (2012:20) state that formulation encompasses defining corporate mission, objectives, setting policy guidelines, and developing sound strategies. Formulators of strategy attach some estimate or risk to discernible alternatives. They appraise corporate strength and drawbacks with the resources, which are available. Formulation gives a clear set of recommendations in order for the corporate to accomplish its mission successfully (Hill and Jones 2012:20). Formulation of corporate strategy entails creating sustainable competitive advantages. This happens through giving prudent and practical solution to problems that may affect the corporate. Strategy implementation encompasses putting strategies, which corporate formulates into practice. This entails designing and management of systems in order to achieve best integration of people, processes, structures, and resources in order to attain organizational set goals. This is the step in which corporate converts its strategy into operationally effective action. Formulated strategy gains commitment of resources of organization or corporate. Strategy implementation aims at bringing sound ideas into practice. For implementation of corporate strategy to be effective, strategic managers in organization should support the chosen plan. Second, the strategic supervisors should allocate sufficient resources. Third, the formulated strategy
Saturday, February 1, 2020
Report on apple and INTO giving - Assignment Example It raises funds through various activities such as the 2009 event when they drove three second hand vehicles across many countries to raise money for charity in Gambia (Finkle and Mallin, 2010). Apple is a corporation and a profit making organization, it is owned by different shareholders (Dediu, 2013). On contrary, INTO Giving is a non-profit making organization. It is owned by INTO university partnership with the aim of facilitating education access to the less fortunate children in the world. The fact that the ownership is different, itÃ¢â¬â¢s suitable since the owners have different interests in the organization. Apple`s owners are profit driven while INTO Giving`s owners aim at helping the needy. INTO Giving has an organization structure that comprises the following, the board chairman, director and Treasurer, operations director and the fundraising and communications manager. The members of this organization`s manages the organization to meet the charity work which is its main. On the other hand, apple has an organization structure that comprises the following, the board chairman, senior vice presidents from various departments, vice presidents and the employees (Dediu, 2013; Yang, 2013). The structure of the two organizations differs because of their goals of operation resulting to omission of some departments. (Polidoro, 2012) It is the beliefs, values, norms, languages, way of doing things and habits in an organization (Ravasi and Schultz, 2006). AppleÃ¢â¬â¢s culture is collaborative and the company is organized like a start-up. The company recognizes performance and awarding its best employees (Yang, 2013). The Company also insists on accountability for all its employees, a culture it has maintained to date. On the other hand, INTO Giving has maintained a culture of monitoring the performance of its employees across the many countries it offers its charity services. INTO Giving mission states,
Friday, January 24, 2020
Archetypal Characters Within the "Slasher" Film Sub-Genre One of the most telling traits of a society is how it entertains itself. Although Americans of the late twentieth century have many choices for distraction, one medium has had a particularly significant impact upon the fabric of American culture: film. Through pandering to the ideas and beliefs of the audience, filmmakers parallel those ideas and beliefs in their creations. This correlation was demonstrated in the glut of so-called "slasher" films during the period 1974-1984. Although the films were diverse in form and execution, the basic plot of these movies involved some sort of deranged psychopath gleefully stalking and killing a number of unfortunate teenage victims. Within this sub-genre there can be found a number of basic character styles, or archetypes. These archetypes not only serve to bind certain movies into the slasher category, but also to provide a window into the culture that they cater to. In order to present a specific example of each archetype, I have chosen four films that are exemplary of the overall sub-genre. Tobe Hooper's The Texas Chainsaw Massacre (1974) tells the story of a van full of traveling teenagers and their run-in with a family of backwoods cannibals. John Carpenter's Halloween (1978) has killer Michael Myers strangling baby-sitters on the night of said movie title. Sean Cunningham's Friday the 13th (1980) looses a hockey-masked psychopath upon a host of unsuspecting camp counselors. Finally, Tobe Hooper's The Funhouse (1981) finds four teens trapped in a carnival with a murderous sideshow freak. The most evident archetype within the slasher sub-genre is the Virgin. Usually the Virgin is the protagonist of the film, a female tee... ... of the sub-genre that began with the Wes Craven's Scream (1994). These films are not only helping to carry the archetypes of Halloween and Friday the 13th to a new generation of moviegoers, but also updating them as the culture has updated itself. Despite the changes some form of these archetypes will continue to exist, no matter how much American society alters. As long as a teenager yearns for the adrenaline rush from a masked murderer, slasher films and their archetypes will endure. Works Cited Halloween. Dir. John Carpenter, with Donald Pleasence and Jamie Lee Curtis. Falcon Productions, 1978. Friday the 13th. Dir. Sean Cunningham. Paramount, 1980. The Funhouse. Dir Tobe Hooper. Universal, 1981. McCarthy, Ken. The Splatter Film Guide. New York: St. Martin's Press, 1992. The Texas Chainsaw Massacre. Dir Tobe Hooper. Rosebud Communications, 1974.
Thursday, January 16, 2020
The organisation this report is based upon is NCO Europe Ltd (NCO) their European Head Office is based within PrestonÃ¢â¬â¢s City Centre and the organisations head office is based in Pennsylvania US. NCO is part of a much larger group of companies namely Expert Global Solutions (EGS). The EGS Group is a business process outsource market leader employing in excess of 43,000 employees in 118 contact centres around the globe currently in 14 countries, with an annual turnover exceeding $2 Billion. EGS is a recognised tier one player in both Customer Relations Management (CRM) and Accounts Receivable Management (ARM) whose clients include 40% of the fortune 500. At the European Head Office, NCO currently employs approximately 500 employees at this site and is currently undergoing a rapid expansion program.An explanation of why your organisation needs to change identifying at least 6 internal and external factors that drive or influence the change.Over the last few years, businesses with in the UK have needed to adapt and change to the economic challenges posed by the long lasting recession that hit the financial markets back in the 2nd quarter of 2008. A major part of the organisations income stream is from debt recovery also known as ARM. The economical downturn had a direct impact on the organisations strategic objectives as this impeded revenue collected from those who fell into arrears. The organisation implemented a change in business strategy a new department was created to solely deal with debt management companies (DMCs) and customers in financial difficulties, as a result an increased revenue stream was created.The increase in business has resulted in a huge expansion both in the capacity of new employees required but also it has seen the organisation needing to relocate to a newly refurbished building along with investment in new technology to ensure they have both the capacity and the capability of fulfilling the clientÃ¢â¬â¢s requirements. Change can be described as being inevitable, and those organisations who do not keep up with change may become unstable, with long-term survivability in question. There are events, or situations that occur that affect the way a business operates, either in a positive or negative way such as; Out-sourcing, Internal Reviews, Resignations, Mergers, The Recession or even Employee / Client expectations can all lead to change needing to be implemented within an organisation.Explain how change can impact an organisationÃ¢â¬â¢s businessChange can impact an organisation in numerous ways such as;I.Size Ã¢â¬â This is frequently a driving factor for a companyÃ¢â¬â¢s structure. Smaller businesses wonÃ¢â¬â¢t usually have a vast structure as the owner is usually responsible for all tasks. Larger organisations usually require a more intense framework for their organisations structure.II.Business Strategies Ã¢â¬â These can be a factor in a companyÃ¢â¬â¢s organisational development structure. High -growth companies usually have smaller organisational structures so they can react to changes in the business environment quicker than other companies.III.Profitability Ã¢â¬â A positive effect of companies generating operational profits is the ability for companies to expand and grow their operations. Companies often reinvest a certain amount of profits earned from current operations into new business opportunities or expanding current operations to increase business output.Explain the main factors involved in the change process.There are a number of factors involved in an organisations change process such as; 1.Selling the benefits of change Ã¢â¬âIdentifying potential threats and develop scenarios presenting what could take place in the future. Examining opportunities that should be, or could be exploited.2. Communication Ã¢â¬â Talk about the change vision, if people have anxieties then address these openly and honestly. Tie in the vision to all areas of the business from training to performance reviews3. Planning the change Ã¢â¬â Ensure that all research has been completed; examine the organisational structure, job descriptions, and performance and compensation systems to ensure they are in line with the vision.4.Analysing progress Ã¢â¬â After progress has been made analyse what went right and what needs improving. Set goals to build on the progress further to ensure that this is measurable this can be completed by using either a SWOT or PESTLE analysis.A comparison between at least 3 different approaches to managing changeK, Lewin is responsible for introducing force field analysis, which examines the driving and resisting forces in any change situation. The underlying principle is that driving forces must outweigh resisting forces in any situation if change is to happen. The second is about moving to a new state through participation, involvement and internalisation. The third focuses on refreezing and stabilizing the new state of affairs by setting policy, rewarding success and establishing new standards. Driving forces Ã¢â¬â These are forces which push in a direction that causes change to occur, facilitating change as they push the person in the desired direction. Restraining forces- They are forces that counter driving forces, these hnder change as they push the person on the opposite direction. Equilibrium Ã¢â¬â This is a state of being where driving forces equal restraining forces and no change occurs. Equilibrium can be raised or lowered by changes between the driving and restraining forces.Describe 3 behavioural responses seen when change occurs in an organisation.Fear Of The Unknown Ã¢â¬â Change often brings with it substantial uncertainty. Employees facing a technological change, such as the introduction of a new computer system, may resist the change because it introduces uncertainty into what was once a comfortable environment. Fear Of Loss Ã¢â¬â When change is about to occur, some employees may fear losing their jobs, especially where there is a merger or takeover about to happen. Employees may be worried that their operational site will be closed down and the work relocated to another site to save costs or they may fear their roles will become redundant.Poor Communication Ã¢â¬â Changes within an organisation start with key decision makers. It is up to them to pass along the details to team members and ensure all questions are answered before changes go into effect. Unfortunately, as news of a change spreads through the senior management, details are sometimes skewed and managers end up receiving second Ã¢â¬â hand information. Poor communication can therefore cause resistance to change.Explain at least 3 ways that HR can support individuals during change.At NCO the HR function is described as being a support function that assists with the operational running of the organisation. Whenever change occurs, the HR function acts as a role model for change, demonstrating th e behaviours that create a climate for change which includes communicating clearly any plans for change and developing a change strategy that aids with the implementation. It is also supportive to create a shared vision for the future of change within an organisation, employees are better placed to conform if they understand the benefits of any change which is implemented and understand exactly how this will affect them in there day to day interactions whilst being within their workplace. Encouraging discussion is another way the HR function can support employees, when the change process is implemented team members may experience negative feelings towards this such as surges in anxiety or fear of the unknown.Opening the lines of honest and open discussion can assist employees put their negative feelings or emotions aside? Employees who have had their voices heard and have had chance to ask questions surrounding the impending change are better placed to conform to change. Communicati on can also have a positive effect; it has the ability to instil excitement and create the acceptance once the change is fully understood and any questions posed have been answered fully and honestly.
Wednesday, January 8, 2020
Introduction Globalization has a long history. According to National Geographic Society (2015), globalization grew when the Europeans began establishing colonies overseas. Many of the early European explorers were eager to spread the Christian religion to the regions they visited. Ã¢â¬Å"The globalization of Christianity spread from Europe to Latin America through Christian missionaries working with the local populationsÃ¢â¬ (Ã¢â¬Å"Globalization,Ã¢â¬ 2015). Globalization was accelerated in the 19th century with the Industrial Revolution as mechanical mills and factories became more common. During this time, many companies used raw materials from distant lands and they also sold their goods in other countries (Ã¢â¬Å"Globalization,Ã¢â¬ 2015). Globalization sped upÃ¢â¬ ¦show more contentÃ¢â¬ ¦Supporters stress the need to adapt to globalization, but opposers stress the need to resist it. Drivers of Globalization Today, people and companies are now doing business with others all over the world. The world market has opened up to the extent that you can do business with virtually anyone, regardless of geographic location. According to National Geographic Society (2015), Ã¢â¬Å"International trade is vital to the economies of most countries around the world.Ã¢â¬ Many countries have created free trade agreements with other countries to increase trade. Under free trade agreements, countries agree to remove trade barriers (Ã¢â¬Å"Globalization,Ã¢â¬ 2015). For example, Ã¢â¬Å"In 1994, the United States, Mexico, and Canada signed the North American Free Trade Agreement (NAFTA), which eventually ended all tariffs on trade goods between the three nationsÃ¢â¬ (Ã¢â¬Å"Globalization,Ã¢â¬ 2015). This allowed globalization of goods and services, as well as people and ideas, between these three countries. The progression towards globalization has been around for centuries, but it really became noticeable in the early 1900Ã¢â¬â¢s with technological advances. During that period there was no collective worldwide integration and many of the global processes of that time were still one-dimensional (Hopper, 2006). In the latter part of the 20th century, innovation in information technology has been a major driving force in creating the