The Subtle Body System Health And Social Care Essay

The Subtle Body System is made of 7 energy beds that can be found in the energy field, or aura, around a individual ‘s physical organic structure. Each of these beds has a different quiver and it is connected to one of the 7 chief chakras. See below a diagram of the Subtle Body System. These beds are of import to our wellbeing because they are frequently connected to the physical, psychological, and emotional operation and esthesiss of the physical organic structure. These beds are made of miniscule lines of energy, and are sensitive to alter. They can impact and be affected by other beds, and illness in the physical organic structure. While some beds cover all anatomic countries and variety meats of the physical organic structure, others will protect the religious and psychological domains. Problems in theses beds will be manifested in the physical organic structure of a individual. The Seventh Layer ( The Ketheric Template or Causal Body ) This is the mental degree of the religious plane ( whereas the heavenly organic structure is the emotional degree of the religious plane ) . This organic structure contains all the other organic structures within it and extends up to three and a half pess from the organic structure, frequently in the form of an egg. Its construction is made of a gold, or silvery-gold, and appears as a grid type construction, which is really lasting. It pulsates and vibrates at a really high velocity and within this degree ; we â€Å" know † we are one with God. This organic structure besides contains the chief Kundalini force that runs up and down the organic structure. First Layer ( The Etheric Body ) This is the closest energy organic structure to the physical. It is what is made apparent through Kirlian picture taking. The etheric organic structure extends one one-fourth to two inches beyond the physical organic structure and pulsates at about 15-20 rhythms per minute. The full organic structure, including variety meats, can be perceived but it is made of a blue ( emotional ) or grey visible radiation ( extremely active ) .Subtle Body SystemsSecond Layer ( The Emotional Body ) Since this is the emotional organic structure, it is associated with feelings. It is more unstable in nature, and does non double the organic structure, as does the etheric organic structure. This organic structure is about one to three inches from the physical organic structure. Unlike the etheric organic structure, which is bluish or gray in nature, this is more like coloured clouds that change color depending on what sort of emotions the individual is traveling through. Love, joy, exhilaration, and even anger will ensue in really superb chromaticities, whereas confused emotions will ensue in muddy tones. This organic structure contains all the colors in the rainbow. The Sixth Layer ( The Celestial Body ) This is the religious emotional plane where a individual will experience things such as cloud nine, and religious rapture. When we reach the topographic point of Godhead love, interconnection ( by and large through deep speculation ) we are touching on this plane, which is felt through our heavenly organic structure. When we raise our degree of consciousness, or consciousness, to the 6th degree of the aura, we have allowed a connexion to go on from the bosom chakra and the heavenly chakra. Through this, we can love non merely our fellow adult male ( the bosom chakra ) but do so with godly love ( heavenly chakra ) . The colors of this organic structure are really soft in nature ( pastel ) and glow quietly from the organic structure. Third Layer ( The Mental Body ) With an even more elusive composing, the mental organic structure holds our ideas and mental procedures. It extends three to eight inches from the organic structure, and by and large has a xanthous visible radiation, which radiates around the caput and shoulders, and extends to the organic structure below. This yellow will lighten up if a individual is deep in idea, or concentrating on mental activities. Although the coloring material associated with this organic structure is xanthous, other colorss are apparent if there is an emotion associated with the idea ( stemming from the emotional organic structure ) . The Fifth Layer ( The Etheric Body ) This is what you would name a templet for the lower templet organic structure ( the first organic structure referenced ) . This is the templet that exists before the physical organic structure is formed. Although this co-exists in a different dimension, it besides extends one and one half to two pess from the organic structure and can merely be seen by clairvoyants and really advanced therapists. This is an of import bed in mending if the lower etheric organic structure becomes disfigured as this is the true edifice block to the lower etheric. This templet has a dark blue chromaticity to it. Fourth Layer ( The Astral degree ) This is the true span to the religious plane! When we start to work with this plane, and supra, our perceptual experience and abilities leap from the physical to the subtle. Here we will get down to comprehend energies that are non of this vibrational frequence. The organic structure of the stellar is composed of gorgeous clouds of coloring material, which extend six inches or one pes from the organic structure. Not merely does it hold the same colors of the rainbow like the emotional organic structure, but a pink, or rose chromaticity is frequently present with these colorss, particularly if the individual is a loving one. The stellar plane is besides called the â€Å" emotional † plane, which ties it strongly to the bosom chakra and the 2nd subtle organic structure ( the emotional organic structure ) . Because it is so closely tied to the emotions, when people fall in love, great chromaticities of pink can be seen hiting from their bosom chakra. This is besides why when we a re in the stellar, our emotions are greatly enhanced either manner. When I am with my love in the stellar, it is by and large free of any lower organic structure emotions, and our love is able to flux, without limitation.Why is it of import non to know apart between clients ( or co-workers ) and esteem their cultural background?Discriminating is against the jurisprudence, and everyone has the right to similar intervention. Discrimination comes in varied formats and we need to be cognizant of the little behaviors, words or thoughts that might pique people and their cultural background. We need to look everyone the same manner. If healers discriminate, they can be taken to tribunal, and even lose their licence. Besides, as good professionals and healers we should non know apart because we need people to come back and their regard. If we discriminate people we will lose their regard for ourselves and our work. If a healer does non hold clients or co-workers to work with, they will hold to close their concern. Furthermore, if a healer discriminates he/she will convey negativeness to their work. That feeling and attitude will alter the class of a therapy, and may even convey opposing consequences to the 1s desired. If a healer is ever discriminatory and negative, people will non come back and their concern will endure.How might you have to accommodate processs when giving interventions to a member of the opposite sex ; a minor, or person from a different cultural background?Adapting processs can come in assorted formats. For illustration, if handling bush leagues they have to ever be accompanied by their parents or responsible relation. Either the relations will be in the room detecting the intervention, or they can be outside the room with the door unfastened where they can detect from a certain distance. I would besides hold to explicate the child, prior to the intervention, what the intervention entitles and in an accessible format. Crystals have to be adapted to the kid in footings of s ize, weight, and that crystals do non hold excessively strong energy that the childs can non manage. To handle people of the opposite sex I would supply the client all available information, to explicate that certain crystals would be put into certain countries of the organic structure. I would offer and blanket or towel to cover the individual ‘s organic structure, to do certain the individual is experiencing comfy and safe, and to avoid touching countries of their organic structure whilst puting or taking crystals. I could disrupt the intervention if the lady needed to utilize the lavatory for personal grounds, for illustration if they were pregnant or had the period. When handling people from a different cultural background, I would do certain that any of my information or parts of the intervention would non pique the individual. For illustration, if the individual was an atheist or agnostic, and did non believe in angels, I would non advert any of that to them. On the other manus, if the individual is a Buddhist or Hindu, I would non advert God to them, to esteem their ain beliefs. However if they asked I would be ever available to reply any of their inquiries with honestness and unity.What statute law exists to forestall favoritism on evidences of sex, race, faith or disablement?Peoples who provide services or installations to the populace or a subdivision of the populace must non know apart on evidences of sex, race, faith or disablement in declining or intentionally excluding to supply services or installations to others. There are other types of favoritism, sing sexual orientation, gender and age. There are some exclusions covered by the jur isprudence, but in general, everyone should be given the right to entree services independently of their diverseness. This means, if a healer breaks the jurisprudence they can be taken to tribunal, and they can be fined or their services stopped. The chief relevant act in disputing favoritism is the Human Rights Act 1998, which incorporates the rights contained in the European Convention of Human Rights in the UK jurisprudence. However this Act is more relevant for public organic structures, such as constabularies, local governments, or other private organic structures exerting public maps. In certain circumstance favoritism needs to be achieved, for illustration if an organisation needs to use a adult female to provide for female customers/clients. Other illustration of justified favoritism would be an organisation who would merely accept a healer if they trained in the UK. Furthermore, a healer may decline to see a client if they are under age, or have certain conditions, such as epilepsy, or are even pregnant. These types of favoritism would necessitate to be justified and made clear during first contact between client and healer. Otherwise, statute law to protect people from favoritism is as follows, including to protect from direct and indirect favoritism, positive and negative favoritism, exploitation and torment. Sexual activity Discrimination – It is improper to know apart against person on evidences that they are female or male, on evidences that they are pregnant, on evidences of their matrimonial position or on evidences of their gender reassignment position ( i.e. whether the individual has undergone, or programs to undergo, gender reassignment ) .A The chief pieces of statute law here are the Equal Pay Act 1970 and Sex Discrimination Act 1976.A As with many of the anti-discrimination Acts, these pieces of statute law have been amended several times since they were foremost introduced. In some circumstance I could decline to see a client who is pregnant or merely been into recent childbearing, with the justification that the therapy is unsuitable due to the degrees of energy involved. ACHO codification of behavior provinces: Practitioners must non go to adult females in childbearing or handle them for 10 yearss thenceforth unless they hold an appropriate making in obstetrics. Race Discrimination – The Race Relations Act 1976 is the chief piece of statute law, and screens race favoritism in employment, preparation, instruction, lodging, proviso of goods and services, and advertisement. This means that it is improper to know apart against person on evidences of their: race ( e.g. whether they are African or Caucasic ) , their coloring material ( e.g. whether they are black or white ) , nationality ( e.g. whether person is Polish or Indian ) , their national beginning ( e.g. whether person is Scots or English ) or their cultural beginning ( e.g. whether person is a Gypsy Traveller ) . In 2001 this act was amended by the Race Relations Act 2000 to include favoritism by all public organic structures. As a healer it would be against the jurisprudence to handle person different because of any facet of their race, unless this would collide with their wants or civilization. I could accommodate a service to provide for a client specific demand, but I could n on do the intervention less or more just because of their race. I could know apart in declining and intervention if a client asked me to supply a peculiar service to which I would non be to the full trained. Religious Discrimination – It is improper to know apart against person because of their faith or belief. The chief pieces of statute law here are the Employment Equality ( Religion or Belief ) Regulations 2003 and the Equality Act 2006. Again, employment issues and the bringing of educational chances, goods and services are covered by these ordinances. Everyone is covered by the ordinances, irrespective of whether or non they have a spiritual belief. It is hence possible to be unlawfully discriminated against because you do non hold a spiritual belief ( e.g. because you are an atheist ) . So, once more whilst supplying a service I have to do certain I treat my client reasonably irrespectively of their personal beliefs. My therapy should so non be guided by a peculiar religion, but be holistic in attack and eclectic in nature. Disability Discrimination – The Disability Discrimination Act 1995 ( DDA ) protects handicapped people from discrimination.A In kernel, a handicapped individual is defined as being anyone who has a long-run mental or physical damage which has a important impact on the individual ‘s ability to transport out usually daily activities.A This is a wide definition, which does non merely cover people with a centripetal damage ( e.g. person who is deaf, hard of hearing, blind or partially-sighted ) or person with a mobility impairment.A It can besides cover people with important mental wellness troubles, person with a important facial disfiguration, or person with a long-run medical status – such as HIV, malignant neoplastic disease, diabetes or epilepsy. However, in certain circumstance a healer may decline to handle people with certain mental damage or under alcohol/drug influence. For illustration, the ACHO codification of behavior provinces â€Å" Discretion must be used for the protection of the practician when transporting out private intervention with patients/clients who are mentally unstable, addicted to drugs, intoxicant, badly down, self-destructive or enduring from hallucinations. Such patients/clients must be treated merely by a practician with relevant competence. A practician must non handle a patient/client in any instance which exceeds their capacity, preparation and competency. Where appropriate, the practician must rede referral to a more qualified individual. † This discretion is for the protection of both practician and client.What is meant by a Code of Conduct? Give illustrations of how this might impact you as a healer?A Code of Conduct is a set of guidelines to pass on an outlook of ethical behavior to members of an organisation. For illustration, therapists that pattern under a regulative organic structure will hold a codification of behavior to steer them. In this instance duty for ethical behavior is a personal duty and every practician will be held accountable for his or her behavior. The Code of Conduct is a model within which all healers are expected to run. Although a Code of Conduct addresses a figure of specific issues, it should non be regarded as a comprehensive listing of conformity issues. Alternatively, the Code of Conduct should be regarded as a steering rule that applies to everything that we do. As a healer I am bound by the contents of the Code of Conduct. For illustration: I should maintain client confidentiality, and ne'er unwrap personal inside informations about clients in ways which the information can be linked to the patient unless required to make so under statutory authorization or at the petition of a legal authorization, such as a justice, or in the public involvement. If I break this regulation I can be taken to tribunal, be prosecuted and loose rank of the organisation. Detailss of clients medical status, history, current medicine and intervention ( if any ) along with intervention, advancement and notes, peculiarly if an incident occurs, must be written down for mention. This could be critical if any incident resulting from intervention goes to tribunal, and can protect my work if I was non responsible for the incident or unwellness. Therapists should hold appropriate professional liability insurance screen for their work. This is besides reassuring to the organisation and clients that I am serious about my work.Why should you non seek to name medical conditions?First of all, I am non medically trained to make so. It is non portion of this therapy to name any medical conditions. I understand that some people may be medically trained, but since this therapy is portion of the complementary wellness scope it is non appropriate to name any medical conditions with the limited cognition or appraisals used in crystal therapy. Even if I found that by utilizing my custodies or a crystal a client had some specific jobs I would non propose to the client any earnestness of any country, instead to see their physician if they complained about it to me.Which professional organic structures could you fall in? What would be the advantages of fall ining one of these administrations?At present there is no statutory regulative organ ic structure that requires all crystal healers to register. Besides, crystal therapy is non a protected profession and the rubric is non being regulated by the authorities. Alternatively, at present, there are many organisations with voluntary registries and healers may fall in. Each organisation has their ain rank standards and preparation demands, and some of these organisations will merely accept healers who have studied in their ain approved schools or class suppliers. For illustration, the class supplier for this class is associated with the Affiliation of Crystal Healing Organisations ( ACHO ) , and follows their ain Code of Conduct and rank standards. ACHO besides holds their ain voluntary registry for healers, and people may fall in to demo they are ethical and are interested in protecting the populace from mal-practice. At this point I would presume that organisations may hold with most portion of their codifications of behavior and Ethical motives, in specific for the protection of the populace and the advancement of the profession. Unfortunately, the diverseness of such organic structures, and the relaxation in which some accept any healer, may antagonize with reassuring the populace that a certain healer might be more or less ethical than others. However, any organisation that holds a registry is a soothing manner to demo other professions and the populace that they are serious about what they do, and their healers follow their codification of behavior, are qualified to a good criterion, and keep some kind of insurance. Examples of organisations I, or anyone practicing crystal therapy, could fall in are: PRACTITIONER REGISTER FOR HOLISTIC THERAPY – The Practitioner Register for Holistic Therapies is unfastened to all Practitioners, which have achieved the criterion set by the association.A The association sets a Code of behavior and a grudge process. PRHT, is a Member Organisation of the British Complementary Medicine Association ( BCMA ) – www.bcma.co.uk. Their website isA hypertext transfer protocol: //www.christinestar.org.uk/PRHT.html. Association of Energy Therapists – Membership of the Association is unfastened to good develop experient practicians in a comprehensive scope of energy therapies, integrating an energy component in their nucleus methodological analysis. Their web site is: hypertext transfer protocol: //www.energytherapists.org.uk/join.html The Healer Foundation – Membership is unfastened for new members and we welcome attacks from qualified healers across UK. Their web site is: hypertext transfer protocol: //www.healerfound.co.uk/joinus.htm Affiliation of Crystal Healing Organisations ( ACHO ) – promotes preparation and competency in crystal healing therapy and to move as portion of a nationally recognised representative organic structure for crystal healing. ACHO is a member of the British Crystal Healers ( BCH ) , which is the lead organic structure for crystal therapy and member of the General Regulatory Council for Complementary Therapies ( GRCCT ) . ACHO maintains a Practitioner Register of qualified crystal therapists throughout the U.K. Their web site is: hypertext transfer protocol: //www.crystal-healing.org. Crystal and Healing Federation ( CHF ) – an umbrella organisation whose intent is to put and uphold changeless high professional criterions of preparation and pattern in the undermentioned Fieldss. They hold a Practitioner Register of qualified crystal therapists. The CHF is a member of the British Crystal Healers ( BCH ) and the Complementary Medical Association ( CMA ) . Their web site is: hypertext transfer protocol: //new.crystalandhealing.com/ Benefits of fall ining one of these organisations include:Community experience and Peer supportThe chance to be portion of a web of like- minded equals and co-workers.Be in their website registryThis means the pattern is approved, more concern, ethical, and reassuring to the populace. Clients can happen you either from the regional listing or straight after seeking the cyberspacePromotion for the therapyAdvertise to web members and to the populace on the organisation ‘s web site and via bases at complementary wellness carnivalsOccasional meetingsMeet co-workers, exchange experiences and thoughtsCPD & A ; ongoing preparationKeep your making and develop your accomplishments with a pick of workshops and meetings that qualify for CPDLearn new therapy accomplishmentsSometimes other instruction programmes are developed to supply an extended scope of developing from one-day workshops to a two- twelvemonth Professional Healer Practitioner CoursePrivileged insurance ratesSpecially negot iated with a taking insurance company – frequently better value than traditional insurance companiesMembership recognized and accepted by other allied organisationsAn confederation with the taking and ethical umbrella group for crystal healing and holistic therapies.Guidelines For Good PracticeA manual covering ethical and legal guidelines for complementary patternAction for future ordinanceWorking in partnership with other organisations in readying for future authorities ordinance that will one twenty-four hours impact all healers.List the benefits of networking and pass oning with other professional healers?One of the chief benefits is to larn from each other, to acquire peer support from more experient practicians, and to guarantee that together as a group we make this therapy more well-thought-of and recognizable by the populace and by other organisations. Sometimes I have inquiries and uncertainties, and if I have entree to other people ‘s cognition I will larn and turn and go a better healer. Other practicians might hold other ways of working that would profit me excessively. Besides, other practicians might hold clients with households and relations in my country, who might be looking for a dependable healer. If I show myself as a respectful and integrative healer to my co-workers, I will hold more opportunities that they will state their clients to state their friends and relations who live in my country to see me.How could you do a professional contact with all parts of the community to promote integrating and common regard?I think that by take parting in activities that involve holistic healing, and particularly crystal therapy, by interchanging thoughts, and give a good illustration and free taste testers, will promote people to look more for this therapy. Besides, sharing information with people allows them to larn and acquire involved. Puting up a good illustration in the community shows people that crystal therapy is more than merely a pattern ; it is a manner of life. I besides think that by taking portion in conferences is a good manner to sprea d out cognition and webs. I could besides intercede with healer of other patterns, and even my local GP pattern, to publicize my work. This would let other practician and ballad people, who can frequently be doubting of crystal therapy, to admit that my work and I would hold a topographic point in the complex field of wellness therapies. Above everything, if I uphold an honest, forward-thinking, and ethical attack to my work, other professionals and general populace will turn regard for me.List some thoughts on how you could advance your professional intervention service in the local community?Ad in local newspapers and magazines Word of oral cavity through old clients and friends Internet web site Talking to local holistic stores and complementary wellness clinics Distributing cusps and brochures in the street Offer services in my local GP pattern Free taste testers in local shows, or even at place Volunteer work Offering free Sessionss to clients if they introduce a friend

DuPont’s Divestiture of Conoco

DuPont began life in 1802, as a gunpowder manufacturer supplying the US Army under President Thomas Jefferson. The company had a long tradition of technological innovations in business and it continues to serve worldwide markets including food and nutrition; health care; agriculture; fashion and apparel; home and construction; and electronics. Among some of its inventions are nylon stockings invented in 1939, Teflon for pans, Kevlar for bullet-proof vests, stainmaster for carpets, the synthetic fabric lycra, and Dacron for clothing. In 1999 the company held a portfolio of 2000 trademarks and brands. DuPont was the 15th largest company in the US with its 1998 revenue reaching $45. 1 billion. The company operated 200 manufacturing and processing facilities in 65 countries with 98,000 employees worldwide. Conoco began in 1875 as the Continental Oil and Transportation Co. , one of the first petroleum marketers in the West. The company has made it through plenty of tough and challenging times from the stock market crashing just a month after Conoco took its stock public, to overseas expansion, to the oil crisis of the 19070’s. Then in 1981 a simple proposal by Canada's Dome Petroleum about acquiring a Conoco subsidiary, Hudson's Bay Oil and Gas left the company wide open. In order to assure an adequate supply of petroleum products to use as chemical feed stocks, DuPont bought Conoco on Sept. 30, 1981. Conoco became a wholly owned DuPont subsidiary in the largest merger ever at that time, costing DuPont $7. 8 billion. As a subsidiary of DuPont, Conoco became a major, integrated, global energy company operating in 40 countries worldwide. The company was involved in both downstream and upstream activities like exploring for, developing, refining, marketing, transporting, and selling crude oil and natural gas. In 1998, Conoco ranked 8th in worldwide production of petroleum liquids by US companies, 11th in natural gas production, and 8th in refining throughput. In 1997 both DuPont and Conoco planned to pursue new corporate strategies: DuPont wanted to transform into a life sciences company focused more on biotechnology and less on petrochemicals, and Conoco desired financial independence to make significant foreign asset investments. While part of DuPont, Conoco doubled its value between 1986 and 1996, and realigned its assets. By late 1998, DuPont divested Conoco in a two-step process. First it would sell a minority stake in Conoco through an IPO otherwise known as an IPO carve-out. Then it would execute a spin-off and sell the rest of its ownership interest in the subsidiary at a later time. Under the split-off, DuPont shareholders would be given the opportunity to exchange their DuPont shares for shares in Conoco at a predetermined ratio of 2. 5 to 1. Participation in the exchange rate would be completely voluntary. On October 22, 1998 the Conoco IPO netted $4. 4 billion for 30% of Conoco culminating in the largest IPO in history. Then on August 9, 1999 the swap of DuPont stock for Conoco stock was finalized. DuPont secured about $21 billion in after tax value through the IPO and stock swap. I think DuPont’s two-stage divestiture worked the best because the company was able to make the transaction tax-free at both the corporate and personal levels. This basically means that DuPont sold off shares of Conoco in two separate stages. The company avoided the corporate capital gains tax by structuring the deal as a primary offering, which is the first of issuance of stock for public sale from a private company. Under this approach Conoco would sell new shares to the public and use the money from the offering to pay down an equivalent amount of its debt. If a second offering had been used, DuPont would directly sell a portion of its Conoco shares for cash, possibly creating a capital gains tax liability for itself if the sale proceeds exceeded its tax basis in the shares. The primary public offering of 25% of Conoco by DuPont was also good for shareholders because it met the objectives of maximizing shareholder value and it also allowed Conoco to capitalize on different investment opportunities for energy companies going on at the time. In order to make the second stage completely tax free DuPont had to satisfy a number of IRS rules and regulations. These rules stated that DuPont had to control Conoco immediately before the split-off, meaning that it had to control at least 80% of Conoco’s stock. In addition the split had to be motivated by a valid business purpose. Also DuPont had to get rid of all Conoco stock so it would not have any control over the company after the deal was completed. Conoco had to be recapitalized or reorganized into two classes of common stock. Class A stock that carried one vote each, issued to the public and Class B stock with five votes each, retained by DuPont for later disbursement to DuPont shareholders in the exchange offer. Prior to the IPO, Conoco would have to issue a $7. 5 billion promissory note to DuPont as a dividend. The payment would be tax free to both parties because at the time DuPont owned all of Conoco. Conoco would in turn, use the proceeds to pay back part of the note and other intercompany notes with DuPont. While I do agree with the Chief Operating Officer that a 100% IP of Conoco would raise a significant amount of cash to use in our core business growth internationally, allowing us to expand our global operations. I think the equity care-out was the best choice for DuPont to do instead of a complete 100% IPO. The reason I say that is because the deal still allowed DuPont to raise some capital but it also allowed DuPont to retain firm control of the subsidiary before, selling the remaining shares in a tax-free spin-off at a later date. A 1998 working paper from Pennsylvania State University examined 83 equity carve-outs done between 1981 and 1990, and found that carved-out companies had significantly higher revenue and asset growth, higher earnings, and higher capital spending than the industry average during the first three years after the carve-out–achievements, the authors say, that are a direct result of 80 percent of the deals tying executive compensation to the share price of the carved-out company at the time it goes public. â€Å"It's a way of providing a stronger incentive for subsidiary executives to perform,† says James A. Miles, one of the authors of the study, along with Heather Hulburt and J. Randall Woolridge. Parent companies also benefit from a carve-out. The Penn State study, in fact, found that these companies had a higher return on assets in the first year after the carve-out. And a similar study by J. P. Morgan & Co. , which examined 101 carve-outs between 1986 and 1997, documented that, on average, the share price of the parent rose between 3 and 4 percent in the 90 days following the announcement of a carve-out. The company’s ownership of Conoco has added great marketing and purchasing clout to DuPont’s operations just like the Executive VP for Research and Development and Product Development suggests, but again I don’t think that owning a majority share would benefit the company like getting rid of all ownership would do. The decision to retain majority ownership, however, may limit the upside to the deal. The J. P. Morgan study found a distinct difference in the share price performance of carve-outs that later became spin-offs and carve-outs that did not. In the case of 12 carve-out companies in which the parent announced there would be a later spin-off, the share price of the carve-out performed 11 percent above the market 18 months after the initial public offering. The shares of all other carve-outs–those without an announced spin-off later–actually underperformed the market by 3 percent. In closing I think DuPont did the right thing when they decided to go through with a two-stage divestiture of Conoco. I think they got the most bang for their buck by doing the deal this way. DuPont was able to net $4. 4 billion for 30% of Conoco resulting in the largest IPO in U. S. history. DuPont was also able to spin-off the rest of their shares of Conoco and secured about $21 billion in after tax value through the IPO and a stock swap. I think this was the best move because both companies were looking to go in different directions. DuPont wanted to transform into a life sciences company focused more on biotechnology and less on petrochemicals, and Conoco desired financial independence to make significant foreign asset investments.References: 1. England, Robert Stow. (1999). How companies are unlocking value by carving out pieces of their business.† CFO Magazine, March 1999, Retrieved April 2011, from http://www.spinoffadvisors.com/articles/cfomagazine0399.htm 2. Conoco Phillips Web Site. Retrieved April 2011, from http://www.conocophillips.com/EN/about/who_we_are/history/conoco/Pages/index.aspx3. Chemical Online. (1998, May 11). Chemical Online.   DuPont Announces Plans to Divest its Conoco Energy Operations. Retrieved April 2011, from http://www.chemicalonline.com/article.mvc/DuPont-Announces-Plans- to-Divest-its-Conoco-E-0001. 4. Ohio University. DuPont spins off Conoco: Good Move for Conoco Retrieved April 2011, from   http://oak.cats.ohiou.edu/~rm663596/esp/case.htm

Commentary on Jonathan Swift’s Essay “A Modest Proposal” Essay

Jonathan Swift cleverly illustrates a very â€Å"humble† solution to the crisis in Ireland in his personal essay, â€Å"A Modest Proposal. † His voice urges annoyance and frustration, evoking a tone of sarcasm. Through the use of cynical language, he creates an intense and informative response. He uses language to create imagery which he intends to elicit a response of shock and moral responsibility. His intention is to mock Ireland and the economic crisis they have got themselves in. Swift appropriately chooses strong imagery and describes a â€Å"melancholy object† that comes from walking through Irish streets and seeing â€Å"beggars of the female sex† and â€Å"three, four, or six children, all in rags. † Swift wants this image to convey the severe challenges that Ireland is facing. These women are panhandling for food, instead of working â€Å"for their honest livelihood,† and that influences their children to do the same or leave for the â€Å"Pretender in Spain. The â€Å"deplorable state† of Ireland is causing grave situations for the impoverished. The English Protestants have been mistreating the Irish, and England has â€Å"consumed† Ireland. Because of England, Ireland faces a lack of power, and Swift uses this verisimilitude in order to take advantage of his satire and to present the â€Å"devouring† of poverty-stricken infants of Irish born mothers. The circumstances in Ireland at that time, the key parallel between both situations are their shared consequence: a country destined to collapse. Swift’s arguments against their current â€Å"schemes† of Ireland are well constructed and convincing. The children or the mothers will no longer beg for â€Å"charity† on the streets. â€Å"A child will make two dishes,† and will be offered in sale to people. This will bring quality and fortune, through the nation. He has â€Å"maturely weighed the several schemes of other projectors. † He believes that these â€Å"schemes† are much miscalculated in their â€Å"computation. † If the previous â€Å"schemes† had worked then there would be no poverty or â€Å"voluntary abortions. He uses strong diction to let one know that he is not proud of his country or the people. His proposal makes complete logical sense. He has everything figured out. Certain terms he uses when he compares the Irish children to farm animals, and that they should be â€Å"consumed. † Diction such as â€Å"stock,† â€Å"pigs,† â€Å"cattle,† â€Å"fatten them up,† all imply to Swift’s analogy to people and livestock. This implies that the Irish just stand around and bend down to an authority of a higher power, and also that the English treat the Irish as worthless workers. The Irish are valuable in financial means to their owners and so are livestock. The Irish just marry and bear children, and wait for wealth to come. This is just what the English want, they want the Irish to be weaker and not take a stand. Therefore, Swift quite subtly proposes that instead of these children being a burden on the already poor parents, the children should â€Å"contribute† themselves to the nation in a form of food or clothing. Swift uses imagery to set the tone of voice and to consistently keep it going throughout the essay. He conjures up images to create an illusion that the solution to the economic crisis in Ireland is quite effortless to solve. Swift is expecting the Irish people to understand that they are responsible of the crisis and they have no patriotism towards their own country. This imagery is created because of language, he expects the people of the nation to do something about the â€Å"distresses† being faced. Swift consistently repeats women and children â€Å"begging,† he wants to clarify that he’s not only writing an essay about the economy but also about moral responsibility of the nation. He explains about the â€Å"voluntary abortions;† these women murder their children because they can’t afford to provide for their children. He constantly explains the â€Å"present distresses,† expressing his frustration and shame towards the country. Swift is generous with his disdain and his ironic representations are not only meant to criticize the society of Ireland, but also to motivate the Irish to take action in rectifying the damage that Ireland has tolerated. Swift has no other motive but to only hope for the public good and â€Å"public consideration. †

MULTINATIONAL CORP-EVOL & CUR ISSUE Movie Review

MULTINATIONAL CORP-EVOL & CUR ISSUE - Movie Review Example ations for instance in a number of places in the United States like in Nevada which has the largest landfill amongst other similar places like New York, Hawaii, New Jersey, and south Carolina all the way to China’s Beijing, an upcoming economic giant and shows ways in which proper garbage management practice and poor garbage management practice as well. The main concern for Quintanilla was to keenly observe where trash or the garbage goes, the party that handles it and the beneficiaries of the whole process whether economically or environmentally. Quintanilla portrays garbage collection to be both an epidemic and an opportunity. An epidemic because the landfills pose an environmental threat to the ever growing landfills surrounding localities with residential settlements or an opportunity to the garbage collection and management companies not forgetting the stakeholders who take home a collective annual minimum of more than $50 billion from what Quintanilla terms as â€Å"a 21st century goldmine† with most of the credits going to the operators of the more than 2200 landfills scattered all over the United States (Quintanilla). In fact some innovative individuals pipe the gas from the damp sites to generate electricity. The documentary film recognizes the fact most of the landfills that handle approximately 250 million tons of garbage in America annually appear to be doing an effective job by effectively managing these sites that generate lots of profit by either recycling or putting the waste into other useful economic uses like the production of electricity by factories a good example that â€Å"Trash Inc.† team visits is Apex in Las Vegas the largest landfill in the U.S (Quintanilla). Capitalizing of the garbage waste management by companies in the private sector is surely an effective management tools to proper garbage disposal as none of the garbage goes to waste. However a change in geographical landscape tells all the difference between proper management and

School Uniforms Gang Effect Essay Example | Topics and Well Written Essays - 250 words

School Uniforms Gang Effect - Essay Example Both of these words are sometimes abbreviated as "quote(s)". Block quote  is another punctuation mark which is also called  long quotation  or  extracts quotation. It is a  quotation  in a written document that is set off from the main text as a paragraph or block of text, and typically distinguished visually using  indentation  and a different  typeface or smaller size quotation. This is in contrast to setting it off with quotation marks in a  run-in quote.   Apart from quotation marks not being used to enclose block quotations, there are no hard-and-fast rules for the exact formatting of block quotations. (Susan, pg. 360) In conclusion style for using a block quotation is preferred when extracting text that has 100 words or more, or approximately six to eight lines in a typical manuscript than using quotes. To a large extent the specific format may be dictated by the method of publication such handwritten  text,  typewritten  pages, or  electronic publishing as well as the  typeface  being

The Hair Emporium Research Paper Example | Topics and Well Written Essays - 1000 words

The Hair Emporium - Research Paper Example While a franchisor should ideally provide assistance and financial advice to their franchisees as discussed previously, it is important to understand that it is highly unfavorable for Rolando and Rosa to disclose certain types of accounting records and financial records to their franchisees. Most importantly, the financial information that should not be supplied to the franchisees includes computations of costs per unit and other unit-based data which has the potential to outline the inputs of the Hair Emporium in a comprehensive manner. The reasons why Rolando and Rosa are discouraged from providing this information can be represented in terms of the inadequacy and misleading nature of these figures and the competitive threats that are posed by the public disclosure of this data. For example, if provided with unit performance including variable costs that are incurred on material, labor and supplies the franchisee maybe misguided by the financial records as they cannot be applied to the franchised outlet of Hair Emporium. Moreover, the availability of this information to the businesses’ U.S-based competitors would threaten the success of the hair salon in the new country. The completion of balance sheets and operating statements on a monthly and yearly basis is critical to the analysis of the company’s financial position. An accurate examination of a firm’s financial position not only facilitates decision-making but also equips managers and business executives with the tools that are required to evaluate the present scenario and future possibilities for the business. By assessing the financial statements, senior management can discern whether the company has been able to achieve the designated corporate objects such as profit-maximization, survival or increase in market share. Through the completion of the balance sheet and operating statements in a timely manner the financial position of the firm and the result of business operations can be examined (Solomon et al. 1990) to detect any impending risks that may adversely impact the organization and develop a contingency plan to cope with these risks. As owners of the franchised business, Rolando and Rosa can opt to complete their balance sheet and operating statements on a quarterly basis rather than creating these financial statements for every month. This decision would allow them to keep track of the business’ financial position as it appears every three months in the financial calendar. However, a consequence of this selection would be that Rolando and Rosa would not be able to continually assess the development of their business in the United States during the first crucial year of the commencement of operations. At this point, it is imperative for Rolando and Rosa to closely monitor the progress of Hair Emporium in order to identify any potential problems and issues that may hamper the growth of the business. Thus, adopting a quarterly system for the comp letion of financial statements would not be suitable in this scenario. Under the provisions of the franchise agreement, Rolando and Rosa would be entitled to provide the franchisee with initial services that also involve the formulation of financial records and advice related to bookkeeping (Epstein, Nach and Bragg 2009). Local conditions, regulations and

Sex and Gender in Cross-Cultural Perspective 333 Essay

Sex and Gender in Cross-Cultural Perspective 333 - Essay Example Of course there are a variety of women who fall outside of these scenarios but if a woman chooses not to be the woman society expects, she risks being ostracized. Women have always been seen from their body parts instead of their intellect mainly because advertising has made it impossible for women to be seen in any other way. In the article, "Advertisements Stereotype Women and Girls", Katherine Toland Frith and Barbara Mueller present a series of viewpoints showing exactly how women and girls are made by the society in which they life. There focus was on the United States and they showed how the media forms the identity of women and girls to create goals for beauty that are impossible for them to attain. This focus on a beauty they cannot obtain forces girls as early as 14 year old to look for solutions to change their body to make it like what it is "supposed" to look like. Plastic surgeons report that many children of this age want to use plastic surgery to reshape them into the "ideal woman". The authors quote research that shows that college students who were shown pictures of beautiful models felt that they were to look like these models. Because they did not, their self image decreased. This is good example of how women are molded, shaped and brainwashed into accepting these stereotyped images and it gives them a lesser place in society than what men experience. Another study cited showed that males and females saw attractiveness differently. For adolescent girls self-perception declined over time but the boys kept their self-perception in tact. A reason for this that the authors gave was that boys tended to see their bodies as a work in progress and were able to see a bigger picture. Girls on the other hand focused on body parts because advertising tells them this should be their focus. This attitude form

The UK Corporate Governance Code operates on a comply or explain Essay

The UK Corporate Governance Code operates on a comply or explain basis. You are required to discuss whether this leads to better disclosure or allows companies to operate in any way they choose - Essay Example There are three main principles of ethics in an organization, which are namely; standardization, realistic and driven by business managers. The principle of standardization ensures that the business management formulates uniform policies that govern the entire business without fear or favor. The principle of realistic enables the business to see achievable goals. Meaning, they have to be realistic and genuine. Lastly, the top managers of the organization have to support the business. It is worth noting that ethical issues are responsibilities of all the stakeholders and shareholders (Brink 2011, p. 4) Ethical issues and corporate governance are very important tools of business operations. The following paragraphs will highlight the ethical issues that confront businesses. Fair working conditions; it is the right of the workers to enjoy good working conditions. This means that the conditions must be able to meet the value of service delivery. Unscrupulous employers overwork employees and pay them low salaries. This behavior is vanishing gradually because workers get information as their right day by day. It is because of this that the workers threaten to accuse employers shall they infringe their rights. Consequently, the employers have since become socially responsible (Jose 2008, p. 55). Lately, technology has become a requirement in organizations. Low technological advancement in an organization slows down productivity. Besides, it is unethical because without technology workers use a lot of physical effort. To cab this menace, the organizations have to improve and modernize corporate governance. They can do this through shareholders, stakeholders, and managers. It is socially responsible for the senior officers to form part of the activities (Prabakaran 2010, p. 30). Safety and health of workers is, and should remain a responsibility of all within the organization. It is socially irresponsible to overlook this matter. Some workers work from

Career Development Theory Comparison Assignment Example | Topics and Well Written Essays - 500 words - 1

Career Development Theory Comparison - Assignment Example Holland proposes that people prefer and find work environments according to their personality type and individuals are highly satisfied if they are able to work in a work environment that suits their personality. Another career development theory is Frank Parson’s theory of trait and factor, the theory was proposed in 1909. Parson states that first an individual’s personality traits needed to perform a particular job should be identified and the individual should be awarded that job if he has the required traits to perform the job. The theory further states if individuals are hired for a job in accordance with their knowledge skills and abilities, they are going to perform well and will be satisfied with the work. Donald Super came up with the theory of the development of self-concept, the theory states that self-concept (what you think about yourself) of individual changes with the passage of time and development of self-concept depends on an individual’s experiences. Super argued that career development takes place throughout an individual’s life and his career choices change as time passes. Super believed that career development takes place in following five stages: growth, exploration, establishment, and maintenance and declaration stage. Bandura’s theory of social cognitive development states that an individual learns how to perform tasks and job by observing others do a particular job. The theory states that through this learning process, individuals shape their attitudes, behavior, principles and acquire competencies. The theory further states that to obtain knowledge, skills, and abilities, a learner has to pay attention to what others are doing, a learner has to save and remember the information obtained from observation, the learner has to then practice the learned behavior. The theory even states that individuals have to be motivated in order to make sure that learning takes place.

Professional Development for Elementary Teachers, Team Building for Essay

Professional Development for Elementary Teachers, Team Building for Elementary Teachers and Teachers as Mentors in Elementary Schools - Essay Example One might conclude that under these circumstances, it would be nearly impossible for students to succeed in a Baltimore City Public School. However, the question of how educators can enhance student performance (specifically student test scores and attendance) in public schools has been widely discussed and explored by educational practitioners. In fact, educational reformers have developed different strategies to enhance student performance in public city schools. Empowering teachers both inside and outside the classroom seems to be at the forefront as a key intervention for teachers in public elementary education today (Supovitz, p. 1591). Educational practitioners and researchers alike agreed that teachers can best empower themselves by engaging in different activities like professional development, team-building, mentoring. Such activities would not only empower teachers but they would also improve student performance. Education is a life long process, especially for those who are educators. In the field of education there are always new developments, and for a teacher it's important to be up to date on the knowledge concerning a subject, as well as the most effective teaching methods to ensure that students have the best chance possible to succeed in school. It's important that teachers continue their education to better serve incoming students' needs. Professional development is viewed as a vital part of being a teacher. The most prominent form of professional development is traditional one, but there is also a technology-enhanced one that is becoming more readily available. Team building process of teaching community is to improve the educational system. According to G. Maeroff (1993), 'the nucleus or team would assume ownership of new ideas and learn strategies for implementing them and for winning adherents among their colleagues in the school community' (p. 513). Researchers suggest that education might be improved by the formation of school teams of committed people who are prepared to take risks inside and outside their own classrooms. And Maeroff concludes that 'the greatest value of teams will be as vehicles for bringing improvements to teaching and learning' (p. 519). 'Existing' teachers mentoring other teachers is also an important point to take into consideration. This mentoring uses experienced master teachers who support and assist both novice and experienced teachers new to the district or a particular school. In team frame mentors should be team leaders, committed to professional growth, be confident and caring people. Only in this case it will bring the best results for both educators and students. The teaching environment should follow collaborative scheme, thus providing opportunities for discussion, reflection, and follow-up. Professional development for teachers in public elementary schools Elementary children learning is of strategic importance for both their future and that of the nation. Elementary teachers must be prepared with the knowledge, skills, values and techniques to interact successfully with children, parents, colleagues, administrators, and others who affect children's lives. They must adapt to the interests, learning styles and needs of individual children in a complex, rapidly changing and culturally diverse society.

International Advertising Strategy-B&Q Essay Example | Topics and Well Written Essays - 2500 words

International Advertising Strategy-B&Q - Essay Example On the other hand, in order for the organization to attract customers from international markets, it must ensure that it markets its products effectively. Effective marketing implies that the organization has to recognize the fact that it is serving different kinds of customers. Marketing in a diverse economy calls for attention on the different cultures that make up the market (Mooij, 2004, 23). Therefore, an organization should consider the different cultures in the market before advertising its products. The business can fulfill this by using the different marketing concepts at hand. For instance, the business may ensure that it understands the ethnic diversity of the people. In addition, the organization could also ensure that it advertises its products in different languages that can be understood by the different customers that it intends to reach. Other concepts that can be used include studying the culture of each targeted community, and customizing the advertisements in orde r to be applicable to each group of persons (Tian & Borges, 2011, 111). This serves to ensure that the advertisements will not be offending to some communities. This is because; while some of the strategies used in some communities may be applicable to the community, they may be unethical in some other communities. The business should also consider the religion, social norms and values of the people. In addition, the organization should also consider the living style of the people and their education standards. Therefore, when choosing the different kinds of marketing mix, the organization should consider these marketing concepts. B&Q is an international company that mainly deals with manufacturing and repairing of farm tools. The company also manufactures gardening components, plants, and furniture equipment. Other tools that are offered by the company include home improvement tools and supplies. For B&Q to launch its products in Sweden and South Korea, it has to market its product s in order to increase the consumers’ awareness. Effective marketing of the products will require the organization to study the different cultures of the two countries such that, the advertisement will be applicable in both regions. The market situations in the two countries are also very differently such that, marketing of products will require the company to customize its advertisements and marketing campaigns. For instance, while in one country technology may be more advanced and easily used in advertisements, in the other country technology may be very poor and backward such that, it may not even be possible to apply it in marketing campaigns. Therefore, the specific methods chosen for each country should depend on the economic status (Hunt,  2012, 1). For instance, in Sweden, B& Q experiences very stiff competition from some of its key competitors. On the other hand, in South Korea, the competition is very low and weak. Therefore, B&Q should use more intense methods of promotion in Sweden as compared to the methods used in South Korea. While in Sweden, the campaign will mainly target on proving to customers that its products and services are better than those of its competitors, in South Korea the advertisement campaign will have mainly focus on increasing awareness of its products to its competitors. Therefore, this marketing campaign will require expertise and knowledge of attracting customers to purchase the products of the organization. In addition, the campaign wi

Abraham Conclusion Essay Example for Free

Abraham Conclusion Essay While writing the whole play for my group, and doing research, I learned a lot of things about Abraham. God helped Abraham a lot, first with the blessing, then Lot, and even for the birth of Isaac. Most of the time when something bad happens, Abraham doubted God. God never zapped him, or kill him, He was patient. At the end, Abraham could not help Isaac find a wife himself for he is weak and old, he trusted that God will help him like the way God helped him before. I think faith means to trust God completely, 100%. True faith is shown, when you yourself could not help anymore, only God could. And you trust unto Him a very hard job, being sure that He will be able to do it. See more: Beowulf essay essay This happened when Abraham was too old to go look for a wife for Isaac, he had faith that God will find one for him, and God did. What I learned about God while reading about Abraham is that God is very patient. Every time Abraham questions or doubts him, he doesn’t get angry. I also learned that God is faithful and true to his word. Every single promise God made came true, though not the way some people expected it. Last of all, I learned that God is omniscience. Though Sarah is very old and beyond the age of child bearing, God was able to make her have her son, the son that was the one to take the true blessing, Isaac.

The UK Pension System: Overview of Changes

The UK Pension System: Overview of Changes The aim of this essay is to perform an analysis of the UK pension system, understanding its foundation and working. The core focus is to assess the statement the UK pension statement is fatally flawed and requires that we make fundamental changes in the way we save for old age, by referring to the Pension Commission Reports, and the relative proposals that have been made recently. The essay provides an introduction to the pension system, before tackling the issues that make the system troublesome and flawed. Detailed analysis of the reports, including the Pension Act 2007 and 2008, are used as evidence of various issues with the current setup, and the proposals are judged to see if they will provide the necessary changes to improve the system in the coming years. The generic understanding of the term pension is the arrangement by which people who are no longer in employment are provided a form of income. It can also be considered as a form of savings, in which one accumulates funds without any taxes, to utilise later as retirement income (Blake, 2006). The chief difference between pension and a severance package is that the former is paid in regular instalments, while the latter is paid as lump sum at the time of departure from employment, or shortly thereafter. Where pensions are granted at the time of retirement from the workforce, they are referred to as retirement plans or superannuation. The flexibility of the retirement plan is that it can be set up by employers, insurance companies, government or trade unions, to cater for the needs of the workforce upon its exit from employment due to reaching the maturity age that is pre-decided as the point to move out. This is normally at 60 years, although recent changes have pushed it to 65 years (Blake, 2006). Pension is referred by different names in different countries; the Americans call it a retirement plan, in Australia it is known as superannuation, and in the UK it is regarded as pension scheme (Blake, 1997). Types of Pensions In order to analyze the pension system objectively in light of the documents, it is important to understand the different types of pensions. There are three common types of pension in practice around the world (Blake, 2006). These are: Employment-based pensions: Often regarded as a deferred form of compensation, this is primarily an arrangement between the employer and employee, aimed at providing a steady income to the employee once they are no longer in employment due to reaching maturity or retirement age. Both employer and employee make regular contributions to this fund during the period of employment. Social / State pensions: These are funds created by national governments for the benefit of their citizens and residents. Contributions into these funds are made by the nationals of the country throughout their working life, and the benefits they end up receiving after retirement are based on the contribution history. Two known examples of this type of pension are National Insurance (NI) in the UK and Social Security in the United States (US). Disability pensions: A more specialised form of pension that is designed to provide a regular payment if the member suffers a disability. In some cases, social pensions contain a disability clause which ensures a regular income to individuals should they have to retire earlier than normal, in the event of some disability. Determination of Benefits Pension or retirement plans can be classified into two main types, on the basis of the benefits that they provide: defined benefit plans and defined contribution plans. The defined benefit plans follow a traditional set formula for calculating the benefits that a member will receive after retirement. It takes into account the individuals salary and years of employment (Blake, 2006). There are variances in the salary level taken; some plans take an average of the salary over the period of employment, others take the final salary as the determining value. The defined benefit plans also have a provision for early retirement; this allows employers to let go of workers who are close to the retirement age by offering supplemental benefits to the payout that will received. These benefits are paid till the time of actual retirement age being reached. The benefit for employers is that they can hire younger workers at lower pay to handle the workload. Defined benefit plans are composed of unfunded and funded plans. In unfunded plans, there no assets set aside and the benefits are paid out through the workers contributions and taxes. Funded plans use investment vehicles to place funds in, at the present time. Benefits are paid out of the return on investment that is made in the future. However, since the return is not known, the level of benefits that will be given out is also unclear (Blake, 2006). The defined contribution plans provide a payment at retirement based on the contribution made by the member during the time of employment. The contributions are maintained in an individuals account, with the amount being invested in a fund or the stock market. Returns made from the investment are credited back to the individual (Blake, 2006). The risks of the investment made are approved by the individual, with no responsibility held by either the employer or the sponsor. However, the administrators of the fund selecting the investment options are held responsible to a certain degree to ensure accountability. Additionally, defined contribution plans allow workers to decide the amount that they wish to regularly add to their retirement package, in addition to the contribution made by the employer. Pensions in the UK The UK Pension Provision can be divided into three main categories: state pensions, occupational pensions, and individual or personal pensions. The states main aim is to ensure some form of basic pension provision as a preventative measure against poverty in old age. The retirement age currently stands at 60, but is under plans to be raised to 65, and be equalised for men and women (Blake, 2003; DWP, 2009). The UK state pension dates back to the early 1900s, when it was introduced as Old Age Pension. The qualifying age at the time for receiving this benefit was 70, and there was means test that needed to be cleared prior to any payments being released (Blake, 2003). The state pension is made up of three elements: basic state pension (BSP), additional pensions and pension credit.BSP is also known as state retirement pension (SRP), and is a contribution based plan. The benefit that an individual receives is based on their NI contribution history (Budd Campbell, 2000). Additional pension relates to schemes that the government introduced to provide extra provision to the nationals, in addition to BSP. This includes the graduated retirement benefit, state earnings-related pension scheme (SERPS) and state second pension (S2P). The graduated retirement benefit ended in 1975 and the SERPS was ceased in 2002. The current S2P follows the basic principles introduced by SERPS, by taking into account the individuals NI contributions and providing benefits where earnings are below the low level identified by the state. The additional pension schemes are voluntary and individuals can opt out of making contributions to it. Pension credit was introduced in 2003 and is a means tested benefit that aims to lift a majority of retired people out of poverty. The benefit is paid after the individual reaches the age of 60, and their income from savings is below a certain level. Those with some form of savings doubly benefit when they reach the age of 65, with a second provision of the scheme kicking in, known as Savings Credit (Blake, 2003). The occupational pensions are administered by employers to provide benefits to their employees after they retire. These can be defined benefit or defined contribution schemes run by the employers, or an arranged third-party. Typically, the UK occupational schemes are jointly funded by both employer and employee, where employees contribute around 6% of their gross salary into funds that invest into equity, and provide a return of that investment to the individuals account for the future (Budd Campbell, 2000). The third category of UK Pension Provision is personal pensions. This is when individuals make arrangement with a provider like an insurance company, to make regular contributions in a scheme, similar to occupational pensions (Blake, 2003). Like the other plans, the contributions are made by the individual throughout their working life, with benefits of pension being released after retirement. The process of these benefits being released can vary; in some cases, the provider purchases a pension plan prior or at retirement for the individual. Challenges to Pensions The most important challenge faced by most nations, including the UK, is the aging of the population. With birth-rates slowing down and life expectancy increasing, a larger percentage of the population is elderly. This means that the ratio of workers to retirees is growing, meaning there are less individuals each year earning and contributing to the pension system, while there are more beneficiaries being registered each year. The current system is normally referred to as pay as you go (PAYG), in view of how it is funded and utilised (Blake, 2003). This challenge is harder to address with individuals seeking to look for alternatives to ensure a better lifestyle after retirement for themselves, than the bigger picture of a nation with a large portion of retirees falling below the poverty level. Another challenge faced is the reduction in investment into private pensions. Employers have cut the contributions they had been making as a response to the current business climate (Budd Campbell, 2000). This means that the amount available or due to be available for retirees in the future will be lesser than initially forecasted, ending up with further disparity between the need and provision of the benefits at that stage. The complexity of the UK pension system has made it harder for changes to be implemented effectively, resulting in more patch-up than complete reforms. This complexity has given rise to a sense of despair among the workforce on the ability of the state to cater to the demands of the citizens, and offer solutions that are viable and feasible in the long-run. Pensions Commission Formed in 2002, the Pensions Commission was a public body in the UK that did not come under any governmental department, but reported to the Secretary of State for Works and Pension (Pensions Commission, 2007). Its sole aim was to review the system of private pensions and savings in the nation, and make recommendations as it saw necessary on whether changes needed to be made for the future. The changes were primarily linked to the voluntary contributions made by individuals and organizations. The Commission published two reports, in 2004 and 2005. The reports provided a detailed analysis of the UK pension system at the time, its evolution over time should it remain unchanged, and recommendations on steps that were needed to formulate a new policy that was more in line with the future demand (Pensions Commission, 2007). The UK compared to the rest of Europe With limited accessibility to data from current years for the pension schemes in Europe, an analysis of a survey conducted during the late 90s shows some interesting information, highlighting the plight of the UK pension system, and the drastic need of reform in the present age (Blake, 2006). It was discovered that on the whole, 57% of the workforce in the UK who were in paid employment contributed towards a pension. This is the voluntary contribution that occupation pensions allow. The data of European Union (EU) workers showed that 79% of the contributed to a pension plan. This disparity shows the resulting imbalance in benefit payments and contributions for the UK, as well as a defining reason for a high percentage of pensioners falling below the poverty line (Blake, 2003). When the comparison was done for self-employed individuals, it was discovered that 59% of men and 47% of women in the UK contributed to a pension scheme. However, this pales in comparison to the 73% and 72% of men and women, respectively, in the EU who contributed to a pension plan (Blake, 2003). This is an addition to the point stated earlier, that signifies the growing income equality setting into the social system in the UK, and is a reflection of the divergence of income among workers. On the organization front, more employers have changed their schemes in the UK, requiring individuals to fend for themselves, and be more responsible for the provision of pension. The state has taken a backseat, to become more of an enabler and regulator (Blake, 2006). However, with increasing concerns from the citizens, the UK government in the last few years has started to investigate changes to the current system, in hope of bring improved benefits in the long run. The Turner Report In 2005, the Pensions Commission published the Turner Report, after its exhaustive research of the prevalent pension system in the UK. The report was aimed at providing the government a course of action with recommendations on steps that needed to be taken to bring a radical shift in the contributory habits, as well as the structure in place for the pension system (Pensions Commission, 2007). One of the recommendations from the report as linked to combating the population ageing challenge faced by the system. It was of the view that the retirement age be increased so that the contributory workforce numbers are improved to supplement the needs of the pensioners (Pensions Commission, 2007). Also, the age for receiving maximum benefits should be changed so that these are only available to older nationals, with others needed to invest into private pensions as a means of supplementing their retirement income. Another recommendation was for the formation of a National Pension Savings Scheme (NPSS), a semi-compulsory contribution scheme that offered individuals a set choice of investments within a constrained range of investment options (Pensions Commission, 2007). The creation of such a scheme would allow UK workers to enjoy supplementary retirement benefits without any reliance on employers to act as sponsors. However, sceptics have argued recently on the viability of such a scheme to be cost-effective or the governance policies for it to remain efficient and reactive to the changing financial conditions domestically and internationally. The National Pensions Debate The work of the Pensions Commission and the resulting Turner Report gave the UK government a wake-up call on the needs for change in the pension system. The first steps towards reform were taken in the step of opening the debate to the public. The focus of such a step was to involve the citizens into the process of deciding what was needed, as they were the chief beneficiaries of the system. The National Pensions Day, organised on 18 March 2006, brought together thousands of UK nationals on a uniform platform, to share their views and offer alternatives, in terms of the reforms needed to be auctioned by the government to have a lasting effect on the pensions system (DWP, 2009). As well as a coordinated public event through internet link-up, the UK government used an online survey to grasp a broader understanding of the mindset held within the nation on the delicate nature of the current pensions system. From the input gained due to the debate and the report produced by the independent Pension Commission, the UK government took two initiatives; it published two white papers to cover the proposals that it believed were compulsory to implement for positive change to come into the system (DWP, 2009). The first white paper, titled Security in Retirement: towards a new Pension System, outlined the governments proposals that were designed to revamp the pensions system provided they met with the requirements set within personal responsibility, fairness, simplicity, affordability and sustainability (DWP, 2009). After having formulated and published this white paper, the government brought together key business leaders and organization figureheads to offer consultative advice on the reforms that were being proposed. This collective arrangement was a means of ensuring minimum barriers to the process of change for the long term. The second white paper was titled Personal Accounts: a new way to save, was published by the government proposing the setup of a new national system of low cost personal accounts. The ideology here was to introduce a habit of saving among the UK nationals and residents, which would help in providing income after retirement. This time, the government proposed a period of public consultation on the matter, wanting to address any queries and reservations from the audience that would most be affected by it (DWP, 2008). Having gained a major consensus towards the auctioning of these reforms, the Government moved ahead with the implementation process. The process however was long-term oriented and phased, in order to allow the change to be effected positively and have long term benefits for the nation. The Pensions Act 2007 The reforms proposed to the state pensions system in the first white paper were transformed into law by this act. The changes proposed covered three key areas: the Basic State Pension (BSP), the State Second Pension (S2P) and the qualifying conditions set out for both (DWP, 2009). Some of the key changes are: The qualifying years for receiving full BSP was 39 for women and 44 for men. Effective 2010, this would be reduced to 30 for both. The annual cost of living component in BSP was linked to prices in terms of increases. This would be changed to link with earnings from 2012, provided the fiscal position allowed affordability. Easing the conditions for contribution to BSP, so that everyone can build up some entitlement, instead of those meeting the tough qualification process. From 2010, introducing national insurance credits in relation to S2P, essentially for those individuals who suffer from long term disabilities and those who have caring responsibilities, allowing them to build up some additional pension entitlement. However, one major change that was proposed linked with the issue of the ageing workforce. For long term affordability of the state pension system, it was decided necessary to implement a gradual increase in the state pension age for both men and women. The important part of this change would be the pace at which the increase has been proposed. The period for this increase was between 2024 and 2046; with the age being increased to 68 by the end of this term (DWP, 2009). The Pensions Act 2008 In continuation to the proposed reforms that were deemed necessary after the commission investigation and public debate, this act put into law most of the actions advised in the second white paper. The aim here was to encourage greater private pension saving, so that individuals were not solely reliant on the state to meet their living costs after retirement (DWP, 2009). Some of the key changes of this act are: Automatic enrolment of eligible workers into a qualifying workplace pension scheme, with effect from 2012. What this means is that workers would have to take a decision not to be part of the pension scheme provided by the employer. If any such decisions have not been made actively by the worker, he or she would be enrolled automatically to the workplace pension scheme. A minimum of 3 per cent contribution by the employer to the employees pension account, based on the earning band. This was as a supplement to the 4 per cent contribution that would be made by the employee, and the almost 1 per cent in tax relief provided by the government. 2012 would see the introduction of a new low cost savings vehicle, named as the National Employment Savings Trust (NEST). This scheme is aimed at the medium and low earners, with low charges and simplicity. The Process of Reform When analysed against the pension systems in the developed world, the prevailing UK system has shown serious flaws that have increased over time. The key factor to consider here is the ageing population. While this factor is prevalent in other developed nations running state pension systems, the problem seems less influencing for a few reasons. Canada and Australia have a lower population and a higher percentage in the active workforce. The US being the largest economy in the world has a significant pensioner population, but its higher rate of immigration has allowed it to have a workforce that contributes heavily to the pension system. The UK, however, seems in neither of these areas. It has a significant portion of its workforce nearing the retirement age in the coming decade. With immigration being tightened, the number of foreign workers entering to contribute to the pension system is not as high as required (Butler, 1997). The above point, however, points a serious flaw in the PAYG system, where the current working individuals contribute in the present day, to pay the benefits of those already retired, expecting the same for themselves when they move out of the employment age bracket. The example can be referred to as a bucket of water with a hold in the bottom. There is little accumulation, as water flows out, and the inflow is a slow stream. The need for an understanding to be developed in the public for being more responsible towards their individual needs in retirement is important. Taking personal responsibility during the working age will in turn help avoid a large number of pensioners falling below the poverty line later. Additionally, a supporting but steady role of the employer in terms of contribution to pension schemes for the employee is a step forward. Superannuation schemes in Australia have been following this model for a number of years, with new changes allowing more flexibility to the employee to choose their investment vehicle, but restricting access to the funds till retirement age (Blake, 1997). The recent financial crisis too has impacted the pension system in the UK, as most schemes had invested in several schemes and stocks that have since fallen in value or collapsed. This has resulted in a write-down for many pensioners, furthering emphasizing the failings of the government to provide better protection to pension plans. The state of economy and its stability, therefore, becomes an important factor in the overall effectiveness of the pension system in the United Kingdom. The underlying message in the reform is an acceptance of the drawbacks existing in the pension system of UK, and taking steps to rectify it. Its main aim is to introduce the concept of savings among the public, by offering simplified processes to include more of the working population in the contribution to the state plans, as well as to individual and organizational plans, thereby diversifying the sources of income after retirement. With the reform commencing in 2010, the outlook remains positive. With public involvement in the decision-making process, it is likely that the changes under implementation will be accepted without much resistance. However, critics still argue over whether there is going to be a lasting effect once all variations are completed. One of the most important factors in this would continue to be the economic condition and the sustainability of stability shown.

McDonalds Global Expansion

McDonalds Global Expansion Companies all over the globe are looking for expansion and ways of entering new markets which are profitable through different entry modes (Deresky, 2006). Managers look at different strategies that can be used to expand internationally (Deresky, 2006). There are many reasons for companies to go global or expand overseas. There are reactive and proactive reasons for the same. Increased global competition, customer needs, potential opportunities, declining foreign trade barriers, increasing expenses in domestic markets are some of the reactive reasons for companies going global. To achieve economies of scale, expanding base for growth and profits, cost savings, access to different resources are some of the proactive reasons for companies going global (Deresky, 2006). An example of a company which looked to expand beyond its borders is McDonalds, one of the most successful companies in terms of implying international strategies successfully. 2.0 Company Overview McDonalds, the most renowned fast food chain of the world, started in 1955 by a visionary named Raymond Kroc (McDonalds : The Ray Kroc Story, 2010-2011). Kroc played a significant role in revolutionizing the fast food industry in America and currently Mc Donalds is serving over 60 million customers in over 117 countries on a daily basis (McDonalds : The Ray Kroc Story, 2010-2011). The company has a global brand value and worldwide recognition. It is one of the most widely recognized icons of the world in the fast food restaurant industry. By reaching saturation levels in the United States, McDonalds looked to expand internationally amidst increasing regulations. But they approached with a strategy by controlling standardized products, clean and green environments and American origin. With experience, localization started increasing and the entire model was redone to appeal the localites of the foreign country. This strategy has been a turnaround point for McDonalds but it has thed potential of losing brand equity in the future (McDonalds Fact File 2007, 2007). Inspite of an American base, McDonalds respects the markets, cultures, beliefs and likings of other nations. Customers identify with the brand name and the Golden Arches are recognized not only in America but in foreign countries as well (McDonalds Fact File 2007, 2007). 4.1 Franchise Model: McDonalds franchising process is that of a strategic network (Hitt, et.al 2007). Around 85% of the restaurants are operated by franchisees. McDonalds follows a standardized set of procedures across all its restaurants in terms of quality, service, cleanliness and value propositions. Basically, the central control is in its headquarters where different financial and strategic controls are used to create value for the entire network (Hitt, et.al 2007). 5.0 Expansion Strategies in Different countries 1. CHINA: The strategy used by McDonalds in China is quite different from the way the restaurants are otherwise managed in the United States. The prime reason for the success of McDonalds in China is the involvement of McDonalds to adapt to Chinese Culture. Local people manage the operations in McDonalds in China, thereby reaching out in an easier way to the locals of the country. Additionally, the managements ability in Europe slowly changed the taste of the Asian consumers towards fast food which is an unusual aspect of the Chinese culture. Locals in China responded positively to the fast food concept of McDonalds thereby making the investment in China a successful one. Some of the other ways the approach in China was different as compared to the United States was that McDonalds customized the menu by adding teriyaki burger which gave locals the flavour of their native food taste (McDonalds Fact File 2007, 2007). Customization of products to suit local needs is a key factor that sh ould be considered in the global expansion plan. 2. South Africa: A relatively unique strategy has been used by McDonalds to serve customers where they can enjoy their meal while shopping and playing. This approach is used in highly populated areas with busy lifestyles of South Africa. Additionally, the drive-through approach works well in the South African region. Therefore, there are superior number of drive-through as compared to Australia and United States. This particular facility gives McDonalds an upper hand in South Africa. The base of the approach is to provide comfort to the customers in shopping malls, towns and other areas. Different marketing strategies are used to attract people from different sections of the society. The returns for McDonalds in South Africa have surpassed the initial targets of turnover and profits. With over 90 branches in South Africa, employment opportunities are high for local people and are expected to rise. Furthermore, McDonalds is currently using the vertical integration approach to improve its productivity with efficient software packages. All these factors contribute to the high revenues and with advanced software systems; the aim is to enhance bottom line as well ((McDonalds Fact File 2007, 2007). 3. Brazil: McDonalds opened its first branch in Brazil in 1979. The franchise model has been successfully used in Brazil and the management team has been praised for consistent performance and high standards of quality. One of the accolades received by McDonalds in Brazil is the Hallmark of Quality. One of the challenges that exist for McDonalds in Brazil is bankruptcy because of which it is difficult to meet the expenses on a monthly basis. Inspite of the fast growth in Brazil, franchisees have difficulty in reducing costs ((McDonalds Fact File 2007, 2007). 4. Saudi Arabia: Another example of adaptation to the local culture is the way McDonalds has managed the business in Saudi Arabia. McDonalds closes five times in the day for prayers and they do not serve pork to respect the Islamic culture in Saudi Arabia. There are some exclusive outlets of McDonalds in the Holy City of Makkah which serve to Muslim customers only with only Muslim staff in every department ((McDonalds Fact File 2007, 2007). 5. India: The approach to adapt locally to the country has been a highlight for McDonalds success. In India, the menu is highly customized to suit the Indian tastes and this justifies the inclusion of aloo tikki and paneer burgers. The Big Mac becomes Maharaja Mac in India and another highlight of the menu is having separate vegetarian kitchens with separate utensils and cooks. This feature has been particularly taken care off for making sure that the needs and requirements of the vegetarian population are fulfilled ((McDonalds Fact File 2007, 2007). 6.0 Organizational capabilities Organizational capabilities look at a firms ability to manage resources in order to gain sustainable competitive advantage (Hitt, et.al 2007). The internal analysis of the firm are carried out to understand its strengths and weaknesses either which are existing or are potentially going to exist in the future as compared to its competitors (Deresky, 2006). 6.1 Strengths of McDonalds 1. Adaptability: It is one of the major strengths of McDonalds. Customization of activities and menu to suit local needs is the single most factor contributing to its success. This takes care of blending with the local culture and values of the foreign country. McDonalds is an example of a company which is centralized in its core but still customizes the menu and the operational activities for local needs. 2. Innovation: With wide variety of options available from snack wraps to coffee to burgers to McCafe, McDonalds is very innovative with reference to its products. Also, the processes or the way every country operations are managed are innovative in a way that they are suited to fulfill the local needs. 3. Corporate Social Responsibility: McDonalds has programmes for having a better society. Some of the programmes they have are the greener than ever programme; recycle, renew programme; animal welfare program to name a few. McDonalds believes in having sustainable supply chain consisting of 3 ES: Ethical Responsibility, Environmental Responsibility and Economic Responsibility (Sustainable Supply Chain, 2010-2011). 4. Marketing: The McDonalds logo is a popular one amongst children and adults all across the globe. This compliments the marketing efforts which are carried out through market analysis thereby giving positive returns to McDonalds. 6.2 Weaknesses: 1. Customer Service: Long queues, insufficient employees at the counters are frustrating for customers and many times the employees are rude in terms of their behaviour with customers. 2. Currency fluctuations: When companies go global, there is always a risk associated with currencies as they keep fluctuating based on the markets. This can cause difference in planned returns for McDonalds. 3. Franchisees Challenges: There is an increase in the fee that franchisees have to pay to McDonalds thus resulting in selling of the businesses and dissatisfied franchisees. Additionally, it is important to understand the opportunities and threats that potentially exist for McDonalds to consolidate its global position in the fast food industry. 6.3 Opportunities: 1. Expansion: Even though it serves over 60 Million people on a daily basis that accounts for just about 1% of the worlds total population. There are a lot of emerging markets particularly in the BRIC countries such as Brazil, Russia, India and China. 2. Increase in fast food category: Based on statistics from Euromonitor, there is a growing demand for fast food. For example: In Australia, sales of fast food grew by 7% in terms of value in 2008 to reach A$ 10,921 Million. This demand is increasing due to stressful lifestyles and constant time pressures (Consumer lifestyles- Australia, 2009). 3. Growing need for drive through facilities: Drive through facilities is highly visible in South Africa. They can look at expanding these facilities in other parts of the world with dense populations. 6.4 Threats 1. Competition: With globalisation and increased number of companies looking to expand internationally, it is a challenge for McDonalds to keep up to or enhance its already existing powerful status in the market. 2. Unexpected circumstances: Uncertainties such as natural calamities, unexpected diseases can affect the smooth flow of activities for McDonalds in terms of procurement of goods and food contents which can decline the sales drastically. 7.0 Organizational Structure to support the international Strategy While understanding the organizational capabilities and the external environment, it is crucial to understand the organizational structure of McDonalds. McDonalds sets an exemplary example of a company which implements global strategy and a centralized organizational structure. With operations in over 120 countries and a huge number of 31,000 restaurants, McDonalds procures its food and packaging from the same set of suppliers. It shows the uniformity of a branch in United States and India. The decision making takes place centrally in the United States (Hebert, 2011). In terms of the way McDonalds organizational structure is oriented, it is relatively organized in terms of how the growth and expansion takes place internationally. But to fulfill the ever changing customer demands and customization strategies in every country, the structure needs to be a combination of centralized and decentralized forms. It also means the structure is relatively a mix of formal and informal forms which is quite a challenge to manage successfully. 8.0 Recommendations As described in the above sections, McDonalds has huge potential in global markets to venture out in different areas specially the BRIC countries. As these cities are the centre of research and growth opportunities, McDonalds should focus their internationalization in these areas much more than they are currently doing. McDonalds should focus on high and low areas of population, reaching out to more and more sections of the society. Joint ventures can be taken up with established companies in foreign countries with inclusions of coffee shops, bakery, internet access add-ons in all high profile metropolitan cities McDonalds currently have restaurants. For example in Germany, McDonalds has a tie up with T mobile for hot spots. McDonalds should work on increasing these facilities in a lot of high profile, metropolitan cities across the world. McDonalds can look at diversifying into other areas of food industry for example; McDonalds Hotel in Zurich is a distinctive venture. The road ahead for McDonalds should be to increase the nutritive value of the burgers and look at certain health aspects to control the increasing waistlines among children because of high consumption of fast foods especially burgers (Consumer lifestyles- Australia, 2009). They should look at improving their customer services at the counters by avoiding long queues and providing high levels of customer satisfaction. 9.0 CONCLUSION McDonalds is the number one brand in the fast food industry. They have successfully implemented international strategies where in they have used localization and customization processes to adapt to the foreign countries along with maintaining its American origin by having centralized procedures as well. The organizational structure is in sync with the strategy used by McDonalds to be ahead of its competitors. It is challenging for managers to consistently keep in pace with the right balance of centralizing and decentralizing the operations. Even though weaknesses and threats exist, the strengths and opportunities make it a strong player in the market in the fast food industry.

Analysis of Do not go Gentle into that Good Night :: Do Not Go Gentle into That Good Night

"Do not go Gentle into that Good Night" is written in lyric style. The poem is written by Dylan Thomas who is expressing his thought’s and experiences of death. The title disclosed the poet’s thoughts about death and the importance of fighting to live life to the fullest. The poem speaks of different views of death from different people who all demonstrated one common struggle - to hold on to life. The poem is fairly short and the language is figurative. The poet uses simile to compare death to a good nigh. There is also foreshadowing is the first verse. The poet opens the poem with "Do not go gentile into that good night" which right away indicates that the poet is referring to not taking death lying down. The reader is given a sense of growing old. In the first stanza of the poem describe old age, "Old age should burn and rave at close of day" As you get old there is a daily struggle against death; you should fight for your life and take it day by day. In the second stanza the poet says "Though wise men at their end know dark is right, because their words had forked no lighting they don not go gentile into that good night" I thin what the poet is trying to say is even though you’re getting older and you know the time is coming you haven’t shown a sign of death you ‘re still have life so fight against death. Then in third stanza the poet describes someone w ho lived a good life but doesn’t want to let go "Good men, the last wave by, crying how bright their deed might have danced in a green bay, rage rage against the dying of the light." It was as if he was saying had he lived longer things could haven been better. In the fourth stanza " Wild men who caught and sang the sun in flight, and learn, too late they grieved it on its way, Don not go gentile into that good night. The poet is saying Sinners who led a bad life learn too late that they could have led a better life so they fight against death in hopes for a second chance. In he fifth stanza the poem talks of someone who has had a near death experience "Grave men, near death, who see with the blinding sight Blind eyes could blaze like meteors and be gay, rage rage against the dying of the light.