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Showing posts with label essays for free. Show all posts
Showing posts with label essays for free. Show all posts

Sunday, 27 January 2013

henry

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Henry IV, Part One details the struggle of King Henry IV to maintain his control of the English throne which he usurped from Richard II. The play begins with news that one of his commanders, Mortimer, has lost a battle to Glyndwr in Wales. However, another commander, Hotspur, has succeeded in defeating Douglas in Scotland, but refuses to send his prisoners back to the king.

Henry is furious about this, since prisoners are a way of earning money through ransom. He orders Hotspur to yield the prisoners under threat of punishment. Hotspur, impulsive as always, tells his father Northumberland that he will never give up the prisoners. Worcester tells Hotspur that it would be smarter to turn over the prisoners but at the same time form an alliance with Douglas and Glyndwr, and thus raise an army with which to overthrow Henry IV.

Hal, the affectionate name for Prince Harry, the son of King Henry, is a prodigal and a madcap (thief). He wastes his time in taverns with the lower classes of English society, and spends a great deal of time with a fat nobleman named Falstaff. In the first act Hal agrees to participate in a robbery in order to experience it. However, at the end of the scene and in soliloquy, Hal indicates to the audience that he is merely in disguise, and that he fully expects to assume the reins of power in the near future.

The thieves, led by Falstaff, carry out their robbery. Hal and Poins, another robber, play a trick on the thieves by robbing the money from Falstaff. The next night in the tavern Falstaff tells a roaringly funny tale about how he fought with many men before being defeated. Hal finally reveals the secret of the attackers to him, at which point Falstaff claims that he knew who it was all along, but that he did not wish to harm the Prince of Wales (Hal).

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The rebels, led by Hotspur, unite Douglas from Scotland and Glyndwr in Wales. Together with the Archbishop of York they start to raise an army, gathering their forces at Shrewsbury. Hotspur does not get along well with Glyndwr, whom he views as being too mystical. The men also start to argue about how they will split up the territories, since Hotspur wants England, Douglas Scotland, and Glyndwr Wales.

King Henry calls Hal into his throne room and begs his son to mend his ways. Hal agrees to be more myself in the future. Henry then informs his son that the rebels are mobilizing near Shrewsbury, and Hal receives a military command. He immediately starts to prepare for war with Hotspur. Henry assembles his own armies and starts moving towards Shrewsbury. Almost as a joke, Falstaff receives an infantry command from Hal, which is difficult for him since he is too fat to be able to walk very far.

At Shrewsbury, King Henry offers to fully pardon the rebels if they decamp and return to their homes. Hotspurs agent, Worcester, fails to deliver this message to Hotspur because he is convinced that Henry will not honor the pardon. Thus Hotspur feels trapped into fighting. To make matters worse, Glyndwr is unable to arrive on time, causing the rebels to have far fewer men than they had expected. At the same time, Northumberland falls ill and is unable to help rally his troops. Hotspur, unable to wait any longer, decides to go ahead with the battle preparations anyway.

Henry puts nobles on the field dressed as himself as a form of protection. Douglas kills several of the impersonators before encountering Henry. The two men start to fight, but Hal arrives in time to save his father and chase Douglas away. Henry comments that he is sorry he ever doubted his sons abilities.

Hal next encounters Hotspur. After a brief exchange of words they start to fight with on another. While the two young men are fighting, Falstaff arrives and encourages Hal to victory. Douglas also arrives and attacks Falstaff, who soon falls down as if he were dead. Hal succeeds in killing Hotspur, but is sad that Falstaff has also been killed.

No sooner does Hal depart then Falstaff gets back to his feet and stabs Hotspurs body. He then picks up Hotspur and takes the credit for killing him. Hal cannot believe Falstaffs lies, but decides it is not worth arguing about.

King Henry succeeds in winning the battle once the leaders are killed or captured. He sentences Worcester and Vernon to death for their failure to offer his pardon to Hotspur. Hal chooses to pardon Douglas and set him free, realizing that this is strategically necessary if he wants to rule Scotland in the future. Henry then splits his army into two parts, one of which will march on York, the other of which will attack Glyndwr.



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Thursday, 24 January 2013

bunch of shit

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--------------------------------------------------------------

Please make sure you read this file along with the online help

before using DVgate.

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Readme file contents

-DVgate Ver..6 Overview

-Precautions (Common)

-Precautions (DVgate Motion)

-NTSC/PAL Switcher

--------------------------------------------------------------

DVgate Ver..6 Overview

DVgate Ver..6 allows you to capture movie and still images

from the DV device connected to the i.LINK (IEEE14) jack of

the PC, and also allows you to save the captured movie and

still images to a file.

You can also edit the captured movie file(s) and still

image file(s) and record the captured movie file(s) to the

connected DV device.

DVgate Ver..6 consists of the following software.

DVgate Motion

Captures movie and converts and saves the captured movie to

an AVI file (DV CODEC).

Can also record the DV CODEC AVI file to the DV device.

DVgate Still

Captures an image from the DV device and converts and saves

the captured image to an all-purpose graphics data.

DVgate Assemble

Edits the DV CODEC AVI file created by DVgate Motion and

the still image captured by DVgate Still.

Can convert and save the edited movie/image to DV CODEC

AVI and MPEG1/ MPEG files (1).

(1) Some models cannot convert to MPEG file.

NTSC/PAL Switcher

This is a utility to switch the settings of a PC in order to

match the video format (NTSC or PAL) of the connected device.

--------------------------------------------------------------

Precautions (Common)

[DV devices that can be controlled by DVgate]

This program can control only household DV devices

manufactured by Sony (limited to models sold in the country

where the computer was purchased).

DVgate has been confirmed to work with household DV

devices equipped with an i.LINK connector (including

media converters and Digital 8) sold before the end of

December 00.

[In case you use Sony Digital Video Camera Recorder

DCR-VX1000/DHR-1000/DCR-VX700]

If Windows XP is installed on your computer, DVgate cannot be

used in combination with DCR-VX1000, DHR-1000 of PAL video

format and DCR-VX700 (terminal connected later on during after

sales service).

[In case you use Sony Digital Video Cassette Recorder]

If Windows XP is installed on your computer and you connect

the digital video cassette recorder for the first time,

[Add new hardware Wizard] dialog appears and [AV/C Tuner] is

detected. In this case, please select [Automatic search for a

better driver (Recommend)] and then click [Next].

[Windows was unable to locate the software for this device]

appears, however, there is no problem in using the DVgate

program.

A user with administrator privileges needs to carry out

this work.

[Recommended settings and limitations of DVgate application]

Each DVgate application needs hardware resource like CPU and

hard disk.

Please make sure you read the recommended settings and

limitations included in the online Help or the instruction

manual.

[Display Resolution/Color]

This software is intended to work with more than High Color

(16bit) Windows display.

Colors may not be displayed properly with less than 56 Color

Windows display.

[Resolution Change]

When you change the display resolution, please exit the

application and launch it again.

When you set the Windows Display properties to high

resolution, high refresh rate and high color, the movie or

sound may not play smoothly.

[Monitor Display]

You can change the DV CODEC image resolution on the monitor

window of this software (DVgate Motion, DVgate Still and

DVgate Assemble). However, if you increase the resolution,

the movie or sound may not play smoothly or the overall

operation of the application may become slow. In that case,

please reduce the resolution.

[The problem related with DVgate audio]

When playing the movie of the tape or the file using the

DVgate applications, the sound may stop for a second.

However, there is no problem with the sound of the movie that

is recorded or output using DVgate Motion and the sound of

the file that is output using DVgate Assemble.

[Compensation for contents]

If by any chance, capture and record fail because of a DV device

or software problem, please be advised that we cannot compensate

for the contents.

[Copyright]

Unauthorized use of the captured or recorded movie(s) except

for individual fun is prohibited.

[Connecting the DV device]

If Windows XP is installed on your computer and you switch user

when DVgate Motion is controlling the DV device,

DVgate Motion/Still may not connect or may take a long time to

connect to the DV device. In this case, please re-start

DVgate Motion/Still after the device stops.

[When the DV device is connected to the computer]

If Windows XP is installed on your computer, every time you

connect the DV device to your computer, the [Digital Video

Device] dialog appears. Please close the dialog by clicking

[Cancel] if DVgate Motion (or Still) is running.

If you do not want the dialog to be displayed in future, please

select the [Take no action] icon on the [Digital Video Device]

dialog, check the [Always perform the selected action] check box

and then click [OK].

[Files exceeding 100 minutes]

The length of movie files exceeding 100 minutes may not be

displayed correctly with DVgate Motion/Assemble. However, there

will be no problem in exporting them to files or DV devices.

--------------------------------------------------------------

Precautions (DVgate Motion)

[In case you use Sony Digital8]

Please switch to [IMPORT-Manual (manual capture)] mode if you

want to capture the movie recorded in analog format (High8/ 8mm).

[In case the tape has unrecorded area]

If the tape has unrecorded area in between the IN and OUT points,

you will not be able to capture properly.

Please make sure to set the IN and OUT points without including

unrecorded area between them.

[Capture from a discontinuous time code area]

Please switch to [IMPORT-Manual (manual capture)] mode if you

want to capture from a discontinuous time code area.

[Splice recording from the end of a recorded area]

In the [EXPORT-Auto] mode, if you start recording the movie

from the end of a recorded area on the DV tape, DVgate may not

detect the correct position and may not perform splice recording.

Please insert 0 or more frames of blank image at the end of

the original image when performing splice recording.

[Cancel while controlling the DV device]

If Windows 000 Professional or Windows XP (Home Edition/

Professional) is installed on your computer and DVgate Motion

is controlling the DV device, it may take a long time to exit that

operation even if the operation is canceled.

If Windows XP is installed on your computer and another

user logs on when the DV device is being controlled, DVgate Motion

will cancel controlling the DV device. Then, if the original user

logs on, DVgate Motion may not be displayed properly. It will

however return to normal display after the cancel operation

is completed.

[In case you use the DV device with the PC-Signal convert

function]

Please do not use the PC-Signal convert function while recording

movie to the DV device. Regarding the PC-Signal convert function,

please refer to the instruction manual of your DV device.

[The problems related to the DV devices that have only the DV

OUT jack]

For a DV device that has only the DV OUT jack, DVgate Motion

may not be able to scan, mark, or batch capture.

In that case, display the image of the tape on the monitor

window by either playback, pause, etc. and then try again.

--------------------------------------------------------------

NTSC/PAL Switcher

The folder where DVgate Motion is installed includes NTSC/PAL

switching tool (DVsigchg.exe).

[NTSC/PAL Switcher Overview]

NTSC/PAL Switcher is a utility to switch the settings of a

PC in order to match the video format (NTSC or PAL) of

the connected device.

General TV video format used in Japan and the US NTSC

General TV video format used in Western Europe PAL

The initial setting of the video format of this software

is matched to the setting of the country of purchase.

[Precautions for use]

Please make sure you use this utility after exiting all

DVgate applications.

You need to restart your computer after switching to the

appropriate video format.

[Limitation]

DVgate has already been verified to work with the DV device

having the video format (NTSC or PAL) applicable to the country

of purchase. It has not been verified to work with the DV device

having the video format applicable to other countries.

[How to use]

Please launch the NTSC/PAL Switcher by double-clicking

DVsigchg.exe in the folder where DVgate Motion is installed.



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Wednesday, 23 January 2013

Sojourner Truth

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Sojourner Truth was born a slave named Isabella Baumfree sometime in 177 in Ulster county, New York. The exact date of her birth is to this day unknown, but it is believed to have been sometime during the fall. She developed her characteristics of courage and dependability from her mother, Mau Mau Bett, at an early age. Isabella was first owned by a Dutch named Charles, who was happened to be a decent slave owner. At his death, she was separated from her mother and auctioned to another set of plantation owners, the Neelys. Isabella was highly mistreated here as they took their dislike of the Dutch community out on Isabella, who spoke hardly a word of English. She was bought and sold three times within the next twenty-four months, the final purchaser being a man named John Dumont for the incredibly low bargaining price of three hundred dollars.

Dumont needed more slaves for his New York plantation. He always bragged that Isabella was the hardest working slave on the plantation. Seeing this, he forced her to marry a fellow slave known as Tom. Isabella gave birth to five children within the next five years. Two years before the emancipation act of 188, in which all slaves within New York were freed, Dumont promised Isabella that if she were to work extra hard the next year, he would set her free a year early. She did just that; she was the even harder working already hardest working slave on the plantation.

In her speeches, she spoke of the living conditions many slaves were forced to endure, crowded together into cabins with no privacy, overworked, fed scraps in many cases, and clothed raggedy scraps. Her audiences must have felt the shame as Truth recalled the auction block, upon which men and women alike were frequently forced to strip and stand before potential buyers, who would search their bodies for marks of the whip or of wrist or leg irons, the presence of which would indicate the slave had been frequently punished. The slaves would be forced to endure impersonal and degrading inspections of their teeth, muscles, and other body parts, depending on what the buyer was looking for in the purchase. When the time came, though, Dumont broke his promise. Isabella, realizing she had been tricked, escaped with her infant child in her arms in October of 187 to the refuge of a Quaker family.

She became an outspoken advocate of womens rights as well as blacks rights. In 184, she changed her name to Sojourner Truth. Everywhere she spoke she made a lasting impression. She was physically strong and over six feet tall and she had a powerful, booming voice.

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As a speaker, Sojourner Truth became known for her quick wit and powerful presence. She would never be intimidated. Because of her powerful speaking ability, independent spirit and her six foot frame, she was often accused of being a man. She ended that in Silver Lake, Indiana when she exposed herself to the audience that accused her.

In the 1850s, she wrote a book, which was published by William Lloyd Garrison. She was influenced to write poems and books because of her experiences with racism and slavery. Harriet Beacher Stowe, the author of Uncle Toms Cabin, also wrote about an encounter she had with Ms. Truth and called it “Sojourner Truth, the Libyan Sibyl”. Sojourner Truth led a fulfilling life, which brought her to be the icon she has become. In 10, a robot due to explore the surface of mars was named after the African American hero. Just as Truth, the mechanical robot was traveling and in search of truth.

Many honors have been received by this remarkable woman. She did as she believed to be right, and did not care how the others felt about her message. She did everything in her power to bring about change in a nation.. She never lived to see equality between genders or the total desegregation between races. She contributed a lot to the elimination of racism.



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Monday, 22 October 2012

Niemans

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1. SWOT Analysis

a. Strengths � One of Neiman Marcus’ biggest strengths is its brand recognition. Everybody knows what he or she is getting when they walk into Neimans. The relationships that their salespeople have with their clientele are also helpful to increase sales. The personal one on one style will keep bringing people back.

b. Weaknesses � Neiman’s sells products that are for a very specific, niche group. Their products do not and cannot appeal to the masses. It will be difficult to attract the occasional shopper because of how highly priced their goods are.

c. Opportunities - Neiman’s has a good opportunity to target the occasional shopper. They already have them coming in their doors, they just need to figure out how to educate and retain them.

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d. Threats � One on Neiman’s main threats is the economy. With the high priced, high classed goods that they carry, if the economy starts going bad, then people aren’t going to spend as much money on high classed goods.

. Problem Statement � The problem that Neiman’s is facing is trying to attract more occasional customers. They have traditionally focused on their long-term customers. The occasional customer has different needs and needs to be addressed differently.

. Identification of Alternatives -

a. More widespread advertising would inform more people about what Neiman’s has to offer. Since many of these occasional shoppers are looking for specialty items, if you can inform them of what specialty items you carry, they will come looking for them.

b. Neiman’s may want to try and carry a wider variety of goods. If they carry goods that will get the occasional shopper in the door, they may buy other products. They also could try carrying less expensive products that younger consumers could buy that would attract Neiman’s customers at a younger age. These consumers could then turn into a more loyal and higher spending consumer.

4. Analysis of Alternatives �

a. The ability to advertise to a wider consumer will attract more shoppers. If they know they have the specialty product that they want, then they will come into shop. This will lead to an increase in the Neiman Marcus advertising budget. The income that they will receive by attracting a more diverse group should out weigh that cost.

b. Carrying a wider variety of goods would be a double-edged sword for Neiman’s. The first benefit would that they would be able appeal to a wider consumer base. They would attract customers that normally wouldn’t fit under the Neiman umbrella of upscale shopping. This could lead to consumers that eventually would be an upscale customer, such as young people who will have money later in life. The cost would be putting the Neiman name at risk. People expect high quality, high priced goods. If they realize that the Neiman name is on inferior or lower class products, they may stop purchasing them.

5. Recommendation � I believe that carrying a wider variety of products would be the best course of action for Neiman Marcus. They must do it carefully and tactfully. If their name recognition is at all in danger, they must stop. They must uphold the Neiman Marcus name and quality. The benefit of attracting a younger and more occasional customer will outweigh the costs and risks of their brand recognition.



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Monday, 1 October 2012

12

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Sources of stress

For Example Role conflict and ambiguity was a source of stress that these men dealt with as they struggled at finding their roles and responsibilities. This is illustrated in the scene where after all his attempt at voting guilty. The gentleman with the baseball card decided that he was going to change his vote to not guilty. And the Mexican gentleman with the mustache responded to the guy that he should only vote not guilty if he truly believes that the defendant is not guilty and not because he had enough.

Time was another form of stress that was exhibited in the movie. An example of this is when the guy with the baseball card tells the foreman to get the show going (especially because he had a baseball game to go to).

Influences on team effectiveness

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For example Member roles (self-oriented role) were one type of role shown in this group interaction. This is shown in the scene where the black gentleman wearing a black hat tries to dominate and block progress. He demonstrates his domination by walking around the group, speaking a lot of negativity, and telling people that they’re going to listen to him. In the process he makes racial comments, suggesting that,” these spics are just the way they are (bad)…and that they are going to take over…and that they need to be stopped.”

Developmental stages of a team

For example The Forming Stage is shown in much of the first scene when the twelve angry men enters the room and starts to get acquainted with each other. They all seem to be polite towards each other. An illustration of this is the scene where one older gentleman is adjusting his tie approaches another fellow reading the daily newspaper. The old gentleman seems to be trying to get to know the other gentleman a little. He starts by saying; ”I didn’t get a chance to see the newspaper today, anything new going on?” The other gentleman answers, “ I was just wondering how the market goes today.”

The first gentleman replies, “ I wouldn’t know. You’re an exchanger?” The second gentleman then says, “No, no I’m a broker.” And the first gentleman in turn says, “Really, I run a messenger service, the beckon’ call company, my wife’s idea… we employed thirty-seven people.”

Influences of personalities

For example The family background in which one grows up has a lot to do with the influence and development of personalities. This is exhibited in the scene where the older gentleman in his gray shirt and suspenders speaks about he was raced in rigid home and how he tried raising his kid the way he was raised but failed. His family background could possible influenced his personality and attitude towards the whole case.

Please note that this sample paper on 12 is for your review only. In order to eliminate any of the plagiarism issues, it is highly recommended that you do not use it for you own writing purposes. In case you experience difficulties with writing a well structured and accurately composed paper on 12, we are here to assist you. Your cheap custom college paper on 12 will be written from scratch, so you do not have to worry about its originality.

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Thursday, 27 September 2012

Caterpillar

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Caterpillar has been around for a long time and the company has been through a lot of ups and downs, but for some strange reason they have still held their ground in the heavy equipment industry. We have been hearing about Caterpillar; some of us can even remember having little toy tractors and cranes that we played with as kids that had that infamous Cat engraved on the sides. In this analysis, I will focus on the CEOs, Board of Directors, mission Identification, intent, corporate level strategy, strengths, weaknesses, opportunities, threats, buyers, suppliers, and new entrants.

CEOs and Board of Directors

Through out the case, three CEOs were mentioned George Schaefer, Dan Fites and Glen Barton. Mr. Schaefer was the CEO that helped with the comeback of Cat in terms of his human relations oriented leadership style. Mr. Schaefer came along at a very good time for the Caterpillar Company. He had very good people skills which helped him when he dealt with employees. He was once called the best manager the construction industry has ever had by one analyst in the case. Mr. Fites had a much different style than that of Schaefer but was also successful as a leader. Fites was described as very determined and combatable; he was a hard liner who was feared by employees. He was very familiar with Japanese business practices and was instrumental in establishing Japanese type work teams in the company. Mr. Barton was the new guy, faced with the challenges of continuing the company’s success. He was a year veteran that had seen the company go through good times and bad times, and had first hand experience learning from two of the best CEOs Caterpillar had ever had in Mr. Schaefer and Mr. Fites.

Mission Identification

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Caterpillar’s mission is to make profits selling their products and make progress possible around the world in terms of economics. When speaking of making progress, Caterpillar machines help build the world infrastructure thru construction (ex. highways and airports). Caterpillar engines provide power for developing nations and standby power for hospitals. Caterpillar has a network of over 00 dealers worldwide, with sales in over 00 countries.

Intent

Cat intended is to be the leader in providing the best machines, engines, and support services for its customers. Their objective, is to empower its employees to facilitate the cross utilization of employees, innovation, and teamwork.



Resources

Caterpillar’s management team � Schaefer, Fites, and Barton- was one resource, another intangible asset for Cat was its network of dealerships; Cats relationships with its dealers were very valuable. Cat’s employees were instrumental to its success during its reorganization period. In 1, Cat employed 67000 people. The expansion and upgrades to their IT system was a valuable resource, which allowed Cat to monitor inventories and control cost.

Corporate-Level Strategy

Caterpillar implemented a distribution and dealership network that contributed to the company’s worldwide success. The network included independent dealers, strategically located around the world, which sold and serviced Cat’s equipment. There are numerous examples of corporate level strategy in this case. For example, CEO Barton, during his tenure, undertook expansion into new markets by the development of new distribution channels, and establishing themselves as global competitors. Under CEO Schaefer’s direction, Caterpillar devised and implemented a series of strategies that included purchasing, manufacturing, marketing, personnel, and labor relations. Lastly, CEO Fites revamped Cat’s product development process, by utilizing an integrated approach based on Japanese-style functional teams.

Strengths

In terms of strengths, Schaefer’s development of the ESP (employee satisfaction program) benefited the company by reducing grievances, improving quality, saving assembly cost and reducing reject part rates. Instituting PWAF (plant with a future) improved overall conditions, and modernized tools and systems. The change from batch to cell manufacturing allowed Cat to gain more integration of the work process and reduce inventory levels by 50%. Cat had a reputable relationship with its dealers. To combat with price competition, Cat offered its dealers discounts when possible. They also assisted dealers during recessions, and helped them to conduct surveys relating to customer satisfaction.

Weakness

The rift between Cat and UAW was a major weakness. In 18, Cat experienced the longest strike by employees in the history of UAW despite the efforts of the ESP (employee satisfaction program); Cat’s inability to work effectively with UAW cost the company dearly. By 18, Cat had reached an agreement with the union. Because this agreement brought a sense of peace to the fight among the two, it is seen as a resource. Customer satisfaction is highly regarded by most companies, but Cat did not do a good job in this area in the past. Customer service is an imperative aspect of business that Caterpillar failed to realize.



Opportunities

Initially, Caterpillar set out to become one of the world’s most exclusive heavy-duty machinery movers. In the beginning, they were successful. However, an unstable economy forced them to venture out into new markets (small machines and tools). Global demand from heavy construction machines grew at a steady rate of 4.5% in the 10’s. The rate of growth was extremely fast in the developing nations of Asia, Africa, and Latin America.

Threats

The crisis of 18 � 184 came from a global recession, strike, and unfavorable currency exchange rate. The use of old construction machines came to a stand still as the threat of highway construction slowed down to a halt in the 180’s. The price of oil declined, which would have made gas cheaper, but with no business Cat missed out on the opportunity to gain ground on the market. The ever-fluctuating dollar rose in value and made US exports more expensive abroad and U.S imports a lot cheaper at home. Cat’s heavy machines weren’t selling well which lead them to diversify their product line, hence leading them in the production of smaller light weight equipment (back hoes, farm tractors, and small bull dozers).

Buyers

Customers of Caterpillar are construction companies, government development agencies, miners, and engineering firms. In Cat’s light equipment division they supplied equipment to farmers, landscapers, homebuilders, gardeners, road pavers, or just any one who had a need for a light machine for yard work. That was the beauty of the light equipment market there was always someone with need to use a machine.

Suppliers

Caterpillar produced a couple of there own parts but majority of their parts were outsourced. Caterpillar used the just in time process to construct machines giving them about four hours of work on the assembly line at a time.

New Entrants

It is very hard for a new company to break into the heavy equipment industry and take over the market. Caterpillar doesn’t have much to worry about in that aspect. All they have to worry about are the companies that are already in business. If there was to be a new comer in the market, it would probably come after Caterpillars light equipment market.

Conclusion

Caterpillar is a company that has been shaken a few times but still manages to keep its head above water. It has done so by reorganizing its weaknesses and not being afraid to change its ways of doing things. Cat has managed to stay consistent with what it has been doing for years, both internally and externally except for a few diversification moves. Its CEOs have came through the ranks of the company, so they know exactly what Cat’s intentions are and they try not to stray too far from those intentions. Cat realizes that there is competition out there and that the company can’t get too complacent with its actions. My colleagues and I feel that if Caterpillar keeps that same mind frame they will keep being productive for years to come.



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Saturday, 8 September 2012

poetry

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Analyzing Poetry

CINDERELLA

Anne Sexton (18 � 174)

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You always read about it

the plumber with twelve children

who wins the Irish Sweepstakes

from toilets to riches.

That story.

In this first paragraph the author is beginning to write his poem with the sentence “You always read about it” what give us a precipitated impression of the poem, we know he is going to write about something familiar to everybody.

Or the nursemaid,

some luscious sweet from Denmark

who captures the oldest son’s heart.

From diapers to Dior.

That Story. While I am reading the poem, I realized that the author is giving some examples of how some storie’s situations can be really ironic.

Or a milkman who serves the wealthy,

eggs, cream, butter, yogurt, milk,

the white truck like an ambulance

who goes into real estate

and makes a pile.

From homogenized to martinis at lunch.

With sentences like “From homogenized to martinis at lunch” “From Diapers to Dior” “From toilets to riches” the author is comparing different happy-ending stories that because the irony of the situations, we know they do not usually happen in every day life.

Or the charwoman

who is on the bus when it cracks up

and collects enough from the insurance.

From mops to Bonwit Teller

That Story.

At the end of each example of a story, at the end of each paragraph the author writes “That story” he is trying to make us understand the point he is ready to talk about, he is trying to tell us there are many happy-ending stories like this one and that one and I am going to talk to you about another one. (which we know is a folk story )

Once

the wife of a rich man was on her deathbed

and she said to her daughter Cinderella

Be devout. Be good. Then I will smile

down from heaven in the seam of a cloud.

The man took another wife who had

two daughters, pretty enough

but with hearts like blackjacks.

Cinderella was their maid.

She slept on the sooty hearth each night

and walked around looking like Al Jolson.

Her father brought presents home from town,

jewels and gowns for the other woman

but a twig of a tree for Cinderella.

She planted that twig on her mother’s grave

and it grew to a three where a white dove sat.

Whenever she whished for anything the dove

would drop it like an egg upon the ground.

The bird is important, my dears, so heed him.

Like any of the other stories that the author wrote about, this story is about an unfortunate girl who lost her mother and her father married another woman who had two daughters and the stepmother along with her daughters did not treat her good at all.” Two daughters, pretty enough but with hearts like blackjacks” “Cinderella was their maid…”

The dove on the author’s redaction is a symbol in this story. The dove represents Cinderella’s hope. The dove was her only friend, her only refuge, the only thing that treat her good and the dove was in her mother’s grave on a three that was a gift from her father… so being with the dove was like being with her people, with her dead mother and her father.

Next came the ball, as you all know.

It was a marriage market.

The prince was looking for a wife.

All but Cinderella were preparing

and gussying up for the big event.

Cinderella begged to go too.

Her stepmother threw a dish of lentils

into the cinders and said Pick them

up in an hour and you shall go.

The white dove brought all his friends;

all the warm wings of the fatherland came,

and picked up the lentils in a jiffy.

No, Cinderella, said the stepmother,

you have no clothes and cannot dance.

That’s the way with stepmothers.



I would say that after the author of this poem made the introduction of the story he started to make fun of the ironies that the story of Cinderella has. For example in his phrase “Next came the ball, as you know. It was a marriage market” He makes us think that we share the same thinking of irony about the story, which we do! We all know the story is just a children’s story and therefore contains a lot of situations that make no sense in true life.

Besides that, the author continues redacting the story; about how Cinderella wanted to go to the dance and how her stepmother did everything she could to keep her at home.

Cinderella went to the three at the grave

and cried forth like a gospel singer

Mama! Mama! My turtledove,

send me to the prince’s ball!

The bird dropped down a golden dress

and delicate little gold slippers.

Rather a large package for a simple bird.

So she went, which is no surprise.

Her stepmother and sisters didn’t

recognize her without her cinder face

and the prince took her hand on the spot

and danced with no other the whole day.

Here, when the dove helped Cinderella to go to the ball by appearing a dress and a pair of slippers, once again while redacting the story, the author found irony in the context and also was sarcastic about that aspect “So she went, which is no surprise”

As nightfall came she thought she’d better

get home. The prince walked her home

and she disappeared into the pigeon house

and although the prince took and axe and broke

it open she was gone. Back to her cinders.

These events repeated themselves for three days.

However on the third day the prince

covered the palace steps with cobbler’s wax

and Cinderella’s gold shoe stuck upon it.

The author keeps writing the story, Cinderella and the prince danced all the event but when the time came to go home, the prince knew Cinderella was going to ran away so he covered the palace with wax so at the end, when she ran home, the only thing that the prince had in his possession from her was a slipper. “…on the third day the prince covered the palace with cobbler’s wax and Cinderella’s gold shoe stuck upon it”

Now he would find whom the shoe fit

and find his strange dancing girl for keeps.

He went to their house and the two sisters

were delighted because they had lovely feet.

They eldest went into a room to try the slipper on

but her big toe got in the way so she simply

sliced it off and put on the slipper.

The prince rode away with her until the white dove

told him to look at the blood pouring forth.

That is the way for amputations.

They don’t just heal up like a wish.

The other sister cut off her heel

but the blood told as blood will.

The prince was getting tired.

He had begun to feel like a shoes salesman.

But he gave it one last try.

This time Cinderella fit into the shoe

like a love letter into its envelope.

The prince started to look for the woman who would fit in that shoe. The evil sisters were trying hard to fit in the shoe and kept the prince, “They eldest went into a room to try the slipper on but her big toe got in the way so she simply sliced it off and put on the slipper”

The dove, which was Cinderella protector, told the prince that that slipper did not belong to the eldest sister. Another reason to believe that the dove was a symbol in the story; the dove was Cinderella’s saver, protector and hope.

The sisters kept trying to fit on the slipper, but evilness could never win and some way or another, the price noticed that they were not the ones.

When the prince was about getting tired and was about to surrender, Cinderella fit on the slipper.

At the wedding ceremony

the two sisters came to curry favor

and the white dove pecked their eyes out.

Two hollow spots were left

like soup spoons.

After Cinderella fit in the slipper they got married and her sisters were now being nice with her, but the dove took care of justice and did not let that happen. “...the two sisters came to curry favor and the white dove pecked their eyes out”

Cinderella and the prince

lived, they say, happily ever after,

like two dolls in a museum case

never bothered by diapers or dust

never arguing over the timing of and egg,

never telling the same story twice,

never getting a middle-aged spread,

their darling smiles pasted on for eternity.

Regular Bobbsey Twins.

That Story.

In this final part of the poem, the author compares situations like the ones he told at the beginning of the poem with stories like Cinderella which are product of man’s imagination.

I think that while the author redacts the poem, his point is to make fun of the irony of some stories, the way happy-ending stories are almost impossible to exist, so impossible that he compares them with a children’s tale, an invention of man, a story were a dove can appear things and a prince can marry a maid.



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Thursday, 30 August 2012

Battleship Potemkin

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Battleship Potemkin at the time it came out was the standard for films to live up to because of it’s innovative editing and unique uncompromising mise-en-scene. The editing techniques pioneered in the movie were at the time raw and even risky but have proved to be ahead of their time. The Odessa Steps sequence in Battleship Potemkin is a great example of the rhythm and momentum within a film. Through an elaborate montage of juxtaposed shots Sergi Eisenstein succeeds in taking the focus off of the story and into the visual rhythm of the film.

The massacre and overall chaos that takes place on the Odessa Steps is the high point in the movie and an epic in itself. The effect starts early on with foreshadowing of the scene through a herd of people running chaotically throughout the city. Just before the Odessa steps people of the city herd through a succession of arches in all directions throughout the city. The misdirection of people running in every direction and abundance of people combine to create insanity and confusion on the screen that would rival an M.C. Escher painting.

Juxtaposed with the anarchy of the crowd is the extreme unison and symmetry of the solders. Even more so, the two opposing sides never seem to have any similarities. As the soldiers run downhill the people run up. The soldiers themselves are complete opposites from the crowd who are mostly older, homely, poor women dressed in black. All of the juxtaposition along with the symbolism creates a very powerful image. Probably most effective symbolism is the solders firing down on the civilians without a second thought or sign of grief is sickening.

Eisenstein seemed to put a great deal of focus into the sequence of a mother losing her child to the chaos. The what seems to be never-ending decent of the stroller down the stairs lasts for what seems like 10 minutes passing a good portion of the crowd and eventually ends when the stroller regurgitates the baby leaving the mother in terror. Eisenstein focuses on the mother’s grief by showing shot after shot of the mother gasping and shrieking so loud you could almost hear it. The close shots of the child laying on the floor being run over by several people and the quick cuts to the mothers face are especially jarring. It is the rapid alternation of shots between the mother and her son, which connects the two together and

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makes the effect of the mother’s grief all that much greater.

Once again Eisenstein makes great use of juxtaposition to add effect. To begin with, the soldiers and mother were already in contrast through appearance. However, the opposition seems to go further with the baby as sort of a separating agent. The crowd seems to be a model for the emotions going through the mother’s head, as she shrieks the crowd seems to hurry into a panic, and she cries the crowd seems horrified and in disarray. At one point during their decent down the stairs the camera seems to follow the crowd, almost putting the audience running right along next to them. And from the crowd shot we are cut back to the conflict over the child. The two sides, the soldiers and the mother, strike at each other vigorously similar to an intense tennis match. The close ups on the face of the mother and the medium shot of the soldiers from the waste down end up an inescapable juxtaposition and even pave the way for more contrast to be observed.

Finally, the contrast gets to its most extreme and powerful method through editing. Editing allows the filmmakers to not only contrast the frame and image on screen but editing actually allows a filmmaker to

manipulate time. With editing a filmmaker is able to stretch a 10 seconds all the way out to two minutes. Even while showing extreme contrast and juxtaposition the story retains its continuity is still easy to follow. The method of repeating an action adds emphasis and in a way underlines that sequence for importance. At one point during the Odessa Steps it seems like the shots alternate from quick editing to longer duration of shots. The short shots seem to be focused on the army and the longer on the citizens. This may be for the fact that the filmmaker wants the audience to sympathize with the mother and therefore the longer takes are perfect for showing her misery and terror. The soldiers get the shorter derange shots so the only contact the audience has is that of a violent hand coming down on an innocent elderly woman. Of course this is an exaggeration but how much of an exaggeration is definitely debatable. So not only is the film creating chaos with characters but not with editing too. The editing itself is creating the action and what’s on the screen doesn’t carry with it the same significance as it once did. The editing took over the Odessa Steps sequence and the editing along with the characters is as a result is nothing short of a fluid and even poetic.

All in all, the Odessa Steps sequence is as innovative now as it was in its first year of existence. The editing techniques are extremely effective and the juxtaposition creates the meaning in the minds of the audience instead of on the screen. The editing techniques have inspired filmmakers ever since and will continue to set a precedent that filmmakers must live up to.



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Wednesday, 22 August 2012

Dangerous Knowledge

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Dangerous Knowledge

The pursuit of knowledge has always been human nature. In our history we have always tried to make newer and better things, there are always more improved cars being made, computers are getting smaller and smaller and of course faster. Same thing is happening to cell phones they are getting incredibly small. The question is when is this going to stop, where is the limit?

Scientist are by now able to clone sheep so humans can’t be far away. Like I said before when is this pursuit of knowledge going to stop, what time is it going to be enough? There is a lot of controversy surrounding this topic, is it really wrong to clone a human being? “Clones will be grown to produce spare parts for other people, or to be used for medical research. Thus, clones -- who will be, of course, human beings -- will be treated as disposable property, with fewer rights than any slave, bred and killed for the benefit of others.”(Jay Johnson) The professor of the University of Florida puts it in perfect words, human clones are going to be treated just like animals and even worst. Clones are going to be bread for only one purpose to give their owner anything he wants, if clones are going to be made there are going to be owners of actual humans. And when one person owns another person he can take from him what ever he likes, an arm, a leg, or a heart. All this is pretty unimaginable, but it is the future of cloning.

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Evan two hundred years ago people were thinking how dangerous knowledge can be. Mary Shelly who wrote Frankenstein didn’t get her idea from a dream or a wild imagination but she got it from Dr. Darwin the famous scientist. “During one of these, various philosophical doctrines were discussed, and among others the nature of the principle of life… they talked about the experiments of Dr. Darwin who preserved a peace of vermicelli in a glass case till by some extraordinary means it began to move with voluntary motion. Not thus, after all, would life be given Perhaps a corpse would be reanimated.”(William A. Walling ) People of that era already knew that perhaps nothing could stop the progress of science. As a result of that Mary Shelley tried to show in her Novel Frankenstein how dangerous creating a human being can and will be.

Victor Frankenstein the doctor who created the Monster in Mary Shelley’s Frankenstein attempted to surge beyond accepted human limits and accesses the secrets of life. As the Novel begins Walton a ship’s captain and the protagonist of the Novel finds Victor in front of his ship one day. Victor who seems very sick gets taken care by the sips crew. Walton who didn’t have a friend on the ship was glad that he had a companion, and this is when Victor starts to confess. “ Do you share my madness? Have you drunk also of the intoxicating draught? Hear me; let me reveal my tale, and you will dash the cup from your lips.”(Shelley 17) Victor then unfolds and tells Walton what had driven him to disaster. When he was seventeen he went to the University of Ingolstadt in Germany, at the University Victor met M Krempe a teacher of natural philosophy who tells him that his earlier studies on alchemists has been wasted, further souring Victor on the study of natural philosophy. He then attends a lecture in chemistry by a professor named Waldman. This lecture, along with a subsequent meeting with the professor, convinces Victor to pursue his studies in natural science. Victor attacks his studies in natural science with enthusiasm and because of his studying he ultimately ignores his social life and his family far away in Geneva. Since Victor forgot about his social life he made miraculous progress in his work. After several years of tireless work, he masters all that his professors have to teach him, and he goes one step further discovering the secret of life. “So much has been done, exclaimed the soul of Frankenstein�more, far more, will I achieve; treading in the steps already marked, I will pioneer a new way, explore unknown powers, and unfold to the world the deepest mysteries of creation. It was the secrets of heaven and earth that I desired to learn.”(Shelley 4) Victors reference to himself in the third person illustrates his sense of fatalism; he is driven by his passion, unable to control it. It seems that Victor didn’t have a continence, he didn’t think for one moment what’s going to happen if he tries to play god. And that is essentially what he was doing, playing god.

Finally Victor had created a creature that he didn’t even name, which shows already how the creature is going to be treated and how clones of today’s age are going to be treated. “How can I describe my emotions to this catastrophe, or how delineate the wretch with such infinite pains and care I endeavored to form,” (Shelly 56). Victor essentially couldn’t believe that his creation, which was meant to do good for humankind was so hideous. Immediately as he awoke out of his hunt for knowledge he realized what he had done, and out of total fear Victor ran away abandoning his creation. As the monster was left all alone it wanted to seek revenge on its creator, on the one creator who brought the misery and pain of being so repulsive, and being rejected by society. “I, the miserable and the abandoned, am an abortion, to be spurned at, and kicked, and trampled on.”(Shelly 78) The monster even thought of itself to be gruesome and disgusting, in the wake of this rejection, the monster swears to revenge itself against all human beings, his creator in particular Journeying for months out of sight of others; it makes its way toward Geneva. As he nears Geneva, the monster runs across Victors younger brother, William, in the woods. When William mentions that his father is Alphonse Frankenstein, the monster erupts in a rage of vengeance and strangles the boy to death with his bare hands. Justine Moritz gets executed for William’s murder even though the Monster did it. The monsters next victim was Victor’s good friend Henry Clerval, the monster kills Henry because of a broken promise from Victor, and the promise was that Victor would create the monster a female companion. Out of rage the monster still follows Victor and Kills his wife Elizabeth on their wedding night. This was a way for the monster to express its feelings, and they were so bad that only killing would justify the hatred inside of it.

But what if scientists actually clone a person, with real feelings and with real skin and with real flesh and blood? What kinds of emotions will that copy have? Are we going to treat it like the monster in Frankenstein? The same problem is going to occur with clones, just like it did with the monster going on a rampage in Frankenstein; we will have to fight a war with our selves. I think that we as a civilization wont profit from cloning but it will shoot us back to the Middle Ages. Like we all know the Middle Ages were a time of no progress, revolutions, and massacres. As the creature put it “I am malicious because I am hated,” (Shelley18). Similarly, I see cloning in the same view, cloning is a transgression against nature. Through the science of cloning, a clone can save a dying person but at the same time don’t we kill another person. “Clones will be basically used as tools that will aid handicapped people, or help cure people with defective cells by taking the clones newly copied cells and putting them into the ill person.”(Dr. James) It is said right here Clones will be used as tools for handicapped people. I know that that seem as a noble cause but we are talking about a human being and not about a tool that you can use and throw away as you please. These are the problems that are going to occur when we clone people. Naturally I don’t believe that the cloned people will give up and die for their original that easily, we will have many revolutions and many massacres just like we did in the Middle Ages since the clones will have feelings just like we do, and that is for because they are the exact copy of us.

Through all the suffering that Victor went through he had learned that knowledge is dangerous and that it can hurt and kill people, he also warns Walton, who is on a quest himself for knowledge, to the northernmost part of the earth where no foot has stepped on, that knowledge is a dangerous obsession and that it can ruin lives. Walton realizing this has stopped his exploration to the North Pole saving his entire crew. “ I see by your eagerness and the wonder and hope which your eyes express, my friend… Learn from me, if not by my precepts, at least by my example, how dangerous is the acquirement of knowledge and how much happier that man is who believes his native town to be the world, that he who aspires to become greater than this nature will allow” (Shelley 110) Even though Victor loved Science and even though he had mad a breakthrough, chemically creating a human being, he admits that it was a disaster and that playing god, which is what he was doing, was a atrocious idea.

It is my opinion that no being on this planet has a right to chemically produce another being it would only cause disaster throughout the world. The same incident as in Frankenstein, is going to happen as soon as a human being is cloned, the person that clones it first clone will look at himself as a higher being. In France that already happened, where a colt leader, already thinking of himself as a god, claims to have cloned the first human being.

Whereas the cloning of humans may not produce a being like Victors creation, there is little doubt that society may react harshly to this new type of being. The expectations would be enlarged for the creation, which may lead to negative consequences for both the creation and society. Society would be forever changed once a creature was cloned. Maureen Noelle McLane, author of Literary Species writes about the drastic impact of the creation on the society in Frankenstein. “The monster is a problem both for himself and for Victor; more specifically, the monster forces what we might call the psychological re-mapping of the native human world.”(Mc Lane) The drastic changes that society could be forced to deal with could cause problems for the creature, but more so for society. Learning to deal with a being that knows it is the only creature not reproduced sexually would be difficult. The creature probably wouldn’t react as harshly as the monster in Frankenstein but it would cause definite mental problems. Learning to deal with the creature is not the only problem that society must accept. At the present time, if humans were to be cloned, many lives would be lost perfecting the procedure. John F. Killner director of the Center for Bioethics and Human Dignity in Bannockburn, Illinois notes; “the cloning of sheep had 77 failed attempts, including the death of some defective clones” (Bannockburn). The idea of having defective human clones dying is quite scary and inhuman.

No matter how advanced we get in the field of science cloning should never be an option. Cloning would just cause too much controversy, and once put into wheels it couldn’t be stopped. Similar to Mary Shelley’s Frankenstein where the monster is hideous, and where the creator rejects the creature because of its repulsiveness. The creature of course mad at its creator ruins his life. Even though Mary Shelly’s Frankenstein is only a Novel it demonstrates that creating life and playing god can simply end in disaster. The results will be significantly bigger and worst when humans are being cloned. We as a cultivated civilization don’t need cloning to advance into the future.





Sources



http//azninja66.tripod.com/adm/popunder/tripod_popunder.html?member_name

http//www.ulib.iupui.edu/frankenstein/promise.html

http//www.uchile.cl/bioetica/doc/think.htm

http//www.flex.com/~nyogtha/shop.html

http//www.larta.org/LAVOX/ArticleLinks/8-10_bioethics.htm

http//www.pregnantpause.org/ethics/whyclone.htm

Clifs Notes, by Jeff Coghill

Mary Shelly, by William A. Walling

Frankenstein, by Mary Shelley

British Writers, by Leonard Wolf

Contemporary Literary Criticism, by David Perkins

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Sunday, 19 August 2012

harley davidson

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HISTORY

In 10, 1-year-old William S. Harley and 0-year old Arthur Davidson made available to the public the first production of the Harley-Davidson motorcycle. The company started in a 10x15 foot shed in the Davidson family’s backyard in Milwaukee, Wisconsin. The same year the first three Harley-Davidson motorcycles were built and sold.

In 106 Harley-Davidson Motor Company was incorporated and the stock split four ways between the four founders and the staff size increased to fifteen. The target market was the New England region and dealerships were established.

AMF, Inc. acquired Harley-Davidson in 16 and production was expanded from 15,000 in 16 to 40,000 in 174. AMF liked the idea of short-term profits instead of investing in research and development and retooling. During this time the Japanese competitors were improving the quality of their motorcycles. Harley was not doing the improvement to its own bikes and began to turn out inferior equipment. AMF chose to ignore the competition and when in 175 Honda introduced its Gold Wing they became the leader of the touring bike industry, something that Harley controlled for years.

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Sales continued to be high during the ownership of AMF but profits were weak, and the company had severe problems with poor-quality manufacturing and strong Japanese competition.

In 181, Vaughn Beals and 1 other managers bought out the company, and then proceeded to install a, Materials as Needed (MAN) system, to reduce inventory and to stabilize the production schedule. This also forced production to work with marketing to create more accurate forecasts, resulting in only a 10% variance.

185 Harley-Davidson went public again, James L. Ziemer, the CFO stated, “You throw cash at it, try to grow to fast, you’d destroy this thing.”

During 1, the company acquired 4% interest in Buell Motorcycle Company, a manufacturer of sport/performance motorcycles. And then in 15 the company purchased all of the common stock and common stock equivalents of Eaglemark Financial Services Inc. Eaglemark provided credit to leisure product manufacturers, their dealers, and customers in the United States and Canada. Then in 16 the company announced that it would discontinue the operations of the Transportation Vehicles segment so that it could concentrate on its core motorcycle business. The end of the 10’s found Harley looking at the younger market for their product and how they were going to attract this buying market.

CORPORATE GOVERNANCE

The board of directors consists of eight members two are internal members. The board brings experience to the company in several areas such as; marketing and organization, legal and strategic counsel, creativity and vision, how to retain strong and long-lasting dealer relationships, how to work with the entertainment industry and younger customer segments, international experience, and the ability to establish beneficial relationships with all stakeholders.

MISSION

“We will fulfill dreams through the experience of motorcycling by providing to motorcyclists and to the general public an expanding line of motorcycles, branded products and services in selected segments.”

VISION

Harley-Davidson, Inc. is an action-oriented, international company-a leader in its commitment to continuously improve the quality relationships with stakeholders. Harley-Davidson believes the key to success is to balance stakeholders’ interests through the empowerment of all employees to focus on value-added activities.

STRATEGY

Harley-Davidson plans to grow both organizations with new members and chapters in the years to come both domestically and internationally.

The need to get the attention of the younger customers by marketing is foremost in the strategic plans at Harley.

Internationally, Harley has plans to continue to focus on expansion and improvement of distributor and dealer relationships, specializing in training programs, retail financing initiatives, ongoing product development, and coordinated marketing programs to attract new customers.

Harley-Davidson will endeavor to create an awareness of the “Harley-Davidson” brand among the non-riding public and provide a wide range of products for enthusiasts by licensing the name “Harley-Davidson” and numerous related trademarks. The licensing will provide a valuable source of advertising and goodwill, not to mention another source of revenue.

An ongoing manufacturing strategy has been designed to increase capacity, improve product quality, reduce costs and increase flexibility to respond to changes in the marketplace. Some of the manufacturing techniques that are and will be put in place include just-in-time inventory, employee involvement, partnering agreements with the local unions, high performance work organizations, and statistical process control.

A part of its strategic plan for sustainable growth, Harley-Davidson announced plans to move assembly of its Dyna Glide motorcycles to Kansas City, Missouri. This will narrow the gap between supply and demand.

Performance

Harley-Davidson has delivered 16 consecutive years of record revenues and earnings. In 001, the company had a one-year total return on its stock of 6.%. In January of 00, Forbes magazine named Harley-Davidson its “Company of the Year” for 001 and in February, Fortune magazine selected them as one of the nation’s “Most Admired Companies.” In 001 consolidated revenue was $.6 billion, a 15.7% increase over 000, while net income was $47.7 million, a 5.% increase over the previous year. In 001 Harley-Davidson produced a total of 4,461 units a 14.6% increase over the previous year. Harley-Davidson motorcycle revenue grew 17.1% in 001 to $.6 billion.

Harley-Davidson has raised more than $8 million for the Muscular Dystrophy Association since 180. The Harley-Davidson Foundation made $4. million in grants.

S.W.O.T

Strengths

1. A strong camaraderie and cultural following among its customers.

. Very successful supplier relationships.

. One of the best brand and trademark recognition in the industry.

4. Has a strong foothold in the international marketplace.

5. A product line that includes a wide selection of motorcycles but also includes selling lots of related products.

Weakness

1. The demands have exceeded Harley-Davidson’s production capabilities in the past.

. Limited financial and marketing resources.

. Less diversified company than the competition.

4. Predominantly male dominated clientele while competitors have as high as 5% female customers.

Opportunities

1. Sport of motorcycling.

. Government contracts for armed services

. International sales

Threats

1. History of strong Japanese competition

. A large percentage of population is non-riders.

. A slowing economy.

RECOMMENDED STRATEGY

It is recommended that Harley-Davidson focus on their strengths and opportunities and take a

”Marketing Strategy Approach” which would include the following

· Approaching the movie industry to develop more motion pictures or TV shows using the Harley motorcycle.

· Have incentives for current Harley customers to bring in new customers.

· Increase the offering of Harley-Davidson products. Partner with clothing manufactures, toy manufactures…etc.

· Expand their international markets.

Harley Davidson needs to continue marketing the Harley-Davidson lifestyle and keeping the Harley-Davidson image alive. Even if the consumer can’t afford a Harley-Davidson motorcycle they can buy the Harley-Davidson brand on everything from clothing to toilet paper.



HARLEY-DAVIDSON, INC. 00

THE 100TH ANNIVERSARY

Management 5650

Strategic Management and Business Policy

Cynthia Kubalek





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Thursday, 12 July 2012

human resources

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Human resource systems, policies and practices have great influence over an organizations culture. For that reason, the examination and diagnosis of HR policies are essential to any successful acquisition. During due diligence, a careful and thorough HR examination is prescribed. Workforce issues are a critical variable, but often ignored. As such, it is imperative that the existing HR policies of both companies be examined regarding issues such as grievances, peer mediation, telecommuting, flex-time, code of conducts and other important issues.

After the examination, a new set of HR policies must be devised to fit the needs of the newly formed company. The traditional grievance process for workplace disputes, are rarely the best means of dispute resolution. Company A has the traditional grievance process, which is expensive, disruptive and protracted. More significantly, by its very nature, it tends to drive the parties further apart weakening their relationship, often irreparably. Sadly, far too often the process completely ignores the real underlying problem. As a result, by the very nature of the grievance process, the minor disagreements and the stress inherent in the employment relationship escalates into a full-blown conflict, typically resulting in the termination of the employment relationship, years of litigation and tens of thousands of dollars in legal expenses.

Company B has the peer mediation process, which can result in emotional exhaustion especially where parties take a long time to come to a common understanding. The process can be laborious, and so it is a potentially slow process. Furthermore, critics say that the mediation process puts too great an emphasis on reaching a settlement, rather than on reaching a settlement that deals thoroughly with all the needs of all parties, both now and in the future. As you can see, neither policy is perfect, therefore, the best option is to integrate the two former company policies that will create tactical solutions that utilize cooperation, respect and a liking and/or an understanding for the newly formed company. The goal is to add a voluntary peer mediation component to the traditional employee grievance policy.

The new HR policy will encompass a mediation-based problem solving technique that creates effective solutions while improving the relationship between the parties. The process separates the person from the grievance; it explores all problems to define issues clearly; brainstorms possibilities and opportunities; and uses some mutually agreed upon standard to reach a solution. In closing, our combined policy plan focuses on mending the relationship between the parties by finding a compromise solution that meets the interests of both parties. This will increase employer � employee participation, which is very important after a merger or acquisition. Lastly, research suggests, that agreements achieved through mediation are more likely to last because the parties themselves play a major role in fashioning the agreement.

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In addition to grievance and mediation policies, when merging two companies corporate policies it is best to do best of breed of the policies with regards to the new corporate culture. The policies on flextime and telecommuting need to match the new corporate culture. An overnight change will alienate all employees of both companies. The goal is to bring the policies into alignment with out disruption and strife.

The first step will be to analyze the policies and the effect they have had on the two companies. Since company B does not have the policies for flextime and telecommuting they are the control group. Gathering historical data on similar topics from both companies will give the comparison that is needed. Comparing productivity between the companies in similar departments will allow the decisions to be based on relevant data. Other data that must be included is some interviews with employees regarding the policies to get a good feel for how the employees will take to any changes.

Once the data has been gathered and analyzed any productivity gains can be seen. Both flextime and telecommuting are employee empowering items. Taking either away from the current employees that have them may mean that the company will lose some of the experienced staff that they already have. The only real possibility of removing either policy is if the current corporate culture does not allow for them and the productivity gains are not significant. If the gains are significant but are not in the corporate culture it will give the ammunition needed to up channel the change to upper management to change the culture for all.

Once the policies are decided on then a phased approach will be the best implantation plan. By considering there will be some give and take between the current policies, the best way to phase in the changes is to start by implementing the employee positive changes while integrating the negative changes in such away that the positive changes are highlighted. Either way there will be some upset employees and some level of discord; however, when properly handled the policies can increase productivity through tremendously. Employee empowerment normally increases employee satisfaction and a happy employee is more productive. As stated earlier, there will be some upset employees and some discord during a merger; therefore, the written code of conduct must be taken into account with the impending acquisition, as the code of conduct will set the new corporate culture. There are several recommended approaches as to how a manager can implement the code of conduct. The end goal is to enable the manager to control the corporate culture. The code of conduct outlines the company rules, mission and company creed and will take the newly formed company to the next level.

Forcing a new culture on our employees will have a devastating effect, unless management controls the process. Research has shown that one-half of all mergers fail due to not controlling the human aspect of the cultural change. Therefore, management must include the new and improved Human Resource policy and the new code of conduct into all the levels of management in order to make the change effective.

The former company’s codes must be compared and analyzed in order to understand their similarities and differences, decide how these similarities and differences are valued by the employees. This section of the report will deal with our findings from the two cultures and our method to implement the new code in our department.

Our present company has a clear and concise written code of conduct. All employees know what is expected of them and what to expect from others within the organization. We have been informed that the company acquiring us has no written code of conduct. This ambiguity in the new code of conduct is a source of great stress to our employees and this management team. Our research has shown that we need to understand the new cultural values and the effect it will have on our people, if we are to accomplish our performance goals.

In our research of this subject, an article by Robert J. Thomas, points out the need for “cultural due diligence” for assessing the cultural differences between our two companies. It is a process for “measuring the gap” between both tangible and intangible values of the codes of conduct. This process takes into account the “unwritten rules of behavior and views on human motivation.” It allows us to graph the out come on a grit to access a plan of action. As the new company does not have a written code, it will give the needed information allowing us to communicate the change to our people. Edmond Dossa-Sossavi in an article entitled Management in a Merger/ Acquisition Environment demonstrates that communication is the most important factor in controlling this issue. Further, in an article by AON Insights, entitled Protecting Your Workforce, stresses the need to “communicate the case for change from their perspective, not the corporations.” They further advise, to measure the results of the communications, and continue communications until the change is complete. In an article interview with Fred Hasson, President and CEO of Pharmacia Corporation, he states the need for top-down management buy in to the new culture for success. According to Mr. Hasson along with the need for strait forward communications, Management needs to be committed to the new cultural rules and behavior to show how it helps get good results. Mr. Hasson states “it’s important that supervisors internalize it before they’re asked to pass it down to the next level below them.” With this information in mind this management came up with the following recommendations for managing a planned change.

1. Have the HR department perform a Cultural Due Diligence assessment to identify the gaps between the two cultures.

. HR and Top management need to convey a procedure for management to internalize their personal code of conduct.

. This information can then be passed down to middle management to determine which persons can and can’t adapt to the new cultural code.

4. Management who accepts the change should be utilized as Change Agents and those who can’t, must be removed from the company.

a. For complete buy in, management needs to show the personnel, by example, that this change will cause favorable results.

5. Communications from upper management must filter down until the change is complete.

6. The HR department and management must refreeze the new culture and code of conduct in all future company dealings.

As stated earlier, in the midst of all the company changes and the employee’s negative perceptions or realities due to the merger, management has to keep the company moving forward. As a result, with any revamp of HR policies and/or implementing new policies after acquiring a company will cause some level of uncertainty, fear and conflict within the organization’s employees. However, these Human Resource responsibilities mentioned in this paper is only a small portion of the HR policies that exist in most companies and are vital to a company’s future. As mentioned in other papers, we would alleviate some of the stresses associated with company mergers and changes of HR policies by effective communication, which shows the company respects the employees, appreciates them and needs them in its efforts to move forward. One of management’s goals is to keep productivity up and find ways to keep the employees productive during the acquisition. The only way to accomplish this is by effective, timely, and honest communication.



Work Cited

Gary Dessler, Personnel/Human Resource Management, 5th, Englewood Cliffs, NJ Prentice Hall, 11.

Steven M. Marsh, Mediation Process, Mediation and Information Resource Center Webpage. Accessed June 14, 1.

Mary P. Rowe, Otions and Choice for Conflict Resolution in the Workplac



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EMPOWERMENT

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EMPOWERMENT

It signifies that the employees, administrative or teams of all the levels of the organization have the power to take decisions without requiring the authorization of their superiors. The idea in which is based the Empowerment is that who are found directly related to a task are the most indicated to take a decision about it, because they haver the attitudes required for it. Actually, the idea of the Empowerment is situated in the proposals on suggestions, enrichment of functions and participation of the employees.

Not only the delegation but also the Empowerment are question of degree. Both of them imply that employees and teams accept the responsibility of its actions and tasks. Conceptually, it can be illustrated in the following way

· The power should be the same as the responsibility (P = R)

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· If the power is greater that the responsibility (P R), the result could be an autocratic conduct on the part of the superior, who will not be hold responsible by its actions.

· If the responsibility is greater that the power (R P), the result could be the frustration of the subordinate, since they do not have enough power to perform the tasks they are responsible for.



Some reasons of the interest of the Empowerment are the global competitiveness, the need to respond quickly to the demands and expectations of the clients and the demand of greater autonomy to a labor force better prepared. The empowerment of the subordinate. Thus, a style of leadership, autocratic, when is used as the only form of administration, turns out to be inadequate for the organizations of the century XXI. The employees desire to be taken into account and to participate in the decisions, what at the same time produces in them a feeling of ownership, execution and self-esteem.

For an efficient administration is required a sincere acceptance of the empowerment, based on the mutual confidence, supported in the transmission to the employees of the pertinent information for the development of its tasks and the assignation of it to competent people. Besides, the employees deserve to be rewarded by exercising its authority of decision. But also it is necessary to consider the impact in the superiors of the empowerment of the subordinates. The needs of those should take into account, assigning them, for example, more complex tasks.

Few changes in the business have also been received and are nevertheless as problematic as the movement to create work environments encouraged by employees that have been authorized. Empowerment offers the potential to exploit a source sub-utilized of human capacity that has to be utilized so that the companies survive in the dynamic and increasingly complex world of today.

Authorized employees benefit the organization and also benefit themselves. They have a greater sense of purpose in its employment and in their life, and their participation is translated directly in continuous improvement of system and processes in the place of work. In an organization in which the employees have been authorized, they contribute with their better ideas and initiatives to their tasks in a sense of enthusiasm, property and pride. Besides they act with responsibility and place the interests of the organization first at all. The traditional model of manager that controls and the employees controlled, no longer are useful. To create a good environment of work is precise to change the mentality of command and control to an environment of responsibility and support in which, all the employees have the opportunity to give the best of themselves.

Not only the managers but also the employees have to learn, firstly, not to be bureaucratic and in second place, to be authorized. Unfortunately many managers do not understand that to authorize implies to free powers that the persons already have.

Empowerment is a practical manual that guides to its readers to continue step by step the fight of a manager by discovering three essential keys of authorizing.

Even when many managers say that to authorize is only another useless thing, we find that the ones that work in an organization are felt naturally attracted by the idea of a greater personal rapport in all the levels. Likewise a lot of businesses have succeeded with this way to proceed.

THE FIRST KEY

“TO SHARE INFORMACION WITH EVERYONE” It means to speak about the behavior of the company with all the organization, although sometimes it could be thought that it would carry to chaos and anarchy. We must remember that the leaders who do not be willing to share the information with their employees will never have them like associates to handle the company with success and they will not have never an authorized organization. To share the information is absolutely indispensable to authorize an organization. In few words we can say that the information is the way to acquire responsibility in the COUNTRY OF THE FACULTIES. Because every leader should have responsible and dependable collaborators in its organization. We must show them that we trust them giving them all types of information, also the most delicate one.

· It is the first key to authorize people and organizations.

· It allows the employees to understand the present situation in clear terms.

· It is the way to create confidence in every organization.

· It finishes whit the hierarchical traditional way to think.

· It helps people to be more responsible.

· They stimulate them to act as if they were owners of the business.

In this first key we should not forget the goals, which in the majority of the organizations the goals are decided in the high levels and then, they are delivered to the lower ones. To finish with this traditional hierarchical idea, the first thing to do is to create a confidence environment.

THE SECOND KEY IS “TO CREATE AUTONOMY THROUGH BORDERS”. This means that without rules to guide employees, they return to their old habits of when they did not be authorized.

TO CREATE AUTONOMY THROUGH BORDERS

· It is based on shared information.

· It clarifies the vision

· It helps to translate the vision in roles and goals

· It defines values and rules that support the desired actions; when the values are clear to take decisions is easier.

· It develops structures and procedures to authorize people.

Some companies begin with a convincing vision, this means that they understand the three first areas of borders of our list. CAPTIVE, EMOTIONAL, AND INTELLECTUALLY, to the members of our organization and clarifies their needs, desires, values and beliefs. The way to create a convincing vision is to paint a picture of the future, an image that clarify the purpose of an organization.

THE THIRD KEY IS “ TO REPLACE THE HIERARCHY WITH AUTODIRECTED TEAMS”

· Authorized teams can do more than authorized individuals.

· Employees do not begin knowing how to work in teams.

· The dissatisfaction is a natural step of the process.

· All of them have to be coached in dexterities of team.

· Commitment and support have to come from the highest levels.

· Teams of information and dexterities are able to replace the old hierarchy.

Does the team has a leader? It can have one but if it is a high performance team, it is not known who is the leader. All of them share equally the responsibilities. The leadership of the team can rotate, but the group decides how.

Positive results of the Empowerment in People.

· Their work is significant

· They can develop a diversity of assignments.

· Their performance can be measured.

· Their work means a challenge and not a load.

· They have authority to act in name of the business.

· They take part in making decisions.

· They are listened.

· They know how to work in a team.

· Their contributions are recognized.

· They develop their knowledge and abilities.

· They have true support.

Why does EMPOWERMENT fail?

Although some companies looking to improve their staff by the empowerment, they usually fail without achieving the desired results.

It usually owes to a lack of attention and because it is not shown in a concrete way what it is and the results that are expected.

If the fundamental factors of the empowerment (customers satisfaction, to improve financial results and to retain and to attract the adequate employees) are not incorporated, the managers will obtain only mediocre results.

The options to delegate responsibility are

· To entrust the work to the adequate person.

· to delegate authority to carry out the work and to take decisions.

· to delegate the work without giving authority to take decisions.

· to do oneself the work.

Results of the Empowerment

· It improves the performance of the teams of work

· It generates greater level of productivity and production of initiatives on concrete facts

· It increases the customers satisfaction

· It is achieved a better performance against the competence.

· It tries to correct excessive centralization of power in businesses.

· It promotes the contribution and active participation of the members of the business.

· It promotes the teamwork and the immediate decision making before changes in the environment of the business.

· The decision making is easily.

· It involves the staff to offer quality to the customers.

· It improves the services

· It authorizes the employees to take decisions

· It encourages the staff, which feels taken into account and an important part of the business

.

Conclusion.

The empowerment then, would basically be a new form to manage in which certain authority and power is shared between the managers and the employees.

Some interest reasons of the Empowerment are the global competitiveness and the need to answer quickly to the demands and expectations of the customers.

For an efficient administration it is required the adoption of the empowerment based on the mutual confidence, the communication between employees of the pertinent information and the assignation of the tasks to competent people. Besides, the employees deserve its prize by exercising its authority of decision

“Does not be a matter of delegating power but of giving it”

There is a great difference between these two situations The delegation of power reproduces the pyramidal business (to give it), it generates practices of systems in network. To deliver the power is to turn the pyramid; who is in contact with the customer or the machine, should be able to do all that is in conditions to do. Because of it the organization should create the conditions so that this happens, so that the people do everything they can reach.

The Empowerment, without any doubt is a good strategy. But it alone will be not able to achieve a positive effect in the business because it involves a great effort on the part of all the people of the business.

www.el-castellano.com

www.puntolog.com

www.educom.on.ca/empowerm.htm

Administración Una perspectiva global Harold koontz/Heinz Weihrich

Empowerment takes more than a minute Ken Balnchard

10 steps to empowermen, a common-sense guide to managing people Diane Tracy

Please note that this sample paper on EMPOWERMENT is for your review only. In order to eliminate any of the plagiarism issues, it is highly recommended that you do not use it for you own writing purposes. In case you experience difficulties with writing a well structured and accurately composed paper on EMPOWERMENT, we are here to assist you. Your cheap custom college paper on EMPOWERMENT will be written from scratch, so you do not have to worry about its originality.

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