Perceptual system Essay Example for Free

Perceptual system Essay It has been found that our perceptual system respond to perceptual symbols as a means of making sense of information, it is not a unified center in the brain, rather it is a complex and integrated process which is affected by focus of attention, knowledge and memory, and emotional evaluation (Sekuler Blake, 2001). Focus of attention refers to the length and quality of the attention given to an image or situation, sometimes when our perceptual system experiences information overload, it tends to focus attention on the more relevant information and to disregard the unimportant information. However, there is no way to tell which information will be given attention or not, and sometimes vital information may not be perceived hence leading to misinterpretation of a situation. For example, in the movie Sixth Sense, we see the actor unable to open doors but we do not focus attention on that detail because we are intent at perceiving the events in the movie and listening to the dialogue of the characters, at the end of the movie we are shocked to find out that Bruce Willis was the ghost. Knowledge and memory brought about by previous experiences also lead us to misinterpret objects and situations, through learning we acquire perceptual sets that enable us to respond immediately to situation (Hommel Milliken, 2007). For example, we have heard from news reports that crimes by street gangs have risen and that most gang members are African-Americans and Latinos, such that when we witness a street fight, and later recall what we have seen, we are more likely to say that the gang members were Latino and African-Americans. This perceptual schema is often related to stereotypes, when we are bombarded with the same information we tend to believe that it is true and we commit that to memory. When confronted with incomplete images or situations, we tend to fill in the gaps based on our previous knowledge and experiences (Sekuler, Watamaniuk Blake, 2002). Our perceptual system is also affected by the emotional reaction that perceptual symbols trigger, for example, if I was fighting with a loved one and in the exchange of hurtful words, my perceptual system’s ability to process the information is clouded by the emotions that I attach to the hurtful words which causes more misunderstanding. In order to reduce misjudgments and misinterpretation of what we see, hear, or feel, it is always best to not rely on first impressions. When confronted with a situation in which we are asked to recall what happened, we must be conscious of how our previous experiences affect our understanding of the situation (Sekuler, Watamaniuk Blake, 2002). We must also be aware that we only have a limited attention span and it takes much concentration and presence of mind to be able to pay attention to details. We should also not rush into judgment, if we are unsure of the situation, then we must find ways to validate our understanding of the situation by asking other people of their judgments. As human as we are, we do tend to attach emotional values to objects and situations, for example, we feel disgust and fear for ex-convicts, therefore we limit or avoid our interaction with them and easily pass judgment that they should be locked up again, however not all inmates are criminals and there are those who really change and straighten their lives. However, since our emotion has gotten the better of us, then we do not perceive them as capable of change. Therefore, we should not let emotional attachments get in the way of how we perceive and process our world and the interactions we have with other people.

The Disadvantages Of Outsourcing ICT

The Disadvantages Of Outsourcing ICT This is a report about Tescos company ICT outsourcing, knowledge management and knowledge management systems. In the following paragraphs two questions are going to be answered and analyzed according to the information existing in Tescos case. Outsourcing ICT is quite commonly used by organizations as an approach to strategic management. Access the advantages and disadvantages that outsourcing can bring in developing effective uses of information systems in an organization such as Tesco. The great competition and the global economic crisis that organizations have to face nowadays, made Information Communications Technology outsourcing a really attractive management tool in order to cut expenses in non-core activities, specific in overheads of Information Technology departments. By deciding to outsource, there would be a lot of benefits but also a number of risks associated with it. It is important for a decision maker to be aware of the advantages and disadvantages of ICT outsourcing, before making the decision to outsource. Outsourcing ICT has to do with the whole existing information in the business field. It is about networks, web design, programming, online shops etc. Network services is the most common ICT services activity outsourced and outsourcers who do not comply with contract will badly influence the organizations process in a very risky way. The Technology of information and communication is growing fast and the vendor business has to be updated and synchronized with the era of 2010. So it would be far easier for them to sell their products and serving their customers in every possible way. Big organizations that have to deal with so many products from soap to bread it would be more difficult to take the risk and create their own Information and communication department from scratch and keep it upgraded while their whole process is running. The result of this difficulty in Tescos case is to outsource ICT specific functions to Trilogy Company. The advantages of outsourcing ICT in an organization such as Tesco. ICT is vital to Tesco. Every aspect of their operation is controlled or monitored by ICT stock, distribution, payroll, communication methods, and so on. ICT is essential to the running of a modern store. It is used for planning, monitoring, auditing and communicating between store operations. For example, when an item has its barcode read at the checkout, the system not only logs the price onto the till, but also logs the financial transaction between Tesco and the customer and the fact that the stock has been reduced by one item. This shows the integration of departments by using ICT. All stores are connected to the mainframe at Head Office via the Tesco Network. Another advantage of Outsourcing ICT from a business perspective is that organizations are realizing that owning and operating their own IT infrastructure no longer makes sense. The cost of that is much bigger and the results are never guaranteed. This coupled with the common resource lack make outsourcing a viable alternative. It is very important for organizations to adopt the right approach of outsourcing ICT in order to have benefits. The outsourced ICT selected company they are going to cooperate with, must follow certain organizations demands. First they have to manage well specific ICT functions in stages, to work with responsibility over review performance, to make adjustments and to support technically with experienced system engineers. The gained confidence and in-house acceptance by the organization as well a very good relationship and cooperation will give the best benefits in the organizations performance. With the right approach and the suitable outsourcing of ICT the organizations will manage to stay high at the competitive edge in the market. Serving the customers in the best way and surprising with new ways of purchasing their products (for ex. via online-shops), their loyalty will be kept and the margins will be increased. A big company like Tesco has many sub-stores, some in the same country and some abroad. The communication between them and the line the company sets everywhere should be well established. ICT helps in this area and it is the primary reason that chain branches use ICT. In summary outsourcing ICT for a company such as Tesco is important for increasing the ability to reach the goals of the company, reduce human risks, saving time, helping the company to stay competitive and minimize the operating costs. The Disadvantages of Outsourcing ICT in an organization such as Tesco. As it was already mentioned above, the outsourcing ICT has also disadvantages that raise the risk the company has to take. For example, at times, it is more cost-effective to conduct a particular business process, rather than outsourcing it, not that much in IT but maybe the companys upgrade wants are small and opposed to the ICT Companys big fees. When you begin to outsource your business processes, you might find it difficult to manage the offshore provider when compared to managing processes within your organization. In case, your outsource ICT service provider becomes bankrupt or goes out of business, your organization will have to transfer immediately the business processes in-house or find another outsourcing provider The employees in your organization might not like the idea of outsourcing your processes and they might express lack of interest or lack of quality at work. Also outsourcing can create potential redundancies for your organization because a lot of employees may lose their jobs. Your outsourcing provider might not be the right who is providing services for your organization. Also the quality of the service isnt always guaranteed, especially in low-price agreements. Since your provider might be catering the needs of several companies, there might be not be complete devotion to you and your company something that shouldnt happen if you own the ICT department. In outsourcing, you may lose control over the process that is outsourced and dont be able to fix something in time because you are not in charge of this field. Outsourcing, though cost-effective, might have hidden costs, such as the legal costs incurred while signing a contract between companies and you might also have to spend a lot of time and effort in getting the contract signed. There can be several disadvantages in outsourcing, such as, renewing contracts, misunderstanding of the contract, lack of communication, poor quality and delayed services amongst others. The disadvantages of outsourcing give to organizations an opportunity to think about what they are stepping into. However if you find a reliable outsourcing partner you probably wont face any of these disadvantages of outsourcing. Question 2 What do you understand by Knowledge management and knowledge management systems? Analyze how useful such a system could be to Tesco and why it is often difficult to persuade employees to use such systems. Knowledge Management refers to the process of collecting the gathered experience of a company or organization, whether it is in databases or documents, or even in the minds of executives of the company or organization and then share it and use it at those parts of the business that will provide the maximum contributory benefit. KM has been growing rapidly in the last years as a business model. More and more businesses and organizations have developed stores of knowledge related to customer service, product development, human resource management, etc. This fact also created new jobs related to knowledge management and made a necessity for the existence of knowledge management in a modern business and the need for trained managers to be responsible for the process. Nowadays fields like media, information, computer science, public policy and public health have started contributing to Knowledge Management research. Also non-profit organizations and huge companies have resources specific to internal Knowledge Management efforts, usually as a part of their business strategy, human resource management and information technology departments. There are many consulting companies that advice and provide strategy regarding KM to the organizations. For the better use of Knowledge Management the companies needed to use Knowledge Management Systems   mostly IT based systems that manage the knowledge in companies , gather it, storage it and sharing it as information. Such systems as Software tools, databases, networks, Internet access, worldwide communication etc. A KM system is needed to enable employees to have quick access to the organizations databases, sources of information, and solutions, this is mainly helping to encourage innovation and improve efficiency. When employees have the knowledge or information and are able to use it at the right time, relationships with customers, suppliers and dealers improve. These workers are able to make better decisions by using the information that their company gives them access to. How useful such a system could be to Tesco and why it is often difficult to persuade employees to use such systems. A Company like Tesco today has to gather the wisdom and knowledge as fast as they can. Share the results across the rest of their branches and at the same time continue to develop and share new knowledge. Tescos leaders know how serious is to let the knowledge flow within the organization. Tesco is consist of 220,000 human beings, which means that is necessary to make an environment that would help their staff feel motivated and valued with return the better service to their customers. Loyalty is basically driven by personal relationships and the employees are the face of the company when a customer enters a Tesco branch. From the results of the projects that have been taking place they realized that there were customers who were not experiencing warm and friendly service from Tesco and that internal levels of staff morale were suffering in reaction to increasingly ambitious cost and efficiency targets in stores. Trilogy (WhatIf, InterAction and Bridge consulting companies) was hired by Tesco to help transform the quality of its customer service and raise it to the market-leading standard. To reach the needs of Tescos millions of customers Trilogy developed the Living Service Programme. The main idea of this concept was to change for the best. It was also clear that its aim was the change of process and not the change of the people but by, with and for Tesco people. In many ways the Living Service Programme is Tescos recognition, through committed investment of time and money. Among the projects significant intangible benefits is the widely noted enhancement in the quality of dialogue and communication within stores. Staffs report that the them and us culture is practically a thing of the past, with deep effects on the work climate and employee attitudes to the company. The programme was designed to improve commitment bottom-up as well top-down in the organization and this needed to be clear to avoid the misunderstandings. It was undertaken by 660 stores in 26 weeks, in this period the staff trained to provide excellent service and cooperation with the other employees and also using the knowledge/information when needed. The usefulness of LSProgramme was obvious to the head managers of Tesco and the Trilogy Company but from the employees there was skepticism. People often feel vulnerable to the importation of techniques that may appear to criticize their behavior, values, and styles of interaction. Also Initiatives with really innovative attributes may be treated with suspicion if they come from the organizations leadership because their apparent oddity can be interpreted as a failure to understand the day to day reality of the business. One of the key enemies of change is the perception that change is being imposed by one group upon another. Tesco managed to redirect the evolution of its culture in a way that keyed into its employees beliefs and motivations while focusing faithfully on the needs of its customers. This was a project in which the personal became the practical: a case of cultural change carried out at the human scale, person by person, and action by action.

Benefits and Compensation in Human Resources

Benefits and Compensation in Human Resources What are your benefits is the first thing many applicants ask. Benefits indirect financial and nonfinancial payments employees receive for continuing their employment with the company are an important part of just about everyones compensation. They include things like health and life insurance, pensions, time off with pay, and child-care assistance. Most full-time employees in the United States receive benefits. Virtually all employers offer some health insurance coverage. Employee benefits account for between 33% 40% of wages and salaries (or about 28% of total payrolls). Pay for time not worked is the most costly benefits, because of the large amount of time off employees. Compensation is a primary motivator for employees. People look for jobs that not only suit their creativity and talents, but compensate them-both in terms of salary and other benefits-accordingly. Compensation is also one of the fastest changing fields in Human Resources, as companies continue to investigate various ways of rewarding employees for performance. It is important for small business owners to understand the difference between wages and salaries. A wage is based on hours worked. Employees who receive a wage are often called non-exempt. A salary is an amount paid for a particular job, regardless of hours worked, and these employees are called exempt. The difference between the two is carefully defined by the type of position and the kinds of tasks that employees perform. In general, exempt employees include executives, administrative and professional employees, and others as defined by the Fair Labor Standards Act of 1938. These groups are not covered by minimum wage provisions. Non-exempt employees are covered by minimum wage as well as other provisions. It is important to pay careful attention to these definitions when determining whether an individual is to receive a wage or a salary. Improper classification of a position can not only pose legal problems, but often results in employee dissatisfaction, especially if the employee believes that execution of the responsibilities and duties of the position warrant greater compensation than is currently awarded. When setting the level of an employees monetary compensation, several factors must be considered. First and foremost, wages must be set high enough to motivate and attract good employees. They must also be equitable-that is, the wage must accurately reflect the value of the labor performed. In order to determine salaries or wages that are both equitable for employees and sustainable for companies, businesses must first make certain that they understand the responsibilities and requirements of the position under review. The next step is to review prevailing rates and classifications for similar jobs. This process requires research of the competitive rate for a particular job within a given geographical area. Wage surveys can be helpful in defining wage and salary structures, but these should be undertaken by a professional (when possible) to achieve the most accurate results. In addition, professional wage surveys can sometimes be found through local employment bureaus or in the pages of trade publications. Job analysis not only helps to set wages and salaries, but ties into several other Human Resource functions such as hiring, training, and performance appraisal. As the job is defined, a wage can be determined and the needs for hiring and training can be evaluated. The evaluation criteria for performance appraisal can also be constructed as the specific responsibilities of a position are defined. Other factors to consider when settling on a salary for a position include Availability of people capable of fulfilling the obligations and responsibilities of the job, Level of demand elsewhere in the community and/or industry for prospective employees, Cost of living in the area, Attractiveness of the community in which the company operates, Compensation levels already in existence elsewhere in the company. There are many federal, state, and local employment and tax laws that impact compensation. These laws define certain aspects of pay, influence how much pay a person may receive, and shape general benefits plans. The Fair Labor Standards Act (FLSA) is probably the most important piece of compensation legislation. Small business owners should be thoroughly familiar with it. This act contains five major compensation laws governing minimum wage, overtime pay, equal pay, recordkeeping requirement, and child labor, and it has been amended on several occasions over the years. Most of the regulations set out in the FLSA impact non-exempt employees, but this is not true across the board. The Equal Pay Act of 1963 is an amendment to FLSA, which prohibits differences in compensation based on sex for men and women in the same workplace whose jobs are similar. It does not prohibit seniority systems, merit systems, or systems that pay for performance, and it does not consider exempt or non-exempt status. In addition, the United States government has passed several other laws that have had an impact, in one way or another, on compensation issues. These include the Consumer Credit Protection Act of 1968, which deals with wage garnishments; the Employee Retirement Income Security Act of 1974 (ERISA), which regulates pension programs; the Old Age, Survivors, Disability and Health Insurance Program (OASDHI), which forms the basis for most benefits programs; and implementation of unemployment insurance, equal employment, workers comp, Social Security, Medicare, and Medicaid programs and laws. For the most part, traditional methods of compensation involve set pay levels (wage or salary) with regular increases. Increases can be given for a variety of reasons, but are typically given for promotions, merit increases, or cost of living increases. The Hay Group points out that there is less distinction today between merit increases and cost of living increases: Because of the low levels (3 to 4 percent) of salary budget funding, most merit raises are perceived as little more than cost of living increases. Employees have come to expect them. This base pay system is one that most people are familiar with. Often, it includes a set salary or wage, a set schedule for merit increases, and a set benefits package. Benefits are an important part of an employees total compensation package. Benefits packages became popular after World War II, when wage controls made it more difficult to give competitive salaries. Benefits were added to monetary compensation to attract, retain, and motivate employees, and they still perform that function today. They are not cash rewards, but they do have monetary value (for example, spiraling health care costs make health benefits particularly essential to todays families). Many of these benefits are nontaxable to the employee and deductible by the employer. Many benefits are not required by law, but are nonetheless common in total compensation packages. These include health insurance, accidental death and dismemberment insurance, some form of retirement plan (including profit-sharing, stock option programs, 401(k) and employee stock ownership plans), vacation and holiday pay, and sick leave. Companies may also offer various services, such as day care, to employees, either free or at a reduced cost. It is also common to provide employees with discounted services or products offered by the company itself. In addition, there are also certain benefits that are required by either state or federal law. Federal law, for example, requires the employer to pay into Social Security, and unemployment insurance is mandated under OASDHI. State laws govern workers compensation. As businesses change their focus, their approach to compensation must change as well. Traditional compensation methods may hold a company back from adequately rewarding its best workers. When compensation is tied to a base salary and a position, there is little flexibility in the reward system. Some new compensation systems, on the other hand, focus on reward for skills and performance, with the work force sharing in company profit or loss. One core belief of new compensation policies is that as employees become employee owners, they are likely to work harder to ensure the success of the company. Indeed, programs that promote employee ownership-and thus employee responsibility and emotional investment-are becoming increasingly popular. Examples of these types of programs include gain sharing, in which employees earn bonuses by finding ways to save the company money; pay for knowledge, in which compensation is based on job knowledge and skill rather than on position (and in which empl oyees can increase base pay by learning a variety of jobs); and incentive plans such as employee stock options plans (ESOPs). Compensation programs and policies must be communicated clearly and thoroughly to employees. Employees naturally want to have a clear understanding of what they can reasonably expect in terms of compensation (both in terms of monetary compensation and benefits) and performance appraisal. To ensure that this takes place, consultants urge business owners to detail all aspects of their compensation programs in writing. Taking this step not only helps reassure employees, but also provides the owner with additional legal protection from unfair labor practices accusations. Todays competitive business environment is forcing companies to rethink how to attract and retain top talent without sacrificing business goals. Employee compensation and benefits are an employers primary tools to attract and retain talented employees, but they are facing more scrutiny now than ever. Plan fiduciaries are under increased pressure to adhere to rigid standards in light of recent corporate scandals. Waves of employee benefits legislation and regulation threaten to swamp employee benefit plan administration. Many companies are faced with unmotivated employees whose poor attitude can greatly affect the growth of the company. By introducing incentives, companies can boost employee morale tremendously. A few examples of employee incentives are paid vacations, company sponsored social activities, stock options, and bonuses or pay increases based on performance. These are just a few activities that can lead to a more productive work environment. HR is usually faced with suggestions but is unable to put them into company policy. The most challenge Human Resources department facing is employees turnover. Meeting the demands of todays changing business environment requires building and retaining a loyal and motivated staff. Therefore, finding and keeping quality employees so as to reducing turnover is one of the key challenges of HR department. Employees who feel theyre underpaid will also feel theyre undervalued and are more open to potential offers from outside firms. To a firm, the effects of turnover can be costly. The time and money it takes to recruit, rehire and retain can quickly cut into a firms bottom line. Besides the costs, especially for the high-technology companies, employees turnover means high risks of losing its important technologies and clients. To develop a loyal, motivated workforce and keeping turnover at a minimum, the first step is finding and hiring good people. Therefore, Its crucial to have a recruiting strategy in place. Secondly, it certainly takes more than money alone to attract and retain skilled professionals, its helpful to offer competitive compensation packages, for example: to be flexible and tailor compensation to individual employees; pay a little more than prevailing salaries at other firms; acknowledge your employees contributions as frequently as possible; offer staff members opportunity and reward them when they succeed. Thirdly, creating an employee-friendly work environment also play a role. The implication is clear: The more enriching your work environment, the more likely you are to retain a staff of satisfied, productive employees. The single most challenging issue facing HR executives today is the benefits package a company offers to its employees. Such benefits as retirement plans, healthcare, family leave plans and vacation time are becoming increasingly important to employees. However, such benefits are costing companies a tremendous amount of money each year and its on the rise. Human Resource executives must find a middle ground that will not only please its employees, but also be affordable to the company. The most challenging HR issue facing companies today is the ability to offer a competitive incentive package. Employees today want to work for a company that offers reasonable salaries, excellent health benefits, a pension plan and comprehensive 401k plans. Not to mention tuition reimbursement, child care centers, fitness centers, life insurance, and the all-important paid time off. Each of these perks is very costly to the company, but without them the quality of their workforce would be sacrificed. Companies seem to be adding more benefits to attract and retain employees, but with the increases in the cost of these benefits who know how long they will last. HR executives need to understand their company and be able to offer as many benefits as possible without hurting the profitability of the company. If you own your own business, your employee compensation and benefits package can be the deciding factor for many potential employees. And its not just the money. To make your company competitive and attractive to job candidates, you have to offer an exceptional total benefits package. That makes it a very important part of your business planning and management process if you hope to hire (and keep) top employees. Of all the disciplines in the human resources field, compensation is one of the most complex. Handling compensation issues requires knowledge of employment trends, the value of experience and credentials for various positions and industries, negotiation skills, company budget and the organizations bottom line. Economic conditions also play an important role in compensation and benefits issues. Addressing compensation issues can range from developing competitive wage scales to weighing the advantage of bonus and incentive payments. The term compensation means financial payments such as wages and salary paid to employees. Compensation also includes bonus and incentive payments, raises and company stock awarded to employees. Compensation specialists often have knowledge of both compensation and employee benefits. This is one reason why human resources departments sometimes combine compensation and benefits into one departmental function. HRs efforts to integrate compensation strategies and practices are a key component of successful mergers and acquisitions. In todays whirlwind of mergers and acquisitions (MAs), everyday HR issues such as employee compensation may get blown aside as countless financial and legal priorities take center stage. However, recent research suggests that HR could play a greater role in successful MAs, and, the earlier HR gets involved, the better. Depending on the circumstances of the deal-and the compensation policies of the merging companies-HR may be called on to splice disparate payment plans into a program that fits the new organization, or HR may have to discard the original plans and then create a program from scratch that complements the merged entities. Either way, old and new employees will be concerned about what is happening with their pay, so HR also must develop an effective communications plan to inform and reassure them. Compensation represents the largest of all expenses in most organizations, and it is in turmoil. The Federal governments statements are inconsistent and have resulted in much uncertainty. Executive Compensation is a global issue, including who is an executive, CERP implications, and long and short-term incentives. While some employers are reducing hiring and merit budgets, freezing salaries, decreasing bonuses and pay, passing on of benefit costs, and gasp cutting out 401k contributions they should also remain concerned about holding on to their most talented employees when the economy recovers. With decreasing revenues, sales compensation structures are being revised, such as the trend away from a revenue basis to a profit basis. Then there are the changes in 401(k) and other plans Companies are cutting their match, and the IRS is providing guidance. It is the biggest pain of Compensation and Benefits how to introduce the fair and transparent compensation policy to the organization. In the public sector, this issue is quite easy to solve as their compensation scheme are pretty rigid and people get used to them. But in the large corporations the transparency and fairness of the compensation policy can be a real issue to the employees. The organizations usually know what it means to have a fair and transparent compensation policy. But the pressure of the business and the constant need to change makes almost impossible to make the compensation policy transparent and fair to all the employees. It needs a lot of time and effort. Fair Compensation Policy needs a clear definition of job descriptions and job profiles in the organization. The value of each job must be evaluated and the organization must develop a clear system of jobs within the organization. In this stage the HRM is under a big pressure as the managers know about the impact of the job evaluation to the real salaries and bonuses. The whole system must be clearly supported by the Top Management of the company. When the organization has a clear system of job evaluation and all the job positions are put in the correct order, the organization can develop the Fair Compensation Policy. The fair compensation policy takes the following inputs, job, evaluation, job market situation, business strategy, preferences of the organization. Based on the inputs the HRM can prepare the fair compensation policy, which enables the company to reach better performance. The HRM is responsible for the correct setting and keeping the rules during the procedure of creation of the fair compensation policy. The fair compensation policy means the fair value of each job in the organization and clear process of reaching this fair value. Transparent Compensation Policy is about opening the rules for the compensation policy to employees. When the employees have a chance to understand the principles of the compensation policy and they can take them as fair to them, you are successful in the implementation of the Transparent Compensation Policy. The Transparent Compensation Policy is about the courage to open the rules and the compensation policy must be ready to be open. In case, the compensation policy is not fully implemented and the employees are not fully in the compensation range, it is very dangerous to make compensation policy transparent. Honestly, these basic rules about the Fair and Transparent Compensation Policy are easy to write, but very hard to follow in the real business life. But every HRM should implement Fair and Transparent Compensation Policy to support the performance of the business and to increase satisfaction of employees.

Financial Management Notes Essay -- GCSE Business Management Studies

ROLE OF FINANCIAL MANAGEMENT -  Ã‚  Ã‚  Ã‚  Ã‚  Financial management is one of the functions of management -  Ã‚  Ã‚  Ã‚  Ã‚  Financial management is concerned with o  Ã‚  Ã‚  Ã‚  Ã‚  Profits and losses of operations  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   o  Ã‚  Ã‚  Ã‚  Ã‚  Control over funds o  Ã‚  Ã‚  Ã‚  Ã‚  Ensuring appropriate cash flow is available o  Ã‚  Ã‚  Ã‚  Ã‚  Chas management o  Ã‚  Ã‚  Ã‚  Ã‚  Raising funds / controlling internal funds o  Ã‚  Ã‚  Ã‚  Ã‚  Investment of funds o  Ã‚  Ã‚  Ã‚  Ã‚  Cost control / pricing o  Ã‚  Ã‚  Ã‚  Ã‚  Forecasting / measuring financial performance against expectations -  Ã‚  Ã‚  Ã‚  Ã‚  Accounting is a subset of financial management. Financial transactions must be recorded, classified, stored and eventually reported to the managers. -  Ã‚  Ã‚  Ã‚  Ã‚  OBJECTIVES OF FINANCIAL MANAGEMENT o  Ã‚  Ã‚  Ã‚  Ã‚  Liquidity Refers to cash reserves being held, or to the ability to turn and investment into cash with little or no delay or loss of capital o  Ã‚  Ã‚  Ã‚  Ã‚  Solvency Refers to a business ability to pay its debts when due, and remain a going concern o  Ã‚  Ã‚  Ã‚  Ã‚  Profitability Refers to how profitable the business is from the perspectives of profit on sales, assets and shareholders equity o  Ã‚  Ã‚  Ã‚  Ã‚  Efficiency Examines how well working capital is managed, that is how quickly cash is collected from debtors, inventory sold and creditors paid. o  Ã‚  Ã‚  Ã‚  Ã‚  Growth Once a business is formed and operations commence, it enters a growth phase, where there should be an increase in the number of goods or services sold -  Ã‚  Ã‚  Ã‚  Ã‚  THE PLANNING CYCLE o  Ã‚  Ã‚  Ã‚  Ã‚  Strategic or corporate plans involve how the business can accomplish its objectives, generally to create a strong competitive advantage o  Ã‚  Ã‚  Ã‚  Ã‚  Organisational planning processes involve   Ã‚  Ã‚  Ã‚  Ã‚  The formulation of mission, goals and objectives,   Ã‚  Ã‚  Ã‚  Ã‚  An analysis of key environmental variables that present opportunities, threats, and constraints. It is known as an environmental audit   Ã‚  Ã‚  Ã‚  Ã‚  An organisational audit to evaluate strengths and weaknesses and identify where change needs to be met   Ã‚  Ã‚  Ã‚  The formulation of strategies within deadlines to achieve specific objectives   Ã‚  Ã‚  Ã‚  Ã‚  Monitoring and review to ensure that the mission is on target and that performance indicators are being met o  Ã‚  Ã‚  Ã‚  Ã‚  Tactical plans focus on the most efficient resource use by a business unit or department o  Ã‚  Ã‚  Ã‚  Ã‚  Operational plans are concerned with implementing the strategic plan through day to day processes, procedures, workflow and efficiency o  Ã‚  Ã‚  Ã‚  Ã‚  Financial plans represent the dollar quantification of the stra... ...e lease agreement come to an end. Here the emphasis is on rental, rather than what is effectively deferred purchase. †¢Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  The lessee may be responsible for paying all or any of the maintenance, insurance operating costs etc ï‚ §Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Factoring †¢Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Is the selling of accounts receivable or debtors ledgers to a third party for less than the book value ï‚ §Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Sale and leaseback †¢Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Refers to a transaction in which the seller retains the use of an asset such as occupancy of a building, by simultaneously signing a lease, with the purchaser of the asset at the time of sale -  Ã‚  Ã‚  Ã‚  Ã‚  EFFECTIVE FINANCIAL PLANNING  Ã‚  Ã‚  Ã‚  Ã‚   o  Ã‚  Ã‚  Ã‚  Ã‚  EFFECTIVE CASHFLOW MANAGEMENT ï‚ §Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Source of funds = use (application) of funds ï‚ §Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Sources include †¢Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Injection of new capital †¢Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Raising new loans †¢Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Reductions in stock ï‚ §Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Applications include †¢Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Pay out of loans †¢Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Tax paid †¢Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Purchase of fixed assets ï‚ §Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Management strategies for cash flow problems include †¢Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Shortening the operations cycle †¢Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Increasing net profit margins †¢Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Increasing trade payable †¢Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Borrowing money †¢Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Maintaining a minimum cash reserve

The Role of Alcohol in Fitzgeralds Tender is the Night Essays

The Role of Alcohol in Tender is the Night      Ã‚   All of the main characters in Tender is the Night are wealthy enough that they can lead a life of leisure. One of the main activities of this lifestyle is drinking. Drunkenness causes and is the result of many negative things that happen to the characters. This is evidenced the most by the actions of Abe North and Dick Diver. The first time we meet Dick Diver in Fitzgerald's Tender is the Night he is "going from umbrella to umbrella carrying a bottle and little glasses in his hands"(Fitzgerald, 11). From that point on there is alcohol involved in almost every scene.    The first time that alcohol played a major role was in the duel between Tommy Barban and Mr. McKisco. McKisco was drunk when he challenged Tommy to the duel. He was also drunk when the duel went on. Both shots missed and the duel was over, but the role of alcohol had made its impression.    Abe North was the first character to be portrayed as an alcoholic. Rosemaary noticed that "his eyes were bloodshot form sun and wine"(Fitzgerald, 60) and that "he was always stopping in places to get a drink"(Fitzgerald, 60). He repeatedly missed the boat back to America and as a result of his drinking habits a dead Negro appeared in Rosemary's bedroom. Abe North eventually died in a fight at a speakeasy. Drinking caused his entire downfall. There really was not much background given on Abe that would give the reasons that he drank. His career was not very successful, but it really could not be determined which came first, his drinking or his lack of success.    Rosemary had her first drink with the Divers and the Norths. She did this because she thought it would somehow bring her closer to the group. She... ...He no longer practiced medicine and he was not helping Nicole get any better. His drinking went on to cause him further unhappiness by making things with Nicole even worse, and was the reason that he lost both his social standing and his career.    Alcohol had some effect on all the characters in Tender is the Night either directly or through a loved one. It was the cause of the ruin of two of the main characters. Drinking played a very important role in many of the events that took place.    Works Cited and Consulted: Bruccoli, Matthew J. and Judith S. Baughman. Reader's Companion to F. Scott Fitzgerald's Tender Is the Night. Columbia: University of South Carolina Press, 1996. Fitzgerald, F. Scott. Tender is the Night. New York: Collier Books. 1982. Stern, Milton R. Tender Is the Night: The Broken Universe. New York: Twayne, 1994.

Coca Cola Economic Position Paper

Running Head: ECONOMIC POSITION Coca Cola Economic Position Paper ECO 365 Coca Cola is the world’s leading manufacturer and distributor in the beverage industry. The economic position of Coca-Cola is determined through careful analysis of the organizations history, market conditions, market trends, and finally the recommendations needed for the future of the organization in their economic position. Overview of the company will consist of the history, industry market, the role of government regulations, and issues or opportunities. History of Organization A pharmacist John Pemberton founded Coca Cola in 1886. Pemberton took the caramel colored concoction to Jacob’s pharmacy and added carbonated water. The initial take on this strange water was so good that Jacob’s pharmacy sold approximately nine glasses a day at 5 cents apiece. After Pemberton’s death in 1888, the colored water went on a century later to sell more than 10 billion gallons of syrup. During World War II, the company established manufacturing for overseas operations and by the end of the war had become an international company. Coca Cola has developed into the largest beverage organization since 1886, an unimaginable dream come true for the founder. Coca Cola operates â€Å"in more than 200 countries and market a portfolio of more than 3,000 beverage products including sparkling drinks and still beverages such as waters, juices and juice drinks, teas, coffees, sports drinks, and energy drinks† (The Coca Cola System, 2010). The core philosophy for the bottling of each product is on building local relationships with customers and communities and is the foundation for growth (History of Bottling, 2010). The mission of Coca Cola is â€Å"To refresh the world, to inspire moments of optimism and happiness, and to create value and make a difference† (Coca Cola, 2010) Market of the Coca Cola Corporation The Coca Cola Corporation operates in vast marketplace, that is to say the company operates on a global platform, expanding 200 plus countries. The Coca Cola Corporation focuses on the non-alcoholic beverage market in the â€Å"drink† industry. Incorporating over 400 brands and over 3,000 other beverage options, the Coca Cola Company is the largest beverage company in the industry. (Coca Cola Corporation, 2008) . The brand, Coca Cola, recognized as the world’s most valuable trademark is bringing in positive cash flows of over 8 billion dollars annually. (Coca Cola Corporation, 2009) . Role of Government Regulations Coca Cola bottlers are presently making non-refillable recyclable plastic bottles in the United States as well as markets around the world. Many bottlers offer refillable containers, which are also recyclable. Coca Cola states, â€Å"Legal requirements have been enacted in jurisdictions in the United States and overseas requiring that deposits or certain eco-taxes or fees be charged for the sale, marketing, and use of certain non-refillable beverage containers. † All of Coca Cola’s services in the United States and in other parts of the world are subject to a variety of environmental regulations and laws. In following the laws and regulations within the United States and around the world, Coca Cola has not nor anticipates any adverse affect on the company’s competitive position, capital, or net income. Issues or Opportunities The health issue challenge can disrupt the growth of the soft drink industry. However, opportunities exist for CCE to continue to stay ahead in the beverage industry. For example, penetrating multiple markets around the globe is a strategic move that will allow acquisition opportunities and enhance the market and financial gains of the company. In addition to acquisition efforts, tapping into the existing bottled-water market frenzy is another opportunity Coca Cola has to regain market growth. The beverage segment of bottled water is rapidly on an incline in the United States as more people are becoming aware of the need for a healthy lifestyle. By tapping into the bottled water segment, Coca Cola will strategically position itself for growth. Taste is the ultimate power behind selling a beverage; by offering flavored water to the consumer-markets, new and re-brand, loyalty is increasing. Re-brand loyalty is important because consumer segments that lost interest in soft drinks are looking to live better by a smarter selection of food and beverage. Market Structure _Current _Market Trends The Coca Cola Company (TCCC) operating in an oligopoly is a trend in the carbonated beverage industry not expected to change. This statement, made on the fact that the Coca Cola Company operates not only in the carbonated beverage market, but is a diversified corporation operating in the non-alcoholic drink market. The diversification of TCCC was necessary to continue its competitiveness with market trends in the industry. In recent years, the trends have shown the carbonated drink industry declining in lieu of the health conscious position. Simply stated, the company competes in a variety markets including teas, coffees, energy drinks, and many others facets of the industry. As a result, TCCC competes with only a few corporations in the drink market such as, Nestle and PepsiCo. (The Coca Cola Company, 2009) . TCCC, along with the competitors, operate in collusion with one another in an effort to maintain consistency and sustainability in the non-alcoholic drink market. An important point to note, oligopolistic organizations operate interdependently and are viewed as collusive (cooperating) or noncollusive (not cooperating). Oligopoly market structures have other defining characteristics that differentiate from the monopolistic competition market structure. Figure one provides some of the characteristics that define an oligopoly market structure. Figure one {draw:frame} Impact of New Companies Entering the Market _Current _Market Trends Currently, the carbonated beverage industry has three major corporations that have a strong presence in the market. The Coca Cola Company, PepsiCo, and Dr. Pepper Snapple Group maintain the majority structure of the market share in the industry. The statistics measured in 2008 have the Coca-Coca Company dominating at approximately 40% with PepsiCo and the Dr. Pepper Snapple Group placed at 20. 1% and 8. 5% respectively. The other players to the marketplace compose the remaining 31% (Datamonitor, 2009) . New companies have surfaced in the drink industry and have stirred the competition, at least enough for companies like TCCC and PepsiCo to be observant of their presence. Simply stated, TCCC monitors the newcomer and surveys the public reaction to the product. Figure two {draw:frame} New companies entering the carbonated beverage market would have significant entry costs (advertising and marketing) to compete with the majors previously identified. â€Å"The nature of the market demands an intensive marketing campaign in order to generate and maintain a successful brand image. With Coca Cola Company and PepsiCo so firmly established in this area, even aside from the costs, this acts as a daunting deterrent to potential entrants † (Datamonitor, 2009, p. 18) . Prices Current _Market Trends CCE's trailing-12-month return on capital (ROC) is 11%, compared to a stout 15. 9% for Coca Cola. (Pienciak, 2010) the company is already in a price war and needs to make a change to improve its competitive advantage in the market. For this reason, Coca Cola recently announced that it would obtain the world’s largest bottler of Coca Cola-owned beverages n ames. The merger should improve operations and assist in adjusting to customer preferences. Pienciak (2010) states, â€Å"Essentially, owning the North American bottling business boils down to flexibility—both in product innovation and pricing. Technology _Current _Market Trends Recent movements in technology for Coca Cola improvements and modifications have come from the market trend of cleaning up the atmosphere. Coca Cola is committed to putting as little pollution into the atmosphere as possible and has given a press release that states, â€Å"100 % of their new vending machines and coolers will be hydrofluorocarbon-free (HFC-free) by 2015. Coca Cola is committing to use its scale to aggregate demand and encourage supply as a means of accelerating the transition to HFC-free refrigeration equipment† (News Release, 2010). Productivity _Current _Market Trends Coca Cola offers one of the largest widely distributed products for beverages, in a market, which reaches across the globe. Coca Cola's products are so popular that three million people consume them annually. Its product line has 3,000 varieties (Coca Cola, 2010). Production systems include soda, water, juice, tea, and sport drinks. Productivity includes the system with fixed and variable inputs, including the manufacturing, the branding, the bottling operation, marketing activities, and, of course, one of the most important is the packaging. These market trends change with time as the changing needs, and desires of the consumers change The market trend productivity is on the rise for Coca Cola. In June of 2009, Coca Cola announced a new structure for productivity, the three new structures â€Å"Global Business Services, Global Information Technology, and Transformational Productivity† (Press Center, 2009). Because Coca Cola has created a new structure for productivity, they promoted five new executives, making room for more promotions and new hires. Cost Structure _Wages and Benefits_ _current market trends. _ Fixed and _Variable Costs current market trends. Fixed costs are those such as factories, which do not change regardless of the level of production. Variable costs include such things as cans, bottles, and hourly wages, these things directly relate to the level of production. Because of its vast economies of scale, Coca Cola has very low variable costs. Coca-Cola uses sugar, bottles, cans, and soft drink syr up as inputs. Because it is a very large buyer, it can use its influence to obtain these goods at reduced rates. Coca-Cola creates its own syrup, the recipe for which is a trade secret. TCCC sells Coca Cola Enterprises the syrup, which they use to create beverages, and then distribute. Therefore, in spite of Coca Cola’s relatively good salaries and benefits, its variable costs are a minor consideration. However, its fixed costs are considerable. Each factory costs millions of dollars to build and maintain, as well as the bottling equipment, recycling equipment and vehicles. Price Elasticity of Demand Current Market Trends â€Å"Price elasticity of demand is the percentage change in quantity demanded divided by the percentage change in price (Colander, 2008, p. 128) . Concerning the Coca Cola Company, price elasticity of demand is, at best, subjective to many areas of business. Geographic location, type of product/brand, and competition are facets considered subjective when speaking to price elasticity of demand. Market trends in price elasticity of demand relative to the â€Å"standard carbonated offering† (cola, sparkling) are concentric. Simply stat ed, the prices are inelastic to reasonable price changes; however, pressure from health groups may influence the future state of price elasticity of demand in the carbonated beverage industry. In recent estimations, â€Å"the price elasticity for all soft drinks is in the range of –. 8 to –1. 0. (Elasticity of –. 8 suggests that for every 10% increase in price, there would be a decrease in consumption of 8%, whereas elasticity of –1. 0 suggests that for every 10% increase in price, there would be a decrease in consumption of 10% )†(Brownell et al, 2009, p. 1602) . Competitors Current Market Trends Coca Cola is a very diverse organization with over 400 brands dividing into approximately 3,000 products. Competition includes companies such as PepsiCo. nd Aquafina; the variety of competitors stretches through the supply and demand chains to include organizations like Starbucks or any store that carries products other than Coca Cola brands Pepsi Co. is the leading competitor for Coca Cola because of the ties with the carbonated beverages for which both companies produce. PepsiCo and Coca Cola have fought a â€Å"Cola War† (Strauss, 2010 ) for decades with their marketing techniques and following the flow of market trends. Supply and Demand Analysis Current Market Trends In a new report from Beverage Digest, a remarkable downturn in the soft drink market is accelerating. Total US sales fell 2. 3% in 2007, which was worse than the 0. 6% drop in 2006, which was, in turn, worse than the 0. 2% decline in 2005. The carbonated soft drink industry has moved from roughly 3% growth in the 1990's to increasing rates of decline in the last three years. Then again, the US is doing its best to keep Coke afloat. Even with the recent declines, the U. S. still has the highest consumption of carbonated soft drink per capita in the world (Kedrosky, 2008). Coca Cola’s expansion into other markets has absorbed the decline in demand for carbonated soda, as the demand increases for their other products in the US. Globally Coca Cola’s demand is still increasing with expansion into newer territories. Impact of Government Regulations Current Market Trends Final Recommendations The analysis thus far of the economic position for Coca Cola is only lacking in recommendations for the future, price, production, and composition of inputs, global competition, and the possibilities of expansion. Government policy, social diversity, and business ethics will be necessary as part of the recommendations for the future status of Coca Cola’s economic position. Price As the world’s largest provider of non-alcoholic beverages CCE has positioned itself in the market as the standard for others to follow. Competitors are constantly knocking at the door and for this reason CCE needs to continue to be innovative with pricing strategies throughout the world market. The trend today is prices on non-alcoholic beverages are increasing, fuel, and electrical cost are higher causing companies to raise prices. CCE can maintain its position as the world leader by reducing costs and pass the savings on to customers. Production The North American and Western Europe markets have been difficult for CCE recently. Both markets have shown a decline due to consumers turning towards healthier non-carbonated beverages. Prices for raw materials that CCE needs to produce its products have become more expensive. To combat these obstacles CCE needs to provide innovative ideas and methods to reduce production cost. CCE could benefit from cutting down on employees and utilizing assets more efficiently. CCE might benefit from new products that are non-carbonated. New products would appeal to the healthier consumers. Composition of Inputs Many different inputs are needed to produce the 3,000 different varieties of Coca Cola products. Figure 3 below shows how some of these inputs work together to produce the final product. Figure 3 {draw:frame} Some of the other inputs are the quality of work performed by employees, and vendors who supply the bottling process. All of these inputs work together to create the most recognizable brand in the world. (Figure 3 provided by Fuzzy Logic Control) Global Competition Global competition is much like national competition and one of the biggest competitors is the neighborly PepsiCo. For Coca Cola, it is vital to watch the competition in its back yard. PepsiCo being from the same country is the biggest competitor. Import and export scenarios are much the same for both companies making production costs in competition, which in turn makes the price of each beverage competitive. The three primary issues TCCC can focus on to keep up with the competition globally are: (1) expansion in countries that are growing rapidly, (2) expansion on lower sugar beverages, and (3) expansion into noncarbonated beverages (Sivy, 2007). All three expansions will help maintain a competitive edge as well as diversify the company making Coca Cola stock more sustainable. The recommendation for Coca Cola is expansion. Analysis of Government Policy, Social Diversity, and Business Ethics on Expansion Government policies result in TCCC being proactive in meeting or exceeding rules and regulations, on a national and global plane. Expansion of operations demand TCCC follow local, state, federal and foreign government policies to ensure cohesion exists between the units to satisfy the objectives of each. The new market trends in the beverage industry indicate a shift to the health-conscious position, thus increasing the need for TCCC to expand into new markets. National and State government policies designed to rid the public school systems of high-calorie beverages create new challenges for carbonated beverage providers, thrusting TCCC to diversify its offerings to support a healthy lifestyle for children. Foreign governments have accused carbonated beverage makers of allowing harmful levels of pesticides in their carbonated offerings, thus increasing the need for higher standards of quality in to be placed into the product. Both challenges have a direct impact on expansion, but also provide for innovation in the carbonated beverage industry. Social diversity is an aspect of expansion directly affecting TCCC in a positive direction. Expansion of operations suggests global implications; meaning more opportunities for a diverse workforce. TCCC operating in a global arena demands the company use diverse workforces to improve its position in the marketplace. The company can both educate while also learning from individuals cultural backgrounds to propel TCCC to greater achievements in the beverage industry. Business ethics are an important feature of expansion. TCCC is committed to performing all business dealings with the highest morals and standards in the industry and is reflective of their Code of Business Conduct in daily operations. Business ethics encompasses a large and often complex set of guidelines to abide by. Expansion often suggests the mitigation of competition through mergers or corporate takeovers. TCCC has the responsibility, in such cases, to act with integrity to its adversary. Conclusion The market trends of the economy will cause changes for Coca Cola; however, the organization is very stable and will often lead the industry into new market trends. All variables will touch Coca Cola at some time but several that affect the organization on a regular basis are new companies, prices, new technology, variable costs, competitors, supply and demand, and globalization. Coca Cola has led the industry in innovation. Through expansion into new markets around the world, Coca Cola will continue to lead the industry. References Brownell, K. , Farley, T. , Willet, W. , Popkin, B. , Chaloupka, F. , Thompson, J. , & Ludwig, D. (2009, October 15). The Public Health and Economic Benefits of Taxing Sugar-Sweetened Beverages. The New England Journal of Medicine, 361(16), 1599 – 1605. Retrieved from http://content. nejm. org/cgi/content/full/NEJMhpr0905723 Coca Cola. (2009) Annual Report. Retrieved from http://www. theCocaColacompany. com Coca Cola buys stake in Honest Teas. (2008, February 06). Oligopoly Watch. Retrieved from http://www. oligopolywatch. com/2008/02/06. html Coca Cola Finance KO, 2010. Daily Finance. Retrieved March 31, 2010, from http://www. dailyfinance. com/company/the-Coca Cola-company/ko/nys/top-competitors Pienciak, Mike. (2010). Coca Cola Plays Copycat. Retrieved April 4, 2010 from http://www. fool. om/investing/dividends-income/2010/03/03/Coca Cola-plays-copycat. aspx The Coca Cola Company. (2009, July 16). Datamonitor, 1 – 26. Retrieved from www. datamonitor. com Strauss, S. , 2010. How to Research Your Competition. Retrieved March 23, 2010, from http://www. microsoft. com/smallbusiness/resources/expert/strauss120105. mspx Coca-Cola. (2009). The Coca-Cola Company. Re trieved March 28, 2010 from http://www. thecoca-colacompany. com/ourcompany/index. html Kedrosky, Paul. (2008 March 12). â€Å"U. S. Tries to Keep Coke Afloat†. Seeking Alpha Online. Retrieved April 6, 2008, from http://seekingalpha. om/article/68286-u-s-tries-to-keep-coke-afloat? source=yahoo Coca Cola Corporation. (2008). _The Coca Cola Company Fact Sheet (Fact Sheet). Retrieved from Coca Cola Corporation: http://www. theCoca Colacompany. com/ourcompany/pdf/CompanyFact_Sheet. pdf Coca Cola Corporation. (2009, February 9). _The Coca Cola Company Fourth Quarter and Full Year Results (Annual Report). Retrieved from Coca Cola Company: http://www. theCoca Colacompany. com/presscenter/nr20100209_corporate_fourth_qtr_earnings. html Coca Cola Enterprises. (nd) http://www. theCoca Colacompany. com/ citizenship/pdf/10k_12_19. df Datamonitor. (2009). Global Carbonated Soft Drinks. Retrieved from Datamonitor: www. datamonitor. com http://www. allbusiness. com/consumer-products/food-bev erage-products-nonalcoholics/7867864-1. html http://www. globalhealingcenter. com/soft-drinks-america. html http://www. scribd. com/doc/9995196/Swot-Analysis-of-Coca Cola Sivy, M. , 2007. In cola wars, Coke now has the edge. Retrieved April 11, 2010, from http://money. cnn. com/2007/04/12/magazines/moneymag/colawars. moneymag/index. htm? section=money_commentary_sivy Unk (2007). The most recognized brands.

Summary of the Yellow Wallpaper

Summary of â€Å"The Yellow Wallpaper† by Charlotte Gillman In â€Å"The Yellow Wallpaper,† Charlotte Gillman tells a story of a woman, her husband, and their three month stay at a beautiful home with hideous yellow wallpaper in the master bedroom. The story begins with the woman’s complaints to her husband John about his choice to use the room with the yellow wallpaper instead of one with roses on the window being denied because he felt it would be good for her â€Å"nervous condition†.The woman thought that there was something strange about the house but John told her that her feelings were mere nonsense and that she should get plenty of rest during their stay to try and help her condition. He told her that she should also stay away from her love of writing while he is away treating his patients because it would be too stressful for her condition. During John’s frequent absences the woman begins to obsess over the yellow wallpaper, even going as f ar as to stare at it all night. The woman began to hallucinate about a lady being trapped within the wallpaper after dark and creeping around the garden by day.Her husband thought she was getting better when all that was occurring was his wife was going crazy trying not to bother him. The woman spoke of a recurrent spot where the pattern lolls like a broken neck and two bulbous eyes staring at you upside down. By the end of the story the woman barricaded herself in the master bedroom, ripping down wallpaper in a desperate attempt to free the lady that creeps in the garden by day and is trapped in the walls at night. The purpose of the story is to show how both men and women should have a purpose in society.