Sound Vs. Silence :: essays research papers

The most apparent difference between Dracula and Nosferatu is that one was made while film was still without sound-at least dialogue-and the other was not. This difference, though not a revelation in itself, leads to a great number of much more in-depth contrasts that deserve discussion. In making a silent film, a director must rely on sight-and a certain amount of text-to portray to the audience his intended emotional, and intellectual reaction. As a result of this, the director is not able to go into in-depth character development with the same kind of resources as a director of film that is not silent. In the case of Nosferatu, this leads to a very limited number of characters have any kind of depth whatsoever. This is not to say that every character does not have about him or herself a certain image, or that every character does not extract a certain emotion from the audience. It is simply to say that a great number of characters in Nosferatu use only image to achieve their desired effect. For example, in Dracula, if one were to see Dracula walking down the street, an adverse reaction would be somewhat illfounded. Outside of his clothes, Dracula is a normal looking person. In Nosferatu, however, Dracula is more or less a freak. The end result of this is the audience having the same image of Dracula in both movies, one achieved this through extensive dialogue, and one simply through the appearance of a character. Another example, in Dracula, the first character that is given any kind of development whatsoever is Renfield, and throughout the movie, Renfield is transformed first to a blood sucking savage, and then slowly returned to a character with a heart, and a little bit of compassion. However, in Nosferatu, Renfield is already the blood sucking savage, cooped up in the loony bin, eating bugs when the movie starts, and the extent of his role seems to be nothing more than to provide more insight into the nature of Dracula.Perhaps the most interesting contrast between the two movies is that although they are based on the same novel, their story lines do not coincide. This is apparent in the beginning when in Dracula, Renfield is the one who travels to Transylvania, whereas in Nosferatu, John Harker is the one who travels to Transylvania. It is not explicitly clear in Dracula who the owner of the property that Dracula purchases is; however, in Nosferatu, it is clear that John Harker is the own er, and his trip to Transylvainia is for the purpose of selling the property to Dracula.

Performance Management Essay

Q: 1 ————————————————- Be able to identify and agree performance objective 1.1 Explain link between individual team and organizational objective Link between organizational objective and the team is very important for the progress of an organization. Organizational objective are set in order to achieve the goal of an organization. Every organization has an aim to achieve so until every single member of staff not know the objective of the organization it’s difficult to achieve that goal. In an organization there are certain groups and each group has different teams. Every individual team has different task to do but all these different tasks are linked to the main objective of the organization and all the individual team tasks are support the objective of organization to fulfill. If the organizational objective is clear to the every individual team member than it’s easy to achieve team task. Principal behind the link between individual team and organizational objective is that if the individual team knows the organizational objective than they can play better role to achieve objective and can easily complete their individual task which support to achieve organizational objective. 1.2 Identify the selection of and agree individual and team objectives Team is group of people which work together to achieve goal every team member has different task which related to the objective of the team. Agreeing team objective is more difficult to agreeing individual objective because there are more people involved mean more skill, experience and handling problem with different ways. So than one should be more carefully deal when agreeing the team objective. Identifying and selection of and agree individual and team objective has very important for achieving the main objective of organization. If we selected right persons for achieving the individual objectives then it’s easy to achieve the team objective as well as organizational. Every team has its own team leader and he has an objective to achieve to complete that objective he has to complete different task to complete he has to select right person from his team to fulfill that task .for different tasks he has to select different people from his team to achieve that task which support to complete the overall team objective. When  team leader give task (individual objective) to his team member he should give him step by step training to achieve his goal. On other hand each team member should know the team objective as well to achieve their goal. Every individual and team objective should be SMART 1.3 Identify and agree area of individual and team responsibility in achieving objective Every individual and team should to understand his responsibility and try his best to agree with his responsibilities. Successful team can be responsible of different tasks and team objective which support the organizational objective the main responsibility of team is to achieve his team objective. Help each individual to complete his task. Every team should follow the planned the assignment which set by the director of the organization because every team objective is linked to organizational objective. Team should inform the project manager of task status and any problem arisen. Every team should select right person having right skill and knowledge to compete the task. Every individual should also try his best to achieve his goal because it’s important to achieve the team objective as well as organizational objective. Every team member should make real effort to build strong relational ship with each other. Each team member should give support feedback and gaudiness to other team member to achieve goal. Each staff member expresses loyalty and motivates other to work. If team and all individual are fulfil their responsibilities then it’s easy to achieve the organizational goal. 1.4 Identify the need to create an environment of trust and support with other Environment of trust and support in team member and organization is very useful to achieving the organizational goal If the entire individual in team has good relationship then they support each other give them feedback and gaudiness as well by this it’s easy to achieve goal for them. As we know that’s individuals objective supports to achieve team as well as organizational objective. So that as manger one should build following things to make environment pleasant * Increasing relation between staff member * Decreasing clashes to the neutral * Try to convert neutral to good and leading to excellence Advantages of Trusting * Staff member are more willing to share idea and work sincerely * Staff member are more willing to help each other and try their best to achieve the goal. * Saving of recourses (physical and financial) * More motivated for working * Sincere with organization ————————————————- Q2: Be able to assess performance and provide feedback 2.1: Evaluate and assess individual and team performance against objectives Assessing performance of individual and team performance against objective is very important for overall performance of the organization because it’s related to the overall performance of the organization. Best team and individual performance is which support the organization performance. Identifying objective Easy way to assess the performance is to split the objective in different tasks and give each task to the team and further to the individuals. Assessing performance Balanced analysis of performance beside designed objectives, taking all applicable factors into account. After doing that one have to check the results of the each task giving to the team and individuals as well. If they achieve than they can build success to achieving the main objective of the organization and if they cannot achieve the desirable performance then organization should think about the problems which prevent them to achieve desirable performance. Then first thing is to take in account is that the team at least understands the objective of the organization because without understanding the objective no one can achieve goal. There are also many other factor which can be affect the performance of the individual and the team like No enough support and training, Unsuitable environment and Financial problems etc. These are some factor which should be taken in to account to improve the performance to the desirable level. 2.2 Identify the  method to providing feedback to individual and team on performance Feedback can be define as process in which the effect or output of an action is returned to modify the next action Feed back is actually comments about something with which you have any type relation. Feed back is of two types positive or negative Positive feedback is good to improve yourself and identify your weakness and you can improve it if you want. Negative feedback is destructive and base on fact and reality which cause of angry and disturbance Usually feedback is taken from website, monthly or yearly review, survey or customer etc. There are many Methods to provide the feedback Sandwich method7 (expect a negative comment after praise). BOOST Method †¢ Balanced – contain together decent and beneficial points †¢ Observed – only give samples of what you have seen the somebody say or do †¢ Objective – feedback should be truthful and not an spasm on someone’s character †¢ Specific – always use exact patterns †¢ Timely – feedback should be given as near to the occasion as possible. EEC model8 †¢ Example – what performance you have detected †¢ Effect – on the viewers, on you, on your examination †¢ Change – what change in performance do you expect Feedback should be taken from serious personality Feedback should be taken after event soon Find someone private for feedback Give enough time to give feed back Take good care of privacy and honesty while taking feedback After taking feed back its very sensitive mater to provide the feedback so it should be handle very carefully. The purpose of providing feedback to the team and individual should be basis of maintenance, improving performance. While providing feedback to team or the individuals something should be keep in mind Positive points should be first to reduce conflict. It should be like information sharing. It should be not over loaded or in detail. During providing feedback it required ability of patient. Language should be expressive of specific behaviours rather than general remarks representing value judgments. All comments should be based upon visible performance and not assumed motives. 2.3 Identify the cause of conflict and describe strategies to minimize or prevent conflict Business dictionary define conflict as friction or opposition resulting from actual or perceived differences or incompatibilities. 2 Conflict may be positive or negative. There are many cause of conflict Personal factor Lack of information If any staff member is unconscious about information of any event, reformation or any other happening in the organization cause conflict. Skill deficits Lack of skill and knowledge also cause conflict. Personality and style differences Everybody in the organization has different style and personality that’s also cause of conflict in the organization. Substance abuse and Family problems also cause of conflict in the organization. Organizational factor There are some organizational factor are also cause of conflict in the organization like Leadership If the leadership is not leading his organization properly than it’s the big cause of conflict. Management Lack Managing qualities in organizational managing team cause conflict among its members Budget Insufficient budget and improper distribution cause conflict in organization. Poor communication among the leadership, management and the staff member cause of conflict in the organization. Different values of different staff member, personality clashes and poor performance also the cause of conflict  in the organization. Solution Solution of conflict in the organization is hidden in following factors Minimizing authorities By the minimizing authorities conflicts decrease. Improving polices By improving polices of organization to decreasing conflict Communication Communication among staff member is solution of conflict. Due to poor communication they can say nothing to the higher authorities and cause conflict between them. By Providing support to the staff member also reduce conflict. Injustices in rewarding staff member or injustices in any other matter are also cause conflict so that justice in every matter is a solution of conflict as well. If there is conflict between any of the staff member of the organization then one should take following steps Step 1: Intervene Where conflict exist one should involved his self in the problem and let know about people involved in it. Step 2: Listen and discuss By allowing every person to give their views and opinions you will have the opportunity to hear what each person thinks, and they will have the chance to hear what the others involved think, too. Step 3: Make your position clear You have to make your position clear which is acceptable by every involved parties or individual Step 4: Negotiate a win/win outcome One should make his position neutral in the situation and make agree everyone on the same opinion which is acceptable to every one Step 5: Monitor the situation After the you have to arrange some formal and informal meeting to monitor situation A formal follow-up meeting attended by all interested parties and Informal meetings just to check how things are going. 2.4 Explain recording system for performance assessment for individual or team The accomplishment of a given task measured against present  known standards of accuracy, completeness, cost, and speed. In a contract, performance is deemed to be the fulfilment of an obligation, in a manner that releases the performer from all liabilities under the contract. 5 The maintenance of a history of one’s activities, as financial dealings, by entering data in ledgers or journals, putting documents in files4, etc. is known as recording system. Recording system for any organization is very necessary to improve itself and to achieve desirable performance. There should be recording system in organization for performance assessment for every team and individual. There should be link between team and individual previous performance with current performance. By this we can check its progress and taking step against poor performance is easy. Recording system of performance of individuals and team are very important for the maintenance and improving performance. If the recording system of performance is exist in the organization then it’s easy to compare the performance of any individual and team and can easily obtain their progress report. Other advantage of the performance recording system is that all the individual and teams try to improve their performance to keep their record good for good reputation in the organization. So there should be a proper system in the organization for keep record of performance of the team and the individuals. All monthly and the annuals performance reports should keep in record. If some individual or team perform well or make a big mistake should also keep in record for basics of appreciation and maintenance. Q3 Be able to understand performance support for improvement. 3.1 Explain performance improvement cycle Performance improvement cycle is a cycle of development. If someone has poor performance then one should has to be pass through the improvement cycle to develop his abilities to show better performance. There are following steps of improvement cycle Identify In this step you have to identify his weakness and reason of his weakness. This is very important step of the improvement cycle because without correct identification diagnose of problem is not possible. After identify problem  you have to identify its reason also. Opportunities After identify the problem and its reason than you have to look at all the opportunities available to improve its weakness. Agree plan of action After look at all opportunities you have to decided that which one are more opportunities suit you to improve his weakness and then you have to act upon his plan. Review After that you have monitor to monitor performance. If everything is going as you want and agreed then you will be able to encourage the team member. If the things are not going well then you have to sit again to argue the trouble and find the key. 3.2 Discuss the indicator of poor performance Poor performance is define as when member of your team performing less than your hope. There are many reasons behind the poor performance that’s why it’s not an easy job to find out the reason of poor performance. But to find out the reason of the poor performance is very important because without indicating any problem cure of problem is difficult. There is some common reason of the poor performance. * Targets and goals are out of reach. * Team member of staff is insincere * Quantity of work * Team members’ ability is not appropriate * Team member is slow in taking decisions * Team member is not experiences and skilled. * Lack of knowledge * Lack of motivation These are main factor which are main cause of the poor performance by improve these you can easily improve performance. You can set the stander of performance By written job description By clearing Objective of organization and out come to member Competence of statement EVALUATING METHODS THAT SUPPORT PERFORMANCE IMPROVEMENT To improve the poor performance of the organization is very important to  achieve the goal .there are few steps which are use to improve poor performance of the organization. Counseling If individual staff member is not performing well that you have to look at his life out of work may be he cannot performing well due to some family or personal problems. You should try to solve problem if possible. Training or coaching If the staff member or not performing well then maybe they need training and coaching to doing that job. After giving them proper training about their job and then monitor them if you got desirable result then they can support to achieve objective of organization. Performance improvement plan Performance improvement plan is a written formal plan to improve the poor performance. There are following steps in it * Identify the problem and its reason * Opportunities * Agree plan of action * Review By this plan one can easily improve his self. Disciplinary That is last step to improving poor performance. Some time employees improve their self when they get last warring. After that if one never improves his self than one dismiss from job. ————————————————- Q4 BE ABLE TO UNDERSTAND ORGANIZATION’S DISCIPLINARY AND GRIEVANCE PROCEDURE. 4.1 Discus the organization’s disciplinary and grievance procedures Every organization has its own rule and regulation but some of the rules linked with the citizen rights and human rights. Especially in United Kingdom any organization cannot dismiss any employee for job without any reason or sold proof so that if any organization does this then the organization has to answer in court. To dismiss any employee the following thing should take in to account * You have to give approx. three warnings 1. Informal warning 2. Formal warning 3. Written last warning * The contract with employee and organization should expired * Organization should have sold proof of his poor performance After that you can dismiss any employee without this if you dismiss any employee due to some personal or family problem than you have to answer in court and may be you have to pay plenty. Grievance allows the individual to compliant to their management. Due to the grievance individual never do uninformed action. Due to this the communication between the employee and management increase and reduce conflict between them as well. Due to complain of employee you can identify many problems to improving performance. Role of manager in disciplinary and grievance procedure Role of manger in the disciplinary procedure a manger should have good relationship between employees. So that he can reach to the real situation of the problem. He should know about that problem seriousness. If problem is serious. Than in this case employee has to dismiss. That’s dark point of management. Following thing a manger should take in to account? The problem should genuine There should not personal problem or family problem There should be witness There should be documentary proof After this a manger can dismissing the employee Grievance is problems or complains that employee lift up against their employers. The role of manager in this situation is very important. He should arrange meeting with the employer and employees. Responsibility of the manager is in this situation is to listen all complains and problem very carefully and attentively with non-judgment condition. So that employees can speak freely. If some think is not clear then manger should ask it again. Manger should understand all complains and his understanding should be same as employer. In this entire situation the manger should be fair. 4.3 Summaries the key aspect of legislation that applies to an  organization’s disciplinary and grievance procedure The act or process of making laws; enactment is known as legislation5 All the employees should be aware of the organizational disciplinary and grievance procedure. When the employee entre to organization. He/she should know about disciplinary and grievance procedure. If organization wants change in procedure they should call meeting. Key aspect of the disciplinary and grievance procedure is below Disciplinary * Keys to handling disciplinary issues in the workplace * Establish the facts of each case * Inform the employee of the problem * Hold a meeting with the employee to discuss the problem * Allow the employee to be accompanied at the meeting * Decide on appropriate action * Provide employees with an opportunity to appeal * Special cases Grievance There is an Acas (Advisory, Conciliation and Arbitration Service) Code of Practice on disciplinary and grievance procedures . It sets out principles that you and your employer should follow to achieve a reasonable standard of behaviour in handling grievances.9 * Let the employer know the nature of the grievance * Hold a meeting with the employee to discuss the grievance * Allow the employee to be accompanied at the meeting * Decide on appropriate action * Allow the employee to take the grievance further if not resolved * Overlapping grievance and disciplinary case * Collective grievances Legislation is define as a law or set of laws suggested by a government and made official 4 Key aspect of legislation of organization’s disciplinary and grievance procedures are above mention if theses key aspect use to solve the disciplinary and grievance scenario in the organization then it’s good for both employer and employee and they will not be not face and legislation act. But if employee or employer not follows the proper way as describe to  solve grievance and disciplinary then they have to face the court. 1. Business dictionary.www.bussinessdictionary.com (accessed date 02/01/2012) 2. BusinessdictionaryAvailablehttp://www.businessdictionary.com/definition/conflict.html (accessed date 04/01/2012) 3. CambridgedictionaryAvailable:dictionary.cambridge.org/dictionary/british/legislation (Accessed date 08/01/2012 ) 4. DictionaryreferenceAvailable:dictionary.reference.com/browse/recordkeeping( Accessed date 09/12/2011 ) 5. Dictionary referenceDictionary.reference.com (Accessed date 07/01/2012) 6. Business dictionary www.bussinessdictionary.com {Accessed date 06/01/2012} 7. LondonDeaneryAvailablewww.faculty.londondeanery.ac.uk (Accessed date 08/02/2012) . 9. DirectGov.Available:http://www.direct.gov.uk/en/Employment/ResolvingWorkplaceDisputes/Grievanceprocedures/DG_10027992 (accessed date 01/01/2012)

Meal Plan Cost Analysis

Nancy StamperSeptember 6, 2012 HSS 303/05Meal Plan/Cost Analysis My meal plan is a bit unusual in that I am temporarily living with family after a experiencing a broken relationship and selling my condo. I am not required or expected to contribute to the food costs of the household. However, I do pick up items from the grocery store on occasion and I go out to dinner with friends. My school schedule is such that I usually eat my meals before and after classes and do not eat at the offerings on campus. I rarely eat fast food or get food from vending machines. During my 7 day food log time frame I spent 42. 93 eating out and around 48. 2 at the grocery. My guilty pleasure is Agave. It is rather expensive but I prefer to use it in my coffee or tea instead of sugar. It has a lower glycemic index and is sweeter than sugar. I prefer the taste. I do like to eat fresh fruits and vegetables. I prefer to buy what is in season as it tastes better and is usually priced better. In my past experie nce it is better to plan your meals around what is in season and on sale that to plan your meals and hope for the best in prices and availability. When eating out, I tend to choose what I want instead of what is healthiest. Eating out is a social event for me.I like to relax and enjoy myself which, for me, does not include analyzing food choices. Because I am frugal (or just plain cheap) I rarely order drinks when out. I cannot justify spending 2. 95 for a glass of iced tea or 7. 50 for a glass of wine when I can get the whole bottle for 6. 99. One thing that I could to do to improve my eating out habits that would be both healthier and more cost effective is to ask the server to box up half of the meal. Restaurant portions are much larger than we should be consuming. This would prevent me from overeating and provided me with another meal for the next day.Overall I am a good shopper. I purchase seasonal food to take advantage of better pricing and quality. I shop strictly from a lis t so I do not over buy. I prepare my list from planned menus and advertised sales. I use coupons to purchase only those items I would normally purchase rather than purchasing an item because I have a coupon. I could improve upon my eating out habits by making healthier choices and eating less. The real benefit of my current meal plan is that my sister is a very good cook and usually prepares dinner every night and she usually makes healthy meals. I ust help clean the kitchen! My food cost breakdown for the 7 days I recorded is as follows: Grocery Store: Grapes @. 99lb 2. 50 Skimmed [email  protected] 2. 99 gal 2. 99 Agave nectar @5. 99 23 oz11. 98 Strawberries @ 3. 99 32 oz 3. 99 Banana popsicles 1. 99 Fish sticks13. 00 Frozen peas 3 bags @1. 00 ea. 3. 00 Pluots 2 lb @1. 69lb 3. 37 Yogurt @ 10 for 6. 00 6. 00 Total48. 82 Fruits and vegetables 12. 86 26% Dairy 8. 98 18% Seafood13. 00 27% Misc13. 98 29% TOTALS48. 82100% Eating out: Mc Donald’s x 210. 34 Bob Evans18. 00 (with tip) Waffle House12. 00 (with tip) Dairy Queen 2. 59 Total42. 93

Free Essays on Iraq Issues

Psychological Approach to the Reconstruction of Iraq Iraq is politically divided along ethnic, religious and ideological lines. The religious groups are vociferously opposed to the continued presence of American troops. The nationalist feel the Americans should not get involved and to let them settle their own affairs. Therefore other apparently small groups organized around particular events are injuring and killing Iraqis, while American troops engage in necessary activities and acts to keep themselves from harm. The apparent contradictions between American ideologies, local customs and cultural beliefs may create too a wide chasm for the current council in place to lay the basis for democratic voting, and a new Western-Islamic hybrid constitution. An imposed American ideology of one man, one vote, is antithetical to Iraqi thinking in which a clan, tribe, and the religious group that an individual belongs are one’s primary affiliations. However in a society organized around tribes and concepts of one man one vote leaves open the terrible possibility that once the majority gets into power it becomes their opportunity to â€Å"get even†. The great psychologist Abraham Maslow (1908-1970) studied the values, which motivate people and help determine their actions. He concluded that all of us fall somewhere on a multi-layered hierarchy of Needs (attitudes and behaviors). The population of people representing the lowest levels of socioeconomic development (poor), the uneducated, and those who are for the most part left out of the larger society- there is no sense of the future. They’d rather live work, and struggle, from day to day. As people move up in prosperity, if they are fortunate and hold fairly routine ordinary low-level jobs, their focus broadens somewhat and they begin to concentrate on the things that will keep them employed. They still have a narrow, ... Free Essays on Iraq Issues Free Essays on Iraq Issues Psychological Approach to the Reconstruction of Iraq Iraq is politically divided along ethnic, religious and ideological lines. The religious groups are vociferously opposed to the continued presence of American troops. The nationalist feel the Americans should not get involved and to let them settle their own affairs. Therefore other apparently small groups organized around particular events are injuring and killing Iraqis, while American troops engage in necessary activities and acts to keep themselves from harm. The apparent contradictions between American ideologies, local customs and cultural beliefs may create too a wide chasm for the current council in place to lay the basis for democratic voting, and a new Western-Islamic hybrid constitution. An imposed American ideology of one man, one vote, is antithetical to Iraqi thinking in which a clan, tribe, and the religious group that an individual belongs are one’s primary affiliations. However in a society organized around tribes and concepts of one man one vote leaves open the terrible possibility that once the majority gets into power it becomes their opportunity to â€Å"get even†. The great psychologist Abraham Maslow (1908-1970) studied the values, which motivate people and help determine their actions. He concluded that all of us fall somewhere on a multi-layered hierarchy of Needs (attitudes and behaviors). The population of people representing the lowest levels of socioeconomic development (poor), the uneducated, and those who are for the most part left out of the larger society- there is no sense of the future. They’d rather live work, and struggle, from day to day. As people move up in prosperity, if they are fortunate and hold fairly routine ordinary low-level jobs, their focus broadens somewhat and they begin to concentrate on the things that will keep them employed. They still have a narrow, ...

Resume Objectives Receptionist Edition

Resume Objectives Receptionist Edition Resume objectives can be difficult to write with precision, and especially if youre unsure of exactly what job responsibilities youre applying for, but the job experts at Best-Job-Interview.com have some tips and suggestions for phrases and key words that will show youre just the experienced, professional candidate that your dream employer is looking for!Describe yourself!An enthusiastic and committed receptionist seeking a position with XYZ company to bring professionalism and poise to their front line. Proven efficiency in operating a multi-line telephone system, providing clerical support and dealing capably with customers and queries. Detail-orientated and highly organized with a desire to meet and exceed visitor expectations.Notice how this example highlights the candidates on-the-job experience (multi-line phones, clerical support, customer service), personal qualifications (detail-oriented, highly organized) and attitude (enthusiastic and committed, professionalism and poise). It positions the candidate as a professional in search of an opportunity, who has plenty to offer.Put The Focus on the CompanyEnsuring customers have the the best experience in accordance with your company protocol is my priority. Self-motivated and organized with an ability to multi-task while dealing with diverse demands, I am seeking an opportunity to join a company that understands that the reception position is key to the companys operational image.This objective line persuasively appeals to the ethos of the prospective employerwouldnt you want a receptionist who understands she or he is the first line of interaction between a company and its clients? Notice how it also sneaks in those motivated and organized qualifications too!Go for EfficiencyBright and energetic professional who can contribute the following to your receptionist role:Proven ability to juggle multiple tasks and responsibilities while taking full ownership of her workExcellent written and verbal communication skillsGood computer skills with solid experience in MS OfficeDemonstrated success in maintaining composure and effectiveness in the face of competing and complex demandsIf you want to highlight specific skills with precision and focus, a bulleted list may be the way to go. This candidates resume objective wastes no time highlighting her or his abilities and experience; note the mix of hard skills (MS Office) and soft skills (managing competing and complex demands).Key Words MadLibs!Use these terms and phrases to help you build your own rockstar objective line:To describe yourself:A problem solverAn energetic professionalAn effective team playerA resourceful individualTo highlight your skills:Proven ability toAble to at all levels of an organizationDisplays a proactive approach toDemonstrated ____ skills an aptitude for learning _____Relevant office tasks:maintain confidentialityhandle sensitive informationprepare written communicationswork with cooperation, flexibility, and dependab ilityresults-driventime management skillsinteract effectivelyin a clear and concise manner

Franchising & Small Business - Business Plan Essay

Franchising & Small Business - Business Plan - Essay Example Business plans expansion in domain where business will provide marinated (ready to heat) food for the target audience. The company plans to meet breakeven by year end. Target audience of the Indo-Pak Meals Corner would include people in Melbourne who have taste buds for Asian spices-enriched food. It shall exclusively cater residents and immigrants from India, and Pakistan and other countries of that region like Bangladesh and Sri Lanka. India is the largest exporter of its skilled worker to Australia in the year 2012 and constitutes15.7 percent of the total program for immigration (Australian education international, 2012). This growing number, along with already residing Indians shall provide good potential for business. Indians are very much into their typical home-done food and this has been taken as opportunity to attract especially immigrants to have home flavor on outside their land. Another main component of target audience, Pakistani though comprise small percentage of total Australian population but students from Pakistan are constantly growing in double digit in Australia with growth rate of 17.6 percent. Again these people are new entrants to land of Australia and are attracted to the home spices. Indo-Pak Meals Corner plans to operate with four full time employees, a chief chef, chef, helper (for grocery, cutting and cooking) and service man. Initial outlay comprises of location, licensing, fixed and other expenses as the outlet is a start-up from zero. Indo-Pak Meals Corner exists to provide people with the best blend of food from India and Pakistan flavors to any one and everyone with need of daily fresh handy meal ready to eat on their way to destination. This company has no background history and a new start up. However, it plans to develop long history of tasty food. The management of the company has expertise in managing restaurant offering such spicy foods. In short term the business

Construction Dispute Boards Essay Example | Topics and Well Written Essays - 2500 words

Construction Dispute Boards - Essay Example that, an examination of traditional alternatives to the construction dispute boards will be highlighted before giving a comparative analysis of the two. Each construction project is distinct and unique from the other in its own right. This is because employers or project owners seek for customized services. Because of potential disputes that are bound to arise, each party nominates one impartial and independent person to form the dispute resolution board. Thereafter, the two nominated parties nominate a chairman with similar qualities to regulate the dispute board. The fundamental obligation of each member of the board is to get independent and original facts from the sites by regular visits and resolve the matter amicably. Through this, verdicts are easier to determine whenever conflicts or issues arise from the situation according to Donald (2009, p1). In unison, the board provides regular communication to their clients when there is a potential area of conflict that they detect. This effort is aim at resolving disputes before they arise and take negative directions. The composition of a dispute board may determine whether the boa rd takes the name of a Dispute Resolution Board (DRB) or Dispute Adjudication Board. The former name is strictly meant to give resolutions and a way forward and the latter provides adjudication positions. The following segments will look at the compositions of the DRBs. In most cases, the members of the DR boards do not exceed five. Unless the project is very large or too controversial such as the Hong Kong Airport project where seven members were used, three members are often the optimum figure. An odd number is chosen because of a need of a majority vote when a controversial standoff may have arisen. For a person to be named as a member, there are four qualities that they must posses and demonstrate. They must have an in depth knowledge with relevant design and construction issues. This means that they must understand areas where