LL Bean :: essays research papers

LL Bean A Strategy For The FutureLeon Leonwood Bean, known as L.L., was born in the underage township of Greenwood, Maine, in 1872. He was raised on a set of simple yet powerful principles Nature was something to be revered. Family ties were a priority. Being neighborly was a matter of course. And "do unto others" was more than just a saying it was a way of life. When L.L. launched his company with the first Maine Hunting Shoe in 1912, he believed so strongly in the Golden Rule that he made it the foundation of his production line. This rule "Sell good merchandise at a sensitive profit, treat your customers like human beings, and they will always come back for more" became the foundation of the company.For the next fifty years, Bean forged a business, exchange clothing and related gear tailored specifically for people who enjoyed the outdoors. Products including boots, clothing, canoes, fly reels, tents and camping gear became the cornerstone of the company. Bean stated, I attribute our success to the particular that, to the best of my judgment, every article we offer for sale is practical for the purpose for which we recommend it. (1)The company sold products through and through both the store in Maine, and through a growing store catalog. Bean retained active control over his company until he died in 1967 at the age of 94.Leon Gorman took over the business after Beans passing in 1967. Although he sited his grandfather as being happy with the size of the company, Gorman was ready for growth. He accomplished this by incorporating technology wherever he could, and expanding product lines, introducing new catalogs for specific markets, and entering foreign markets. Even with this extensive growth, Gorman remained true to the founders values of high quality products, victor customer service, and the company guarantee to replace or refund on any purchase that a customer found unsatisfactory.Gorman realized that building on the L.L. Bean brand would be critical to the success to the company. The companys goal was to associate the brand name with the image of Maines natural sweetie, along with the legend of the companys founder. These efforts led the company thirty years of 20% annual growth. Most impressive is the fact that the company was sufficient to finance this growth internally, ad remain privately held by family members.When Gorman took the position of Chairman in 2001, Chris McCormick became the first non-family member to run the company, taking over the manipulation of President and CEO.

The Civil Rights in the 1950s and 60s :: American America History

The cultured Rights in the 1950s and 60s(1) Trumans civil rights commissioning In 1947 Trumans Civil Rights Committee recommended laws protecting the right of African Americans to vote and banning segregation on railroads and buses. It also c totallyed for a federal law tough lynching. He issued executive orders ending segregation in the gird forces and prohibiting job discrimination in all government agencies.(2) Brown V. the Board of Education (1954) In 1954 the Supreme Court made one and only(a) of the most significant decisions in its long history. It decided in the case of Brown v. Board Of Education of capital of Kansas that it was unconstitutional for states to maintain separate schools for African American and snow-whitened children. This case over turned the Separate but equal doctrine established in the case of Plessy v. Ferguson back in 1896.(3) Montgomery Bus ostracise (1955) After the supreme court decided to end segregation, African Americans started to speak out to a greater extent about their racial opinions. In Montgomery, Alabama, a bus ostracize ended with a victory for the African Americans. The Supreme Court ruled that the Alabama segregation laws were unconstitutional. During the boycott a young African American Baptist minister, Martin Luther King, junior became well known. Throughout the long contest he advised African Americans to avoid forcefulness no matter had badly provoked by whites. genus Rosa Parks tired of sitting in the back of the bus, and giving up her seat to white men. One weary day she refused to move from the front of the bus, and she became one of historys heroes in the Civil Rights Act movement.(4) The Civil Rights Act In 1964 congress passed a Civil Rights Act prohibiting racial discrimination in restaurants, theaters, hotels, hospitals, and public facilities of all sorts. This civil rights act also made it easier and safer for Southern Blacks to register and vote. Laws were passed to help poor nation imp rove their ability to earn money, a program to break extra help to children at risk even before they were old enough to go to school, and a program to train school dropouts.(5) The Great company These actions were very popular. Johnson easily won the 1964 presidential election and then proposed what he called the Great family program. This was Johnsons plan. He would work to improve the lives of all people, but curiously the poor and the powerless. Programs were aimed at helping every segment in society.The Civil Rights in the 1950s and 60s American America HistoryThe Civil Rights in the 1950s and 60s(1) Trumans civil rights committee In 1947 Trumans Civil Rights Committee recommended laws protecting the right of African Americans to vote and banning segregation on railroads and buses. It also called for a federal law punishing lynching. He issued executive orders ending segregation in the armed forces and prohibiting job discrimination in all government agencies.(2) Brown V. the Board of Education (1954) In 1954 the Supreme Court made one of the most important decisions in its long history. It decided in the case of Brown v. Board Of Education of Topeka that it was unconstitutional for states to maintain separate schools for African American and white children. This case over turned the Separate but equal doctrine established in the case of Plessy v. Ferguson back in 1896.(3) Montgomery Bus Boycott (1955) After the supreme court decided to end segregation, African Americans started to speak out more about their racial opinions. In Montgomery, Alabama, a bus boycott ended with a victory for the African Americans. The Supreme Court ruled that the Alabama segregation laws were unconstitutional. During the boycott a young African American Baptist minister, Martin Luther King, Jr. became well known. Throughout the long contest he advised African Americans to avoid violence no matter had badly provoked by whites. Rosa Parks tired of sitting in the back of th e bus, and giving up her seat to white men. One weary day she refused to move from the front of the bus, and she became one of historys heroes in the Civil Rights Act movement.(4) The Civil Rights Act In 1964 congress passed a Civil Rights Act prohibiting racial discrimination in restaurants, theaters, hotels, hospitals, and public facilities of all sorts. This civil rights act also made it easier and safer for Southern Blacks to register and vote. Laws were passed to help poor people improve their ability to earn money, a program to give extra help to children at risk even before they were old enough to go to school, and a program to train school dropouts.(5) The Great Society These actions were very popular. Johnson easily won the 1964 presidential election and then proposed what he called the Great Society program. This was Johnsons plan. He would work to improve the lives of all people, but especially the poor and the powerless. Programs were aimed at helping every segment in so ciety.

Democracy in Civil Disobedience, Slavery in Massachusetts, Benito Ceren

The Oppression of Democracy Exposed in Civil disobedience, Slavery in Massachusetts, Benito Cereno and Bartleby the Scrivener America has long been recognized as a democratic nation, a nation operating under the will of the people. The forefathers of America fought incessantly against British tyranny to start anew in a land of freedom and opportunity. Because America revived the ancient Greek ideology of democracy, the nation was set apart from the rest of the world and was revered for the freedom and nicety it provided its people. However, not everyone thinks that American democracy means freedom and liberty. On the contrary, writers such as Henry David Thoreau in Civil Disobedience and Slavery in Massachusetts, along with Herman Melville in Benito Cereno and Bartleby the Scrivener, suggest that democracy can actually oppress and restrict the individual. In Civil Disobedience, Thoreau criticizes the American government for its democratic nature, namely, the idea of majority ruling . the like earlier transcendentalists, such as Ralph Waldo Emerson, Thoreau believes in the importance of the individual. In a society where there are many individuals with conflicting perceptions and beliefs, Emerson chooses passivity and isolation to turn away conflict with others. However, unlike Emerson, Thoreau rejects passivity and challenges his readers to stand up against the government that focuses on majorities over individuals. Thoreau argues that when power is in the hands of the people, the majority rules, not because they are approximately likely to be in the right, nor because this seems fairest to the minority, but because they are physically the strongest (Thoreau 64). Thoreau portrays this very fundamental element of democracy, w... ...t the tyrannical majority and take whatever measures necessary, but Melville only when exposes the repressive nature of democracy and leaves it at that. However, Melville does point out, through Benito Cereno and Bartleby, the S crivener, that simply rebelling against democracy, as Thoreau proposes, is not the answer. Perhaps Melville does not have a solution, just as Bartleby did not. Nonetheless, to both writers, democracy continues to be a despotic institution. Works Cited and Consulted Melville, Herman. Bartleby and Benito Cereno. Dover Publications, Inc. New York. 1993. Thoreau, Henry D. Slavery in Massachusetts. Reform Papers. Ed. Wendell Glick. Princeton, NJ Princeton UP, 1973. 91-109. ----- Civil Disobedience from A World of Ideas - Essential Readings for College Readers, Lee A. Jacobus, Bedford Books, 1998, 1849(123 -146)

A Review of Eaters of the Dead :: Free Essay Writer

Eaters of the DeadAlmost everybody recognizes Michael Crichton as the author of books such as Jurassic Park, Disclosure, and Congo. Considering he is one of the hottest authors in Hollywood, how could you not. The book reviewed here, however, is none of the above it is a more or less forgotten book called Eaters of the Dead. As with all of his aged(a) books, it has been reprinted recently so it is easy to find. This book is written more like a scholarly work rather than like a novel, yet it unquestionably tells a story, one which many of the readers will recognize as Beowulf. It is told from the point of view of Ibn Fadlon, a representative of the Caliph of Baghdad. He hence gets caught up with a band of northmen. The band, led by one Buliwyf, is on a mission to help defend King Rothgar from some evil which is spreading across his land. Doesn=t that sound compelling?What makes this book so different is the way in which the tale is offered. Ibn Fadlan is a Muslim and gives the dis tinct impression that he does not revere of the lifestyle of the Northmen, yet he tells his story (actually he is giving a report to the Caliph) with great detail. He tells of the Northmens ways, relating what impresses him as well as what disgusts him. His very front impression of the Norsemen comes as he observes how they deal with a newly dead king. His description of the mourning period and funeral provices the reader his first experience with the Northmens way of life. How grandThroughout the book, Crichton uses footnotes to help the reader understand what is going on, and to give the impression that this a paper rather than a novel. As mentioned above, the story is a long-familiar one but told in such a different way as to make it a much more interesting story then the original.This book may be different and original which helps but, it is absolutely HORRIFIC I had no idea what was happening.

Chemical Control Agents Used Against the Gypsy Moth Essay -- Gypsy Mot

Chemical Control Agents Used Against the capital of Italy Moth The gypsy moth (Lymantria dispar) is a highly disruptive species that can, and has contend a distinctive role in the lives of many organisms. Included in these organisms are various deciduous trees and shrubs, wildlife species that share the same environment, and even human beings. The gypsy moth destroys the beaut of woodlands via defoliation, alters ecosystems and wildlife habitats, and disrupts our own lives. It should therefore come as no surprise that the U.S. Department of Agriculture and many other agencies have taken huge steps to garter diminish populations of this small, yet persistent species. In an effort to control these overwhelming populations, five chemical control agents have been used to suppress and/or set aside the gypsy moth. Following, is a discussion of each chemical and their potentially hazardous effects on humans. The first chemical control agent is Bacillus thuringiensis var. kurstaki (B.t .k.) a bacteria isolated from diseased silk worms and flour moths. The potency of B.t.k. varies among insects and readily destroys lepidopteran larvae within approximately one hour of ingestion. More than 1 million pounds of B.t.k. is applied per year in the U.S., primarily via aerial spraying, but also by ground spraying. It does not persist long in the environment (losing its activity by 50% within 1-3 days), has not been seen to replicate in gypsy moth predators, and does not accumulate in the soil. There seems to be a low level of concern regarding human B.t.k. exposure, although B.t.k. formulations have caused eye, skin, and respiratory tract irritations, especially in ground workers. Some claims reveal that a majority of these workers were not equipped with ... ...8) U.S. Department of Agriculture, Forest Service, north Area State and Private Forestry, Summary Final Environmental push Statement, Radnor, PA, 1995. 9) U.S. Department of Agriculture, Forest Service and Ani mal and Plant Health Inspection Service, Gypsy Moth Suppression and Eradication Projects, 1985. 10) U.S. Department of Agriculture, Forest Service and Animal and Plant Health Inspection Service, Gypsy Moth Managment in the U.S. a cooperative approach. Environmental Impact Statement Appendix F Human Health Risk Assessment, 1995. 11) Wargo, Phillip M., Defoliation by the Gypsy Moth How it Hurts Your Tree, U.S. Department of Agriculture, no. 223, 1974. 12) White, William B., Hubbard, Schneeberger, and Raimo, Technological Developments in Aerial Spraying, U.S. Department of Agriculture, No. 535, 1974.

Chemical Control Agents Used Against the Gypsy Moth Essay -- Gypsy Mot

Chemical Control Agents Used Against the Gypsy Moth The gypsy moth (Lymantria dispar) is a highly disruptive species that can, and has played a typical role in the lives of many organisms. Included in these organisms are various deciduous trees and shrubs, wildlife species that share the same environment, and even humans. The gypsy moth destroys the beauty of woodlands via defoliation, alters ecosystems and wildlife habitats, and disrupts our own lives. It should accordingly come as no surprise that the U.S. Department of Agriculture and many other agencies have taken huge steps to help diminish populations of this small, save persistent species. In an effort to control these overwhelming populations, five chemical control agents have been used to suppress and/or eradicate the gypsy moth. Following, is a discussion of each chemical and their potentially hazardous effects on humans. The first chemical control agent is Bacillus thuringiensis var. kurstaki (B.t.k.) a bacteria apart( p) from diseased silk worms and flour moths. The potency of B.t.k. varies among insects and readily destroys lepidopteran larvae within approximately one hour of ingestion. More than 1 million pounds of B.t.k. is applied annually in the U.S., mainly via aerial spraying, but also by ground spraying. It does non persist long in the environment (losing its activity by 50% within 1-3 days), has not been seen to replicate in gypsy moth predators, and does not accumulate in the soil. There seems to be a low level of concern regarding human B.t.k. exposure, although B.t.k. formulations have caused eye, skin, and respiratory tract irritations, especially in ground workers. Some claims reveal that a majority of these workers were not equipped with ... ...8) U.S. Department of Agriculture, Forest Service, Northeastern Area area and Private Forestry, Summary Final Environmental Impact Statement, Radnor, PA, 1995. 9) U.S. Department of Agriculture, Forest Service and Animal and Plant Hea lth Inspection Service, Gypsy Moth Suppression and obliteration Projects, 1985. 10) U.S. Department of Agriculture, Forest Service and Animal and Plant Health Inspection Service, Gypsy Moth Managment in the U.S. a cooperative approach. Environmental Impact Statement accessory F Human Health Risk Assessment, 1995. 11) Wargo, Phillip M., Defoliation by the Gypsy Moth How it Hurts Your Tree, U.S. Department of Agriculture, No. 223, 1974. 12) White, William B., Hubbard, Schneeberger, and Raimo, Technological Developments in Aerial Spraying, U.S. Department of Agriculture, No. 535, 1974.

Palm oil oral presentation

Today I would like to talk to you about a rather large problem. It is responsible for most of the deforestation In the world, It has caused lots of damage to the bio-sphere and atmosphere. It has caused huge amounts of damage to the species living In the rainforests. This problem Is catastrophic and caused by us humans. If some of you argon thinking Its decoration 011, your rightly (change) What is palm oil? Palm oil is a highly saturated oil that comes from the payoff of a palm tree growing in tropical climates. Today most palm oil is produced in Indonesia and Malaysia. Rainforests are destroyed to make direction for palm oil plantations.These areas, which are the lungs of the world and home to native wildlife, are destroyed at an alarming rate. Every hour rainforests the size of over ccc football fields are straighten outed. (change) As much as hundred different species are now becoming extinct every day. Some animals that are becoming close to extinct are the Sumatra and Born e Orange- tan, the Sumatra tiger, the pigmy elephant and the Sumatra rhino. Ten years ago there were still over 1 50,000 orange-tans in the wild and that human body has dropped to 30,000 today Sumatra tiger and rhino numbers have dropped dramatically to having only 30-40 in the wilds. Change) Every year at least 1,500 orange-tans die cruelly when beaten(a) to death by plantation workers as they are considered a pest and some of these beautiful animals are burnt to death by the uncontrolled fires to clear land, which also kills hundreds of former(a) fauna and flora species. There Is a huge risk that none of these animals will be living in the wild by he year 2020, because of the fact the demand for palm OLL Is huge and Increasing. (change) Although, 30 years ago, no many products contained palm oil, today palm oil is in 50% of our products. Its in confectionery foods, food items, personal care items and house care products.It may surprise you that some of your favorite products are contributing to the palm oil problem. Startups, Skittles, Mars chocolate, Ores, Nutshell, Ben and Jerry, Amiability, cover girl cosmetics and thousands more. Re deliberately not labeling their products clearly and this makes it harder to identify products containing palm oil. Consumers cornerstone dish out by learning the other name that are potentially used like vegetable oil or one of the 30 different chemical or common names Lists are available on the WFM and the Melbourne Zoo websites. Here you will also find lists of products and brands to avoid as well as better alternative choices.Other things you can do to help are, -Educate yourself about the problem -Spread the message to those around you -Join campaigns and fundraisers Make a conscious decision to stop using palm oil and allow manufacturers know that you want them to switch to alternative oils -Buy ethical products and support companies that are doing the right thing -Encourage your government to change labeling laws -Encourage your government to aid affected communities and help them to find alternative income sources, for example tourism and sustainable plantations I hope that this will inspire you to become a crusader for Orange-tans.

UCD Workplace Issue

Although this can be a great advantage due to the unique perspective hat people from distinguishable backgrounds bring, it can also be detrimental as well to a certain degree. This may become an issue because individuals may sometimes prefer to chat in their induce inwrought words which can lead to other colleagues feeling ostracizes. My caller-up is composed of non-Loris Individuals that come from different nationalities. The nationals span from Argentinean, Spanish, American, and Chinese. This creates a melting pot where our Ideas are brooding from the culture that we were brought up in.However, when my colleagues are conversing with each other, hey will often tend to speak Spanish whether It Is talking some a topic related to the company or Just friendly chitchat. Since the rest of the colleagues dont speak Spanish, we end up feeling as If we are missing out on something. However, I look at to admit that I am also guilty of this as well too certain degree. Since I can spe ak Mandarin, I will sometimes converse with my Chinese colleague In Mandarin. However, we do not talk about work related topics.Rather, we converse about how our weekend went and talk about our hobbles. However, this can make other leagues feel left out who are going out to lunch with us because they are not able to transfer with us because they do not speak Mandarin. There was an Instance where my Chinese colleague and I spoke Mandarin during lunch and a colleague seemed to be confused and felt left out because she was unable to participate In the conversation due to her not knowing Mandarin. After that Incident, I became much to a greater extent aware of not excluding Individuals through language.One way to solve the Issue of language boundaries Is to Implement a new many policy that dictates that employees can only speak side of meat during working hours. However, during lunch hours, employees are free to speak their own language to their own discretion. This would allow transp arency during the work hours and ensure that all the employees In the company do not feel left out. Since lunch hours are a time where employees can do their own personal actively, speaking their own language would be appropriate.Using English as a standard would be the most logical option because English Is one of the most popular languages and Is regarded s the business of language. Also, many Europeans have an Intermediate level of English which makes communicating with other nonetheless easier whereas It Is not so efficient the other way around. Although this may Infringe on the rights of as a whole to become more collective and create a more transparent environment. Although there are drastic options such as only allowing English during the entire time at work, this is detrimental to the company as a whole.When companies allow only one language to be spoken at all times, this creates an almost dictatorship like ultra. If an English only rule was implemented in America, it may n ot be such a big issue but since this company is located in Europe where many different languages are being spoken, this would cause uproar. Furthermore, since English may not be the mother tongue of some employees, this may risk miscommunication which can lead to time and money wasted. Although a company with employees from different nationalities may bring different perspectives, language may sometimes become a deterrent towards the objectives of the company.This is due to people feeling left UT of conversations because they do not know the language. By implanting a policy where only English can be spoken during working hours with the exception of lunch hours, this will bar alienation. Critics may point out that this infringes on the rights of individuals, but this new policy would foster a sense of community within the company. Although this policy would potentially be difficult to enforce due to employees feeling as if theyre being coerced into a foreign language, it is imperat ive that companies do what is best for the objective of the company.

Outline of persuasive speech Essay

Specific purpose To persuade my audience that IQ testing is not a valid survey to be employ on modern populations.Central Idea At the end of my speech the audience will know all about the disadvantages of IQ testing in addition to the bad impact it has on todays society.IntroductionAfter taking 3 incompatible IQ tests and averaging the answers I can ascertain you that my IQ is either of 82 which is considered as low reasonable or of 123 which is considered as superior Ask yourself one suspicion would you look at me differently if you knew which one it really is?At the end of the speech youll know all about the disadvantages of IQ testing and why it is not a fit quantify to be used on modern populations.Im going to first tell you about the government issues that a low IQ test result can have on a persons life, then Im going to tell you about how the IQ test is in fact not as authorized as anyone would think and finally even though it might not be 100% reliable it is calm down the best existing way of measuring logic.BodyI- A low IQ test score can result in having a psychological as well as a social impact on the test taker. A. Social impact1. The most dangerous assumption on IQ testing is that it flyers someones biological or inborn intelligence that is set in stone and therefore can never change. The family and the teachers of someone with a low IQ will expect much less of that person which will then fail because of the lack of encouragements he is receiving.2. Moreover, according to Bruce Uditsky in his phrase One of the original purposes of IQ tests was to determine or predict which students would require additional swear out to be successful in school. It then is an interesting question as to how these IQ scores evolved into stigmatizing, categorizing, racially prejudiced and negatively life-defining outcomes for students with developmental disabilities and others. B. A child with a low IQ score will bring out feeling inferior to hisfriends specially that at a young age competition between friends is at its peek. The negative labels applied as a consequence of an IQ test are lifelong and in the current context of our society limiting and hurtful.Transition Therefore it is important to ask ourselves if this test that can determine if someone is mentally less capable than someone else is in fact reliable overflowing. II- The reasons why intelligence quotient tests are not reliable enough A. A score can differ significantly from one IQ test to another taken by the same person, in the same conditions 1- During 20022003, as part of validation for their new IQ test, the KABC-II, Alan and Nadeen Kaufman looked at IQ test scores from a dozen children aged 12-13 who were tested on three different contemporary IQ tests. The first thing to note is that those exposed to greater opportunities for learning tended to score higher on IQ tests than those from lower-SES backgrounds. But even collapsing crosswise SES, every single prea dolescent had a different IQ score based on which test they took. The deflections for the dozen children ranged from 1 to 22 points, with an average difference of 12 points. 2- Therefore if a child scored 75 on a test he would be labeled as slow learner, that it is very possible that the same child could have scored 95 on another approved IQ test, and a score of 95 is an average score. B. Moreover, IQ tests are culturally unfair, most of the approved ones are designed for use among white middle class children. And as we can see in this slide, an average Ethiopian person would be considered retarded in Hong Kong. Transition On the other hand IQ tests are still the best way to measure logical thinking and can benefit children who get a good score on it. III- Benefits of IQ testingA. If a student who has a high score is having difficulties learning, directly an assumption is made that his learning processes needs to be understood and educational strategies need to be applied in order to help the student become successful. B. In addition, if we dont generalize it to be a test that measures intelligence IQ testing is the best way to measure logical abilities, which is the closest thing to intelligence.ConclusionIn conclusion, because IQ tests are administered by human beings on human beings, they are not 100% reliable and the same person can get verydifferent results on two different tests and because they are culturally unfair IQ tests shouldnt be considered as a valid measure of human intelligence and therefore a person with a low score should not be categorized and stigmatized for life.ReferencesUdistky, B. (n.d.). IQ testing A critique for parents of children with developmental disabilities. www.acl.org. Retrieved December 5, 2013, from http//www.aacl.org/clientuploads/documents/IQarticle.pdfKaufman, S. B. (2013, July 7). IQ tests hurt kids, schools and dont measure intelligence. www.salon.com Retrieved December 5, 2013, from http//www.salon.com/2013/07/07/i q_tests_hurt_kids_schools_and_dont_measure_intelligence/Countries with the Highest / Lowest Average IQ. (n.d.). Statistic brain RSS. Retrieved December 5, 2013, from http//www.statisticbrain.com/countries-with-the-highest-lowest-average-iq/

Live Concert Essay

Throughout the history of time, music has changed, grown, and developed into many unique and different genres and broken morose into many interesting directions. Among one of these rather recent and distinct groups comes the genre of psychedelic rocknroll portrayed by groups like Dr. Dog and Wilco. Psychedelic rock is considered controversial simply because of its origin and the habits it produces, encourages, and signifies in present day culture. The genre of psychedelic rock uses ragas, which literally means color or hue, and the drones of Indian music to attain its individual and mood enhancing sound.This genre is a style of rock that comes from the cultures of the United States as well as the United Kingdom in 1960s in which the use of psychedelic or hallucinogenic drugs were popular. This music is meant to reflect the feeling and effects of the common drugs and to replicate the experience of a trigger from certain drugs such as cannabis, peyote, mescaline, and LSD. This tren d began in America first in San Francisco, California and slowly spread through the country. This genre of music lock exists today and one form of that music is from the band Dr.Dog which originates from West Grove, Pennsylvania and consists of five members, Tony Leaman who plays the bass, Scott McMicken who is the lead guitar player, Frank McElroy who also plays the rhythm guitar, Zach Miller on the keyboard, and Eric Slide on the drums. Much of this music is relaxed and tranquil, not as much hype and energy as typical rock. To create something as unique as that of Psychedelic rock, or acid rock, there are certain instruments that are used to execute the sound.Commonly used instruments in these kinds of bands include the electric guitar, percussion, keyboards, and alien instruments such as the tabla and the sitar. These exotic instruments add a new element that was never found in western culture before. These new types of foreign instruments create a new sound and sensation for t he listener. Since the whole point of psychedelic rock is to reproduce the awareness of a high from certain drugs, it has many well-disposed issues that come along with it.Many of the songs of this genre allude to the use or effects of drugs and the music resembles that emotion. The dissonance of the tones within each song creates the feeling of a drug effect and adds to the large subculture of the twentieth century. Although the music did not necessarily encourage the use of drugs to listen to the music, it had a profound effect on slew of that generation. The hippie subculture of the sixties and the seventies were some of the mess that surrounded this type of music.That doesnt mean that they had to do drugs, but it means they most likely did. These were the people who went against the societal norms and expectations of the era and were engaged in music like psychedelic rock. The lyrics to most of Dr. Dogs songs are quite ambiguous. Each song has a meaning thats personal to the individual who is hearing it. What the listener takes away is something of their own perception and thought process. Through my own interpretation of the lyrics, this part of a song called The Breeze refers directly to why this type of music is controversial.

What Makes a Good City?

What makes a good city ?There are farthermost to many to enumerate but here are a few A secure water supply and sanitation system. A solid economy. A transportation network on every level. A strong tax base. Good to great schools. Better then Good police protection. Affordable housing, A built in arts and culture environment, Affordable medical, social services, sanitation and fire protection. A community spirit, a Love Thy Neighbor attitude.The ideal cityBuild housing, wee infrastructure like roads and plumbing, provide public services like electricity and garbage collection, coordinate commerce, provide recreational facilities such as parks, stadiums and museums, and comfort transport.What makes a perfect city ?A good transport system, low traffic, lots of money, beaches and rivers, big CBD. High Helth and good education system plus just to oter big cities.Ideal CityCORRECTION OF THE ESSAY Imagine the Ideal City The city of my dreams is neither too big nor too small. (Jenna) It is clean, there arent any cigarette butts, grind gums, papers or dog dirt on the floor.( Anglique /Marjorie) It is Green, ecological (Stphanie) there are less traffic and pollution because people use alternative fulfiller of transport (Gamz/ Maria) and the cars run with solar energy. The houses are equipped with solar panels too to protect the Earth (Fanny/Stephanie) sight recycle their wastes (Gamze ) The environment is respected (Jenna) &the scenery is winsome because the huge sky scrappers & tower blocks have been replaced by detached houses. (Marjorie/Sabrina)The city is built with recycled materials to fight global warming (Fanny) In this ideal town People are happy & safe, they can have walks in the streets & gardens even at night. The pavements are large enough for parents with buggies and accessible fordisabled people (Vanessa). Car place are free (Maria). You can borrow free bikes or take a stylish cheap taxi. (Anthony) Drivers respect pedestrians and dont insult so me other drivers. Everybody is civilised & smiles (Anglique/ Sabrina) You can go shopping in low cost stores (Anglique). There are many activities & services for everyone for children and elderly people . Drama groups and artists perform in the street and a music festival regularly takes place for everyones Greatest pleasure. (Fanny)Criminals & delinquents are supervised by cameras. In case of a problem the police or the firemen are there immediately (Vanessa) No Poverty in this ideal town.There arent any homeless & beggars. Charities accommodate them in decent buildings. Students no longer sleep in cars or squats. (Marjorie /Mrs Lombrana) The rents are not excessively high, everybody can afford buying a home.

Human Resources Essay

Human resources involves a wide variety of activities related to the arrangement and death penalty of arrangingal policies, the requirement of opportunities for monitoring, evaluation and change and the application of resources to the fulfilment of organisational ends.Aspects of people circumspection include* The recruitment, retention and dismissal of staff.* The training, increment and promotion of staff.* Liaison with employee organisations and trade unions.These ar disciplines with which the human resources staff is involved. The overall purpose of the human resources lam do-nothing for that reason be identified as* To attract and retain good high- persona staff.* To understand that the organisation operates within the law in relation to employment and wellness and safety.The Philip Markham organisation believes they will not be successful if they do not reach the commitment of all staff and intend to look after all their employees inescapably by dint of the functions of the human resources department. payThe overall contribution of the pay function can be grouped in to three important argonas Preparing accounts. Preparing wages and salaries. Obtaining capital and resources.Philip Markham employs ten members of staff in the finance department. The department makes genuine internal customers receive the money they are owed and customers pay their bills. To keep control of finances the organisation allocates unalike department ciphers and expects them to keep to at that place planned levels income and expenditure.Finance also has the task of preparing all the accounts each family so that they comply with legal responsibilities to the Inland Revenue. They also complete VAT returns to HM Customs and Excise. Pete Martin the management accountant at Philip Markham is responsible for checking that issue levels and sales are on target. He advises all internal customers who are the directors, about the current financial health of the organisati on on a weekly basis. An special responsibility for the finance function is advising the organisation about more money for the purpose of expansion to subvert raw materials or expensive equipment so it can remain competitive obtaining extra finance, called CAPITAL at the best rates possible.ProductionThe contribution production makes to the overall business is to make a product and provide a service. The core function of the production department is to obtain the resources required by the organisation and trans function those into a product. The production function is also concerned with organising the resources to produce the goods and service in the most appropriate way.Philip Markham carry out three different operations in their production department, these are as follows Purchasing Manufacturing DespatchThe layout of the production area has been designed to maximise the flow of materials when producing the shirts from cutting to finishing. The cutting area is near to the store s so that materials can be transported the minimum distance. Quality control is extremely important to Philip Markham and each team cutters, machinists and finishers is responsible for ensuring that quality is right at every stage of the assist.The shirts and ties pass to the packing department, which is part of despatch. All items are boxed and labelled and goods linked to the correct paperwork and the dispatchers that each box includes the correct sales talk note and advice note for the haulier. Also part of the production function is purchasing staff and the designers. Purchasing is responsible for obtaining the best quality models at the best prices and do sure all raw materials are delivered on prison term.Sales and MarketingThe contribution sales and merchandise makes to the overall business is to identify what the customer needs and providing it.The activities of sales and marketing include Market research to find out what customers need and customer opinions on propos ed and existing products or function. onward motion to inform the customers that their particular organisation can fulfil these needs. Sales to provide the goods or service the customer thinks he or she needs.The contribution of sales and marketing is vital in that it directly influences the number of sales that are made and as a result the profitability of the company.Each functional area operates to moderate the business aims and objectives and a range of activities goes on in each one. How the functional areas interact with one another is important. For an organisation to be efficient and effective there mustiness be links between the people who work in different functional areas, particularly when their activities overlap.Philip Markham is aiming to set up an e-commerce site to sell holy menswear and their objective is to be the leading British supplier of this type of clothing on the Internet within the next two years and double sales home and abroad within the same per iod.In order to achieve such a particular set of aims and objectives the organisation will need the book of a representative from finance, production and sales and marketing. The finance representative can present all the facts and figures that need to be considered when exploring this venture. The overall budget set-aside for web-page development and marketing is 80,000 in the first year. Tina the financial manager believes this is generous given the financial position of the company. She believes it will be vital to control costs of place setting up this new venture and to focus on those products that will bring in the most profit for the company.Her key consideration is that the site should be tell (identified by a padlock symbol), as payments will be made over the Internet. She has also advised that because VAT regulations differ, a separate order form would need to be completed by purchasers from abroad. The site would have to have a communications link with finance as all pa yments must be logged, collected and recorded by finance before orders are fulfilled by dispatch. Finance would have to notify dispatch when payments had been received. Only and so can goods can be sent. The production representatives Tariq Choudrey (Production Director) and Marsha Webb (Manufacturing Manager) have concerns about the Internet site.Marsha believes there is a limit as to how much production rates can adjoin to meet additional orders without sacrificing quality.Details which need to be addressed are as follows The cutting tables new tables have been requested for two years. They are inwrought if orders increase at a cost of 15,000 each. The eleven sewers produce on average five shirts a day each. The maximum which can be produced without additional staff is seven unless quality is sacrificed. The three finishers spend a lot of time on special orders. More staff will be call for in this area unless the website only allows for standard orders. The despatch manager a dvises unless more mechanisation is introduced more staff will be needed if orders have to be completed quickly. It would be easier to sell knitwear and overcoats on the website most of which are supplied by other companies. However the suppliers of knitwear and overcoats would need at least two months notice if the intensity of orders were going to increase substantially.The manufacturing manager supports the overall ideas but stresses it is absolutely no use trying to sell goods which cannot be produced in a reasonable time period as this would do more harm than good to the companys reputation. Production need to be involved in the communication process at all times unless they are fully aware of what is happening at all times there wont be any goods to sell.The sales and marketing function are excited by this new venture. Jade Marsh (sales and marketing director) would like to see the task of setting the website given to a professional web development firm who are likely to char ge 40,000 to 50,000 for a site with multi-media images. This will be vital to show the type of fabric that can be selected, the colour and the designs especially for the ties.The site must be user-friendly quick to access and use and that it can cope with a large(p) number of hits without crashing. She believes the key date for it to be finalised is September, so that the company can benefit from Christmas orders. In order for the site to be marketed it will cost money, it must be registered with good search engines. She would like to have special offers to tempt visitors to return again. All stationary must be reprinted to include the website address. During the first year the site needs advertising as widely as possible.The sales and marketing director believes that the e-commerce should be located in marketing (as it is a system of selling goods). Ideally she would like two more staff, one to join the mail-order team and be responsible for Internet orders and another to join cu stomer services in case there are any problems with goods sold over the Internet. She believes this would minimise communication problems as all sales will be controlled in one area. She estimates that the company could sell 200,000 shirts and 150,000 ties if a good job of setting up and marketing the website was accomplished.The human resources function is concerned about three main aspects. Where the website operations will be controlled. How the website will be developed.Kim Fields the administration and IT service manager believes she should have control of website operations as she is IT manager especially as computer staff are responsible to her. She believes maintenance of the site will be crucial, it is important to set it up fairly quickly and then it can expand. Kim considers the most sensible route for website development would be to hire their own multi-media web developer to set up the page and sub-contract specialist parts to an remote firm if needed. In addition a pr ogramme/copywriter would be needed. The software and other associated costs would be about 10,000. Having these staff would mean that the website could be continually updated in house.Keith is concerned about the effect on staff, he is anxious that the mail-order clerks should be trained to be able to print off and process orders arriving through the website as well as carrying out their current job. He thinks they will need extra help at busy periods such as Christmas. If the website is to be successful than eventually another member of staff may be required. He believes it to be more sensible to move this group of staff to the HR/Admin department so there would be better communications with the computer staff. Keith considers any communication problems during planning the stages can be solved by fixing meetings between the IT and sales staff. Finance will also need to be included.Philip Markham has always aimed to produce menswear of excellent quality at affordable prices. The fa bric apply for shirts is of highest quality and designers aim to produce new designs each year. The functional areas which relates to these aims is the production department, finance department, human resources and sales and marketing. The first action to take would be in human resources the company needs to recruit the best people for the job including cutters, machinists, and finishers and look after them whilst they work. The finance function make sure that a budget is maintained when buying materials, paying wages and embarking in market research when embarking on achieving these particular aims. The finance function can give up-to-date data on the level of expenditure at any time.The production function uphold quality control at Philip Markham ands each team cutters, machinists and finishers is responsible for ensuring that quality is right at every stage of the process. Production is responsible for obtaining the best quality fabrics at the best prices and making sure all ra w materials are delivered on timeHuman resources relates to these aims because their function is to recruit and train staff to meet all customer needs in relation to providing a service. The function incorporates company policy to treat employees fairly and equally in all aspects relating to their employment. A content workforce will achieve a friendly tune and staff are keen to help consumers as well as each other.

Red Bull Case Analysis

ruby-red fuzz Case Analysis Purpose to provide the chain of strategies exit pig used to develop their daub equity and global market dominance in the energy beverage industry. Target Market blushing(a) hair does not target to a proper(postnominal) demographic or psychographic. Its strategy is to reach to a relatively broad consumer base. The target is anyone who need energy boost to combat their mental and/or natural fatigue. rubicund Bull knows their consumer base mostly involves students, drivers, clubbers, business professionals and athletes. Marketing MixProduct personnel casualty Bull offers a agiotage energy drink add-on that provides essential ingredients to rejuvenate the mind and body. Red Bull consists of energy-enhancing ingredients caffeine, taurine, and glucuronolactone packed in a 250 millilitre stomach. Price Red Bull prices one 250 millilitre can at a premium price between $1. 99 and $3. 00 which nominates it significantly more expensive than traditional soft drinks. Their pricing strategy is to charge at least 10 % greater than the most expensive competitor reinforce their position.Promotion Red Bull relies on one of the most effective forms of marketing, word-of-mouth. on with the word-of-mouth strategy they also do event sponsorships, sampling programs, point-of-purchase marketing, athletic endorsements, and electronic media buys. Red Bull Mystic When the product first lunch Red Bull created a buzz by putting empty cans in bars and night club to make the consumers believe that it was a popular product. As a result the consumers started talking about and want to try it out of curiosity.Event Sponsorships Event sponsorships greatly increase the recognition of the filth. Red Bull currently has xc individual events that hurt been created from the ground up. Most of the events are non-mainstream sports events that are typically peak sports. Red Bull invests in doing their knowledge events because they control everything and s trive to make the event very unique, so they can get into the media. Athlete Endorsements The athletes Red Bull endorses are carefully select for their individual qualities that fit with the steels personality.Red Bull would just make the drink available to the athletes during their competition where they would sample it and then potentially obtain frequent users. When a particular athlete that fit with the brand would become one of their frequent users, Red Bull would then make a sponsorship deal with that athlete. Sampling Sampling is the most essential aspect of Red Bulls marketing efforts. Red Bull offered samples specifically to consumers at music concerts, sport events, highway rest areas, and higher education campuses.Red Bull assembles a police squad of college students to go out and encourage other to sample the drink, conduct research on beverage trends, implement on-campus promotions, collect customer feedback and educate the consumers about the product. Point-of-Pur chase Red Bull has its own illuminance glass refrigerator with the brand logo on it. Red Bull also made sure that the refrigerator was regularize in a prominent location in the environment. Unfortunately some places do not allow Red Bull to use their own miniature refrigerator, in this case Red Bull in the existing store refrigerator.Traditional Advertisement Red Bull uses television ads, print, and radio advertisements. The television ads are a short animated commercial that clearly communicates the product benefits through intelligent dialogue and scenarios. The message in the commercials is Red Bull gives you wings and this message correlates right off to the brands positions. The commercials fitted rise with the global market and reached a wide target audience because of the usages of well-known animated characters and simple universal concepts. Place Red Bull is exchange in the global market, but there are a hardly a(prenominal) countries hat prohibit the sale of Red Bull because of specific ingredients and incidence in which Red Bull may have causes health complications. Those countries are France, Norway, and Denmark. In the countries that do allow the sale of Red Bull, it can be found in bars, nightclubs, convenience stores, school campuses, gas stations, and other places where the company believes their target will need an energy boost. trademark Strategy The brand strives to continue to be the drawing card in energy drinks and upheld brand position and appeal.It is ideal to the company to keep the buzz of Red Bull prevalent in the mind of the consumers as well as innovate and retain current users. blemish Position Red Bull is positioned as a premium energy-boosting beverage that revitalizes the body and mind. Points of Parity In the saturated market of energy drinks they all claim to boost energy and cognitive operation. The ingredients in the majority of the drinks are similar containing b-vitamins and significant amounts of caffeine. Simil ar brands are Lucozade, Monster, Rockstar, and full moon ThrottlePoints of Differences Red Bull technically exploited the energy boosting drink market. There large focus on word-of-mouth and large network of unique sponsored events keeps their brand fresh in the consumers mind. The are considered a premium drink with premium benefits because of the pricing and packaging appeal. Unlike their closest competitor the can focus all on the Red Bull brand and continue to market towards local target markets instead of marketing to the masses as a whole. Core Brand Associations Red Bull is associated with their extreme sports and athletic endorsement.The events are unique and gather big media attention due to the uniqueness and hype. When a spectator is watching a Red Bull event they can expect to see something exciting because of previous Red Bull phenomenon. Red Bull has its own soccer team, jurisprudence One Racing team and NASCAR team. If the sport is not a typical mainstream sport, R ed Bull logo will probably be found at the sporting event. Other associations are * Music Concerts * Festivals * Nightclubs * Alcoholic Beverages Brand ElementsLogo and Slogan The logo is two red bulls facing toward each other as if they are going to collide in front of a yellow sun. The logo appears to be oriental theme and its significance probably is from the Thai energy drink, Krating Daeng that stimulate Dietrich Mateschitz. The slogan is Red Bull give you Wiiings. Packaging Red Bull uses a silver and blue 250 millilitre can with the Red Bull logo. nether the logo are the words Energy Drink and the phrase Revitalizes body and mind both, which effectively communicate the beneficial properties of the drink to the consumer.The silver and blue contour on the can is really effective in the brands salience and the cans are mostly sold in singles, but are offered in convenient packs priced the similar amount as if each can is sold separately. Brand Mantra Revitalize body and mind F our Steps of Brand Building Brand saliency The aluminium and blue can pair with the logo two red bull and sun is highly associate with the brand. Brand Performance Red Bull small premium can is thought of as being very effective and provides an energy boost for anyone who needs revitalization.Brand Judgement Viewed a being performance enhancing fuel and cool. This is mainly due to brand association with extreme sports and events. Red Bull is judged one of the strongest because it comes in a one 250-millilitre can Brand Feelings Extreme, potent, excitement, revitalizing, cool, extravagant, premium Brand Resonance Red Bull has high brand loyalty in the global market place. Consumers have high attachment and need for the product. The communities of extreme performers and extreme sports athletes, college students, and partiers have high loyalty.Red Bull has high engagement with consumers, often offering deals and promotions for their events and regularly will visit a college campus or event to outlet free Red Bull. It is even a popular alcohol mixer. Distribution To ensure the quality and consistency of the point of purchase display, Red Bull employs their own delivery drivers to delivery the beverage and restocks the refrigerators. The product can be found at most convenience stores, trendy locations, and nightclubs. Brand Image Health concerns have been an issue for Red Bull since its inception.There was one incident in particular with, Ross Cooney, a basketball player from Ireland drunk four cans of Red Bull sooner playing a game and died of Sudden Arrhythmia Death Syndrome. There was never a firm conclusion that his cause of death was because of the four cans of Red Bull, but recently a consumer did die because of drinking too many Monster energy drinks. Monster is Red Bulls leading competitor and this incident can negatively affect Red Bull even though it was a competitors product that cause. The negative results that could affect Red Bull from Monsters ca se are * Consumers might become wary of energy drink Implementation of stiffer food regulations in the US market and global markets * Brand equity could be compromised due to consumers perception * Make formula less potent * Change packaging and include a warning for excessive drinking * The positive effects from Monsters incident are * Red Bull may gain the market share Monster could possibly lose * Consumers may swan Red Bull more since it has never been linked to the actual cause of death. * Increase in their brand equity Recommendations/Conclusion I recommend that Red Bull should continue to innovate and expand.The all-natural and organic industry is increasing and people are looking for energy products that are natural. There are a few energy beverage companies that are in that market already and Red Bull could enter it with no problem due to their brand equity. With that said, I recommend a few brand extensions. Other companies have different types such as a coffee version o r a weaker version. The different brand extensions would satisfy needs in other submarkets that exist Red Bull just has to make sure they do not confuse the consumers and target the products strategically.Red Bull has already began releasing and testing a small variety of flavours and I believe this is a good idea because I know from reviews and first debate experience that some people do not like the smell or flavour of the original beverage. I believe Red Bulls advertising does a good barter appealing to all the consumers lifestyle stages and appeals to the broad target. I believe Red Bull is doing a good job innovating their event marketing upping the ante every time. For example the Red Bull near space jump.

Strategic Alliances: A Competitive Necessity

The past two decades has been an era of global evolution, in which the globalisation of markets, the crossing of and rapid shifts in technologies, and the breakdown of many traditional industry boundaries, has rendered strategical alliances a competitive fate (Ohmae, 1989). A single firm is unlikely to be possessed of all the resources and capabilities to achieve global competitiveness. Therefore, collaboration among organisations that possess complementary resources is often necessary for survival and growth (Dussauge, Garrette and Mitchell, 1998).Defined as a long-term, explicit contractual promise pertaining to an exchange or combination of some of a firms resources with another firm(s), strategic alliances allow firms to sh ar risks and resources, receive knowledge and technology, expand the existing product base, and obtain access to new markets (Burgers, Hill and Kim, 1993 Dacin, Hitt and Levitas, 1997 HagedoornAlthough the benefits of strategic alliances are well documen ted, whether strategic alliances can be a viable entry strategy option for subtle and medium-size enterprises (SMEs) to successfully penetrate markets held by major incumbent suppliers is less clear.In this paper, strategic alliances are shown to be an hard-hitting entry-cum-deterrence strategy for SMEs to successfully penetrate markets that are well established and dominated by major corporations. In addition, the conditions under which SMEs can use strategic alliances as an entry strategy without restricting themselves to target solo those markets ignored by bigger firms are identified.In terms of methodology, this paper follows a deductive approach unmatched based on game theory, to examine explicitly the reactions of bigger firms to the entry of SMEs into their markets, specifically taking into account the resource limitations faced by SMEs. To verify that the theoretical arguments presented are consistent with practice, two cases of the use of strategic alliances by SMEs as an entry strategy to penetrate markets dominated by major corporations are examined. The practices and experiences of these SMEs were prime to be consistent with the theoretical arguments presented here.

Hard to Be Fair

BEST PRACTICE E trulyone knows that being fair greets little and assumes turned hand virtuall(a)yly. on that pointfore wherefore do so a few(prenominal) executives manage to be drive fairly, even though intimately necessitate to? Why Its So Hard to Be just by Joel Brockner W hen union A had to downsize,it spent considerable amounts of silver providing a safety net for its laid-off live oners. The severance sheaf consisted of galore(postnominal) weeks of assume, extensive outplacement counseling, and the continuation of health insurance for up to one year. muchover old managing instantlyors never explained to their staff why these layoffs were necessary or how they chose which jobs to eliminate.Whats to a greater extent, the midlevel line managers who delivered the vernals to terminated employees did so awkwardly, mouth a few perfunctory words more than or less non wanting to do this and then(prenominal) handing them off to the human resources department. E ven the tidy sum who kept their jobs were less than thril conduct about the way things were handled. Many of them hear the news while driving home on Fri solar day and had to wait until Monday to let on that their jobs were secure. Nine months later, the union proceed to sputter.Not lone(prenominal) did it become to absorb enormous licit costs def endpoint against wrongful termination matchs, only when it withal had to make a nonher round of layoffs, in large part because employee productivity and morale plummeted aft(prenominal) the ? rst round was mishandled. When union B downsized, by contrast, it didnt offer around as generous a severance package. But senior managers there explained the strategic purpose of the layoffs multiple times before they were fulfilled, and executives and midsection managers a bid do themselves available to answer questions and express regret twain to those who lost their jobs and to those who remained.Line managers worked with HR to di stinguish people that their jobs were being eliminated, and they exharvard production line check 122 pressed genuine concern while doing so. As a result, virtually none of the laid-off employees ? led a wrongful termination lawsuit. Workers took just about time to modify to the loss of their former colleagues, merely they mute why the layoffs had happened. And within nine months, Company Bs performance was purify(p) than it had been before the layoffs occurred.Although Company A spent much more money during its restructuring, Company B exhibited much biger go pallidness. In other words, employees at Company B guessd that they had been set justly. From minimizing costs to strengthening performance, extremity equity pays enormous dividends in a wide variety of organisational and people-related challenges. Studies show that when managers cause put to work rectitude, their employees march 2006 respond in ways that bolster the organizations bottom line both directly and indirectly. operation fairness is more apt(predicate) to generate support for a new dodging, for instance, and to foster a culture that promotes innovation. Whats more, it costs little ? nancially to give. In short, fair dish out makes great business sense. So why dont more companies work out it consistently? This word examines that paradox and offers advice on how to promote greater dish fairness in your organization. The communication channel Case for Fair Process Ultimately, each employee decides for him or herself whether a decision has been do fairly.But broadly speaking, there are third drivers of motion fairness. One is how much input employees believe they restrain in the decision- making make argon their opinions requested and given serious consideration? Another is how employees believe decisions are made and implemented be they consistent? be they based on accurate information? Can mistakes be corrected? Are the personal biases of the decision maker play downd? Is ample advance notice given? Is the decision put to work transparent? The third constituent is how managers behave Do they explain why a decision was made?Do they encompass employees respectfully, actively listening to their concerns and empathizing with their points of view? Its worth noting that serve up fairness is lucid from outcome fairness, which refers to employees judgments of the bottom-line results of their exchanges with their employers. Process fairness doesnt ensure that employees get out always get what they want but it does 123 OLEG DERGACHOV B E S T P R A C T I C E W h y I ts S o H a rd t o B e Fa i r mean that they volition have a chance to be heard.Take the case of an individual who was passed over for a promotion. If he believes that the elect dealdidate was quali? ed, and if his manager has had a candid discussion with him about how he can be advance prepared for the next opportunity, chances are hell be a lot more productive and active than i f he believes the person who got the job was the bosss pet, or if he received no guidance on how to move forward. When people thumb hurt by their companies, they tend to retaliate. And when they do, it can have encipher consequences.A get of nearly 1,000 people in the mid-1990s, led by Dukes Allan Lind and Ohio States Jerald Greenberg, effect that a major(ip) determinant of whether employees sue for wrongful termination is their perception of how fairly the termination play was carried out. Only 1% of ex-employees who felt that they were treated with a high degree of process fairness ? led a wrongful termination lawsuit versus 17% of those who believed they were treated with a low degree of process fairness. To put that in monetary terms, the expected cost savings of practicing process fairness is $1. 8 one thousand million for e real 100 employees dismissed. That ? gurewhich was calculated using the 1988 rate of $80,000 as the cost of legal defense is a conservative estimat e, since in? ation alone has caused legal fees to swell to more than $120,000 today. So, although we cant calculate the finespun ? nancial cost of practicing fair process, its safe to verify that expressing genuine concern and treating dismissed employees with dignity is a dear deal more affordable than not doing so. Customers, too, are less credibly to ? le suit against a service provider if they believe theyve been treated with process fairness.In 1997, medical examination researcher Wendy Levinson and her colleagues found that patients typically do not sue their doctors for mal pull simply Joel Brockner (emailprotected edu) is the Phillip Hettleman Professor of Business at Columbia Business civilize in New York. 124 because they believe that they received poor medical care. A more telling eventor is whether the doctor took the time to explain the treatment plan and to answer the patients questions with consideration in short, to treat patients with process fairness.Doctor s who fail to do so are far more equally to be slapped with malpractice suits when problems arise. In addition to reducing legal costs, fair process cuts down on employee theft and turnover. A study by management and human resources professor Greenberg examined how pay cuts were Using process fairness, companies could spend a lot less money and still have more satis? ed employees. handled at twain manufacturing plants. At one, a vice president called a meeting at the end of the workweek and announced that the company would implement a 15% pay cut, across the board, for ten weeks.He very brie? y explained why, thanked employees, and answered a few questions the whole thing was over in 15 minutes. The other plant implemented an identical pay cut, but the company president made the announcement to the employees. He told them that other cost-saving options, like layoffs, had been considered but that the pay cuts put one overmed to be the least unpala baulkle choice. The president t ook an hour and a half to address employees questions and concerns, and he repeatedly expressed regret about having to take this step.Greenberg found that during the ten-week period, employee theft was nearly 80% lower at the second plant than at the ? rst, and employees were 15 times less likely to resign. Many executives turn to money ? rst to solve problems. But my research shows that companies can reduce ex- penses by routinely practicing process fairness. Think about it Asking employees for their opinions on a new initiative or explaining to someone why youre adult a choice assignment to her colleague doesnt cost much money. Of course, companies should continue to offer indubitable assistance to employees as well.Using process fairness, however, companies could spend a lot less money and still have more satis? ed employees. Consider the ? nancial fallout that occurs when expatriates leave their afield assignments prematurely. Conventional wisdom hypothecates that expats ar e more likely to leave early when they or their family members dont adjust well to their new alive conditions. So companies often go to great expense to facilitate their adjustment picking up the tab for housing costs, childrens schooling, and the like.In a 2000 study of 128 expatriates, human resources consultant Ron Garonzik, Rutgers Business coach professor Phyllis Siegel, and I found that the expats adjustment to various aspects of their lives outside work had no effect on their intentions to depart prematurely if they believed that their bosses generally treated them fairly. In other words, high process fairness induced expats to stick with an overseas assignment even when they were not particularly enthralled with living abroad. In a comparable vein, some companies have devised expensive solutions to help employees cope with the stress of modernistic work.Theyve set up on-site day care centers and sponsored stress management workshops to help reduce absenteeism and burnou t. Those efforts are laudable, but process fairness is in any case an effective strategy. When Phyllis Siegel and I surveyed nearly 300 employees from dozens of organizations, we found that work/life con? ict had no measurable effect on employees commitment as long as they felt that senior executives provided good reasons for their decisions and treated them with dignity and respect. Of course, executives should not simply emphasize process fairness over tanharvard business reviewW h y I ts S o H a rd t o B e Fa i r B E S T P R A C T I C E gible support. Determining exactly how much actual support to provide is perhaps best captured by the law of diminishing returns. Beyond a retard level of ? nancial assistance, practicing process fairness proves much more cost effective because, although money does talk, it doesnt say it all. Fair Process as a Performance Booster Process fairness can not only minimize costs but can also help to increase value, inspiring practicable managers t o carry out a well-founded strategic plan eagerly or embrace, rather than sabotage, an organizational change.This form of value is less veridical than direct reduction of expenses, but it affects the bottom line nonetheless. The fact is, most strategic and organizational change initiatives fail in their implementation, not in their conception. Several long time ago, I worked with the chief operating officer of a ? nancial services institution that needed a major restructuring. The cusss operational managers, however, were showing signs of resistance that threatened to stop the process dead in its tracks. I discuss the CEO and his senior management aggroup to conduct several town halltype meetings and to encumber informal focus groups with the operational managers.During those senior managers to respond to the root problem. Moreover, since the operational managers felt respected, they showed a similar level of process fairness with their direct reports during the actual restruc turing, making the change go more smoothly. Michael Beer, of Harvard Business School, and Russell Eisenstat, president of the Center for Organizational Fitness, recently provided evidence of how systematically practiced process fairness (embedded in an action-learning egy implementation as well as the shortcomings that could hinder it.Task force members distill the information they gain from these interviews into major themes and feed them back to senior management. Then they discuss how the strategy could be rolled out most effectively. SFP is a model for process fairness More than 25 companies including Becton, Dickinson Honeywell JPMorgan Chase Hewlett-Packard and Merck have used it with great success to hone the substance of their strategic initiatives and, probably more important, to gain employees commitment to making those initiatives happen.Most companies say that they want to promote creativity and innovation, but few use process fairness to achieve those ends. Theyre mis sing out on a great opportunity to create value. Harvard Business School professor Teresa Amabile has conducted extensive research on employees working in creative endeavors in order to understand how work purlieus foster or impede creativity and innovation. She has consistently found that work environments in which employees have a high degree of operational autonomy lead to the highest degree of creativity and innovation.Operational autonomy, of course, can be seen as the extreme version of process fairness. When employees feel that they are heard in the decision-making process, they are more likely to supportrather than merely comply with those decisions, their bosses, and the organization as a whole. talks, it became clear that the managers felt that the CEO and senior executives failed to appreciate the magnitude of the change they were asking for. Interestingly, the managers didnt request additional resources they simply cherished those at the top to recognize their dif? ult plight. By expressing authentic interest, senior executives created a trusting environment in which managers felt they could safely voice their true objections to the change effort. That enabled march 2006 methodology known as the strategic ? tness process, or SFP) has helped numerous organizations capture value by getting employees to buy in to strategies. A critical element of SFP is the appointment of a task force consisting of eight well-respected managers from one or two levels below senior management.Their job is to interview roughly 100 employees from different parts of the company to learn about the organizational strengths that are apt to facilitate strat- The nature of organizations, though, means that few (if any) employees can have complete operational autonomy just about everyone has a boss. Creativity and innovation tend to gestate in work environments characterized by low levels of process fairness, such as when employees believe that the organization is strictly controlled by upper management or when they believe that their ideas entrust be summarily dismissed. When employees believe that 125B E S T P R A C T I C E W h y I ts S o H a rd t o B e Fa i r their supervisor is open to new ideas and that he or she values their contributions to projects, however, creativity and innovation are more likely to ? ourish. Two examples illustrate how process fairness creates value by attracting innovative employees or additional customers. The CEO of a renowned electricalengineering ? rm, for instance, cherished to change the corporate culture to be more receptive to new ideas, so he degage a large group of workers into teams of ten, asking each team to come up with ten ideas for astir(p) the business.Then the team leaders were brought into a room where the companys executives were gathered and were asked to sell as many of their teams ideas as possible. The executives, for their part, had been instructed to buyas many ideas as possible. The team lea ders swarmed like bees to honey to the few executives who had reputations for being good listeners and open to new ideas. The other executives stood by idly because team leaders assumed from past envision that they wouldnt listen. One company that used process fairness to create value is Progressive Casualty Insurance.In 1994, the ? rm began to give potential customers comparison rates from two competitors along with its own quotes for auto insurance. Even though Progressives rates werent always the lowest, the very act of delivering this information created goodwill. Potential customers felt that they were being treated honestly, and the practice drew many new sales. servant, Winston S. Churchill. After being castigated by his countrymen for the letters deferential tone, Churchill is said to have retorted, When you have to vote down a man, it costs nothing to be polite. In a change management seminar Ive taught to more than 400 managers, I ask participants to rate themselves on how well they plan and implement organizational change. I also ask the managers bosses, peers, direct reports, and customers to rate them. The measure ers were lucky enough to still have their jobs. But economically supporting those who lost their jobs doesnt cancel out the need to show process fairness to those affected by the changewhich, incidentally, includes everyone.Ironically, the fact that process fairness is relatively inexpensive ? nancially may be why this numbers-oriented executive undervalued it. Another reason process fairness may be overlooked is because some of its bene? ts arent obvious to executives. Instead of wrestling with uncomfortable emotions, many managers ? nd it easier to put over the issue and the people affected by italtogether. contains more than 30 items, and managers consistently give themselves the highest marks on the item that measures process fairness When managing change, I ake extra efforts to treat people with dignity and respect. Those ratin g them, however, are not nearly as positive. In fact, this is the only item in which managers self-assessments are signi? cantly higher than the ratings they receive from each of their groups. Its not entirely clear why this perceptual gap exists. Perhaps managers are tuned in to their intentions to treat others respectfully, but they arent as good at reading how those intentions come across to others. Or mayhap its just wishful and self-serving thinking.Some managers wrongly believe that tangible resources are always more meaningful to employees than being treated decently. At a cocktail party, the CEO of a major international bank proudly told me about the hefty severance pay his company gave to its laid-off employees. I expressed admiration for his organizations show of concern toward the people who lost their jobs and then asked what had been done for those who remained. Somewhat defensively, he said that it was only necessary to do something for the employees who were affect ed by the layoffs.The othSocial psychologist Marko Elovainio of the University of Helsinki and his colleagues recently conducted a study of more than 31,000 Finnish employees, examining the relationship between employees ostracize life events (such as the onset of a complete(a) illness or death of a spouse) and the frequency of sicknessrelated absences from work for the subsequent 30 months. The study showed that the lean for negative life events to translate into sickness-related absences depended on how much process fairness employees experienced before the events occurred.That is, not being pretreated with process fairness led to absences waiting to happen. Sometimes corporate policies hinder fair process. The legal department may discourage managers from explaining their decisions, for instance, on the grounds that disclosure of information could make the company unprotected to lawsuits. Better not to say anything at all, the thinking goes, than to risk having the information come back to buy at the organization in the courtroom. Clearly, legal considerations about what to transcend are important, but they should not be taken to unnecessary extremes.All too often organizations withhold information (such as the alternatives to downsizing that have harvard business review Why Isnt Everybody Doing It? With all that process fairness has going for it, one might expect that executives would practice it regularly. Unfortunately, many (if not most) dont. Theyd do well to follow the example of Winston Churchill, who keenly understood the cost-effectiveness of process fairness. On the day after the bombing of Pearl Harbor, Churchill wrote a declaration of war to the Japanese, ending it as follows I have the honour to be, with high consideration, Sir, Your obedient 126W h y I ts S o H a rd t o B e Fa i r B E S T P R A C T I C E been considered) when revealing it would have done far more good. Legal and medical advocates in Hawaii, for instance, are currently d rafting a statute that would allow health care professionals to condone for medical errors without increasing the risk of lawsuits. Doctors often refrain from apologizing for mistakes because they fear that admitting them will anger their patients, who will then be more likely to ? le malpractice suits. In fact, the opposite is true Patients who feel theyve been treated disrespectfully ? e more malpractice suits than those who feel they have been treated with dignity. By making apologies for medical mistakes inadmissible during a trial, the law would let doctors express regrets without worrying that doing so would hurt them in court. Managers who unwaveringly believe that friendship is power may fear that engaging in process fairness will split their power. After all, if employees have a voice in deciding how things should be run, who needs a manager? Managers sometimes do run the risk of losing power when they involve others in decision making.But usually the practice of process fairness increases power and in? uence. When employees feel that they are heard in the decision-making process, they are more likely to support rather than merely comply with those decisions, their bosses, and the organization as a whole. The desire to repeal uncomfortable situations is another reason managers fail to practice process fairness. As Robert Folger of the University of Central Florida has suggested, managers who plan and implement tough decisions often experience con? icting emotions. They might want to approach the affected parties out of beneficence and to explain the hinking behind a decision, but the desire to nullify them is also strong. Andy Molinsky at Brandeis University and Harvard Business Schools Joshua Margolis analyzed why managers ? nd it so hard to perform necessary evils (such as position off employees and delivering other bad news) with interpersonal sensitivity, which is an important element of process fairness. Leaders in this situation have to manage their own internal dramas, including feelings of guilt (for, say, making poor strategic decisions that led to the downsizing) and dread (about having suf? ient interpersonal sensitivity to accomplish the task gracefully). Instead of wrestling with those uncomfortable emotions, many managers ? nd it easier to sidestep the issueand the people affected by it altogether. Emotional contagion also comes into play in these situations. simply as we tend to laugh when we see others laugh, even when we dont know why, we also involuntarily feel anxious or sad when those around us feel that way and thats uncomfortable. No wonder so many managers avoid people in emotional pain. Unfortunately, such avoidance makes it very unlikely that they will practice process fairness.Breadth. Depth. Performance. Leadership. Tuck Executive Program July 22August 11 Leading high-potential and senior executives to new levels of business performance Gateway to Business Management April 30whitethorn 5 & November 12-17 Delivering skills and perspective functional managers need for advancement Finance Essentials for Senior Managers September 1015 Offering greater accountability and transparency in your organization New Branding Imperatives May 79 Presenting strategies for maximizing brand equity and competitive positioning www. tuck. dartmouth. edu/exec 603-646-2839 tuck. xec. emailprotected edu B E S T P R A C T I C E W h y I ts S o H a rd t o B e Fa i r I can understand how managers feel. Several eld ago, I was working with a telecommunications organization after the ? rst layoffs in the companys history. The CEO and his senior management team wanted me to talk to the midlevel managers about how the layoffs would affect the people who remained and what they could do to help their direct reports get over it. Feeling betrayed and fearful, however, the midlevel managers were in no mood to help others return to business as usual. They identi? d me with the problem and implied that I was partly responsible for the decision to downsize. That was a moment of real keenness for me Trying to counsel this unhappy and suspicious group, I completely understood the discomfort that managers experience when theyre called on to act compassionately toward people who feel aggrieved. It was much harder than I expected. The senior managers of the company admitted to me that they were tempted to avoid the rank and ? le partly out of guilt and partly because they doubted whether they would be able to keep a cool enough head to practice process fairness.Thats a natural response, but ignoring negative emotions only keeps them swirling around longer. When senior managers made themselves more accessible to their workforce, employees reacted positively, and the organization developed a renew sense of purpose. ter able to cope with (and hence not act on) their negative emotions. Furthermore, managers are more likely to endure a dif? cult process when they know that the effort will have a tangible payoff. But its not enough for managers to be vaguely aware that process fairness is cost effective. Corporate executives should educate them about all the ? nancial bene? ts, using charts and ? ures, just as they would when making a business case for other important organizational initiatives. Invest in fostering. Study after study has shown that fair-process cooking can make a big difference. Subordinates of the trained managers, for instance, are When I was working with an executive at a utility company several years ago, for example, I noticed that she made a popular mistake She didnt tell others that she had seriously considered their opinions before making her decisions, even though she had. I apprised her to preface her explanations by saying explicitly that she had given their input some serious thought. Six months later, she told me my advice had been priceless. She larn that its not enough for executives just to be fair, they also have to be seen as fa ir. learn is most effective when its delivered in several installments rather than all at once. For example, one suc- Its not enough for executives just to be fair they also have to be seen as fair. Toward Process Fairness Companies can take several steps to make fair process the norm. Address the knowledge gaps. Managers need to be warned about the negative emotions they might experience when practicing fair process.Merely acknowledging that it is real to feel like ? eeing the scene can help managers withstand the impulse to do so. Studies have shown that people can stand out negative experiences more easily when they expect them. Just as forewarned surgical patients have been found to experience less postoperative pain, forewarned managers may be bet128 not only signi? cantly less likely to steal or to resign from the organization, but they are also more likely to go the extra mile aiding coworkers who have been absent, helping orient new employees, assisting supervisors with their duties, and working overtime.Several studies by Jerald Greenberg have even found that employees whose managers underwent process fairness training suffered signi? cantly less insomnia when coping with stressful work conditions. Daniel Skarlicki, of the University of British Columbias Sauder School of Business, and Gary Latham, of the University of Torontos Joseph L. Rotman School of Management, have identi? ed some factors of an effective process fairness training course of instruction. Participants respond better to active guidance than to a lecture on the bene? ts of improved process fairness.Thats why its particularly effective to give trainees speci? c instructions on what they need to do and how they need to do it, such as how to detect resistance to a new strategic initiative. After the participants have practiced these behaviors, give them feedback and let them try again. cessful program consisted of a two-hour session each week for eight weeks, along with assigned rol e-playing homework. That way, participants could receive feedback from instructors during the formal training sessions and from their peers in between meetings.As with most constructive feedback, referring to behaviors (You never explained why you made this decision) rather than to traits (You came across as condescending) proved to be most compelling. both(prenominal) the process and the outcome of the training need to be communicated to participants but not at the same time. forrader the sessions begin, focus on the outcome. Participants are likely to be far more engaged if they are told that the program will help them gain their employees commitment to strategy implementation than if they are told it will help them communicate that theyve seriously considered other peoples points of view.During the course, however, focus on process. Thinking about expected outcomes (improved strategy implementation, for instance) can distract people from learning the speci? c practical skills they need (such harvard business review as how to involve people in decision making) to achieve the desired results. Finally, it is important for trainees to maintain expectations that are both optimistic and realistic. Once again, the distinction between outcome and process is useful to keep in mind.You can generate optimism by focusing on the outcomes Touting the improvements that previous trainees have made should help people feel positive about their own chances for growth. And you can inject realism by focusing on the process Behavioral change is dif? cult and rarely takes a linear course. Trainees shouldnt expect to get better at process fairness day by day but, if they keep working at it, they will improve. I suggest trainees ask themselves three months after the program if they are practicing process fairness more on average than they were three months prior to it.Conducting after-action reviews also helps managers continue to hone their skills long after the training sessio ns are over. Make process fairness a top priority. Like most managerial behaviors, the practice of process fairness must begin at the top. When senior managers explain why they have made accepted strategic decisions, make themselves available for honest two-way communication with the rank and ? le, involve employees in decision making, provide ample advance notice of change, and treat peoples concerns with respect, the practice of process fairness is likely to spread like wild? e passim the rest of the organization. By model process fairness, senior management does more than communicate organizational values it also sends a pass along about the art of the possible. People are more likely to try to tackle dif? cult challenges when they see others whom they respect doing so. In one company that was trying to implement a much-needed restructuring, senior executives effectively served as role models not only by describing the mixed feelings they had about practicing process fairnes s but also by articulating the process they went through that ultimately convinced them to do march 2006 o. The message they sent was that it was legitimate for operational managers to have mixed emotions, but, at the end of the day, the reasons in favor of practicing process fairness prevailed. In addition to acting as role models, senior managers may communicate the value they place on process fairness by making its practice a legitimate topic of conversation throughout the organization. I worked with one company, for example, that selected its employee of the month based on process fairness skills as well as bottom-line results.Other organizations have made managers annual pay raises partly dependent on 360-degree feedback about how they plan and implement decisions, in which perceptions of process fairness ? gure prominently. Recent corporate scandals show that giving workforces outcome-only directives (I dont care how you get there, just get there) can be disastrous. Forwardthi nking organizations care not only about the outcomes their managers produce but also about the fairness of the process they use to achieve them. This is not a call for micromanagement.Just as there is usually more than one way to produce ? nancial results, there is more than one way to involve people in decision making, to communicate why certain actions are being undertaken, and to express thoughtfulness and concern. There is a moral imperative for companies to practice process fairness. It is, simply put, the right thing to do. As such, process fairness is the responsibility of all executives, at all levels, and in all functions it cannot be delegated to HR. But with that moral responsibility comes business opportunity.An executive must minimize the costs of decisions that might threaten employees and maximize the bene? ts of decisions that may be sources of opportunity for them. In both instances, practicing process fairness will help get you there. The sooner you realize it, th e better off you and your company will be. Reprint R0603H To order, see page 151. A new, surprising, and authoritative take on an important aspect of modern society that most people just dont know about. Toby Lester, Deputy Managing Editor, The Atlantic Monthly Fred Reichheld is the godfather of customer loyalty. His new book, The Ultimate Question, continues to push the envelope with innovative, practical ideas. John Donahoe, President, eBay Marketplace perceptive analysis brought to life by references to real people and real situations. Kieran C. Poynter, Chairman, PricewaterhouseCoopers LLp AVAILABLE WHEREVER BOOKS ARE SOLD, INCLUDING fifth Ave. & 46th St. , NYC Rockefeller Center 5th Ave. & 48th St. , NYC HARVARD BUSINESS SCHOOL PRESS www. HBSPress. org

Defining Terrorism

If stack around the world were surveyed and asked to desex terrorist figure, the answers would be retrievemingly endless. It has been said, one mans terrorist is anformer(a) mans exemption fighter. From nicety to culture, people view act of terrorist act in a different way. An inherent definition of terrorism would be the act of creating terror, but not everyone is terrified of the same(p) thing. So how then is it possible to come up with one definition for the word? A 2003 study by Jeffrey Record for the US Army quoted a source that counted 109 definitions of terrorism that c everyplaceed a total of 22 different definitional elements. 1 In the book apprehension act of terrorism, the author Anthony Marsella comes up with four problems associated with efforts to define terrorism today (a) there have been historical changes in the definition, (b) media and states have been inconsistent in their implement of the term, (c) there ar multiple definitions across agencies even within a single coun canvass such as the United States, and (d) there is international disagreement on the definition of the term. 2 Some views of terrorism say that it must(prenominal)iness have semipolitical goals, while other do not believe this.Some views state that it must be innocents or civilians who be the victims, while other definitions do not believe this. Another argument is whether or not the terrorists must be non-state actors. Definitions argon different based on whether they were created for legal purposes or international agencies. In this paper, I will go by approximately of the different arguments in distinguish to provide a clearer sense of what terrorism rattling means in this day in age. Most books written on terrorism begin by giving a definition of the word in the authors opinion in assemble to put it into context for the remainder of the book.The entire first chapter of Bruce Hoffmans book internal terrorism is apply to trying to define terrorism . Terrorism now seems to be a part of our everyday life. It appears as though every act of violence is perceived as being terrorism. Every time violence occurs people immediately opine terrorism. The term terrorism is so hard to define and there is so oft controversy ab place how to define it that it is easy to make the assumption that all violence is terrorism. At the same time, because of the controversy, many media sources are reluctant to use the word. Instead, they give accesss different titles.The Oxford Canadian Dictionary defines terrorism as the systematic employment of violence and intimidation to coerce a government or community, especially into acceding to detail political demands. 3 This definition might satisfy Hoffman because he believes it must be essayed that terrorism is the use or threat of violence to achieve a political aim. 4 Without a political aim, there cannot be terrorism. Nor can there be terrorism without the threat or use of violence. Hoffman belie ves it is difficult to define terrorism because of its ever-changing meaning throughout history.A factor that makes defining terrorism difficult is that the definition has changed over time. The original definition of the word is no longer the definition used today. The word originally gained realise during the French Revolution as part of the Reign of Terror. The purpose was to scare people in assign to prevent further revolutions from occurring. The terror was created by the state. Although the definition has changed since the Reign of Terror, there are two points that are similar in todays definition. First, the regime de la terreur was neither random nor indiscriminate, as terrorism is a great deal portrayed today, but was organized, deliberate, and systematic. 5 Terrorists plan out their attacks, they are not random or acantha of the moment. Targets in present day are often chosen based on what will find the most media attention. Second, its goal and its very justificati on was the creation of a new and better society in place of a fundamentally corrupt and undemocratic politically system. 6 Simply put, terrorist attacks occur in order to achieve a political goal.Later, during the Industrial Revolution, Carlo Pisacane argued that the most effective way to publicize his cause was through violence, and that no other means would generate the same amount of attention. 7 This revolutionary-style terrorism remained up until the First cosmea War. By the 1930s the meaning of terrorism had changed again and was used to describe the practices of mass repression employed by totalitarian states and their dictatorial leaders against their own citizens. 8 After the Second World War, the term returned to the original connation of a revolutionary type act.Up until the 1960s, terrorism was largely considered to be domestic. In the late 1960s and 1970s, terrorism began to become more(prenominal) international. It is important to discuss the three types of terrorism international, domestic and new terrorism. Domestic terrorism is terrorism that takes place against people within your country. International terrorism is terrorism that takes place against people by a group that is not native to the country. unused terrorism may have no political aims, but instead are more religious based and mainly concern themselves with destruction.The textbook The globalisation of World Politics states that there are three factors that led to the birth of transnational terrorism the intricacy of air travel the wider availability of televised news coverage and the broad common political and ideological interests. 9 These terrorist attacks ab initio took form in airplane hijackings, but as security tightened up, the terrorists instead chose American targets in alien countries. Since the September 11th attacks on the United States, international terrorism is mainly what people think of when they think of terrorism.Those attacks were very publicized and had a huge impact on international relations. As well as understanding the different types of terrorism, it is also important to distinguish the difference between a terrorist, a guerilla and a freedom fighter. The freedom fighter conducts a campaign to liberate his people from dictatorial oppression, stark(a) disarmament, or the grip of an occupying power. 10 A freedom fighter is fighting against a military and most importantly the terrorist goes by and by civilians. Any group can use terrorism to achieve their goals.In the book Terrorism The novel World Order, Fotion et al explain that there are narrow and broad views of terrorism. The narrower views insist that victims of terrorism must be innocent. A problem with the narrower view is that although it is most often innocents who are targeted by terrorists, they did not see a distinction. Whether they target a military organization or innocent civilians, they are performing terrorist acts. Their object lens does not change based on who they are assail from one day to the next. Their goal is to horrify their opposing. It is very hard to differentiate the difference between a guerrilla and a terrorist.Although a guerrilla would be attacking military personnel, they could be labelled differently based on their intentions. They could be attacking merely to kill and weaken their opponents or they could be attacking in order to scare the opponents into peradventure retreating. By defining terrorism as only attacking civilians, it makes analyzing terrorism a lot more difficult. Fotion et al discussed the paradigmatic scheme, which represents the most generally accepted view of a terrorist attack. 11 An attacking group (or individual) victimizes some group of people by harming or killing them.The attackers then escape either before, during or by and by the victimizing event. Others, seeing what has happened to the victim group become terrorized (frightened, anxious, etc. ). We will call this the immediate eff ect or result of the process of creating victims. While in their state of terror, they pressure their government to change its political watch in a way that satisfies the goals of the attackers and, most likely, displeases the government and many of its people. This pressure and resulting changes count as the inessential effect or result of the victimization process. 12 The book Terrorism The unused World Order points out that the word terrorism is seen as having negative connotation, so those who are often labelled as such, would try and find a definition that does not apply to them. 13 Those labelled terrorists by their opponents rarely identify themselves as such, and typically use other terms or terms specific to their situation, such as separatist, freedom fighter, liberator, revolutionary, vigilante, militant, paramilitary, guerrilla, rebel or any similar-meaning word in other languages and cultures. 14 In the past, people did not mask behind these labels and proclaimed th emselves as terrorists and their tactics to be terrorism. 15 This inability for people to acknowledge they are terrorists makes attack up with a definition near impossible. Robert Keeley wrote an entire article about trying to define terrorism. In this article he pointed out that freedom fighters and terrorists are two different things, however freedom fighters often use terrorism. 16 Keeley believes aims of terrorism include to advertise for the terrorists cause and to weaken morale on the attacked side and signifier up morale on the attacking side. 17 Because of the pejorative connotation of the word, during warfare, groups often label their opponents as terrorists in order to gain more support for their own side. This furthers the difficulty of defining terrorism, as everyone wants to say their opponent is a terrorist, which makes everyone a terrorist. At the end of his article, Keeley did not seem to be any closer to finding a true definition than at the beginning. In the boo k Terrorism Origins and Evolution, Lutz and Lutz say there are six main parts to defining terrorism.They believe that violence is directed to political ends and that there must in fact be violence or a serious threat of violence. Terrorism must affect a wide range of people, not just the victims of the action. People need to be mindful when a terrorist act has happened there must be an audience. If no one is aware of an occurrence, then the attack has failed. Terrorism is organized and it is performed by a non-state actor. It is important to note the difference between war and terrorism.In simplest words, a war is a conflict between two organized groups. The difference between a war and terrorism is that terrorism occurs by a non-state organization. In recent years, with the availability of the Internet, it has become much easier for terrorists to spread their ideas. It is now simpler to gain the audience that is take awayd to be a successful terrorist. Finally, they believe that terrorism is a weapon of the weak. Terrorist acts occur when the terrorists have no other options in order to achieve their political goals. 18Though there are many definitions for the word terrorism, it seems that all the definitions stressed that it is political in nature. The act is used to achieve a political aim through the means of violence. Terrorists do not require extensive supplies and the goal is to gain support and demoralize their opponent. As long as those who may be seen as terrorists find other names to describe themselves, unwilling to admit that they are a terrorist, I believe it will continue to be difficult to agree on a specific definition. With no one willing to admit to being a terrorist, the word becomes completely subjective.There will invariably be controversy over finding one definition, especially with the new terrorism in which worship plays a huge role. These terrorists want nothing, but to create terror and cause destruction. They do not go away in the accepted definition of violence with a political motive, yet what they are doing is creating terror and thus should be considered terrorism. People will find ways to describe themselves as anything but, and their opponents will try to stress that they are in facts terrorists. Terrorism is ultimately a form of psychological warfare, nd it is designed to tug fear. 19 BIBLIOGRAPHY Baylis, John, and Steve Smith. Globalization of World Politics an Introduction to International traffic. 3rd ed. Oxford Oxford University Press, 2005. Bisset, Alex, ed. Terrorism. The Canadian Oxford Paperback Dictionary. Oxford Oxford UP, 2000. Fotion, Nicholas, Joanne K. Lekea, and Boris Kashnikov. Terrorism The New World Disorder (Think Now). New York Continuum International Group, 2008. Hoffman, Bruce. Inside Terrorism. New York Columbia University Press, 2006. Jackson, Robert, and Georg Sorensen.Introduction to International Relations Theories and Approaches. 3rd ed. Oxford Oxford University Pres s, 2007. Keeley, Robert V. Trying to mend Terrorism. Middle East Policy IX. 1 (March 2002) 33-39. Lutz, James Michael, and Brenda J. Lutz. Terrorism Origins and Evolution. New York Palgrave Macmillan, 2005. Moghaddam, Fathali M. , and Anthony J. Marsella, eds. appreciation terrorism psychosocial roots, consequences, and interventions. Washington, DC American Psychological Association, 2004. Terrorism Research Center, What is the Definition of Terrorism? (n. . ) purchasable from Charles Townshend, Terrorism A Very Short Introduction (Oxford Oxford University Press, 2002). Whittaker, David J. Terrorists and terrorism in the contemporary world. London Routledge, 2004. 1 Fathali Moghaddam et al. Understanding terrorism psychosocial roots, consequences, and interventions. (Washington American Psychological Association, 2004), 14. 2 Fathali Moghaddam et al. Understanding terrorism, 15. 3 Alex Bisset, ed. Terrorism. The Canadian Oxford Paperback Dictionary. (Oxford Oxford UP, 2000), 1085. 4 Bruce Hoffman. Inside Terrorism. (New York Columbia University Press, 2006), 3. 5 Hoffman. Inside Terrorism, 4. 6 Hoffman. Inside Terrorism, 4. 7 Hoffman. Inside Terrorism, 5. 8 Hoffman. Inside Terrorism, 14. 9 John Baylis et al. Globalization of World Politics an Introduction to International Relations. 3rd ed. (Oxford Oxford University Press, 2005), 482. 10 David J Whittaker. Terrorists and terrorism in the contemporary world. (London Routledge, 2004), 4. 11 Nicholas Fotion et al. Terrorism The New World Disorder (Think Now). New York Continuum International Group, 2008), 4. 12 Fotion et al. Terrorism The New World Disorder, 4. 13 Fotion et al. Terrorism The New World Disorder, 1. 14 Hoffman. Inside Terrorism, 20. 15 Hoffman. Inside Terrorism, 21. 16 Robert V Keeley. Trying to Define Terrorism. Middle East Policy IX. 1 (March 2002) 34. 17 Keeley. Trying to Define Terrorism, 36. 18 James M. Lutz et al. Lutz, James Michael, and Brenda J. Lutz. Terrorism Origins and Evolutio n. (New York Palgrave Macmillan, 2005), 9. 19 Lutz et al. Terrorism Origins and Evolution, 8.