Analysis of Wikipedia Project ( jason statham ) Essay

Analysis of Wikipedia Project ( jason statham ) - Essay Example t I would include in the article are images such as Jason Statham on action when he is acting, when he is having his life out of his career or job, as a child, and images of films that he has featured in recently. Images of Jason Statham posing with his fans could also be included in the article. The part of the article that could be controversial is on his personal life. Most individuals know that actors and the famous people have personal lives that are questionable. Therefore, portraying him as a man who is consistent on whom he dates and his marriage life would be controversial with what the public expects. I would verify the information on the article from journal articles that have already been written about him, from biographies that exists, and books that are about Jason Statham. In addition, some of the information could be verified from the internet since there is a lot of information on him in different websites. The entry of information is not very long and it is neither surprising. The length is normal since most of the articles explain on the life of Jason Statham as an actor and a social being. The entry has been divided into subtopics such as Jason Statham’s early life, career, and his influence on media, his personal life, filmography, references, and the external links to the article. The article was last updated on 29 October 2014. The information that seems to be the most recent is on his personal life since it has information on who he is currently dating. There is also current information on the expendables 3 film he has recently acted. In addition, there is information on what he will act in 2015 (Messer 38). There is visual information in form of photos and tables. There are photos of Jason Statham in various places. The table gives information on the films he has featured in and the roles he played in each of them. The photos allow the reader to know Jason Statham while the table helps the reader know the films where he has acted

The Woman Warrior Essay Example for Free

The Woman Warrior Essay Women of Chinese culture carry an innate characteristic of uselessness in a country that esteems only men.   The men are strong providers, carriers of family names, and maintainers of family ideals and honor.   In a country where one child per family is the norm, the birth of a female is not met with glee, but more commonly remorse.   Maxine Hong Kingston challenges these roles in her novel, The Woman Warrior.   The author shares five tales of strong women from her cultural and familial history.    The title aptly describes the character’s often-imagined lives. The first of the five women introduced is the author’s own aunt.   No-Name Woman, an unknown relative of the past, relives her horrid tale in the form of a dubious lesson told to little girls upon reaching puberty.   Her uncelebrated life is used as a moral tale to stress fidelity to family and honor.   No-Name woman bore a child out of wedlock and killed herself and the child for the disgrace brought to the family.   The reader gets the sense of the woman’s inner strength by the description of her imagined livelihood as told by Kingston. No-Name Woman picks a chosen fate over the traditional Chinese role she is expected to play.   The next morning, I found her and the baby plugging up the family well, (Kingston, 5).   In choosing the family well, the suicide affects them all, highly symbolic of the disgrace, yet also physically tampering with their well-being at the same time.   Although No-Name Woman encounters mostly shame and destruction of her sense of self – in that one moment when she chooses her heart over her forced duties, she becomes a warrior woman – a woman who knows what she wants and goes for it, regardless of the heavy price of her shunning. Unlike No-Name Woman who exists regretting her decision, the tale of Fa Mu Lan follows an entirely different course. The story obviously depicts a warrior defying the typical female characteristics in Chinese tales.   Recently retold in a Disney film series, the role of Fa Mu Lan is well known to girls of all ethnicities today.   Kingston’s version, however, tells the tale from the present tense with the narrator often filling the position. Contrary to the stereotype, the family supports Fa Mu Lan as she goes of to battle the baron to save her family from his tyranny.   We are going to carve revenge on your back, my father said, Well write out oaths and names, (Kingston, 34).   Her parents readily accept the strength of Fa Mu Lan, sending her out to save them all.   The warrior status is cemented when she beheads the evil baron and gives reign to a peasant who will care for the people.   Men turn to her for guidance and protection.   Her husband even cares for their young baby, getting it out of harm’s way, while Fa Mu Lan fights the Chinese Army. Brave Orchid, Kingston’s mother, finds her warrior way in yet another far different way from the characters discussed thus far.   This story is one of educational bravery and the devotion to a better way of life.   Through the hardship of living husbandless in a harsh climate, Brave Orchid lives through the deaths of her children, using the monies sent to her from America to improve herself. She decided to use the money for becoming a doctor, (Kingston, 60).   The braveness of her choice far outweighs the status of Brave Orchid as a ghost hunter.   In a time of defeat and anguish, she finds her own way.   Although the mother appears obnoxious and cold throughout much of the story, it is in her history that the reader appreciates the bravery depicted in her name. Moon Orchid, the anti-thesis of many of the strong woman in the novel, comes across as weak and silly.   In following the children around and marveling at the wonders she encounters in this new country, Moon Orchid is forced to stand up to her felonious husband and attempt some form of recognition from him.   His direct dismissal destroys her sense of self and defeats her contentment. For a brief moment, the reader sees the strength of Moon Orchid in her easy acceptance of the truth.   But he gives us everything anyway.   What more do I have to ask for?   If I see him face to face, what is there to say, (Kingston, 126)?   She avoids the confrontation with her husband and solidifies her way of life.   Her strength comes from her avoidance, as though her inner sense of self knew he had forsaken the family and her foresight to avoid him allowed her a sense of normalcy, something stripped from her in the end. The entire novel shows bits and pieces of the author’s own sense of strength.   She fits herself into each chapter through direct commentary and inferred presence.   The reader sees the warrior side of Kingston in prevailing over the Chinese stereotypes and expectations of her more traditional mother.   The reflections are often times told from hearsay and inference, yet each tale forms a foundation for the author herself.   In the final chapter, Kingston shares a personal telling of her life. The reader sees her nastiness as a child in her reaction to the silent girl, her blatant hatred for many of the things her mother has tried to instill in her, and an honest questioning of the role of Chinese and American cultures in her life.   I dont know any Chinese I can ask without getting myself scolded or teased, so Ive been looking in books, (Kingston, 204).   The struggle for her between the two worlds was a difficult one.   She becomes the warrior by having the strength to reflect on herself and her foundations, the women of her life. The tales of the five women, and many others throughout the novel, depict a deep sense of woman fighting for their right to be as they wish to be.   Whether an unwed mother to the love of her life, the warrior queen to save all China, the educated liberator of her own children, the contended wife living in her chosen realm, or an accepted Chinese-American in an un-accepting world Kingston illustrates the right of women to be whatever they want – fighting for independence on the many fronts of societal norms. Works Cited Kingston, Maxine Hong.   The Warrior Woman. New York, NY: Random House, 1989.

Cultural Diversity Within The Hospitality Industry Commerce Essay

Cultural Diversity Within The Hospitality Industry Commerce Essay Organizations around the world has realized that the cultural diversity within the organization is not a negative aspect, rather can facilitate organizational stalk for glory (Papers4you.com, 2006). However this is not an easy task to manage employees from different cultural backgrounds. However, there are many policy guidelines that can make the task easier. In a broader perspective, cultural diversity can be managed through communication (creating awareness among all employees about diverse values of peers through communication), cultivating (facilitating the recognition, support and encouragement of success of any employee with all other workers), and capitalizing (linking diversity to every business process and strategy such as succession planning, reengineering, employee development, performance management and review, and reward systems) strategies (Cascio, 1995). There are many different innovative ways that organizations have adopted to manage diversity. For example Tabra Incorporation, a small manufacturer of jewelry and accessories inCalifornia composed of modest size, is the composition of the third world immigrants fromCambodia, China, El Salvador, Ethiopia, India, Laos, Mexico, Thailand, Tibet, Vietnam and other nations. To recognize the importance of their cultural association, at least 10-12 different flags are still hanging from the ceiling of its main production facility, which represent the country of origin of employees. Viewpoint owner is I wish that were a little United Nations for everyone to agree and appreciate the culture of others instead of just tolerating it. (Bhatia Chaudary, 2003) If cultural diversity can be managed effectively, there is potential to use diverse workforce benefits the organization. Cox and Balke (1991) argues that multiculturalism is directly linked to the success of the organization as Effectively managed the culture of many companies have cost effective competitive advantage It helps to promote minority friendly reputation among potential employees Various cultural societies help customers to achieve that with a variety of people Diverse group of employees are perceived to be more creative and effective problem solving compared to homogenous group Ability to manage cultural diversity increases adaptability and flexibility of an organization to environmental changes. Many examples of organization may be taken in this regard. In Australia, for instance, Hotel Nikko in Sydney has one edge that staff in the areas of the user to connect directly speak a total of 34 different languages. Similarly Qantas Flight Catering has sixty-six nationalities on staff, with various persons born abroad leaders. If committed various ethnic cuisines has given Qantas a huge competitive advantage that offers food based on taste and ethnic customer requirements. Moreover Dons Smallgoods through literacy, language and cultural training increased intercultural communication and increased profits while reducing costs at a time. Similarly, The Cheesecake Factory had made special efforts to understand the quality of packaging and Japanese culture as employees in Asia to help leaders understand the Asian flavors so they can target exports to Asia (Nankervis et al, 2002) Hence the discussion suggests that it is important to realize that cultural diversity must be considered as a tool for better organizational progress rather than a management problem and if effectively managed, it can be a key to gain competitive advantage and success. Like other industries in the hospitality sector is facing challenges of diversity and specific opportunities.  In 2003, the Department of Commerce, Enterprise and Employment has issued more permits forty seven thousand workers, migrant workers, this was more than eleven and a half thousand different employers and workplaces.  According to IBEC hotel and restaurant is the major employer of nationals NONEU with about 23% work in the area.  This creates challenges in that the organizations should create and maintain workplaces that evoke a concept of fluidity in their organization will accept and take into account differences in humans.  Achieving this requires leadership diversity, the diversity of organizational structures effective and successful planning and execution of decisions of diversity appropriate and timely.   Research: Through research, a number of focus groups were conducted at various locations throughout the country.  These meetings brought together representatives of properties and organizations operating within (or connected to) the hospitality industry.  Participants included hotel owners, restaurant owners, hotel managers, Catering Managers, human resource managers, supervisors and hotel food and Students Teachers colleges different host.( Bucher, R. 1999) The qualitative study was supported by quantitative research in the form of surveys were completed by participants in focus groups.  To guide and direct the search for a model (developed in both academic literature and practical experience) was used.  As shown in figure one, the framework assesses the extent to which organizations are taking steps to meet the challenges of diversity through assessment and planning dimensions of implementation. Regarding planning for diversity, the analysis criteria focused on Diversity Awareness (or the extent to Whish organizations are aware of diversity and proactively identify opportunities for diversity / challenges in their own contexts  ) and Diversity Options (which basically considers the type of diversity planning and decision making performed by organizations).  Regarding the implementation of diversity assessments have focused on Diversity Imperatives (the extent to which organizations share the responsibility for diversity and the development of rewarding diversity and effective structures of control) and   The variety of interfaces (which considers the extent to which it is internal and external cooperation on diversity and the degree to which assessments of effective structures were developed). While many host organizations have begun to take note of the dynamics of diversity change (such as legislation on equality), there seems to be some problems with respect to the ongoing, systematic collection of information  diversity to feed the decision-making.  For example, some research participants have difficulty identifying the nine grounds of discrimination, while others could not detail the cultural composition of staff within their organizations.  Research indicates that people in the area of May is not the collection of appropriate information and be sufficiently informed about the diverse and changing needs in the area of diversity.  The study also underlines that the host organizations are beginning to bring the dynamic change in the diversity of their own organizations and identify the specific challenges they face.  For example, many research participants acknowledged the importance of effective management and diversity have been able to describe the challenge s inherent in integrating a diverse staff. However, while research shows some recognition of the diversity of challenges there are questions regarding the identification of the full scope and range of the diversity of challenges facing those operating in the sector.  For example, some research participants saw diversity issues in a purely internal (in terms of managing diverse employees) and fails to recognize the diversity of external challenges that exist with regard to clients (under the law  Equality 2000 discrimination against customers on the basis of nine grounds of discrimination is prohibited and may result in legal challenges). Questions have also been highlighted regarding the identification of opportunities for diversity.For example, many research participants were able to describe changes in their organizations had done in order to treat or prevent diversity programs (eg the introduction of training or development of policies to deny  against prejudice).  On the other hand, few were able to describe the actions of their organizations had undertaken to take advantage of opportunities for increased diversity (such as development and marketing services to attract new and different segments, thus increasing  their market share and increase profits). Finally, research shows that if the home many organizations have engaged in gathering information and identifying problems on a reactive basis, which is less in respect of more proactive measures.  For example, some participants in focus groups described how their organizations have made decisions and made changes based on the variety of incidents had already occurred.  As reiterated by a research participant Were training required because we already had a number of cases. However there was less evidence of companies collecting information, identifying potential problems and resolve  these problems before they actually arise. Options Diversity: A number of questions about diversity of options have been identified which are: The study emphasizes that host many organizations are beginning to take decisions and to Diversity  choose effective options for diversity change.  For example, some host companies are now employing a diverse staff, engage in appropriate training in diversity and development of diversity policies. However, there are problems concerning the extent to which diversity plans are fully thought through (decision alternatives are not properly developed and evaluated to arrive at the best option for change) and the extent to which the impact  decisions on the chosen variety of other areas of operation is envisaged.  For example, some research participants said that they had taken the decision to employ staff nonnational they did not consider the impact this would have on existing national staff.  As will be seen by a participant in the research of these organizations now dealing with a whole new set of challenges to the extent that they have to manage how employees react India Although the study indicates an evolution towards the decision of thediversity within the area there are questions as to the whole scope and range of decisions (necessary to ensure compliance and effectively manage diversity) may not be in place. For example, organizations invest in May  resources in tra ining their own employees on diversity issues, but they neglect to ensure that contract staff employed by other agencies (such as door staff) received training sufficient diversity or are not even  aware of the diversity of organizations / equality policies. If this contract staffs are involved in an incident at the diversity of the organization itself can diversity activities softer (such as holding intercultural  or days of ethnic foods), but fail to take difficult decisions diversity around the developing diversity policy and training initiatives. Finally, issues relating to the time perspective in current decision making diversity were raised.Because decision making diversity tends to be reactive the long-term perspective necessary to effectively manage diversity in the future may not be in place.  For example, some hospitality students who attended the awareness sessions small provision has been made to ensure that students entering the industry are trained on diversity issues. The imperatives of diversity: A number of questions were raised about the diversity imperative, which include the following: Research shows that while the host organizations have begun to assign responsibility for diversity  does not appear to B happens on a broad base of organization or even holistic. For example, in diversity, some organizations is entirely administered by the HR staff or supervisors and as such does not form part  all organizational roles. As reiterated by one participant: I leave that to my managers and supervisors to manage   Another problem for the industry centers on the development of reward and effective control structures around diversity.  Research demonstrates that when people are not rewarded or controlled then the decision making or the diversity of behaviors effective diversity does not become a priority for these people.  As reiterated by a research participant Interfaces Diversity: A number of questions were raised about diversity interfaces, which include the following: There is some evidence to suggest that those operating in the sector began to focus on the development of  cooperation on diversity. For example, some host organizations have established committees for diversity while others have regular meetings attended by the diversity of people from different areas and levels of the organization  . However, in companies where the responsibility for diversity is attributed to a single person or a service, interagency cooperation around diversity May be a problem. A similar situation can be found at the industry level where there is little  evidence of the diversity of cooperation between organizations (eg information sharing or sector wide regular meetings to discuss issues). The research also indicates problems in the development of the feedback diversity and effective communication structures.  The continuous feeding information back into the decision-making and effective communication is essential if organizations are to learn and benefit from the experience of diversity in the long term. Awareness of diversity: As indicated in the previous section, research findings indicate a number of questions regarding the Diversity Awareness, which includes gathering information on diversity, identification of the diversity of challenges and  opportunities (as they relate to the specific context) and the development of proactive diversity measures. In addressing these issues, the following measures are recommended: Both industry and the corporate level, it is important that the diversity of information is collected systematically, effectively and continuously.  To achieve this organizations need to establish what type of data that diversity is necessary (such as information on changes in legislation on equality or diversity of best practices at national or international) where the relevant information can  be obtained (eg, quality Authority systems, Island and the Legal Office directly Equality Investigations) and the degree of effectiveness can be developed to ensure that data is captured and stored in a manner that is conducive to effective  decision making. Once the information has been collected, it must be proactively used to permanently identify the full scope and extent of the diversity of challenges and opportunities faced by the particular context.  To ensure a complete evaluation every individual in the context necessary to identify the challenges and opportunities affecting their role.  For example, those in receipt of a hotel may face problems that center on further implementation where diversity as managers earlier in the hierarchy May be more concerned about planning for diversity (  such as developing policies to ensure compliance with equality legislation).  Where there is an effect may lead to legal challenges (which follows in May negative reputation legal or financial results). Options Diversity: As indicated earlier research highlighted a number of Options diversity issues such as identification of alternatives diversity decision, decisions of the diversity and the decision of the  diversity of perspectives over time.  In addressing these questions should be considered: In the decision of the diversity, it is important that decision alternatives are developed, tested and chosen the best option (as opposed to jumping the decision most obvious or simple solution that comes to mind without thinking fully  options through).  In the development of alternative organizations should evaluate the decision other case studies (which have addressed similar problems or opportunities), look at what happens in the sectors of hospitality outside India, engage in problem  diversity issues, brainstorm and try to have representatives of all levels and areas of the organization involved in the process of decision making for diversity. Once a particular change option is selected, it is important to achieve integration and consistency between plans of diversity and other areas of organizational decision making.  In our experience, it may happen that the customer service at odds with the plans of diversity policies or vice versa.  For example, if a customer refuses to deal with an employee nonnational policy diversity in May prescribe a plan of action (whether the customer is informed that this is discrimination and given no choice but to deal with  staff member) where, as the customer service plan may accommodate the customer called at any time.  In achieving coherence between the different body plans, it is important that the impact of the diversity of decisions on other areas of operation is constantly evaluated and that individuals from different levels and areas of the  organization are involved in the process of decision making for diversity. Organizations must ensure that the full scope and range of decisions Diversity (required to ensure compliance with equality legislation) are taken.  Realizing this, it is important that all organizational roles is assessed, including the challenges and opportunities related to these roles are identified and that appropriate decisions are taken on this basis. Outlook appropriate time should underpin all decisions of the range of decisions (eg in some cases, a short-term perspective is necessary if, as in other prospects in the longer term will be necessary). Imperatives of diversity: The search results a number of diversity imperative issues including the allocation of responsibility for diversity, reward diversity and developing control structures and management support of the  diversity. In dealing with these issues, the following are recommended: By implementing effective diversity plans, it is important that responsibility is spread across a broad organizational base and comprehensive (ie all employees should be responsible for diversity in the context of their own role).  In achieving this number of measures are necessary, which include assessment of roles, identification of the nature and level of responsibility appropriate range for each job, the attribution of responsibility to the diversity of individual roles (all employees must be aware of their responsibilities in writing) and consideration of the responsibility for diversity over time .Once people have given responsibility, it is important that there be ongoing evaluation.  In this regard, different reward structures (where people are rewarded for positive diversity staffing decision-making or behavior) must be developed.  In addition, control structures to discourage people from engaging in the variety of negative behaviors (such as jokes in the workplace or other negative forms of discrimination) should be in place.  Political leadership and management support are absolutely critical in facilitating specific responsibilities related to diversity. Interfaces diversity: As indicated earlier research highlights a number of questions about diversity interfaces, which include internal cooperation and external diversity and development of structures of the diversity of feedback. In  dealing with these issues, the following measures are recommended: Interorganizational cooperation is important if diversity must be managed effectively.  For this purpose, the individual host organizations may establish committees of diversity (composed of people from different areas and levels of the organization), the conduct of the diversity of regular meetings and ensure timely and streaming  diversity TwoWay. External communication of diversity and cooperation (ie with other organizations in the sector) may be beneficial.  To achieve that representatives of different industry groupings should look to meet regularly to share information, solve problems and learn from the experiences of each other.  In addition, the information industry of the Cross: Diversity Working Group (to act as a support mechanism for the sector in relation to issues of diversity and assist organizations in moving to meet the  challenges and opportunities presented by diversity) should be considered. The structures must be in place to ensure that the diversity of information is continuously fed back into the hierarchy and in every stage of decision making.  In this way, organizations can ensure they continually learn both positive and negative experiences of diversity. (Wrench, J, 2001) Conclusion and general recommendations: In recent years dynamic diversity change have created new opportunities and challenges for organizations operating in the India economy.  This contribution briefly describes the research that was conducted for the India Hotel and restaurant around the Institute of the diversity of challenges faced by those working in the hospitality sector.  The study stresses that in view of the diversity of this sector is currently facing a series of questions.  Which focus on planning issues of diversity (such as identifying the diversity of challenges, opportunities and make effective decisions for diversity) and aspects of implementation (such as allocation of responsibility for diversity  and the creation of internal / external cooperation around diversity). To meet these challenges (both sectoral and organizational level), the following steps are recommended: Systems must be put in place to enable the ongoing collection and processing of informat ion diversity.  Mechanisms must be developed to facilitate the proactive identification of the diversity of challenges and opportunities over the long term.  Decision diversity effectiveness of decision making must be undertaken (which requires the identification of alternative decisions, choosing the most appropriate option, assessing the impact of decisions on other areas of diversity of the  company and if necessary by taking a long term approach to decision making).  Responsibility for diversity should be allocated to an organizational level and in the context of all the roles.  Reward and diversity of effective control structures should be developed and implemented.  Supporting diversity and leadership must be provided.  Cross-industry cooperation and interaction around diversity should be developed and maintained.  The diversity of structures appropriate information needed to facilitate the learning of the diversity of experiences.  Training in diversity and diversity management must be part of the curriculum in colleges host.  Diversity training and attitude of the company to diversity should be included in the initial training.

Vincent van Goghs Starry Night and Vincent’s Chair Essay -- Art Criti

Vincent van Gogh's Starry Night and Vincent’s Chair   Ã‚  Ã‚  Ã‚  Ã‚  One of the most famous Post-Impressionists was the Dutch artist, Vincent van Gogh. Van Gogh believed that art was a form of expression. Painting was an emotional and spiritual experience for him. He painted not only how he interpreted his surroundings, but his sensations and feelings on his subjects. One of his most famous paintings, Starry Night, is a perfect representation of this Post-Impressionistic style of painting.   Ã‚  Ã‚  Ã‚  Ã‚  With its swirling colors and lines, Starry Night, incorporates not just the color and light that is found in the earlier works of these painters, but it shows how forms and feelings also came into play. "Waves and swirls" were applied so thickly in this piece that the paint itself cast shadows. His heavy brushstrokes and vivid colors portray the night sky as crazy and chaotic and the village below as peaceful and serene.   Ã‚  Ã‚  Ã‚  Ã‚  The historical significance of Starry Night mirrors the events taking place during this era of modernity. During this time, scientists, writers and artists were seeking nontraditional ways of thinking. While scientists were learning about humans and physics in ways that had not been used before, and philosophers were finding new theories of life, writers and artists were disregarding old ways of writing and painting, and pursuing new forms of expression. Van Gogh, like his contemporaries, was ignoring the old styles of painting realistic images; instead, as portr...

Amazon in E-Commerce

Question 1: How has Amazon.com and their use of internet changed the retailing industry? Give examples. Answer: 1 Amazon.com has revolutionized the selling and purchasing of all products over the internet. It started with selling books over the internet and progressed in selling almost all consumer goods within a short span of time. Its engineering and quality principals make sure that all the various standard compliances are met and justified for improving the system behavior for its customers. Customers have now moved from the brick and mortars model, a traditional model for purchase of products, to the click and mortars model for ease of access, anytime anywhere access, take part in auctions and avail several promotion offers and gifts. The very perspective towards retail buying has been changed by Amazon.com. The virtual store concept is quite likely followed by many retailers after the success of Amazon.com and they have created a benchmark for its products and selling models define the very success over the long period since its inception. Question 2: Comparisons have been made by giant bookstore retailer Barnes & Nobles and Amazon.com. Barnes and Noble operate dozens of bookstores in many local communities. Yet Amazon.com’s reach goes anywhere and everywhere with the Web. What, in your opinion, should Barnes and Nobles do to compete with Amazon.com? Answer 2: Barnes and Nobles must identify the very future requirements for its physical bookstores and come up with â€Å"click and mortars† model for fetching the right customer focus and model. Identifying the competition around and the changing outlook of the customers towards decision making for purchasing products is the greatest differentiator for change. The decision making for taking the business of Barnes & Nobles over the internet would make sure that all the various present disadvantages would be capitalized upon. The brand mark of Barnes & Nobles makes sure that every activity towards the envelopment of skyrocketing technologies would develop into a mammoth in promoting its success and growth. Only setting up the website is not enough. The representation model, sound engineering techniques, quality standards and affiliation techniques makes sure that its representation over the internet is strong and makes a presence really promising. Question 3: In order to more quickly realize and sustain its profitability should Amazon.com have remained a solely clicks based e-business (without warehouses) selling only books? Why or why not? Answer 3: Amazon’s decision to cater to several products would definitely move its primary base of selling books to other products. This is a sort of erosion of its primary brand which it created for selling books. The very brand creation and sustenance for selling books online had created a larger market share for book selling. The various bookstores at that time were in greater risk concerning their sales as Amazon grew in its market share for selling books. It was a brand which no one could deny. Its decision towards clicks business for selling other products over books makes sure that monopoly was broken to some extent and other small to medium sellers in the market found opportunity to make some business. These created a balanced view for existence in the marketplace allowing every dimension of sellers and customers to interact for good. Another reason for making the right move is for long term business continuity and spreading its wing to several other products which did not make it to the internet in that era. Amazon’s decision to be clicks based business must be changed into â€Å"clicks and mortars† business model for improving its supply chain by making it efficient and effective. The effective supply chain would cut down extra costs of transportation and shipping and would in turn create trust for its safety and quality policies. Warehouses would make sure that timely delivery of products can be made at lesser costs, which otherwise would create a sense of misunderstanding and evolve privacy and security aspects to a larger scale. Question 4: How can Amazon.com complete Bezos’s vision? What do they need to do to individualize their services to 25 million customers? Answer: 4 Amazon.com must fetch the customers according to their tastes and product liking. The following can be the various options that can be exercised: Provide a survey with questionnaires of what is important, how it can be bettered, what else is desired and so on. The survey questions would serve quite helpful in fetching the right suggestion from its customers to in turn get them everything they desire. The adoption of B2B and C2C model where various sellers and buyers can meet for selling the products of their choice. This would help users to customize according to their preferences so that more number of customers is fetched for purpose. The customer logs must be duly analyzed for fetching the right decision and data mining approaches to the vast data can be devised for getting the facts out for better customization of products and services. Request boxes and techniques must be presented so that in case a customer fails to find exactly what he desires, he can make a request for the new product. This would help to fetch the needs in micro detail for better capturing of the customer base. The above approaches would enhance Bezos’s vision to cater to individual needs and demands. Amazon is a virtual reseller, one of the main new intermediaries (Sarkar, 1996.) They are an electronic-commerce only intermediary; business and customer relationship management (CRM) is conducted purely via their website; a virtual marketplace with no direct contact between buyers and sellers. Amazon have created a virtualized value system through their accelerated ordering, delivery and payment of goods and services, while reducing operating and inventory costs associated with traditional bricks and mortar stores. This model demands a change to bring every buyer and seller to meet for catering individualized services. References Sarkar, M., Butler, B. & Steinfield, C. (1996) Intermediaries & Cybermediaries.      

Elizabeth Film Questions Essay

Elizabeth’s time was very complicated, especially for a lady ruler. Her’s was a time when the women were regarded to be inferior to the men. Monarchy was always about the King, and the Queen was only regarded as the bearer of the son. Elizabeth was able to shine above the rest by telling them that women also had the capabilities that men had. As a ruler, the intellectual capabilities and will to lead are needed. Being a man or a woman is only a facade that may be given by people all throughout. Elizabeth’s unique way somewhat gave me the idea that life is indeed based on the perception of people. All should be regarded equally, and that chances should be given to others who have not tasted success. Furthermore, Elizabeth never showed any sign of weakness during her reign, and I believe that this is something that others should learn to follow. Decisions in the work force are not always based on the emotions of people, but on what is right and appropriate. I also believe that is just proper for all to live an open mind so that disappointments may be avoided. 9. Elizabeth decided to become married to her job. What are the pros and cons of such a choice? Committing entirely to a specific job is something that people should learn to take seriously. At a young age, Elizabeth decided to become married to her job as Queen of England. For this, she had to leave her personal life behind, and had to prioritize the welfare of her people above anyone else. Unlike other women, Elizabeth executed a fiery heart that was far different from other women her age. As the queen, she led her army during the Golden Age, while the women stayed home to cater to the needs of the children. The pride and honor that would come with such action is irreplaceable with any sum of money; however, going home alone is another unfair effect. Since she opted not to marry, she was left alone with no one to turn to in times of heartaches. She had to resolve her queries alone, and had to be strong when she was feeling lowly. 12. If you were queen or king of your organization what would you do? Do you think it’s easy to be a monarch or a CEO? Why or why not? If I were King, I would opt for a government where freedom exists. I do not want my people to be afraid by my mere presence, nor would they be hindered from airing their sentiments to me and my government. In addition to this, I also want to rein a country where love and peace exists, and where others would be happy by the simple things in life. However, I also want to put a limit on the kind of openness that may exist between the government and the people. I deem it necessary so that the people would learn to practice an honest and simple life. Personally, I believe that both positions are quite difficult to accomplish in their own little ways. However, I would opt to be a CEO than be a King of a land. Work as a CEO is only isolated to the problems that may be experienced by a company, as compared to the numerous problems that may be placed on the head of the King. Each decision that is made by the CEO is geared towards the success and improvement of the company alone, but may turn the other way around when placed in the wrong set of hands. Regardless of such impediments, I believe that people should learn to keep an open mind for change in order to accomplish everything in a more positive note. May it be a King or a CEO, what is important is the fact that as ruler, I may be able to fulfill my duties geared towards the upheaval of life.