The Role Of Physical Education In The Universities Essay

The Role Of Physical Education In The Universities - Essay Example Life is full of expectations and it is important that physical education is provided to students so that they can be fully equipped to meet difficulties in life. Therefore physical education is important as it teaches so much more than just education. Education is limited to the classroom only while physical education is within the field or play area of a school or university. It is important that physical education is given to students so that they become stronger and their minds can open up in a very good way. Their strength would focus on building up the society within the future. Also, physical education is a must in today’s times because it puts the students ahead of those students who do not receive physical education. These students remain alert and very active on a day to day basis. They can do their work tasks in a very quick way and get rid of the problems that are within their lives. Their minds become stronger and thus they are always on alert about the environment where they live in. It is a fact that physical education takes care of the mind and the body more than just education, which is boring at times. The sports and fitness classes within universities and schools are important because they look to make the students very fit and sporty. The physical education is necessary as so much more takes place than just physical education. The students become very fit and their bodies come in proper shape. They look like active citizens of society. They start contributing more and more when they are physical educated. These sports and fitness classes bring the best within the students and make them look like good human beings.

Slavery in Colonial Times Essay Example for Free

Slavery in Colonial Times Essay The colonization of North America was fronted by European explorers who discovered the existence of territories in the west. Prior to the colonization of North America, tribes who inhabited the region were in command over their lands and their people. The invasion of European colonizers has eventually brought about radical changes, mainly due to irresolvable conflicts, to the North American tribes’ way of life. Although slavery was notably practiced by European colonizers, native tribes also observed it. Slavery has become one important aspect of the people’s existence as the practice of slavery and servitude was sustained and adapted from the European culture. Slavery and slave trade was significantly practiced during the colonial period and has served a purpose for those who implemented it. In some instances, slaves were traded in order to put an end to the deteriorating population of North American tribes whose members were victimized by the war and also by illnesses brought about by ailments and infections without any known cure. This practice of slavery serves a communal and political purpose as it aims to bring back social order in a tribe. For economic purposes, acquired slaves, most especially those of African descent, were marketed to other slave traders. Moreover, captives were used to work and serve for people in higher classes of society. For others, slave trade was practices in order to fulfill debts or other neglected responsibilities. The concept of slavery being observed during the colonial times is not a big surprise to almost everyone who is aware of the present conditions of society. We have been hearing terminologies such as racism and discrimination, and as far as I know, this present societal problem originated from slavery. Slavery is inhuman and should be abhorred by everyone. I believe that ethnocentrism, or the belief of the superiority of one’s culture, is the main reason for slavery and slave trade during the colonial times. European colonizers made ethnic tribes and groups as slaves due to ethnocentrism. Since then, our society has been facing problems regarding social order and global peace.

Comparing and Contrasting the Novel and Movie Version of The Grapes of

Comparing and Contrasting the Novel and Movie Version of The Grapes of Wrath John Steinbeck wrote the The Grapes of Wrath in 1939 to rouse its readers against those who were responsible for keeping the American people in poverty. The Grapes of Wrath tells the story of the Joad family, migrant farmers from Oklahoma traveling to California in search of an illusion of prosperity. The novel's strong stance stirred up much controversy, as it was often called Communist propaganda, and banned from schools due to its vulgar language. However, Steinbeck's novel is considered to be his greatest work. It won the Pulitzer Prize, and later became an Academy Award winning movie in 1940. The novel and the movie are both considered to be wonderful masterpieces, epitomizing the art of filmmaking and novel-writing. Although both the novel and movie form of Steinbeck's The Grapes of Wrath are considered to be American classics, the novel provides a deeper understanding of the story's time and meaning. Absent from the film, the novel's interchapters provide a greater understanding of the time in which The Grapes of Wrath takes place. First, in the movie it is unclear why the Joads are forced to abandon their farm. It is described very briefly by Muley Graves, leaving the audience in a state of confusion. However, in the novel, Chapter 5 explains exactly why the farmers are forced to leave. In this interchapter, Steinbeck uses a dialogue between a farmer and a representative from a bank; the farmer is forced to leave because the bank, or the"Monster" as Steinbeck says, needs to make a profit, and if the farmer cannot produce any goods to pay off debts, then the bank forecloses the land. This happened to many farmers in the 1930's due to a dr... ...h provides a more sensational experience than the movie. The novel gives the reader a complete feeling of the time period. It describes in every detail the situation of the Joads, as well as other farming families forced to be refugees from their homeland. On the contrary, the film leaves the reader questioning as to what exactly is happening in America in the 1930's. The novel enthralls the reader with its beautiful descriptions of the setting, and its deep symbolism. On the other hand, the film is barren, dry of symbolism and color. The movie is focused solely on the plot, depriving the audience of Steinbeck's unbelievable writing skills. Despite the fact that both the movie and novel form of Steinbeck's Grapes of Wrath are viewed as American classics, the movie is almost insufferable when compared to the wonderful masterpiece in the novel form of Grapes of Wrath.

The Importance of Employee Engagement

Change is a constant in today? s modern business activity. As Harvard Business School Professor John Kotter wrote in Fujitsu? s `Fit for Change? report, â€Å"the current rate of change within businesses is faster than the rate at which organisations are improving†¦many organisations just can't keep up with the speed of change. † (www. theinformationdaily. com, 2012). This more and more complex and competitive environment inflicts a greater pressure on the employees; given that the employees are the heart of organisations not approaching them appropriately is one of the main reasons of corporate failure (Argenti, 2009).Although there is not a lot of research done in this field as it is a relatively new concept (Saks, 2006), understanding the importance of employee engagement and implementing a well-developed internal communications plan is crucial for success, especially during change (Dolphin, 1999). The organisation should be guided by experts through all this complexit y if it wants to overcome all the tension that originates from the dynamics of change and survive. THE IMPORTANCE OF EMPLOYEE ENGAGEMENT Many authors claim that an organisation? accomplishments, financial performance and employee outcomes may be predicted by the levels of employee engagement. However, it is surprising that even if it is a logical assumption, it appears that employee engagement is waning and that disengagement among the majority of today? s workforce is costing huge amounts of money to organisations in productivity loss (Saks, 2006). At present, workers are well educated, have greater expectations than those of past generations, and aspire to have a better understanding of the company they work for (Argenti, 2009).According to Argenti (2009), most companies? senior managers exclude lower-level employees from taking part in most decision-making. According to Dolphin (1999), employee communication is too often conducted by in-experienced and junior personnel. Therefore , it could be said that organisations do acknowledge the importance of employee engagement to some degree but are not following an appropriate and effective two-way communication strategy that will engage their staff. ORDER AND CHANGEEvery organisation has a culture and identity of its own and these should be consistent, coherent, and clear. When an organisation suffers a big change, it might have the need to acquire a new identity and/or alter or even create a whole new corporate culture (Dolphin, 1999); to be able to direct this change effectively, there must be a well-defined vision. Most of the definitions of vision in this context make reference to an ideal or a future to which the organisational change should lead to (Palmer, Dunfard ; Akin, 2006).Without a firm vision and effective internal communications, the â€Å"changes introduced by managers may seem arbitrary and unneeded†¦ vision helps to motivate staff in working towards the change and engaging in what may appea r to be daunting or risky actions† (For Kanter et al. , as cited in Palmer et al. , 2006, p. 245). Sutton and Khan (1986 as cited in Jimmieson et al. , 2004, p. 12) argue that when a deep change is about to happen, workers â€Å"go through a process of sense-making in which they need information to help them establish a sense of prediction and understanding of the situation†.Palmer, Dunfard and Akin (2006) insist in the importance of having their employees well informed about the situation and about what is expected from them, To the extent that the strategic intent is not complemented by clarity as to expected actions, the chances increase employees will fail to convert a change initiative into supporting action at their level of organisation. The Key point here is that the lack of supporting action is not due to overt resistance or even apathy; it is due to the lack of clear understanding of what such supportive action would â€Å"look like. (Palmer et al. , 2006, p. 149) Organisations must therefore aim to achieve a balance between order and change. For instance, they can only operate efficiently if members execute their roles consistently, perform everyday operations, and uphold ordered structures, but they also need to stay open and agile enough to react to and anticipate the fluctuating stresses of today? s changing commercial environment. (Jacobs, 2004, p. 382). Carl Weick (1979, as cited in Jacobs, 2004, p. 82) highlights in his relational perspective the role of communication when dealing with the tension that arouses between these two elements and suggests that organisations are in essence the outcome of communication collaborations. Lewin? s Three Stage Model of Change (Carnall,2007, p. 70) can be used to help the organisation better understand this process. It consists of three stages: 1. Unfreezing. It is related to cultural change.Identifying both present behaviours and required behaviours necessary to achieve the organisation? s mi ssion and common goals and analysing the differences, with the participation of the company? s members, is the first step of â€Å"unfreezing† actual change. 2. Changing/Moving. Identifying the procedures and changes in the structure that will enable the execution of the new behaviours and the implementation and examination of accomplishments. 3. Refreezing. Instilling the new behaviours, attitudes, and values in the group.This is usually done by rewarding new behaviours, carrying out policies, implementing an effective communication, and educating members in order to support the new culture and behavioural principles; commitment to change is attained in this stage. However, as organisations and their environments are ever more uncertain and dynamic, many changes may occur at once and when one area is refreezing another might be unfreezing or moving. This has led Clark and Clegg to believe that `successful management in the future must be based on intelligence and creativity and the capacity to question and learn? â€Å"executives must learn how to combine continual change with the ability to sustain `business as usual? † (1998, as cited in Carnall, 2007, p. 78-79). An organisation is dynamic, it is persistently reinventing itself, and therefore must be monitored constantly. THE RISKS OF CHANGE AND THE IMPORTANCE OF ORGANISATIONAL SUPPORT A possible reason for failure could be that organisations simply do not dedicate enough time or attention to understand the psychology of change. Employees? xperience is a critical factor that should be considered; it is how people adapt and react to change that makes a difference. Firstly, changes in an organisation are not linear by nature and thus uncertainty is the most common psychological condition that emerges as a result (Callan et al. , 2004); â€Å"much of what we refer to as resistance to change? is really ‘resistance to uncertainty’ meaning that the resistance originates from the proces s of dealing and handling change, not from the change itself (Carnall, 2007, p. 3). Secondly, Palmer, Dunfard and Akin (2006) argue that people? perceptions of how they believe that change will affect their personal interests will influence their readiness for it. People have a tendency to support changes that do not seem threatening to their interests and resist those that appear to be harmful. (Palmer et al. , 2006, p. 149). Managers should understand the potential risks of letting employees face changes on their own without a consistent support on behalf of the organisation. Doubt and uncertainty should be dissipated and substituted by safety, and mutual interests should be addressed to avoid feelings of threat.According to Argenti (2009) effective internal communications not only requires facilitating employees with relevant and sincere information but it should also reinforce their belief that they are significant assets to the company and that subsequently their matters are to o. Listening to them and allowing their participation in conversations regarding organisational change will keep them â€Å"excited about their work, connected to the company? s vision, and in a position to further goals of the organisation† (Argenti, 2009, p. 84). An example that describes poor attention to how stakeholders react to change (whether they are predisposed to welcome it or reject it from the beginning) is Kodak? s announcement of its reduction in workforce to its staff, and of its dividend cut to its investors. They ignored the importance of setting an adequate strategy to promote a positive response prior to change and this basically resulted in resistance to change from both groups which led the merger with Compaq Computers a failure (Palmer et al. , 2006, p. 1) REASSURING EFFECTIVENESS IN COMMUNICATION Before any action is taken, the organisation must have a sense of the present effectiveness of its internal communications. Argenti (2009) reveals that an exce llent way to measure the effectiveness of its actions is by executing communication audits and systematic temperature checks to discover the employees? attitudes towards the organisation itself, their opinion about the quality of the communications they are getting, and whether the messages are being understood.Once this is done, an internal communication framework can be implemented to work on solutions to any communication deficiencies and satisfy those requests. The Strategic Employee Communication Model and Best-practice Definitions (Appendix A) can be used in a change programme as â€Å"benchmarks against which to measure a company? s employee communication strengths and weaknesses as well as a model of effective change†. According to Barrett (2004), both the model and its different elements were inspired by research done in numerous Fortune 500 companies on what actually works in employee communication.The best companies integrated many of these definitions in their pra ctice scheme. This model links all principal factors involved in employee communication between them and to the company? s manoeuvres and strategy; it analytically breaks down communication into distinguishable and manageable portions and illustrates how interconnected and inter-reliant each portion is when employee communication is placed strategically within the organisation, a must in order to make change feasible. What moves this model from a tactical level to a strategic one is the direct connection to the firm? â€Å"strategic objectives and business planning process plus the overlay of supportive management with on-going assessment of individual and company communication. † (Barrett, 2004, p. 22). An example of a good communication in practice is what CEO Gordon Bethune did in Continental airlines. Every month, he held an open-house in his own office where employees were welcome to go and talk to him about any issues, suggestions, or complaints, and in numerous occasio ns he would go himself to meet the employees at their workplace.This platform for open, informal, and sincere discussion was his trait of leadership. He has been recognised for having significantly improved employee spirit and productivity as well as enhancing the global culture of the firm. This is illustrative of what should be done to have the organisation prepared in the eventuality of change. THE LEARNING ORGANISATION. FROM INDIVIDUALS TO A TEAM In order for the organisation to move as a whole it should behave and act as one.Organisations should provide the ground for individuals to move out of their sense of self, be flexible, and connect with and contribute to the group consciousness. Many authors emphasise the need of creating learning cultures within organisations in order to achieve success during change. â€Å"Teams, not single individuals, are the key to successful organizations of the future and†¦ individuals have to learn in the context of the team† (Append ix B). Hurst (1995, as cited in Carnall,2007, p. 65) for instance exposes that a performance organisation should evolve into a learning organisation when it faces complexity; â€Å"tightly defined tasks, control systems and rigid structures† should be replaced by â€Å"recognition, networks and teams†. His ecocycle model of eight stages points toward renewal through which the company reinvents itself, more explicitly, â€Å"in which people rethink what they seek to achieve, with whom and how, and thereby recreate the organisation†¦ it is certainly a learning process†. The complexity theory can throw some light on this perspective.As Darwin, Johnson and McAuley (2002, cited in Carnall,2007, p. 84) note, the basic idea that lies beneath the relevance of the complexity theory within the literature regarding organisational behaviour is that of a multifaceted adaptive organism described as a coherent network of agents interacting in parallel with no ? command an d control framework? and who are ? adaptively intelligent? (Appendix C). This view links to the idea of ? self-organisation? (Carnall,2007, p. 84). Emery (2004, as cited in Carnall, 2007,p. 85) also presents â€Å"an analysis of open-systems theory-based action research as an enabler of learning and change†.She starts off by stating that learning is fundamental for viable change and then argues that practitioners must deal with all individuals at every level of the corporation and all practical areas must be implicated in some kind of practise that will enable them to take part in this learning process. However, she highlights that there are certain obstacles that might get in the way such as certain attitudes of the elite members, fail to use a common language throughout the organisation, and diverse framework and priority schemes.Another issue to tackle is the fact that individuals have different learning rates and they learn in different ways (Carnall, 2007). That is where the role of internal communications plays a significant role. Professional practitioners should be able to identify where communications fail and target unlike audiences with different techniques to be able to engage them appropriately. We therefore can determine that the objective of education in the long-run would be to create a â€Å"strong sense of listening and of responsiveness [that will] permeate(s) the organisation† (Macleod, p. 9) by: -Forming engaging managers that will know how to communicate cultures and values and treat their personnel with respect. As MacLeod ((Macleod, p. 79) ) states in his report, managers who engage â€Å"facilitate and empower rather than control or restrict their staff; they treat their staff with appreciation and respect and show commitment to developing, increasing and rewarding the capabilities of those they manage. †. -Giving employees a voice and tools to address management with their concerns.They must feel â€Å"they are l istened to and see that their opinions count and make a difference†¦ [And that they are able to] speak out and challenge when appropriate† (Macleod, p. 79) CONCLUSION Employee engagement levels can predict an organisation? s accomplishments and performance as it is claimed by many authors. However, due to today? s complex environment it is more than necessary to build up a strong internal communications strategy. Employees should not be isolated from the organisation as a whole and should be informed and involved in it. The corporate culture should be coherent and the vision should be clear.If organisations fail to communicate all this properly and engage its employees into believing that change is not synonym of threat, resistance will appear. Resistance may lead to a break in the internal homeostasis and the consequences will show up as a failure when trying to move the organisation forward. REFERENCES Argenti, P. (2009) Corporate Communication. 5th ed. Singapore: Mc Gr aw Hill. Carnall, C. (2007) Managing Change in Organisations. 5th ed. Essex: Prentice-Hall. Dolphin, R. (1999) The Fundamentals of Corporate Communications. Butterworth-Heinemann. Jimmieson, N. t al. (2004) A Longitudinal Study of Employee Adaptation to Organizational Change: The Role of Change-Related Information and Change-Related Self-Ef? cacy. Journal of Occupational Health Psychology , 9 (1), p. 11-27. MacLeod, D. and Clarke, N. (2009) Engaging for Success: enhancing performance through employee engagement. [report] Department for Business Palmer, I. et al. (2006) Managing Organizational Change: A Multiple Perspectives Approach. s. l. : Mc Graw-Hill Saks, A. (2006) Antecedents and Consequences of Employee Engagement. Journal of Managerial Psychology, 21 (7), p. 00-619. www. theinformationdaily. com (2012) Making your organisation fit to change. [online] Available at: http://www. theinformationdaily. com/2012/12/21/making-your-organisation-fit-to-change [Accessed: 4 Mar 2013]. J acobs, G. (2004) Corporate creative thinking. In: Oliver, S. M. ed. Handbook of corporate communications and public relations. London: Routledge, pp. 382-384. Barrett, D. J. (2004) A best-practice approach to change communication. In: Oliver, S. M. ed. Handbook of corporate communications and public relations. London: Routledge, pp. 22-24. . APPENDICES Appendix A. Figure 2. 1 Strategic employee communication model (Barrett, 2004, p. 23) *Appendix B. Senge? s five disciplines: 1. Systems thinking: everyone must learn how to view things as a whole and that one set of events has impact on others 2. Personal mastery: ? the discipline of continually clarifying and deepening†¦ personal vision, of focusing†¦ energies, of developing patience, and of seeing reality objectively.? 3. Mental models: ? learning to unearth†¦ internal pictures of the world, to bring them to surface and hold them rigorously to scrutiny? 4.Build a share vision: leadership is the key to creating and co mmunicating the vision†¦ the leader creates vision but is prepared to have it reshaped by others 5. Team learning: teams, not single individuals, are the key to successful organizations of the future and individuals have to learn in the context of the team (Senge, 1990, as cited in Carnall, p. 164) *Appendix C. Darwin, Johnson and McAuley (2002, Carnall, p. 84) describe a multifaceted adaptive organism: 1. It is a network of ? agents? acting in parallel, often interconnected, ways but without any ? ommand and control? framework 2. These agents are ? adaptively intelligent? ; constantly seeking and making sense of patterns, testing ideas, evolving and learning. 3. Change is achieved through learning, evolution and adaptation. 4. Control of the system is dispersed throughout the system. 5. Coherence within the system arises out of competition and cooperation among the agents as they see advantage in alliances and other arrangements for mutual support. This view links to the idea of ? self-organisation?. (Darwin et al, 2002, as cited in Carnall, p. 84)

Popular Media

Running head: MASS MEDIA AND POPULAR AMERICAN CULTURE Mass media and popular American Culture Team B University of Phoenix In the last 50 years the mass media has grown exponentially with the advancement of technology. Our society has come a long way since the telegraph and the newspaper. The most used source of media today is the television. In today’s society over 250 billion hours of television is viewed annually by Americans. Children are exposed to more than 40,000 ads a year, and this number is climbing. Americans as a whole are exposed to thousands of images of sex, crime, advertisements, celebrity news, hidden subliminal messages and much more. Today’s society is not aware of the negative influences we expose ourselves and our children to on a daily basis. Surprisingly enough, 95% of the media is owned by only 5 companies, which are, Time Warner, Viacom, Vivendi Universal, Walt Disney, and News Corp. These companies own the major entertainment theme parks, movie studios, radio broadcast networks, and sports entertainment. These superior companies also own integrated telecommunications, wireless phones, video game software, electronic media the music industry and more. In earlier years there was diversity in companies, now there are just a few that have the power to influence the minds of your children. When children constantly watch violence and negative images over and over again it becomes traumatic on their psyche. Television is shaping the way young Americans think. Therefore they grow up thinking they have to look a certain way to fit in today’s society. We need to develop a mind of our own or we will become a culture filled with zombies with low IQ’s. As one examines the relationship between the media and popular culture it is evident that the affects of the media has had a great impact. The popular culture before the media was somewhat simple. The pop culture was primarily dictated by the elite and the religious sector. As time progressed pop culture began to be influenced more by certain types of media. One form that had a great impact on pop culture was movable print. Movable print opened the door to mass communication in 15th century by allowing information to be printed for the emerging middle class. This new age in pop culture gave way to the spread of illiteracy and the emergence of trade in the western civilization. As pictorial printing emerged so did the education of the lower classes. This new form of media was mass produced and allowed the door to be open for the mass movement and change in popular culture. The Reformation, led by Martin Luther was the first form of a mass movement influenced by mass communication. Along with this development was the ability to distribute new religious thoughts and ideas the masses, which in turn allowed people to begin to develop individual ideas on religion. As pop culture became more influenced by mass communication, more people learned to read and write. The Reformation can basically be credited to the start of mobilizing the masses and industrialization. As one examines where we are as a society, one can safely say that pop culture is greatly influenced by all forms of media. This idea will explored throughout this paper and how it relates to enculturation. The relationships among the media, advertising and the formation of normative cultural values are very important in the 20th century. Without putting them together to have the success that comes to many movies, business, and some of the top celebrities would make things a lot harder. The media is a good tool if used properly but can as we have seen make things bad for some people and their businesses. At the start the use of the media was to entertain as well as inform. The base ball games started off on the radio and after sometime TV became black and white. Then the idea came that there are people looking at these shows and the thought of advertising came into play. This enhanced television because now not only do you have people being entertained but now you can give ideas that could offer big bucks for business. If in this day and time we did not have the media to inform us as we need to be, how would we know that there is a new cold bug or that the weather is not going to be good on Sunday. The media is a very import to us in the 20th century without it how would things be if they were to go on as they are now. The media was used to inform us that Toyota the car company has several cars having trouble with their gas pedal getting stuck. This was important to know because if not then people all over the world would have had these issues with the cars and not have know that this needed to be fixed right away. But in turn Toyota used the media and advertising to get sales back up after the issues slowed down sales. The haste of technology has impacted our society and helped globalization move a little quicker. Although, the internet may seem to be taken away the personal part of communicating, it has globalized our country by having the opportunity to communicate with other countries around the world. The impact of a growing business is better known as face book. One of the largest most recognized websites that is very helpful in communicating with others around the world. Today’s popular culture has made face book one of the newest and innovated ways to communicate with friends and family at are long distance. In a way the internet has globalized and helped our country to become one by simply communicating with one other through this known site. Although, it may not be face to face round table discussion but it helps us in all ways possible. Popular culture has made this website a sophisticated site where all can be a part of. However, face book does have its changelings because it takes away from interpersonal communication restrictions. Cheryl stated â€Å"Technology's influence on interpersonal relationships is both positive and negative. The important thing to remember in forming a virtual relationship is not to lose sight of the fact that it is virtual reality. It is also important to maintain real relationships as well to keep a proper balance†. I believe this is true to the fact because of this technology people tend to forget about the true meaning of interpersonal communication, meaning communicating face to face. Everyone has their own opinions about both the positives and the negatives of mass media and its’ affects on popular culture. In the end it all comes down to the individual’s values and their perception on what is current and popular to them. It is the parent’s responsibility to teach their children about their heritage and culture, but sometimes that does not happen, and the child has to decide for his or her self what mass media and popular culture is good or bad in the aspect of the affects it has on them. Education has and always be the defining factor for our future and the future of mass media and pop culture. References Herr, Ph. D. , N. (). Television & Health . Retrieved from http://www. csun. edu/science/health/docs/tv. html Rayuso, .  (Copyright  © 2010 ). Mass Media Influence on Society77. Hubpages Inc. and respective owners. Retrieved from http://hubpages. com/hub/Mass-Media-Influence-on-Society William, Cheryl (2002). Http://www. Helium. com

Jobsintown.de Company Campaign Reflection

Jobsintown.de Company Campaign Reflection What is the campaign about? This campaign is a sensitizing platform that provides the necessary information regarding the prevailing job market conditions. The campaign, dubbed â€Å"Life’s too short for the wrong job,† is a creation of the Jobsintown.de Company which runs an online recruitment website. The primary target for this campaign is that potential job seekers, particularly those living in urban areas and are in the job search.Advertising We will write a custom essay sample on Jobsintown.de Company: Campaign Reflection specifically for you for only $16.05 $11/page Learn More Alternatively, some may be already employed but in fields that do not match their skills, knowledge, or potentials. The campaign targets all customers irrespective of income or education level. The company has identified a gap in the job market which it wants to fill by playing the agency role involving the linkage of job seekers, their customers, to the relevant e mployers. This has enabled the company to meet the ever-rising demand for this kind of service. What are the campaign’s objectives? Like other promotional activities, this campaign ad is aimed at making the agency service available to the public. Although the Jobsintown.de Company is keen in making claims from this particular advert, it is indirectly inviting public critiques and confrontations. This is likely to occur when the services rendered do not live up to the anticipated benefits. According to the class notes, any company that believes in putting its reputation on the line will always try harder than its competitors to fulfill its promises and maintain the reputation that it has already established with its clientele. The other objective of the company is to provide a wide range of services making the consumer to determine the ones that are in line with their needs. The company wants to offer different services across people from different social class and occupation. For instance, the photography that shows a person who is probably seeking the laundry services from a dry cleaner while the other one is doing the hand washing depicts a reflection of the society where people are in different social classes. There are those who are in need of certain services that are unaffordable to others hence the need to segment the market.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More What is the campaign’s strategy? How would you describe it? The company’s marketers have established that the best way to advertise and sell services is to ensure that there is satisfaction of genuine needs. In regards to this, the company has decided to use reflection advertising to reach its target audience. This choice not only makes the intended message special, but also unique. As described in the class notes, the use of realistic images tends to be more ap pealing to people especially when the practicality of the claims forms the basis of the customer’s decision. The company has managed to keep its message and purpose simple. This is critical in the process of ensuring that effective motivation prevails. The strategy adopted by the company will enable it achieve its goal of transforming the audience’s state of ignorance into a state of satisfaction. For that reason, the overall outcome will be good. Looking at the pictures given, it is evident that the company has strategized on how to show the problem to its customers and the corresponding action to be taken. The campaign packages itself as the opportune moment to effect a change in their job search routine. The company has done an extensive market research and, for that reason, the campaign will gain much acceptance and support from the public. Do you consider the campaign to be effective or ineffective? Why? It would be very subjective to claim that the campaign is in effective. However, some may find the ad to be offensive depending on the types of occupations highlighted. On the contrary, sometimes, the campaign ad offends in order to gain attention. Some of the pictures used in the ad are somehow disturbing in the sense that some certain fundamental issues such as hygiene are overlooked. In respect to this, this campaign ad is some sort of distraction marketing where the products are not as offensive as they made be deemed to be from their advertisements. In as much as the campaign may seem to be offensive to some extent, it is not deceptive. It would quite obvious that the consumers would turn against a service that exhibits deceptive advertising. For that matter the Jobsintown.de Company has played it safe in their campaign presentations.Advertising We will write a custom essay sample on Jobsintown.de Company: Campaign Reflection specifically for you for only $16.05 $11/page Learn More Who is this campaign for? How does it relate (or not) to you? The primary target for this campaign is those people who are already employed but in irrelevant fields. This campaign aims at realigning the skills, knowledge, and potentials with the relevant jobs. Additionally, the campaign is targeting a market segment that comprises of job seekers who have not yet found the kind of jobs that match their diverse skills. Although this campaign targets a particular market segment, it has the spillover social benefits such as supporting the freedom of media, stimulating the development of new services, and providing a channel to disseminate information regarding social issues. The statement â€Å"Life’s too short for the wrong job† is not only precautionary, but also educational especially to students who are yet to meet their career choices. The message derived from this campaign slogan is direct and straightforward.

Georgia - Crime Victims Rights

Georgia - Crime Victims' Rights You Have The Right To Be Notified Of: Arrest of the accused.Availability of victim service programs.Availability of compensation for victims of violent crime.Any court hearings where release of the accused will be considered.Release of the accused.Court proceedings during prosecution of the case.Motion for new trial or appeal dates.Change of status of the defendant, if you request this in writing. You Have The Right To: Express your opinion on the release of the accused pending court proceedings.Express your views on the outcome of the case prior to plea negotiations or sentencing of the accused.Complete a Victim Impact Statement. Notification To Victims Of Crime The Office of Victim Services will notify registered victims when any of the following occurs: The inmate is released from prison having completed the court ordered incarceration.The inmate has been approved for transfer to a work release transition center.Removal from transition center to be returned to prisonEscape of an inmate from custody.Recapture of an escapee.The release from prison after completing the confinement portion of the sentence to begin a court ordered probation period.A scheduled parole release from prison.An offenders parole is revoked and the parolee is returned to the custody of the Department of Corrections.Transfer to the custody of another authority outside of the Georgia Department of Corrections.The death of the inmate while in the custody of the Georgia Department of Corrections Services to Victims of Crime A toll free number is available for crime victims to contact the Office of Victim ServicesRegistration of crime victims for notification of the release of their offender from the custody of the Georgia Department of Corrections.Notification of an inmates release or escape from the custody of the Georgia Department of Corrections.Advocacy on behalf of victims concerning their particular needs in the correctional process, including but not limited to: situations involving harassment by inmates, compliance with court mandated conditions, unwanted contact, etc.General information regarding the status of offenders in the custody of or under the supervision of the department of corrections.Referrals for crime victims to other state, federal and community based services.Notification of execution dates along with preparation and orientation for the survivors of homicide victims who choose to be present at an execution. Victim Information and Notification Every Day V.I.P. is an automated information and notification system used by the Georgia Department of Corrections to provide registered victims or their families with access to information about their offender 24 hours a day, everyday. V.I.P. Hotline: 1-800-593-9474. V.I.P. also functions as a notification system. Through computer generated telephone calls, victims who have registered with the Georgia Department of Corrections will automatically receive notification of the release of their offender from custody. The information and notification services of the V.I.P. system are available in both English and Spanish. How to Register with V.I.P. The V.I.P. hotline may be used to obtain updates on the following inmate information: The current location of incarceration.The parole status/eligibility.Maximum or scheduled release date.The system will advise you if the offender is not in custodyNotification Calls Registered victims will automatically begin receiving computer-generated telephone notification calls when any of the following occurs: The inmate is released from prison having served the court ordered term of incarceration.Release from prison after completing the confinement portion of the sentence to begin a court ordered probation period.Upon being paroled from prison.The escape and recapture of an inmate.The death of the inmate while in the custody of corrections.Notification calls will be placed to the registered phone number every hour. The calls will continue for a 24-hour period or until the victim enters the assigned PIN, confirming the notification process has been completed.