Hudson’s Bay Company and IBM

Machines and servers are used all over businesses, however it depends on which activity the servers are used for that determines if the server will be beneficial. Each of the 3 servers are used differently and are uniquely designed to assist virtual servers. Full- fertilization has the help of the hypothesis in which divides and keeps each server independent. By keeping the servers independent, resources are not being wasted. This particular server will function correctly without knowing Its running fertilization alone.Still hypocrisies needs help due to the fact that It does so much for the physical servers. Para-fertilization Is a little different because the servers don't have to depend solely on the hypothesis. Para-visualization allows the system's to all work together as an entity so nothing Is working harder than another. SO- level fertilization Is much different than the other 2 virtual servers because the hypothesis Isn't needed at all for stability. Valuations ability teams with SO to perform all of the tasks that hypothesis would yet It's still secluded unlike the other reverse.Now, by doing so the guest servers must all run solely on the so. Hudson Bay Company as well as IBM both bring in numerous amounts of business and fertilization can assist with performing some of the daily tasks. With all of the information and data, optimization can help smooth out some of the tasks. Another reason would be the cost of sources, technology is being used heavily which means it's becoming more and more expensive. Partnering with IBM will save Hudson Bay Company lots of money but mostly energy.Hudson Bay Company is growing rapidly and will be using more power and energy. IBM is very beneficial to Hudson Bay due to their creation of higher/faster speed which requires less servers for companies. The HOB blade has more than one talent, it allows multiple drivers for backup In case of emergencies. HOB plays a huge part in correcting errors and preventing direct softw are problems. The collaboration is beneficial to both companies in which both are becoming more modernized and useful in the land of information technology.

Nike Sweatshop

Trust Nikkei Inc. , the sports apparel multinational company has been under suspicion and scrutiny for their practice of the unfair treatment and negligent labor habits In their offshore factories. They have been criticized for human rights abuse, child labor law violations, as well as minimum wages and trade union relations violations within a number of Asian countries. They subsequently misguided the public in an attempt to make one believe there is no substance to the allegations of their involvement.The abusive and exploitative treatment and working conditions In these factories has been touted as Inhumane In nature as well as an Implored violation of worker's human rights (Figure 1). Some of the most common abuses being Imposed upon their workers were insufficient pay (Figure 2), inferior and hazardous working conditions, below standard living conditions and long grueling hours away from their families and home. In 2000 more than 11,000 sweatshops violated minimum wage and over time laws.This type of behavior brings to question their ability to gain trust thin their company amongst their employees, their investors, and the public. This hinges on one aspect of Interpersonal behavior found In Nine's sweatshops. By definition, trust is a culture of transparent communication which forms a foundation for building relationships. A sense of safety and the level of comfort when it comes to interpersonal interaction; this pervades a workplace that should developed and nurture a culture of trust (About. Com). NIKKEI Inc. Pays Tiger Woods enough money that he could purchase a house In the slums of Indonesia every second, while it pays heir factory workers low wages. It takes a worker In Indonesia work roughly 9. 5 years to make what Tiger makes In one round of golf Figure 3 shows the hourly wage for a Nikkei factory worker in Indonesia is $0. 34 an hour, which comes up to roughly $23. 80 a week per worker. This barely gives workers enough wages to cover their daily n eeds, versus $925. 00 per week for a comparable job in the United States. From an equity theory stance, this could lead to mistrust for Nine's underpaid workers.Nine's blatant unwillingness early on to be fair and Just In establishing equal pay for equal ark clearly would give their workers a sense of mistrust by taking advantage of not only the economic hardships within the country In which they've set up shop: but also by underrepresented what would be considered a â€Å"fair† wage if Nine's factory had been established in the United States. According to Greenberg the equity theory states, â€Å"People are motivated to maintain, equitable relationships between themselves and others and to avoid those relationships that are inequitable†.According to an AM Broadcast (201 3), unions In Indonesia say at least six Nikkei- contracted factories have applied to be exempt from paying an Increases to the minimum wage rate. According to Jim Keyed, founder of Educating for Justi ce, â€Å"this is a clear violation of Nine's code of conduct and in a more general sense; the minimum wage is a poverty wage alone. To pay less than the minimum wage I Just think absolutely runs counter to Nine's public claims that they care about the welfare of their workers and they want to see them have decent lives. Nikkei has also been accused of using deplorable tactics and coercion to force workers to produce Nine's defiant workers. If an employee doesn't do what is asked of them, they are whipped, eaten, killed, threatened at gun point, and subjected to search and seizure tactics within their homes. In any environment, work related or otherwise, where there is such brutality, an employee's emotional state and lack of positive motivation invites vulnerability, both internal as well as externally prohibiting those involved in any attempt at establishing trust.Typical in any relationship, as it applies to working conditions, when one person perceives that management and/or th e organization does not place a vested interest in their wellbeing equal to the organization itself, there is breach in confidence and trust. Corporate Responsibility: The pyramid of corporate social responsibility is composed of four types of responsibilities: Philanthropic, Ethical, Legal and Financial. According to Greenberg, â€Å"To be socially responsible, companies must meet the four types of responsibilities (2013).Nikkei has portrayed its sweatshop allegations as more of a crime against public relations rather than face that they've violated the factory workers' human rights. Their strategic decision has been to mislead the public. They have avoided addressing key issues regarding wages, forced overtime and suppression of workers' eight to freedom of association. This has led credence to civil and human rights groups to be Justifiably correct in treating Nikkei with suspicion. NIKKEI, Inc. ‘s code of ethics for all employees called, Inside the Lines, addresses the ex pectations of Nines' employees.It clearly defines the expectations of its employees to follow and include a range of topics regarding: employee activity, ethical behavior, product safety, legal compliance, competition and use of resources. Nine's code of conduct specifically addresses and places emphasis on the conduct of contractors that manufacture Nikkei-branded products. It directs them to respect the rights of their employees and promises to provide workers with a safe and healthy work environment. Nine's code of conduct states, â€Å"Nine's good name and reputation result in large part from our collective actions.That means the work-related activities of every employee must reflect standards of honesty, loyalty, trustworthiness, fairness, concern for others and accountability. We are expected to be sensitive to any situations that can adversely impact Nine's reputation and are expected to use good Judgment and common sense in the way we all conduct business. This Code of Ethi cs applies to Nikkei and its subsidiaries worldwide† (Nikkei, 2009). Yet, Nine's actions go completely against their policy regarding ethics and conduct.A clear violation of trust, as well as under- minding the responsibility of a reputable corporation to do what is morally and ethically right. It wasn't until the brutal working conditions, and intimidation tactics against these factory workers were exposed and Nine's corporate image was at stake. Price Waterholes Coopers (PWS), an independent monitoring firm hired by NIKKEI Inc to conduct interviews and surveys of the overseas factories. The interviews with Nine's factory workers lasted approximately 7 to 10 minutes each.The venue in which the interviews were conducted were not in a private setting where workers could express themselves openly, which was intimidating at best. In 1999, a worker in an Indonesia factory stated, that PWS or NIKKEI interviewed three line workers, the supervisors knew who the workers were and appro ached them after the interview to try to discover what they had disclosed. Clear violation of trust, workers could not workers to express themselves without reprisal. As you can see in the chart labeledFigure 4, Nikkei revenue sales were impact after the Nikkei scandal broke. While it appears revenue sales are beginning to incline there was a definite dip, which more than likely can be attributed to the scandal regarding Nine's business practices and treatment toward factory workers abroad as opposed to that of workers in the United States. NIKKEI sales are on the rise due to endorsements form Derek Jester ( New York Yankees), Eddie Jones (Miami Heat), Vince Carter (Toronto Raptors) and of course, Michael Jordan.Also, they have almost fixed the labor problems worldwide that have bothered them for years. Therefore, Nikkei is moving in the right direction to regain corporate social trust. Recommendations: Build Trust & Improve Corporate Responsibility From an ethical and corporate res ponsibility standpoint Nikkei should understand that they have obligation not only to their employees but to consumers as well to live up to the ethos they embody. Building trust amongst and commitment amongst their employees is vital to improving their corporate image.Enhancing their social image could attract more customers and investors, therefore provide positive benefits while creating a working environment that where employees feel safe, expected and valued will promote productivity and positive cash flow for the company. For example, to improve its public image, Nikkei could do the following: Establish a team to perform audits or inspection of facilities. Actively invest in the education of their overseas workers and/or their children to ensure they are taught valuable skills to better themselves. Offer opportunities for upward mobility.Create scholarships for the children of these families who have demonstrated the want to better themselves (this will do wonders to build cre dibility between Nikkei and the employee). Provide better health care for offshore workers possibly for a minimal fee so that the coverage is equivalent to that which is offered to their counter parts in the United States. Directly invest money into the surrounding communities (this will foster a sense of goodwill as well as increasing the number of qualified applicants for positions that need to be filled).Connect employees to financial services that can aid in providing relief and resources to help with obtaining adequate and habitable housing. Establish partnerships with non-profit organizations that promote the embodiment of humanity. Would do well to implement lessons learned or post- assessment process to address or curtail future issues before they get out of hand. Conduct forums which allow for the exchanging of ideas between the workers and management (this will create a sense of commitment and belonging).Ensure that a percentage of the supervisors and managers come from th e host nation (this should help to establish trust and alleviate cultural tension). Nikkei has a corporate responsibility to all stakeholders. Engaging in one or more of these suggestions could position them well on their way to be viewed as a company that cares for its rockers, appreciates its customers, respects its shareholders and its workers, as well as, is committed to society. The majority of the recommendations listed here are feasible. It will require NIKKEI to invest in its employees.

Conflict Resolution at General Hospital Case Study

Conflict Resolution at General Hospital - Case Study Example It has been recognized that cultural changes has been initiated by Mike Hammer which seemed to be relatively ineffective for the overall organization. The analysis of the case study is aimed at providing answer to various problems faced by General Hospital in order to increase its efficiency. Table of Contents Abstract 2 Introduction to the Case Study 4 Conflict Management Styles 4 Hammer’s Leadership Style 5 Change Approach Used 7 Conclusion and Recommendation 9 References 10 Bibliography 11 Introduction to the Case Study The case study is all about the General Hospital that has been facing problems and the performance of the organization has been declining. Therefore, the hospital required certain high-speed solution so that the operations of this organization could be improved. It was noted that the CEO of the hospital Mike Hammer identified that the cut in the cost of operation was of top priority and thus increase in the revenues could be the ultimate solution to fix the problem so that the current services could be expanded and the new services could have been added in those areas where the General Hospital could have competed successfully. Conflict Management Styles There are various conflict management styles such as competing/controlling, accommodating, avoiding, collaborating and compromising. Competing conflict management style is generally understood as being assertive and uncooperative. It might be understood as protection of one’s position which is believed to be correct or at this management style the person tries to win. Accommodating is just the opposite of the competing. In case of accommodating the individual tends to gratify the problems of the other people whilst sacrificing his personal concerns. Avoiding is the style of managing the conflict where the individual doesn’t pay due attention towards the conflicts and thus doesn’t makes any attempt to solve it (AFC-ISPI, n.d.). Compromising is an attempt made by the individual to resolve the conflict by means of identifying the solution that is accepted to both the parties to certain extent but not fully satisfactory to any one of them. Collaborating aims at cooperating with the other party for their concerns to be realized and thus enabling to express ones own concern with the aim towards finding a mutually and completely satisfactory solution (Wright State University, n.d.). After having analyzed the case study, it can be revealed that the collaborating conflict management style is practiced to resolve the problem that was pertaining in the organization. Collaborating involves working closely with other person in order to find a feasible solution to the problem fully satisfying the concerns of both the persons. In the case study, Mike Hammer hired Marge Harding in order to work together on the matters. In addition to this, by doing so the concerns of both (Hammer and Harding) would be satisfied since Mike Hammer’s aim was to reduce th e cost and Mage Harding wanted to take up the challenge since the work could provide her the chance to get the CEOs position after few years. This makes it evident that the collaborative conflict management style has been applied in the case study. Hammer’s Leadership Style Leadership style is a process whereby the direction is provided, plans are implemented and thus the people are motivated to work in an organization. It is worth mentioning that the leaders might not use one particular style when executing the above functions. Various styles are used; most of them may even use multiple styles. The diverse leadership styles as exercised by the leaders are authoritarian, democratic and laissez fair. In case of authoritarian leadership styles,

Innovation and change - open innovation and strategy Essay

Innovation and change - open innovation and strategy - Essay Example Sourcing for innovative ideas at FedEx†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦...7 Lead user Innovation†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦...8 Open Innovation†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..†¦9 Disruptive Innovation†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.10 Innovation strategy at FedEx†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..10 A new innovation strategy for FedEx†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.....12 Challenges and Solutions†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦....14 Monitoring the success of roadmapping†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..16 Theoretical perspective†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦17 Conclusion†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..†¦..17 References†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.19 Executive Summary The paper seeks to address the concept of innovation as a major defining aspect towards the success of FedEx. It goes on to elucidate the strategies that the organization has always put into place to ensure that its innovation processes meet the demands in the market. Recognizing the need for change and strategic repositioning, various options for innovations are suggested as ways through which FedEx can better its position in the logistics industry across the world. This boils down to the elucidation of alternative innovation strategies that can provide solutions to the challenges facing organizations in the present business environment. As such, the paper is very illuminative in giving a thorough account of all the imperative aspects of innovation in the context of organizational setting. Introduction The imperatives of innovation in modern-day organizations cannot be overemphasized. Innovation is certainly the engine that drives progress and provides the platform through which organizations can effectively compete against each other in the race against resources and the competitive market environment realized in entirely all sectors. In this regard, most organizations are becoming much more involved and focused in their areas of innovation in order to enable them to sail through these challenging times. The major challenge realized from the outset is basically the difficulty in choosing the best innovation strategy to follow in an organization. It is imperative to realize that choosing a wrong strategy might doom the organization’s chances of progress hence the need to keenly address the aspects of innovation with utmost concern and sufficient resource allocation. In any case, there is not a single innovation strategy that can effectively address all the developmental need s of any organization. It only remains a matter of choosing amongst many options to get the best alternative. Indeed, in the service provision industry like logistics, the major strategic step is always the need to cultivate a sense of innovation in the organization through the engagement of talented people who can effectively address the organizational goals of innovation. In this regard, it has been realized that FedEx is always at the forefront in hiring very talented people who are then trained on the best ways to innovate in the organization. The culture of innovation is therefore seen to be part and parcel of FedEx and this can clearly explain why the organization has become a major brand in the logistics industry and has managed to sail through th

UNDERSTANDING WORK & ORGANISATIONS,Is bureaucracy and scientific Essay

UNDERSTANDING WORK & ORGANISATIONS,Is bureaucracy and scientific management are old fashioned - Essay Example Since the Weberian bureaucratic model tends to incorporate higher forms of formalization and immense standardization of procedures, certain sectors can`t sustain without applying the central ideals proclaimed by the model (Farazmand 2009 p. 61). For instance, the institutions like the military, police or even hospitals still tend to apply weberian rules to the organization since the performance of these institutes would be direly affected in absence of these rote procedures. Therefore, the proposition that the classical model of bureaucracy presented by Max Weber has now gone extinct is a mere exaggeration since most of the ideals of the model are still being applied to orthodox government organizations and even in a few large organizations. However, since innovation and technology also tend to dictate the rules of management in the present century; most of the private organizations and the multinational firm have shifted away from the Weberian model of management where they tend to minimize the role of hierarchy and strict application of rules in favor of employee employment and generation of newer ideas by giving a richer experience at the workplace. However, even in the most advanced and progressive organizations, a few set of rule enacted by Weber`s model of bureaucracy are applied. Therefore, the classical model of bureaucracy, with a few moderations is still applied in a few orthodox organizations whereas the progressive organizations tend to minimize the effect of weberian rules and regulations (Clegg & Harris 2011 p.14). Bureaucracy, as a system of rules and procedures, doesn’t ideally suit the needs of the highly unpredictable and ever-changing market which then dictates the kind of management model an organization undertakes (Selden 1997 p. 19). The contemporary organizations feel that applying bureaucratic model would equate welcoming red-tapism and alienations amongst the personnel of

Why is knowledge of literary theory important for teachers in their Essay

Why is knowledge of literary theory important for teachers in their role of helping children to develop as readers - Essay Example Literacy theory provides a teacher many tools to enhance the students reading experience such as reading aloud, comprehension workshops and clubs which can substantially contribute to enhancing abilities. Literacy theory allows the teacher to experiment with greater confidence than otherwise, thereby providing a fresh impetus to knowledge. The expanded vision of the teacher develops more self-assurance and generates ability to reason for following a particular form of teaching thereby meeting the curiosity of the modern student. This will greatly enhance the value derived from reading by the students. Literacy theory also enables a teacher to take on the role of a mentor, supporter of the student, guardian, encourager and facilitator. This multi faceted role may seem dichotomous, however is highly essential. For the teacher has to segregate students based on their abilities thereby to some she is the mentor, while to others a guardian or a facilitator based on the reading needs of the student. This ability comes about through understanding of social constructivism which provides an understanding of a learner as an individual with a distinct identity and needs.

The Digital Revolution Research Paper Example | Topics and Well Written Essays - 750 words

The Digital Revolution - Research Paper Example Company websites may employ domestic or global strategies in their e-commerce transactions (Bajaj, Debjani & Kamlesh, 2005). Websites with a domestic e-commerce strategy main seek to serve businesses and customers within the geographical boundaries of a country. In contrast, Bajaj, Debjani & Kamlesh observe that websites with a global focus aim towards promoting transactions between customers and businesses across global and international markets. Firms implementing global e-commerce need to address financial issues, legal issues and market access challenges such as cultural differences and language barriers. There are three main classifications for websites, namely transaction, promotion and content sites (Bajaj, Debjani & Kamlesh, 2005). Transaction sites are websites designed to enhance virtual or online transactions. This is mostly applicable for online business ventures that do not have the traditional brick and mortar model or any other physical presence. This site is more appr opriate for businesses dealing with specialized product categories. Promotional sites are those designed specifically for information and communication purposes with the aim of supplementing marketing activities and strengthening relationships. It is appropriate for companies seeking to develop the global presence and develop new channels of communication. Lastly, content websites are designed to provide customers and prospects with accurate and reliable content to aid in their buying process.