Pride And Prejudice By Jane Austen - 1930 Words

Pride and Prejudice by Jane Austen Jane Austen takes her readers through a series of twist and turns as characters experience attraction, heartbreak, and passion in her timeless novel, Pride and Prejudice. This story impeccably draws the image of a successful novel because the overall influence on the reader is intimate. Moreover, it distinguishes itself as a different novel among the rest; which is why Pride and Prejudice is universally acknowledged to be a classic novel. Classic literature is a work of art that not only embodies a way of thinking, but is also a way that ideas are carried forward. Classic literature inspire emotional responses, no matter the period in which the work was written. This book centers on the obstinate†¦show more content†¦Motifs are frequent arrangements, contrasts, and literary devices that can help to define and inform the text’s major themes. A noticeable motif in this story is courtship. Courtship is friendly and often integrates attention for the purpose of winning a favourable partner or other relationship. Courtship is a reoccurring theme in the story. An example of the motif of courtship is when Elizabeth rejects Mr. Collins’ proposal. Thus, Mr. Collins proposes to Charlotte, who is Elizabeth’s friend that accepts his offer. Charlotte, who greatly fears being single, does not even truly love Mr. Collins yet she accepts his wedding proposal. Charlotte has no romantic ideas that marriage must be based on love. She tells Elizabeth, â€Å"I am not romantic you know†¦ I only ask for a comfortable home† (chapter 22). Charlotte’s character touches upon the fundamental aspects of life regarding whether a person should marry someone who will save them financially or someone who is devoted, and can naturally bring out the best in them. Mr. Collins proposal failed to captivate Elizabeth’s heart and ensure wedded bliss; his proposal is more likely a business offer, and only someone who desires to marry based on the se fundamental aspects would ever accept him. Elizabeth is beautiful, independent woman who does not follow what society expects of her. She is always doing the absurd and is frequently surprising the readers with her wit and intelligence. This is unlike most women during this

Case Analysis Supply Chain Management at Wal-Mart

CASE ANALYSIS: SUPPLY CHAIN MANAGEMENT AT WAL-MART INTRODUCTION Wal-mart Stores Inc was the world’s largest retailer and was started by Sam Walton in 1962 who named it as â€Å"Wal-Mart Discount City†. However before Wal-mart; Sam Walton owned a number of Ben Franklin Store Chains. Due to this prior experience of owning smaller variety stores and dealing with its franchised supply chain, he learnt various business concepts and also was able to selectively purchase merchandise in bulk from new suppliers and then transport these goods to his stores directly. And then he realized a new trend of discount retailing which was based on driving high volumes of product through low cost retail outlets. He also started a new concept of â€Å"Everyday Low†¦show more content†¦As of now they have largely developed in Canada and Mexico, however when it comes to international markets something is holding back the success found on North American soil. Other constraints currently effecting Wal-Mart’s supply chain is having the compe tition borrowing ideas that have worked so well for them, making the gap smaller and smaller each year in overall market share. WAL-MART SUPPLY CHAIN Wal-Mart was known for its excellent supply chain management. Wal-mart grew in the 1960s to 1980s and benefited from improved road infrastructure and the inability of its competitors to keep up to changes in legislation. The main change was the removal of â€Å"resale price maintenance,† which had prevented retailers from discounting merchandise. A strong and efficient supply chain is the key to distribution and keeping their customers satisfied with the promise of â€Å"Everyday Low Prices.† Things within the supply chain in which Wal-Mart excelled at would include logistics, purchasing, retail decisions, and limiting the overall bullwhip effect of the supply chain. LOGISTICS Logistics is a complex process and involves several functions such as procurement or purchasing, inward transport, receiving, warehousing, stock control, order picking, materials handling, outward transport, physical distribution management, recycling, and returns amp; waste disposal functions.. With Wal-Mart this was started from Walton’s idea of â€Å"discount retailing.† Due toShow MoreRelatedCase Analysis: Supply Chain Management at Wal-Mart1388 Words   |  6 PagesCASE ANALYSIS: SUPPLY CHAIN MANAGEMENT AT WAL-MART INTRODUCTION Wal-mart Stores Inc was the world’s largest retailer and was started by Sam Walton in 1962 who named it as â€Å"Wal-Mart Discount City†. However before Wal-mart; Sam Walton owned a number of Ben Franklin Store Chains. 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Development and Training †Essay Free Essays

Effective training plans teach employees the skills ND behaviors that help the organization achieve their defined goals. Struck is the number one specialty coffee retailer serving millions of people in 16,000 locations in 50 countries (Struck, 2010). Struck employees go through vigorous training to ensure that each cup of coffee Is brewed to perfection. We will write a custom essay sample on Development and Training – Essay or any similar topic only for you Order Now While Struck may have a well-trained staff, errors can be made, and additional training may be needed. The needs assessment is the process of evaluating the organization, individual employees, and employees’ tasks to determine what kind of training, if any, is necessary. An organizational analysis of Struck shows that It Is an organization that concentrates on serving a niche market and needs to continually update its workforce on specialized skill sets. Effective training objectives have three components and should include the following measurable performance standards: 1 A statement of what the employee Is expected to do, the performance or outcome. . A statement of the quality or level of performance that Is acceptable. 3. A statement of the conditions under which the trainee is expected to apply what he or she learned. Data gathered from the organization, and task analysis will help identify raining materials needed to develop an effective training program. Struck Is a successful company not only because it serves a great cup of coffee but also because the company has devel oped a great culture with a leading training program for its managers and employees. One of the first things that a new employee at Struck learns is that all employees are called partners. Struck calls their employees partners because they openly value and respect each partner and acknowledge that their success would not be possible without the contributions they make on a daily basis. Partners are coached on the Star Skills, three guidelines for on-the-job interpersonal relations: (1 ) maintain and enhance self-esteem, (2) listen and acknowledge, and (3) ask for help (Struck, 2010). Struck has numerous proprietary processes and recipes so they do not often contract or outsource their training. Most of the training partners receive is hands-on and provided by experienced partners and the management team at the store. The bulk of a new partners training Is spent on proper beverage preparation. This training Involves such satellites as grinding the beans, steaming milk, learning to pull perfect shot of espresso, remembering the correct amount of shots and syrup pumps the different FIFO Arles require, Ana practice, practice, practice on making ten core coffee Diverges. Struck sets drink standards to be memorized and followed. Milk must be steamed to at least 150 degrees Fahrenheit but never more than 170 degrees unless the customer requests it to be hotter. Always pull a perfect espresso shot if the shot is shorter than 18 seconds or longer than 23 seconds it must be tossed out. Always have fresh coffee a new pot is to be brewed every 20 minutes. If a customer is satisfied with his or her experience or beverage partners are empowered to compensate them with a Struck coupon for a free drink (Thompson Strickland, 1999). Additional lessons are provided on how to clean the milk wand on the espresso machine and how to calibrate the espresso machines for the perfect grind. The amount of information that a new partner has to process can oftentimes be overwhelming so to help out they are provided with laminated recipe cards for all the drinks on the menu and a pocket-sized green apron book that covers the star skills and fits perfectly their green apron, online training for the cash register and loneliness standards, and the support of all the other partners on the floor. The training received by partners can seem intense but the teamwork and culture created leaves customers with such great impressions the often return Just for the enjoyable experience As the staff becomes seasoned, some of the training gets forgotten and mistakes happen. â€Å"In its campaign to revive the intimate, friendly feel of a neighborhood coffee shop, Struck orchestrated the closing of 7,100 of its American stores at precisely 5:30 p. M. Or a three-hour retraining session for employees† (Grumman, 2008, Para. 2). The training objective is primarily focused on recipe consistency so Struck decided their plan would be more effective by incorporating in-house expertise as part of the training medium. The program will combine the presentation and hands-on training methods where employees receive information individually, and in a group sessions to have the opportunity to actively practice the specific skills being taught. The group sessions allow employees to discuss new techniques to improve the taste and texture of drinks as well as share best practices for maintaining beverage consistency while adhering to the standards or espresso shots and milk quality. Refresher training is an excellent tool to keep seasoned staff trained on the basics and to reduce the amount of errors made. This type of training is very informal and can be done at the store as opposed to in a classroom. An on-the-spot correction is a type of refresher training that can be done relatively quickly. If an employee makes an error making a cup of coffee, he or she can be given refresher training immediately. Managers will have to ensure that this training is not done to demean the employee, but to re-inform him or her of the proper steps. Another on-the-spot correction that can be made is with customer service. Each employee is given four hours of customer service training before entering a store. Sometimes, the basics can be forgotten, and human nature can override training on any given day. In this case, managers can pull an employee aside and remind him on how important customer satisfaction is to Struck. Again, this is not meant to embarrass the employee, but simply to retrain the basics. It is important that refresher training be done at the store and not in a different location. On-the-spot corrections cannot be trained in a classroom because it loses its efficiency. This training needs to happen immediately (or a few hours) after an error NAS occurred so ten employees can learn ten proper steps quickly Ana prevent Torture errors of that nature. It is also important to note that employees learn better in their own environment and would be able to use their refresher training immediately. Once the training needs and objectives are identified, training materials are created, and the training medium is agreed upon the next step is implementation of the training process. The way people learn is an important factor to consider in the implementation process of any training program. Learning objectives must be communicated clearly and presented distinctly so that trainees link the subject matter to their Jobs and the organization’s goals. Multiple delivery techniques can be used to train employees such as traditional presentations or lectures that are given in classroom settings, the use of computer-based training (CB) on-line, internships or work-study mentoring programs, simulation training, or hands on-the-Job training (JOT) techniques. The training context or physical environment should mirror the work environment. Training sessions and materials should use familiar terms, concepts, and examples. Any of the techniques Struck selects is dependent on their training objective, the materials covered, and the timeshare in which the employee is expected to develop the learned traits. When the course objectives call for presenting information on a specific topic to many trainees, classroom instruction is one of the least expensive and least time-consuming ways to accomplish the goal. The refresher training program Struck developed is centered primarily on JOT techniques and is expected to be more effective because the trainers will enhance heir lectures with Job-related examples and trainees have opportunities for hands- on learning. The on-site instructors or facilitators are available to answer questions and give immediate corrective feedback. Evaluation is an integral part of the training and development process. Evaluation tools help to determine the effectiveness of the training programs and materials that employees receive. Evidence suggests that because of insufficient budget or time, lack of expertise, blind trust in training solutions or lack of methods and tools, the evaluations are often inconsistent or missing (Ma, 2006). At Struck it is all about the customer experience customer satisfaction is how Struck evaluates the effectiveness of their training processes. They have implemented a few processes to get feedback from their customers these include secret shoppers, customer comment cards, customer care phone number, and online surveys that print on random customer receipts throughout the day. All of the information is gathered together and sent directly to the store management, the management to assess the training needs for their store then uses the comments and feedback provided. The first order of good service in the food industry is employee knowledge. Employees should know about the organizational goals, the products, and their preparations as well as the ability to share that knowledge with customers. If an employee does not know or understand what they are talking about they cannot sell or serve effectively (Turning, 2000). Struck offers a dizzying array of coffee drinks and expects their employees to be fully versed in how to make the drinks consistently because this is the foundation of the Struck concept. 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Competency Statement 1 free essay sample

The goals in my classroom are to achieve the objective of safety by providing the children with safe environment and equipped children to explore without any injuries. Another goal is to promote healthy habits. Another one is to promote a good age appropriate learning environment. †¢Competency Goal 1 healthy learning environment Functional Area 1: Learning Environment: One of my goals is to maintain a safe environment for the children in my care to play and explore in. This is an important goal for me to have because without a safe environment there is. The space should be attractive and have a home like feeling that reflects various cultures and diversity. For parents, emergency plans, important phone numbers and resource information should be up a t all times. One should have a balance of quiet and active centers, wet and dry centers, cooperative and solitary play centers and a schedule with a balance of inside and outside play †¢Competency Goal 2 Functional Area 2: Safe. We will write a custom essay sample on Competency Statement 1 or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Candidate provides a safe environment to prevent and reduce injuries. To establish and maintain a safe, healthy learning environment my number one goal is to keep my children safe while they are in my care. I always make sure that I am aware of the entire possible situation that involves an injury. †¢Competency Goal 3 Functional Area 3: Healthy. Candidate provides an environment that promotes healthy and prevents illness, and teaches children about good nutrition and practices that promotes. By modeling and teaching best practices of washing hands often, exercise, eating healthy foods and snacks. By providing healthy meals to promote good health this helps the children on the long run from being overweight and obese. We try to plan our meals by using the USDA Food Pyramid and we provide water at any time of day and at meals also. We also encourage the parents to give their children a variety.