(NAME's) Recommendation TO WHOM IT MAY CONCERN: (NAME) is an exceptional young lady. Since the beginning of her tenure here at (college)I have noticed many characteristically pungent qualities within (NAME). I was quite impressed by her diligence and willingness to learn to adapt to new situations. I understand that she is applying to the (organization) at (college). I would strongly like to recommend her to be accepted. As (office) of the (organization) (college) chapter, I am allotted the opportunity to encounter many students who truly possess the drive and strong points that will make them successful. (NAME) strong points include her communication skills, leadership skills, and her vision. (NAME) written communication skills are in the top 10% of her peer group. Her spoken communication skills are in the top 1% of her peer group. I find her able to convince the listener of her point of view. When addressing a gathering of peers at a recent (organization) meeting, she was able to simplify her expression to ensure that she is unequivocal. Leadership should not be measured by how many offices you hold, yet by the character you exhibit when pushed to the limit and others are depending on you. Although she has not held many positions on campus, her leadership abilities are unambiguously noticeable in the way she carries herself. Of all the parts of this recommendation letter, I think this one is the most outstanding when it comes to (NAME). She is clearly a woman with a vision. There have been occasions when she has made startling observations and predictions about many of the occurrences that may take place in her life. Only time will tell whether she is correct in her life determining assumptions, but the ability to do so is astounding. Moreover, her ability to correlate huge quantities...
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Strategic pathway: Establishing the right sequence of strategic priorities. Four stages are sited. First protect your existing business. Then, penetrate further into existing market segments with existing products or upgrades. Next, extend the business by creating new products for existing segments or by entering new segments with existing products. Finally, diversify into new markets with new products. This article was primarily written for midsize company management —specifically the manufacturing sector, but the authors see usefulness for other businesses including service industries. James E. Ashton served as the chairman or CEO of a number of midsize manufacturing companies. Frank X. Cook, Jr., is a consultant to such companies. Paul Schmitz is the CEO of ThemaSys, a maker of heat-transfer products. Ashton and Cook authored "Time to Reform Job Shop Manufacturing". Their theory is that midsize companies can produce growth rates of 15 % to 20% per year, over the short term by focusing on the unexploited potential of seemingly mature businesses. Their key to success is operational excellence. By continuing improvement in areas that contribute to customer satisfaction tremendous competitive advantage can be gained. They view the mistake of too many companies is that they don't follow the right sequence of strategic planning. Most companies jump to diversification to early and therefore their earnings don't reach true potential at the least. This article contributes to the course's strategic planning chapter. The article sites strategic planning as a benefit for management development. The authors believe corporate strategy is overrated, and that the important strategic work to be done at most companies is at the business-unit level. Like our text, the article makes detailed mention of how companies have systematic ways of analyzing ongoing programs. Most mentioned is the value chain analysis: profit improvement opportunities through linkages with suppliers, profit improvement opportunities linkages with customers, and...
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1.Who were the liberal reformers who were influential in the establishment of arbitration? Why did they favour this form of industrial regulation and how did trade unions and employers respond?
In a time of social unrest and industrial action was becoming a common place. A few sort to rectify the problem. These liberal reformers included Charles Kingston, Alfred Deakin and Justice Higgins who were influential in bringing about the establishment of arbitration. This paper will discuss what these liberal reformers did to establish arbitration and why did they favour this type of form of industrial regulation. Also, what the response was of employers and unions to this type of industrial regulation. Charles Kingston is considered the pioneer behind the arbitration. Seeing the need for a system that would end the industrial strikes he first attempt an industrial conciliation and arbitration legislation in 1894 as a means of preventing and settling industrial strife. However, the Act was not a success due to the trade unions not registering under this act. The next attempt was to include a clause in the constitution relating to arbitration powers, which was include in the constitution. His final attempt was the conciliation and arbitration bill of 1903. However, disagreement broke out regarding the inclusion of British and foreign seamen who employed in the Australian coastal trades (Playford Vol 9). Finally, Charles Kingston resigned form ministry and the bill gained royal assent in December 1904, now known as the Conciliation and Arbitration Act of 1904. Alfred Deakin was a most harden supporter of 'New' protection. Described by Alfred Deakin himself in Gollan as: "The 'Old' protection contented itself with making good wages possible. The 'New' protection seeks to make them actual. It aims at the manufacturer that degree of exemption from unfair outside competition, which enable him to pay fair and reasonable wages without impairing the maintenance and extension of his industry, or its capacity to supply the local market. It does not stop. Having put the manufacturers in a...
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Introduction Waterfront dispute is one of the biggest and the most important disputes in the history of Australia. The waterfront dispute of 1998 was an incredible tale of legal drama, violent confrontation, strange alliances, betrayals, family difference and nefarious deceit. The stakes were high: the economic viability of the company at the centre of the dispute, Patrick Stevedores, was at risk; the government was pursuing a cornerstone of its labour market reform and the breaking of unionisation on the docks; the Maritime Union of Australia and it's supporter's, were fighting for survival and the principle of freedom of association: the right to join a union and not be sacked for it. Everyone involved in this dispute faced problems. This dramatic battel between MUA and Patrick Stevedores represented the first major trial of strength between government and the unions. As said by Tom Sheridan "History is important in understanding labour relations, particularly in those singular industries, notably coal mining and stevedoring, which often seem to challenge the old saw that if we forget history we will be condemned to repeat it again", it is important that if we don't remember what had happened and repeat it again we will responsible for another waterfront dispute in the future. This dispute was not unavoidable. It could have been avoided if proper steps were taken to make it easier for both the parties to solve the dispute without dissolving personal interest of both the parties, in such a way that everyone gains something out of it rather than everyone loosing, like how it happened where the employees lost their jobs, employers a lot of money and the unions and government faced lots of problems. Some of the most important steps that could have helped are the proper human resource management practices by the stevedoring industry. If stevedoring...
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1a) Describe the three generic business-level strategies to gain competitive advantage over other firms operating in the same industry. Provide examples of any industry of your choice.
Business-level strategy can be defined as the strategy that is chosen by a company to hold a competitive advantage within the market that it is involved with. Such a strategy has to be chosen by firms because of the intense competition that exists within a certain industry and thus managers, see the need to formulate business-level strategies that are geared towards creating and maintaining a competitive advantage over the rival firms in the same industry. This is a choice that a firm has to make when it chooses to compete in a single product market where every firm's products share the some similarities. There are three generic strategies that were developed by Michael Porter, who is a distinguished Harvard professor and author of numerous books and articles that deal with the competitive advantages of companies and nations, that are considered to the cornerstone of strategies that you formulate to give you an edge in competing with your rivals and making above average economic profits for your firm. These strategies are cost-leadership, differentiation and focus. The strategy that you choose depends on numerous factors, both internal and external. These factors could include type of industry, cost of raw materials, type of labour skills required, technology, governmental factors, consumers and many more such factors. We will now look at the three generic business-level strategies in greater detail and find out how these strategies work. The textbook, Management – A Pacific Rim focus, defines cost-leadership, the first of the three strategies we will be looking at, as a, "strategy … emphasising organizational efficiency so overall cost of providing products and services are lower than that of the competitors." This strategy called cost-leadership, involves the very delicate process of being able to produce or be able to deliver goods or services that are of standards acceptable to customers...
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i just want to find some of the tools to help me in my career. and i hope that i can find it her. so i can then turn my life way to the better and i want it so much. i want to know every thing about this career from(A)to(Z). i tried to find it in any other site but gis what i didnt find any thing offcours its their in some were but i just cant find it and then i came to you and as i told you i hope to find it here and i think i will find it here. so i will be greatfull to any one who can help me on that thing. but i want it complete so i can learn some thing realy. i want to learn somthing good like Revenue Assessment Worksheet Case study Glossary of key terms Action exercise Further reading links Hotel : Hotel Manager, Front Office Manager, Reservations Manager, Sales Manager Tourism Agencies : Manager, Sales Staff, Reservations Manager , Guide, Reservations Agents. in some little words i want to know every thing about (basic hospitality management knowledge) so can you give me what i'm looking at. a career in marketing http://www.directessays.com/viewpaper.php?request=82404 (the wanted site) http://www.findfreeessays.com/show_essay/9143.html (the wanted site) hospitality Skilled employees professional certification programs Institut Europeen de Management Internationale basic hospitality management knowledge Yield management i gess only you how know that and that's because you are my teacher. and thanks. Elhalawany marketing career...
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1.If you were Jean Fanuchi, how would you feel about your decision to order the installation of the viewing and listening devices? What other options did she have? Did she overlook any moral considerations or possible consequences? If I were Jean Fanuchi, I would feel bad about my decision. I wouldn't want my every move and word being monitored so I assume my employees wouldn't either. After all people are prone to do a lot of things when they're alone which they wouldn't otherwise do. Knowing someone has witnessed you doing something in private is embarrassing for both parties. And if only the viewer knows, it can still create uncomfort and tension. Furthermore it is possible for words and actions to be misconstrued since although one can see and hear what people are doing, one can never know what they're thinking. For example one employee on his way out the door may say to another 'I really hate that Fanuchi!' but once they're outside clarify it with 'I don't really hate her, I'm just not happy about all the work she's dumping on us.' Unfortunately, Fanuchi would just assume that the person really hates her and will probably start treating him differently. The first decision (not to install) would have been the right one. As Fanuchi mentioned, how would the public and employees react if they found out? Installing the viewing and listening devices brings up many ethical issues among which include privacy and informed consent. Privacy is held to be a fundamental human right and so it is immoral to violate anyone's privacy. Even when there seems to be a good reason, this does not justify it. Since the workers were unaware of being monitored, they couldn't have consented to their privacy being invaded. By not informing the workers and allowing them to...
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Breckenridge Brewery Introduction In 1990, Richard Squire opened Breckenridge Brewpub in Breckenridge, Colorado, the first of many he would found. This small establishment, across the street from the popular Breckenridge Ski Area, was able to make 3,000 barrels of beer per year and served the purpose of keeping him and his friends able to live the dream of being able to ski all day, and drink good beer all night. Soon, however, demand outgrew the abilities of the owner and small staff, making expansion necessary. Squire opened his second pub in an old warehouse that he purchased in a rundown neighborhood in Denver. By 1998, that rundown neighborhood had been renovated and become Denver's new hotspot, helping boost sales for the Breckenridge company. During the mid 1990's, the Brewpub industry took off, and Breckenridge expanded its operations across the United States to cities such as Buffalo, Birmingham, Tucson, Memphis, and Omaha. Between 1995 and 1997 alone, the company was able to open six new brewpubs and expand its wholesale beer distribution to over 30 states. Currently, however, the company only has full service brewpubs in Breckenridge, Colorado, and in Denver, Colorado and sells its products in 13 other states. Products The goal of a microbrewery is to make beer from the purest ingredients and maintain quality and freshness without pasteurization. Breckenridge Brewery accomplishes this by employing brewmasters to create and craft each of its own original recipe specialty beers. Todd Usry, a graduate of the famous Siebel Institute, was at the helm of the beer creation for the company in the 1990's. He was responsible for recipes, such as their signature beer Avalanche that won the company several distinguishing awards. He was also involved in the creation of their other lines of beer. Breckenridge currently makes the Avalanche Amber Ale, Autumn Ale, Pale Ale,...
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Abstract The clash of cultures between skiers and snowboarders has brought about many new problems to the United States ski-industry. Resorts and local skiing mountains have to start looking at ways to maintain stability within the industry while not altering the sense of freedom that both skiers and snowboarders obtain from their activities. Introduction The United States ski-industry has begun to see an increase in popularity in general, but there have been some negatives. James C. Makens writes about the quarrel between skiers and snowboarders in many aspects, but focuses mainly on the challenge that ski resorts and the ski-industry have to face. The article written by Makens entitled, "A Ski-industry challenge," explains the main points of conflict between these similar activities and the lifestyles that surround them. The basis of this article is to bring attention to a changing market that must be attended to soon or else the whole ski-industry and related industries will be affected. The solution to this problem is subjective, but Makens believes that "fear-reducing strategies" will help ease the culture clash. By reducing the fear that currently occurs between skiers and snowboarders, then each side will be able to understand each other's culture better and be able to live and play harmoniously. Results Makens makes some very important points in the article stating how each activity has it's own culture and lifestyle to it, thereby creating a collision of ideals and attitudes. There is a definite clash between reasoning behind each activity. Makens claims that most skiers are concerned about "alpine pleasure," which is the enjoyment of the natural environment and the tranquility of the surroundings. On the other hand, also discussed in the article is that snowboarders focus more on the "adrenaline rush" of their activity by desiring more extreme situations, equipment, and overall speed. There is the "fear factor"...
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Much has been written in recent years about corporate leadership – who America's most successful leaders are, the principles under which they operate, how to emulate and cultivate new leaders, and so forth. With the struggle on to maintain and grow sales and profits, I raise a personal concern that paradoxically centers around those in leadership positions who are threatened by stellar performers committed to the organization's success. As a business owner who has worked with many companies attempting to perform against a large variety of objectives, I have seen it and you have seen it. Undoubtedly everyone in American business has at some time looked at a given corporation's leadership team and wondered how a particular vice president or president has reached that lofty position lacking vision, conviction, interpersonal skills, and countless other essential leadership skills and behavioral traits. More often than not, this leadership dilemma is caused and perpetrated by a deep sense of insecurity and a resulting need to create an illusion of competency. The tragedy in organizations plagued by this form of "leadership" is that the careers and livelihoods of employees are directly dependent upon their leaders' competency. I regard this situation as criminal – literally – because in every sense of the word these leaders are stealing precious time, talent, energy, and emotion from their organizations – resources that if properly cultivated would ensure individual and organizational success. Companies rarely fail because they lack skill and talent in functional roles. But if leadership team members don't, through their example, work together, challenge themselves to improve, surround themselves with those who have the potential to out-perform them – and inspire others through the constant application of well-communicated values and philosophies – the company is prone to failure regardless of its size or prior successes. Corporate leaders are charged with serious personal responsibilities that include financial, social, and moral obligations associated with their business enterprises. The job is not about them; it's about those they serve. And that group includes customers, suppliers, and most importantly, employees....
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A Comparison of the Hierarchical, Network and Relational, Database Models Database models continue to evolve as the information management needs of organizations become more complex. From flat files to relational databases, the growing demands on data integrity, reliability and performance of database management systems (DBMS), has shaped the design of databases and their underlying models. In this document, three database models are discussed comparing and contrasting their major features. The three models in order of discussion are Hierarchical, Network and Relational database models. Hierarchical Database Model The hierarchical model is the oldest of the three models discussed here. This model is an improvement of the flat-file database system since it employs a simple data relationship scheme. The relationships in the hierarchical model are child/parent relationships. The name "hierarchical" is derived from one major restriction on the child/parent relationships, that is, although a parent entity can have several child entities, a child entity can only have one and only one parent. For this reason all the relationships form a hierarchy that traces back to one root. In fact, this model is often visualized as an upside down tree, where the entity at the top is seen as a root and as such all other entities sprout from the root. A simple example is shown in Figure 1 below: "Products" in Figure 1 above is the root entity of the hierarchical model in the example. As shown in the diagram, one major problem with the hierarchical model is the increased risk of data inconsistency. In the case above, a separate "Customers" table must exist for every product line due to the fact that a child entity cannot have more than one parent. However, there is a great chance that there are many customers who purchased more than one type of product. Consequently, information about those customers must...
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A critical evaluation of performance management and development processes within Otis PLC Introduction The purpose of this assignment is to critically evaluate the Human Resource Development (HRD) aspects of my employer, Otis PLC's, performance management and development process and to suggest ways in which they could be improved. I have chosen this area of Otis' HRD practices to review because, within Otis globally there is an increasing focus on performance outcomes rather than training inputs. In this respect, Otis is reflecting a common trend, particularly among US based organisations, Harrison (1998). This review will be in the light of the organisation's business strategy, key commercial challenges and culture and will compare Otis PLC's practice to a model of best practice. In reviewing best practice I will suggest that performance management is a system of interlinking processes which are carried out by both line managers and Human Resource Management (HRM) / HRD professionals. I will also suggest that in order for the system to be fully effective its components must work in a coherent and integrated fashion. However, the purpose of this assignment is to consider issues of performance management specifically from an HRD perspective and so I will not review in detail those aspects of performance management which fall outside the HRD function. In the light of this review I will propose appropriate actions to bring the organisation's current practice closer to best practice standards Otis PLC: Organisation, Culture and Key business drivers. Otis PLC is the UK subsidiary of Otis Elevator Company which is itself a subsidiary of United Technologies Corporation (UTC). Other significant subsidiaries of UTC include Pratt and Whitney, manufacturers of aircraft engines, and Sikorsky, manufactures of helicopters. Both Otis Elevator and UTC are U.S. multinationals with their headquarters in Connecticut. An organisation chart is attached in Appendix 1. Otis Elevator is a global...
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A critical examination of the central contributions of Michael Porter to the development of management thought
University of Canberra Introduction to Management Assignment 2 – Essay A critical examination of the central contributions of Michael Porter to the development of management thought Kylie McAvoy Student ID: 913232 Tutor: Alan Wheeley Tutorial: Tuesday 18:30 – 19:30 A critical examination of the central contributions of Michael Porter to the development of management thought. Michael Porter is the Bishop William Lawrence University Professor at Harvard. He is seen by many as a leading authority on strategic management and competitiveness. Throughout the western world universities, chief executive officers of billion dollar corporations and governments have used his principles on competitive strategy. Porter's major contribution has been to detail carefully how management can create and sustain a competitive advantage that will achieve profitability above the industry average (Robbins, 1997, p. 260). Evidence of his work in management thought is highlighted by his expansive writing. Porter has written 16 books and 75 articles to the area of strategic management. Three of his major contributions in strategic management have been the books 'Competitive Strategy: Techniques for Analyzing Industries and Competitors (1980)' which is now in it's 53rd printing, 'Competitive Advantage: Creating and Sustaining Superior Performance (1985)' and 'The Competitive Advantage of Nations (1990)'. These three texts are concerned primarily with structure-conduct-performance theory (O'Shannassy, 1999, p.1) where economics had an important role in the management context. From these theories Porter devised three main frameworks: (the five forces analysis, the value chain and the diamond model). Within his writings these became valuable tools in the management world. Although it is widely accepted that Michael Porter has made a huge contribution in the field of strategic management he is not without his critics. For instance, people such as Mintzberg and O'Shannesy believe that Porter's scientific approach does not pay enough attention to the firm itself or management intuition. Other studies suggest that Porter's one generic strategy model...
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Microsoft has an extremely large market share in the personal operating system market. To some extent, Microsoft is a typical sample of monopoly. Jeffrey A. Eisenach and Thomas M. Lenard, in their article "The Microsoft Monopoly: The facts, the law and the remedy" (2000), assert that Microsoft has a monopoly, has engaged in anticompetitive behaviors, has harmed consumers and violated the law. They analysis the factual evidence and conclude two remedies which would solve this problem and best serve consumers. The objective of this article is to inform the reader that how harmful Microsoft monopoly is, and how necessary to change this situation as soon as possible. Although Jeffrey A. Eisenach and Thomas M. Lenard 's article is well organized, interesting and thought provoking, it seems that there is a bias against Microsoft, overuse other scholar's opinions, some points of view lack evidences. This essay will present a summary of the article and discuss the positive and negative characteristics. To begin with, authors introduce a Microsoft antitrust case and a debate between Judge Jackson and Microsoft's defenders. In the following, they respectively analyze "the facts", "the law" and "the remedy" of this case. In the part of "the facts", authors quote Judge Jackson's "three facts" to help audiences understand how Microsoft monopolies the software market and why it has harmed consumers. Next, in the part of "the law", they introduce Judge Jackson's conclusion of the law and damn to Microsoft's conduct. After that, authors give two possible solutions respectively named conduct remedies and structural remedies. At the same time, they explain how do these two remedies work and rebut Microsoft defenders' opposite arguments. Finally, authors conclude that they prefer the structural remedy, because it would end the Microsoft monopoly, end the threat of government regulation and obviate the need for further...
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Introduction Shawnee County, Kansas is comprised of eleven cities (or towns), including; Auburn, Belmont, Berryton, Dover, Grove, Pauline, Rossville, Silver Lake, Tecumseh, Topeka, and Wakarusa. Shawnee County has a population of 169,871, which represents approximately .06% of the total U.S. population. Using gender, age, and race, a comparison of the Shawnee County and U.S. populations will be discussed. The results will be illustrated through the use of various graphs. This comparison will conclude that the Shawnee County population resembles the total U.S. population. Additional Shawnee County demographic characteristics will be covered, including: marital status, education, occupation, and household income. Analysis of the data should lead to an understanding of the Shawnee County market and various segments. Shawnee County vs. U.S. Demographics There are several demographics that may be used to describe a population. Three primary demographics are gender, age, and race. This information is very useful to marketers because it can be used to associate a demand for many products. Using the three primary demographics, this section will cover a comparison of the Shawnee County versus U.S. population. Gender The total population in Shawnee County is 48.4% male, and 51.6% female. Population in the U.S. consists of 49.1% male and 50.9% female. Males in Shawnee County represent .7% less than the total U.S. male population. In retrospect, females in Shawnee County account for that percentage and represent .7% more than the U.S. female population. Graph 1 illustrates these statistical values. Overall comparison shows that Shawnee County and the U.S. have relatively the same population percentages by gender. Refer to Appendix 1 for detailed population numbers and exact percentages. Age The ages of both the Shawnee County and the U.S. population are represented using thirteen categories, or age ranges. The largest percentage of population in both Shawnee County and the U.S. is between the ages of 35 to...
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Abstract Companies are moving away from expensive litigation and opting for more time and cost effective methods for resolving disputes, including my present employer, Marathon Oil Company ("Marathon"). A recent incident and the resolution technique used by Marathon are presented along with an analysis of the effectiveness of the technique used. An Assessment of A Dispute Resolution at the Workplace On November 8, 1999, Marathon Ashland Petroleum ("MAP"), Catlettsburg, Kentucky refinery, owned 68% by my employer, Marathon Oil Company ("Marathon"), had a tank rupture incident submitted for investigation. On this day, water in the bottom of tank 845 reached the boiling point and expanded into steam causing a foam-over of gas oil. The weld between the roof and top of the tank failed and allowed the foam mixture to erupt through openings in the top of the tank. The oil mist was sprayed into the air on and off the refinery's property. The erupted oil made its way into the parking lot behind the control lab of the refinery where it contacted several parked cars. The liquid traveled down the road and into nearby storm sewers. This event was typical of a foam-over caused by water vaporizing in hot oil. The source of the water was not concluded due to limited availability of data. The tank was removed from service and several in-house corrective actions were initiated. Refinery personnel were alerted to the potential hazards of water in a hot atmospheric storage tank. Production planning was revised to ensure all process limitations were incorporated into the plan. Finally, internal process limits were modified to comply with new post-incident guidelines set forth by Marathon. MAP's Catlettsburg refinery received a notice of violation from the Kentucky Natural Resources and Environmental Cabinet ("the Cabinet") regarding the rupture of tank 845. MAP has been involved in discussions with the Cabinet...
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The Profile Of A Good Employee The profile of a good employee includes a variety of attributes, skills, and personal characteristics. Some skills and qualities are universal to every job, and others are job specific. All jobs require a good work ethic and problem solving. Great qualities an individual can bring to most jobs would be good communication skills and critical thinking. A good employee takes initiative, they go out of their way to help a customer, or even greet them on the way in our out of the store. There is a huge difference between an employee who does things on their own and one who doesn't. A good employee takes responsibility. When they are given a task, they do a good job and see the task through to completion. They are responsible for their own actions and the work they produce. A good employee tells the truth even when the news is bad; that means admitting one's mistakes. A good employee keeps their commitments, both large and small. Simple commitments are important such as returning phone calls and showing up on time. Showing empathy and concern are also very important. Taking the time to ask customers how they are doing shows them that you care. It may be hard to do sometimes but a good employee does a job cheerfully and follows direction, even if it is not their favorite thing to do. In conclusion, being a good employee is not always easy. However, demonstrating the above qualities benefits the employer and the employee. An employee that meets these standards will have positive evaluations, build work experience, and be more marketable for future employment....
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THIS OWNER DESIGNED AND BUILT HOME IS TRULY A ONE OFF. BOASTING FOUR SPACIOUS BEDROOMS ALL WITH BUILT-INS, ENSUITE TO MAIN, EXPOSED FLOOR BOARDS IN THE FORMAL LOUNGE AND DINING AREAS. TILED TRAFFIC AREAS. SEPARATE STUDY, DUCTED AIR-CONDITIONING, GAS FIRE PLACE AND TIMBERED KITCHEN AND FAMILY ROOM. THREE CAR GARAGE PLUS WORKSHOP WITH POTENTIAL GRANNY FLAT OR PROFESSIONAL USAGE DOWNSTAIRS. VIEWS FOR MILES TO SURROUNDING GLEN ALPINE DISTRICT. HIGH SIDE OF THE STREET,THIS HOME HAS IT ALL, FOUR GREAT SIZED BEDROOMS WITH BUILT-INS TO ALL & ENSUITE TO MAIN, LARGE LOUNGE WITH FORMAL DINING & WELL APPOINTED FAMILY ROOM. ALSO BOASTING A PARENTS RETREAT OFF THE MAIN OR IT MAY BECONVERTED INTO A STUDY OR 5TH BEDROOM, LETS NO FORGET ABOUT THE ULTRA MODERN KITCHEN WITH GAS COOKING, R/C DUCTED AIR CON, ALARM & DOUBLE LOCK-UP GARAGE WITH INTERNAL ACCESS. NOW STEP OUTSIDE ONTO THE TIMBER DECKED ENTERTAINING AREA OVER LOOKING HTE LANDSCAPED INGROUND SALT WATER POOL & GOLF COURSE. FIRST TO SEE WILL BUY.Beautifully presented 5 bedroom home featuring walk in robe and ensuite to main with spa, ducted air-conditioning.Modern main bathroom with separate toilet.Tiled main traffic areas and huge rumpus room.This beautiful home also boasts a walk in linen pres and split system air-conditioning upstairs. 6x6 Brick double garage, stenciled drive ways and off peak hot water. All on a generous block close to schools, shops and transportBEAUTIFULLY PRESENTED 3 BEDROOM HOUSE IN ESCHOL PARK FEATURING BUILT IN ROBES TO ALL ROOMS, POLISHED FLOOR BOARDS THROUGHOUT, LARGE SEPARATE LOUNGE AND SEPARATE DINING ROOM- BOTH WITH AIR CON. AND CATHEDRAL CEILINGS, MODERN KITCHEN WITH MEALS AREA, MODER BATHROOM AND CARPORT WITH ACCESS TO THE REAR ENTERTAINING AREA AND SPARKLING INGROUND POOL. CLOSE TO TRANSORT, SCHOOLS AND SHOPPING....
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Model Marketing Plan Executive Summary & Table of Contents: Due to the fact that in the Macadamia Nut processing industry there is a high demand for the end product, and that there is much competition among processors to gain supply side customers (producers), marketing efforts need to be focused of the attraction of suppliers apposed to end users customers. Green Farms' objectives are to increase their supply base by 20% in the next financial year, as well as increase output capacity by 20 %. Other goals include the improvement of relations with demand side customers, re: retail outlets & wholesalers. Table of Contents: Current Marketing Situation : Page 1 - 4 Opportunity & Threat Analysis : Page 4 - 6 Financial Objectives : Page 6 Marketing Objectives : Page 6 Marketing Strategy : Page 7 Action Programs : Page 8 Controls : Page 8 Current Marketing Situation: Market Situation: Currently South Africa is producing 12.7% of the total global Macadamia Nut production, and Green Farms' production accounts for approximately 20% of this figure. Last year foreign market growth amounted to 86.67% indicating the market is still in the growth phase. Local markets are more saturated, and only experienced a growth rate of 15%. Further growth in both local and foreign markets is expected in the forthcoming years. SA's largest market base is in Europe and the USA, of which SA produces 34.5% of the total consumption in these areas. Foreign markets are also accessible in Asia and Australia, where SA's market share amounts to roughly 6% of the market. Strong domestic competition is faced in Australia though. Supply side clients are generally private farmers, between the ages of 25 and 60. Qualities demanded by them include: best prices, quality service, quick payment, technical backup, integrity, good information flow, and credit facilities. Demand side clients are comprised of large retail wholesalers in both foreign and...
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A Report To Show Differing Attitudes To Euthanasia "Everyone's right to life shall be protected by law. No one shall be deprived of his life intentionally save in the execution of a sentence of a court following his conviction of a crime for which the penalty is provided by law" quoted by the Secretary-General, Council of Europe, Strasbourg (p16 The unfinished debate on Euthanasia.) Background and Justification Literature Review An increasing number of research papers have shown, that there is a changing attitude in favour of euthanasia. (e.g. In 1987, the British Section of the World Federation of Doctors Who Respect Human Life, who do not agree with voluntary euthanasia because of their religious beliefs, carried out a MORI poll. Overall, 72% of those surveyed said that voluntary euthanasia should be made legal.) Euthanasia is defined in the oxford English dictionary as "The act or practice of ending the life of an individual suffering from a terminal illness or an incurable condition, as by lethal injection or the suspension of extraordinary medical treatment." The modern debate on euthanasia started in 1873 when a discussion in the magazine the Fortnightly review, contained an article entitled 'The New Cure for Incurables, inn which it showed support for Euthanasia. The Spectator criticised these proposals, which would restrict euthanasia to those able to ask for it, but would deny it to the worst sufferers, those who were too ill to make their request known. Media polls regularly record huge majorities of people who support legalising voluntary euthanasia for the incurably ill. In October 1997, out of nearly 3,000 people who took part in a Sun newspaper telephone opinion poll, an amazing 97% said terminally ill people should have the right to die with dignity. (Donnison.D ,Bryson.C, University of Glasgow, Euthanasia in British Social Attitudes. the 13th Report, edited by Roger Jowell...
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