Thorntons PLC Strategic Analysis Assignment Example | Topics and Well Written Essays - 4000 words

Thorntons PLC Strategic Analysis - Assignment Example Thornton's PLC has 230,000 workers worldwide and works 520 processing plants in 82 nations. Thornton's PLC central social effect is to improved ways of life among a large number of individuals through formation of profitable, reasonable monetary turn of events. Thornton's PLC brands indicated the most grounded development, right now presenting deals close on 700 million liters in more than 20 nations. Thornton's PLC initiative is amassed in Europe (areas where monetary hazard is constrained, wages are high and development possibilities are powerful) through the advancement of solid brands, the HOD business, and acquisitions that offer genuine open doors for collaboration. In 1999 Thornton's PLC worked from 509 industrial facilities around the world, 424 are in uncommon chocolates and toffee items. Unique chocolates represented 28% of 1999 incomes; 26%; chocolate and candy parlor, 54% are in toffee. With a net benefit of 4.724 million, up 12.3 percent over a year ago, and with critical, wide based improvement in all significant presentation markers, Thorntons PLC thinks back on a record year 1999. The net revenue arrived at 6.3 percent (5.9 percent in 1998) on combined deals of 74 660 million (1998: 71 747 million). The exchanging benefit of 7 914 million expanded by 11.8 percent, an edge of 10.6 percent of deals (9.9 percent in 1998). EBITA (Earnings Before Interest, Taxes and Amortization) improved by 12.4 percent to 8 298 million (1998: 7 382 million). These significant enhancements mirror a progression of measures assumed control over the previous years, contacting for all intents and purposes all exercises (Mitchell, 2002). Smoothing out the business portfolio, expanding operational productivity, modern rebuilding and progress in buying and flexibly chain the executives empowered the Group to accomplish higher benefits, edges and profit for contributed capital. Thornton's PLC additionally made the important ventures to guarantee future top-line development by putting resources into new items and reinforcing its brands and pieces of the overall industry. During the principal half of 2000, Thorntons PLC accomplished a huge increment in the two deals and overall revenues. Table shows that combined deals developed by 9.9 percent to 38.8 billion, with genuine inner development quickening to 4.5 percent, contrasted with 2.1 percent in a similar time of 1999. Exchanging benefit added up to 4296 million. This speaks to 11.1 percent of deals against 9.8 percent for the first 50% of 1999. Net benefit expanded to 2798 million or CHF 72.7 per share, bringing about a net overall revenue of 7.2 percent (5.9 percent in the primary portion of 1999). The solid deals execution mirrors the Group's accentuation on inner development. The edge enhancements result from progress accomplished in upgrading operational effectiveness, the smoothing out of the Group's item portfolio, mechanical rebuilding and some lower crude material costs which had the option to counterbalance higher bundling costs. Inside Growth and Currencies Push Up Sales Consolidated deal s, at 38.8 billion, were up 9.9 percent. At tantamount structure (barring acquisitions and divestitures) and at steady trade rates, deals rose by 4.9 percent (see table 1). Table 1. Thornton's PLC Figures for 1999-2002 Thornton's PLC Annual Report 2002 2001 2000(e) 1999(f) In a large number of CHF (aside from per share information) Merged deals 89 160 84 698 81 422 74 660 71 747 EBITA 10 940 9 987 9 911 8 700 7 606 as % of

The Battle of Khe Sanh in the Vietnam War

The Battle of Khe Sanh in the Vietnam War The Siege of Khe Sanh happened during the Vietnam War. The battling around Khe Sanh started January 21,â 1968,â and concluded around April 8, 1968. Armed forces and Commanders Partners: General William WestmorelandColonel David LowndsApprox. 6,000 men North Vietnamese: Vo Nguyen GiapTran Quy HaiApprox. 20,000-30,000 men Skirmish of Khe Sanh Overview In the late spring of 1967, American administrators educated of a development of Peoples Army of North Vietnam (PAVN) powers in the region around Khe Sanh in northwest South Vietnam. Reacting to this, the Khe Sanh Combat Base (KSCB), situated on a level in a valley of a similar name, was strengthened by components of the 26th Marine Regiment under Colonel David E. Lownds. Additionally, stations on the encompassing slopes were involved by American powers. While KSCB had an airstrip, its overland gracefully course was over the haggard Route 9, which drove back to the coast. That fall, a flexibly caravan was trapped by PAVN powers on Route 9. This was the last overland endeavor to resupply Khe Sanh until the next April. Through December, PAVN troops were seen in the zone, however there was small battling. With the expansion in foe movement, a choice was required in regards to whether to additionally strengthen Khe Sanh or relinquish the position. Surveying the circumstance, General William Westmoreland chose for increment the troop levels at KSCB. In spite of the fact that he was bolstered by the administrator of the III Marine Amphibious Force, Lieutenant General Robert E. Cushman, numerous Marine officials couldn't help contradicting Westmorelands choice. Many accepted that Khe Sanh was not important to the continuous tasks. In late December/early January, insight detailed the appearance of the 325th, 324th, and 320th PAVN divisions inside striking separation of KSCB. Accordingly, extra Marines were moved to the base. On January 20, the PAVN deserter alarmed Lownds that an assault was approaching. At 12:30 a.m. on the 21st, Hill 861 was assaulted by around 300 PAVN troops and KSCB was intensely shelled. While the assault was spurned, the PAVN warriors managed to break the Marine protections. The assault additionally uncovered the appearance of the 304th PAVN division in the region. To clear their flank, PAVN powers assaulted and overran Laotian soldiers at Ban Houei Sane on January 23, compelling the survivors to escape to the U.S. Exceptional Forces camp at Lang Vei. During this time, KSCB got its last fortifications: extra Marines and the 37th Army of the Republic of Vietnam Ranger Battalion. Persevering through a few overwhelming bombardments, the safeguards at Khe Sanh learned on January 29 that there would be no détente for the up and coming Tet occasion. To help the safeguard of the base, which had been named Operation Scotland, Westmoreland started Operation Niagara. This activity required the monstrous utilization of ethereal capability. Using an assortment of cutting edge sensors and forward air controllers, American airplane started beating PAVN positions around Khe Sanh. At the point when the Tet Offensive initiated on January 30, the battling around KSCB calmed. Battling in the region continued on February 7, when the camp at Lang Vei was invaded. Escaping from the scene, Special Forces units advanced toward Khe Sanh. Unfit to resupply KSCB via land, American powers conveyed required materials via air, evading an extraordinary gauntlet of PAVN against airplane fire. Eventually, strategies, for example, the Super Gaggle (which included the utilization of A-4 Skyhawk contenders to stifle ground fire) permitted helicopters to resupply the ridge stations while drops from C-130s conveyed merchandise to the principle base. On that night that Lang Vei was assaulted, PAVN troops attacked a perception post at KSCB. In the most recent seven day stretch of February, battling heightened when a Marine watch was trapped and a few assaults were propelled against the 37th ARVNs lines. In March, knowledge started seeing a mass migration of PAVN units from the region of Khe Sanh. Regardless of this, shelling proceeded and the bases ammo dump exploded for the second time during the battle. Squeezing out from KSCB, Marine watches drew in the foe on March 30. The following day, Operation Scotland was finished. Operational control of the territory went over to the first Air Cavalry Division for the execution of Operation Pegasus. Intended to break the attack of Keh Sanh, Operation Pegasus called for components of the first and third Marine Regiments to assault up Route 9 towards Khe Sanh. Then, the first Air Cavalry moved by helicopter to hold onto key territory includes along the line of advance. As the Marines propelled, engineers attempted to fix the street. This arrangement enraged the Marines at KSCB, as they didn't accept they should have been safeguarded. Hopping off on April 1, Pegasus met little obstruction as American powers moved west. The primary significant commitment happened on April 6, when daily long fight was pursued against a PAVN blocking power. Battling to a great extent closed with a three-day battle close Khe Sanh town. Troops connected up with the Marines at KSCB on April 8. After three days, Route 9 was pronounced open. Result Enduring 77 days, the attack of Khe Sanh saw American and South Vietnamese powers endure. At long last, there were 703 murdered, 2,642 injured, and 7 missing. PAVN misfortunes are not known with exactness yet are evaluated at between 10,000 to 15,000 dead and injured. Following the fight, Lownds men were assuaged and Westmoreland requested the base involved until he left Vietnam in June. His replacement, General Creighton Abrams, didn't accept that holding Khe Sanh was fundamental. He requested the base obliterated and surrendered soon thereafter. This choice earned the rage of the American press, who addressed why Khe Sanh must be safeguarded in January however was not, at this point required in July. Abrams reaction was that the then-current military circumstance not, at this point directed that it be held. Right up 'til the present time, it is muddled whether PAVN authority in Hanoi expected to take on a conclusive conflict at Khe Sanh, or if tasks in the zone were intended to div ert Westmoreland in the weeks prior to the Tet Offensive. Sources: Brush, Peter. Clash of Khe Sanh: Recounting the Battles Casualties. HistoryNet, June 26, 2007. Obscure. The Siege at Khe Sanh. PBS.

10 Avoidable Mistakes when Negotiating a Job Offer

10 Avoidable Mistakes when Negotiating a Job Offer If everything goes as planned, any recruitment process will go smoothly, starting from the time job descriptions were written and job advertisements were published or posted, until the time that the best and the right candidate for the job has been selected.However, there are bound to be snags along the way, and any recruiter worth her salt would know that issues are bound to crop up, and it will be up to her and the employing company to make sure these issues are dealt with swiftly and properly.This will ensure that the employee can be introduced and inducted into the organization at the soonest possible time, and start performing his job.Some of the issues may be major, while some may seem to be trivial or minor. Recruiters and hiring managers know that extending a job offer does not automatically receive an acceptance from the chosen candidate.After all, starting a new job is a major event in anyone’s life, so the candidate will definitely want to make sure that he is making the right decision. Thus, both sides have to be prepared to negotiate details about the job offer. © Shutterstock.com | TrazaIn this guide, we explore what the job offer includes and the 10 mistakes most people do when negotiating a job offer.THE JOB OFFERFor any jobseeker that has been pounding the pavement, pouring over hundreds of job postings and undergoing a battery of seemingly endless tests and job interviews, getting a job offer may sound like a dream come true. Chances are high that he will grab the first job offer that he gets, with no regard for the details. He thinks, “I got the job, and that’s all that matters. I’ll worry about the rest later.”This attitude is hardly ideal especially when, weeks, months or years down the road, you realize that you are not satisfied with your job, and you start regretting accepting the offer at the first chance you got, no questions asked. You start thinking up “if only” scenarios. If only you negotiated early on, before accepting the job offer, then you would not be in the quandary that you are currently in.It is also pos sible that, in the middle of a job search, you suddenly find yourself presented with three job offers from three different companies. Your first instinct may be to accept the one with the highest salary and benefits. Or, if you are averse to relocation, you will accept the offer from the company where your workplace will be close to your residence. The dilemma here will arise if, for example, the company closest to where offers a salary that is lower than you expected or wanted.This is where you should consider negotiating. After all, the final job offer that you accept â€" with terms that you and your future employer are in agreement over â€" will dictate how the next months and years of your career will go. Negotiate terms that are acceptable to both parties, and chances are high that the working relationship will be a fruitful one, and your career with the company will flourish.When we say negotiations with respect to job offers, the most logical conclusion that comes to mind wil l be that it would have something to do with the salary and the benefits and compensation package. That will not be entirely wrong, since most negotiations revolve around that issue. However, there are other terms of the job offer that may require negotiation, depending mostly on the circumstances of the selected candidate, as well as the employer.Just as in all negotiations, some succeed and some fail. In order to lessen the possibility of job offer negotiations failing, it is important to make sure that you do it properly, and that means avoiding the mistakes that are commonly committed by candidates in the process of negotiation. MISTAKES WHEN NEGOTIATING A JOB OFFER AND HOW TO AVOID THEM1. Not negotiating at allThis is the point that we have been trying to get to earlier. No matter how desperate you are to get a job, you should not accept the job offer blindly, without negotiating at all. When you think about it, not negotiating and accepting the offer right off the bat is proba bly the biggest mistake you will ever make. This is akin to signing a contract without going over the finer points.There are several possible reasons why some candidates do not negotiate at all.They have been job hunting for so long that they will settle for just about anything.They are too lazy to go over the terms of the offer.They do not know how to negotiate, or where to start.They think that the employer knows best, and trust that they will be treated fairly.They are afraid that negotiating, where they will state their terms, will make them look impolite and unprofessional in the eyes of the employer.Just by looking at the above reasons, it is clear that there is a common theme running through them, and that is the lack of preparation when it comes to negotiating.As for the issue on whether negotiating will reflect badly on you as a potential employee and will affect your chances of being hired, that is no longer a general rule. In fact, many employers frown on candidates that do not negotiate at all, because it gives them the impression that the candidate does not acknowledge his own, true worth or value. They will think that the candidate is unable to stand up for himself.Granted, there are some employers that do not accept negotiations by candidates, but they generally let the candidates know of that fact early on. It is in these cases where the candidate will decide whether the terms of the job offer are acceptable and therefore accept the offer, or look elsewhere for a better job opportunity, one where they get to have a hand in the negotiations.How to avoid this mistakeCreate your own “job-offer evaluation” checklist. Just as you prepared yourself for the job interviews and tests, you should also prepare yourself in case you receive a job offer.In this checklist, you should put down the terms or things that MUST come with the job in order for you to deem it acceptable. Keep in mind that the checklist should indicate the “minimum” that you wi ll accept. Examples of the common items that should be included in your checklist are:Minimum salary or level of compensation that you need. Of course, this should also be in accordance with prevailing rates, as prescribed by the law and industry standards.Benefits you expect to receive while on the job, such as health insurance, transportation allowance, meal allowance, and representation expenses, to name a few.Working conditions favorable to your current circumstances. Define the work hours that are most suitable to you. Do you need to relocate? Will the job entail daily commute to and from work? How are personal days, sick days, vacations and holidays accounted for?Employee programs and policies. Focus on how you will be able to avail of this plan and how you expect to benefit from it. Is there a retirement plan for employees? What are the policies on maternity and paternity leaves? On performance review and evaluation? Are there bonus or profit-sharing programs that you may be eligible for?Go over the terms of the job offer carefully and compare them with the items on your checklist. If the offer meets the minimum as stated on your checklist, then you may consider accepting the offer. If there are deviations, then those will be the focus of your negotiations.2. Not Asking for Time to Consider the OfferRemember when you had to go in for interviews, and sometimes you felt helpless, as if you were at the mercy of the hiring manager and the other interviewers? Well, guess what? Once you receive the job offer, there is a shift of power. You are now the one with the upper hand. The employer wants you, and they’re waiting for your word on whether you will accept the offer or not.The problem is that, mostly out of sheer excitement from getting a job offer, the candidate accepts immediately. It could also be because they are pressured into accepting right away. Do not fall for this bulldozer tactic that some employers use.How to avoid this mistakeAsk for some ti me to contemplate the job offer. Let them know that you have to go over the details to see if the terms are acceptable to you. This is your right.One reason you can give is because you need to consult with other people first.“Thank you for the job offer. If it is all right with you, I would like to discuss some of the logistics details with my family first. How about if I give you my decision on Friday?”Or you could just ask for time without giving any specific reason. After all, it is your right to go over the job offer.“I am truly grateful for this offer and opportunity to be part of your company. I wonder if I could have until Friday to get back to you about it.”3. Not Asking for a Job Offer in WritingVerbal job offers are all well and good, since hearing the words out loud makes the whole thing exciting. However, you should not accept, or even consider, a job offer if it is not written. Again, think of it along the lines of a contract. You do not want to enter into a con tract without the terms being written down, do you?The written job offer will contain â€" in black and white â€" what you will be getting if you accept the job. Unless you have a photographic memory and you can recall, verbatim, the terms spoken by the human resource manager when he gave you the offer over the phone, then you will have a difficult time keeping track of everything.How to avoid this mistakeAsk them politely for the details in a written offer.“Wow! Thank you for the offer, and I look forward to going over the details in the written offer before I can give my formal acceptance. When do you expect a response?”In many cases, however, you may also tell them outright (but still politely) that you will feel more comfortable reading the details in a written job offer before accepting.Here is an interesting workshop on negotiating your salary in the job interview. 4. Telling the Employer What You Will AcceptThis may be quite tricky, since there are employers and hiring man agers that ask applicants during the interview about their salary expectations, or how much salary they expect to receive if they are hired for the job. This is especially difficult for candidates with previous job history, since they may be asked about their salary history as well.Negotiating is about reaching a compromise, or getting to a point where both parties are agreeable. It is not about setting ultimatums, saying “pay me this much, and I will accept the offer”. This will only make you look arrogant, and likely to turn off the employer, to the point that he will withdraw the offer.How to avoid this mistakeDo not provide an exact amount or even a salary range when asked during the preliminary interviews. Doing so will give you less room to negotiate if you do get a job offer. In an applicant’s desire to be in the good graces of the interviewer or hiring manager, he may even quote a low figure.There is a tendency that, when the employer creates the offer, he will offer a salary within that range that you quoted. During the interview, it would be best to provide a non-committal answer, or one that will not box you in when the time to negotiate the job offer comes. Example:“I will need more information about the job and your company’s salary structure before I can have a confident discussion about salary. Maybe you can give me an idea how much you pay someone with my skills, experience and education in this position, and what range you have budgeted for it?”If you approach the recruitment process along those lines, you will have more room to move when negotiating the job offer.5. Telling the Employer How Much You NeedThe mere fact that you are receiving a job offer means that you have the skills, experience, education and other qualifications that are required for the job. The employer thinks you are suitable for the position. In short, the employer thinks that you will be of value to the company. Therefore, you should also show them that you k now your value.During negotiations, many candidates make the mistake of focusing on what they think and feel that they need or deserve, rather than their actual value, or what they have to offer in return to the employer.New graduates, for example, go into the job market saddled with student loans, so they are likely to negotiate based on how much they need. For example, the candidate has to pay $300 monthly for student loans, so he chose to negotiate a monthly salary of $1,000, when it is above and beyond what the position merits.How to avoid this mistakeDo your research before talking about salary during negotiations. If you go online, you can find various sources of information about salary rates applicable to various jobs, across industries. This should clue you in already.If you have previous job experiences, then you may also have an idea how much you are worth in that position. You should also look into the salary levels and salary negotiation policies of the employer, so tha t you will be in a more solid position when negotiating.6. Negotiating in Piece-MealEmployers want to hire new employees quickly, so they can start performing the job. However, they can only wait for a certain length of time for a candidate to decide whether to accept the job offer or not. One sure way to prolong the negotiation period â€" and make the employer withdraw the offer â€" is when the candidate negotiates multiple issues serially.This piece-meal negotiation can be very tedious and exhausting. Just when the employer thought you have resolved the issue, you raise another point for negotiation. It becomes tiring and, to be honest, annoying, because they might think that you are toying with them and showing blatant disrespect for their time.How to avoid this mistakeThis is why you should have the checklist. You can also prepare another document listing all your points for negotiation, thought out carefully so that you can present them all simultaneously.This is an example of bad serial negotiation:Candidate: I have one concern. I find the salary a bit low, considering my expertise. Can you increase it by 10%?The HR discusses it with management and, after a day, calls the candidate back.HR: I’m happy to inform you that management has agreed the 10% increase.Candidate: Thank you. Now let us move on to the working hours. I know you have a 9-5 policy, but may I be granted flexible time?At this point, the HR is probably annoyed, thinking about how you said, at the beginning, about your “one concern”. Tell him about all your concerns in one go. Do not worry that you will overwhelm him; he is prepared for you to negotiate.7. HagglingThis is not a store, and you are not bartering. The employer tells you that the annual salary for that position is $150,000, and you thought you deserve more, so you ask for $175,000. The employer expresses the possibility that they may be able to provide $160,000 for the position, then you jump in with $165,000. When he said that $165,000 is already over their budget for that role, you ask for more vacation days.Let’s face it: this looks tacky. You just made yourself look tacky, cheap… and unprofessional.How to avoid this mistakeAgain, you should have already researched on the salary for that position, and how much budget the company allotted for it. Name your target figure, and ask whether it is within their budget range or not. If they say no, then believe them.Take this exchange, for example:Candidate: I am aware that you have budgeted $150,000 for the position. However, I believe that my level of experience warrants a higher rate, should I accept the job.HR: How much do you have in mind?Candidate: Can you make it $165,000?HR: Due to budget constraints and limitations, we can only go as high as $160,000.Candidate: I see. Then, may I give you my answer on Friday? 8. Playing Hard to GetMany say that, if you appear too eager or too excited, then you are basically putting yourself under the thumb of the employer making the offer. They’d think, “Oh, he really, really wants this job, so even if we make a low offer, he will definitely accept it.” As a result, candidates avoid appearing too enthusiastic about it and try to be low-key.The problem is that, in the process, they come across as disinterested. They are playing hard to get, and this will make the employer think that they are holding out for more. Not that this is necessarily bad, but if overdone, the employer may be turned off, thinking they cannot be bothered to woo or court you. Then they are likely to rescind their offer, or withdraw it completely.How to avoid this mistakeShow just the right amount of enthusiasm. You don’t know how to gauge it? Let’s put it this way: there is nothing wrong with letting them know how excited you are that you got an offer.However, by telling them that you will need to go over the details first, and that you are asking for time to contemplate the offer, this means you are givin g it serious consideration. Give them a definite time frame within which to evaluate the offer.Do not be evasive about what you want, expecting the HR officer or the employer to be able to read your mind.9. Negotiating Every Aspect of the Job OfferYou may think that the employer will be impressed if you come up with a counteroffer proposal, or negotiating ALL the points or aspects of the job offer. Believe me, you’re not. They may think that you are a nitpicker, and very hard to please, if all aspects do not satisfy you.How to avoid this mistakeChoose just two or three items to negotiate, and they should be the most important to you.However, if none meet the items on your checklist, then this may be a sign that this is not even a job offer worth contemplating or considering. Respect the employer by telling them that you are not accepting their offer, instead of wasting both your time.10. Negotiating Over E-mailWhile it is true that e-mail has become an acceptable mode of communica tion or correspondence in business and professional circles, it has its limitations. Remember the time when snail mail was the only mode of correspondence, and it takes ages to send letters and wait for replies and, even then, the exchange of information is unsatisfactory?Although email cuts down the time, there are still many messages that get lost in the exchange, which can have adverse effects on negotiation. A  lot of misunderstandings may still arise from negotiations made via email.How to avoid this mistakeNegotiate face-to-face. Set a meeting with the employer or his representative. Talking with them directly will make the negotiation go faster. Video calls also made it possible for people from opposite ends of the continent (or the globe) to converse, so this is another good option. Finally, negotiating over the phone is also possible if the two cannot be done.

John Cage - Music Of Silence - 992 Words

John Cage – Music in Silence When the word music is heard, generally the first thing that comes to mind is how one would be able to relate to the piece. John Cage, a contemporary composer, expanded the normality of music by sounds with no meaning or emotional connection and silence. The propinquity between mind and music is difficult to sever, and to have music without an emotional connection is unfathomable. John Milton Cage Jr. is an American contemporary composer born September 05, 1912 in Los Angeles, California. (cite) Cage attended Pomona College in Claremont, California momentarily before returning back to Los Angeles. (cite) His return was due to following his mentor, a classical composer by the name of Arnold Schoenberg. (cite) Due to Cage not paying for his lessons, it is difficult to say what classes he attended. (Hicks 128) Between 1935 and 1936, Schoenberg taught at both the University of Southern California and the University of California. (Hicks 128) The clas ses consisted of composition, harmony, analysis and counterpoint. (Hicks 128) Many of Cage’s earlier compositions are based on the teachings of Schoenberg. The compositions of Solo Obbligato Accompaniment of Two Voices in Canon, and Six Short Inventions on the Subjects of the Solo (1934) and Composition for Three Voices (1934), are both similar pieces to music of that time. Each voice in the piece is limited to a range of two octaves. Cage tried to space the repetitions of the tones as far asShow MoreRelatedThe Sound of Silence Discussion Essays1237 Words   |  5 Pagesdefines silence, as being an absence of a sound or noise, but for John Cage this could not be farther from the truth. Most people would agree with the dictionary definition that no noise is silence but Cage believed that silence is sound. Cage was not only a great composer but is known for his odd perspective and philosophy on silence and sound. 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This essay will examine how the artists demonstrate that the creation of the work can derive from the destroy ing convention through their visions in their works. Robert RauschenbergRead MoreEars Have Walls by Steven Connor Essay1330 Words   |  6 Pagesthe continuing emphasis upon division and partition that continues to exist even in the most radically revisable or polymorphous gallery space, because sound spreads and leaks, like odour. Unlike music, Sound Art usually does not require silence for its proper presentation. Containers of silence called music rooms resonate with the aesthetics and affects on the body of a gallery space; white walls, floorboards to create optimum acoustics, and an ethereal sense of time and space. When presented in a

Converting Fluid Ounces to Milliliters

This example problem demonstrates how to convert fluid ounces to milliliters. Fluid ounces are a common U.S. liquid measure. Milliliters are a metric unit of volume.   Fluid Ounces to Milliliters Example Problem A soda can contains 12 fluid ounces of soda. What is this volume in milliliters? Solution First, start out with the conversion formula between fluid ounces and milliliters: 1 fluid ounce 29.57 milliliters Set up the conversion so the desired unit will be canceled out. In this case, we want milliliters to be the remaining unit. Volume in milliliters (volume in fluid ounces) x (29.57 milliliters/1 fluid ounce.) Volume in milliliters (12 x 29.57) milliliters Volume in milliliters 354.84 milliliters Answer A 12 fluid ounce soda can contains 354.82 milliliters. Its always a good idea to check your answer to make sure it makes sense. An answer in milliliters will be about 30 times the value in fluid ounces. If youre doing the conversion the other way, expect the value in ounces to be much smaller (one decimal point) than it was in milliliters.

Choice of Vertical Firm Boundaries Free Essays

ETC has been the dominating theoretical lens for analyzing firm boundary design choices. Further research reported several limitations to ETC. The Limitations Include low explanatory power of ETC In industries characterized by weak price competition (Nickering and Silverman 2003) and innovative environment (Welter and Evolves 2008) . We will write a custom essay sample on Choice of Vertical Firm Boundaries or any similar topic only for you Order Now The relationship between uncertainty and vertical integration has also been challenged (Dyer 1 996, Hotter 2005, schilling and statesman 2002, walker and Weber 1984, Welter and Evolves 2008). Other limitation of Tee’s explanatory power is its narrow level of analysis. ETC looks at â€Å"one transaction at a time†, therefore it neglects interdependencies of boundary choices and is not sufficient to explain the overall firm boundaries. A number of papers elaborated on that deficiency (e. G. Argyles and Liabilities 1 999, Parmigianino and Mitchell 2009). Capabilities approach provides a complementary explanation to understanding firm boundary choices. Tech (1986, 996) argues that decisions of firm scope are related to firm capabilities and profiting from them in the best way. Capabilities approach scholars propose that firms focus on functions that represent the core of their competitive advantage based on superior capabilities and resources formed over time as a result of path-dependent learning process, and outsource non-core capabilities (e. G. Aragua et al. 2003). Further they argue that firms tend to specialize in activities where they have some comparative advantage Cabooses How to cite Choice of Vertical Firm Boundaries, Papers

Throughout this class we have ... free essay sample

Throughout this class we have watched several movies, some movies I previously watched and some I had not. After taking this class I realized that as parents we need to monitor our children more closely with the things we allow them to see. Such movies like Shrek I thought was a kid friendly movie but when I watched it, the first line that caught my attention was when Lord Farquaad was looking for a queen to marry, and he referred to snow white as a woman living with seven men in the forest this is what people called adult humor (diversity in Disney films pg.2) I think that can be taken a totally different way, I also would have never thought that you can compare the lion king to how we live our lives each day. We are taught about good and bad, so I would have never considered that the pride lands where Mufasa and Simba lived can be compared to living in the suburbs, while the dark area where Scar and the hyenas lived could be compared to living in poverty. Or the fact that the lions from the pride lands look clean and well fed versus scar and the hyenas who looked dirty and malnourished. According to diversity in Disney films, Disney clearly imagined an audience that was white and that shared the ideologies of the hegemonic culture. This for example illustrates Disneys recognition of the social and racial positioning of its audience. (diversity in Disney films pg.93) The movie Moana (2016) was another one of Disneys biggest films, they tried to make sure that race was portrayed in the correct way since a lot of viewers felt that Disney dropped the ball when it came to movies like Aladdin and Pocahontas. The story based 3000 years ago in Polynesia, follows a 16-year-old girl named Moana who is the daughter of a Polynesian chief. Moana has always had a connection to the sea, but When a disaster threatens her island home, Moana, a born navigator, sets sail to save the people she will one day lead. embarking on a sea journey to retrieve an ancient artifact that has the power to create new islands and oceans. This mystical object, known as the Heart of Te Fiti, was stolen centuries ago by Maui, a demigod of the wind and sea. Encouraged by her grandmother, and accompanied by a rooster named Hei Hei, Moana sets out to track down the demigod and restore the Heart of Te Fiti to its rightful place. Now even though Disney spent five years researching and working with the people in the Pacific to make sure they were portrayed in the film correctly, some viewers still felt that the culture was represented in the wrong way. For example, the way the character Maui was painted he fit the misappropriation that all pacific island men are big in stature or obese, this depiction of Maui being obese is typical American stereotyping. In an interview with The Washington Post, Marie Alohalani Brown, a professor at the University of Hawaii at Manoas department of religion who is part Hawaiian, said that, in Hawaiian mythology, Maui isnt seen as a god in the Judeo-Christian sense. Instead, as a demigod, he h as both godly and human characteristics, and is viewed as an ancestor to the exalted, ruling class of Hawaii. In one of Hawaiis most prominent creation myths, Maui is known for passing on the secret of fire to humans, drawing the Hawaiian archipelago together and slinging the sun so that it moves more slowly. Hes a cultural hero and trickster. (Washington post 2016) When it came to the characters Disney used, they made sure the whole cast except for hei hei the rooster was of Polynesian decent. Unlike other Disney characters Moana is not a princess, but she is the daughter of Chief Tui which means she is next in line to become the chief of her tribe, a tradition that does not happen all the chief are men. She also has no love interest which would make one think she was a feminist, a lot of the other Disney princess were also dressed more provocatively than Moana. Disney often made the female characters very sexy like Ariel from the little mermaid she only wore seashells for a bikini top. after observing different movies, I realized a lot of the female roles have women that are scantily dressed, or the body shape is the same curvy breast, hips, and an unrealistically small waist. The females from the renaissance period like, Pocahontas (1995) and Mulan (1998), offer us fiercely independen t women. Mulan poses as a man in the Chinese Army so that she can enter the world of work in lieu of her frail father. But when offered the opportunity to enter permanent work at the end of the film as part of the emperors inner circle, Mulan turns the offer down and returns to her village. Similarly, after bringing peace to her community. Zootopias (2016) fiercely independent and ambitious female character, Judy Hopps – the citys first bunny rabbit police officer – builds on this. She works hard within her police precinct to be recognized as an equal amongst her male counterparts despite experiencing extreme discrimination at the hands of her boss. She is told that she will only ever be a meter maid but eventually proves them all wrong and gains her place as a bunny among equals. (independantnews. com December 2016) This is far different from the earlier Disney females like snow white and the Seven Dwarfs (1937) we initially encounter the princess as a scullery maid – dominated by her wicked stepmother – sullenly lifting pales of water from the well. She escapes only to find herself confronted with further dirty and monotonous labor playing roommate to the dwarves. A decade on, we find Cinderella (1950) in a house with her wicked stepmother and sisters being subjected to a life scrubbing floors wishing for a better life. And in Sleeping Beauty (1959), a whole industry is destroyed simply to protect the princess, Aurora, from a fatal prick to the finger from a spinning wheel foreseen by the evil witch Maleficent. Three fairy godmothers care for the young princess but ultimately give away their secret, safe location – due to the sheer monotony of their life and work in the woods.The message is clear in these early films: women are weak and should avoid work at all costs. It is dangerous and monotonous and unrewarding. These female characters need to be protected, rescued and defended from the world of work by men and generally find their solace as kept women. (independantnews.com December 2016). In conclusion after researching and watching the films I listed I am happy that I can see the change Disney studios has made along the years when it comes to gender sexuality, and the way women are portrayed in the films. I still think they can get a little better when it comes to race and ethnicity but as we see with the princess and the frog they are trying. Hopefully as time passes we will see more and more films with an even broader diverse background.