The Alternative Energy Of Politics Missing - 1271 Words

What is Alternative Energy in Politics Missing? Issues like global warming, pollution, or energy consumption are very mainstream and hot topics in today’s political world. Changing the United State’s energy agenda is something that does not happen overnight, so a lot of governmental and social support is required to make a difference. This means alternative energy and alternative energy sources are a weighty issue in governmental campaigns. Many heads turn toward the candidates on what side of the issue they stand. Many candidates provide a clear stance on topics like wind, solar, or fossil fueled energyÍ ¾ however, I noticed the nuclear energy industry in politics does not get much attention. Even though the US has heavy private sector†¦show more content†¦Well first I have to answer, what exactly is thorium? Thorium is the alternate energy path that was never taken. Thorium ­based nuclear power is produced from the fission of a specific uranium isotope derived from the father atom, thorium. It has several upsides that uranium or plutonium does not possess. It’s main advantages include it’s huge abundance on earth, superior physical properties, reduced nuclear waste production, and the lack of weaponization as most of the world is antinuclear. Thorium is a healthier, cheaper, and safer alternative to uranium, and is essential to the future and success of the nuclear industry. Well, it’s crazy the difference a couple of neutrons make. The substance that actually runs a thorium based reactor is a certain isotope of uranium. An isotope is a form of the same element with the same number of protons but differs in the number of neutrons. Uranium has three major isotopes: uranium ­238, uranium ­235, and uranium ­234. The isotope used to power a thorium based reactor is uranium ­233. It is only produced by blasting the thorium atoms with neutrons, actually a relatively simple process. Now considering thorium is three times more abundant than uranium, only 0.7% of natural uranium is a fissionable isotope. That is the uranium ­235 isotope, whereas the other 98%, uranium ­238, has to undergo a strenuous preparation process before it is reactor ­ready. It has to be enriched by

Sir Gawain And The Green Knight Character Analysis

The main events that unfold in Sir Gawain and the Green Knight predicate themselves on an initial challenge offered by the titular Green Knight: If any so hardy in this house holdes hymselven, Be so bolde in his blod, bayn in hys hede... And I schal stonde hym a strok, stif on this flet, Elles thou wyl dight me the dom to dele hym an other, [barlay]. (Sir Gawain... Lines 285-286, 295-296) These lines create a frame for the type of hero this challenge needs; is there anyone in King Arthur’s court who is sufficiently â€Å"bolde in his blod† and â€Å"bayn in hys hede† able to answer the Green Knight’s call? To this, as the title clearly suggests, Sir Gawain steps up. At this point in the text, two things are clear. First, Gawain establishes†¦show more content†¦Lines 2257-2258). As explicitly captured by these two lines, Gawain seems entirely unafraid in the moments before the swing of the axe. This state of mind, even though it may be unfairly supplemented by the girdle, technically fulfills the Green Knight’s earlier conditions for the type of person needed for this challenge. However once the ax swings down towards his neck, Gawain momentarily cowers, described as having â€Å"shranke a lytel with the schulderes for the scharp yrne† (Sir Gawain... Line 2267). The â€Å"scharp yrne† of the axe causally forces a shift in Gawain’s psychology, as fear dominates in that moment; the Green Knight immediately recognizes this change, claiming â€Å"‘Thou are not Gawayn’†, while also adding that when Gawain struck him, he â€Å"nawther fyked I ne flaghe† (Sir Gawain Lines 2270; 2274). These particular lines establish a clear power dynamic between Gawain and the Green Knight. The initial terms of the challenge hypothetically propose equal footing between the two—a stroke for a stroke. By referencing Gawain’s cowardice while highlighting his own honor, the Green Knight also undergoes a change in psychology, as he now expresses disappointment and betrayal. These feelings are validated by his position relative to Gawain; he holds the honorable higher ground by upholding his side of the game, while Gawain proves himself momentarily unable to. A few lines later, after the Green Knight mockinglyShow MoreRelated A Character Analysis of Sir Gawain as Present ed In Sir Gawain and The Green Knight1426 Words   |  6 PagesA Character Analysis of Sir Gawain as Presented In Sir Gawain and The Green Knight In Sir Gawain and The Green Knight, the character of Sir Gawain is skillfully brought to life by the unknown author. Through the eyes of numerous characters in the poem, we see Gawain as a noble knight who is the epitome of chivalry; he is loyal, honest and above all, courteous. As the story progresses, Gawain is subjected to a number of tests of character, some known and some unknown. These tests tell us a greatRead MoreCharacter Analysis Of Sir Gawain And The Green Knight1898 Words   |  8 PagesAfter reading Sir Gawain and the Green Knight, Sir Gawain’s identity is left undecided. At the conclusion of the narrative, the Green Knight restores Gawain’s knightly virtues of the pentangle and continues to praise Gawain for his virtue. But Gawain returns home unsatisfied with his restoration only to find his court full of admiration for his return home and victory, even though he now wears the green lace (4.2489-505). The physical journey Gawain to the Green Knight demon strates his outward courageRead MoreArchetypal Characters In Sir Gawain And The Green Knight : Character Analysis1143 Words   |  5 Pagesliterature, a story such as Sir Gawain and the Green Knight had many aspects of Joseph Campbell’s view of the hero’s journey. In the story of our character Sir Gawain accepts a â€Å"Call to adventure† (Campbell 45) and goes on a quest that will go through many of the archetypes. Likewise, there lies one character, The Green Knight, that can be many of the archetypal characters in the cycle of the hero’s journey. Sir Gawain and the Green Knight dramatically demonstrates how a single character can play many archetypalRead MoreSir Gawain and the Green Knight, and One Thousand and One Nights1097 Words   |  4 Pageswork. â€Å"Sir Gawain and the Green Knight† and â€Å"One Thousand and One Night† both are marvelous works. The similarities between these Arabian tales and Sir Gawain and the Green night are very striking. The scholar Edward L. Risden in his analysis of â€Å"One Thousand and One Nights,† mentioned â€Å"Sir Gawain and Green Knight† and some of the main subjects of both of these tales. After reading Norton’s â€Å"Sir Gawain and Green Knight† and Geraldine Mccaughrean’s â€Å"Arabian Nights,† I intend to show that â€Å"Sir GawainRead More Analysis Of Sir Gawains Character Essay1100 Words   |  5 PagesAnalysis Of Sir Gawains Character In Sir Gawain and the Green Knight, the character of Sir Gawain, nephew of the famed Arthur of the Round Table, is seen as the most noble of knights who is the epitome of chivalry, yet he is also susceptible to mistakes. His courtesy, honor, honesty, and courage are subjected to various tests, posed by the wicked Morgan le Fay. Some tests prove his character and the chivalrous code true and faultless, like the time he answers a challenge although it might meanRead MoreThe Code Of Chivalry And The Fundamental Thoughts And Actions Of Human Nature1499 Words   |  6 Pages Sir Gawain†¦ Chivalric? By analyzing Sir Gawain’s attempts of following the Code of Chivalry and the fundamental thoughts and actions of human nature helps to further analyze Gawain’s character. The definition of Chivalry is the â€Å"set of values and code of conduct for the medieval knightly class† (Shatz) examining Gawain’s attempts to achieve his goal of being the perfect chivalric knight, the nature of his obstacles has to be determined, and the development of his character has to be analyzeRead MoreArchetypes In Sir Gawain And The Green Knight1100 Words   |  5 Pagesidentify which character represents which archetype. One must also understand that each story— bearing its own unique characteristics— will not always follow Joseph Campbell’s analysis to the tee, but will bear very similar qualities. For example, a character may represent multiple archetypes— a common trend in the poem Sir Gawain and the Green Knight. Despite common belief, though , other elements of a story allow for analyzation as well. In fact, a number of archetypal situations, characters, colors,Read MoreEssay Analysis of Sir Gawain and the Green Knight1050 Words   |  5 PagesAnalysis of Sir Gawain and the Green Knight In Sir Gawain and the Green Knight, after Gawain ventures â€Å"into a forest fastness, fearsome and wild† (Norton, 311), he prays that he will be able to find â€Å"harborage† on Christmas Eve (Norton, 312). It is the middle of winter, and Gawain has been traveling in search of the Green Knight whose head he has cut off. After he prays and signs himself three times, Gawain finds a magical castle in the midst of a winter forest. He rides to the castle and is grantedRead More Sir Gawain and The Green Knight Essay1602 Words   |  7 PagesSir Gawain and The Green Knight Summary The story begins in King Arthurs court, where he and the Knights of the Round Table are celebrating New Years. While they are enjoying their feast, a gigantic Green Knight rides in on a green horse with an immense axe in his hand to offer them a challenge. His offer is: I shall bide the fist blow, as bare as I sit†¦Ã¢â‚¬ ¦.., but in twelve month and one day he shall have of me the same. (Norton Anthology,208) After a moment of consideration, Sir GawainRead MoreSir Gawain and the Green Knight Essay1395 Words   |  6 PagesSir Gawain and the Green Knight In Sir Gawain and the Green Knight the poet depicts an entertaining story of adventure and intrigue. However, the poem is more than a grand adventure. It is an attempt to explore the moral ideals of Sir Gawain. Gawains standards are represented by the pentangle on his shield. The depiction of the pentangle occurs when Sir Gawain is preparing to gear up for his quest for the Green Chapel. Gawains outfit is described in great detail, including its color,

Health Science Prevalence of Disease

Question: Describe about the Health Science for Prevalence of Disease. Answer: The assignment is to study the prevalence of disease. Gallstones are the main reason behind the inflammation of the gall bladder which ultimately results in the formation of the acute cholecystitis. Any specific symptom is not exhibited by the gallstones. However, the most common symptoms of gallstones are abdominal and biliary pain, vomiting and nausea ( de Mestral et al., 2014). The patient who are suspected of having acute cholecystitis should be immediately referred to a hospital. The first line treatment for cholecystitis includes intravenous fluids, fasting and analgesia. Within 24 to 48 hours after the admission in the hospital Cholecystectomy or surgery of the patient can be done in the case of cholecystitis but an alternative of cholecystectomy is Percutaneous cholecystectomy which is safe and can be very useful for the treatment of those acute cholecystitis patient who are unfit or unable to undergo surgery. However in around 20 percent of the cases of cholecystitis, surger y is needed for the treatment. The Helminthic infection is the main reason behind this biliary disease. The inflammation of the gall bladder is caused by the obstruction of the cystic duct which subsequently results in the acute cholecystitis. If there is a persistence of this type inflammation for long time it may cause perforation or gangrene of the gall bladder (Gurusamy et al., 2013). The diagnosis of acute cholecystitis is done on the basis of the result of the ultrasound scanning. Predominantly the treatment of cholecystitis is surgery but the time of the surgery is under debate. References de Mestral, C., Rotstein, O. D., Laupacis, A., Hoch, J. S., Zagorski, B., Alali, A. S., Nathens, A. B. (2014). Comparative operative outcomes of early and delayed cholecystectomy for acute cholecystitis: a population-based propensity score analysis. Annals of Surgery, 259(1), 1015. https://doi.org/10.1097/SLA.0b013e3182a5cf36 Gurusamy, K. S., Davidson, C., Gluud, C., Davidson, B. R. (2013). Early versus delayed laparoscopic cholecystectomy for people with acute cholecystitis. In K. S. Gurusamy (Ed.), Cochrane Database of Systematic Reviews (Vol. 6, p. CD005440). Chichester, UK: John Wiley Sons, Ltd. https://doi.org/10.1002/14651858.CD005440.pub3

Twas the Night Before Year End

‘Twas the night before year end, and all through the office, Not a worker was resting, not even the bosses†¦ The final campaigns were launched on a prayer, A forlorn hope indeed, with the funnel so bare. The sales team all stared at their phones with great dread, Their accounts, they believed, would stay deep in the red. With Mary on LinkedIn, and Bill’s mail campaign, And Joe’s hopeless voicemails, defeated and drained. Suddenly the phones, they shrilled with a clatter, I cracked an eyelid, to see what was the matter. Any more effort, it seemed, might be brash, So I checked my data, and threw up the dash. Sure enough, right there in the glow of the screen, A reminder of profits, increasingly lean. When, what on my widening eyes should alight, But a line going up, fast – and to the right! One small piece of content, engaging and new Was pushing its limits, and then it broke through! A more rapid rise, I have not before seen, And it went viral on social, with its funny meme. Readers, they loved it, with their clicks and shares, The boss, now all smiley, twirled as he blared: â€Å"Now pictures, now copy, now data, now fiction! Now graphics, now blog posts, and product descriptions!† Across all the platforms, the content did soar, Their following grew, and so did lead scores. Then noises intruded with loud, sudden DINGs And in rushed a fluster of more DMs and phone rings. The Veeps were dressed with suits in their meeting, Which they assumed would consist of much pleading. I replaced their reports, so faded and tattered, And gave them the one that really now mattered. Our CEO winked, his dimples now merry, He looked a lot better and a little less weary. He then drew his mobile from somewhere below, And called in the board to put on a show. Meeting arranged, new slide deck in hand, He stepped up on stage with aplomb and elan. He was sharp, stayed on point, and his joke was a gem. ‘Twas content from which this confidence stemmed. He showed the new numbers, all well over plan. The board applauded, I too gave a hand. With a gleam in his eye and flick of a wrist, The projections he showed were a most welcome twist. The board’s questions were tough, but no match for him. The results he now shared were not just a whim. And laying his finger aside of his nose, He gave me a nod to the power of prose. He sprang to his office, to his team gave a whistle, The gloom of last year, he waved off in dismissal. To all, whose jobs now saved from slaughter, â€Å"Yearly bonus to all, and to all a great quarter!†

Strategic Benefits of Effective Diversity Management The WritePass Journal

Strategic Benefits of Effective Diversity Management Abstract Strategic Benefits of Effective Diversity Management , p.123). This paper aims at exploring the strategic benefits of effective diversity management, how diversity is handled at UKRD Group, and it provides some recommendations on how to enhance diversity at UKRD. Literature Review Benefits of effective diversity management Diversity confers various benefits to companies, and as a result, many scholars suggest that it should be a feature of every aspect of an organisation including employee development, succession planning, reviews, performance management, and rewards. To start with, employees from diverse social and cultural backgrounds bring unique skills, perceptions, and experiences to the table while working in teams. Pooling the diverse skills and knowledge from different cultural and social backgrounds increases employees’ productivity, and responsiveness to varying conditions (Buhler 2010, p.91). Furthermore, in a diverse workforce, each employee possesses distinct strengths and weaknesses, drawn from their diverse backgrounds and their individuality. If a company ensures effective diversity management is in place, it is possible to leverage the diverse strengths among employees, and compliment the weakness of each employee to make the productivity of the workforce more than the sum of it s parts (Griffin 2012, p.241). By bridging together employees from various backgrounds, businesses can market their products effectively to clients from different ethnic and racial backgrounds. This is because by ensuring the workforce reflects the region within which the business operates, it is usually easy to know the expectations, demands, tastes, and preferences of their consumers. As a result, the company will be able to produce goods/services, which conform to their clients expectations and demands (Thiederman 2008, p.3). Moreover, effective diversity management strengthens the company’s relationship with a given category of customers by making communication efficient. This is achieved by pairing customers with customer-service representatives from their social or cultural background, making them feel comfortable and satisfied. For example, a company operating in the southwest of the U.S. can employ bi-lingual customer representatives in order to serve Spanish-speaking clients in their native languag e (Guffey Loewy 2010, p.99). Companies that fail to foster diversity in their workforce experience higher turnover rates than those that treasure diversity in the workplace. This is because they portray a hostile work environment, and consequently, make most of their employees to quit. Inability to retain most of the qualified personnel leads to high turnover-related costs, which a company can avoid by embracing diversity. Losing an employee is highly detrimental to the company’s success because it results to lowered productivity; overworked remaining staff; loss of knowledge and skills; and loss of company’s time while conducting interviews (Griffin 2012). In addition, when employees are working in groups, diversity enables them to generate more and better ideas. Since the group members come from a host of varying cultures, they often propose creative and unique solutions and recommendations, unlike when they come from same backgrounds (Paludi 2012, p.93). In other words, group diversity eliminates groupthink, which is often witnessed in companies that do not foster diversity in their workforce. Groupthink makes participants in a team to think that their ideas and actions are valid, and those objecting them are either sabotaging their efforts or are uninformed. However, multicultural teams are not affected by such problems since the participants have different perspectives (Aswathappa 2013, p.769). By having a positive approach toward diversity at workplace, a company signals an ethical stand. Consequently, it can build and maintain a positive corporate image. A positive corporate image enables a company to have stronger relationships with existing clients, as well as broaden the consumer base by attracting more customers. A strong consumer base is a direct incentive to a noteworthy competitive edge, and it enables companies to face various challenges in the market such as the recession (Mor-Barak 2011). Diversity is also a key aspect in the creation of effective global relationships. Employing international talent helps in enhancing the companys reputation through outwardly encouraging cultural diversification to a broader consumer-base. If a company hires employees from different countries, it stands a greater chance of expanding and seizing global opportunities by establishing a network of languages and cultures (Guffey Loewy 2010). Additionally, by creating an environment of inclusion and by making commitment to valuing diversity, managers can boost employee morale and motivation. This is because acknowledging and accepting a person regardless of their social or cultural background makes them feel honoured, and as if they a part of the family ‘company.’ As a result, they will devote all their efforts toward realization of the organisation’s goals (Abiodun 2010, p.82-87). Managing diversity at UKRD Group UKRD Group is a multi-media company, based in the U.K. The company owns and operates a portfolio of websites, a software-licensing firm, and 16 local commercial radio stations. The company has been ranked number one for three years in a row on the U.K’s top 100 best employers (Toten 2013). Diversity management is central to the company’s human resource strategic goals, which include the development of an inclusive and integrated workforce. UKRD Group acknowledges the benefits of a diverse workforce, and it invests much in ensuring that the work-environment is free from discrimination. Moreover, the company endeavours to promote the principles of diversity in all its operations with employees, job applicants, suppliers, clients, recruitment agencies, contractors, and the public (UKRD Group Ltd, n.d.). According to the company’s CEO, William Rogers, one of the key goals of the company is to build a supportive culture, based on various fundamental standards of behaviour including honesty, fairness, openness, professionalism, and fun. For instance, employees have the liberty to express their disagreement with anything the group purposes to accomplish. However, they are expected to observe fairness and professionalism when presenting their views. Having such a splendid value-based culture portrays a good image of how the company is investing in diversity management. Furthermore, the company does not have a structured human resource department. All the HR functions are outsourced. It has adopted such as strategy in order to encourage the management to have a greater responsibility for their employees. By having a structured HR department, the company’s management believes that the relationship between managers and employees would weaken, since matters such as discipline m ay be shifted from one department to another, and as a result, they may not be handled effectively. This is a viable strategy toward strengthening of the manager-employee relationship, which is key to the effective management of diversity (Toten 2013). All employees as well as anyone who acts on behalf of the company is required to adhere to the company’s set principles of equality and diversity. Any sort of unlawful discrimination in the workplace is not condoned, and the company has put in place necessary measures to prevent its occurrence. Specifically, UKRD Group purposes to ensure that no job applicant or employee is subjected to unlawful discrimination based on gender, race, sexual orientation, disability, age, part-time status, or religion. This commitment is taken into account at all aspects of employment such as training, recruitment, promotion and career-development opportunities, grievance handling and the application of disciplinary procedures, and terms/conditions of employment. Because of the evolving nature of the job market and the legislation changes, the company often reviews its policies regarding diversity, and implements relevant changes (UKRD Group Ltd, n.d.). Recommendations In order for the UKRD Group to be at the forefront in ensuring diversity prevails in all its operations, it is necessary for its management to take into consideration the following suggestions. To start with, it should ensure it has a wide recruiting base. This can be achieved by adopting tools such as online job boards, where anyone with an access to the internet can view the job opportunities being advertised by the company. The company should also have a standard evaluation form. By having a standard evaluation form, instances of discrimination will be eliminated, and it allows the hiring team to use the same criteria for all candidates (Thiederman 2008). Moreover, managers of UKRD should explain the benefits of diversity to the employees, and familiarize the new hires with the company’s culture. For instance, they can clarify the roles the new hires are expected to execute, and explain to them the values treasured in the company (Hubbard 2004, p.85). Conclusion The above discussion has explored the strategic benefits of diversity management, and examined how diversity is handled at UKRD Company Ltd. Since the market is becoming increasingly global, it is necessary for businesses to understand, acknowledge, and embrace diversity in their day-to-day operations, and in their workforce. Effective management of diversity is the key to leveraging the benefits, and reducing the drawbacks associated with diversity in the workplace. Companies reap huge benefits through effective management of diversity. For instance, pooling the diverse skills and experiences from different cultural and social backgrounds increases employees productivity and responsiveness to varying conditions. In addition, when employees are working in groups, diversity enables them to generate more and better ideas unlike when they come from the same social or cultural background. Based on this discussion, it is worthwhile arguing that companies should ensure diversity is well ma naged in order to thrive successfully. Bibliography Diversity Equal Opportunities Statement. UKRD Group Ltd -. (n.d.). Available from ukrd.com/deos.php. [14 August 2014]. Abiodun, R. A. (2010). Leadership behavior impact on employees loyalty, engagement and organizational performance:. [S.l.], Authorhouse. Aswathappa, K. (2013). Human resource management: text and cases. New Delhi, McGraw Hill Education. Buhler, P. (2010). Human Resources Management All the Information You Need to Manage Your Staff and Meet Your Business Objectives. Cincinnati, F+W Media. Combe, C. (2013). Introduction to management. Oxford: Oxford University Press. Griffin, R. W. (2012). Fundamentals of management. Mason, OH, South-Western Cengage Learning. Guffey, M. E., Loewy, D. (2010). Business communication: process and product. Mason, OH, South-Western/Cengage Learning. Hubbard, E. E. (2004). The managers pocket guide to diversity management. Amherst, MA, HRD Press. Mor-Barak, M. E. (2011). Managing diversity: toward a globally inclusive workplace. Los Angeles, SAGE. Paludi, M. A. (2012). Managing diversity in todays workplace: strategies for employees and employers. Santa Barbara, Calif, ABC-CLIO. Thiederman, S. B. (2008). Making diversity work: 7 steps for defeating bias in the workplace. New York, Kaplan Pub. Toten, Mike. Employee engagement case study: UK radio group. Workplace Info -. Available from http://workplaceinfo.com.au/hr-management/communication-in-the-workplace/analysis/employee-engagement-case-study-uk-radio-group#.U-3Su6PCoZw. [16 May 2013].

60-Second Game of Fairy Tale Improv

60-Second Game of Fairy Tale Improv For a good exercise in impromptu storytelling, try performing a well-known fairy tale in one minute flat. Drama classes and acting troupes alike can use the â€Å"60 Second Fairy Tale† to sharpen improvisational skills. Its also a great game for families and kids. How to Play Your cast size should be at least three people. (Four or five would be ideal.) One person serves as the Moderator, a person who interacts with the audience and plays the narrator, if necessary. The rest of the cast are the fairy tale performers. The Moderator asks the audience for fairy tale suggestions. Hopefully, the audience will shout out some great choices: Snow WhiteRapunzelThe Little MermaidHansel and GretelSleeping BeautyLittle Red Riding Hood Then, the Moderator selects a story everyone in the cast knows quite well. Remember, narratives such as â€Å"Cinderella† and â€Å"The Ugly Duckling† are more preferable- and more performable- than obscure fairy tales from ancient Babylonia. The Performance Begins Once the story has been chosen, the 60 second show can start. To keep the storyline fresh in the mind of the performers, the Moderator should quickly recap the key events of the story. Here’s an example: MODERATOR: â€Å"Okay, great, I heard someone suggest â€Å"The Three Little Pigs.† This is the one where three brother pigs each go about building their new homes, one with straw, the other with sticks, and the third with brick. A big bad wolf proceeds to demolish the first two houses, but can’t destroy the third. Now, let’s see this famous fairy tale performed for us in 60 seconds! Action!† Then the performers begin to act out the story. Even though they are trying to complete the entire tale in a very short amount of time, they should still create funny, interesting characters. They should also establish setting and conflict. Whenever the cast members slow things down, the Moderator can prompt them by narrating a new event, or simply by reading from a stopwatch. Nothing moves a scene along like calling out, â€Å"Twenty seconds left!† Variations Although the fast-paced nature of this game is very entertaining, there’s no harm in trying a â€Å"slower† five minute version. That way, actors can take their time and develop more character interactions and hilarious moments. Also, if the well of popular fairy tales runs dry, feel free to try out some of these Aesop fables: Tortoise and the HareThe Mouse and the LionThe Fox and the CrowThe Boy who Cried Wolf Or, if the talented acting troupe has a taste for pop-culture, try performing a movie in a minute. See what you can do with films such as: CasablancaStar WarsThe Wizard of OzGreaseGone with the Wind As with any improvisation activity, the goals are simple: have fun, develop characters, and think fast!

Analyze 7Ps in Year 10 Essay Example | Topics and Well Written Essays - 250 words

Analyze 7Ps in Year 10 - Essay Example Prices- athletic footwear sells their products at competitive prices and offers discounts to their wholesalers. Those who make internet purchases are also charges reasonable prices for shipment to ensure that the costs are kept affordable. Promotion-athletic footwear has adopted diverse promotion methods which ensure that targeted customers are made aware of their quality products and their offers. Distributors have played a pivotal role in using direct marketing to promote company’s products. Media advertising, online marketing and celebrity advertising have all been used by the company. Place – the shoes of athletic footwear company have wider market coverage. The shoes are available in North America, Europe Africa, Asia Pacific and Latin America. The availability of the shoes in wider regions makes the sales of the company high and helps in maximizing the return. The growth areas also guarantee increased demand of the products. Availing the shoes at locations where customers can access and buy them is thus a strength enjoyed by the company (Pride & Ferrell, 2008). Packaging- shoes sold by athletic footwear are branded in a distinct manner that makes the products admired and attractive to the target market. Moreover, those entrusted with making the sales have better skills of persuading the customers and marketing the products. Positioning- the focus of the company in enhancing the quality of their shoes and their strategic goal of expanding their sales in Asia pacific and Latin America will ensure future growth and better performance. Producing in two locations further ensures continued supply of shoes in the market and makes the company gain an edge over their competitors. People- athletic footwear company has customers across the four regions and their production employees in their two production areas. The qualified managers ensure that there is optimum utilization