How Cobs Organic Popcorn - Lightly Salted - 1026 Words

1. Introduction of the report (50-92) The purpose of this report is to identify how Cobs organic popcorn – lightly salted, slightly sweet uses the Marketing Mix to attract their target market and effects on consumer purchase decisions. â€Å"Marketing Mix† is made up of 4P’s of marketing. This tool blends these variables together to produce the results it wants to achieve in its specific target market. â€Å"Brand Position† mentions to consumer’s reason to buy the products in preference to others. This report refers to one purpose, at the 7-11 petrol station on Flemington Road, Flemington on 29th July 2015. 2. Analysis of the Marketing Mix and the Brand Positioning 2.1.The product category (50- 57) This product is the Cobs original lightly salted, slightly sweet flavor organic popcorn (40g); it is a delicious and healthy snack. Cobs offer organic, flavored and natural varieties. Also, they are 100% Australian made. The product belongs to the ‘snack’ category. This category has 10 sub-categories, includes biscuits, cereal bars, cookies, doughnuts, popcorn and snack foods etc. 2.2.The 4P’s 2.2.1 Product (125-141 ) Cobs famous organic popcorn: Sweet salty flavor is made of the very best natural ingredients - 100% wholegrain corn with the goodness of high oleic sunflower oil and free of anything artificial. Consumers would buy this product because healthy and great tasting. It is better than other snacks and junk foods. The Cobs Naturals range is available in other flavors, such

Swearing Bylaws in Different States - 790 Words

On February 15, 2010 a woman in Chapel Hill, NC by the name of Samantha Elabanjo was arrested because she told two Chapel Hill Police Officers, â€Å"you need to clean your dirty damn car,† and she then called them â€Å"assholes† (State of North Carolina). If Samantha Elabanjo lived in Rockville, Maryland the outcome may have been different. To date, there are no known documented arrest for Rockville’s Profanity Law. Rockville, Maryland’s City Code Chapter 13 Article III Sec. 13-53 states, â€Å"(a) a person may not profanely curse and swear or use obscene language upon or near any street, sidewalk or highway within the hearing of persons passing by, upon or along such street, sidewalk or highway; (b) a person may not act in a disorderly manner by profanely cursing, swearing or using obscene language; (c) any person who violates this section is guilty of a misdemeanor† (Profanity). Rockville, Maryland’s ban on profanity should be nullified. The law is too broad, violates the first amendment, and is already prohibited in other laws. Perhaps the reason for no known documented cases in Rockville, Maryland is that the law is too broad. The local ordinance does not specify the intent of the law. Is the law to prevent noise pollution or is it to prevent harassment or mal intent? A law that does not include intent, can lead to erroneous arrests and a waste of tax payer’s money. This law allows a person to be arrested for a variety of reasons concerning profanity that may not be malicious orShow MoreRelatedCode Of Ethics And Professional Conduct1274 Words   |  6 Pagesnot rigid it may be amended for professionalism according to the bylaws of the Institute constitution. The whole CEPC is separated into three parts. The first part is about Principles and Responsibilities, second part is Financial Matters for Trade and Service and the final part is about Procedure of Inquiry Disciplinary Action. Principles and Responsibilities Principles and responsibilities are also categorized into four different aspects like responsibility to the public, responsibility to clientsRead MoreSociology and Group41984 Words   |  168 Pagesat an airport. c. Fans cheering at a baseball game. d. Jury members deliberating a court case. e. A congregation listening to a sermon. Answer: d. Jury members deliberating a court case. . A group with 7 members has the potential for _______ different types of interactions. a. 9 b. 90 c. 666 d. 900 e. 966 Answer: e. 966 . What is the ideal group size for a problem-solving discussion? a. 3–5 people b. 4–6 people c. 5–7 people d. 6–9 people e. 8–12 people Answer: c. 5–7 people . According

Desiree’s Baby Free Essays

Desiree’s baby Kate Chopin wrote the short story â€Å"Desiree’s baby† in 1892, when black people where considered second-class citizens. Even though the slaves were freed in 1865 as a directly consequence of the north states victory at the civil war, racial segregation were at it highest, particular because of the â€Å"Jim Crow† laws. Black people were free – but their opportunities were not good. We will write a custom essay sample on Desiree’s Baby or any similar topic only for you Order Now Even tough many new schools and churches were built for the black people, racism were a big sinner and black people were treated very bad – especially in the south states. Miscegenation was a cursed word, as the communities saw it as a crime and both the family and the baby were suppressed. Desiree felt that on her own body. â€Å"Desiree’s baby† contains a lot of typical short story characteristics, e. g. â€Å"in media res† and an ambiguous ending – yet it differs on places, such as the length of the act and the number of characters – but Kate Chopin wrote both short stories and novels, so it’s not unthinkable that she mixed the two genres here. The short story is told by an omniscient third-person narrator. It’s not a limited narrator, as we hear more than one character’s thoughts. E. g. in this sentence â€Å"it made her laugh to think of Desiree with a baby† one of the characters, Madame Valmonde’s, inner thoughts are shared with us, while Armand bares his soul places like this â€Å"he thought Almighty God had dealt cruelly and unjustly with him; †¦ †. The main character is Desiree. She’s â€Å"beautiful and gentle, affectionate and sincere – the idol of Valmonde† and an orphan, found in â€Å"the shadow of the big stone pillar† just outside Valmonde. She’s adopted by the religious and kindly madame Valmonde, who believes that â€Å"Desiree had been sent to her by a beneficent Providence to be the child of her affection, seeing that she was without child of the flesh†. Desiree’s also described very gentle in her actions, e. g. with the slaves and she’s madly in love with Armand, which sentences such as â€Å"when he smiled, she asked no greater blessing of God† intensely indicates – and it is, at least in the start, reciprocated. Armand is described as a very â€Å"hard† and strict person, but his love for Desiree makes him soft as butter. Their love is almost described as in a fairytale, as he fell in love with her â€Å"as if struck by a pistol shot†. He’s blinded by love and even looks beyond her â€Å"obscure origin†, even though he’s warned. Later, he grew even softer, as â€Å"â€Å"marriage, and later the birth of his son had softened Armand Aubigny’s imperious and exacting nature greatly† – but all that changed, when it occurred to him that the baby was not white. He’s a product of his time and surroundings – a â€Å"typical† south state man, who leads a cotton farm and perceives black people as second-class people. However, Madame Valmonde, is at some points ahead of her time. When Desiree wrote to her that the people were telling her that she was not white, she answered â€Å"My own Desiree: Come home to Valmonde; back to your mother who loves you. Come with your child. â€Å". Even though she gave birth to a â€Å"colored† baby, she still wishes to see and be in touch with Desiree AND the baby. That may be considered normal today, but at that time it was an enormous privilege. The setting of the story is the southern state, Louisiana, on the two plantations Valmonde and L’abri. Valmonde is the name of the family who owns the plantation, while L’abri is the French word for shelter. The reason that many French words and French sounding names appear in this story, is that Louisiana once was a French colony. The story takes place before slavery was abolished, so it’s going on around the mid-nineteenth century. The community surrounding the characters of the story are very wealthy, as many slaves harvest the cotton at L’abri. Besides that, it is also a sign of status and money that Armand orders a â€Å"corbeille from Paris† to his wedding with Desiree, as the journey from Louisiana to Paris was incredibly long and difficult at that time. The story unfolds in the period July to August, as we hear that three months are going from the day Miss Valmonde visit Desiree to the â€Å"break up† of Desiree and Armand – and Desiree leaves Armand â€Å"an October afternoon†. One of the themes of the story is miscegenation. Kate Chopin wishes to bring the subject to the knowledge of people – to bring the topic to debate. Kate Chopin is famous for using naturalism in her work, which is a literate movement, with realistic writing, who brings social issues to debate. It’s used her, as the story narrates about a white girl, giving birth to a colored child, taking the â€Å"easy† way out – disappearing, which is possible the death for her and her child. The hertz against â€Å"mixed†, and of course black, people, were something Kate Chopin wished to change and that’s the issue she tried to put focus on with this short story. The story also deals with ethical and morale themes, such as the fact that it’s not right to accuse people for something you’re not sure about. Armand learns this the hard way, as he receives â€Å"nemesis† for his evil deed, when he discovers that it’s him who’s carrying the black genes. How to cite Desiree’s Baby, Papers Desiree’s Baby Free Essays Final draft DESIREE’S BABY, by Kate Chopin Desiree’s Baby, by Kate Chopin, describes a girl who was adopted by Monsieur and Madame Valmonde. Madame Valmonde loved Desiree very much because she was beautiful and gentle, affectionate and sincere. Desiree was married to Armand Aubigny. We will write a custom essay sample on Desiree’s Baby or any similar topic only for you Order Now When she had a baby, Armand was pleased. However, he had changed since he realized that the baby was not white and he assumed that Desiree was not white. One day, Armand and his wife had an argument with each other, after that Desiree left L’Abri. Finally, she walked off into a deserted field and never be seen again although Madame Valmonde asked Desiree and the baby to return to Valmonde estate. At the end of the story, Armand knew that his mother belonged to the race that was cursed with the branch of slavery on account of her letter. Among all characters portrayed in this story, I am interested in Madame Valmonde the most for some reasons. First, she loved Desiree as an apple of her eyes although the girl was not her own child. Second, Madame told her adopted child to come back home when Armand stopped loving her daughter and the baby. Last, this character has given me an image that mother is always a warm, lovely person. Moreover, she would accept whatever her children have done. What I have significantly learnt from the story is that racism is unacceptable and it may affect your life too. I can see that Armand changed when he had became a racist. He was not pleased with his family on the ground that the baby was not white. As a result, his family was broken. One more important thing that I have learnt is careless in making decision. Being too rash to judge someone or something gives many bad feedbacks. As an example in the story, Armand thought that his son was not white on account of Desiree, but actually it was not. Besides this, Armand found out his mom was a branch of slavery which led his son to be black because of his ancestors. Eventually, he might have suffered from what he had done to his wife and son. After I read the story, I like it very much. I would recommend this story to my friends, so they can learn more for their own and get more experiences from Armand’s mistakes. How to cite Desiree’s Baby, Essay examples

Analysis Of The Power Elements Of Hoefsted’s Cultural †Free Samples

Question: Discuss about the Analysis Of The Power Elements Of Hoefsteds Cultural. Answer: Introduction Organizational change refers to the dual process followed by the change in company or organization in terms of its operational techniques, structure of the organization, entire structure and also strategies and the causes that drive the changes (Cummings and Worley 2014, 28-48). There are two dimensions to power-positive power has the ability to motivate the employees, resolve their problems and encourage them to deliver their best performance. On the other negative power can be coercive and lead to conflicts in the organization and attrition of the employees. This essay explores the contention that national culture has implications on the deployment and acceptance of power in the transformation of programs. This will be further navigated by a comparative analysis of the power elements of Hoefsteds cultural aspects related to Singapore and Australia. The essay firstly discusses different types of power that is utilized in changing programs. Secondly, it discusses the positive and neg ative aspects of power in changing the programs. Thirdly, it explores the power-related aspects of the Hoefsted model and lastly, the essay compares the power-related aspects of Hoefsteds dimensions of Singapore and Australia. The essay will be beneficial for organizations and enterprises to understand the different strategies that needs to be adopted depending on the national culture. Types of power which may be used to change programs The term power refers to the exercise of influence, the ability to control and the discretion to exercise authority. There are five basis of power that can be divided into two categories. The first category is the formal power and the second category is personal power. Formal power comprises of coercive, legitimate and reward power and personal power includes expert and referent power. Some of the types of power that may be adopted to bring in change in the organization setting and behavior are expert power which emphasizes on the possession of superior knowledge and skills (Carluccio and Maria 2015, 162-181). Expert power emanates from experience of the leader or entrepreneur in a specific area that is acquired with the tide of time. The second power that can be used is informational power that is marked by the possession of adequate knowledge by the individual. Another power that is essential for an organization is the reward power that indicates the ability of the person to motiva te others through offering promotion, hiking the salary structure and also through awarding the employees to perform better and recognizing their contributions. This is basically motivating the employees for compliance with each others aspirations (Fleming and Andr 2014, 237-298). The fourth type of power that can be utilized by the organization is referent power. The notion of such power emphasizes on the ability to communicate approval or personal acceptance. Referent power can be exercised in a situation when the employees have faith in the entrepreneur or the higher authority. This type of power is exuded by people with a charismatic personality, honesty, integrity and different kinds of endowments. The fifth type of power in the context of the organizations is legitimate power that harps upon the exercise of power by a higher authority on the subordinates without the abuse of power. This power can be exercised when the employees in the organization acknowledge the authority of the employer. Positive and negative aspects of the use power in change program. The term positive power or induction refers to the ability to embark on activity. On the other hand, the concept of negative power refers to the resistance that is concerned with the ability to halt an activity. Successful leadership can accelerate the induction rather leading to resistance. This is known as the positive aspect of power. Positive aspect of power lies in attempting to avoid resistance that can spark secondary conflicts. According to Bartz et al (2017, 1-8) proponents of authentic leadership or positive leadership strive to see the potential of the employees and empower the employees to seek responsibility for their course of action. Eminent political figures namely Franklin Roosevelt, Nelson Mandela and Ronald Reagan. Leaders following appositive power model would try to alter the situation of the employees and motivate them to deliver their best performance. The leaders exercising positive power are aware that meaningful and protracted progress in an organization is characterized with a series of trials and tribulations (Muenjohn and Anona 2015, 65). The exercise of positive power is consistent with the positive psychology movement propounded by psychologist Martin Seligman. Positive power entails the establishment of human strength, ameliorating the problems of the people in the organization thereby making their lives more fulfilling and also through inculcating the talent that is present in the individuals (Brandsen,and Marlies 2016, 427-435.)The negative exercise of power includes scrutinizing the developmental report of the employees and highlighting only the weakness. Negative power amounts to conflict among the employees and also the lack of leadership. There would be minimum productivity. There would be dysfunction evident throughout the department that maybe attributed to negative leadership. Negative power also leads to high rate of attrition among the employees therefore indicating tumultuous relationship with the employer. Another as pect of negative power is that the leader of an organization is invisible and only available for dictating instructions to the employees (Fitzgerald 2017, 130-138). Negative power also amounts to improper training of the employees thus leading to the devaluation of the potential of the employees. Hofstedes cultural dimensions Geert Hofstede is credited for his cultural dimension model that has become a culturally recognized model of research. Hofstede has studies employees in IBM spanning across 50 countries. He recognized four aspects that have the ability of one culture from another culture (Hofstede 2014, 25- 100). Initially, there was four-basis of power, later two aspects have been added. Hoefstede, Minkov and bond rated each of the countries in the scale of 0 to 100. These dimensions are as follows: Power Distance Index (high vs. low)- This model indicates that if the PDI (Power Distance Index) is high for a country then it is reflective of the unequal status and stratified position of the individuals in the society. On the other hand, a low PDI score insinuates that there is equitable sharing and distribution of power. Collectivism vs. Individualism- This model defines the intensity of the ties people share with one another. A high IDV score is indicative of the weak ties in the context of interpersonal relationship. People shoulder lesser liability for the action of other members (Pous et al. 2015, 57-77).This is evident in the Individualist society. On the other hand in a collectivist society, people are seen to be loyal to the other members of the group. It is usually a large group and people take accountability of others. Femininity vs. Masculinity (MAS) - This dimension is concerned with the allocation of responsibilities and roles between women and men. In societies that that oriented towards women there is an overlap between women and men. In such countries modesty is considered as a virtue (Coelho 2015, 420-427). There is an emphasis on cordial relationships between the direct supervisors and the concerned person. Countries with rate of MAS are shown to strong ego and money is considered as a parameter for achievement. Uncertainty avoidance index (high vs. low) (UAI) - This aspect is concerned with the assessment of ways in which people cope with anxiety. For the residents in high UAI zones there is an attempt to make life controllable and predictable. Countries with low UAI index display a more inclusive and relaxed disposition. Countries with high UAI index are conservative and rigid disposition and follow social conventions (Marsh, Mark and Natasha 2016, 137-145). Countries with low UAI veer towards innovation and change. They show predilection towards decision making. Normative vs. Pragmatic (PRA) - This dimension refers to the extent to which people have to describe and define the inexplicable and is associated with nationalism and religiosity. Power-related aspects of Hofstedes dimensions The large power distance in Hoefsteds conceptualization of power entails the different degrees to which power differentials in the organization and business enterprise are configured. Autocratic leadership, paternalistic management, characterizes societies with large power distance accepting power that is replete with privileges and several hierarchical phases. Authority that is decentralized, style ofmanagement that is participatory, organizational structures that are flat and a predilection towards egalitarianism characterize societies with small power distance (Aarons et al. 2017). Countries with strong with weak UA is characterized by taking risks and countries with strong UA are characterized by avoidance of risk. Societies with individualistic culture focus on the self and value autonomy of the individual. For societies with collective orientation, focus on regulating the behavior through the implementation of group norms (Rodrguez-Carvajal et al. 2016, 749-760). Societies show ing a masculine disposition have clear cut gender roles and societies with feminine culture have overlapping gender roles. Comparison of power-related aspects of Hofstedes dimensions between Australia and Singapore In case of Australia, there is low score on the power distance scale that is 36 per cent. In this case hierarchy is embedded in convenience and the managers are available for the employees to guide and motivate them. On the score of individualism, Australia scores 90 per cent, thus indicating an individualist orientation. Promotion is based on merit and performance. Australia demonstrates a high score of masculinity that indicates that it is driven by competition. There is a low score on femininity indicating that the general attitude is to care for others. On the dimension of uncertainty avoidance Australia scores 51 per cent. Australia has a normative culture and scores 21 per cent (Saleem, Salman and Jorma 2017, 247-263). They have a deep respect for traditional thoughts. Australia is an indulgent country and have a high score of 71 per cent. The Hoefsted model of Singapore show that it has a 74 per cent power index, 20 per cent individual index, 48 per cent on masculinity index, 8 per cent score on uncertainty avoidance index and 48 per cent in long term orientation index. This indicates that Singapore is a country characterized by collective orientation, people are less powerful and there is unequal distribution of power. Both males and females in Singapore have equal opportunities for participation (Kuusela, Thomas and Markku 2014, 1101-1120). There is an equipoise between the masculine and feminine values. Singaporeans are found to be risk takers and love challenges. The long term orientation index indicates that in Australia, it is neither long-term nor short-term. The high power index indicates that marketing luxury products and global level brands will be smooth. In Singapore, marketing products should be concerned with the collectivity and requirements of the family. Conclusion The essay encapsulated the two main types of power that is formal power and personal power. In these, referent power, legitimate power, reward power, informational power and expertise power will be instrumental for the change programs. Positive and negative and its effects on the organization. A leader exercising positive power leads to the growth of the organization whereas a leader exercising negative power leads to attrition rate, troubled relationship between the employer and employee, and close relationship between the hierarchy. Dr. Hoefsted propounded the Hoefsteds cultural dimension that has five main dimensions like power distance, uncertainty avoidance index, collectivism versus individuality, normative versus pragmatic, femininity versus masculinity. There is also an exploration into the characteristics of these different aspects of power proposed by Hoefstede. Finally there is a comparative analysis between Singapore and Australia. The main argument of the essay was to ex amine the implications of national culture on the use and acceptance of power in change programs. Another concern of the essay was the comparison between the power-related aspects of Hoefsteds cultural dimension. This essay provides an acuminous insight into the cultural aspects that needs to be kept in mind while setting up an organization or an enterprise in these countries. References Aarons, Gregory A., Mark G. Ehrhart, Lauren R. Farahnak, and Michael S. Hurlburt. "Leadership and organizational change for implementation (LOCI): a randomized mixed method pilot study of a leadership and organization development intervention for evidence-based practice implementation."Implementation Science10, no. 1 (2015): 11. Bartz, David, Kyle Thompson, and Patrick Rice. "Managers helping themselves be their best.."International Journal of Management, Business, and Administration20, no. 1 (2017): 1-8. Brandsen, Taco, and Marlies Honingh. "Distinguishing different types of coproduction: A conceptual analysis based on the classical definitions."Public Administration Review76, no. 3 (2016): 427-435. Carluccio, Juan, and Maria Bas. "The impact of worker bargaining power on the organization of global firms."Journal of International Economics96, no. 1 (2015): 162-181. Christensen, Tom, and Per Lgreid. "A transformative perspective."Theory and practice of public sector reform. Routledge, Oxford(2016): 27-42. Coelho, Denis A. "Association of national dimensions of culture with perceived public sector corruption." InInternational Conference on Human Interface and theManagement of Information, pp. 420-427. Springer, Cham, 2015. Cummings, Thomas G., and Christopher G. Worley.Organization development and change. Cengage learning, 2014. Fitzgerald, Louise. "Organizational Change and Professionals: System Change and Professionals in Change Processes." InChallenging Perspectives on Organizational Change in Health Care, pp. 122-138. Routledge, 2017. Fleming, Peter, and Andr Spicer. "Power in management and organization science."The Academy of Management Annals8, no. 1 (2014): 237-298. Hofstede, Geert. "Why is culture so important?." (2017). Kuusela, Pasi, Thomas Keil, and Markku Maula. "Driven by aspirations, but in what direction? Performance shortfalls, slack resources, and resource?consuming vs. resource?freeing organizational change."Strategic Management Journal38, no. 5 (2017): 1101-1120. Marsh, Stephen, Mark Dibben, and Natasha Dwyer. "The wisdom of being wise: A brief introduction to computational wisdom." InIFIP International Conference on Trust Management, pp. 137-145. Springer, Cham, 2016. Muenjohn, Nuttawuth, and Anona Armstrong. "Transformational leadership: The influence of culture on the leadership behaviours of expatriate managers."international Journal of Business and information2, no. 2 (2015). Pous, Enric Miravitllas, and Joan Antn Melln. "Inteligencia cultural: Una disciplina emergente en los estudios de inteligencia."Vox Juris26, no. 2 (2015): 57-77. Rodrguez-Carvajal, Raquel, Carlos Garca-Rubio, David Paniagua, Gustavo Garca-Diex, and Sara de Rivas. "Mindfulness Integrative Model (MIM): Cultivating positive states of mind towards oneself and the others through mindfulness and self-compassion."Anales de Psicologa/Annals of Psychology32, no. 3 (2016): 749-760. Saleem, Salman, and Jorma Larimo. "Hofstede cultural framework and advertising research: An assessment of the literature." InAdvances in Advertising Research (Vol. VII), pp. 247-263. Springer Gabler, Wiesbaden, 2017.