Introduction to Communication-Positive Responses to Relational Personal Statement

Introduction to Communication-Positive Responses to Relational Conflicts-discussion - Personal Statement Example I would lash out, and this led to verbal conflict towards my workmates. The whole situation led to decreased productivity, and it got the attention of the manager. In any workplace, healthy environments lead to empowered employees, and lack of that leads to decreased productivity (Daudelin, 38). Healthy environments ensure that there is mutual respect between the manager and the employee as well as between the employees (Daudelin, 38). In this situation, the manager decided to take a collaborative approach by having a sit-down with members of the team and addressing the issues. Understanding this situation makes the issues clear and coherent (Daudelin, 40). The manager addressed the issue of how tasks assignment in the workplace, and embarked on making changes that ensured that these tasks were equal. The issue was solved the issue in this

General Essay on Chinese Religions Essay Example for Free

General Essay on Chinese Religions Essay Early Chinese religion belongs to the mythical and prehistoric period. Tradition speaks of the origins of Chinese culture lying in the 3rd millennium BCE with the Hsia dynasty. As of yet no historical evidence has been found for such a dynasty; all references to it are mythical. It is only with the Shang dynasty, which is traditionally dated from 1766 to 1122 BCE, that we find evidence of a developing culture and religious practices. The religion of the Shang was principally characterised by the use of oracle bones for divination and the development of the cult of ancestors. It was believed that the cracks that resulted from burning ox bones or tortoise shells represented messages sent from the gods about a variety of matters such as illness, the weather or hunting. Belief in deities and the practice of the worship of ancestors has persisted in Chinese life, and has come to form the basis of what has broadly been termed popular religion. Popular religion in fact represents a mixture of early religion and elements of the three great religions: Buddhism, Confucianism and Taoism. At the heart of popular religion is the worship of deities and veneration of ancestors at shrines in the home or temples. There are many deities associated with this form of religion, but the best known are Shang Ti, the supreme ruler of heaven, and Kuan Yin, the goddess of mercy and protector of women and children. In the Chou dynasty a more structured form of religion developed. This is associated with the teaching of Kung-Fu Tzu (551-479 BCE), whose Latinised name is Confucius. Confucius sought to establish a socio-political ethical system, with theological beliefs concerned with human destiny and the conduct of human relationships in society, based on a belief in the goodness of human nature. He believed in a providential Heaven (Tien) and in prayer which encouraged him in his mission. He emphasised the five relationships namely, Father-Son; Ruler-Subject; Husband-Wife; eldest son to brothers; friend and friend to be expressed by li (correct ceremony) to bring he (harmony). Such relationships were rooted in family piety which came to give a prominent place to Ancestor Worship and to respect for deified men, which came to find expression in the Sacrifices of the State religion. The Confucian canon can be divided into two parts: the Five Classics and the Four Books. The Five Classics were handed down from earlier times and emphasised by Confucius. These are the Book of Odes; the Book of History; the Book of Rites; the Book of Divination; and the Spring and Autumn Annals. The Four Books consist of The Analects (Conversations of Confucius); the Doctrine of the Mean; The Great Learning; and the Book of Mencius. Out of the teachings of Confucius emerged various schools associated with a master. Notable was the work of Meng-Tzu (c. 371-c. 289 BCE) and Hsun-Tzu (300-230 BCE). Meng-Tzu and Hsun-Tzu formed rival schools whose doctrinal differences were based in a fundamentally different conception of human nature. Meng-Tzu taught that people were fundamentally good and that what made them bad was their environment. Consequently, Meng-Tzu emphasised the importance of education as a means for bringing out the innate goodness of people. By way of contrast, Hsun-Tzu had a more pessimistic view of human nature. Hsun-Tzu taught that people were inherently evil, and that they could only be taught to be good through training. He also was religiously sceptical, teaching that religious ritual had no purpose except to provide moral training. It was this negative attitude towards religion that was one of the main factors behind the subsequent rejection of the teachings of Hsun-Tzu by mainstream Confucianism and the establishment of Meng-Tzus teachings as orthodox. At the same time that Confucianism was developing, two rival schools were active in China: the Mohists and the Legalists. Mohism was founded by Mo Tzu (c. 470-390 BCE). Mo Tzu advocated universal love and opposed the elaborate and expensive rituals that defined Chinese religious life. This put him at odds with Confucianism in that Confucianism advocated particular love for ones parents as well as the importance of ritual for interpersonal relations. Although during the 4th century Mohism was strong enough to rival Confucianism, it went into decline in the 3rd century, and by the time of the unification of China in 221 had virtually disappeared. It is unclear why the tradition declined so quickly. Legalism is more of a political philosophy than a religion. The various strands of legalist doctrine were systematised by Han Fei Tzu (d. 233 BCE). Han Fei Tzu had been taught by Hsun Tzu and adopted his pessimistic attitude to human nature. Unlike Hsun Tzu, Han Fei Tzu did not believe that people could be reformed, advocating instead a strong, even ruthless, form of government that could control human behaviour. Legalist principles were put into effect by the Chin dynasty, which unified China in 221 BCE, and was subsequently overthrown in 207 BCE. The brief rule of the Chin had a devastating impact on Confucianism, whose scholars it persecuted and whose books it destroyed. Fortunately for the tradition, Confucianism received official acceptance of the Han dynasty and flourished during the Han period. Under the Han dynasty (206 BCE 220CE), the Tang dynasty (618-907 CE), and the Sung dynasty (960-1127CE) Confucian teaching was used for public examinations. In 631 CE the Confucian canon was made the sole subject for the examination of aspirants to official positions, so Confucianism came to be known as Ju-chiao, the Doctrine of the learned. During the Sung dynasty (960-1126 CE) Neo-Confucianism emerged as a distinct movement in response to Taoism and Buddhism. Two traditions of Neo-Confucian thought emerged: the School of Principle, represented by Chu Hsi (1130-1200), and the School of Mind, represented by Lu Chiu Yuan (1139-1193) and, later, Wang Yang Ming (1472-1529). Chu Hsi sought to provide a metaphysical explanation of the nature of reality as well as an ethic for human conduct. For Chu Hsi the basis of all reality was the Supreme Ultimate (Tai Chi). In order for people to live properly they had to purify their chi (vital energy) through taming their desires so that they could be united with the Supreme Ultimate. In reaction to Chu Hsis dualistic perception of reality Lu Chiu Yuan presented a monistic picture of the universe. He claimed that the universe and the mind are one. Therefore, through understanding ones own mind one could understand the nature of the cosmos. This was developed by Wang Yang-ming. Wang Yang-ming believed that individuals could perfect themselves through moral self-cultivation. This involved returning to an original mind whose principal quality was love (jen). Also of ancient origin is Taoism whose classic text, the Tao Te Ching, is attributed to a supposed contemporary of Confucius (551-479), Lao Tzu. This text has had many interpreters whose works have developed in various sects, some of which have been very influential. There are two streams of Taoism: Religious Taoism, which is represented by the many sects concerned with the quest for immortality, and Philosophical Taoism, which was concerned to explain the human condition. The major imported religion is Mahayana Buddhism which is believed to have entered China in the 1st century BCE. An important early Buddhist teacher was An Shih Kao who founded what came to be known as the Dhyana School, characterised by its emphasis on meditation. Another major early school was the Prajna school whose doctrines were based on the interpretation of the Perfection of Wisdom (Prajnaparamita). It was, however, between the 5th and 8th centuries that Buddhist schools flourished and developed in China. Schools that were active at this time were: San-Lun, Ching-tu, Tien-tai, Chan, Chu-she, Hua-yen, Lu, San-chieh, Fa-hsiang and Chen-yen. The great persecution of Buddhism in the middle of the 9th century led to its rapid decline, and by the time of the Sung dynasty only the Chan and Ching-tu schools remained significant. Incursions from the West began at an early date, mainly in regard to trade and commerce from Arabia and India, probably to Canton or Hangchow. Infiltration of a different kind took place under the Mongols (1260-1368), when the armies of Ghengis Khan spread westwards over countries occupied by the Muslims. The records of the Yuan dynasty indicate that many distinguished officials (both military and civil) were Muslims, bringing with them knowledge of Arabic science known to Kublai Khan and the use of catapults in siege warfare. In Ming times Arabic books on science came into the Imperial library. After the Mongol period, no great influx of Muslims took place, but they spread into most provinces of China, especially in the north-west and west (the provinces of Kansu, Szechwan and Yunnan) and in the north-east (in Manchuria and Hipei). They mainly live in their own communities in their mosques and schools. Their first mosque appears to have been built in Sian in 742. Another group attracted by commerce were the Jews who traded across Central Asia, during the Tang dynasty (618-907), whose communities have mainly been along the sea board in cities such as Shanghai and Canton. The earliest evidence we have of a Jewish community in China derives from a letter written in the 8th century by a Jewish merchant I China. By the 9th century there was a distinct Jewish community in Kaifung, its continued presence evidenced by the construction of a synagogue in the city in 1163. From the 15th century onwards the Jews became increasingly integrated into Chinese life to the extent that by the 19th century the community had all but lost its distinctive identity. As a result of the western colonialism of China in the 19th century and the establishment of new trading contacts with Europe Jews settled in some of the major cities of China. Christianity came to China first by the way of Nestorian Christians, after the arrival of A-Lo-Pen in 781 where it flourished for two centuries (by favour of the imperial court) until the reign of Wu Tsung who closed the monasteries and persecuted the church. It flourished again under Mongol rule in the 13th century, and in 1289 Kublai Khan established an office for the supervision of Christians. At about this time the Roman Catholic Church came to the Mongol empire, when a Franciscan monk came to the Khans court of Kharatorui in 1246. Shortly after that St Louis of France sent an embassy, followed by Marco Polo in 1275; a request from Kublai Khan for a hundred teachers did not, however, bear fruit apart from a small Franciscan mission led by John of Monterovino, who was appointed Archbishop in Cantilec in 1289, and under him three bishops were appointed. Then in the 16th century the Society of Jesus became very active in China inspired by the work of Francis Xavier who had preached in India and Japan. Matteo Ricci came to Canton in 1610 and then to Peking, where he founded a Christian community and gained prominence as an outstanding astronomer. From that time the Roman Catholic Church has continued despite periods of persecution. Protestant missions date from 1807 with W. Morrisons arrival in Canton for the London Missionary Society. Other missions soon followed with the Presbyterians in 1847, the Anglicans in 1849 and the Methodists in 1850. Also prominent have been the China Inland Mission, under Hudson Taylor an interdenominational missionary society. In the twentieth century house churches have been prominent, often associated with such evangelists as Watchman Key. These Protestant activists have contributed greatly to educational and medical developments as well as political and social influences from the West; these were often backed by military force and, therefore, deeply resented. Recent changes under Communist influence, led by Mao, have been profound, strengthening agnostic tendencies for many in the population. Traditional religious practices are still continued in many homes in China and among overseas Chinese. In recent times relaxation of restriction has given fresh opportunity for religious activity. Many Taoist and Buddhist temples, as well as mosques and churches, are being renovated and reopened. Greater openness to the West has been accompanied by renewed conversion to Christianity; the demise of communism has encouraged the rediscovery of traditional religious values. Taiwan has provided an important haven for traditional Chinese religions, as well as the establishment of new religions, since the Nationalist government established itself on the island in 1949. A number of syncretic movements such as San-I-Chiao (Three in One Religion), were suppressed in China following the Communist victory, but have found a haven in Taiwan. Other interesting traditions that have been transplanted to Taiwan are those which are collectively designated the Hsien Tien Tao (Way of Former Heaven sects). Five of the best known of these are the I-kuan Tao, the Tung shan She, the Tien-te Shang-chiao, the the Tao-yuan, and the Tzu-hui Tang. These are characterised by a belief in a creator deity (usually a cosmic Mother figure) from whom humanity has strayed. These sects also claim to transcend all other religions and, therefore, provide a way by which all these religions can be united. All but one (the Tzu-hui Tang) were founded in mailand China, later moving to Taiwan. The Tzu-hui Tang was itself founded in Taiwn in 1949. Also originating from the mainland are the spirit-writing cults. These are cults which derive religious beliefs and practices from a deity mediating through an entranced medium. The practice of spirit writing has been a part of Chinese life probably since the Tang dynasty (618-907). In the 19th century a spirit-writing movement developed in China and entered Taiwan in the same century. This continues to be part of the Taiwanese religious landscape to the present day. There are, of course, a number of recently emerged distinctively Taiwanese movements. Xuan Yuan Jiao (Religion of the Yellow Emperor) was founded in Taiwan in 1957. Xuan Yuan Jiao represents the attempt to recapture the spirit of pre-Han Chinese religion through incorporating Taoist, Confucianist and Mohist teachings and interpreting these as emanating from a tradition that derives from the Yellow Emperor. The religion is highly political in character since its purpose is to revive Chinas national spirit following the loss of the mainland to communism. Buddhism continues to flourish in Taiwan. Following the Communist victory in mainland China in 1949 a further wave of Buddhist monks arrived in Taiwan from the mainland. This has strengthened the presence of Chinese Mahayana Buddhism in the island and influenced the character of earlier traditions. Since 1950 the Buddhist Association of the Republic of China has been the focal point of Taiwanese Buddhism. This is responsible for ordination ceremonies for Buddhist monks, nuns and lay people. In more recent years Taiwanese Buddhism has adopted a more missionary approach both within Taiwan and abroad, particularly in North America. In the 1960s two important Buddhist organizations emerged: the Tzu Chi Compassion Relief Foundation and Fo Kuang Shan. The first of these was founded in 1966 by a self-ordained nun named Cheng-yen. This organization has sought to introduce a strong degree of social concern into Taiwanese Buddhism. Fo Kuang Shans origins can be dated to 1967 when when a Chinese monk, the Ven. Hsing-yun, opened a temple at Fo Kuang Shan in Southern Taiwan. Like the Tzu Chi Compassion Relief Foundation, Fo Kuang Shan emphasizes social action as a means to promote Buddhist values. More recently, Ling Jiao Shan in the north of Taiwan has become a centre of Buddhist activity. Founded by Master Hsin Tao, Ling Jiao Shan has acquired prominence within Taiwan and beyond on account of its establishment of a museum of world religions with branches in Taiwan and the United States.

Evaluation Of Hrm Policies In Nestle Management Essay

Evaluation Of Hrm Policies In Nestle Management Essay Bob Kane, John Crawford and David Grant (1999) research discussed the effectiveness of HRM policies in Australian and New Zealand organizations. The authors had highlighted that HRM effectiveness could be achieved through soft and hard approaches. They had also identified the barriers to effective implementation of HRM policies. The first barriers as identified in the research paper were the low priority of top management towards HRM issues as they focused towards power and control. Second barrier as explained was the competencies of HR personnel to implement a credible HRM programs within the organization. Third barrier concerned the lack of knowledge about the long term impact of effective HRM programs. This study specifically focused on problems or barriers which had a negative impact on HRM effectiveness. For that purpose, researchers gathered responses from managers, employees and HR staff. They measured respondents perception of both hard and soft approaches which had been practiced in various organization. Researchers floated questioners that targeted managers, employees and HR personnel of organization of Australia , New Zealand, USA, UK and Canada. The questionnaire consisted of 42 questions. A total 702 respondents completed the questionnaires. The result indicated that employees and managers were not satisfied with HR personnel as their policies were not effective in order to improve the employee motivation, satisfaction and commitment. The research concludes that HRM polices can be achieved through soft and hard HRM approaches however companies have failed to successfully implement HRM policies due to lack of the support of companys top level management and inadequate and incompetent HRM staff. The researchers defined soft HRM approach as employee motivation, commitment and development. This approach plays a significant role in a business to create a work environment where employees work efficiently for the company. Employees can enhance their skills through trainings and commitment which creates a competent workforce. This workforce allows the companies to enjoy competitive advantage over its rivals. Another approach as identified in the paper is HARD HRM approach also known as strategic HRM. This approach of the view that HRM effectiveness can be achieved through implementation of cost reducing measures in human resources. Tanuja Agarwala (2002) in his research paper the author had studied the factors which had changed the trends in Human Resource Practices. Rapid change in technology had brought innovation in the human resource activities (r recruitment, selection, training, appraisals etc). The study also highlighted organizational effects and employees outcomes which were directly inclined to creative HR practices. This study focused on the growing trends of Human Resource Management. It also focused on outcomes by appling innovative HR policies within the organization. Tanuja Agarwala (2002) conducted in-depth interviews to understand the emerging trends of innovation in human resource management. A total of 21 in-depth interviews were conducted with private sector organization and public sector organizations. The entire experts believed that innovation in HRM had brought positive changes in organizations as it increased the skills and commitment of the employees. He also stated that people were organizations precious assets and innovative human resource policies would increase the skills of the employees. The variables and their relationships deduced were most significant for my research. Innovative HR practices (recruitment, selection, testing, training, appraisals) directly influences the overall organizational climate. It also has an impact on employees performance, attitude and his knowledge and skills. These practices also had an impact on the organizational productivity, employee turnover and financial performance. R.S. Dwivedi (2001) study highlighted the key competencies required for selection and training and development of key managers. The three competencies as indentified by the author were interpersonal communication skills, leadership skills and motivational skills. The research was conducted on 106 successful managers of Indian organization. This study focused to identify the interpersonal communication styles of successful managers, transformational or transactional leadership among managers and the factors which motivate people at work. It also intended to identify the key competencies required to make HRM decision in Indian organizations. The author deduced that consultative communication style was considered more feasible then despotic style. Moreover mostly managers in the sample were equipped with transformational leadership which enables the strengthening of the organization. The author also identifies that employees could be motivated by satisfying their needs and wants. Thus these competencies as identified in the paper were significant for my research and they can be sued as a key to make critical HR decisions. Marcel Van Marrewijk and Jonna Timmers(2003) in addition to human resource management introduced a new approach called Human capital management. Human capital management stressed on alignment between individual and organization as it is the key to successful management. The authors highlight that human resource management only deals with recruitment, retention and rousing the workforce. However it doesnt play an important role in order to bring motivation and commitment among the employees. On the other hand, the new approach ( HCM) embodied the features of human resource management and provides undiminished values. Human capital management aligned with employees in three domains: Human operations, corporate identity and values and human development with the goals of dedication, commitment and motivation respectively. Therefore human capital management outshines human resource management in every possible way. Mark A. Youndt, Scott A. Snell, James W. Dean, Jr. and David P. Lepak (Aug.1996) research examined two alternative views-universal and contingency- of the human resources (HR) in manufacturing industry. This study was conducted to study determine the degree to which Human resource management policies have an impact on firms overall performance. It also focused to analyze the relationship between human resource management and operational performance of the firm. It also studied the linkages between manufacturing strategies and HR policies and its impact on the overall performance of the firm. It was revealed from the research that contingency approach (human resource management on the basis of cost, quality and flexibility) was better than universal approach. Shaping HR practices according to the organizational strategies was the key for competitive advantage. The results suggested that HR practices intended to foster employees and create an egalitarian work environment positively influence operational performance when matched with quality manufacturing strategies. Thus the notion of HR practices on the basis of cost, quality and flexibility holds significant value for my research. Marianne J. Koch and Rita Gunther McGrath. (1996) deduced that positive and significant effects of labor productivity are found for organizations that utilize more sophisticated human resource planning, recruitment, and selection strategies. The hypothesis of this study were overall human resource sophistication and investment in hiring, human resource planning and employee development will have a positive effect on labor productivity. In this study, labor productivity being the dependent variable was being influenced by independent variables such as investments in human resource planning, hiring and training. Results had shown that investment in human resource management do pay off as workforce becomes more productive and works efficiently to attain the goals of the organization. Research indicated that firms that systematically train and develop their workers are more likely to enjoy the rewards of a more productive workforce than those that do not. Robert Roepke, Ritu Agarwal, Thomas W. Ferratt (2000) case study illustrated how 3M had been able to foster the competencies of IT professionals which in turn turned out to be a competitive advantage for the firm. 3M capitalized its sources and introduced innovative human resource management policies within the organization. The finding of this case study also indicated that investment in improving the leadership capabilities of the employees was essential for success of the firm. Those capabilities can be fostered through trainings and development of the employees, assistance, flexibility and interpersonal understandings. W. Hatch and Jeffrey H. Dyer (2004) also emphasized on investment in human capital in order to have a competitive advantage. It would increase the overall productivity and performance of the firms. The authors also stressed the importance of learning as it was necessary to foster the skills of employees. The hypothesis of this research were: screening tests improve learning through performance, higher human resource education increase learning, and greater investment in human resource field also increases performance. The data was collected through questionnaires and follow-up interviews in different semi-conductors industries of USA, Asia and Europe. Regression analysis was conducted on the data for findings. Results suggested that firms which had practiced proper selection, development and deployment of the employees enjoyed greater productivity and higher returns. Tests like screening tests in the selection process would enable the organization to have a skilled pool of employees as compared to the competitors. Development of the individual skills is essential in manufacturing industry as it enables the firms to achieve the excellence in operations of the firm. Michael Haid (2008) stated that proper implementation of HR practices would increase the commitment and retention of key individuals of organization. Certain HR practices such as manager support, social responsibility and performance appraisal practices would have a positive impact on employees morale as his satisfaction and overall motivation level increased. Michael Haid laid heavy emphasis on managers skills as it was necessary to increase the motivation and commitment level of the employees working under them. Trainings from mentors and coaches would enable employees to foster their competencies and allow the organization to enjoy competitive advantage. The author also stated that organization should be socially responsible as it was necessary for employees determination and commitment towards organization goals. By practicing these policies, employees would be satisfied, committed and found pride in their organization. The employers on the other hand would be able to retain their key employees. Geetanjali Pandit Gupta (2009) in his article discussed his point of view on the importance of HR practices as they played an important role in any industry particularly services. In his article, writer gave suggestion and advisees to Cineplex in order to improve its services in India. He believed that effective HR policies are critical in service sector as there was a direct interaction between customers and employees on multiple touch points. Satisfying the customers were necessary for the company. Choosing the right personnel for the job was a main duty of HR personnel in any organization. Careful recruitment and selection process were required to recruit a skilled workforce. Geetanjali Pandit Gupta (2009) also believed that training of the employees was necessary to improve the skills of the employees working in any service organization. Objectives The basic purpose of this study is to analyze and evaluate the HR programs of Nestle. To identify the strengths and weaknesses of HR programs in Nestle. To study the effectivenss of motivational techniques being used by managers. To recommend innovative HR practices in order to increase the competencies, skills and motivational level of employees. To study the impact of employees competencies on firms performance. THEORETICAL FRAMEWORK Hypothesis Testing Employee motivation H0: there is no significant impact of employee motivation on HRM programs H1: there is significant impact of employee motivation on HRM programs Employees commitment H0: there is no significant impact of employees commitment on HRM programs H1: there is significant impact of employees commitment on HRM programs Employee development H0: there is no significant impact of employee development on HRM programs H1: there is significant impact of employee development on HRM programs Technology H0: there is no significant impact of technology on HRM programs H1: there is significant impact of technology on HRM programs organizational productivity H0: there is no significant impact of organizational productivity on HRM programs H1: there is significant impact of organizational productivity on HRM programs employee turnover H0: there is no significant impact of employee turnover on HRM programs H1: there is significant impact of employee turnover on HRM programs financial performance H0: there is no significant impact of financial performance on HRM programs H1: there is significant impact of financial performance on HRM programs leadership skills H0: there is no significant impact of leadership skills on HRM programs H1: there is significant impact of leadership skills on HRM programs

1984 And The Truman Show Essay -- essays research papers

  Ã‚  Ã‚  Ã‚  Ã‚  A utopia is a seemingly perfect world, with happiness, honesty, equality, and peace. Although in the novel, 1984, by George Orwell, and the film The Truman Show, directed by Peter Wier, the readers and viewers are presented with a negative utopian society. A negative utopian society is a perfect world that somewhere has gone wrong. The controllers in the novel and film succeeded in achieving complete control and power, which was their attempt to make the ideal society. Each controller has a different threat, in 1984 it is association while in the film, The Truman Show, it is separation from the outside world.   Ã‚  Ã‚  Ã‚  Ã‚  In George Orwell’s 1984, the ruling body, known as the Inner party, gains complete control over the people in their country. In all the homes, apartments, business offices, and town squares, there are telescreens. The telescreens give the ruling body the ability to invade the people’s privacy, and create fear into their lives. The ruling body of 1984 is afraid of unionization between the people and their ideas. They believed that if people got together and talked about their ideas about the parties, they would realize that their way of life had not always been like this, ruled by the Inner Party. The Inner Party controls everything that the people in their society does, thinks, says, and acts. Winston Smith, the main character of this novel, begins to realize that he has thoughts from his past and that the...

Coeducation: 2nd Millennium and Universal Elementary Education Essay

In early civilizations, people were educated informally: primarily within the household. As time progressed, education became more structured and formal. Women often had very few rights when education started to become a more important aspect of civilization. Efforts of the ancient Greek and Chinese societies focused primarily on the education of males. In ancient Rome, the availability of education was gradually extended to women, but they were taught separately from men. The early Christians and medieval Europeans continued this trend, and single-sex schools for the privileged classes prevailed through the Reformation period. In the late 19th and early 20th centuries, coeducation grew much more widely accepted. In Great Britain, Germany, and the Soviet Union, the education of girls and boys in the same classes became an approved practice. In the 16th century, at the Council of Trent, the Roman Catholic church reinforced the establishment of free elementary schools for children of all classes. The concept of universal elementary education, regardless of sex, had been created. [2] After the Reformation, coeducation was introduced in western Europe, when certain Protestant groups urged that boys and girls should be taught to read the Bible. The practice became very popular in northern England, Scotland, and colonial New England, where young children, both male and female, attended dame schools. In the late 18th century, girls gradually were admitted to town schools. The Society of Friends in England, as well as in the United States, pioneered coeducation as they did universal education, and in Quaker settlements in the British colonies, boys and girls commonly attended school together. The new free public elementary, or common schools, which after the American Revolution supplanted church institutions, were almost always coeducational, and by 1900 most public high schools were coeducational as well. [3] The early success and achievement of women at Oberlin College persuaded many early women’s rights leaders that coeducation would soon be accepted throughout the country. However, for quite a while, women sometimes suffered uncivil behavior from their male classmates. The prejudice of some male professors proved more unsettling. Many professors had disapproved of the admission of women into their classes, citing studies that stated that women were physically incapable of higher education, and some professors found it difficult to acknowledge women’s presence once they were admitted. Even today, there have been books, studies, and other arguments claiming that women and men learn very differently from each other because of their brain differences. One of these books is called â€Å"Boys and Girls Learn Differently! † by Michael Gurian. [4] By the end of the 19th century, 70% of American colleges were coeducational. In the late 20th century, many institutions of higher learning that had been exclusively for people of one sex became coeducational.

Brand sense Essay

In measuring the Brand Experience of the target segment, companies focus on the response and understanding of their customers and their reactions on the part of the particular five senses while handling the brand in question. Further, this array of experiences of the customer reveals the perception of the user extending the issue to question the self; about the identity or for using a certain brand, what image the customer gets about the self. Speaking strictly, who am I? This is a kind question that seeks the image or the perceived image of the person; thus, the personality. Relating the perceived image of the user and the brand in use; Brand Personality of the brand can be derived. In this entire process the essence of a brand can be identified by using different senses for different kinds of brand with need and experience of different customers, the employees involved with the brand and the particular target segments. To make a cross-section of this marketing idea; the unique presentation of the senses and the allied questions to the brand, can be observed in the brand sensory wheel that segregates the divisions of the total composition of the senses (Brand Sense, 2001). Source: Harvest Consulting Group LLC. The discovery of the sensory approach has enabled companies to unfold the essence of the current service and the possibilities of the future avenues. Author has logisised this that it will enrich the brand loyalty and makes the existing relationship deeper. Behind this happening, the five senses can play a crucial role. To know the fate of a brand conducting the sensory audit is a vital step to forecast the brand’s multiplication power on its sensory touch point. Ascertaining the brand’s stimuli, enhancement, and bonding capabilities, decides the execution of the above knowledge. The essence of this approach is the simple fundamental of including more senses to make the brand base stronger. We also follow this while evaluating the brand and its surroundings too. To explain, a visual encounter of Starbucks retail follows the suite bellow: Sight: Brand logo on building, cups, and bags Sight/Sound: Uniform and customer approach Sight/Sound/Touch: Interior aesthetics (sofa, colors, wall paper, music) Smell/Taste: Distinct aroma of freshly ground coffee This process also unveils the concept of smashability factor, which measures the strength of an individual sense for a brand and hoe much impact it can give. A real-time example of the application of the auditory sense reflects from the recent transformation of the Cadillac brand. For the hard penetration of the European and Japanese car makers into the American luxury car segment, Cadillac Source: brand papers. had to bear the burn of declining sales figure during late 80s and early 90s. To retrieve the brand from the grip of the downward graph, the same has been assessed, disassembled, reassembled, and re-positioned by late 90s. To do so, the brand invested in molecule analysis to create a new meaning to its design and market preference. This entire process has remodelled the brand from its â€Å"grandpa drove into a fast, sexy, and desirable product† concept to the recent Caddy commercial with Led Zeppelin playing â€Å"been a long time† that blaring out from the speaker (Brand papers, 2009). the innovation of the sensory branding has opened a plethora of concepts to associate the brand with the target group and it has no end to create feel factors. This is because, the central theme of this process is entirely depending on the nature, which again is the adobe of the man kind. Reference Brand Sense.(2001). Building Brands with Sensory Experiences. New York: Harvest Consulting Group LLC. Brand papers. (2009). Sensory Approach. Retrieved March 14, 2009, from http://images. google. com/imgres? imgurl=http://www. brandchannel. com/images/papers/272_gm_flagship_cl. gif&imgrefurl=http://www. brandchannel. com/papers_review. asp%3Fsp_id%3D680&usg=__eiohIvWqTVwC7vNmelzj2n_t4JQ=&h=315&w=400&sz=52&hl=en&start=14&um=1&tbnid=Ny3PU6pNRmcVVM:&tbnh=98&tbnw=124&prev=/images%3Fq%3Dbrand%2Bsense%252BMartin%2BLindstrom%26ndsp%3D20%26hl%3Den%26sa%3DG%26um%3D1 Lindstrom, M. (2005). Brand Sense: Build Powerful Brands through Touch, Taste, Smell, Sight, and Sound. New York: Simon & Schuster Adult Publishing Group. Additional Reading Johnson, L. and Learned, A. (2004). Don’t think pink: what really makes women buy–and how to increase your share of this crucial market. AMACOM Div American Mgmt Assn. Ornbo, J. ; Sneppen, C. and Wurtz, P. F. (2008). Experience-Based Communication (illustrated). Springer.