A Research Methodology On Marketing Strategy And Motivation

4.0. Methodology This section explores the research methodology used. It is split into 5 segments. These include the research approach, design, data collection, analysis and ethical considerations. To summarise, the research takes an interpretive approach to understanding internationalisation strategy and motivation. This section outlines the use of a qualitative research design, implementing non-probability sampling to gather information from the sampling units. Data was collected using in-depth interviews with international marketing managers (sampling unit) that represented each of the institutions. These interviews have been transcribed – See Appendix 1. Once transcribed, data was analysed using open coding, in accordance with Strauss and Corbin’s (1997) grounded theory. Finally, the methodology considers ethical issues related to anonymity of each institution. 4.1. Research Approach Saunders et al (2009) define paradigm as a process of understanding and identifying social phenomena. Burrell and Morgan (1979) developed a framework to understand the four major paradigms of social theory. These include, radical humanist, radical structuralist, interpretive and functionalist – See Figure 3. Figure 3: The four paradigms of social theory (Saunders et al, 2009, p.120) The bottom-left segment represents the interpretive paradigm, influenced by the subjectivist and regulative conceptual dimensions. Subjectivism is concerned with understanding the meanings associatedShow MoreRelatedThe Radio And Media Company1133 Words   |  5 Pagesexperimenting different way of doing the marketing strategies, because it is one of the best way we can learn to get better and also i got to do it on a live dynamic market it has given me a lot of input about the do s and don ts on the marketing business. 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Wellness programs try to Be welcoming Free Essays

AH, July: an ideal time of year for morning runs, long swims, family bike rides and picnic tables laden with seasonal produce. In short, it’s healthy time.  Unfortunately, it’s also health care time — when managers must contend with rising health insurance premiums as they plan next year’s budget. We will write a custom essay sample on Wellness programs try to Be welcoming or any similar topic only for you Order Now   What is a cost-conscious manager to do? The answer of the moment is to provide a wellness program, promoting healthy behavior year-round. According to a survey by the Hay Group, a consulting firm, more than half of all large companies offer some combination of services like nutrition education, weight management assistance, health risk assessments, and help with quitting smoking; more than a quarter offer things like fitness coaching and discounts on health club memberships.  Ã¢â‚¬Å"I was basically out of the business for the better part of the decade,† said Michael Carter, a vice president at Hay responsible for employee health management consulting. â€Å"Now everybody’s my new best friend.† On the surface, it is hard to see anything wrong with urging employees to tone up and trim down. A fitter work force is a happier work force, and less costly, too.  But wellness programs can be minefields. Some employees may resent the programs, viewing them as examples of father-knows-best intrusiveness. At least one program has even formed the background for a lawsuit. The biggest challenge of wellness programs is to reach the employees who would get the most out of them. Gym rats will always take advantage of benefits like discounted health club memberships — but they would probably work out anyway, and discounts may not be enough for those who are seriously overweight or out of shape.  Personalized incentives like fitness coaching and nutrition counseling are often a better way to reach employees in the middle group who just need a little encouragement. It is also crucial to make accommodations for disabled employees. And the tone taken is crucial: who wants the boss telling you to eat your spinach? A program that feels coercive will probably never be as popular as one with positive incentives, like cheaper health insurance.  Employees respond best to wellness programs that are presented as a form of organizational change, rather than as a top-down imposition of new requirements, according to a study of 243 employees by Ellen Ernst Kossek, a professor of human resource management and organizational behavior at Michigan State University, and two colleagues.  Ã¢â‚¬Å"It shouldn’t be, ‘Here’s this program,’ † she said. â€Å"It should be linked to ‘How do we make a workplace that’s healthy for everyone.’ †Ã‚  Scotts Miracle-Gro has one of the most extensive wellness programs on offer. Services include personalized fitness coaching and a $5 million wellness center at its headquarters in Marysville, Ohio, with a gym and medical facilities. The company also has a policy against hiring workers who smoke, where state law permits. Participation in Scotts’ wellness programs is high — but the company has also seen an unexpected side effect from its efforts.  Last year, Scott Rodrigues filed suit against the company in Massachusetts, saying that Scotts fired him after a drug test found nicotine in his system and that the company’s antismoking policy violated his civil rights.  Harvey Schwartz, Mr. Rodrigues’s lawyer, said the case was also an example of benefits discrimination, where a company dismisses an employee to avoid high benefits costs.  In a motion to dismiss the case, which is pending, Scotts said that Mr. Rodrigues had not actually been hired but had been offered a job on the condition that he pass a drug screen, including a test for nicotine. â€Å"When you look at controlling costs,† said Su Lok, a Scotts spokeswoman, smoking â€Å"is something that employers are really taking a stand on.† The company had no comment on the specific case because it is ongoing.  Union Pacific Railroad has had a smoother ride with its longstanding wellness program. The proportion of health insurance claims related to lifestyle has dropped by 11 percentage points over 11 years, said Marcy Zauha, the company’s director for health and safety. Union Pacific, based in Omaha, offers some companywide wellness benefits, including health risk assessments and stop-smoking plans. But much of the program, including regional walking contests and group weight-loss efforts, is administered locally. Managers’ health promotion initiatives are included in their annual reviews.  Ã¢â‚¬Å"We’ve tried to build health into our existing culture,† Ms. Zauha said. Fiserv, a financial services technology company based in Brookfield Wis., created a wellness program in 2005 to better recruit and retain employees.  Fiserv employees who fill out a health risk assessment receive a sizable discount on their monthly health insurance premium. There are also companywide fitness challenges: in a recent eight-week walking contest, participants were issued pedometers, and anyone who walked 7,000 steps a day received a prize. Teams have to been known to question whether their rivals really log the number of steps claimed. But that was fine with Linda Schuessler, manager of wellness promotion.  Ã¢â‚¬Å"As long as they’re engaged,† Ms. Schuessler said, â€Å"we don’t really mind those concerns.† (this is the copyofth article from NY Times,http://www.nytimes.com/2007/07/22/business/yourmoney/22mgmt.html?ex=1186113600en=ded5f6bb661041b0ei=5070#) Journal Assignment The concept at hand is about how managers and company heads would make the most out of their companies by introducing a healthy lifestyle to their employees. It is evident that today, health care costs are so high that rising health insurance premiums would surely be in the way of budgeting for the company (Holland). Obviously, these company heads and managers should not jeopardize the health of their employees, that they should provide the necessary things for their wellness. But surely, this would cost them that it wouldn’t be that easy to pull out strings and fix the budget. That is why these managers should resort to a way that would be more cost effective and keep them from harms way of these health care costs. The article discusses how managers and company heads employ human resource management in order to do away with the costly expenses of health care and health insurances that they provide to the employees. But this doesn’t mean that they neglect the health of these working people. It is true that these people are very important to the company, that these companies need them in order to be productive, which is why it is important that their every need will be given to them or will be addressed. What these company leaders and managers do is that they make sure that these employees are healthy so that they can avert the spending that they’ll have to give when any of these gets sick or has health problems. In order not to shoulder the burden of health care and health insurance premiums, they offered to keep them fit in their own ways. In order to do so, these companies offer basically every health guidance and services that they can offer to the employees. These includes educating them regarding nutrition and proper diet, weight management assistance, health risk assessments and checkups, fitness coaching and giving out memberships for fitness groups and health clubs. Through this, the company themselves are able to ensure that their employees are fit and are far from harms way, thus saving them the costs of health care for these people. Thus, the companies’ budgets will not be greatly affected. If you would relate this approach in human resource management, you could see that this is more on the incentive aspect, wherein you provide your employees something that would keep them going to work. For those who are concerned with their health and well-being, they would surely grab the opportunity of free health club memberships and nutrition education. This is positive for the company, since the employees themselves are the ones who initiate in keeping themselves healthy. Remember, the main concern of the company in this issue is how they can do away with the extra costs of health care and health insurance premiums for their employees. Regarding the effectiveness of this approach, the article states that there are already several large-scale companies who adopted this system. They have their own health clubs and offer free membership to their employees. They say that these greatly helps them in cutting costs, thus the allotted budget for healthcare would be saved. There are still some who are not that much into health stuffs, people who think that nutrition education is like intruding with their lives. These people are those who would most likely have health risks and should be given enough consideration in order to engage them in these health programs. Human resource management surely entails various levels of dealing with the people you are handling. This includes how you handle them, and the ways on how you are able to manage them, making them do what they’re suppose to do. This is where healthcare comes in, wherein their safety and well being is not only their concern, but should also be the company’s priority. When their wellness goes down, the company goes down as well, in terms of both manpower and monetary aspects. Reference: Holland, K. (2007). Wellness Programs Try to Be Welcoming, Too. The New York Times. Published July 22, 2007. Retrieved August 1, 2007, from http://www.nytimes.com/2007/07/22/business/yourmoney/22mgmt.html?ex=1186113600en=ded5f6bb661041b0ei=5070# How to cite Wellness programs try to Be welcoming, Essay examples Wellness Programs Try to Be Welcoming Free Essays AH, July: an ideal time of year for morning runs, long swims, family bike rides and picnic tables laden with seasonal produce. In short, it’s healthy time. Unfortunately, it’s also health care time — when managers must contend with rising health insurance premiums as they plan next year’s budget. We will write a custom essay sample on Wellness Programs Try to Be Welcoming or any similar topic only for you Order Now What is a cost-conscious manager to do? The answer of the moment is to provide a wellness program, promoting healthy behavior year-round. According to a survey by the Hay Group, a consulting firm, more than half of all large companies offer some combination of services like nutrition education, weight management assistance, health risk assessments, and help with quitting smoking; more than a quarter offer things like fitness coaching and discounts on health club memberships. â€Å"I was basically out of the business for the better part of the decade,† said Michael Carter, a vice president at Hay responsible for employee health management consulting. â€Å"Now everybody’s my new best friend.† On the surface, it is hard to see anything wrong with urging employees to tone up and trim down. A fitter work force is a happier work force, and less costly, too. But wellness programs can be minefields. Some employees may resent the programs, viewing them as examples of father-knows-best intrusiveness. At least one program has even formed the background for a lawsuit. The biggest challenge of wellness programs is to reach the employees who would get the most out of them. Gym rats will always take advantage of benefits like discounted health club memberships — but they would probably work out anyway, and discounts may not be enough for those who are seriously overweight or out of shape. Personalized incentives like fitness coaching and nutrition counseling are often a better way to reach employees in the middle group who just need a little encouragement. It is also crucial to make accommodations for disabled employees. And the tone taken is crucial: who wants the boss telling you to eat your spinach? A program that feels coercive will probably never be as popular as one with positive incentives, like cheaper health insurance. Employees respond best to wellness programs that are presented as a form of organizational change, rather than as a top-down imposition of new requirements, according to a study of 243 employees by Ellen Ernst Kossek, a professor of human resource management and organizational behavior at Michigan State University, and two colleagues. â€Å"It shouldn’t be, ‘Here’s this program,’ † she said. â€Å"It should be linked to ‘How do we make a workplace that’s healthy for everyone.’ † Scotts Miracle-Gro has one of the most extensive wellness programs on offer. Services include personalized fitness coaching and a $5 million wellness center at its headquarters in Marysville, Ohio, with a gym and medical facilities. The company also has a policy against hiring workers who smoke, where state law permits. Participation in Scotts’ wellness programs is high — but the company has also seen an unexpected side effect from its efforts. Last year, Scott Rodrigues filed suit against the company in Massachusetts, saying that Scotts fired him after a drug test found nicotine in his system and that the company’s antismoking policy violated his civil rights. Harvey Schwartz, Mr. Rodrigues’s lawyer, said the case was also an example of benefits discrimination, where a company dismisses an employee to avoid high benefits costs. In a motion to dismiss the case, which is pending, Scotts said that Mr. Rodrigues had not actually been hired but had been offered a job on the condition that he pass a drug screen, including a test for nicotine. â€Å"When you look at controlling costs,† said Su Lok, a Scotts spokeswoman, smoking â€Å"is something that employers are really taking a stand on.† The company had no comment on the specific case because it is ongoing. Union Pacific Railroad has had a smoother ride with its longstanding wellness program. The proportion of health insurance claims related to lifestyle has dropped by 11 percentage points over 11 years, said Marcy Zauha, the company’s director for health and safety. Union Pacific, based in Omaha, offers some companywide wellness benefits, including health risk assessments and stop-smoking plans. But much of the program, including regional walking contests and group weight-loss efforts, is administered locally. Managers’ health promotion initiatives are included in their annual reviews. â€Å"We’ve tried to build health into our existing culture,† Ms. Zauha said. Fiserv, a financial services technology company based in Brookfield Wis., created a wellness program in 2005 to better recruit and retain employees. Fiserv employees who fill out a health risk assessment receive a sizable discount on their monthly health insurance premium. There are also companywide fitness challenges: in a recent eight-week walking contest, participants were issued pedometers, and anyone who walked 7,000 steps a day received a prize. Teams have to been known to question whether their rivals really log the number of steps claimed. But that was fine with Linda Schuessler, manager of wellness promotion. â€Å"As long as they’re engaged,† Ms. Schuessler said, â€Å"we don’t really mind those concerns.† (this is the copy of the article from NY Times, http://www.nytimes.com/2007/07/22/business/yourmoney/22mgmt.html?ex=1186113600en=ded5f6bb661041b0ei=5070#) Journal Assignment The concept at hand is about how managers and company heads would make the most out of their companies by introducing a healthy lifestyle to their employees. It is evident that today, health care costs are so high that rising health insurance premiums would surely be in the way of budgeting for the company (Holland). Obviously, these company heads and managers should not jeopardize the health of their employees, that they should provide the necessary things for their wellness. But surely, this would cost them that it wouldn’t be that easy to pull out strings and fix the budget. That is why these managers should resort to a way that would be more cost effective and keep them from harms way of these health care costs. The article discusses how managers and company heads employ human resource management in order to do away with the costly expenses of health care and health insurances that they provide to the employees. But this doesn’t mean that they neglect the health of these working people. It is true that these people are very important to the company, that these companies need them in order to be productive, which is why it is important that their every need will be given to them or will be addressed. What these company leaders and managers do is that they make sure that these employees are healthy so that they can avert the spending that they’ll have to give when any of these gets sick or has health problems. In order not to shoulder the burden of health care and health insurance premiums, they offered to keep them fit in their own ways. In order to do so, these companies offer basically every health guidance and services that they can offer to the employees. These includes educating them regarding nutrition and proper diet, weight management assistance, health risk assessments and checkups, fitness coaching and giving out memberships for fitness groups and health clubs. Through this, the company themselves are able to ensure that their employees are fit and are far from harms way, thus saving them the costs of health care for these people. Thus, the companies’ budgets will not be greatly affected. If you would relate this approach in human resource management, you could see that this is more on the incentive aspect, wherein you provide your employees something that would keep them going to work. For those who are concerned with their health and well-being, they would surely grab the opportunity of free health club memberships and nutrition education. This is positive for the company, since the employees themselves are the ones who initiate in keeping themselves healthy. Remember, the main concern of the company in this issue is how they can do away with the extra costs of health care and health insurance premiums for their employees.   Regarding the effectiveness of this approach, the article states that there are already several large-scale companies who adopted this system. They have their own health clubs and offer free membership to their employees. They say that these greatly helps them in cutting costs, thus the allotted budget for healthcare would be saved. There are still some who are not that much into health stuffs, people who think that nutrition education is like intruding with their lives. These people are those who would most likely have health risks and should be given enough consideration in order to engage them in these health programs. Human resource management surely entails various levels of dealing with the people you are handling. This includes how you handle them, and the ways on how you are able to manage them, making them do what they’re suppose to do. This is where healthcare comes in, wherein their safety and well being is not only their concern, but should also be the company’s priority. When their wellness goes down, the company goes down as well, in terms of both manpower and monetary aspects. Reference: Holland, K. (2007). Wellness Programs Try to Be Welcoming, Too. The New York Times. Published July 22, 2007. Retrieved August 1, 2007, from http://www.nytimes.com/2007/07/22/business/yourmoney/22mgmt.html?ex=1186113600en=ded5f6bb661041b0ei=5070# How to cite Wellness Programs Try to Be Welcoming, Essay examples

Wayne Gretzky Essays (999 words) - Wayne Gretzky, Pacific Division

Wayne Gretzky COMPARE TWO BIOGRAPHIES OF WAYNE GRETZKY In this essay, I need to compare two biographies of a famous person. I will plot out the difference and compare the two books considering point of view, bias, aim, omission, interest and interpretation. This person is my hero and idol. He is one of the great player in the history of hockey. He set the all-time NHL scoring record in 26 seasons and got four Stanley cup in a row from 1984-1988. He is Wayne Gretzky, the most brilliant and talent hockey player in this century. Ichose the Gretzky and Taylor and Gretzky with Rick Reilly. The book Gretzky with Rick Reilly was an autobiography. It showed how Wayne Gretzky from his AHL to a famous NHL player. In this book, there were a lot of Gretzky's childhood. We knew that Wayne Gretzky could skate at two years old. He was well known by people at six. When he was ten, he was signing autographs and had a national magazine article written about him. A thirty- minutes national television show done on him at fifteen. It also talk about Gretzky's hero when he was a kid. He was a funny guy. He was Gretzky's hockey instructor. He was also his lacrosse, baseball basketball and cross country coach. He was not only coach, but also trainer and chauffeur. Gretzky called him dad, his name was Walter. However, in the book Gretzky and Taylor, it did not show anything in Gretzky's childhood. It was started when Gretzky became the NHL player, a member of Edmonton Oiler's rookie. How he became the hall of the frame. The description of this book was very interesting. The writer show the thing through the game. For example the first chapter was talking about the 1984 Stanley Cup final between the Edmonton Oilers and New York Islander. Wayne, he said, don't worry about not scoring so far. Just make sure that when you do get a goal for us is a big one. (Page 15 Gretzky and Taylor ) From this conversation, we could know what had happen at that time. So, there was different between the point of view of those two books. Although this two books had the different point of view, they both had the same aim. They also showed to young people that worked hard was the only source of success. In the book Gretzky with Rick Reilly, Gretzky showed his talent when he was young. He was national knew at six. There was even a wild rumors that the New York Rangers were going to buy the entry Brantford Pee Wee franchise, so that they had the right to take him when he turn the greater. But behind the success, did you know how much Gretzky put on the hockey. In the winter, Gretzky would get in the mourning, skated from seven o' clock to eight- thirty, went to school, came back home at three thirty, stayed on the ice until his mother ready the dinner, ate in his skater, then went back out until nine o' clock. On Saturday and Sundays, he would have games played with his neighborhood. So looked how much times that Gretzky put on the practice and that time he was six. Also in the book Gretzky and Taylor, because of Brantford, the home of Wayne Gretzky. He left home at fourteen. He moved to Toronto, playing with the Toronto Young Nationals, Junior B. The years in Toronto were no way for a kid. He was lonely, living without family. But why Gretzky chose to do this? It was because he could go to school and nobody knew who he was and he would play better hockey. So now we can see how Gretzky was so successful. We could clearly see the omission between these tow book. It was because the Gretzky and Taylor was published in 1984, there was a great omission in Gretzky's life. This thing happened in 1988, the Edmonton Oilers wanted to tread Gretzky to L.A. Kings. That was the most important trade in the NHL. The book Gretzky with Rick Reilly was published in 1900. So it had some more detail in this event. After the Oilers had won

Community General Hospital Essays

Community General Hospital Essays Community General Hospital Essay Community General Hospital Essay Essay Topic: General Dr Noland Wright, newly appointed manager of Community General Hospital, sighed as he reviewed the hospital’s financial records. He had been given the responsibility of leading the hospital’s next steps, but was perplexed by the financial condition highlighted in the financial statements before him. His training was in medicine, not business, and he had recently taken early retirement. He had been talked into taking Community’s reins by some old friends who live a few miles away from the facility. Community General Hospital had initially begun in 1914 as Whittaker Memorial hospital, a community-run hospital serving the black population of Newport News, Virginia. To meet the needs of an economic expansion of the community largely due to increased commercial activity during World War II, the hospital expanded facilities and scope through federal funding. In the 1940’s the hospital increased its census and gained accreditation by the America College of Surgeons. In the 1950’s and 60’s the hospital enjoyed a bustling business in the segregated health care industry. With the advent of the desegregation movement in the 1960’s, the hospital experienced several threats as black physicians gained the ability to admit patients to the large and better equipped traditionally ‘white’ hospitals in the area. The civic organization that governed the hospital began to be concerned for the hospital’s survival. It was experiencing a falling census, a deteriorating reputation concerning the quality of its health care, and picked up the reputation of being ‘public’ hospital (which it was not). While the City of Newport News was willing to help, it was unwilling to acquire full responsibility for the costs of a public hospital. During the 1970’s, the hospital drew on an emergency fund set up by the city. Throughout the 1970’s, the hospital suffered from losses and bad debts. By 1982 the civic board that guided the hospital became inactive. The following year, the last of the segregation practices ended by court order at the large surrounding hospitals. Few patients desired to be admitted to the small, modestly equipped hospital, preferring the larger, modern hospitals they now had access to. The hospitals ended 1983 with a $402,000 budget deficit. Suppliers began demanding cash payment for purchases. Employee layoffs, tightening of admission criteria, and refusal of non-paying patients were some of the steps taken to alleviate the dire financial situation. It was hoped that a new facility, new location and a future change of name to  Community General Hospital would help the hospital to survive. A $15 million bond issue and $1. 5 million in the community pledges the hospital to continue to operate. At the end of 1984 the fund deficit was $749,000. Private healthcare management firms were solicited for help, but these efforts were short-lived. In july 1985, Community General Hospital was dedicated, with a new facility and equipment, and a higher occupancy rate. Between 1979 and 1985, seven different administrators had been in charge of the hospital. Continued losses after 1985, and continued difficulty in retaining continuous management, convinced the hospital’s supporters to seek some solution to the ongoing problems. Political avenues were tried with some success, but did not last. The sale of the hospital to a doctors’ investment group was considered, but the hospital’s supporters ultimately rejected the deal. By 1990 the debt was in excess of $20 million. The ‘board’ of supporters agreed to file for bankruptcy. The Guarantor of the mortgage, the hospital continued to operate as the board sough affiliations with other area hospital. The quality ratings for the hospital continued to suffer. In 1993 the hospital was granted its bankruptcy petition. HUD settled for $4 million, and other creditors were held at bay. Political solutions for Community General’s future were sought, but ultimately, did not help the hospital’s condition. Administrators were hired, but their tenures were short-lived. By mid 1996 the hospital was again running a large fund deficit and was seeking direction in what appeared to be a rather hopeless situation.

History of the African Slave Trade

History of the African Slave Trade Although slavery has been practiced for almost the whole of recorded history, the vast numbers involved in the African slave trade has left a legacy which cannot be ignored. Slavery in Africa Whether slavery existed within sub-Saharan African Iron Age kingdoms before the arrival of Europeans is hotly contested among African studies scholars. What is certain is that Africans were subjected to several forms of slavery over the centuries, including chattel slavery under both the imperial Muslims with the trans-Saharan slave trade and imperial Christian Europeans through the trans-Atlantic slave trade. Between 1400 and 1900, close to 20 million individuals were taken from the African continent during four sizable and mostly simultaneous slave trading operations: Trans-Saharan, Red Sea (Arab), Indian Ocean, and Trans-Atlantic. According to Canadian economic historian Nathan Nunn, by 1800 Africa’s population was half of what it would have been, had the slave trades not occurred. Nunn suggests his estimates based on shipping and census data probably represent about 80% of the total number of people stolen from their homes by the various slave operations. Four Great Slave Trading Operations in Africa Name Dates Number Countries Most Impacted Destination Trans-Saharan early 7th–1960s 3 million 13 countries: Ethiopia, Mali, Nigeria, Sudan, Chad North Africa Trans-Atlantic 1500–1850 12 million 34 countries: Angola, Ghana, Nigeria, the Congo European colonies in the Americas Indian Ocean 1650–1700 1 million 15 countries: Tanzania, Mozambique, Madagascar Middle East, India, Indian Ocean Islands Red Sea 1820–1880 1.5 million 7 countries: Ethiopia, Sudan, Chad Egypt and Arabian peninsula Religion and African Slavery Many of the countries who actively enslaved Africans came from states with strong religious underpinnings such as Islam and Christianity. The Quran prescribes the following approach to slavery: free men could not be enslaved, and those faithful to foreign religions could live as protected persons. However, the spread of the Islamic Empire through Africa resulted in a much harsher interpretation of the law, and people from outside the borders of the Islamic Empire were considered an acceptable source of slaves. Before the Civil War, Christianity was used to justify the institution of slavery in the American south, with most clergy in the south believing and preaching that slavery was a progressive institution designed by God to affect the Christianization of Africans.  The use of religious justifications for slavery is not confined to Africa by any means. The Dutch East India Company Africa wasnt the only continent from which slaves were captured: but its countries suffered the most devastation. In many cases, slavery appears to have been a direct outgrowth of expansionism. The great maritime explorations driven by companies such as the Dutch East India Company (VOC) were financed for the specific purpose of adding land to European empires. That land required a labor force far beyond the men sent on exploratory ships. People were enslaved by empires to act as servants; as agricultural, mining, and infrastructure labor; as sex slaves; and as cannon fodder for various armies. The Start of the Trans-Atlantic Slave Trade When the Portuguese first sailed down the Atlantic African coast in the 1430s, they were interested in one thing: gold. However, by 1500 they had already traded 81,000 Africans to Europe, nearby Atlantic islands, and to Muslim merchants in Africa. So Tomà ©Ã‚  is considered to be a principal port in the export of slaves across the Atlantic, this is, however, only part of the story. The Triangular Trade in Slaves For two hundred years, 1440–1640, Portugal had a monopoly on the export of slaves from Africa. It is notable that they were also the last European country to abolish the institution- although, like France, it still continued to work former slaves as contract laborers, which they called libertos or engagà ©s temps. It is estimated that during the 4 1/2 centuries of the trans-Atlantic slave trade, Portugal was responsible for transporting over 4.5 million Africans (roughly 40% of the total). During the eighteenth century, however, when the slave trade accounted for the transport of a staggering 6 million Africans, Britain was the worst transgressor- responsible for almost 2.5 million. (This is a fact that is often forgotten by those who regularly cite Britains prime role in the abolition of the slave trade.) Information on how many slaves were shipped from Africa across the Atlantic to the Americas during the sixteenth century can only be estimated as very few records exist for this period. But from the seventeenth century onwards, increasingly accurate records, such as ship manifests, are available. Slaves for the Trans-Atlantic slave trade were initially sourced in Senegambia and the Windward Coast. Around 1650 the trade moved to west-central Africa (the Kingdom of the Kongo and neighboring Angola). South Africa It is a popular misconception that slavery in South Africa was mild compared to that in America and the European colonies in the Far East. This is not so, and punishments meted out could be very harsh. From 1680 to 1795 an average of one slave was executed in Cape Town each month and the decaying corpses would be re-hung around town to act as a deterrent to other slaves.   Even after the abolition of the slave trade in Africa, colonial powers used forced labor- such as in King Leopolds Congo Free State (which was operated as a massive labor camp) or as libertos on the Portuguese plantations of Cape Verde or So Tomà ©. As recently as the 1910s, about half of the two million Africans who supported the various powers in World War I were forcibly coerced to do so. Impact of the Slave Trade Historian Nathan Nunn has conducted extensive research on the economic impacts of the massive loss of population during the slave trade. Prior to 1400, there were several Iron Age kingdoms in Africa that were established and growing. As the slave trade ramped up, people in those communities needed to protect themselves and began procuring weapons (iron knives, swords, and firearms) from Europeans by trading slaves. People were kidnapped first from other villages and then from their own communities. In many regions, the internal conflict caused by that led to the disintegration of kingdoms and their replacement by warlords who could not or would not establish stable states. The impacts continue to this day, and despite great indigenous strides in resistance and economic innovation, Nunn believes the scars still hinder the economic growth of countries who lost large numbers of populations to the slave trade compared to those which did not.   Selected Sources and Further Reading Campbell, Gwyn. Madagascar and the Slave Trade, 1810–1895. The Journal of African History 22.2 (1981): 203–27. Print.Du Bois, W.E.B., Henry Louis Gates, Jr., and Saidiya Hartman.  The Suppression of the African Slave-Trade to the United States of America, 1638–1870. Oxford, UK: Oxford University Press, 2007.Gakunzi, David. The Arab-Muslim Slave Trade: Lifting the Taboo. Jewish Political Studies Review 29.3/4 (2018): 40–42. Print.Kehinde, Michael. Trans-Saharan Slave Trade. Encyclopedia of Migration. Eds. Bean, Frank D. and Susan K. Brown. Dordrecht: Springer Netherlands, 2014. 1–4. Print.Nunn, Nathan. The Long-Term Effects of Africas Slave Trades. The Quarterly Journal of Economics 123.1 (2008): 139–76. Print.Nunn, Nathan, and Leonard Wantchekon. The Slave Trade and the Origins of Mistrust in Africa. The American Economic Review 101.7 (2011): 3221–52. Print.Peach, Lucinda Joy. Human Rights, Religion, and (Sexual) Slavery. The Annual of the Society of Christian Ethics 20 (2000): 65–87. Print. Vink, Markus. The Worlds Oldest Trade: Dutch Slavery and Slave Trade in the Indian Ocean in the Seventeenth Century. Journal of World History 14.2 (2003): 131–77. Print.

Short Informal Report Essay Example | Topics and Well Written Essays - 500 words

Short Informal Report - Essay Example During the follow-up visits, I cemented a rapport with the exhibitor representatives and ensured that they received appropriate Indium Corporation literature. Most of the exhibitors were manufacturers of pharmaceuticals, veterinary drugs, agrochemicals, and other chemical products. Chemical products distributors were also well represented. Most manufacturers were interested in the poster since some chemicals that Indium manufactures are raw materials for these companies. A good percentage of the distributors also had an eye on our poster. In total, according to my judgment, about ten exhibitors had a particular interest in Indium Corporation products. Our representatives gave them the Indium Corporation brochure and mini-poster (with Sticker). Five of them received the full-size version of the poster. I told exhibitors that I would telephone them within two weeks for purposes of following up. Richard Harris, technical manager, Grand Saw Machine Company. The company is a distributor of industrial chemicals for metal cutting, maintenance, cleaning, corrosion protection, lubrication, laboratory chemicals, and machine wear reduction. Products include sawing fluids, brighteners, laboratory reactants, sawing fluids, and cleaners. Ronald Franklin, regional manager, Kinex Pharmaceuticals. The company makes pharmaceutical products such as immunology and anti-cancer therapeutics. They thus require starting as well as intermediate raw materials like anhydrous acetate, hydroxide hydrated, and sulfate. Brenda Stinson, General Manager, Dynasty Chemical Corporation. The company requires chemicals from the manufacturing industries in order to distribute to customers. Indium Corporation manufactures most of the chemicals that the distributor needs. The conference gave me an overall impression that that there is a growing market for industrial chemicals.

Research Critiques Essay Example | Topics and Well Written Essays - 5000 words

Research Critiques - Essay Example Questions asked of the students determined their understandings of plagiarism, the hardships they had to undergo to avoid plagiarism, and how they have learned to write without plagiarizing.iv Phase two concerned the development of learning materials. The materials developed were evaluated with undergraduate psychology students, some of whom had participated in Phase one. Much like the focus groups in Phase one, the number of sessions was determined by the data.v The latter phase then incorporated the student feedback into the design of the learning materials. The research design included a number of processes whereby feedback was ascertained from students and teaching staff, to ensure the applicability and usefulness of the materials and their responsiveness to students' needs. The results of the study stated in Phase one represented the students' understandings of plagiarism particularly on defining plagiarism, difficulties in writing to avoid plagiarism, strategies to avoid plagiarism, and student suggestions for course improvement. The results in Phase two represented the development and evaluation of the learning materials. Based on the findings three tutorials and a 'tip sheet' were developed. The Tip sheet provided students with a practical guide on the definition of plagiarism and suggestions for its avoidance when writing [for this particular subject, psychology].vi Information is outlined on the following six areas: time management, note taking, critical reading, paraphrasing, referencing, and practice. The researchers finally proposed learning materials that sees a number of advantages over alternate methods of plagiarism reduction: 1) The inclusion of the materials into an introductory unit is preventive rather than reactive; 2) Providing all students with materials as a component of the course is a universal rather than selective approach; vii 3) The materials can be easily adapted to alternative teaching modes of delivery such as print based external and online modes; 4) The materials can be incorporated into units without changing the assessment, official unit outlines, and so on; 5) Although the materials were developed for psychology students, the materials could be adapted to meet the needs of students in other schools and departments; and 6) Once the materials have been implemented into the course, their advantages can be sustained without further staff time commitment. The researchers said the same cannot be said for the provision of additional tutorials, workshops, and programs outside of class time. Article 2 Storch, J. B;Storch, E. A; &Clark, P. (2002, Nov/Dec). Academic dishonesty and neutralization theory: A comparison of intercollegiate athletes and non-athletes. Journal of College Student Development. Retrieved February 9, 2006 from: http://www.looksmartgradschools.com/p/articles/mi_qa3752/is_200211/ai_n9165977#continue The purposes of this study were: (1) to examine the self-reported frequency of academic dishonesty in a sample of student