Sunday, March 31, 2019

Evolution Of The Global Automobile Industry Marketing Essay

Evolution Of The Global rail course political machinemobile Industry trade EssayBy the start of 20th century, the demand for cars started development but the cars were compose expensive, because these cars were manufactured and assembled with hands. Henry crossway introduced the legendary track position T which was the beginning of an era, where rase middle class could own a car. For the number star period, Fords Model T introduced the c at one timept of Assembly line in the go vault of heaven. The concept of mass payoff- steep record unhopeful-spirited variety- was brought into focus and this was do immortal by the words say by Henry Ford in his motorcarbiography where he says, Any node can consume a car painted any color that he wants so long as it is b miss.The era after the First World warf argon was known as the vintage era (1919-1930). The First World contend was a milestone, as unappealing body cars was put into doing in the 1920s and the technology of cable carmatic transmission was first conceptualised in this era. During the cracking depression in 1930s the account of carmobile manufacturers lightd drastic altogethery and consolidation in the intentness took place. The period 1930-45 was a slack period, leave off for demand from military forces for personnel shift. afterward the World War II, elephantine scale rehabilatation of war ravaged economies took place and this led to increased industrial activity and increased incomes. The development of self-propelled sector see opposite trends in different countries crosswise the world. America was known for manufacturing power ridden exalted cars atomic number 63 was known for manufacturing compact cars. This was also a period when start outing level of world trade made competition from outside manufacturers a in the bare-assed reality with which the motorcarmobile firms had to deal with.The modern era of motorcars (1980-2010) is the era which aphorism the m aximum action in the form of revolutionary architectural plans, compound performance and increased fuel efficiency. The oil shocks in 1973, 1980 and mid-nineties ensured that weenyer and more fuel efficient cars came to stay even in the American merchandise, which was known for its big cars and SUVs. With growing disquiet near the world roughly the consequences of orbicular warming, railway cars running on encourageary fuels became a reality. The world panoptic expert success of fomites running on cleaner technologies equal Toyota Prius demonst putd the approach of age of clean fuel cars.VINAYThe Global cable car Industry nowGlobal auto hubs atomic number 18 located in motley separate of Europe, America and Asia. Practically e very(prenominal) major country has one or more auto hubs. The maximum number of automobile hubs is in Europe with United Kingdom having 258 hubs, fol littleed by Romania with 197 and Finland with 83 hubs. United States of America has 47 a uto hubs and Detroit in the virtually famous one. Among Asian countries both India and china contract one hub each. Some of the major players in the merchandise and the number of fomites sell by them in the year 2009 callerNo. of vehicles soldToyota7,234,439G.M.6,459,053Volkswagen6,067,208Ford4,685,394Hyundai4,645,776Recession and Auto IndustryThe orbiculate automobile constancy was hit to a great extent by the economic crisis of 2008-09 and the effects ar still macrocosm felt on the sedulousness and the production. In December 2008 U.S. automobile gross revenue dropped by 37% compared to earlier year. The impact was felt on mixed companies across the world but major among them were the buy the farm auto companies of the United States namely for Chrysler, General Motors and Ford which were so hit hard that they applied to be bailed come forth by the United States. The auto industry annually contributes 3.6% i.e. 500 billion dollars to U.S.As total GDP. This 30% declin e in auto sales would mean a direct 1% decrease in the output of the country. The automobile industry has a total craft of 8.5 lakhs work force into manufacturing, and 18 lakhs workers in auto dealerships in the States. In December 2008, the auto industry bountyed an appeal before the political science for 34 billion dollars bailout package to avoid getting bankrupt. In January 2009, the government gave out $24.9 billion from the $700 billion of total bailout fund for the Big 3 auto companies.Combating RecessionSome of the measures taken by various auto companies and the government which were expected for the survival were that the government in china reduced its automotive taxes to spur flagging sales which actually happened. Seeing the falling production numbers, SBI reduced its inte relief rates on auto loans in February 2009.In the first few months of 2009, Tata Motors conducted a widespread marketing campaign announcing the debut of the Tata Nano. Nano was named the peoples car, and the Tata Motors hoped that the baseborn cost would be an advantage and motive behind customers to buy the vehicle in spite of the credit crisis. Unlike others, the South Korean auto come acrossrs saw it as an opportunity. The continued growth and success of korean companies is because of the fuel-efficient, sanitary-equipped and affordable cars having warranties and features. This attracted consumers from across the globe and that to at such a time when on that point was frightful economic respite, oil prices were raising at a tremendous rate and environment was an issue of concern for all and sundry. Thus South Korean auto manufacturers gave a strong competition to luxury vehicles and SUVs which were expensive and were from Japan, US and German auto manufacturers. In Europe sales had decreased drastically and views were expressed to back off the automotive industry financially, particularly in France, Ger some and Italy. change over auto fuelsToday seeing the chang es happening in the world at extended in terms of emergent oil and gas prices there is a growing trend among people to go for cars which are flyspeck and compact and at the selfsame(prenominal) time nurture no agree with the fuel efficiency and performance. callable to these rising concerns and awareness among the people with regards to ball-shaped warming and depletion of petro fuels, auto companies world over are trying to make use of alternate fuels like Natural gas, Bio diesel and Electric cars which are coming up to cater to the carrys of the modern customer. These alternate fuels are environmentally amiable and also very efficient and economical than the rock oil animal footd fuels.ARJUNEvolution of Indian Automobile IndustryDuring the 1940s and 1950s, the industry was characterised by socialist ideology. The interior(prenominal) auto industry was heavily protect and strange firms were barred from entry. The Indian auto companies kick-started their businesses b y moing know-how from opposed firms.Hindustan Motors and Tata engineering were in the business of manufacture and sale of power excavators, dumpers, bulldozers, and scrapers. The single passenger cars manufactured were the Ambassador by Hindustan Motors and post-mortem Padmini by Premier Automobiles Ltd. Heavy Commercial Vehicles were manufactured by Tata Engineering and Ashok Leyland. The Leyland Comet bus was creationness use by intimately of the state transport corporations.During the mid 1960s, the chiliad revolution movement im liberate up the agriculture in India. The internationalistic Tractor Company of India, a joint approximate amidst Mahindra Mahindra and the International Harvester Company, USA was established in 1963, during the green revolution. The economy was protected, and hence there was no innovation. The companies had limited licenses to produce goods. For instance, in the 1970s, to buy a Bajaj scooter a customer had to wait for 12 years.It was durin g the 1980s, the industry was warming up to delicensing in the auto sector. These policies were instrumental in establishing companies like Swaraj Mazda, a joint venture between Punjab Tractor Ltd., Mazda Motor Corporation, Japan Sumitomo Corporation, Japan. Delicensing removed the constraints on output, inputs, technology, and location. This helped poses to leverage on economies of scale, optimal input combinations, and newer technologies. Domestic consumption increased, as a solution of which the prepares were provided with the necessary stimuli to innovate, increase productivity and improve quality. State intervention need not always lead to misfortunate results. Maruti Udyog Limited (MUL) had extensive support of the bureaucrats. The Government of India helped MUL in matters like import clearances, land purchases and reduction of fall tariffs. Bureaucratic support notwithstanding, MUL had major advantages like economies of scale, first mover advantage, affordability, supp ort schemes and service networks.Since during the 1970s and 1980s, there was high degree of protection and regulation, the policies of the nineties like liberalisation led to a boom in the auto industry. Foreign multinationals produced technologically superior goods with guaranteed quality. The domestic market became increasely competitive. Hyundai has emerged as the second most Copernican car manufacturer after Maruti Udyog Ltd. (MUL) (SIAM, 2008). otherwise major players like Ford, General Motors, Toyota, etc move over also entered the Indian Market. line of descent http// graph shows a sharp increase in sales of automobiles since 1990s till 2000. The industry responded to the sharp increase in demand by dint of over capacity, enhanced RD facilities, advanced technology and logistics.Auto Hubs in IndiaIndia is said to put one across three three main hubs of automobile production.ChennaiIndia was recogniz ed by various companies as a electric car potential low cost base of manufacturing. One of the first companies set shop in India was Hyundai in 1996. It scouted for various sites across India and zeroed in on Chennai. Today it produces 6,00,000 cars every year. There are many other companies in the automobile sector that are present in and roughly Chennai. Some prominent companies areAshok LeylandCaparo groupFordBMWDaimlerMitsubishiHindustan motorsNissanRenaultRoyal EnfieldThe factors that made it possible for Chennai to become an automobile hub are give tongue to below-Readily available baseationMost of the plants are located in the place called Sri Perumbudur. This place has excellent connectivity, with plenty of land availability. One of the most outstanding reasons in favor of Chennai is the presence of a port. This serves the purpose of exportation cars and vehicles to impertinent markets without bottlenecks affecting the process. During 2008-09 alone Chennai port sh ipped around 146000 cars and this figure is estimated to grow at an exponential rate in subsequent years. As an alternative even Ennore port is being developed to cater to the growing demand. accessibility of proper banking facilities also contributed to Chennai being seen as an auto hub. handiness of proficient manpowerSouthern part of the country in general and Chennai in particular has an abundance of expert labor. On being asked whether he was able and satisfied with Chennai, the Ford India managing director, Michael Boneham, said, Yes, we are satisfied. You acquire a very fixed government and legislative environment. There is a transparent industrial insurance no matter which political party is in power. You have governments very supportive of the industry. The second thing is the availability of turn over. Educated reliable lying-in is the capacity of Chennai. Overall, we are very happy with our take care in Tamil Nadu. The higher up words testify the importance of skilled labor in thrusting Chennai to limelight. In fact government is trying to reorient the educational institutions in and around Chennai to tailor make their courses to suit the needs of automobile industry.Investment friendly investment industrial policyThe government of Tamil Nadu has been very forthcoming in providing all the institutional support necessary in the form of tax breaks and land at highly concessional rates. The most recent concession by the government has been to provide 300 farming of land to construct an automobile testing track, for the common benefit of all automobile companies in the vicinity, which is known National Automotive Testing search and Development Infrastructure Project (NATRIP) at Oragadam. . Power projects are being implemented on a fast track basis to cater to the growing energy needs from this sector.Abundance of suppliersChennai had some automobile industries even before the present automobile boom. This ensured that a wide range of supp lemental units for manufacturing auto components flourished alongside the main industry. Right from tyre manufacturing companies like MRF and Srichakra tyres to the new engine production plant by Hyundai. Chennai accounts for 35% of Indias auto appurtenant industry production. Such reliable supplies ensured that logistics for automobile companies becomes easy.PUNEPune was once known to be a pensioners paradise and a calm and quite city. Today it is one of the most important educational, auto and software hubs in the country. The city saw one of the first plants being set up by prime(a) Motors the makers of the once famous Premiere Padmini set up a plant in 1960s.Today the city boasts of many automobile. Some of them being as follows-Tata MotorsBaja two wheelwrightsForce MotorsMahindra two cyclists (formerly kinetic)Mercedes BenzGeneral MotorsMahindraMahindraFIATVolkswagenThere are quite a few reasons for the emergence of Pune as an alternative hub for automobile industry. These a re very much the same reasons as that for Chennai likea) proximity to urban prosperous markets like Aurangabad, Nashik, Mumbai and availability ofport in Mumbai.b) Availability of manpower.c) Favorable investment climate.d) Reliable auto accessary suppliesPune has a wide range of Tier-1 Tier-2 and infrastructure suppliers. Prominent Industry Players includes Bharat Forge which is one of the top forging companies in the world. Their Pune facility includes their HQ, Design Center and Manufacturing Facility.Another is Sandvik, which is a world leader in cutting tools. Their Pune facility has been around for to the highest degree 50 years.e) Research Institutes, Suppliers Infrastructure PlayersThere are sealed inquiry facilities that facilitate the automobile companies to conduct RD on a common political program and lower their costs.ARAI (Automotive Research Association of India) is a premier research and authentication institution for the automotive industry in India.PARI Robot ics Automation is one of the star industrial automation companies and have setup factory automation systems at many global manufacturing facilities. package and IT are increasingly playing an important rolecars and automotive manufacturing. Many leading global CAD/CAM/CAE Software Leaders are based in Pune. These includeSiemens (formerly UGS), PTC, Ansys. grand IT Outsourcing Players in this space in Pune include Geometric and KPIT Cummins.GURGAONGurgaon as an automobile hub is almost entirely based on Maruti Suzuki and grinder Honda. But it forms an important part of Indian auto hub because Maruti Suzuki has a market share of around 48% in the countrys passenger car market and annually it produces around 1 gazillion vehicles in its plants in Gurgaon and Manesar. The Gurgaon- Manesar stretch accounts for around 43% of the annual passenger vehicle production of 2.3 million in the country. ab initio gurgaon was selected as a site in 1981 for setting up the Maruti-Suzuki plant du e to its proximity to New Delhi-the political capital of India. Slowly ancillary industries serving Maruti developed over a given period of time. Due to unprecedented economic growth gurgaon developed into a satellite townspeople of Delhi and infrastructure in the gurgaon-manesar stretch developed phenomenally. Maruti Suzuki expanded its plant from time to time to meet the growing demand.The established ancillary industry and readymade infrastructure available acted as a draw for another major company, Hero Honda. In 1984 Hero group tied up with Honda motors of Japan to rear the Hero Honda group for manufacturing two wheelers in the country. Today Hero Honda group produces around 3.9 million bikes from its three plants and the two plants around Gurgaon alone are estimated to produce 3 million bikes an year. Hence Gurgaon today houses the largest two wheeler manufacturer and the largest passenger car manufacturer in the country.THE INDIAN automobile INDUSTRY TODAYThis years Delhi A uto Expo 2010 exhibition showed strength of Indias automobile Industry, where the Indian company Tata motors presented products ranging from worlds cheapest car Nano to the expensive luxurious panther XJ model. Global luxurious car players like Toyota, Honda, and Volkswagen announced to launch small cars especially for Indian market. Globally auto companies are facing a number of problems in the form of rising labour costs, saturation in developed markets etc. With so many problems facing the industry they started aspect towards the developing nations as a possible base for manufacturing. India and china emerged as a natural choice for these companies with their huge and cheap workforce, investment friendly policies and huge domestic markets. India more so, due to the solid engineering and technical base that was institutionalized since the 1950s in line with Jawaharlal Nehrus policy of scientific temperament. Today India has emerged as a favoured destination for manufacturing sma ll cars both the export market and for domestic market with 4.12 lakh small cars being exported from India in 2009-2010.Even the heavy commercial vehicles sector in India has grown by leaps and bounds which till 2000 was almost a duopolistic market with nevertheless TATA and ASHOK LEYLAND being the two players. But with the economic activity in India in generous swing foreign manufacturers like Kamaz, Volvo and Mercedes Benz have entered the country to set up a manufacturing base. Two wheelers have been the mainstay middle class transport and is the largest automobile share by volumes in the country. Indian two wheeler market is dominated by domestic players and foreign players except Honda have not been able to penetrate the market.Now there are various reasons why these Auto giants are concentrating on India in recent years.1) long untapped domestic marketLess than 1 percent of the state of India currently owns automobiles, which is a much smaller similitude as compared to the rest of the South-east Asia region. Also the large size of the middle class with increasing purchasing power and the youthful population as in India the highest proportion of population is below 35, there are huge opportunities to tap the rising demand in domestic market.2) quality manpower at low costAnother advantage is availability of talent and skills at low cost. The concept of employ India as an export hub is on a lower floorpinned by its low labour and engineering costs. Indian engineers had considerable skills, and could make improvements quickly and cheaply.Bajaj Auto once dependant on Japanese giant Kawasaki but soon found that its own RD produced far better bikes for Indian conditions.Suzuki hired team of 25 engineers from India to Japan to develop new model Swift, which was big success in Indian markets.Tata Motors created the Nano, the worlds cheapest car, making the world sit up.Nissan-Renault in collaboration with Bajaj Auto are developing ultra cheap car.All ab ove and many more examples proved the capability of and quality of skilled manpower in India.3)Relatively Secure Market For Global Auto major(ip)sHonda and Suzuki were the first foreign auto players to have venture with Indian companies Hero and Maruti in 2 wheeler and 4 wheeler segment respectively. The ventures were huge success and proved beneficial for both the companies. Hero Honda emerged as worlds largest manufacturer of two wheelers since 2001. Maruti-Suzuki is the only Indian company to achieve sales target of 1 million cars in single year 2009-10. During US recession time when the global auto sales was dwindling, the growing Indian domestic market sales helped both companies Honda and Suzuki to sustain and remain profitable. At that time, the world recognised the potential of Indian automobile market.4) Need for collaboration with local partnersThe Indian car market is highly price sensitive. This presents difficulties in pricing and positioning of product. The market lead er, Maruti Suzuki has largely used its pricing power to maintain its dominance in the A and B segments where it prices most of its products lower than its competitors. This forced global Auto majors to adopt different strategies for Indian market. Many of the global companies started collaborating with already established Indian auto companies to understand the need of local customer better. For e.g. Toyota-Kirloskar collaboration.5)Rising income levelsPrivate and public sector salaries have risen at healthy chip during the last few years. The sixth pay commissions and fiscal excitant have boosted overall wages. This helped to keep sales growing despite of recession and rising Inflation rate. Commercial vehicles showed highest growth of around 38% in current year 2009-10 over the previous year. While overall sales grown at around 26%.6)Export base to emergent marketsIndia is emerging as global manufacturing hub for small cars. Indias vast domestic market and the large pool of tec hnically skilled manpower are the magnetism for the foreign Auto investors.The country is likely to export its small cars to emerging markets like Brazil, Argentina, Europe, Malaysia, and South Africa. These nations are in fact fast emerging as huge small car markets.Hyundai Motors, in 2008, exported 240,000 cars made in India and expecting 50 per cent of its 600,000 unit production in 2010 to be exported. The company currently exports to 95 global markets.Maruti is targeting at the SAARC region and West Asia as newer markets and is aiming at 30 per cent exports of their production.Another player, Nissan, which has a collaboration with Maruti for, exported 65,000 units of A-Star to Europe in 2008-09.India has overtaken China as a car exporter in year 2009, exporting 201,138 cars in January-July 2009 against Chinas 164,800. Indian exports in this period went up 18%, fleck Chinas fell by 60%. Of other big Asian exporters, Koreas exports have fallen 31% and Thailands 43%. In a terribl e global recession, India is the only country with zooming exports.Domestic Market ShareAutomobile sector is one of fastest emerging sector in India. The Indian automobile industry today boasts of being the second largest two wheelers manufacturers in the world, second largest tractor manufacturer in the world, fifth largest commercial vehicle manufacturer in the world and quartetth largest Car market in Asia.In India, volume wise the domestic automobile market is leading by 2 wheeler segment which comprises almost 76% of total sales.Figure As per Society of Indian Automobile ManufacturersImpact of Automobile Industry on Indian EconomyThe industry currently contributes about 7 per cent in Indias Gross Domestic Product (GDP) and 5 per cent in Indias industrial production.It is targeted to grow fiverfold by 2016 and account for over 10% of Indias GDP.After Government announced 100% FDI into automobile sector in 2002, pass out of investments offered by foreign automaker companies. E ven as the auto industry in developed countries fontd serious financial problems bailed out by the government, the Indian automobile sector is consistently attracting attention global investors. Indian Auto sector of showed 70 per cent growth in foreign investment. The FDI inflows have increased from USD 675 million to 1,152 million in FY 09 over FY 08. Atleast five million jobs will be created by 2015.TAMSEPRESENT CHALLENGESInfrastructureAfter liberalisation, many foreign players entered into Indian market. At the same time, Indian assemblers have augmented their production capacity. But the main road block for them was poor road infrastructure. The cars are of superior quality and more fuel efficient. Indian consumers have the purchasing power but are not unstrained to buy the cars owing to narrow roads, lack of connectivity between cities, poor road conditions.ClassLength in KMNational Highways/Expressways66,754State Highways128,000Major district roads470,000Rural other roads2 ,650,000Total (approx)3,314,754India, with almost 3 million kilometres of roadways, has the third largest road network. But this network is under huge pressure and needs modernisation. Lane capacity is abysmally low and only 16% of roads are four lanes and above. 40% of villages lack access to all-weather roads. Additionally, Indian ports would need of import upgrades to handle high volumes of vehicles.Human ResourcesReducing number of Mechanical engineers The new wave of IT, Electronics and communicating has shifted the preference of students from core Mechanical engineering. Many of the Indian institutes have closed down ICE (Internal combustion Engineering) departments and reduced the intake of Mechanical Engineering seats.Shortage of semi skilled workers There is also an urgent need to improve the quality of skilled and semi skilled manpower workings in the auto industry. To do this, the existing vocational educational institutions have to be upgraded and more number of such institutes should be started. Today, most of our vocational educational institutes have poorly trained, unmotivated and uninspiring teaching faculty, and noncurrent equipment, machines, syllabus and governance system.Shortage of human resources in auto design Creative people do not get the proper knowledge in automobile components design, which is the main reason why India has to import designs. We have very few design institutes and their creative output is minimal for the Indian Automobile Industry.Rising oil priceGdollar barrel.pngInternational price of crude oil is rising sharply. This can be a severe blow to the growing economy of India. Also the rise in oil prices will impact the automobile industry. But at the same time, it will lead to the development of alternative technologies. Indian companies should spend significant amount on RD of alternative fuels to remain in the competition.Weaknesses of the various players in the Indian automotive industryThey are classified in f our different categories (1) Indian Assemblers, (2) Multinational Assemblers (3) Indian Component Makers, and (4) Multi-national Component Makers.Indian Assemblerslack of product design capability (except TELCO)Multinational AssemblersLack of experience with the Indian market, industry, and government. undersize component supplier basehigh import tariffsIndian Component MakersSmall Size, FragmentationLack of know-how in certain areas.Multi-national Component MakersImport tariffs, currency exchange rate fluctuationsInexperience with Indian workforceJYOFuture of the Indian Automobile IndustryKey research highlights projected till 2015Market Research has shown that passenger car production in India is projected to reach 3 million units by 2015, with a CAGR of around 10%. The export of passenger cars is estimated to rise more than the domestic sales. Passenger cars and 2 wheeler segments are estimated to grow at between 10-12%. Rural Market of two-wheelers is expected to exceed 10 Milli on units. Auto component exports are likely to reach double digit figures. Indian Auto sector is expected to become the worlds third largest automobile market by 2030, behind only China and the US.To compete at a global level, the factors that need to be improved areDesigning, engineering and technical skillsQuality systemsAdaptability to change in technologyRisks that auto manufacturers may face in futureA global subnormality can attachment the prospects of the industry. Due to the global meltdown as healthy as the slowdown of the Indian economy, the demand for automobiles has seen a slump. Although it is now picking up. This is because of the cyclical genius of automobiles, which rises and falls with the condition of the economy. Volatility in the prices of metal and other raw material such as plastics and vinyl is a cause for concern. be of Natural rubber may continue to rise by 25%, causing tyre manufacturers to hike their rates, which are affecting the industrys cost compe titiveness. competitor from other developing economies may strain margins of Indian manufacturers. As the rupee appreciates, exports could become costly.Future possibilities in the sectorExports Increasing the share of exports in the sources of revenue- Korea, South Africa, Thailand and Latin America i.e. basically expanding into varied regions will concede more revenue for the sectorLuxury cars They usually cost above Rs. 20 Lakh and are also a big segment in India. The big three of Luxury cars in India are major players are BMW Mercedes and Audi. Rolls Royce and Volkswagen are expected to make their way into Indian markets. laxation of Import Tariffs will help reduce prices of luxury cars and in turn help its growth.Electric cars In the past decade, there has been increasing concern towards the environment. This includes the erosion of non renewable resources of energy such as petroleum. The pioneer of the electric car in India is the Reva (a JV of Maini Group India and AEV Ca lifornia) in 1994. Companies must gain to shift to environmentally friendly vehicles. For this advanced technical skill is required. By the end of 2010, the electric version of GMs Spark is expected to be launched. small cars with improved fuel efficiency Rising prices of oil as well of environmental concerns will push manufacturers to better fuel efficiency of their vehicles. Small sized cars are more fuel efficient as well as better suited to Indian roads.Alternative fuels Vehicles need to be manufactured with the ability to run on fuels such as Ethanol, Propane or bio-diesel. Technical research must be made extensive on these. However, there are still some governmental restrictions on using ethanol as vehicle fuel. There is scope to use such fuels if and when government policies are relaxed.Hybrid technology A combination of IC engines as well as electric motors can be used to make hybrid vehicles. However, due to the high premium of 50-60% this may be preferred only by car owne rs and not commercial vehicle owners.The table below shows where manufacturers must place themselves in order to be players in the global markets. Indian Manufacturers must move towards becoming Contenders or Extenders.increase in sales in rural

Human Resources Management And Persistent Approaches Commerce Essay

benignant Resources watchfulness And intr dissembleable Approaches Commerce judge world option way has become a persistent and handsome approach to the wariness of duty in an extensive range of m trick economies. In concern of management theorists and for legion(predicate) managers, HRM is the imperative to the survival and handment of organisations in the twenty first century. According to Peter Drucker (1993), defines one single, unsubdivided idea that battalion their skills, knowledge and creativity- atomic number 18 the get wind resource for sparing and organisational success i.e. the knowledge- based economy.Despite the popularity of the term HRM, there is still no univers totallyy agreed definition of its meaning. According to Watson (2002369) suggests that a rather messy emplacement currently exists whereby the term HRM is used in a confuse variety of ways. In its broadest sense HRM can be defined as a generic term to describe any approach to managing peo ple whereas Boxall and Purcell (20031) described HRM as all those activities associated with the management of employment relationships in the unwavering. Though, HRM comprises a untested approach to managing people that is extensively different to more naturalized practices. Even there argon number of perspectives which make HRM distinctive. However storey (19955) defines HRM as a distinctive approach to employment management which seeks to achieve competitive payoff through the strategical deployment of a highly perpetrate and capable workforce, using an array of cultural, structural and forcefulness techniques. Whereas related to strategic nature of HRM, Buchanan and Huczynski (2004679) approaches HRM as a managerial facetive, which argues the need to establish an unified series of personnel policies to victuals organisational outline.Two main modification of HRM were adjudge early in scho getic discussions of HRMAccording to (Guest, 1987 storey, 1992)Hard HRM with an emphasis on the Strategies of cost minimisation (e.g. low wages, minimal teach, close supervision), Quantitative vistas of managing gentle resource as an economic factor in return (e.g. in lean production- downsizing, work intensification).Soft HRM approaches aimed at enhancing the Commitment, Communication, Motivation, Quality, leadership and flexibility of employees. strategical HRM-A strategic approach to Human Resource management has gravid appeal, According to Johnson and scholes (1997) describe strategic HRM in concern of championship and management as the direction and s roll in the hay of an organisational everywhere the endless term, which ideally matches its resources to its changing surround, and in sidetrackicular to its grocery stores, customers and clients to meet stakeholders expectations. strategical decisions in management be exchangeablely to be concerned withEnduring direction of the organisation accomplishment of the organisations deedsIdentical o rganisations deeds to its environment (i.e. PESTLE)Identical organisational deeds to its resourcesThe Harvard archetype of HRM- stock Beer et al (1984 p.16 Map of the HRM territory)Long term consequencesIndividual fountainhead -beingOrganizationalEffectivenessSocial come up- beingHRM Policy choicesEmployee invitesHuman resource flowReward systemsWork systemsHR OutcomesCommitmentCompetence congruity follow forteSituational factorsWorkforce characteristics clientele outline and conditions forethought school of thoughtLabour foodstuffUnionsTask technologyLaws and societal valuesLaws and nonsuch types of Human Resource Management-CharacteristicsHuman resource managementStrategic natureDealing with twenty-four hour period to day issues simply proactive in nature and integrated with another(prenominal) management functions.A deliberately long-term strategic view of Human resourcesPsychological ContractBased on seeking willing commitment of the employeeJob designTypically team-b asedOrganisational coordinateFlexible with core of key employees surrounded by peripheral cells last degree of protrudesourcingRemunerationMarket basedIndividual and/or team operationPay for contribution recruitmentSophisticated recruitment for all employees unassailable internal labour market for core employees. Greater corporate believe on foreign labour market for non-coreTraining/ increase change into a erudition and development philosophy transcending romp related training.Strong emphasis on management and leadership developmentA watch outing organisation cultureEmployee relations perspectiveIndividualistic high trustOrganisations of the functionLargely integrated into line management for day to day HR issuesSpecialist HR base to advise and create HR policyWelfare occasionNo explicit welfare roleCriteria for success of the functionControl of HR costs,maximum utilisation of HRM over long termSource adapted and developed from Guest (1987) street corneral-Organisations have been focus to enormous stress over the past fewer years, with foremost principal structural changes in industry some successions obscured stool the short or long-term issues of ceding back which in other haggling can be described as the circumstances of the economy run down a extensive cut in the GDP, Employment and craftsmanship ( bloodline).In numerous ways, recessions are a motivating natural test to examine. According to Paul Geroski Paul Gregg (1997) describes recession involve a study(ip) decline in demand sustained over a true period of time, it run some organisation far more than others and they are exogenous to the proceedings of respective(prenominal) organisations. The reduction in demand is most important and sustained means that those organisations that are deficiently unnatural by a recession are expected to be rethinking the all important(p) premises of their competitive strategy. The rating between the strategy and composition of organisations who are exceedingly harshly affected by a recession with those less harshly affected adorn with indication on what composes a few organisations more susceptible to surprises them others, and on the toughness of diverse strategy choices and diverse organisational constitution to changes in market conditions.As a consequences recession also throw at least(prenominal) some useful luminosity on how organisations counter to unpredicted changes in demand. Additionally the effects of recessionary demand surprises are unavoidably reassigned turn to labour markets.Current scenario of recessional-According to Mike Schraeder and David J. Hoover (2010) the orbiculate economy has experienced massive confront in the previous twain years as condescensiones have struggled with sparely insoluble financial crises which discover a shocking compilation of industries that have closed a business, economize, or occupied in other strategic indispensable in the travel for survival. leaventially , there is a number of substantiation that the influence of the global crises maybe will be deteriorating. Moreover, organization and their leaders are now confront with the harsh certainty of demanding to recuperate from the shock of these crises, whereas concurrently creating divisions that are skilled for competing effectively in a decrepit global environment.Cost-effective aspectPeak to through so farReal GDP simplification3.7% real decline from December 2007 until June 2009 totalling $500 billionPersonal Incomeindividual wages declined by $339 billion from mid-2008 to the 1st Qtr of 2009InvestmentFixed enthronisation has declined by $543 billion, or 24%, since December 2007UnemploymentThere are8.1 one cardinal million less people employed today than in 2007Industrial deedHas fallen 12% since 2007BankruptciesNational bankruptcies have risen from 800,000 in 2007 to 1.4 million in 2009, a 75% increaseTradeExports and imports declined by 22% and 31%, respectively, between Ju ly 2008 and June 2009CurrencyThe USD has fallen 17% in the last year versus a basket of reality currenciesBank Failures140banks failed in 2009, with700 banks in danger of failing, according to the FDICSource stinting Recession, Depression, or arrogant breakdown (Economics/ Recession 2008-2010) by jam Quinn, (March fourth, 2010) available from Internet uniform resource locator http// Economic Recession, Depression, or Systematic breakdown (Economics/ Recession 2008-2010) by James Quinn, (March 4th, 2010) available from Internet URL http// Economic Recession, Depression, or Systematic breakdown (Economics/ Recession 2008-2010) by James Quinn, (March 4th, 2010) available from Internet URL http// of recession on lift of gl obal/ domestic organizations-As per given data in graphs of above mentioned, the major area to focus in concern of HRM is unemployment, during ending phase of 2007 employer were recruiting employees without forecasting the demand of prospective which results into redundancies/ unemployment, pipeline insecurity, demotivation, stress , depression, reduced flexible works hours and increase in responsibilities on functional employee in the organisations also.Whereas James Quinn (2010) describes a depression is categorized by irregular enhance in unemployment, a decrease in the accessibility of credit, extract productiveness and venture, frequent liquidation, condensed marriage of business and exchange, as swell up as extremely explosive proportional currency price variation, mostly depreciation. Price devaluation, economic crisis, and the stock market/ bank collapse are also universal fundamentals of a depression.According to Sally Walters (2009) International national Downsize/ recession related issuesBusiness environmentBusiness closuresRedundancies alteration in terms and conditions of employment capital flow complicationsDeficiency of creditReduction in the value of currentConsolidationCondensed marginsPublic overheadsRecover costs and competencesRecruitmentEmployee revenueRecruitment complicationsAged employeesSkill developmentUnderstanding future complications when economy get weaving to riseFacing difficulty to invest in skill developmentTrainingCompact training obligationEmphasize the specific need of businessLack of apprentices in young employees in concern of employment prospectsHRM Strategic perspective in concern of recession (issues)-According to David Hussey (2002), during recession there are no simple solutions and, success will depend, as always, on the soundness of the strategic decisions taken by top management, and top executive of the organisation to implement those strategies. This would push the Human resource phase of the business to the forefront, even without the additional difficulties of sustained revolutionize and the demands. HRM, which is already very dependable in many organisations, requires to be obsessed by the business requirements of the organisation, but without losing prospect of the decisive value and significance of people in qualification strategies turn out to be reality.While look for to come out from the recession, companies perspective in concern of HRM (issues which has been taken by companies/ organisations to survive in time of recession)Redundancy/ Job cutsCost retrenchment and downsizingHiring freezesModification in terms and conditions of employmentLaying off temporary/ part time employeesCondensed training dedication freeze outs in previously planned Pay, Incentives and reward policiesEnhance the use of premature retirementRestructureReduction in employee hoursAffecting employees offshoreEmployee revenueHR department should obtain into delineation barely the liable effective ness of their deeds but also their apparent impact on employee commitment.HRM activities in relation to HRM outcomes and performance (under perspective of recession)-IssuesImpactsSolutions peremptory Implications ban ImplicationsRedundancyCost retrenchment and downsizing,DemotivationStressDepression recall the employee in state of increase in demand,Contract based employeeEmployee skill perform well canvas to previous performanceFluctuation in employee working hoursEmployee might not have commitment and loyality towards organisation or might lose trustLess work commitment, Insecurity in aspects of full time employeesReduce pay, incentives and change in reward policiesFreeze on promotionsLow motivationLow motivationLess employee assignment and commitment, trustOffering rewards by increasing pay/ incentive/ bonusPerformance appraisal for highly skilled employee and core employee of the organisation to accommodate them in trust and motivatedIt might have significant affect on empl oyee performanceMotivationDedication towards workEmployee combat and commitmentIt might only motivate few employee in organisation, as silver is always solution of short term details,Appraisals are sometime demotivated high-pricedMight also affect on cost cutting strategy of organisationReduction in training commitmentDecline in leadership and learning development,Poor performanceProvide continuous expediency training course of instructionsDevelopment in knowledgeSkill enhancement priceymight not be effective for all employeesIssuesImpactsSolutionsPositive ImplicationsNegative ImplicationsRelocate/Redeploy transfer of employee (domestic as well as globally depend upon organisationLow morale, insecurity in concern of job, cultural disputeProvide social network,Provide comfortable zone by management ,Provide facilities and benefitsDepend upon individual behaviour of employee it might goes well as employee will get exposure and it might help to learn different cultural/ countryw ide organisation strategies and guiding principle pricey but sometime it is not possible in real world to do so.Depend upon employee individual personality to have capability to repugn up with different cultureLaying off part time/ temporary workingWorkload,Less employee engagement towards work and commitmentProvide a more flexible alternative to full time employee, treat temporary peaks in demandCost effectiveTo protect the job security of core employeesTo cover for holidays and sickness absenceMight not be effective for all industry expertiseDepend upon contextualities of the situationHRM strategic prep and sustainable execution for current market conditions prospect economy crisis-Indicates in accomplishment planDescriptionStrategic intendStrategic personnel forecastLink employees scheduling with business strategy by establishing demand and supply circumstances by employment septProductivity controllingLaunch a innovative efficiency metrical such as worth additional per in dividual to administer productivity programsWork force variantEmployees flexibilityExploit working-time implements like genesis work accounts, vacation programs, and engagement with unionsEmployees reductionAmend employees size to the refreshful economic environment with respect to job category forecastsHuman resources Cost managementOptimize workforce cost programs by converting cash inducements to noncash onesPersistent recruiting of key workforceEmploy top applicants for assignment- decisive jobsHR and performance improvementsRestructuring the HR organisationsMeasures all HR actions to certify superiority throughout bunching outgrowth optimization, and ascendancy care forPerformance managementSupport performance process to the refreshed environment by discarding interim observations and implementing enduring philosophysustainable implementationsEmployee EngagementFocus on such values as veracity and trust and start an initiative to bring discipline and motivation into bal anceLeadership CompetencesCoach leaders to evolution from intensification to crisis with workshops, colloquy process, and support from top managementModify managementEstablish best-in-class support by illumine accountabilities, enforcing transparency, and soliciting employee feedbackInternal and outdoor(a) communicationOrganize a comprehensible communication strategy and methods that target decisive stakeholdersSource Rainer Strack , Pieter Haen et al. (March 2009) Creating people in advantage in times of crisis how to address HR challenges in the recession. Boston consulting group European association for people managementFor visionary companies who wants to develop state-of-the art nation development in the existing environment-In todays capricious environment, the HR department is frequently dragged in numerous directions. According to Rainer Strack), Pieter Haen et al. for illustration, specializer recruiters who usually focus on hiring may need to take on other HR tasks, s uch as managing the introduction of shortened working hours.Strategic personnel forecast predict future scarcity to vex capabilitiesPerformance management shift from diminutive to extensive term approachesEmployee engagement attention on motivation and accountabilitiesLeadership competences endow leaders for lush conditionsModify management splice a methodical, cascading approachInternal and external communication talk the walkStrategic planning-Strategic personnel forecast predict future scarcity to reorganize capabilitiesGenerally organisations do not fully comprehend how downsize will influence their demands for individuals and how layoffs will influence their prospect. Even if the economy prolongs to depreciate, the majority of companies will still features lack in precise jobs. To overcome from this Rainer Strack), Pieter Haen et al. suggests that companies have to evaluate their employees by generating job categories with correspondent expertise requirements. While in dis pensation these companies will capable to categorize presumptive scarcity in skills as well as pockets of competence where prepare opportunities exist. Once companies will key their requirements for job category, companies might discover smarter and longer term preference about their employees.productivity controlling progress from excitant to outputOn the whole HR departments do a high-quality job of determining headcount, human resources costs and relative inputs.Work force adaptation-Employee flexibility generate reversible circumstancesCompanies expecting to recuperate from the current downsize should attempt to establishment headcounts method with built in flexibility moderately than layoff employees particularly in those marketplace where employees diminution are expensive and time intense.Employees reduction be suspicious to grave in the accurate placesCompanies whose businesses are in extensive decline require, thinking the steps that are additional enduring, like layi ng-off full time employees. Companies have to identify the core employees who should be engaged.Human resources cost management produce inventive reimbursement modelWhereas companies may be a flexible or restructure strategy, the action might be in several ways like relating to wages, deferring bonuses etc.Persistent recruiting of key workforce promote talentIn this consumers marketplace, elegant corporations are worried fortitude key employees from competitors or the marketplace.HR and performance improvements-Restructuring the HR organisations be leanHR department requires being highly effective and efficient in scenario of downturn, otherwise it will affect on trustworthiness temporary hookup HR will endeavour to lead individuals proposal elsewhere in company.Performance management shift from diminutive to extensive term approaches at once Companies have a major chance to standardize their performance management and incentive methods to extensive term business objectives that might expand new significance, such as growth and sustainable business traditionsSustainable implementation-Employee engagement attention on motivation and accountabilitiesEmployees are most essential and effective assets of company when they are motivated while working in well-organized system. In downsize, it is tough to achieve balance between motivation and well organized system due to unavailability of promotion and high wages.Leadership competences endow leaders for turbulent conditionsLeadership is motivating the corporation to characterise its commencement of superlative performance. In time of crisis organizations are arranging training for their mangers to coach them how to lead in tough times.Modify management espouse a methodical, cascading approachCompanies requires clear agenda and sustained and meticulous program management. HRM needs to create schedules, metrics and clear accountabilities to mobilize the establishment.Internal and external communication talk the wa lkIn organisation working environment one to one communication, an open door policy and active sense of hearing skills all are significant.Conclusion-Though it is perplex for HR to recognize techniques and HR practice that promotes a environment of modernization in support of the organisation objectives. Present scenario of downturn has enormous impact and creates challenges for all departments, production units and workforce within organisation. HRM top management is itself in crucial situation they have to rethink about their previous strategies before recession and compare it to the enter scenario of crisis, then need to implement in concern of present situation. There is enormous requirement of critically analysing the strategies and necessitate to structure the new strategies undertaking consideration of employees supply and demand, maintaining employee engagement, developing forefront for leaders to dish for survival in crisis for companies and employees in tough time and restructuring the organisation and HR as per obligation of businesses. Work force might respond to the complicated situation like downsize positively if their leaders are truthful, straight and gentle about the complications and generate enthusiasm about the prospects.Recommendations for Managing Human Resource Management in downsize/recession in addition to foremost prospective-In present scenario of global as well as domestic organisations, many of countries are coming out of recession, not fully because there are still uncertainties how stable the global market is however nobody has firm scenario when will the next recession occur, since still companies are trying to cope up with economy crisis in few aspects.According to Rainer Strack , Pieter Haen et al. (2009) the first hazard of a downturn is people the employees, on whom the fortunes of a company rest. Companies do whatever they can to get costs under control, and they often act swiftly by cutting employee hours, imposing a hiring freeze, and taking other steps that affect their employees.In perspective of HRM there are hazards for corporations that engrave their employees too swiftly. While individuals may emerge to be in immense contribute today, the demographic wave will soon twist. Whereas Rainer Strack , Pieter Haen et al. (2009) elaborate further their point by saying the talent pool is poised to shrink, as the baby boom generation retreats into retirement and as younger and similar generations enter their prime working years.Look for ways for cost effectiveness without laying off work forceReallocate employees wherever apparentKeep on fostering and emergent employee talent/ capabilitiesAll decisions must(prenominal) have taken under consideration of suspicious personnel planningEnsure that company pursue the legislative dismissal course of action to the correspondence if company necessitate doing redundancies.Let remaining employees know that they are valued, essential and essence of compa ny.References-Beer, M., Spector, B.,Lawerce, P.R., Mills, D. And Walton, R.E. (1984), p.16 Managing Human Assets, New York Free PressBoxall, P. and Purcell, J. (2003), p.1 dodge and Human Resources Management, HoundmillsPalgrave MacmillanBuchanan, D. and Huczynski, A. (2004), p.679 Oraganizational Behaviour, 5th edn. HarlowFT/Prentice HallDrucker, P. (1993), Post capitalist Society, Oxford Butterworth-Heinemann.Geroski, P. A. Gregg, P. (1997), p. 2-3 Coping with Recession UK Company Performance in adversity, United farming Cambridge University press (eBook resource available from internet URL http//, D. (1987), Human Resource Management and Industrial Relations, Journal of management studies, 24, 5 503-521Hussey, D. (2002), p.5 Business Driven HRM, New York Wiley Sons ltd.Jhonson, G. and S choles, K. (1997), Exploring Corporate Strategy, London Prentice HallQuinn, J. (2010), Economic Recession, Depression, or Systematic Breakdown, E- Resource Article published on Mar, 4th 2010 available from internet URL http//, S. Haen, P. et al. (2009), Creating People Advantage in magazine of Crisis How to address HR challenges in the recession, Journal of Mangerial psychology, Publisher Emerald Group create Limited, E-Resource available from Emerald.Schraedar, M. and Hoover, D. (2010), vol.24, 2 p.11-13, Enhancing Organisational Recovery in Tough Times a pragmatic perspective, Development and Learning in Organisations, Publisher Emerald Group publishing Limited, E-Resource available from Emerald http//, J. (1992), Developments in the Management of Human Resources An Analytical Review, London Bla ckwellStorey, J. (1995), p.5 Human Resources Management A tiny Text, London RoutledgeWalters, S. (2009), p.5-8 The Impact of the Economic Downturn on business and skills in England, Journal of Social Economics, Publisher Emerald Group Publishing Limited, E-Resource available from Emerald.Watson, T. (2002), p.369 Organising and Managing Work, Harlow FT/Prentice Hall

Saturday, March 30, 2019

Analysing Jamaican Creole Through English Language Essay

Analysing Jamai arse Creole Through side of meat Language renderCreoles eject be gener solelyy defined as genuinely multi spring languages, which emerged from the blending together of two or more different languages and became the mother tongue of a new generation of speakers, acquiring the full frame of communicative functions that a native language needs (Svartvik 2006 p.183). Most Creoles actual as a result of colonialism and lived side by side with the preponderating language. As a consequence, these contact varieties were reduced to lower functions and seen as pervert or broken forms of the language from which they derived. Nevertheless, since postcolonial times, there has been a shift towards the identification and acceptance of field languages and identities, which has given rise to a new emplacement and opportunities for those stigmatised varieties (Schneider 2007). Jamaican Creole, generally have a go at itn as Patwa, can be considered as a good example of Englis h- stalkd creole which has begun to over be stigma just somewhat its example and be recognised as a fully substantial language, as well as a symbol of Jamaican identity operator ( Schneider 2010 p.102).Jamaican Creole has its descents in the late 17th century, when British colonize the territory (1655) and imported slaves from westward Africa to work in the plantations. Those Africans soon started to number white race and became the linguistic models of the new slaves, contributing with this to spread the creole (Schneider 2007). During the decades of colonialism, Jamaicas language and culture were dominated by the British norms. In this sense, Standard English was considered as the highest conversion, acquired through formal education and apply in public and formal scene (Devonish and Harry 2008 p. 256) for its part, Jamaican Creole was stigmatised as a bastardized distortion of English, to be avoided at all costs in public discourse (Schneider 2010 p.102). After ind ependence in 1962, a sense of nationalism emerged and led to new attitudes towards Jamaicas national culture and language. However, this way for acceptance was non easy and Jamaicans had to fight against prejudices and an exonormative orientation which favoured the Standard renewing without taking into account realities of language use and the Jamaicans identity (Schneider 2007 p.234). The figure of Louise Bennett may be used to represent the spirit of this decimal point and can help us to understand the current linguistic bunk in Jamaica. Therefore, taking unity of the Bennetts most famous meters covering to Africa (1966), we are going to analyse the feature articles of Jamaican Creole, as well as the reason that led the poet to use this variety and the ideas she wanted to transmit.The poem deals with a young lady, called Miss Mattie, who wants to go rump to Africa because she thinks that her homeland is there. The poetic voice develops a group of arguments to try to per suade the girl not to emigrate to that upright and, at the said(prenominal) time, offers the reader a good description of Jamaicas essence.Firstly, Bennett presents Jamaicas population as a combination of different cultures () you smashing large(p) large/ Granma was African/ But Mattie, doan you big gravid large/ Granpa was Englishman? ()/ You social unit generation ()/ oonoo all is Jamaican According to Holm (2000 p.93) Ethnic origin of the population in the 1960 census was 76% African, 15% Afro-European, 3.5% East Indian, 1% European, 1% Chinese and 3% other. Nowadays, it is estimated that over 90% of Jamaicas population are of African origin (Schneider 2008 p.610). Secondly, the poet alludes to Jamaicans facial brags and colour, which reflect their African hereditary pattern and distinguish them from English people oh, you view the countenance/ and between you an de Africans/is great resemblance. Therefore, Bennett introduces in this poem the defining characteristics o f the Jamaican population their hea thusly melting pot and their strong African roots.Finally, the poetic voice claims that the girl does not need to look for her homeland because Jamaica is already her home you dah go fe seek you homelan/ for a right deh so you deh. In this sense, the poet considers that the real homeland is the place where one is born, rather than the country of genetic origins. In the same vein, Bennett excessively seems to encourage Jamaicans to accept their African heritage and make the island their own home, as it is the only way to achieve self-identification do Sure a whe you come from so you got/ somewhe fe come back toRegarding the language, the poem is entirely written in basilectal creole. Jamaican Creole has West African languages as its substrate (Startvik 2006 p. 183) which means that languages from Akan, Kwa and Buntu families are likely to redeem influenced part of Jamaican basic grammar and pronunciation (Patrick 2008 p.610). In this sense, a s it can be seen in the poem, Jamaican Creole shares several characteristics with the rest of Atlantic Creoles and differs in some boldnesss from the English grammar.Firstly, in Jamaican Creole, tense and face are not marked by inflectional morphology, but by context. Therefore, neither the third person singular -s nor the past form of the verb come were found in the poem Ef the whole worl start starts fe go back/ whe dem great granpa come came from. In the same vein, progressive aspect is only signalled by pre-verbal dah (you no know wha you dah seh?) and the base form of the verb is used to express participle function in do/Sure a whe you come have come from () however, non-concord was appears in the poem to express the past form of the verb to be () you great great great/ Granma was Africa.Secondly, auxiliary verbs were not found in interrogative or prejudicial sentences. Negation is marked by means of the preverbal negator no, both in damaging declaratives sentences and in i mperative ones. The use of no is a distinctly creole feature (Scheneider 2010 p.106), which is also very common in other languages, such as Spanish, and can be seen in the early stages of the grammar of second language learners, as well as in child language acquisition. Other negative structures are the use of doan in negative tags (But Mattie, doan you great great great/ Granpa was Englisman?) and the presence of double negations (But no tell nobody say) which is a feature that appears not only in other creoles, but also in other non-standard English varieties (Schneider 2010 p.106).Regarding pronouns, first and second personal forms were found Me, you, oonoo (unu) and also interrogative pronouns such as weh/whe (where), as well as the genitive form who-fa (whose). Furthermore, as Patrick (2008 p.633) claims, bare personal pronouns sometimes fulfil possessive functions in this sense, you can refer to the personal pronoun you or to the possessive you Ef a hard time you dah run fro m/Tek you (your) chance. In the same manner, a single preposition can also cover a roll of functions (Schneider 2010 p.106) Mus go back a (to) Englan, de balance a (of) you family. The use of a single form playing several roles is a characteristic that all the linguistic systems possess as a result of applying one of the most fundamental principles of the language economy.Another feature of Jamaican Creole is the lack of grammatical suffixes (Schneider 2010 p.106). In this sense, possessive -s is avoided and, as Patrick (2008 p.633) says, possession can be expressed by juxtaposition (possessor+ possessed), as in great granmader fader, or by the use of the preposition a (of), as in de balance a you family. In the same vein, plural of nouns are generally not marked or they are expressed by means of the morpheme dem, although it was not found in this poem rather, Louise Bennett alternates zero-marking of plural (American), very common in basilectal speech, with the plural allomorph - s (Africans), which is closed to mesolectal and acrolectal forms. Finally, it is necessary to point out the use of unresisting meanings in active form (as in oonoo all barn goop a Bun Grung), as well as the use of fe (to) as the infinitive marker and the presence of say and seh as the complementizer (correspoding to that) to introduce a finit object clause after verbs of thinking or talking (Schneider 2010 p. 106) Me know say dat I know that ()Apart from the grammar, the manner in which some words were written contributes to reflect locally pronunciation features. In this sense, it was found that the diphthong /ei/, as in take, is monophthongized, giving rise to the form tek. In the same manner, fricatives , and do not exist in Jamaican creole (Devonish and Harry 2008 p. 285) therefore, they are substituted by stops (Schneider 2010 p.105), as in the case of dat (that), fader/mader (father/mother) or den (then). Finally, as in other varieties, word-final or syllable-final consonan t clusters are usually omitted (Schneider 2010 p.105) this can be seen in words as granpa/granma (grandpa/ granny knot), an (and), mus (must) or homelan (homeland).Writing her poems in Jamaican Creole and talking about a national identity, Louise Bennett shows her commitment to a language and a culture that have been undervalue and marginalised throughout time. In this sense, she demonstrates that Jamaican Creole is neither a broken or substandard variety, but, as it was analysed, one fully developed language with its own grammar and language (Svartvik 2006 p. 176) and consequently, as able as the Standard English to express the whole range of human experiences, thoughts and emotions.Figures as Louise Bennett contributed to instil pride in Jamaicans national language and culture that is why, nowadays the linguistic government agency in this country is totally different from past decades. Although, Standard English is expected to be the variety used in ex officio contexts and b y educated speakers (Schneider 2007), most Jamaicans speak a kind of mesolect, a variety which is midway on the continuum between creole and the standard language (Svartvik 2006 p.181) and they move towards acrolectal or basilectal forms depending on several factors, such as the formality of the context or the social relationship between the interlocutors (Schneider 2007). This lack of correspondence between expectations and reality has led to more tolerant attitudes which have result in new education policies, more presence of creole in political and literary contexts, as well as in the media. Furthermore, attempts to codify the variety with the elaboration of grammars (Cassidy) and dictionaries (Dictionary of Caribbean English Usage) reflect the efforts to make Jamaican Creole an official language (Schneider 2007). However, fifty years after the political independence, some prejudices and debates about the use of Creole still remain and it is only in the exponent of Jamaicans to make creole a stronger language and a symbol of their identity. modal auxiliary verbs, such as mus (must), and the infinite marker fe (to) were also found in the poem, both fulfilling the same function as in Standard English.

Friday, March 29, 2019

Developing Leadership Skills Using The Semco Case Study

Developing lead Skills Using The Semco strip StudyPurpose of the reportThe purpose of this report is to understand the descent between Strategic way and Leadership . The different Leadership bolts employ for identifying organisationss strategic decisions, the impact of the loss leadinghip theories on the organisatiton and the methods of developing leadership skills utilize the SEMCO case study .IntroductionIn 1982, Ricardo Semler took control of Semler Company, a rail linefounded and, until then, managed by his father, Antonio brusque Semler. At that time, the keep companys organizational structure, was as such of treating employees in a fatherly manner, especially by providing for their needs without giving them rights or responsibilities. A pyramidal hierarchy led by an autocratic leader. Then, Ricardo took all over the relatively small manufacturing company from his father . And by renaming the company as SEMCO , eliminated all clerical positions,and apply an insist ent product diversification policy. some observers predicted that these actions would wipe out the company.Leadership StylesLeadership mood is an approach of implementing plans, providing directions, and actuate people working towards the organisation. A leaders must be fit to acquire certain strategies and must notice a certain style of leadership which suits the situation of the organisation. The following be the leadership style followed by Ricardo Semler and their evidence Authoritarian Leadership (Autocratic)Authoritarian leaders, in any case kn have asautocratic leader, provide clear outlook for what needs to be done, how it should be done, and when it should be done. These types of leaders take their decision on their own with critical or no financial aid from their subordinates or followers. There is also a clear distri neverthelession between the leader and the followers. The analysts found that decision devising was less creative under authoritarian leadership. Authoritarian leadership is stovepipe applied to situations where there is little time for group decision qualification for a possible outcome or where the leader is the most inner member of the group. (Lewin et. al, 1939).While Ricardo Semler was in law school, in 1980s,his father Antonio Curt Semler decided to make Ricardo the president and then shortly left him for a long Europe vacation, saying only, Do what you need to do. When the senior executives of SEMCO insisted on waiting out the declining shipping industry, Ricardo decided to fire 60% of the outgo managers in a single afternoon. The departing executives wanted to return and while the excite customers demanded their return, but Ricardo was determined and remained firm. Ricardo could not afford liquidation taking orient in the company .Participative Leadership (Democratic)The democratic leadership style or participative leadership is a very open and its characterized style by having former and authority that is give n equally among colleague of running a police squad. Ideas scratch freely and ar discussed openly amongst the group. And discussion is relatively free-flowing. (Lewin et. al, 1939).SEMCO seeks the best by trusting their employees and to motivate them to apply their creativity in service of the consentient enterprise. And to make some important decision related to the flow of work, which also includes the selection and election of their bosses. Employees ar given a chance to evidence their feelings regarding the decision making process. Profit sharing also plays an important use of sinceres and services in the organisation , which leads to very low employee turnover , and active elaborateness of all the employees. Employees atomic number 18 given a chance to select their managers which brings into good working condition in the organisation.Delegative Leadership (Laissez-Faire)In this leadership style the leader offers little or no guidance to the member of his team and leav es the decision making process on the team members, but the leader is responsible for the decisions made by his sub-ordinates. The leader allows the employees to take decisions if they can appreciate the condition and relies how the problem could be solved. (Lewin et. al, 1939).SEMCO encourages its employees to deal what, when and where they want to do it slay freedom is given to the employees for the task performance . About 3000 SEMCO employees set their own working hours and their salaries. Their supervisors are hired and reviwed by the subordinates. If the employees had spent Saturday afternoon in the office then they are encouraged to spent their Monday morning at the b to each one. There is no organisational chart as such in the organisation, no corporate value statement, no 5 family plan is implemented as most of the organisation does. The employees are not required to follow any dress code. There are no written rules or policy statements, as SEMCO is quite flexible.Impac t of Leadership StylesAs Ricardo Semler followed the in a higher place mentioned leadership styles, the following are the impacts of these style on SEMCOs strategic decisionsThe company has hold out more consistent and responsible.The turnover of the company had gone from $4million to $160million. Which is also considered as a highest growth.The annual sales had increased upto 24%.In 1982, there were just 90 employees working in the company, and by the year 2003 it went upto 3000 employees working for SEMCO.The overall staff strength has increased due to which the companys wage has increased.SEMCO has diversified into different business unit.The company has generated balance between short-term and long-term goals.The products are offered at fair prices.Customers are provided by compartmentalisation of products and with a differentiated service styles.It had brought innovation and creativity.As it encourages every employees club and the decisions are imposed from top-down manage ment, good outcomes are brought due to prompt employees.2. Strategic Management and Leadership TheoriesStrategic managementis used to turn up a mission, set, vision, goals, objectives, roles and responsibilities of any organisation. There are various theories to identify and to mould the above mentioned points for an organisationHenry FayolTaylorPeter DruckerMintzbergFunctions of ManagementScienticfic Management Techniques tailfin forcesRolesPlanningEstablishing GoalsSetting ObjectivesInformarion seeker, maintain inter personel contactsForward information to others vocalizationOrganisingOptimum use of resourses for meeting goalsOrganising the taskMotivates and direct the employeesMaintain informational link up .CommandingReward constitution for meeting goalsMotivating employeesNew projects are initiated, identifying business developing areasDecisions are taken together during crisisResources allocator who decides who gets the schedule, calculate and priorities.Negotiator who represents department during negotiations with unions and suppliers.Co-ordinatingMeasurement of good oblectivesControllingDeveloping skills by giving trainingTrait TheoriesIn Trait theories people become heir to certain qualities and traits which makes them better suited for leadership. Trait theories often reason soem behavioral characteristics shared by leaders.Contingency TheoriesAccording to the contingency possible action no leadership is best suited for all the situation. It depends on the variables which are related to the environment the determines what particular leadership suits the situation.Situational TheoriesIn Situational theories the leaders choose the best possible action based upon various situations i.e. depending upon the types of situation. There whitethorn be different leadership styles suited for different decision making.behavioural TheoriesIn Behavioural leadership theory the actions of the leaders are notFocussed on what they are from their mental qualiti es or internal states as the leaders are not made but they are natural leaders.Participative TheoriesIn this type of leadership all the employees are encouraged to add together their input as a part of the decision making team for an organisation. The leader also retains the right to allow inputs of others. Great Man TheoriesAs great leaders are born and not made, this theory gift thar great leaders are mythic, heroic and who are always have sexing to bring up leadership when needed.Management theories(Transactional)Transactional theories are based upon the system of rewards or punishments. For instance when the employees of an organisation are successful they are rewarded, and on the other had if the employees of the organisation fail , they are punished at the equivalent time.Relationship Theories(Transformational)Transformational theories focus upon inter personal relationship between the leaders and followers. These types of leaders help the group members to be inspired an d get them know the importance. These leaders are focused on group performance , but at the same time these leaders also expect that each employees should fulfil their own potential.2.1 Link between Leadership TheoriesThe Strategic Management and Leadership theories can be linked by using Mckinseys 7-s cast off work. The McKinsey 7-s frame work model involves 7 interrelated factors which are make headway categorized as hard element and soft element. Hard elements are easy to identify or define the managements as it is related to the Managers which includes Strategy, organise and System. Whereas Soft elements can be identified or defined as these are related to the Leaders which includes Shared values, Skills, Style and Staff.StrategyIt is a plan of action or a widespread plan to help create a competitive advantage which also involves the way of maintaining this advantage. social system It is a basic hierarchy of an organisation which helps to understand who is responsible for wha t and who is surmise to answer to whom.SystemsIt includes the daily activities and procedures of the employees who are assigned for task performance in the organisation.Shared ValuesThese values are considered as the core values of the organisational, mostly ethical values.StyleThese are the style adopted by a leader in an organisation.StaffThese are the members of the organisation who are categorized according to their capabilities.SkillsThis helps in identifying the basic skills each employees possess in the organisation for performing different tasks.2.2 Impact of Leadership Theories on Organisational and Leadership Strategy

Management Essays Key Communication Skill

Management Essays Key talk SkillKey Communication SkillThe expertness to negotiate is a refer converse science and frequently takes site in the context of opposition. How stinkpot meetings be managed to regard usageful bug step upcomes be handd, particularly when the instrumentalists may have really different objectives? Use prototypes from real meetings where possible.Abstract Business meetings frequently take place with the hatful to allow executives to explore and strain desired organisational objectives. They be to elapse of plans, updates, progress and go forthcomes of origin organisation strategies. At times these meetings are in any case between parties come outside the organization. Whichever the case, talks skills are critical in athletic supporter managers to persuade former(a) participants to change their views and accept the ones that are presented at the meeting. The ability to negotiate on that pointfore is key to conference at meeting s and required by chairpersons/leaders/participants to conduct winning business meetings.Introduction contrives bay window be thwarting and at times non necessary if the objectives of the encounter are not clearly identified. Business persons get frustrated at the frequency and look of the meetings they attend (or conduct) declaring them a waste of time and resources. The value of such(prenominal) meetings is compromised when parties attend the meeting come out unsatisfied and frustrated by the finis r individuallyed. With the rate of meeting timings increasing every solar day in organizations engaging executives 75 percent to 100 percent of their time, the success rate is diminishing day by day due to rapid decisions made and implemented (Timm 1997).Meetings participants are likely to feel disappointed and unsatisfied with the results of meetings especially when they spend less(prenominal) time in preparing and planning for meetings they attend. It is therefore not surprisi ng to abide by that there are numerous documents and books published on meetings and how participants can restrict in procreative endeavours without compromising their own relegateion. As a form- sole(prenominal)(prenominal) communication frame dress, meetings can make or break a business therefore consideration for its success is critical. Negotiation as a key to communication skills must be integrated along with other meetings strategies with the view to ensure outcomes are achieved to the desires of the participants without frustrating either party. bespeak Statement In the following report the researcher shall define how negotiation as a key to meetings communication skill can be used to achieve business objectives despite participant differences in objectivity. The report shall first outline the draw a bead on of meetings followed by how business meetings should be conducted and what elements are critical for its success. This is reason with recommendations for successf ul business meetings.ReportPurpose of communication Building a corporate agriculture is pegged in the setting up of an effective communication system. Organizations shape and see the behaviour of individuals through powerful communication strategies and culture so that they can help in achieving organizational objectives. When used appropriately, communication can widen insightful analysis of the organizations vision and mission, goals and objectives and more importantly how these may be implemented. To perpetuate conducive business environment, executives and management much bring in communication dialogues for numerous purposes and on a variety of occasions. According to Deborah J. Barrett (Oliver 2004) organizations work in communication to mediate change management. Executives and top management uses its communication framework to elapse the need for change to cope up with the high-octane business environment. They engage in meetings with employees to herald identificat ion of roles in carrying out tasks required for the change management.Employees and employer meetings therefore is a top-down approach to communication with the purpose to form powerful coalition, creating vision, empowering workers to act on vision, carry out plans and consolidating efforts for change management (Barrett in Oliver 2004). However, often management in the prey of forming their objectives fail to recognize the objectives of individuals working at bottom their organizations, resulting in ineffective and fruitless weekly meetings that achieve less and waste more time and resources.In another scenario communication through meetings among managers to discuss and generate ideas and feedback on work progress is in addition normal. Purely administrative communication of this nature is carried out with the purpose to analyze and update on organizational progress. Managers of various departments communicate their intent, delegate by expressing their proposals and establish chain of command of internalized processes for plan instruction execution purposes. They communicate with other managers and executives to update progress and express their desire for divided resources or to provide feedback to evaluate existing or forthcoming problems within and outside the organization. In such instances the climate of communication may not appeal to the participants as each attempt to put forth their ideas and acquit credence from the others. For this reason resistance and barriers to communication are expected. The participants tend to peck or negotiate their way with others with the hope to elicit collaborative actions (Ramundo 1994). some other and possibly the most important aspect of stately communication in meetings is the objective to elicit business outcomes from individuals outside the organizations like sellers, suppliers, unions, shareholders or take aimors where the prefatory premise of the meeting is to negotiate and come to certain winning outcomes. Meeting participants therefore come to the room geared to negotiate and to reject opposers proposals. The purpose of these corporate meetings therefore is to overcome the barriers to communication and come out as the wining party.Negotiations in business meetings Meetings in todays business world compromise of participants negotiating defensively (Foster 2004). Whether one is a buyer, a supplier, a union leader or a client successful meeting participants are those who negotiate aheadhand the weight-lift is signed. Spending some time to communicate the details of the contract like clauses, agreed upon provisions, price or salary can help the negotiator in achieving the desired outcomes. Once a meeting is convened, the participants have the roles of the negotiators engaging dialogues that elicit their objectives and purpose for participating. It is best that participants define the objectives and account for the desired outcomes. Successful negotiators usually plan the ir strategies before hand so that they can concentrate on non-aggressive yet succinct dialogues to persuade the opponent in accepting their terms.For instance a union leader and a caller-up management will likely have their strategies written down before they enter the meeting room. They are likely to engage in dialogues that weigh clauses that they plan to negotiate upon. Such planning is critical as it helps the negotiators to direct the meeting and also to save time by concentrating on the objectives only rather than engage in meaningless communication.In such pips pack Manktelow of Mind Tools (2005) is of the opinion that negotiation skills are essential in meetings and divergence situations where the participants need to appropriate their dialogues to seek wining negotiation. The participants who lose out tend to get confrontational or harbour a grudge a achievest the wining party. Consequently the young adage for negotiation is to create a win-win situation whereby both parties gain from the negotiation. this approach is not only critical for resolving disputes and have a lasting effect on the business relationship but it also open up channels of communication in the long term.Nevertheless, this is not to say that negotiation dialogues always result in win-win situations. In cases of policies making, or buying of a house or selling a proceeds negotiation often result in one party losing and the other wining. For this purpose it is recommended that the situation is dealt with in an amicable manner through excessive planning for counter arguments without having to be aggressive to the other person. The key to such business meetings is to negotiate the terms of trade rather than focussing on defeating the opponent (Manktelow 2005). Consideration for trades terms, alternatives, expected outcomes, consequences, and possible resolutions are critical to the negotiation situation.Communication in meetings Meetings as discussed in the previous sections ar e formal communications in organizations and businesses carried out by participants with certain objectives verbalised and negotiated in the course of the meeting. Successful meetings are those that engage negotiation strategies to focus and achieve desired objectives. These strategies need to be carried out in a very conducive manner so as not to offend opponent yet reach the end results amicably. For this purpose, Joan Mulholland (1991) recommends certain kind of speech acts elect to represent a range of meanings and significance designed to represent and generate negotiation content.These acts should be considered often and may be integrated in negotiation dialogues to express certain context and military operation of certain actions. Mulholland posit that communication during a negotiation meeting entail the use of proboscis language as well as speech specification. Careful use of language notations and sentence structure can greatly influence the results of the encounter. F or example one of the most important parts of meetings is the participants acceptance or rejection of proposed ideas. Depending on the individual perception offer or proposal can be accepted, rejected or reach a compromise.Depending on how the proposal is presented the repartee from the participants can damage cooperation behaviour and result in conflict situation if it is rejected. To mediate and elicit a positive response even if the participant is hesitant about accepting the proposed idea should demonstrate a concerted attitude by acknowledging the ideas without acceptance by saying Thats an idea worth consideration given general acceptance like we would be edged to do something along those lines on day. or set up a response from other participants or voice hesitation before acceptance (Mulholland 1991).On the other hand in cases of real acceptance of ideas participants should not hasten to communicate acceptance immediately but should ask for extra information and reports to reach to informed decisions. The important aspect of the meeting is to doom to the participants that the outcome should be mutual. Furthermore, acceptance in situations of business meetings should be only when separate from the person who has communicated and negotiated the deal.The communicator should communicate the fact that the organization or institutions with which he is associated and himself are two different entities and any personal remarks should not correspond as business dialogues. The content or objectives of the meeting should also be separated from participants who attend it. These considerations are important for participants to be objective in their decisions whether it is a rejection or acceptance or something in between (Mulholland 1991). Hence, a human resources manager conducting a performance appraisal (a type of meeting) should communicate its objectivity and his/her role as the mediator and the organizations requirement. He/she should also communicate the separation of the employees records and performance outcome from himself the evaluator. Any negative outcome from the performance appraisal meeting should not be associated with the ill-will of the appraiser. This can be expressed through verbal communication between the participants. potent meetings The above dynamics are critical for influencing the progress of meetings in the desired direction of organizational objectives. However, implementing these dynamics does not necessarily guarantee efficacy of meetings. Instead there are certain procedures that need to be followed and managed for meetings to achieve its objectivity. Adair and Thomas (2003) rate preparation and the following formality planning Informality Participation Purpose LeadershipThey also outline the importance of purpose in meetings To pussycat available information To make decisions To let off steam/ emphasis To change attitudes To instruct/teachGathering information, reports, order of businesss and laying out technical data or equipment in senesce are helpful. Meetings should be purpose-made so that the information relegated is meaningful for the participants to absorb, analyze and make decisions. Whether it is a meeting of signing contracts, an employee-employer appraisal meeting or a purchase of an asset, advance planning is critical in enabling the participants to focus on the objectives.Since meetings are of groups of people from different background, different meetings tend to develop personalities of its own. Leaders or the chair persons must make efforts to understand the personality of the participants conformity, values, attitudes, prejudice or power so that they can effectively communicate in a certain manner to influence participants thinking (Adair and Thomas 2003).Furthermore, Kellie Fowler (2005) is of the opinion that path effective meetings is inherent in the skills of the leader who is managing the meeting. The leader should Generate an age nda to all involved in the meeting Start the discussion and advertize active participation Work to take note the meeting at a comfortable pace not moving too fast or too slow Summarize the discussion and the recommendations at the end of each logical section Circulate minutes to all participants (Fowler 2005)But perhaps the most important aspect is the fine tuning of negotiation skills so that outcomes can be achieved. The first step is to choose the right participants to tot to the decision making and problem solving initiatives. The key is to try to keep the number of participants to 12 and ensure that they are knowledgeable in the progeny under consideration. The leaders role in enumerating on the agenda, guiding the participants and direct them towards it, and summing up of the debate is critical as he/she is the one who rounds up the various views to resolve the issues discussed. Confusions, misunderstanding and mix-up of any sort should be clarified before decisions a re made.The basic premise for such meetings often stem from the debates or negotiating points presented by the participants. The leader or the chairperson playacting as the mediator must keep the above communication principles and dynamics in mind to guide the participants in taking part in the decision and not feel neglected or lose out in the negotiation.Conclusion The above report on meetings enumerate on the process and management of effective meetings. It also outlines the importance of negotiation skills in contributing to successful business meetings under certain circumstances. The purpose of meetings as discussed is to focus on planned agenda and achieve desired outcomes. umpteen business meetings deviate from this focus and tend to result in inefficacy and waste of time. For this reason it is recommended that meeting participants develop planned agendas, focus on objectives and agenda, and direct the flow of communication dialogues in the kindred direction.More importan tly, for business meetings to reach its desired conclusions, participants should engage in amicable negotiation strategies in which both parties attain a win-win situation. This adage has proven beneficial and fruitful for meetings participants as it relegated non-aggressive business conduct and communication yet at the similar time achieves the desired corporate objectives.Successful meetings therefore are those that engage in extensive preparation, allow time for participants to understand agendas and purpose of the meeting and equip themselves with information for debates and discussion. Meetings that elicit positive response engage participants in positive and non-aggressive dialogues by allowing them to communicate their ideas and reservations. The leader or the participant has the resource to reject or accept or compromise but these should be communicated in an amiable manner without offending the opposing parties and at the same time do not compromise ones own position. Ove rall successful meetings are those that influence the objectives which the participants had before they entered the meeting room and persuade them to see ones own point of view and adopt it.References Barrett, D. J. 2004, A best-practice approach to designing a change communication programme from Sandra Oliver, A Handbook of incorporated Communication and Strategic Public Relations Pure and Applied. Routledge New York. p20. Foster, J. Jul 2004, bring off Defensively, Successful Meetings. Vol.53, Iss. 8 pg. 24 Manktelow, J. 2005, Win-Win Negotiation Finding a jolly compromise. Mind Tools, Accessed on 26-11-2005 from http// Mulholland, J. 1991, The Language of Negotiation A Handbook of Practical Strategies for Improving Communication. Routledge New York p137. Ramundo, B. A. 1994, The Bargaining Manager Enhancing organizational Results through Effective Negotiation. Quorum Books Westport, CT. p85. Timm, P. R. 1997, How to H old Successful Meetings 30 Action Tips for Managing Effective Meetings (30-Minute Solutions Series), Career Press.

Thursday, March 28, 2019

Insight Meditation :: essays research papers

Buddhist supposition practices often emphasize mainly ducking, particularly on a certain(p) person, place or thing. They teach the mind to focus on unmatched point or object, which achieves strength of concentration. The results are peaceful states, and in well-nigh very rare cases are said to create supernormal powers. That is no wonder why many people steer in that direction, in hopes of achieving "superpowers". Insight meditation is quite different however, and although some degree of concentration is needed, the meditator focuses more on mindfulness of the item. Insight is defined in the lexicon as "the capacity to discern the true nature of a situation". The basis of insight meditation is the four foundations of mindfulness. They include consideration of the body, contemplation of feelings, contemplation of the mind-state and contemplation of mind-objects. To achieve mindfulness ace must subdue to be aware of these foundations as they exist in their bo dies. For example to be mindful of the body, it is necessary to be aware of breathing in, breathing out, posture, corporal movements inwardly and outwardly etc. One must be sure of mind-objects such as desire, and understand hoe feelings like that come approximately and how they are eliminated. To understand mindfulness as simply as possible, one can look at the difference between an mindless person and the opposite. Everyday we see people who are unmindful of their actions, unmindful of their movements. someone on the street who steps into a large puddle is unmindful of walking, such as someone who slips and falls. The state of mind of this person is ill-defined and possibly confused. We can compare this to ourselves in everyday life. Almost everybody has moments of stoicism and moments of panic in their lives. When we are calm and composed, our minds are bright and clear, and our actions occupy more thought. If we were to take a long walk on a desolate beach, with not a si ngle soul around, we would bewilder a higher degree of mindfulness than say, a walk to the subway station. A walk along the beach is much more peaceful, thus easier for us to achieve that mindfulness. On the other hand most of us have experienced a time in our lives when we have been panic-stricken, for whatever reason. In those cases, are mind is cluttered, we cannot think clearly and make rational decisions. In a way we are separate from our mind