Cultural Diversity of Ford Motor Company Employees

Cultural Diversity of Ford Motor Company Employees Free Online Research Papers The rise of multinational companies and increased global diversification by even small companies has resulted in people of diverse backgrounds and cultures working together in the same office or for the same organization. Conflict in such situations is predictable, but understanding the diversity issues can help companies implement programs designed to keep conflict at a minimum and to take full advantage of the many benefits which such diversity brings to an organization. Key to understanding how diversity is managed in multinational organizations is understanding the concept of corporate culture (which defines organizations), diversity programs and their use to minimize conflict among employees, and the unique problems that employees working overseas encounter. One of the biggest companies that have worked a lot on diversity is Ford Motor Organization. Ford Motor Company is an American multinational corporation and the worlds second largest automaker, selling vehicles in 200 markets and with approximately 345,000 employees on six continents. Ford also is a family with a heritage of strong and clear values. One of the most essential of Ford values is their commitment to diversity and inclusion. For Ford, diversity is a means to an end. It is one of the ways the company is seeking to drive a transformation to a team-based workplace. To have meaningful relationships with customers (and other stakeholders) it is essential to have an understanding of their needs. Having a diverse workforce is one of the ways of building this capacity into the company. From the start, Henry Ford and the family of Ford employees have valued diversity. Henry Ford launched our diversity journey when he offered a $5-a-day wage in 1914. Thousands of immigrants and African-Americans flocked to Ford Company, lured by the prospect of pay that was more than do uble the prevailing industry standard. This revolutionary event in American business created a new middle class and established Ford as one of the first American companies to truly reflect the growing diversity of the United States. By as early as 1916, Ford employees represented 62 nationalities and every major world religion. By 1919, there were enough Ford employees of Middle Eastern descent in the Detroit area to support a Muslim mosque - the first to be built in the United States. Ford also employed more than 900 people with disabilities. We were one of the first companies to adapt work environments to their needs. Ford first African-American salaried employee, Eugene J. Collins, was hired in 1919, despite a segregated America. By 1920, Ford employed more African-American hourly workers than any other automotive company. Ford first collective bargaining agreement with the United Auto Workers in 1941 was groundbreaking because it explicitly prohibited discrimination based on race, color, national origin or creed. By 1946, gender was added to the non-discrimination clause, prompted by the entry of women into the work force during World War II. Ford middle years produced a number of firsts, including the first African-American and female executives. In 1967, Henry Ford II proclaimed that dealers and suppliers are valued members of the extended Ford family. In 1969, the company’s first plant forewoman was promoted. In 2005, Ford names Anne Stevens, executive vice president and chief operating officer of The Americas. She is the highest ranking woman in the automotive industry. Today, Ford is as diverse as the world itself, providing an exciting portfolio of cars and trucks to customers in 200 markets around the world. Defining Diversity and Its Values Diversity literally means variety, and embracing workplace, diversity means welcoming the full variety of society: different races, ethnicities, cultures, genders, sexual orientations, religions, ages, abilities, education, beliefs- any characteristic that distinguishes groups of people. Offer equal opportunities to all people, regardless of these factors, is simply the right thing to do, and part of being a responsible corporate citizen. Accordingly, ford motor company has long maintained non-discrimination policies and actively measures its progress in creating and promoting a diverse workplace. But diversity also supports and strengthens business. Welcoming a wide range of people into the company opens up a bigger pool from which to find the best- qualified candidates. And diverse working teams bring together different ideas and perspectives, challenging one another for the best results. Moreover, in this global economy, having many different groups represented within the company helps make its products and services more appealing to costumers who are members of those same groups. Diversity embodies all the differences that make us unique individuals. Not limited to physical aspects of race, ethnicity, gender, age, disability, and sexual orientation, it includes culture, religion, education, experience, opinions, beliefs, language, nationality and more. Diversity enhances confidence and improves the contributions made by people in such environments. Valuing and respecting each individual simply makes good sense. Success and productivity are natural extensions of a corporate culture that truly values all people. Bill Ford said valuing different employee backgrounds and skills makes the company more responsive to the marketplace. â€Å"In the end ford company is more successful. And ford employees, our customers, our shareholders and our business associates, they all benefit, Ford said. In other words, diversity is not a favor to the world. It’s a richness that strengthens us as a company and gives us a competitive advantage.† Ford Motor Company continues to receive recognition for its diversity programs. Most recently, the company received a 100 percent score on the Human Rights Campaign Corporate Equality Index (CEI). The CEI is a review on how America’s top companies treat their lesbian, gay, bisexual, and transgender employees, consumers and investors. Ford previously scored 85 percent, but by prohibiting discrimination based on sexual orientation and gender identity and expression, the score took a considerable jump. The number of companies receiving the top grade rose to 56 in 2004, from 28 in 2003, and just 13 in 2002. Diversity and Globalization Workforce diversity from customer service clerks through to the board of directors is a critical dimension for those companies seeking to establish themselves as global enterprises. The Conference Board of Canada released a study last year which concluded that having an ethnically-diverse workforce can make a company more profitable. Gaining the global advantage was the theme of the report, which predicted that if Canadian businesses continue to rely heavily on traditional markets, our export growth and standard of living will be relegated to the slow lane of international commerce. The key to entering international markets, it is implied, is gathering an international employee base to serve as a natural bridge and help Canadian firms penetrate those emerging markets. Ford has manufacturing, assembly and sales facilities in 34 countries and distributes its vehicles through a network of more than 10,500 dealers in more than 200 countries. Alex Trotman, chairman and CEO of Ford Motor Company argues its very important for our product people to understand the different consumer tastes around the world. People in China dont like exactly the same products as people in India. Our performance is global and our workforce has to be global. We have to be very understanding of the issues of the world. Helmut Eppich, founder and Chairman of Ebco Industries, makes the following statement: The world is forcing us to think more globally, more internationally, and this requires an international focus. You need to understand what makes people tick†¦.This is why I think the focus on multiculturalism that Ebco has taken is critically important. Overcoming language barriers, grasping various cultural nuances, attracting the best employees in a changing demographic and establishing good faith with foreign investors are important for a diverse workforce in the cultural microcosms of Canada or the United States, but are survival tactics for firms seeking a global presence. Sandra Wilking, the special advisor to the Asia Pacific Foundation of Canada is cited in a recent Conference Board of Canada study saying that many mainstream Canadian business people arent pursuing opportunities in the Asia Pacific region because of their concerns about differences in language, culture and business practices. With the sheer number of highly qualified Canadians and landed immigrants from all parts of Asia, this is a tremendous wasted opportunity. Employee Resource Groups For more than a decade, ford employee resource groups have provided support, outreach and development to employees who share ethnicity, race, religion, life experiences, disabilities or backgrounds. ERGs hold educational and cultural events and support many diversity-related efforts such as college campus recruiting. Membership is open to all Ford employees. Ford-Employees African-Ancestry Network (FAAN) FAAN champions diversity at Ford by making a positive impact on the African-American community. FAAN promotes leadership development through seminars, mentoring, counselling and Dialogues on Diversity with senior management. Members support summer internship programs and recruiting at minority-focused career events. In the Detroit area, they provide Scholastic Aptitude Test coaching, an area Pre-College Engineering Program, Paint the Town events and Black History Month Celebrations. They also support the United Negro College Fund. Ford Asian Indian Association (FAIA) FAIA works for the success of Ford Motor Company. Its three-part vision is to promote the Ford family of brands as the Brand of Choice for Asian Indian consumers, make Ford the Employer of Choice for Asian Indian professionals, and develop business and technical skills of Asian Indian employees to ensure a competitive advantage for Ford. FAIA also works to enhance awareness and understanding of Asian Indian culture among all employees. Ford Chinese Association (FCA) One of the oldest resource groups at Ford, FCA represents a highly motivated group of dedicated professionals, eagerly bringing diversity to the workplace. FCA promotes activities for technical and cultural exchange within its membership and with outside associations as well. Members actively support the company’s business initiatives. Ford Finance Network (FFN) The FFN is dedicated to helping new Ford Finance hires acclimate to the company. To that end, Detroit-area members sponsor a professional development event, a social event and a brown bag lunch presentation event each quarter. They coordinate a â€Å"buddy† system where new hires are paired with experienced Finance employees. They maintain a Web site that includes the FFN membership database and biographies. This Web site also links to key Ford information, events and FAQ’s, and provides reviews of local entertainment spots. Ford Gay, Lesbian or Bisexual Employees (GLOBE) Ford-GLOBE is active in making Ford a gay-friendly company. It strongly supports the company’s EEO policy. GLOBE has chapters in Great Britain, Germany and the U.S. providing worldwide networking and confidential employee support. Members actively champion diversity education, recruiting and marketing. They hold monthly membership meetings, lunches and socials while supporting many community events. Ford Hispanic Network Group (F-HNG) F-HNG, through service and support, strives to be a positive force in the Hispanic community. The group’s vision is to assist the corporate effort to employ, develop and retain Hispanics in the workforce. Programs include hosting professional development events and sponsoring speakers on diversity initiatives. Professional Women’s Network (PWN) PWN focuses on professional development for women, promoting an environment that attracts, develops, retains and advances talented women for the Ford team. PWN sponsors motivational speakers, mentoring programs, leadership initiatives and community projects. Women in Finance (WIF) WIF is an affiliate of the Professional Women’s Network. Ford key goals include the enhancement of personal and professional development, member networking and the support of the company’s diversity efforts. Initiatives include motivational speakers, panel discussions, recruiting, flexible work arrangements, financial planning and community activities. Ford Parenting Network (FPN) FPN works to support employees in balancing work and family life. We also serve as a resource to the company on issues that affect working parents. FPN primary mission is to further Ford’s effort to create a balanced worklife environment- an environment where maximum contribution at work is balanced with the employee’s fulfillment of personal and family responsibilities. We work to promote family-friendly worklife policies and decisions at Ford. We sponsor ongoing parenting classes and outstanding parenting seminars, and we offer networking opportunities for Ford parents. Ford Interfaith Network (FIN) Founded in 2000, the Ford Interfaith Network (FIN) aims to assist the company in becoming a worldwide corporate leader in promoting religious tolerance, corporate integrity, and human dignity. They strive to act in accordance with their beliefs and out of love for human beings and all of creation, promoting understanding and respect for the various faiths. They help management to: o increase and maintain religious diversity o attract, develop, and retain talented employees of faith o be more aware of religious consumers and investors needs Middle Eastern Community @ Ford Motor Company (MEC@Ford) Everyone is welcome to join MEC@Ford, a resource group dedicated to making Ford Motor Company the preferred automotive producer among Middle Eastern communities. Goals include building consumer relationships, demonstrating corporate citizenship, promoting diversity and developing cultural awareness. Activities include working with area schools, and mentoring and support for employees of Middle Eastern backgrounds. Ford Employees Dealing with Disabilities (FEDA) Founded in 2002, FEDA envisions becoming the first-stop resource for Ford Motor Company employees dealing with disabilities. They seek to provide information and networking tools, eliminate social barriers, and contribute to culture change in the workplace for the benefit of all. Ford Diversity in the Marketplace More than half of new-car buyers are women or people of color. Today, multicultural groups represent 37 percent of the United States population. By 2010, more than 40 percent of the population will be ethnically diverse. Ford already has the industry’s strongest family of brands, including Ford, Lincoln, Mercury, Volvo, Jaguar, Mazda, Land Rover and Aston Martin. This vast line-up of products allows ford customers to stay under the Ford Motor Company umbrella as they grow and progress throughout their lives. Each of these brands designs, markets and produces high-quality products that connect with ford customers. Ford products and ford marketing messages have found universal appeal, regardless of people’s interests, cultures and traditions. Over the past four years, the company’s multicultural efforts have grown. They have a solid record of success. Their largest brand, Ford, has been the top U.S. brand for Hispanics for six consecutive years (R.L. Polk data, 1997-2003). Ford Division also has been among the top sellers to the U.S. African-American and Asian markets. Ford Division has awarded more than 850 college scholarship grants, totaling $1,515,000, to Hispanic high school seniors through the Spirit of Accomplishment scholastic program, from 1997 – present. The Mustang is the number one selling sports car to Hispanics and African-Americans. It essentially owns the segment with 45% of the Hispanic and 46% of the African-American share. The Ford F-150 is the top selling vehicle to Hispanics and the top selling full-size pickup to African-Americans. 2005 was a record a F-series Hispanic sales year selling more than 61,000 retail units. More F-150s are sold to Hispanics than any other truck, car or SUV in the United States. Left to right: Kiyoshi Ozaki, senior managing executive officer, China Business, Mazda Motor Corp.; Mark Fields, executive vice president, Ford Motor Company, and president, The Americas; Sanae Fusao, interpreter, Mazda Motor Corp. and Kazuhide Watanabe, chairman of the board, Mazda Motor Corp. Ford is aggressively expanding its online presence with highly interactive content in the Hispanic, African-American and Asian markets. They recently launched a new multilanguage Asian-American Web site and have the industry’s most comprehensive and integrated Hispanic Web site. The Fusion’s integrated multicultural marketing campaign has played a key role in making Ford’s newest midsize sedan a sales success. In 2004, Volvo launched its first brochure in Chinese and Korean. Today, Ford is building upon this strong foundation and taking our multicultural marketing to a new level. Since Ford company began, our grass-roots efforts have reinforced Ford’s commitment to diverse populations. They are finding new ways to reach out through local sponsorships and community involvement. Each of their brands has an active multicultural marketing program. Ford is committed to the communities where people do business. This commitment has driven the company to devel op many creative programs that give directly back to the community. The Ford Mi Negocio (My Business) web portal is the first Hispanic entrepreneurial online business community of its kind. It provides sound business advice in Spanish to Hispanic entrepreneurs. Ford is also committed to the Ford Historically Black College and Universities (HBCU) Business Classic, a real world business plan competition with $100,000 in scholarships open to 370,000 HBCU students and their prospective schools. .Ford Dealers Suppliers At Ford, they value the dealers and suppliers who make up their extended family. This is why, for several decades, they have been an industry leader in the development of minority dealers and suppliers. Not only does their support of dealers and suppliers make Ford a stronger company, it also encourages entrepreneurship and brings new wealth and job opportunities to communities throughout the country. Lizabeth Ardisana, chief executive officer, ASG Renaissance, is a Ford supplier and the first woman to chair the board of the Michigan Hispanic Chamber of Commerce. With 373 minority dealers in the United States, Ford has a greater percentage of minority dealers – 7.8% – than any other major automaker. Ford purchased more than $3.7 billion of goods and services from minority suppliers in 2005 – more than the revenue of some Fortune 500 companies. This commitment has earned to Ford a spot on the â€Å"Billion Dollar Roundtable,† a small group of companies that have spent $1 billion or more with minority suppliers. Ford’s Insight program helps dealers better understand and serve African-Americans, Asian-Americans, gay, lesbian, bisexual and transgender customers, Hispanics, women and young adults. The program includes Web-based cultural training, in-dealership workshops and assistance in developing comprehensive multicultural strategies. Minorities who have dedicated themselves to a career in automotive retailing often are eligible for funding from Ford. Through Ford’s Dealer Development Investment Program, the company will fund up to 90% of an eligible candidate’s investment capital – the seed money that’s needed to buy a dealership. Their support of the largest minority suppliers also benefits smaller minority-owned businesses. In 2005, more than 500 of their largest suppliers purchased more than $12 billion from minority-owned businesses. Ford has made its M-Tier program available to all its suppliers. Those who want to launch their own Tier 2 program to report diverse purchases may do so at no charge. They made history in 2004 by awarding a $500-million contract to one of the largest African-American-owned companies in the United States. Through their industry-leading Supplier Diversity Development Program, Ford sponsors financial assistance, loans and subsidies for consultants who work closely with suppliers to develop business plans, improve quality and identify problems. .Conclusion Concluding I would like to say that every company should work on diversity because is very important for everyone and in the end we are all human beings, so we should not have differentiation with each other. And finishing I would like to add the 4 main points for diversity which are: â€Å"By using the company’s policy to do things in a positive way and celebrate the key people driving the diversity policy, we have found that people remain motivated and more committed to diversity and its benefits to the business.† â€Å"Diversity works best when its driven from the top, and is part of the way we relate to one another no matter where we are in the company.† â€Å"Making the link between diversity and work life balance is critical.† â€Å"Recognising that contributing to our communities complements our diversity vision.† SOURCES USED wikipedia.org ford.com/en bredin.ab.ca/ImmigrantServices/Employment Preparation/Cultural Diversity in the Workplace.aspx Research Papers on Cultural Diversity of Ford Motor Company EmployeesTwilight of the UAWMoral and Ethical Issues in Hiring New EmployeesAnalysis of Ebay Expanding into AsiaNever Been Kicked Out of a Place This NiceMarketing of Lifeboy Soap A Unilever Product19 Century Society: A Deeply Divided EraResearch Process Part OneThe Effects of Illegal ImmigrationHip-Hop is ArtBook Review on The Autobiography of Malcolm X

Role Of The Public Sphere Essay Example | Topics and Well Written Essays - 3000 words

Role Of The Public Sphere - Essay Example While there are people who argue that there has been widespread commodification of leisure thus leading to an extension of the same phenomena to media considering it is a medium used by majority of the people to escape from the drudgery of daily lives, there is a strong consensus that with many early surveys used to study people's patterns, there have been empirical problems in distinguishing the opinion leading to consumer and political behaviour. The question of opinion in the public sphere arises due to the fact that many changes are based on the degree of personal contact which is more often than not, dependant on the mass media. These changes have been widely distributed among people ready to change their opinion. In this way, the public sphere and the media have a mutually strong hold over each other where ushering an era of modernity are concerned. It may be added that the public sphere is a dimension where space and geography are conceptualised to signify the factors that lead to modernism. Without the support of the media, transporting such changes to the public sphere would be next to impossible. In a similar fashion, it may be seen that the recent explosion of the information age has transported our lives to that place in time where keeping abreast with the latest on goings has become a matter of utmost and unparalleled importance. With the development of capitalism, a new kind of public sphere consisting of enhanced institutional forms of political power has emergedFurther, a new bourgeois public sphere grew simultaneously to negotiate between these two, consisting of groups of individuals who would debate and discuss and regulate the civil society through constructive criticism. (Hamilton et al, 2002. p 12 to 16) 1 Chapter 2: Features of Public Sphere and its Importance To find fitting answers to the question posed in the above chapter, one will have to delve deeper into the concept itself apart from to the general consensus as far as its meaning is concerned. A public sphere seems to be characterized by three main features where the first has to do with communication in a broad sense. Thus coffee shops, public hearings, town meetings, and other places where people interact with one another face-to-face are included under this criterion. Newer forms such as newspapers, broadcast media, and new venues on the Internet can also be a part of the same where the spread of awareness to garner consensus on an issue is involved. It was in the year 1962 that the philosopher Jrgen Habermas of the renowned "Frankfurt School" in Germany, coined the expression Offentlichkeit, or "public sphere" in English. As explained by Habermans (1989)2, this concept has existed in its true sense in the UK since the 18th century where London society's coffee houses had become the centres of art and literary criticism. This had led to a gradual inclusion of the economic and the political disputes as matters of discussion. In French

Management and Leadership (Coursework - Report) Essay

Management and Leadership (Coursework - Report) - Essay Example An institution’s success largely depends on how decisions are made and the structure that govern employee relationship and customer service (Simon 2006, pp.44). The company has maintains high standards by employing a very capable management team. They include the Chairman of the chain, Bill Marriot; The Chief Executive Officer; Arne Sorenson; the President and Chief Operating officer, Hurve Humler and the Chief Financial Officer, Peter Cole (Ritz-Carlton 2010). The company however achieved its high position in global hospitality under the leadership of President Horst Schulze. Schulze introduced focus on both the data-driven and personal sides of hospitality. The hotel chain has accomplished a lot since its inception and is the only company in the world to have won the prestigious Malcolm Baldrige National Quality Awards twice both in 1992 and 1998 (Bono & Heijden 2011, pp.221). It has placed in top positions in various notable hospitality surveys such as the Zagat Survey. Mis sion and Goals The motto of the Ritz-Carlton hotel is â€Å"Ladies and Gentlemen serving Ladies and Gentlemen†. This motto describes the general operations of the company and defines its corporate strategy. Since its inception, the company’s goal has been to provide exemplary service to their consumers while ensuring that elegance and luxury is of high quality. The company is dedicated to ensuring that their consumers feel like loyalty from the moment the step through the doors till the moment they depart. Customer Relations According to Storey, Emberson and Reade (2005, pp.248), customer responsiveness largely depends on the management model used and can make or break a company. The Ritz-Carlton group has ensured that their customer service if exemplary and worthy to compete in the global hospitality market. The previous president Horst Schulze instituted certain quality service control that catapulted the hotel chain into the top. Apart from the three levels of servi ce employed to make guests feel welcome, employees in the company are given the authority to handle any complaints from customers on the spot and can spend $2000 in the process as necessitated (Bono & Heijden 2011, pp.223). The employees can also request immediate aid from other employees. Furthermore, the employees are also required to gain feedback from the customers within a twenty minute period on the progress of problem resolution. Analysis of the Corporate Strategy of the Ritz-Carlton Hofstede demonstrated that there are several dimensions of culture that determine the operations of a company. The dimensions define how a company interacts both with its employees and its consumers. The first dimension is whether a company is means oriented or goal oriented (Hofstede 1980, pp.74). The Ritz-Carlton company is goal oriented such that the structure commencing from its credo to internal operations are all geared to providing the exemplary customer service and maintaining the Ritz-Ca rlton mystique. The second dimension is whether a company is internal driven or externally driven (Bono & Heijden 2011, pp.212). In an internally driven company, employees perceive that honesty and business ethics are vital and that they better understand what the customer needs. In an externally driven system however, emphasis is on meeting the requirements and needs of the customer (Aaker 2007, pp.59). The Ritz is an externally dri

Media report on magazine Essay Example for Free

Media report on magazine Essay The use of connotations comes under the key concepts of media language. This is very important because images are used as signs to add meaning. For example, an image of a football player means it has something to do with football. Images of make-up could have something to do with fashion magazines, these are known as connotations. Also, the actual language used is very important which helps along with choosing your audience. Formal writing is used for the older generation and informal writing or slang is used for teenagers as they are so familiar with slang meaning it is more appealing to that audience. Even slanting writing is more informal and more appealing to teenagers. Denotations and connotations are also very help. Denotations are what there are and connotation is what there might be, almost like suspense. Key concepts are very important and should be used in magazines for many reasons. For example one major key concept is the audience. This is very important for magazines as they need to know who they are trying to sell their product to. If they know who their audience is then the contents in the magazine will be suitable for that certain audience. Also, if you know your audience from the start, colours and images will help you to represent it for example: if the magazine was for females, the colour used would most likely be pink or red as these are mainly colours aimed at the female audience. Images also help with the audience. For example, people who are really into their football, most probably there will be an image of a football indicating what the magazine could be about and this is an example of connotation. A lot of this has linked in with representation such as use of colours, images and genders. Other aspects include of are religions and young people being represented unfairly. Firstly the use of colours can represent genders such as pink for females as this is more of a feminine colour and blue for males as this is more masculine. This gives us the audience it is aimed for. An example of this is not many males pick up pink coloured magazines as it seems to be for the female audience just like blue is a masculine colour and not preferred by women. I had decided to analyse these three magazines because my magazine is about fitness and a healthy lifestyles. I had decided to analyse these three different magazine covers because I then have a wider range of ideas which I can then combine to create the magazine. The case study I had chosen to provide as my research is from the magazine UltraFit. This is because unlike the other 2 magazines, this magazine has an image of both genders, male and female. On the Fitness, magazine, the image given only had a female on the front which indicated that it is mainly aimed for women. A similar issue was with the magazine Mens Magazine which was an issue because it clearly shows that it is aimed for the male audience. The analysis of the magazine front covers as influenced me to add quite a few aspects. I am influenced as most of the magazines included the same headings such as Your diet and nutritional values. This was tempting because it had been a popular topic at the time but I avoided using it as I wanted our magazine to be unique. Another heading I was tempted to include was How to cope with injuries. This was because it was an issue brought up in many sports such as football, hockey, etc. I have also chosen this because I have had injuries from sports myself so I could add a personal touch to it. Our first ideas were producing a magazine about football as stated before. This was because our knowledge of football was much more than any other sport but as we researched over the internet, we learnt that there were already many football magazines to compete with. The next thing we decided to do was a fitness magazine which was our final idea. Also, the colours first were yellow and white as they complimented the topic as they were clear and clean colours. The colours were then changed to a black background with mixtures of colours to make different parts of the magazine to stand out more and seem more appealing. The genre I have chosen to work on is health and fitness. Our first idea was originally football however we researched football magazines and there were too many which would not give us the factor of having a unique magazine. So we decided to choose something that is not focused on much in the UK; Obesity. We are not actually aiming to produce a full magazine but the main features of it which would be: a front cover, contents page, an article and a back cover. We decided to make our target audience the general public as this magazine bases itself on a subject that anybody can benefit from. Also, the age group is also any because anybody can benefit from exercise and fitness as it can help with things like diabetes, obesity, etc. on the magazine, there will be an image of different sports equipment showing people can play any sport and be fit. The technology we will be using to create our front covers are things with ICT such as Corel Draw, Adobe Photoshop and Microsoft Word. These were used to make the magazine to seem more professional and some would believe it is easier to design via ICT. Even the article was produced using Microsoft Word which made it seem a lot more appealing and professionally designed. Evaluation My strength of helping design a front cover was that I had a lot of knowledge about design which was a great use in this project. This was a really big help as I could make the cover to the best quality possible using graphics designing software. An area which I was not very strong in was mostly the research side of the project. I was able to research other magazine covers that were relevant to the genre of magazine that I had based my project on. This was a help as it helped me to decide colours and layout on a real fitness magazine so I made my magazine seem as real as possible. On our magazine, we had used a variety of colours that went together and colours that didnt so that the cover looked very appealing. This was a good point because it was very eye-catching and although the background colour was black, the other colours went together and the black made them all seems more appealing although they were very different. An example of this would be on the front cover as I have used a lot of different colours like red, blue, yellow, white or purple. These worked well together as the black background was neutral to all other colours. Another thing I was good at was when I had to choose colours which would compliment each other. This was a major issue at first as colours are usually the main points that attract readers to the magazine. In the end we decided to use the colour yellow as our main colour for our magazine name as it was the known as the colour of good health whereas other colours would have been is outstanding. Another colour we tried to use was purple but this became difficult as it was hard to compliment it and also because it was a colour that defined nobility and spirituality which sort of links into what we are doing. My weakness in helping to design the contents page was similar to my problems with the front page as I have no internet at home so my research was limited. This was things like how the contents page was set out and how to make it seem clean yet beneficial for the reader in terms of information. As I had problems doing the research part of the contents page, I was lucky to be working with somebody that is very skilled in methods of research and who is also very dedicated to their work so the majority of the research was done by him and the design and appearance of the magazine was mostly done by me although we both put equal amounts of effort into both parts of the project so that one person isnt doing all the work. My strengths on the article was that when the person I worked with had typed the article of obesity, we had decided to make it into the shape of an obese person with all the text inside the person as it would be creative and original another good point about the article was that the colours of health had been added so the colours would give the reader the idea that I was trying to promote health as healthy colours were used such as orange, green, etc. One other thing that I found a good idea was to put the slogan for the magazine along the sides of the body for the article as they would motivate the audience to be healthy. This was effectively because the slogan was motivational -What the mind believes, the body achieves. This seemed like the perfect slogan as it seems to be motivational and in some way inspiring to young people as it motivates them to become healthy as it suggests that their body can achieve its goal if they as a person would believe that goal themselves mentally. My strengths on designing were that I had researched some information and I had learnt that the readers eye automatically goes to the right of the page when a magazine is first opened. This is why I decided to put the topics and names of the articles on the right side of the contents page so they are clearly visible and not a problem to understand either. I had also used bright colours and large images to dominate the page so that the contents page looked appealing to the audience and still provided sufficient information was is good because it makes the text seem appealing without making the page look too compact. Also, I had used the same colours as the main colours on the front page for the contents page as they are the colours that will be representing the magazine and also because they are bright and eye-catching. Another reason I decided to use these colours was because they are attractive and motivational colours whereas other colours such as purple or blue are too dull or boring. One thing I had added as an extra was a FIFA world rankings table as I have a lot of knowledge about football and I wanted to add a personal touch. This was also beneficial because when the reader opens the magazine and their eye moves to the right of the page, they will see this extra feature and may find it interested to read if they are fans of the sport.

Russell, Strawson, and William of Ockham :: Philosophy of Language

Realism and conventionalism generally establish the parameters of debate over universals. Do abstract terms in language refer to abstract things in the world? The realist answers yes, leaving us with an inflated ontology; the conventionalist answers no, leaving us with subjective categories. I want to defend nominalism — in its original medieval sense, as one possibility that aims to preserve objectivity while positing nothing more than concrete individuals in the world. First, I will present paradigmatic statements of realism and conventionalism as developed by Russell and Strawson. Then, I will present the nominalist alternative as developed by William of Ockham. Realism and conventionalism are commonly taken to be the primary contenders in the debate over universals. Does abstract language refer to abstract things in the world? The realist answers yes, leaving us with an inflated ontology, the conventionalist answers no, leaving us with subjective categories. In this paper I would like to defend a third possibility which aims to preserve objectivity without multiplying objects. It is nominalism, in the original, medieval sense of the word — or more specifically, in the Ockham sense of the word. Willard Quine once remarked that "the nominalists of old . . . object to admitting abstract entities at all, even in the restrained sense of mind-made entities."(1) This is certainly true of Roscelin, the eleventh-century anti-realist who famously asserted that a universal is nothing but a flapping of the vocal chords. And Quine’s remark is true of Ockham as well, in so far as he asserted that a universal is nothing but a particular thought in the mind. Yet thoughts, even if particular, are not exactly concrete, and they do abstract, according to Ockham, in a way that Roscelin’s flapping vocal cords do not. I won’t be able to defend Ockham’s nominalism by refuting all of the many versions of the competition one by one. What I propose to do instead is set it up in relation to the celebrated exchange between Bertrand Russell and P. F. Strawson. In this exchange, Russell and Strawson were trying to figure out how a sentence can be meaningful even when the thing the subject of the sentence refers to does not exist. Russell makes what I take to be the classic realist mistake; Strawson, the conventionalist. In what follows I will first explain Ockham’s alternative and then show why I think it compares favorably against these twentieth-century counterparts.

Online Restaurant Management System Essay

Project objectives usually describe the goals or missions of the company to provide better services to customers. The project scope is being developed to describe the function that required in a system. Whereas the project schedule is needed to state the time line for all the task and follow it in order to complete the system on time. For the project team is state out the task that do by the members. Development and operation environment is required to ensure the final system can be develop in a manner way and operate smoothly after being implemented. We discuss about the fact finding technique, system requirements, and all the UML diagrams. A complete and details requirements has to be gathered before a quality informaiton system can be produced. Hence, the process of requiremens analysis is very important. So, the fast finding techniques that we used are interview and observation. Thus, we had more understand about the restaurant workflow. Functional requiements had described the details of each modules. Requirements analysis is an important part of the system design process. Once the client’s requirements have been identified and facts collected, we are then in a position to design a solution. Class diagram is the database structure that comprised of many classes, interrelationships between classes, operations and attributes of the classes. the database dictionary was showed all the database table with attributes name, data description, data types, key, default values and so on. â€Å"Database design is an important step in software development†. Software testing is an important stage to ensure that the software is free of bugs. The purpose of testing is to ensure that the system will propose require function correctly, accurately, efficiency and effectively. 1. 2 Purpose: Nowadays, the world is getting into digital world. System was trying to build out to make people even more convenience on any aspects. INDIA TAKE AWAYS provides an online system to users to make order online. Indirectly, it involves seller (restaurant) and buyer (customer) which could bring benefits to each other and help to sustain the environment. It is a win-win situation that will bring benefit to the world. This system was bringing a convenience for customer that can make order by just press a button. 1. 3 Scope: Online Ordering Subsystem This Subsystem/module enable customer to make order through online. It will display the menu which includes meal name, image, price, and description. Customer can select the quantity and add the meal into order list. Then, customer can view all the orders in order list and send the order to our restaurant by click the confirm button. Staff enables to check the orders from check list and update the status after the meal is cooked. Delivery Subsystem This module is use when customers choose to delivery. They should fill in the delivery information such as name, contact number, delivery address, date and time. After fill in the delivery details, submit/send it to the restaurant. The staff will keep track all the delivery after the meal is cooked. Staff can view all the meal order, delivery detail, total amount, tax and charge by using this subsystem. They also can print delivery information for their reference Meal Maintenance Subsystem Admin or manager enables to maintain the meal by using this module. When chef have introduce a new meal, they can use it to add the new meal by enter the meal information. It also allows to edit meal information like meal price or image. Besides, admin can delete the meal if the meal is lower sales. Report Subsystem This module is use to generate report by admin or manager in order to make decision. The report include monthly sales report, top 5 monthly report, redemption report, feedback report, reservation report and so on. Different report has different purpose or usage. Most of this report is analyst by admin and make adjustment such like increase staff when higher sales month or do promotion when the sales is lower.

Assassination Of John F. Kennedy - 1002 Words

The Assassination of John F. Kennedy â€Å"Our most basic common link is that we all inhabit this planet. We all breathe the same air. We all cherish our children’s future. And we are all mortal.† President Kennedy stated in his commencement speech at American University on June 10, 1963. John F. Kennedy was an American politician who served as the 35th President of the United States from January 1961 to his assassination in November 1963. There are numerous conspiracy theories involving Kennedy’s assassination such as who was really involved and whether or not the United States government covered up important information about the incident. The assassination of John F. Kennedy impacted many lives of Americans, and these people have lived with†¦show more content†¦Tippit, and then charged with the assassination of President Kennedy. He denied the accusations but was later killed by Jack Ruby on November 24, before he was prosecuted. Ruby was then arrested and convicted for the murder of Osw ald. Ruby appealed his conviction and death sentence but became ill and died of cancer on January 3, 1967, while the date for his new trial was being set. President Johnson then created the Warren Commission to investigate the assassination, which concluded that Oswald was the lone assassin. The results of this investigation have been questioned by many and caused multiple theories to surface. The assassination was such an important moment in U.S. history because of its huge impact on the nation and the numerous political repercussions. Many people believed that the assassination was part of a bigger plot. Some say the trajectory of the bullets did not match with Oswald’s claimed position on the sixth floor of the building. Others believe in a larger conspiracy, claiming Kennedy was killed by CIA agents who were angry over the Bay of Pigs or the behest of Vice President Lyndon Johnson. The many theories that surfaced this famous assassination have yet to be resolved and answered after all this time. A 2004 Fox News poll found that 66% of Americans thought that there had been a conspiracy to kill Kennedy, while 74% thought that there had been a cover-up. A Gallup Poll in mid-November 2013, showed that 61% believed in a conspiracy,