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Padini SWOT Report Essay Essays

Padini SWOT Report Essay Essays Padini SWOT Report Essay Essay Padini SWOT Report Essay Essay Padini is a taking trade name in Malaysia. There are broad scope in manner and pricing of the trade names that PADINI carry on. Padini carries SEED. VINCCI. MikiHouse. P A ; Co. PDI. Padini Authentic and more. Their merchandises non merely fashionable yet besides impersonal which is suited for all type of consumers. Padini holding more than 330 retail mercantile establishments in Malaysia and around the universe of Padini Holding Berhad. Within these a batch of retail mercantile establishment. Padini is doing certain that they are unbreakable for their rivals. We can establish Padini mercantile establishment about every shopping Centre. Padini is among the celebrated trade name established since 1971 in Malaysia. It strategically located factors and warehouses to guarantee they holding broad market coverage in Malaysia. Beside that. Padini ever guarantee the quality of their merchandises is in higher facet for their trade name and in Ouse trade names under th em. holding good quality control. They besides guarantee their merchandises is suited for all ages of consumers. like Mikihouse selling kid and pregnancy wear. VINCCI selling lady accoutrements. The failing of Padini Holding Berhad is the net income is unstable. The consumers passing the budget on garment are depending on the season. In Malaysia. the net income will be at the highest extremum where there is festival season like Chinese New Year or Hari Raya. Another failing of Padini is they have no online shopping web site. For client. they can merely purchase Padini’s merchandise in shops which is non really convenient for the client particularly everyone are busy on working presents. they may hold no free clip to shopping. It besides non all the client is populating in the metropolis and near to shopping Centre. Actually Padini can utilizing the power as market leading to spread out their concern. As a market leader in the retail concern. Padini holding a immense power and chance to spread out their concern to following degree. Padini besides can open more subdivisions to cover loss of possible online client. So far. Padini consider as a celebrated trade name in retail concern which is dressing. lady accoutrements. places. children’s and pregnancy wear and more. Within this countries of concern. possible client is more interested in window shopping instead than online shopping. We think it is a good scheme for PADINI to open more subdivisions in order to pull their clients. Those betterment besides will convey menaces to Padini Holding Berhad. It will increase competition while they open more subdivisions and spread out their concern. Competition is appear where there are legion other trade names which operate at the same location as Padini. The other trade names compete non merely for market portion and floor infinite. Even though Padini have no famous person indorsement. Padini still pull off to be the led trade name in Malaysia. So it means. the power of Padini this trade name itself is powerful plenty to cover the dainties in the concern. To beef up their trade name. Padini should see offering a famous person indorsement.

Quantitative research methods paper Essay Example | Topics and Well Written Essays - 2500 words

Quantitative research methods paper - Essay Example The luxury industry has had to tread more carefully, while stepping into this new venue, so as to avoid diminishing the unattainable luxury image, even while learning how to promote the message and more sales to a larger global audience. This research plans to find out just how much the social media and technology expansion has occurred in the luxury fashion industry, such as online purchasing, and how successful it has been. Luxury item buyers are not that much more different than the rest of the purchasing population, except that there is more money available for expenditures. What is most notable about luxury purchasing habits, is that 75 percent of purchasers in luxury items will research the products available through online store portals, before going into the store to make the purchase (Shea, 2013). In decades past, shoppers had to physically visit each store offering those desired luxury products, before narrowing it down to just a few from which to make their purchase. In fact, the visit to the store usually prompted some type of runway or showcase for the discerning customer, so as to see the apparel in action, so to speak (Bui, 2013). Today, one can go to the Burberry store, for example, and view the brand collections on a store-supplied iPad, instead of walking around the different departments to see what is available (Edwards, 2012; Cosgrave, 2015). Some purchasing habits remain the same ove r centuries, requiring that pre-purchase review, involving the ‘touch, smell, and see’ of the products before making that final decision (Shea, 2013). There is no doubt that luxury clothing brands are taking advantage of the Internet, utilizing the chat function on their websites to assist with questions and help with purchasing decisions, providing videos of clothing lines, and providing a seamless process of purchasing for the customer, that makes them want to come back for more (Edwards,

Thomas Jefferson Essay Example | Topics and Well Written Essays - 250 words - 3

Thomas Jefferson - Essay Example s notes that Jefferson was not a reflective political philosopher,  and the efforts Jefferson made at  political  philosophy were, in most cases, embarrassingly  shallow  and sometimes quite naive (1997). Secondly, although Ellis (1997) accepts the fact that Jefferson was a brilliant political theologian and  visionary, he does not leave out the point that the qualities of Jefferson displayed in his book were those of an  irrational  and outrageous political  personality. Ellis, in his article, argues that Jefferson was first to come up with the idea that peoples deepest  personal  longings were, as a matter of fact, achievable in his book, but then went ahead and suggested opposing principles in a way that hides their incompatibility. According to Ellis (1997), Americans saw Jefferson as a reassurance to them because of his many achievements, and any criticism was not welcome. In his book, Jefferson included some of his most memorable statements about the things he believed in  especially  in the political and social front (1995). However, Ellis (1997) points out that there are many ways that Jefferson failed to  bear  the full implications of his beliefs and  vision  about racism, slavery, and sexism, and wants to expose the underlying contradictions of Thomas Jefferson’s failure. From Ellis’ point of view we can conclude that no matter how influential and powerful a person is, there is always something to criticize him

Core Reflection Essay Example | Topics and Well Written Essays - 500 words

Core Reflection - Essay Example For some, a passing grade is suffice while others must maintain a certain grade point average. Champlain College integrates two distinct approaches to traditional academics and these two approaches are with a liberal studies program and interdisciplinary teaching and learning. In addition, the purpose of liberal study and general education is a rich experience that combines academic strictness, self-exploration, and global and local awareness. It is important to be in Core class because we are able to take what we learn in class and are able to apply it to what we want for our future. Every student will gain something different from each class and that is true of Core class. Each of us are able to look at our own interests and view things in ways that perhaps were instilled in us in our environment before becoming a student at Champlain. Through student and faculty discussions, we are able to see things in a whole new way and look at the world with different perspectives. We might think that we have a certain job that we are focused on doing and through the self-exploration, we find ourselves soul-searching to see if we can really identify with the objectives of a particular career. Without a Core class, we are able to pinpoint more closely what our objectives are at Champlain so we can meet the goals we have set for ourselves as students. I have been studying Core classes since last summer and some of them are enjoyable but a few of them are not. Because I am transfer student, I had to take Summer Bridge which is COR-130 and it was over a period of six weeks. This really was not too bad, however, I had to learn a lot of information and material in a short period of time compared to a regular semester course. In Core 200 level courses, there are several available options of courses. Unfortunately, there were not many that satisfied my interests so I felt like I was taking random classes and courses and

Development Of The Mbo Concept Business Essay

Development Of The Mbo Concept Business Essay Management by Objectives has been one of the most successful approaches to management to date. The fact that MBO has survived for about twenty years indicates that it is more than just a fashionable technique. What is often overlooked, however, is that MBO has changed considerably over the years. There are still some who think of MBO as an appraisal tool. But, if this narrow, limited view of MBO is taken, then MBO would indeed have serious limitations. On the other hand, if MBO becomes a way of managing, many of the undesirable consequences encountered in appraisal can be avoided. Development of the MBO Concept The term Management by Objectives was introduced and popularized by Peter Drucker, who stated that, Objectives are needed in every area where performance and results directly and vitally affect the survival and prosperity of the business. In addition, he emphasized the importance of participative goal setting, selfcontrol, and self-evaluation. But Druckers idea of MBO was not adopted in its entirety, and MBO was not practiced as a way of managing. Rather, selected aspects were taken and applied to performance appraisal. The Appraisal Approach. McGregor called attention to the shortcomings of conventional appraisal programs, which focused mainly on personality traits. The manager, mistrusting the validity of the appraisal instrument, resisted because he did not like to judge other human beings like physical objects. Consequently, McGregor suggested anew appraisal format, utilizing Druckers MBO concepts. In this approach, the subordinate sets his short-term performance goals for himself. These goals are then discussed further with his superior. Later, the individuals performance is evaluated against these goals, but it is primarily self-appraisal. The MBO approach to appraisal was certainly a step in the right direction. However, it dealt with only a small (although important) part of the managerial job. Integrating Objectives. In the middle 1960s, behavioral scientists became interested in the MBO philosophy. They saw MBO as a way of integrating individual and organizational objectives, in which the individual becomes an active participant in the managerial process. Moreover, the underlying premise is not that top management knows best, but rather, that individuals at all levels are capable of contributing to the success of the organization. Consequently, participation is a key aspect of this orientation. Another characteristic of this MBO approach is the concern not only for organizational objectives, but also personal development objectives. It recognizes that learning does not stop at the time a diploma or degree is earned. Learning is a continuing process. Therefore, developmental and growth objectives are now an important part of the MBO process. Another facet that should be mentioned here is that people in organizations are better educated than ever before. Consequently, they do not want to accept orders blindly; they demand a part of the action; they want to be involved; they want more control over their job and their life; and they also want to know where the company is going, so that they can contribute to the aims of the organization. MBO, which stresses participation, was found to be a means to satisfy these needs. It was recognized that people want to do a good job and that the needs of the organization and the individual are not necessarily incongruent, and that they can be integrated. Therefore, both the individual and the organization can benefit from this approach to management. The Long-Term View. Although the new emphasis on the needs of individuals created a more favourable environment for managing, there were still some problems. One was that the focus was still primarily on shortterm, one-year objectives. Unfortunately, this often resulted in undesirable consequences. For example, individuals, focusing on the one-year cycle, may neglect important decisions necessary for the long-term health of the organization. This points to the need to integrate long range and strategic plans with medium and short-range objectives. The implication of the new orientation had a greater impact than might appear on the surface. Previously,MBO programs were primarily implemented by the personnel departments. It was not unusual to find the top management attitude that MBO is valuable, but only for middle and lower managers. The new orientation and the shift to a more comprehensive approach to MBO (relating it to long-range and strategic plans) demands the attention and invo lvement of top management. Their commitment has to go beyond the issuance of a policy statement endorsing MBO for the company. Instead, top executives must become active participants in the MBO process. Consequently, MBO welds together not only short-term goals with long-term aims, it also integrates the efforts of managers at all levels of the organization. . Management by Objectives (MBO) Method The Management by Objectives (MBO) method is a process in which managers and employees jointly set objectives for the employees, periodically evaluate performance, and reward according to the results. Although it is a three-step process, no standard form is used with MBO, so it is a method. MBO is also referred to as work planning and review, goals management, goals and controls, and management by results. Why and when do we use the MBO method? The MBO method is one of the best methods of developing employees. Like critical incidents, employees get ongoing feedback on how they are doing, usually at scheduled interval meetings. We can use the MBO method successfully with our employees if we commit to the process and truly involve employees rather than trying to make them believe that our objectives are theirs-accurate measures. On an organization-wide basis, MBO is not too commonly used as the sole assessment method. It is more commonly used based on the evaluative assessment during the development part of the performance appraisal. One difficult part of MBO is that in many situations, most, if not all, employees will have different goals, making MBO more difficult and time-consuming than using a standard assessment form. How do we use the MBO method? MBO is a three-step process: Step 1. Set individual objectives and plans. The manager sets objectives jointly with each individual employee.26 The objectives are the heart of the MBO process and should be accurate measures of performance results. To be accurate, objectives should be SMART.27 They need to be Specific, Measurable, Attainable, Relevant, and Time-based. Being specific, measurable, and time-based is fairly easy to determine in a written goal, but being attainable and relevant is more difficult. So we developed a model based on the work of Max E. Douglas with two examples in Model 8-1 that we can use when setting objectives for ourselves or with others. Step 2. Give feedback and evaluate performance. Communication is the key factor in determining MBOs success or failure, and employees should continually critique their own performance.28 Thus, the manager and employee must communicate often to review progress.29 The frequency of evaluations depends on the individual and the job performed. However, most managers do not conduct enough review sessions. Step 3. Reward according to performance. Employees performance should be measured against their objectives. Employees who meet their objectives should be rewarded through recognition, praise, pay raises, promotions, and so on.30 Employees who do not meet their goals, so long as the reason is not out of their control, usually have rewards withheld and even punishment when necessary. Advantages: The MBO approach overcomes some of the problems that arise as a result of assuming that the employee traits needed for job success can be reliably identified and measured. Instead of assuming traits, the MBO method concentrates on actual outcomes. If the employee meets or exceeds the set objectives, then he or she has demonstrated an acceptable level of job performance. Employees are judged according to real outcomes, and not on their potential for success, or on someones subjective opinion of their abilities. The guiding principle of the MBO approach is that direct results can be observed, whereas the traits and attributes of employees (which may or may not contribute to performance) must be guessed at or inferred. The MBO method recognizes the fact that it is difficult to neatly dissect all the complex and varied elements that go to make up employee performance. MBO advocates claim that the performance of employees cannot be broken up into so many constituent parts as one might take apart an engine to study it. But put all the parts together and the performance may be directly observed and measured. Disadvantages MBO methods of performance appraisal can give employees a satisfying sense of autonomy and achievement. But on the downside, they can lead to unrealistic expectations about what can and cannot be reasonably accomplished. Supervisors and subordinates must have very good reality checking skills to use MBO appraisal methods. They will need these skills during the initial stage of objective setting, and for the purposes of self-auditing and self-monitoring. Unfortunately, research studies have shown repeatedly that human beings tend to lack the skills needed to do their own reality checking. Nor are these skills easily conveyed by training. Reality itself is an intensely personal experience, prone to all forms of perceptual bias. One of the strengths of the MBO method is the clarity of purpose that flows from a set of well-articulated objectives. But this can be a source of weakness also. It has become very apparent that the modern organization must be flexible to survive. Objectives, by their very nature, tend to impose a certain rigidity. MBO PROCESS This type of managing hasnt been around forever: Its an approach called Management by Objectives; a system that seeks to align employees goals with the goals of the organization. This ensures that everyone is clear about what they should be doing, and how that is beneficial to the whole organization. Its quite easy to see why this type of managing makes sense when the parts work in unison the whole works smoothly too. And by focusing on what youre trying to achieve, you can quickly discriminate between tasks that must be completed, and those that are just a waste of valuable time. http://www.mindtools.com/media/MBO.jpg These steps are explained below: 1. Set or Review Organizational Objectives MBO starts with clearly defined strategic organizational objectives (see our article on Mission and Vision Statements for more on this.) If the organization isnt clear where its going, no one working there will be either. 2. Cascading Objectives Down to Employees To support the mission, the organization needs to set clear goals and objectives, which then need to cascade down from one organizational level to the next until they reach the everyone. To make MBO goal and objective setting more effective, Drucker used the SMART acronym to set goals that were attainable and to which people felt accountable. He said that goals and objectives must be: Specific Measurable Agreed (relating to the participative management principle) Realistic Time related Notice the A in SMART is agreed. This is sometimes referred to as achievable but, with MBO, agreement about the goals is a critical element: Its not enough for the goals and objectives to be set at the top and then handed down. They must flow, or trickle, down through various stages of agreement. The only goal that is going to be met is one that is agreed on. How much easier is to get buy in when the person responsible for achieving the goal had a hand in developing it? 3. Encourage Participation in Goal Setting Everyone needs to understand how their personal goals fit with the objectives of the organization. This is best done when goals and objectives at each level are shared and discussed, so that everyone understands why things are being done, and then sets their own goals to align with these. This increases peoples ownership of their objectives. Rather than blindly following orders, managers, supervisors, and employees in an MBO system know what needs to be done and thus dont need to be ordered around. By pushing decision-making and responsibility down through the organization, you motivate people to solve the problems they face intelligently and give them the information they need to adapt flexibly to changing circumstances.Through a participative process, every person in the organization will set his or her own goals, which support the overall objectives of the team, which support the objectives of the department, which support the objectives of the business unit, and which support the objectives of the organization. 4. Monitor Progress Because the goals and objectives are SMART, they are measurable. They dont measure themselves though, so you have to create a monitoring system that signals when things are off track. This monitoring system has to be timely enough so that issues can be dealt with before they threaten goal achievement. With the cascade effect, no goal is set in isolation, so not meeting targets in one area will affect targets everywhere. On the other hand, it is essential that you ensure that the goals are not driving adverse behaviour because they have not been designed correctly. For instance, a call centre goal of finishing all calls within seven minutes might be useful in encouraging the staff to handle each call briskly, and not spend unnecessary time chatting. However, it might be that customers calls were becoming more complex, perhaps because of a faulty new product, and call centre operators were terminating the call after 6 minutes 59 seconds in order to meet their target, leaving customers to call back, frustrated. In this situation, the monitoring process should pick up the shift in the goal environment and change the goal appropriately.Set up a specific plan for monitoring goal performance (once a year, combined with a performance review is not sufficient!) Badly-implemented MBO tends to stress the goal setting without the goal monitoring. Here is where you take control of performance and demand accountability. Think about all the goals you have set and didnt achieve. Having good intentions isnt enough, you need a clear path marked by accountability checkpoints. Each goal should have mini-goals and a method for keeping on top of each one. 5. Evaluate and Reward Performance MBO is designed to improve performance at all levels of the organization. To ensure this happens, you need to put a comprehensive evaluation system in place. As goals have been defined in a specific, measurable and time-based way, the evaluation aspect of MBO is relatively straightforward. Employees are evaluated on their performance with respect to goal achievement (allowing appropriately for changes in the environment.) All that is left to do is to tie goal achievement to reward, and perhaps compensation, and provide the appropriate feedback. Employees should be given feedback on their own goals as well as the organizations goals. Make sure you remember the participative principle: When you present organization-wide results you have another opportunity to link individual groups performances to corporate performance. Ultimately this is what MBO is all about and why, when done right, it can spur organization-wide performance and productivity. Management by objectives is not a technique of performance appraisal, but it denotes a systematic process of performance appraisal MBO as an approach which uses objectives as a focal point to improve managerial performance and managerial effectiveness, both at the individual and at the organisational level. These objectives serve to guide, direct, review and measure performance. However, MBO should not be thought of as merely a tool for performance appraisal. It is a far more comprehensive mechanism and provides a framework for organisational and managerial decisions In the MBO approach while the objectives provide the focal point, the emphasis is on improving the performance and providing better results. This is because MBO is concerned with achieving the objectives as well as the process by which they are achieved. The objectives will necessarily vary with the managerial level at which they are set. Objectives at the level of the managing director will be different from those of a branch manager or the production manager. However, all these objectives are derived from the organisations overall objectives and i n turn are linked to the corporate plan. The fact that MBO allows for distant, intangible organisational objectives to be converted into achievable, personalised objectives (for each level of management ) is the reason for its success and popularity. The key concepts in MBO are : à ¢Ã¢â€š ¬Ã‚ ¢ emphasis on results rather than activities, à ¢Ã¢â€š ¬Ã‚ ¢ objectives for specific managerial positions, à ¢Ã¢â€š ¬Ã‚ ¢ participatory or joint objective setting, à ¢Ã¢â€š ¬Ã‚ ¢ identification of key result areas, and à ¢Ã¢â€š ¬Ã‚ ¢ establishment of periodic review system.

Essay --

Although many factors have influenced the development of civilizations around the world, most are derived from the necessities required by all humans to maintain existence. One of the most primitive needs of the human race is food. The ability of the land to provide a surplus of food was a significant contributing factor for civilization to emerge in Mesopotamia. Crops such as barley, emmer, olives, beans, grapes and flax were very easy to grow in the fertile soil found there. As more people began to arrive and settle in Mesopotamia, towns began to emerge building a civilization that encompassed various workers, organization, and cooperation among the people. The Mesopotamians learned to reroute would be floodwaters to the drier land to hydrate their crops, laying the foundation for modern day irrigation systems. Although there were areas such as Mesopotamia that had an abundance of food, other areas were not as fortunate. Many would have to travel to purchase food or obtain water. Traveling on foot could be very tiresome and demand lengthy trips. Another reason for the need of transportation of a method other than on foot was war. This led to the invention of the chariot, as early as 1800 BCE by the Syrians. As the steppe people migrated into established civilizations, chariots became more widely utilized as the preferred weapon. Rulers from areas widespread as Europe, China, the Middle East, and India utilized chariots as their master weapons. The use of the chariot eventually succumbed to horseback riding as the preferred method of travel. Just as societies and civilizations expanded over the continents of Europe and Asia ¸ the United States also expanded from the original colonies settled on the east coast to the ... ...arvests to pay their rent to be evicted. Many were shipped by their landlords to British North America on the hopes of empty promises of money and clothing. Although the ships landed in Canada, of the survivors, nearly half walked across the border into America deserting their mother country after the deception. Civilizations throughout the years have manifested through the need for change and survival. Whether food, resources, or the need for travel was the inspiration, people relocated to meet their own needs. Societies were established based on the cultures they came from, acculturated with the indigenous people they came in contact with. We all have needs to survive and provide future generations with the ability to progress forward. As the world changes, we learn to adapt and generate new technology as a means to ensure the maintenance of the human race.

In Cold Blood – the court case

Defendant of clutters: In today's case a young girl, named Susan, tells a story of how an innocent, well known family get murdered. In this plea for justice she describes the Clutter family as respectful, social and family oriented. The individual characters are described in a way that makes the jury feel the connection between them as a family , however the case also involves two individuals without whom we would not be here today- the murderers, Perry and Dick. If we compare the mannerisms in which the inspector (who examined the case) talks about the family and these two we acknowledge that Perry and dick are seen very negatively and given the label, killers! Whereas he talks about the clutters as though they were his family which then forces the jury to feel a connection to them and thus distance from the offenders; Perry and Dick. Firstly let's talk about the man of the family, Herb Clutter; a respected man among his society. Herb is recognised as a wealthy and successful man who earned his wealth and status rather than being given it. Being a family man meant that his family also respected him a lot, they would never dare to talk back to him. Mr Clutter was a perfectionist; he was brilliant at every task he dealt with making sure he worked to his full potential. In addition to his hard working attitude he was also a very social man; ‘his name was everywhere' suggesting he was widely known in his society. Moreover he was a good employer who never exploited his employees. Herb Clutter was a man of dignity and truth he never lied and he always stuck to the rules; ‘laws were laws'. Additionally he was an intellectual man who ‘majored in agriculture'. Knowing all this just makes the act of murdering him all the more sinister, suggesting that he was shown injustice and that the two responsible for the crime should pay the consequences. Later on the barrister mentions Herb's wife, Bonnie Clutter. He uses this member as a minor detail in the case; bonnie is not seen or thought of as very important in the story thus not mentioned as much. However when she is mentioned, she is described as a weak and unhealthy person -completely opposite to her husband. Your honour if we now take a look at herb clutter's wife's medical report we find that Bonnie Clutter suffers from depression which affects her health in many ways. She is also very timid and reclusive. Bonnie is a very different character to Herb as she is very unhealthy, both mentally and physically; ‘on and off psychiatric patient' as quoted by a valid source suggesting her constant illness. Being ill majority of the time does not help the fact that she may not be totally sane; ‘Do you like tiny things? , this question is not something that a mentally stable person would ask, also her tone of saying it would make her sound mentally unstable. Now what I would like to ask off mr. hickock and his ally is what pleasure did they gain room killing such a fragile thing? What enjoyment could they possibly have felt in committing the sin? Now your honour I would like to introduce you to a very special young lady, someone who wanted happiness, someone who helped everyone, someone who was inspiration to the town of Holcombe, someone who died a horrible death and that someone who is vital to this case†¦. Nancy Clutter, the daughter of Herb and Bonnie Clutter. We are told that Nancy is a 16yearold teenager who undergoes more responsibilities than an average teenage girl. She was pretty and likeable shown by the views of the citizens of Holcombe; ‘town darling' and ‘pretty girl'. Nancy made it her responsibility to cook for the family and too help the society as much as she could. Also she did all this willingly, ‘would have willingly'. As mature as Nancy was she was very respectful of her father, she would obey his every command and never talk back to him. Overall Nancy is seen as a very efficient and accomplished young lady who was never vain and hence i asked the question what did she do to deserve such torture? Let's not forget just before killing the innocent teenage girl the offender Mr. hickock had wanted to rape her. Luckily he was stopped but imagine the pain this girl must have endure having two strangers in her home causing harm to all the people she loved the most. This girl was only in her teens and her life ended their for her. Nancy clutter had so much potential and so much to give to the world, yet she wasn't even given the chance. This was all down to two killers with a greed for money and wealth and they are among us today†¦ Perry and Dick! Perry smith is proved to have a mind of a criminal; his desire for money suggests a certain criminal quality and his skill to be continually self aware allows him to be very manipulative. Consequently increasing the similarities between him and a criminal. There is no doubt that Perry committed this crime. Many have described him as a natural killer- without conscience. Perry is a short man- under the average height of a man of his age. Thus may feel the need to try harder to feel the characteristics of a man. Also Perry is an achoholic which totally goes against the one thing that Herb clutter would not endure. In addition Perry is a dreamer and has also been involved with the police in the past which suggests a huge contrast to herb as he would never go against the law. perry was seen to have said ‘ Cost me 30 bucks' which is clear evidence of his materialistic view and his love /desire for money. Nevertheless if we look closely at something that has been said regarding Perry,' a dictionary buff' we recognise that wishes to be intelligent and so he reads the dictionary in order for him to seem smart using complex vocabulary. However he does not show this through his actions. At a young age Perry also could not, for whatever reason, educate and this left him feeling neglected and unworthy, this maybe the reason for his life of crime but it does not excuse what he has done. If he wished to educate then he could have done other things to accomplish something with life, he had no excuse to lead the life he has. The last character Truman introduces is Perry's partner in the murder of the Clutters, Perry Hickock. Although this character may not be as successful as Herb Clutter, he was more accomplished than Perry. Dick was a 28 year old mechanic, who came from a descent background; he had been married and divorced twice and had three sons. Dick is created as more humorous and quick-witted than Perry- with more life in him. Truman Capote introduced this character to seem less devious than Perry; he did not seem like a criminal from his introduction. Although he was still distanced from the reader as the reader wanted to emphasise the death of the Clutters later in the book. He wanted the readers to form a pleasant view of the Clutter family before they died for the scene to seem more dramatic and to get the readers to sympathise more for the victims. The author of this book, Truman Capote, introduced the scenes , the characters and a little bit of the story in a way that allowed the reader to form a link ,whether it be negative of positive, between them and that of the characters.

A PET

A PET Each family consists of a certain number of members who may share many similarities and differences among themselves. They may share same viewpoints, while others may think otherwise. All members of the family are essential, yet there are some individuals in the family whose roles can be related to as being very similar to that of a pet. In the story "A Bricklayers Boy" Lubrano's role can be compared to that of a pet. In the story Lubrano has similar distinctions of a family pet.Lubrano lives with his parents. Lubrano's father pays for his college tuitions and his everyday financial needs just like a pet owner would take care of its pet providing it with all needs. In return Lubrano's father wants him to follow the Blue-collar rules of the family which were to chose a good career and make good money, to keep the family happy. Lubrano though, has a different view about life.A view of Medlar Field at Lubrano Park looking fro...

Using the French Expression À la rentrée

Using the French Expression la rentrà ©e la rentrà ©e!  [a la ra(n) tray] is a French expression used to mean, See you in September! or See you this fall! When translated literally, the phrase means, at the return. This is an common idiomatic phrase of normal register. How to Use the Phrase In August, major sectors of France slow down or close up shop completely. School is out, the government is more or less AWOL, and many restaurants and other businesses are closed as well. Therefore, many French people are on vacation for all or part of the month, which means that la rentrà ©e, in September, is more than just students and teachers going back to school; its also everyone else returning home and going back to work, returning to normalcy. la rentrà ©e! is a valediction, similar to bonnes vacances!  (have a nice vacation), a way of saying good-bye and an acknowledgement that youll see the other person when you both re-enter the real world after your prolonged vacation.You can also use la rentrà ©e as a reference to that point in time, to explain when something will happen, as in Je vais acheter une nouvelle voiture la rentrà ©e- Im going to buy a new car in early September / when school starts back up / after I get back from vacation. A related expression,  les affaires de la rentrà ©e,  means back-to-school deals/sales.

Learning Outside the Lines by Johathan Mooney and David Cole Essay

Learning Outside the Lines by Johathan Mooney and David Cole - Essay Example There are many students among the class but all the students are not same. Few of them are slow learners and they required special treatment, special efforts for learning. This book is an experience of slow learners who were being criticized for their stupidity. Apart from the constant dereliction they received from everybody they completed their high school and surprisingly they secured their bachelor degree from Ivy League institutions. This book gives very beneficial hints for those students who are struggling with the problem of dyslexia. Moony and Cole in this book also explains about the useful methods of note making, test taking techniques etc. The book is really an ideal guide for the teacher to adopt the ideal methodology of teaching which will be useful for intellectual development of every child. This book is also a source of inspiration for the slow learners and a great motivation for them which they rarely get from the people surrounding them. The stories of both of thes e authors are really inspirational. According to the twenty Forth Annual Report to Congress, US Department of Education, 2002, "As many as 1 out of every 5 people in the United States has a learning disability. Almost 3 million children (ages 6 through 21) have some form of a learning disability and receive special education in school. In fact, over half of all children who receive special education have a learning disability." It means that this number is really remarkable and in such case these children need special provision and study method. They are just in need of motivation to come out of this situation. On this background this book is a very good guide especially for teachers and the parents of such children. Jonathan Moony and David Cole during their school days were insulted and blamed for being stupid students with no ability of learning due to their inability to grasp quickly. Moony says in this book, â€Å"Education is one of the most beautiful and liberating

Compare and contrast Nissan Juke and BMW 128i Coupe Essay

Compare and contrast Nissan Juke and BMW 128i Coupe - Essay Example It was tested at a quarter mile, and came in a 15.5 seconds and zero to 60 in 7.3 seconds. From 60 mph to zero, it came in at 123 feet. The estimates for the Juke’s fuel economy are 27 city and 32 highway. With well weighted steering and buttoned down suspension, the Juke provides a decisive response. Coming in at $20,000 to $25,000, the Juke is also comfortable to drive. Firmly padded seats, adjustable height and steering tilts help the driver find the ideal position. It also has all wheel drive, Bluetooth and iPod capability, side and curtain airbags, as well as stability and traction control. It also comes with emergency braking assist, engine immobilizer, whiplash protection system, tire pressure monitoring and vehicle alarm impact sensor. Although the Juke comes in as an average vehicle in terms of performance, dynamics, comfort, quietness, ergonomics, visibility, space and overall build quality, it is a good vehicle with a very unique look at a fair price. With overall o wnership costs for five years coming in at $31,595, and depreciation at $10, 932, it’s a good deal. The 2011 BMW 128i Coupe is a smaller but still sleek version of BMW’s 3 series.