I.T. and Healthcare Essay -- Technology, Information Technology, Healt

Most people live in rural areas, while the medical community exists in cities. Medical facilitates are increasing the use of information technology database as a collaborative effort within the healthcare communities, on the condition that remote communities have access to the largest healthcare database and treatment information for public health solutions. Technology has shown that communication strategies are changing the way people understand and translate messages. There are no indications that imply technology reduces labor costs, in the healthcare industries. The fundamental economic theories are best used when collaborating with new technologies. As administrators the new electronic age, has brought new invention that are innovative and gives promise to a new generation. This reflects the achievement of information technology in the new generation. Technology has shown that communication strategies are changing the way people understand and translating messages. The growth of the World Wide Web has launched electronic communication assistants, and the interest in wirele...

Case Study Nike Essay

1. How does Nike’s decision to retain an in-house arm of ad agency Wieden & Kennedy exemplify the concept of organizational design? The decision to retain an in-house arm of ad agency exemplify the concept of organizational design, makes you look at how both companies interpret organizational design. Organizational design is the process of creating structures that accomplish the company’s missions and objectives. First looking at the text, you interpret the Nike’s mission is to design products that will have an outcome of a positive image and that positive image will encourage consumers to purchase Nike products. This shows you that Nike’s image is one of the most viable and important aspects for their company’s success. Which would leave to the following aspects of customer satisfaction, because without that I could potentially ruin Nike’s positive image that they strive so much for. Another factor that plays into this positive image would be advertising. Advertising is an important factor because helps the company showcase their â€Å"consumer-aimed† designs to the public. â€Å"Nike recently spent nearly $2.5 billion annually on advertising.† This textbook reference perfectly displays Nike’s commitment to their positive brand image. Nike’s current advertising agency, Wieden & Kennedy has portrayed this image successfully in the past and currently. This success was show by Nike providing them with â€Å"in-house arms† at the Nike headquarters. By Nike displaying this affection of placing a core contributor to their mission of having a positive image and taking placing them into their headquarters, embodies the concept of organizational design. Not only does is embody the concept is gives the advertising agency the opportunity to have access to Nike’s executive officers, all other employee’s that fall under the top-down and bottom-up structures of change. Which will stimulate Weiden & Kennedy form to better and personalize  marketing strategies and divisional structure for Nike’s mission and purpose to give them the competitive advantage that they have and strive for. 2. Given the problems Nike has had with sweatshop labor being used by some of its foreign contractors, are there parts of the firm that need to be run with a mechanistic rather than organic design? Give examples to support your answer. In my opinion, Nike should run with a mechanistic design rather than organic. They should do this because when looking at the manufacturing departments that Nike employs it is common knowledge that they companies may not provide nor have the basic necessities that would be implemented by labor laws. Now, seeing that mechanistically control is exceedingly bureaucratic is only proves that this needs to happen within outsourcing departments. Nike should have more restricted limits of control to keep them on task when employing these realities of outsourcing. The association with sweatshops is a big deal alone, and Nike is being accused of allowing then to be employed within their company. Looking back at the question above, this would impact their mission of having a positive image as a while. Referring to the text: Nike refused and refuted to comments made by the critics. Nike will destroy their mission of wanting a positive image, when being associated with allowing sweatshops and unsatisfactory work conditions. When looking at prevention of this negative image, you would have to go to the employees who watch the outsourcing and construct and organize the business dealing with the manufacturing firms. Like stated before they should have personalized and centralized tasks and authority at all times. A way they could implement this in there current situation would be appointing Hannah Jones a Nike executive to watch over the efforts of improvements in the factories working and labor conditions. She could do this by simply appointing a position below hers to watch over a specific issue at a time and report back to her. This would give her department power of what is occurring in these manufacturing companies that Nike as a whole  has decided to outsource to. The manufacturing companies involved with Nike’s brand image and business, as a whole should be required to follow Nike’s standards of ethics. When referring back to organizational design, extreme use of supervision is key. Even if Nike were to implement the idea of taking action of supervising every factory to focus of labor issues alone, it would give them the information needed to know if they should be outsourcing with those manufacturing departments. This could lead to the manufacturing departments actually taking that information and collaborating to have well trained and the proper authority to give them the expectations needed.

Learner Analysis Essay

Background Summary Flight nurse’s and Flight Paramedics perform as members of an aeromedical crew on helicopters (rotor wing), and airplanes (fixed wing) aircraft, providing for in-flight management and care for all types and ages of patients. Responsibilities of this job include the planning and preparation of each flight, to include such things as; safety, evaluation of an individual patient’s in-flight needs and request of appropriate medications, supplies, and equipment to provide continuing care from origination to the destination facility. They act as liaisons between facilities during an interfacility transport and from scene location to trauma center during medical and trauma related emergencies. They also initiate emergency treatment in the absence of a physician during in-flight medical emergencies. Flight nurses and flight paramedics have training in mechanical ventilation, hemodynamic support, vasoactive medications, airway, and other intensive care skills. Most air medical businesses expect nurses to have at least 2 to 5 years of experience in emergency or critical care units, and the more trauma experience, the better (flightnursetraining.com). This means nurses that have a proven ability to manage multiple patients with vastly different conditions, as well as being able to make split-second decisions about patient care with maximum attention to patient care and safety. Flight paramedics are expected to have a minimum of three years current experience as a paramedic on an advanced life support team and/or critical care transport team. Both of these roles may have to tend to multiple critical cases all at once, so it is important that he or she have the skills to cope with high stress situations. Even though those hired into the role of a flight nurse and flight paramedic come into the role with a core background in critical care and expected level of baseline knowledge,  higher level of autonomous critical thinking and rapid decisio n making is a new skill encountered for many coming into this role. A well-structured training program is an integral part of laying a strong foundation to build the necessary knowledge base needed to assure both a flight nurse and flight paramedic are prepared to perform in their role as a crew chief. Approximately six years ago a well-structured crew chief training program was in place that allowed for consistent and structured learning that allowed all crew member 2 (CM2) to obtain the necessary skills and knowledge expected to hold a position of crew chief. These modules covered areas of navigation, communications, safety, aviation, critical thinking; and incorporated reading material, practical exercises, quizzes and tests which the CM2 worked through in a systematic process. At the completion of the training module; the crew member then went through a question answer board (QAB) process. In the QAB, the crew member was asked a series of questions by a board consisting of a crew chief, clinical manager, pilot, medical director and given multiple scenarios. If the QAB was completed successfully the CM2 then advanced to status of a crew chief. Current State of Problem Currently a structured training program that assures all flight nurses and flight paramedics obtain this baseline level of knowledge that is expected of those in the crew chief role does not exist. The current practice is the assumption that all CM2’s obtain the skills and knowledge necessary by reaching their seventy fifth patient transport. This training plan does not allow for the structured delivery of expected skills and knowledge nor does it allow for a baseline competency to be demonstrated before being promoted from CM2 to crew chief. The current process was put into place to meet the increased demand for staffing experience by the company during a rapid growth period where eight bases turned into sixteen in four years. This current process put into place at this time did allow for rapid streamlined training of new staff; but it failed to take into account quality over quantity. This new process has resulted in CM2’s being promoted to the level of a crew chief w ithout the necessary knowledge that is expected of this role as determined by the management. Goal State All crew members at CM2 status go through a structured crew chief training program. This training will allow for the delivery of consistent, well-structured necessary skills and knowledge. A well-structured training program will assure that all flight crew who obtain crew chief status will have obtained the same base of knowledge and will have all demonstrated the same level of desired competence. Learner Analysis Demographic Information The instructional setting is primarily on the job training; information gained through the live patient care transport environment via ground, rotor or fixed wing aircraft. Nurses and paramedics work as partners in patient transport. This team configuration can be two nurses, or one nurse and one paramedic; but at all times one team member must be a nurse. The third person at the base is the pilot in command, who does not provide any patient care but does and can assist in aviation and safety training. These teams are on shift; stationed at their assigned base for a 24 hour period of time; where training through simulations, reading, and discussions will occur during non-patient transport times. There are 16 bases in the company; located in California, Texas and Oregon. There are 8 full time medical crew assigned to each base and an additional 2-3 part time staff at each base. Age of paramedics and nurses range from 27-61. English is native language spoken by all medical crew members. Educational levels in addition to holding an accredited paramedic license or registered nurse license are ranging from associate degree to doctorate. All Registered nurses in the capacity have received specialized training in critical care, trauma and hold specialized certificates in these areas. All paramedics in this capacity have also obtained additional critical care related training and certificates. Both the nurses and the paramedics receiving the crew chief training have been employed with this company in the flight role for a minimum of 1 year and have obtained the CM2 status. The content area is focused on five areas; to include aviation, safety, communications, navigation, and critical thinking. All medical crew have obtained the basic level of training in these areas have been deemed CM2 which puts them at â€Å"novice† status which deems them competent to s afely complete patient transports. The crew chief level of training is aimed at bringing crew  members from novice to expert level. Prior Knowledge Prior knowledge of all who will receive the crew chief training are those who are at the current CM2 level. They have been working in the capacity as flight nurses or flight paramedics at this company for a minimum of 1 year and have been on at least 75 patient transports. 25% of the total crew members have prior experience working as Flight Nurses or Flight Paramedics at another company; 10% of the flight paramedics have prior flight crew experience through the military prior to coming to this company. Those crew members who achieved crew chief status per the current model will be given a baseline written assessment and go through a crew chief QAB. Those who pass these two items will remain at the status of crew chief; and those who do not pass these assessments will complete a bridge crew chief training program, focusing on those areas of the training they did not pass during their assessments. A written assessment and QAB will be repeated at the conclusion of the bridge training. All crew members surveyed have positive feedback regarding this proposed process. Entry Skills Required Entry level skills required to the crew chief training is to be a CM2 and to have successfully passed the CM2 questions answer board. Successful completion of CM2 training demonstrates successful objectives completed as stated in the CM2 training. In addition to CM2 status; all crew members must have obtained a national certification. National certifications the nurses may obtain are critical care registered nurse (CCRN), care flight critical nurse (CFRN), or certified emergency nurse (CEN). These are each a 100-150 questions tests that are scheduled to be taken at independent test centers as determined by the certifying agencies. The CM2 must also be in good standing with the company; meaning no disciplinary actions in the crew members personal file in the previous six months. Attitudes and Motivation The majority of the flight nurses and flight paramedics are very driven; intense people with a high desire to obtain the crew chief status. Primary motivation comes from the desire to obtain the title status of â€Å"crew chief† and the increased pay rate of 5% per hour. Secondary motivation is the drive that comes from internal motivation to achieve additional training to  reach expert level knowledge in this field. Current attitudes towards training are positive with an overwhelmingly stated desire to have a more structured training program; with higher standards and rigor needed to become a crew chief. Based on the annual employee survey; one of the indicators as stated by employees to improve morale is for a more structured and rigorous crew chief training program. Unique Characteristics and Learning Styles The majority (70%) of the learners described themselves as learning best through â€Å"doing.† Those who stated they learn better through hands-on and learning state reading, watching or hearing the learning material is helpful if they can then have additional hands-on training through simulations or live on-the-job situational experiences. Another 40% of learners said they were not sure how they learned best; but felt having access to the material in writing or reading to be studied was very helpful. All learners wanted tangible resources available such as protocols, standard operating procedures, drug calculators, and other tools that could be obtained through electronic means such as their phones or IPADS; to be accessed as needed during simulated training and live patient transports. According to Kolbs Adult Learning Styles; adults have four distinct ways of preferred ways for examining, analyzing and integrating new knowledge. Converging (doing and thinking), diverging (f eeling and watching), Assimilating (watching and thinking) and Accommodating (doing and feeling). In the VARK model; Neil D Fleming described the primary ways adults acquire new knowledge; the preferred learning styles. In this VARK model; 41% are kinesthetic learners, 16% visual, 25% auditory and 18% readers. Crew member feedback of preferred learning styles and research based evidence regarding preferred adult learning styles appear to correlate. This will allow support from management to build a new crew chief training program that will be based in the delivery methods that will allow consumption of material to be presented through the desired learning styles of adult learners. Unique characteristics of this group of learners is their collective attitudes and internal drive to desire a more rigorous and structured training program with an extreme minority of the crew members desiring to hold title of crew chief without demonstration of knowledge and skills required. It will be  important to build a training program that accommodates all of the stated learning styles so as to use the crew member’s desire for the training to have a product that matches in quality and desired outcome of trainees. Accommodations According to Gregg, Talbert and Lentz (1999),†An appropriately selected instructional accommodations not only provides equal awareness to learning opportunities but also minimizes the learner’s likelihood of failure. Appropriate educational accommodations are determined by taking into account the adult’s unique leaning needs.† All crew members have demonstrated a prerequisite knowledge required to begin this training through successful completion of the CM2 training. All learners are primary English language learners without physical disabilities; as this is a requirement to obtain the role of flight nurse or flight paramedic in this company. The accommodations that should be considered for this training program is one that utilizes all learning styles to ensure the best possible success by all those beginning the training program. Performance Context Managerial Support Learners can expect full organizational support in the training process. One of the top goals of the organization as identified in their â€Å"Strengthen from Within Plan† is to re-build and strengthen a training strategy that will allow for employees to have a structured, well planned out, standardized training program. Employees have overwhelmingly voiced concern in the area of clinical training with regards to the crew chief training in the annual employee survey and through the Best of Practice Suggestion Forum. Management has acknowledged the priority of a structured crew chief training process lost priority in recent years; stating it has been likely to the rapid growth experienced by the company in the last 5 years and with this comes a need to recruit employees bring them to novice status in order to staff new bases. This has caused an oversight in strengthening crew chief training which brings employees to that of expert level in the field. Management has also acknowledged that current process that was put into place approximately 6 years ago; which brings a CM2 to crew chief status via a CM2 completing 75 patient transports and obtaining a national  certification has fallen short of hopes and expectations for this modality of crew chief training. All management are in agreement a more structured training program is needed. All would agree that the skills learned through a structured crew chief training program bring medical flight crew members from a novice to an expert level which translates to superior patient care, superior customer service, which lead to strengthening of the company as a whole. Physical Aspects of the Site The crew chief training takes skills learned by flight crew members during their CM2 training program and adds depth, strengthens critical thinking and problem solving processes and brings a CM2 at novice level up to crew chief which is considered expert level. This training will take place while the crew member is on shift. Training will occur via reading material, videos, discussion with preceptor, clinical manager and base manager, scenarios through case studies and live demonstration during patient transport. The CM2 will be required to complete a written test and sit on a QAB at the end of the crew chief training Process. All required training materials and equipment will be available at each of the 16 bases in the company. Base managers and clinical managers will work with the preceptors to assure all materials and equipment will be kept at each base, kept current with what is being used in live environment and kept in working order. Social Aspects of the Site In the performance setting, medical crew members work in teams. The teams always consist of two nurses, or one nurse and one paramedic. The third team member is the pilot; who are not involved directly in the patient care. Medical crew member’s work in team’s independent of direct supervision of a supervisor. Supervisors such as clinical managers, base managers and a medical director are always available by phone 24 hours a day 7 days a week as needed by the medical crews. The skills obtained in the Crew Chief training will not be being utilized by the medical crews for the first time. Many of these skills learned will have already been used by the crew members in the crew chief training; as much of the training had already been presented to some degree during the CM2 training. It is possible that some patient care skills learned by CM2 and again as crew chiefs will have only  been completed on mannequins in simulations and not on live patients until that patient condition presents itself. These skills are referred to as â€Å"infrequently used skills† and are practiced routinely by all medical crew members in the company. Those receiving initial first time skills and knowledge in their role are the crew member 1 (CM1) team members who are gaining the on-the-job training needed to achieve CM2 status. In these instances; a CM1 is always assigned into a work partnership with another crew member who is at least at the CM2 status. Relevance of Skills to Workplace All skills learned in the training will relate directly to all skills utilized in the actual workplace. There are not current perceived physical, social or motivational constraints. Crew members are highly motivated to have structured crew chief training due to the relationship between skills learned and skills used in work environment. High motivation also exists due to the desired status achievement of crew chief and due to the increased monetary stipend received. References Fleming, N.D. and Mills, C. (1992), Not Another Inventory, Rather a Catalyst for Reflection, To Improve the Academy, Vol. 11, 1992., page 137. Flight Nurse Training. (n.d.). Flight Nurse Training. Retrieved May 8, 2014, from http://www.flightnursetraining.com Suggested Considerations Regarding Accommodations. (1999, January 1). Suggested Considerations Regarding Accommodations. Retrieved May 8, 2014, from http://kairos.technorhetoric.net/7.1/coverweb/grover_hendricks/accommodations.htm Wikipedia, the free encyclopedia. (n.d.). . Retrieved May 8, 2014, from http://en.wikipedia.org/wiki/Main_Page Workplace Training and Education: Adult Learning Styles. (2013, January 1). Workplace Training and Education: Adult Learning Styles. Retrieved May 8, 2014, from http://tribehr.com/blog/workplace-training-and-education-adult-learning-styles/

Capital Budget Recommendation: Guillermo Furniture

Capital Budget Recommendation: Guillermo Furniture ACC/543 Monday October 8, 2009 YouKnew Abstract Guillermo Navallez is the owner of a successful furniture and manufacturing company located in Sonora, Mexico. Navallez’s establishment is known for its quality pieces, crafting a variety of chairs and tables from the abundant supply of timber in the area. In the late 1990’s, Navallez competitors became a real threat to the ongoing success of Guillermo’s Furniture and Manufacturing Company, producing like quality furniture for a fraction of the cost.What is more, the competitors were producing these pieces at an alarming rate, and using high-tech equipment and absolutely no labor costs. Over the years, Navallez noticed that his profit margins shirked as prices decreased and costs increased. Navallez decided to do his own research on some of his competitors and discovered that to keep up, many of the local competitors was either consolidating by merger or acquisition . Navallez, being proud of his accomplishments did not want to industrialize his company and contacted Wells Accounting firm to help him with alternatives to match the competitors.Wells Accounting Firm plan of action is to assist Navallez by helping him understand the difference between the various capital budget techniques, and then providing Navallez a recommendation on the best-fit project to bring Guillermo’s Furniture and Manufacturing Company back to excellent financial health. Capital Budget Recommendation: Guillermo Furniture Wells accounting firm was contacted by Guillermo Navallez, business owner after realizing that his company faced considerable profit loss with the onset of competitors producing like quality pieces for a fraction of the cost.Wells accounting firm was challenged to help Guillermo Navallez understand the various capital budgeting techniques and to present a recommendation to restore Guillermo’s Furniture and Manufacturing Company to excellen t financial health. Wells accounting firm immediately went to work, employing various budgeting techniques such as the payback technique, break even analysis, and net present value, internal rate of return, and cash flow expected based on a variety of alternatives. Each technique provides essential information for Guillermo Navallez, and helps the firm best determine how to move forward.To best determine which approach would be most beneficial, the firm must first determine Navallez Company’s current financial position. The figures below represent Guillermo’s Furniture and Manufacturing Company current financial position for previous and current year, respectively. TOTAL ASSETS $1,350,627 USD $1,356,534 USD According to Guillermo Navallez, his company produces two grades of products to service a wide-range of customer: Mid-Grade, and High-End. Navallez believes that his prices are reasonable.The first capital budgeting technique, the payback technique, or the cash payb ack technique is used to identify time periods needed to recover the cost of capital investments from the net annual cash flow produced by the investment. For example if Navallez decides to purchase equipment and continue manufacturing High-End products at faster rates, employing less human capital also deciding to purchase as opposed to leasing the new equipment, we will calculate his payback as following: Payback TechniqueInitial Investment1,200,000. 00 Estimated Useful Life10Years Estimated Salvage0 Estimated Annual Cash flows Cash Inflow from Customer $ 217,630. 33 Cash outflow for Operating $ 77,298. 28 Net Annual Cash Flow $ 140,332. 05 Cash Payback Period $ 8. 55 The payback period is associated with the useful life of the equipment (asset). In this case the payback period is unacceptable seeing that the period is longer than 60% of the life of the equipment (asset), yielding 86%.Another technique is the break even analysis. This technique helps the firm understand the lower ranges of profit where margins are concerned. The firm will be able to determine when Guillermo’s Furniture and Manufacturing Company will begin to make a profit after all expenses are considered. For example, at current Guillermo’s Furniture and Manufacturing Company produces the following: Break even analysis makes the following assumptions: 1. Fixed costs are constant 2.Quantity of goods are constant per output 3. Variable cost are constant per output unit Because Break even is a variation of payback technique, the firm is able to further determine the monthly current or projected sales before Guillermo’s Furniture and Manufacturing Company yields a profit. Net present value is another technique taken into consideration. This technique uses time value of money, and determines the difference between costs and market values of projects. NPV :Investment (150% of book value of assets) $(2,023,244. 07) Year 1 after tax cash flow $ 362,496. 81 Year 2 after tax cash flow $ 362,496. 81 Year 3 after tax cash flow $ 362,496. 81 Year 4 after tax cash flow $ 362,496. 81 Year 5 after tax cash flow $ 362,496. 81 When the net present value of the Guillermo’s Furniture and Manufacturing Company net present value is a positive number, the general rule is to approve the project because this means that the project will add value to the company.The intent of reviewing these techniques is to determine which project will yield positive profits for the company and how much profit can be expected. Similar to net present value is the internal rate of return, which is used to measure an acceptable investment opportunity. The internal rate of return is equivalent to the net present value rate of zero for an investment. When looking at a variety of alternatives, the firm determined that Guillermo’s Furniture and Manufacturing Company could be profitable using a variety of alternatives, thus the recommendation.Wells Accounting Firm determined that Gui llermo’s Furniture and Manufacturing Company should market and push the flame retardant product, while also coordinating the company’s existing distributor network and essentially becoming a representative for the other manufacturer. Reference(s): Edmonds, T. P. et al. (2007). Fundamental financial & managerial accounting concepts. New York: McGraw-Hill. Retrieved from the University of Phoenix eBook Collection. Fast4Cast. (2007). Retrieved from http://fast4cast. com/break-even-calculator. aspx

Seeds of Freedom Essay Example | Topics and Well Written Essays - 250 words

Seeds of Freedom - Essay Example The improvement of technology has led to a change in farming techniques. Human labour has been replaced with the use of machines and the use of organic fertilizer is also alternated with chemically induced inorganic fertilizers. The use of chemicals in farming has led to the introduction of chemical hybrid seeds which has made the seed to lose its vitality. In traditional farming, sowing of seeds depended on their adaptive environment. The modern farming technologies have led to the introduction of seeds which are compatible and highly adaptive to climate change (Nelson 16). Scientists attribute this changes to climate alterations, biodiversity and nutrition change. Their basic argument is that there is need for various places around the world to grow different forms of crops regardless of their climatic differences. Private organizations have privatized the world food system by controlling the seed hybrid. Mono-crops such as tea and coffee have replaced the traditional indigenous crops. Genetically modified crops have replaced the natural crops in the world market since most farmers have adapted to the new farming system because the GM crops have higher yields compared to the natural crops and are also resistant to drought (Nelson 23). Since the introduction of genetic engineered crops in 1954, the world has experience loss of biodiversity as farmers are currently forced to use super pesticides and super weed control chemicals as weeds and pests have also formed adaptive features thus the need of to use stronger control mechanisms. In this case, the seed has become more dangerous rather than useful. India and Mexico have recently reported cases of food poisoning which were affiliated to genetically modified crops. it is important to consider human life before focusing towards making

Compare and Contrast Antigone and Creon from the play 'Antigone' by Essay

Compare and Contrast Antigone and Creon from the play 'Antigone' by Jean Anouilh - Essay Example Thus Antigone is mainly a play about the perennial human conflict between the thirst for expression and the wrath of the state for defying submission. Although the story of Antigone is part of the Oedipus legend on the curse on the house of Labdacus, like all true literature it transforms itself into our own story, our own curse. The character of Antigone reminds one of Emerson's famous dictum: Trust thyself. Every heart vibrates to that iron spring. Or, more appropriately: To be great is to be misunderstood. She is a sensible, resolute character. Her resolve is her strongest muscle. The decision to bury her brother is not born out of contemplation or debate, but out of sheer self-knowledge that the burial shall be done come what may. The entire play revolves around this fatal decision and how each of the characters respond to it also reveals their own philosophy of life. Antigone's iron will is contrasted with the submissive nature of Ismene, her sister. While Ismene is all obedience to the state and wants to lead a normal life, Antigone is always doubtful of dreadful normalcy. She admires her sister both for her complacency and compliance. She is even jealous of her womanly features that make Ismene fell men. May be it is the combination of fragility and resilience that defines Antigone as a woman of all t imes. Audiences have likened her to Joan of Arc, as another figure of French Resistance. She, like Joan, is alone in her fight against state power. The mix of politics, relationships, morality and religion brings a sense of poignant pathos to her mission. The character of Antigone comes out best in her confrontation with King Creon. This is not a battle of a subject with its ruler. It is a battle of wits between the resourcefulness of a woman and the mediocrity of the state. Creon advises her to be obedient because she too happens to be the daughter of a king. He persuades her to marry, have children and lead a good life. Creon uses several strategies to dissuade Antigone from disobedience. Antigone's arguments born on the premise that she was conceived to love and not to hate disarms the king. Her act of defiance - the burial of her brother who has been declared the enemy of the state - invites punishment of live entombment. She accepts penalty with the same smile that she had when she buried her brother. When her lover too joins her in the tomb she is neither hopeful nor ecstatic. Antigone is the very opposite of the melodramatic heroine. Her death and its aftermath teach us more than any history of proper conduct. King Creon is Antigone's uncle. His main concern is the rule of the state. He does not understand the power of intellectual resistance. There are several instances in the play when he confesses the drudgery of administration and laments how heavily the throne sits on him. There are also streaks of compassion in the king. His pleadings with Antigone and the instinctual shock on hearing the death of his son and the queen are all proofs of the human traits lying dormant in the poor ruler. But the tragedy is that Creon considers his kingship above all and

Project guide Essay Example | Topics and Well Written Essays - 1000 words

Project guide - Essay Example calculating your costs; estimating the benefits to customers and the limits on how much they’re willing to pay; and comparing your products, services, and prices to others that are similar i.e. with the competitors. Maximum current profit- here marketer estimate the demand and costs associated with alternative prices and choose the price that produces maximum current profit, cash flow, or return on investment (ROI). Product/service quality leadership- providing high quality services at higher price specially targets premium customers. Here marketer believes in perfection with no compromise and thus offers his service at higher price. A price is being established on the basis of owner’s own choice by following any of the above major objectives and also by the willingness of the consumers on how much they can pay, what are the substitutes available to them, is your competitor offering the same or better service that too on a lower cost than your service, you have to evaluate and then set the price of the product. The price could be a low one so that you could attract and have access to a larger audience. Or you could approach it from the opposite end – charge a high premium so that each service would generate a lot of revenue and you would not have to work the long hours nor have more over-head. For e.g. one of my friends is running a restaurant named as ‘The Diners Park’ and has invested a major chunk of his capital for this venture. So earlier, with the fixed costs, it was getting really hard for him to generate substantial profit. The customers very often like the quality of food and ambience of his restaurant but it was the price of the food items which was the main concern of his customers and of his as well. He earlier took product/service-quality leader as an objective and thus set the prices higher than his competitors but provided a high –class premium quality food and services. But after analyzing the whole case he found that though