Devil And Daniel Webster Movie/Book Comparison Essays -

Devil And Daniel Webster Movie/Book Comparison The Devil and Daniel Webster Movie In the movie and the short story, ?The Devil and Daniel Webster?, written by Stephen Vincent Benet, there is illustrated the battle between the forces of good and evil. Although the story allows the reader to mentally picture the scenes and the movie does the depicting for the viewer, there are several similarities in each script. Some of these similarities are the way the characters are depicted and the final scene. There are several incongruous scenes between the short story and the way the movie unfolds. The differences are the amount of time that is spent on the character development, also there are some scenes added into the movie such as the harvest dance and the reminder of the contract. There are three main characters in this short story/movie. They are Scratch, Daniel Webster, and Jabez Stone. The actors picked for the roles fit almost perfectly to the descriptions of the characters in the short story. Scratch is described as a ? soft-spoken, dark-dressed stranger?white teeth...were filed to a point?. As shown in the movie the actor was also a very darkly clad man. He also had a very soft, hypnotic voice and whenever he smiled his teeth were very shiny and pointy. The man described as ?the biggest man in the country?when he stood up to speak, stars and stripes came right out of the sky?and when he argued a case, he could turn on the harps of the blessed and the shaking of the earth underground? was Daniel Webster. In the movie the actor who filed his role was a very big man with a powerful voice. The last character, Jabez Stone, wasn't given a very active role in the short story, but he was described as ? an unlucky man?he had a good wife and children, but the more he had the less there was to feed them.? In the movie Jabez is seen more throughout the unfolding of the tale and his family life was a little different. He had only one child and that was after the contract with the devil was made. The ending to the short story took place in Jabez's barn and consisted of a jury filled with the ruthless dead. This was also how the movie was played out. Even the closing speech that Daniel made wasn't told word for word in the short story, but the way it was spoken in the movie seemed to sum up the way it was supposed to be in the short story. It had the same affect because it made ? the glitter [be] gone from the eyes of the judge and jury, and, for the moment, they were men again, and knew they were men.? The only difference in the movie that I didn't like as much was that the Devil didn't seem as intimidated by Daniel Webster as he did in the short story. He just laughed at Daniel and told him he'd get him in the presidency race. There are even more differences between the scripts then there are similarities. The first of these is the way the characters are depicted. I already pointed out that Jabez had a bigger role in the movie and that he only had one child. His wife, her mother, the neighboring farmers and the housekeeper were also given more substantial roles in the movie. His wife, Mary, was there to dote on him and also to show her support for him after all the farmers had turned on him. Her mother and the farmers, who weren't even mentioned in the short story, were there to act as Jabez's conscious. The mother always seemed to appear after something bad happened. The farmer's were there at first to get him to join the Populist movement and the Farmer's Guild. When he refused that and took the devil's offer all he would do was gloat. They eventually turned on him, this is different in the short story because in it they were very fond of him and even wanted him to run for state senate. The housekeeper w as also around a lot and for some reason after the baby is born

Homemade Fire Extinguisher Science Project

Homemade Fire Extinguisher Science Project A fire extinguisher is an important piece of safety equipment in both the home and lab. You can make your own fire extinguisher using common kitchen ingredients to learn how fire extinguishers work and to learn about gases. Then, apply the Ideal Gas Law to change the characteristics of your homemade fire extinguisher. How a Fire Extinguisher Works A fire extinguisher typically deprives a fire of oxygen. If you encounter a fire at home, on a stovetop, for example, you can smother the fire by putting a lid over your pan or pot. In some cases, you can toss a non-flammable chemical on the fire to reduce the combustion reaction. Good choices include table salt (sodium chloride) or baking soda (sodium bicarbonate). When baking soda is heated, carbon dioxide gas is given off, suffocating the fire. In this project, youll cause a chemical reaction to produce carbon dioxide gas. The carbon dioxide sinks in the air, displacing it and removing oxygen from the fire. Homemade Fire Extinguisher Materials Baking soda (sodium bicarbonate)Vinegar (weak acetic acid)Jar with lid, with a hole in the lid Make the Fire Extinguisher Fill the jar about halfway full with vinegar.To activate the fire extinguisher, drop in a spoonful of baking soda.Immediately shake the jar and point the hole of the jar toward your fire. Test out your fire extinguisher on a candle or small intentional fire so you will know what to expect. Tips and Tricks If you want a directional fire extinguisher, you can insert a straw into the hole in the jar or bottle. Use caulk or duck tape to secure the straw so that it wont shoot out of the jar when you use the homemade fire extinguisher.Dont add too much vinegar to the container! You want enough room to add the baking soda and to prevent excessive build-up of pressure.You can prepare sachets of baking soda for easier use. Simply wrap a spoonful of baking soda in a piece of tissue or toilet paper. When youre ready to use the fire extinguisher, drop the packet of baking soda into the jar and close the lid. How to Make a Fire Extinguisher Shoot the Farthest You can apply the Ideal Gas Law to make a science project out of your homemade fire extinguisher. How would you make the fire extinguisher shoot as far as possible? You do this by maximizing the pressure in the bottle. The pressure in the Ideal Gas Law is related to the volume of the bottle, the amount of gas in the bottle and temperature. Maximize pressure by increasing the temperature and the number of moles of gas inside the bottle. PV nRT P is the pressure in the bottle V is the volume of the bottle n is the number of moles of gas in the bottle R Ideal Gas Constant T temperature Kelvin Solving for pressure or P, you get: P nRT / V So, to maximize the amount of pressure and thus the distance you can shoot the carbon dioxide, you can: Minimize the volume of the container (V). Using a larger bottle may make it easier for you to complete the project, but it wont improve the distance of your homemade fire extinguisher.Maximize the amount of gas produced by the chemical reaction (n). Youll need to experiment with the amounts of vinegar and baking soda you use in order to produce the most carbon dioxide. Usually, youll have plenty of vinegar in a bottle, but not necessarily enough baking soda to react all of it. Also, keep in mind you increase the reaction needed to produce the carbon dioxide when you increase the availability of baking soda by shaking the container to mix the chemicals or by breaking up the baking soda into a fine powder (rather than adding one large clump). Disclaimer: Please be advised that the content provided by our website is for EDUCATIONAL PURPOSES ONLY. Fire extinguishers and the chemicals contained within them are dangerous and should always be handled with care and used with common sense. By using this website you acknowledge that ThoughtCo., its parent ​Dotdash, and IAC/InterActive Corp. shall have no liability for any damages, injuries, or other legal matters caused by your use of fireworks or the knowledge or application of the information on this website. The providers of this content specifically do not condone using fireworks for disruptive, unsafe, illegal, or destructive purposes. You are responsible for following all applicable laws before using or applying the information provided on this website.

The Singapore Consumer Purchasing Choices Between Adidas and Nike Research Paper

The Singapore Consumer Purchasing Choices Between Adidas and Nike Products - Research Paper Example The ability to reach a specific segment and market with a variety of products alters the success of a corporation. The concept of relating to the target market and building a strategy that offers a complete marketing technique makes a difference in how individuals respond to the product or service offered. The basis of success for any product is created from the perception of consumption which occurs. This results from purchase behaviors that are identified by a variety of factors, including social relationships, cultural affiliations and understanding of the product. It is noted that different purchasing choices occur in groups and segments of individuals that are interested in a given product. When looking at Singapore youth between the ages of 18 – 25, there is a specific set of trends and behaviors that are associated with purchases (Temasek, 2007: 3). This is not only defined by a variety of consumption patterns but also remains specific with types of products, such as sp orts apparel and shoe brands. An area which highlights the significance of communication toward products and results in purchase behavior is with differences in purchases of Adidas and Nike by Singapore youth. Examining this difference shows the correlation between affiliations to a product and the type of communication which is used. This research paper will examine the trends in purchases between Adidas and Nike products by Singapore youth, specifically to define purchase behaviors and how this relates to the marketing strategies and communication of a product. ... Examining this difference shows the correlation between affiliations to a product and the type of communication which is used. This research paper will examine the trends in purchases between Adidas and Nike products by Singapore youth, specifically to define purchase behaviors and how this relates to the marketing strategies and communication of a product. 1.1 Background Both Adidas and Nike products are building an international reputation based on the sports products offered by the corporation. The approach to both companies is to offer sportswear to women and men that are living more active lifestyles. This is combined with shoes, shirts and other apparel that fits with new lifestyles for each individual. This is followed by creative lines that are being developed with the products, including creative and urban wear that helps to create a sense of identity. The approach that Adidas and Nike are taking is quickly turning into products that fit with identity. When the economic down turn began, both companies altered their strategy, specifically because not as much demand was available for the shoe products. To alter this, they created and developed strategies to enhance the products with new shoe styles and marketing schemes based on having shoes that created identity for every occasion. When this began, there was an expansion into foreign markets with different approaches on how to change the revenue back into the profit while reaching individuals interested in a variety of apparel. The approach of both firms is to actively work toward new target markets that are based on cultural and social affiliations and which can begin to turn the downturn of the traditional

Case Report Assignment Example | Topics and Well Written Essays - 250 words

Case Report - Assignment Example One major factor that has contributed to the emergence of Apple as the global market leader in consumer electronics is a paradigm shift that took the company in a whole new direction (Parr, 1992). The new paradigm is founded on the principle that an organization’s management must focus on two most important facts. Firstly, there is need to focus on finding out what is valuable for customers in terms of the products and services that an organization has to offer (Parr, 1992). Secondly the management has to be involved in the process of creating as well as continuous improvement of the organization’s super system (Parr, 1992). As such, Apple’s management has been effective in all these aspects in terms of bringing the company to a desired future as well as endearing itself to the customers. Therefore, Apple’s SWOT analysis from the case study can be assessed as follows, among the company’s strengths include having a well informed and robust management that has taken a leading role in driving forward the company’s agenda. Similarly, The Company has a huge workforce that is highly skilled and capable of implementing the firm’s strategic plan. On the other hand, the company’s operation has also faced challenges due to the company’s weaknesses, including its expensive products that are often out of reach for most customers. Furthermore, the company’s systems are incompatible with other available systems, making it quite difficult for one to adopt a new system from Apple. Among the company’s opportunities include the growing market share, ability t o maintain an innovative culture and the company’s position as the market leader. Conversely, several threats such as emerging competition and substitute products can also affect the company‘s

How Do Cultures Perceive Colours In Interior Design Essay

How Do Cultures Perceive Colours In Interior Design - Essay Example However, the need to use colours that do not conflict with the cultural practice of client will remain a priority and it must be preserved even amidst the ever changing trends in design. In chapter one, we will discuss the meaning of colors depending on various cultures and circumstances. Every color has different aspects to it and you can only learn the meaning of that color by understanding certain simple concepts about it. In chapter two, we will proceed further to explore how different cultures influence the appearance of interior designs. We will examine various cultures with regard to colour theory. The chapter we will prove that colour choices is the backbone of interior designing and so for designers to incorporate the â€Å"colour factor† and satisfy diverse cultures, they should have the ability to identify and recognise how differently cultures perceive colour. Throughout my research, I found that the definition of colour refers to all visual sensations. Colours can express feelings, ideas and emotions; therefore, people can communicate easily when using them. Designers are supposed to pay good attention to these little details, because whatever design they make should be well portrayed in the countries they are targeting. The wrong choice of colour selection and combination could transform the best designs into a nightmare if it is not perceived in the correct way. (Bratu, 2014) Differ ent cultures perceive colours differently; mostly because of the relationship and meaning that these colours have within that culture. These relationships have been transmitted through the generations, if not even upon hundreds of years. (Karenhaller, 2014). Chapter three, on the contrary, will examine how various restaurants around the globe have embraced the idea of â€Å"colour choice† and â€Å"meaning† in their interior design. It also address the history and

The Largest International Bond Market In The World Finance Essay

The Largest International Bond Market In The World Finance Essay Firstly, it is important to define what a bond is. A bond is a debt instrument requiring the issuer a business, a bank, an international organization, or a government to repay to the investor (the lenders) the amount borrowed plus interest (coupon rate) over a specified period. Terms are contractually fixed. Bonds issued specify a fixed date when amount borrowed is due and a remuneration (which may be fixed or variable) indexed to interest rate and not the result of the company. Default risk is reflected in yields. Indeed, the higher yields the bond provides, the more risky the investment. In order to attract investors, companies offer a higher return than the government. The bond rating help in estimating the default risk. The bonds are traded on the bond market. The development of bond market has enabled companies and government, to diversify their sources of funding. In the international bond market, we can bring out three main markets: Domestic bond market: the bonds are issued by a domestic borrower in his own country. Most of time, we can find bonds denominated in the local currency. Foreign bond market: a foreign borrower issues bonds on another market than his local market. Most of time, we can find bonds denominated in the local currency. Exchanges of bonds issued by a foreign entity are under local market authorities control. Eurobond market. We have to determinate what a Eurobond is. The word Eurobond might be misunderstood. Indeed, Eurobonds do not mean bonds of European countries or euro-denominated bonds. The original sense of the world is given in this definition A Eurobond is a bond underwritten by an international syndicate and sold in countries other than the country of the currency in which the issue is denominated The Online Encyclopedia. In others words, the bond is issued and traded in a currency which is not the home currency of the investors. Eurobonds are not traded on a specific national bond market. Thus, Eurobonds are not subjects to the rules of any country. They are issued and traded within an unregulated market. Usually, a Eurobond is issued by an international syndicate (a group of banks that acts jointly). Eurobond market is separated into two different markets: Primary market (first issue of bond). Secondary market (sell your own Eurobond to another investor). Eurobonds bought in the primary market can be sold prior to their maturity in the secondary market. In this market, Eurobonds are traded over-the-counter. Moreover, the Eurobond market is separated into sectors; the different bonds are classified taking account of the currency in which it is denominated. We can take this example to show what a Eurobond is. Firm headquartered in Scotland issues bond and increases capital in China denominated in Pound sterling. In this case, this is a Eurobond called Euro Sterling Bond. If the Scottish company issues bond in US Dollar in China, it is also a Eurobond called Euro Dollar Bond. In the United States, during the sixties, there was unfavorable tax regime in the bond market. Thats why, American companies started to issue US Dollar denominated bond outside their own country. Thus, the Eurobond market became widespread. The First Eurobond was issued in 1963. This market is still growing under development. Usually, the borrowers or investors in the Eurobond markets are large companies, international organizations or financial institutions and governments and not individuals. In order to raise funds, the governments or companies (the borrowers) can issue and sell bonds. Thus, they attract investors who want to deposit money. Each entity wins: the firms and the governments find money to finance their activities and the investors are repaid plus interest. Investors and issuers prefer to use the Eurobond markets for several reasons: The main reason why an issuer choice the Eurobond markets is that it is cheaper to obtain financing. Eurobonds are not subject to tax and largely free from government regulation. There is a great borrowing flexibility. Issuers can choice the country in which to sell their bonds. Thus, they choice countries where there is the least amount of constraints. They have to choice which country has the best bond legislation. In this manner, they can reduce their borrowings costs. That is why; obtaining financing on the Eurobond markets is cheaper than the other market. And, they can propose advantageous offers. Indeed, to attract investors, issuers have to offer investors the well-price financing (at least as competitive as those available in the long-term or equity markets in their own countries). Moreover, income investors are not subject to double tax (borrowing country and home country). Hence, the Eurobond markets give an investor a possibility of achieving a higher yield on investments (advantageous offers from issuers and less income tax). Thus, Eurobond market regulation also benefits investors. The Eurobond market is considered as extremely liquid. The liquidity of a bond depends on the ability to be bought or sold without price concessions investors usually require bond liquidity. The Eurobond markets have high liquidity because Eurobond trading takes place 24 hours a day worldwide. The Eurobond markets are easily accessible. Hence, the companies or others investors can obtain financing in an economy where financing is hard to obtain. Issuing Eurobonds gives companies wider access to the international market which they may normally not be able to access. Moreover, this wider access to the international market increases the international recognition for the companies. The international Eurobond market is composed of a wide range of investors. It is easy for the issuers to find investors who want to deposit money. Usually, some large firms issue Eurobonds to raise funds in order to set up a subsidiary abroad. Take a UK-based company for example. It wishes to establish its operations in China; the firm has to obtain Chinese Yuan for the operation. Therefore, the company must issue Eurobonds in Chinese Yuan which be sold to the buyers owning Chinese currency in another country than China. Thus, the company obtains Chinese Yuan by way of compensation of Eurobonds. Then, it gives money to its subsidiary qua  loan. In the future, the subsidiary will start making money. The latter will give its profit to reimburse the interest on the  loan  bore by the parent company. The fact of issuing Eurobonds gives the ability the parent company to reduce the risk. Indeed, the currency risk is avoided because its liability (Eurobond in Chinese Yuan) is brought into balance by its asset (loan  in Chinese Yuan), thereby, the firm will not be subject to modifications in the value of Chinese Yuan. When a bond is issued, investors name has to be registered when he buys the bond (registered form) either or the investor does not need to give his name, he can own directly the Eurobond (bearer form). Usually, the Eurobond markets us the bearer form because there is no central register. Thus, the buyer can keep his anonymity. Eurobond permits to keep investors identity hidden. It is a key characteristic for. Investors prefer to keep anonymity. And logically, instead of issuing shares to increase funds firms can use the Eurobond markets. In this manner, companies keep the whole control of it strategy. A Eurobond is a special bond. Indeed, it is not subject to regulations and constraints governments. Eurobonds are not traded on a specific national bond market. The Eurobond market is probably one of the most attractive bond markets for both issuers and investors. This is mainly due to the self-regulations and flexibility of this market. The issuer can reduce borrowing costs and find easily anywhere and anytime an entity which want to deposit money. The investor can achieve a higher yield on investments and keep his identity hidden. Today, the Eurobond market is the largest international bond market in the world.

Storytelling lost to the documentary :: essays research papers fc

This paper will explore documentaries and storytelling as an important part of culture, what a documentary is compared to a story, and how storytelling is abandoned for this modern media. In this world there exists something that we all have in common and upon which the success of our entire civilization rests. It is the almost magical way in which we communicate and understand each other. Simply said, it is storytelling. Storytelling is a very cool, in media terms, interactive experience between a teller and a listener. In a sense, many mediums such as novels and television, while they contain stories, are not seen in the same light as "storytelling" which permits live storytellers the opportunity to morph and change their stories based on the reactions of story listeners. Most of us recognize story in every facet of life. The American writer and psychiatrist Robert Coles expresses that stories, â€Å"whether written or heard are an encounter with metaphors that bear on everyday life.† Those of us who are careful listeners come to see people’s everyday lives as stories. When speaking to one another we tell our stories, and that the storie s we reach out and identify with can help us make choices, find direction, identify morals, and understand our personal lives. (The Call of Story) Anthropologists, psychologists, and historians believe that storytelling has been with us since the beginning of our existence. For thousands of years, as people struggled to survive, they passed on stories of the wisdom and knowledge they accumulated. In early times, storytelling was used to explain significant and often confusing events such as storms, tidal waves, lightening, and fire. Special types of stories about heroes and gods were used to bind individuals to a common belief system, and moral tales conveyed the first laws that ensured the harmony, cooperation, and ultimately the success of early human populations.(Ebscohost) The stories we are willing to share with one another give our culture its values, beliefs, goals, and traditions. They bring us together into a society, allowing us to work together with a common purpose. Storytelling lives at the heart of human experience. Storytelling is a compelling form of personal communication as ancient as language itself. Since the beginnings of humankind, we have shared through stories the events, beliefs, and values held dear by our families, communities, and cultures. The most important stories we share may be those with family and friends, but all help preserve memory, explain our present, and imagine our future.

Growing Up in Charlotte, NC

Growing up here in Charlotte NC was very hard for me and my family. As a young child, I was the younger of two children actually, I was the middle child of three, I had a baby brother who died at a young age from an illness. Well as a young child I grew up on the West side of town called West Blvd. and then we moved to Rosszell ferry Rd.We stay there till I was in the 5th grade we then moved to Columbus Circle and then to Bruns Ave as you can see I moved around a lot but it did not matter everywhere we moved I was always the one who got picked on because of my clothes and hair, My hair was short because it was not took care of, my clothes were not new, we had to shop at the thrift store of the goodwill to find things that would fit. I remember as a young child one year for Christmas me and my brother did not get anything for Christmas, O my God I was so hurt.All my cousins got all these toys but me and my brother did not get anything, and the sad part about all this is my Father had brought me and my brother bikes but he took them to SC and gave them to his girlfriend children. I also remember as a young child as the one who was always took down in the basement and messed with by my uncle, or when I went to visit my cousin their older brother would try to mess with me, This thing I took and push in the back of my mind, and tried to live my life as best I knew how. Living life as a teenager really was hard.I was known as the Black Dolly Pardon, WOW this was hard but I still push my way through this. I manage to finish school and college but life was still hard. At the age of 21 I got pregnant with my second child, O I did not tell you I got popped at the age of 16 and lost the baby, I lost the baby at 3 months. When I was 19 I decided to leave home, and that was the worst decision of my life, I was abuse by my son father, who has passed away, James E. Henderson was killed in 2007. In 1986 I gave birth to a son Jonathan D. Adams. Jonathan is now 26 years old.In 1 987 I had another son name Sirquentin Q Adams and a Daughter name Rasheena Adams. At the age of 24 I had three children and no husband; I didn’t know what to do. God I really needed your help, things began to spin out of control, I was living wherever I could and that was no fun, But I made it, at the age of 27 my father put me and my three children out on the street with nowhere to go, I was so hurt I ended up staying with a guy who hurt me by letting me know that me and my baby girl could stay but not my boys so I had to find somewhere to go, I ended up moving in with a friend who let her hildren abuse my children by biting, scratching, pinching, and whatever they could to hurt my children. Until I moved in with my cousin and only stayed there for about a month or two then I got my own house through the section 8 program. I stayed in the program for 15 years. I became very sick with sleep apnea and high blood pressure. But I still kept trying to live the best life I could.W hat I am trying to say is all my life I was bullied, picked on, talked about and threw under the bus, this hurt very badly. I am learning to live life the best I know how, but I still have not learn the lesson yet. I have always made sure that my children and everyone else that was connected to me was ok, But I never really took care of me, I am now living with my cousin on there couch, I don’t really want to be here but it is either here or in the shelter.God I am in need of your help, this thing is affecting me so bad to the point that I am not even in place in church. I now ask that you forgive me for all my sins, and mistakes, God please forgive me, I just want to please you. God I need my own apartment and I need it to be furniture, I need all my debts to be caught up so I can start over again. God I just want a chance to start over and make things right with you and myself. God I just want to live in peace.

Gmg Airlines Objective, Human Resourses Management, Recruitment Policy Essays

Gmg Airlines Objective, Human Resourses Management, Recruitment Policy Essays Gmg Airlines Objective, Human Resourses Management, Recruitment Policy Paper Gmg Airlines Objective, Human Resourses Management, Recruitment Policy Paper 1. INTRODUCTION GMG Airlines is a largest private airline of Bangladesh with its head office in the AAA Tower in Nikunjo-2 Dhaka, Bangladesh. It is Bangladeshs largest and oldest private airlinecitation needed operating domestic, regional, and international services, upholding the image of Bangladesh to the world. Its main bases are Shahjalal International Airport, Dhaka, and Shah Amanat International Airport, Chittagong. On 17 June 2009, Beximco Group bought a stake in GMG Airlines and has injected cash in the airline. * Sources of THE REPORT This is an assigned project of the course â€Å"Human Resource Management† on â€Å"PRACTICES OF HUMAN RESOURCE MANAGEMENT IN GMG Airlines Ltd. : RECRUITMENT AND SELECTION, TRAINING AND DEVELOPMENT† the aim of which is to enable us to learn about an HR activity, in practice and to use our HR knowledge to offer some evaluation of this activity. This study provides us with valuable practical knowledge about HR practices about GMG Airlines Ltd in respect to Bangladesh scenario. * Major objectives This report is prepared with the purpose of getting an overview of some major sectors of the Human Resource Management practices of GMG AIRLINES Ltd. ur major objectives are: * To know how a company manages its recruitment selection process. * To know how a company manages its training development process. * To get an idea about the company’s current trends about HR practices. * Scope As we have chosen an Airlines Company, therefore, the focus of the report is mainly on s pecified HR functions undertaken by the organization i. e. recruitment and selection, training and development. We tried to focus on knowledge about the present practical HRM scenario of GMG Airlines Ltd. * Limitation : As part of our report preparation we discussed about the various HR practices with personnel department of GMG AIRLINES LTD. Some confidential information such as sample of written test questions pays structure, safety healthy was not disclosed to us. * Historical Background and Significance GMG has started its operation since 1998 and are trying to provide their services with care . The purpose of this study about HR practices of GMG AIRLINES LTD. to get a clear picture about how a local organization performs different human resource management activities. For a long while, HR has been neglected in most of the organization of this country. But now-a- days, organizations are getting concerned about the human aspect of the organization as they are the only means that can give them competitive advantage. * Sources and Methods of Collecting Information Interviewing the Personnel Manager of GMG AIRLINES LTD we collected primary information. The questions that we asked to the higher-level authority were open ended. We have collected other information mostly from the secondary sources, like the brochure they provide and from their website. Report Preview We have continued our discussion starting with a brief introduction about the company background and history. Then subsequently recruitment and selection process, training and development activities of GMG AIRLINES LTD. Will be discussed gradually. A topic on disciplinary measures is also covered and then the whole report proper is summarized. 2. COMPANY BACKGROUND GMG Airlines Ltd. a part o f the well-established reputed GMG Group. It is also one of the leading Private Domestic Airlines in Bangladesh and has become a household name within 3 years of its operations. On 6th of April 1998 GMG Airlines first took to the skies and has provided committed service ever since. 3. MISSION STATE MENT OF GMG AIRLINES GMG Airlines has committed itself with the philosophy of â€Å"first class all the way† to achieve its goal, objectives and strategies. Where it is a small decision for issuance of a ticket or a major decision like selection of an aircraft, efforts are made for ultimate excellence in every area. Over the years the company has marked new areas of focus to ensure uncompromising standards of safety, comfort, reliability and service to its valued customers and partners. 4. Air craft GMG Airlines Company is equipped with 3 modern state of the art Dash 8 series aircrafts manufactured by Bombardier of Canada. GMG daily connects Dhaka city with the other 6 cities within Bangladesh with frequent and conveniently timed flights at regular intervals. The destinations where GMG presently flies to are Chittagong, Sylhet, Jessore, Rajshahi, Barisal Cox Bazar. GMG’s current fleet consists of two 37 seater dash 8-100 aircraft and one 50 seater dash 8-300 aircraft. Plans are underway for adding more aircraft to the existing fleet. Canadian dash 8 aircraft are among the finest turbo propelled planes in the world. GMG Airlines operates 32 flights everyday at an average of one landing / take off every half an hour. 5. Value added services For Khulna passengers bound to Dhaka GMG also offers Air Conditioned Coach Service at convenient times from Khulna city to Jessore Airport and vice versa to connect them to GMG flights. In addition to having its offices at all Airports of the cities being connected, GMG Airlines also has opened its very own offices at various prominent locations in all the major cities to facilitate easier access to the travelers for their reservation requirement and other travel needs. Today GMG Airlines is known for its prompt and efficient service, convenient flight timings, punctuality, high standards of safety and service with a smile providing a perfect justification to its corporate mission. Its corporate mission is First Class All the Way 6. Goals and Objectives Short term objective: * Two years 1) Increase market share by 5% 2) Increase aircraft utilization by 3% 3) Add one new city to each rout system in any given year 4) Work on improving one time performance by 5% within one year * Three years 1) Continue to be the most admire in Bangladesh 2) Improve technological know- how by 5% ) Introduce new innovative products or service by 5% 4) Increase at least 2 cities in any given routs * Five years 1) Continue to increase product quality by 5% 2) Continue to develop product line by 5% 3) Keep improving internet capabilities and e-commerce by 5% 4) Continue to rank #1for the next five years in customers satisfaction Long-Term Strategic Objectives (5-10 Years) 1) Reduce employee turnover 2) Increase Southwest’s 65% share of passenger traffic in its biggest 100 cities by 10% 3) Improve their design-to-market time by 5% 4) Increase product quality by 10% ) Decrease operating costs by 5% 6) Decrease f light times by 3% 7) To still be the most admired airline in America in 2010 8) Decrease the number of customer complaints per 100,000 passengers by 2% 9) Increase number of aircraft in fleet by 5% 10) Continue to effectively hedge fuel prices 7. SWOT ANALYSIS OF GMG AIRLINE * STRENGTHS * Large fleet compare to rival. * Experienced staff. * Connectivity with the reservation centers and agents is good. * Adequate infrastructure * People are loyal towards the company Backed by biggest corporation of Bangladesh * It has modern in house training capacity. * WEAKNESSES * High overheads and huge workforce resulting in lower output. * Ageing fleet. * Political/Bureaucratic interference. * On the spot decision making flexibility not there. * La ck of trained workforce (cabin crew). * Job security too high. * OPPORTUNITIES * Tourism industry is gaining momentum. * Introduction of new aircrafts on lease. * Response to some of the promotional fares (schemes) is encouraging. * Corporate are showing interest in Indian Airlines. Economic scenario is showing booming * THREATS * Emergence of new competitors. * Recent world events hitting the tourism industry badly. * Increase in the capacity of various airlines. * Falling market share of GMG Airlines to UNITED Airways. 8. Strategy and Implementation Summary GMG airline’s market presence will be achieved by heavily relying on the strategy of identifying and serving a specialized niche market well. Media executions will utilize local media, which is highly targeted and cost effective on a cost-per-impression basis. Air operations will be centralized and cost effective. Reservations will be centralized and cost effective. Marketing will be media generated to the leisure market and combined media/direct sales generated to corporate accounts. * Marketing Strategy Marketing is targeted locally. The advantage of a local and highly identifiable market is that media selections can be limited in scope. The most effective media is expected to be outdoor billboards. Other media will be TV on highly visible programs such as news and sports. GMG will use radio, Newspapers and other print media. The product that GMG airline sell is ‘SPACE’ it may be its seats or cargo space. This product is highly perishable and costly. Airlines earn revenue by selling this space. This means that higher the seats sold more is the revenue generated. * Promotion Strategy Promotion will be primarily outdoor advertising, radio and TV targeted at the business and leisure traveler. In addition the company will employ a public relations firm for both consumer and financial purposes. The combined amount budgeted for advertising, public relations, and reservations will get more and more importance. Because air line industry severely beleaguered by recent world wide economic meltdown. So those to get the past momentum back we need to go all out promotional activities. Past experience with Private Jet has demonstrated that this expenditure is sufficient to launch airline service in a single hub. * Sales Strategy In order to attract the domestic and foreign traveler without the use of frequent flyer miles, the company will make direct sales contacts with the traveler through establishing many sales centers across the country. It is expected that our cost structure will be attractive to these passengers. There is special offer for mid and senior officials from many big local and multinational corporate houses. There is probability of sinning of special MOU with these corporate houses. There are special packages for business travelers. The sales personnel and salaries required to execute the direct sales strategy are included in these projections. * HRD Initiatives As the first step free and frank discussions with a cross section of the employees were held. Top management undertook widespread tours to all stations to communicate with employees of those respective stations about the details and vision behind all major policy initiatives and to get their response to them. Focus on training of personnel was enhanced to increase effectiveness and efficiency. A greater transparency was built into recruitment and transfer policies with a view to boosting their trust and confidence. In interactions with unions and Associations a firm but fair attitude was taken. 9. Why HR Department is important for GMG Airlines? The fast expanding GMG Airlines certainly needs a planned HR Department for managing their vast number of employees and to recruit the appropriate employee for the right job. Their HR Department serves other purposes such as : eliminating high turnover by assuring employee satisfaction, determining the people whether they meet the performance standards or not, determining whether the training program is necessary or not and then constructing the appropriate training program, designing an attractive compensation plan, assuring equal opportunity, health and safety for all employees. * HR department of GMG: * Recruitment and selection * Training and development * Compensation But, we are emphasizing on Recruitment and selection and Training and development segment. 10. RECRUITMENT and selection ecruiting is the process by which organizations locate and attract individuals to fill job vacancies. Most organizations have a continuing need to recruit new employees to replace those who leave or are promoted, and to permit organizational growth. 11. Recruitment Objectives of GMG AIRLINES LTD. GMG AIRLINES LTD. wants to build capabilities in the core business areas to fulfill its business needs. Recruit high quality people with great adaptation skills to cope up with broad job scope over the ever-challenging environment of the business that will ensure feedback and desire for continuous improvements to achieve core values. 2. Recruitment Policy of GMG AIRLINES LTD. GMG AIRLINES LTD. sees recruitment as part of its business strategy, ensuring that the company is equipped with managers of the highest skill who can build the future of the company. It is a long-term strategic exercise towards continually improving the quality of management, with a consistent focus of future requirement. Year after year GMG AIRLINES LTD. selects trains and develops some of the brightest and most talented graduates. Their unique management development program-The Challenge Initiative – has been designed to train the very best people to a certain standard. Graduates are therefore not recruited to fill a vacant slot but as Management Trainees are recruited over and above the company’s current manpower requirements. The company also invites talents to submit their applications for positions other than Management Trainees or entry level. 13. Recruitment and Selection Process of GMG AIRLINES LTD. The general purpose of recruitment and selection process of this company is providing a pool of potentially qualified job candidates who can make the company as successful as possible. GMG AIRLINES LTD. oes not discriminate or use irrelevant criteria such as race, gender, religion etc. It believes in equal right for everyone in every stage of the organization. It follows a well-structured and systematic selection procedure to get most suitable candidates. GMG AIRLINES LTD. encourages all persons meeting certain minimum requirements to apply for positions, which becomes available. Whenever a vacancy is created or additional manpower is requi red, company publishes advertisement in reputed English and Bengali daily newspapers highlighting the job description and job specification. In addition to that, if situation demands, company goes for headhunting or more effective and time saving method. 14. IMPORTANCE OF VALIDATY OF THE TEST: Validity often refers to evidence that the test is job related in other words that performance of the test is a valid predictor of subsequent performance on the job. Since, GMG is a service related company. They have to select those people who have those skills those are required for performing the job. So, This company has to organize the recruitment test such a way that they can find the right person for this service related job. If the test is not appropriately organized, then GMG may recruit those people who don’t have that skill or qualities that are required for this job. A selection test must above all be valid since without prove of it’s validity. There is no logical or legally permissible reason to continue using it to screen job applicant. So, validity test is a very important and necessary stage for GMG’s HR department. THE RECRUITMENT PROCESS FLOW CHART Organization Applicant Receive education and choose occupation Vacant or new position occur Acquire employment experience Perform job analysis and plan recruiting effort Search for job opening Generate applicant pool via internal or external recruiting Method Apply for job Evaluate applicants via Selection process Impress company during selection process Impress Applicant Evaluate job and company Accept or reject job offer Make offer * Steps of Recruitment and Selection Process The following steps are followed in recruiting and selecting processes of GMG AIRLINES LTD. : 1. Screening of job application 2. Background Test . Preliminary interview 4. Written test 5. Skill test 6. Final interview 7. Medical and physical test 8. References verifications 9. Final job offer * Screening of Job Application Personnel department ranks and screens the application received in response to the advertisements against the criteria established in the job specifications and produces a shortlist of candidates. * Background Test The selected candidate will provide co pies of educational and professional certificates and the company will make its own arrangements for verifying these records. If all the records that candidates provide fulfill company’s requirements, then they are asked to attend the preliminary interview and HR department of GMG cancel those candidates’ from this recruitment process who don’t have required qualification. * Preliminary Interview Personnel Manager arranges the interview program; establish recruitment panels comprising both personnel and line representatives, and the supporting administrative arrangements. The main objective of the structured interview is to explore three main dimensions of a candidate – * Capacity, * Achievements Relationship. The usual structure is introduction, life (achievements relationship) questions, and change question, abstraction question on topics two or more and questions from the other side of the table. This is done to ensure that all the candidates are assessed on the same scale. * Written Test A written test is taken to measure the candidate’s cognitive ability that cover g eneral intelligence, numerical ability and verbal ability and abstract reasoning. GMG usually takes job related written test to check whether this candidate has enough knowledge and qualification. * Skill Test GMG takes skill test for both Manager level non-managerial level (Air hostess Pilot). They have different test procedure for managerial and non-managerial level. Skill test is also administered for the floor level worker who needs to have necessary skills required for the production process. * Final Interview The decision to select the successful candidate is by consensus, taken at meeting of all the members of the recruitment panel and convened soon after the interviews have been conducted. If everything goes according to the company’s policy, they send those candidates to the next level of ecruitment process. * Pre-placement Medical Examination Generally the new comers who are designated as management trainees must pass a pre-employment medical examination, which will be conducted by the company doctor. All expenses incurred in this respect will be borne by the company. Any unusual health condition, which could interfere with the employee’s ability to fully perform the requirements of the position, could prevent employment. In that case a candidate may be recommended for further medical examinations at a separate clinic for verification and confirmation of his/her health status. The cost of such examination will be on the candidate’s account and he/she will have the option to either undertake the examination or reject it. If the result of the second examination confirm that the candidate is not physically fit, which is in contrary to the requirements for employment, we discard the employment offer. * Reference Checks The selected candidate will provide contact details of at least two references. One should be a person with whom the candidate has had previous working relationship. Blood connected referees are discouraged. They also check the arrest records, bad habits and record etc. Final Job Offer Upon being declared medically fit and on receipt of satisfactory reference cheeks, a formal offer as a letter of employment will be made to the prospective candidate. Return of a signed duplicate copy at the earliest will confirm acceptance of the offer of employment. However prior to joining the company, the candidate will be required to let the company ha ve a copy of his / her resignation acceptance letter in support of termination of his / her employment with previous employer. For the fresh ones it is not required. RECRUTING YEILD PYRAMID Accept job offer 40 Receive job offer 0 Attend second Interview 80 Invited to second Interview 250 Invited to screen Interview 400 Initial contacts 1600 * Personnel Files Immediately upon employment an employee personnel file will be opened. It will contain pre-employment correspondence, a copy of the resume submitted at the time of employment, exams paper, medical papers, assessments by the interview board and the companies signed copy of the offer letter specifying by the terms and conditions of incumbents employment. The personnel department will maintain all personnel files. The files will be kept confidential and may be viewed only by employee’s supervisors or his / her departmental head. * Probation Training Upon joining the company as management trainee the incumbent will be on probation or training for at least one year. For the staffs this period is at least 6 months and for workers the period is at least 3 months and maximum of 6 months. During this period employees job performance will be monitored and evaluated after every two months through progress reports. Employees whose job performance is inadequate to meet the requirements of the position, Inspection / training period can be extended. The company reserves the right to exempt the probationary period or shortens the duration. During the probationary period the company or the employee may terminate employment, at any time without giving any prior notice. * Job Duties /Responsibilities Supervisor provides the employee a list of job duties and responsibilities. GMG AIRLINES LTD. uses a form called job profile. It is developed by a series of job questionnaire analysis of particular personnel. Job profile is likely to change based on several factors such as changes in the organization, activities, goals and targets, economic condition, ability of the employee etc. Employee may be required to perform duties outside the job profile depending on the management requirement. The job profile is not a contract as such. Rather it is an important guideline to perform the job. Depending on the circumstances, the company reserves the right to rotate employees within the organization, assign employees to different job and transfer to any place in Bangladesh. * Training Development To increase productivity, efficiency, and commitment and to implement the company strategy, the following types of training is frequently conducted by GMG AIRLINES LTD. : 15. On –The- Job Training and Development On- the- job training and development consist of the following programs: * Orientation of the Employees * Apprenticeship Scheme * Internship * Supervisory Assistance * Job Rotation * Orientation of the Employees This is an orientation program with the company that helps in the socialization process of the employee. For non-managerial positions it takes three days. But for managers it is a fifteen days long program. The concerned department conducts the departmental orientation and rest is by the personnel department. * Apprenticeship Scheme This is basically an on-the-job working experience with a skilled worker. This scheme is used in GMG AIRLINES LTD. mostly for the floor workers. * Internship GMG AIRLINES LTD. provides internship programs for fresh university graduates and later they offer jobs to some of them on the basis of performance. * Supervisory Assistance Experienced managers or supervisors are assigned to groom less experienced managers to perform their job related activities. Most mentor-protege relationships occur spontaneously. But in GMG AIRLINES LTD. they take extra care to assign mentors to new managers. * Job Rotation Job rotation means, moving from one job assignment to another within the same organization. GMG AIRLINES LTD. effectively applies this method to increase the overall understanding of inexperienced managers. Also, this aims to reduce the monotony of the employee’s boringness to the job. Usually this job rotation happens on a very regular basis. 16. Off- the- Job Training and development Off –the- job training and development consist of the following programs: 1. Formal Course 2. Training Center 3. Management Development Firms4. Skill Training School TRAINING SYSTEM MODEL Flow chart Assessment phase Asses Training needs organizational analysis Task analysis Individual analysis Training Phase Select Training Methods and Apply Learning Principles Identify Training objectives Conduct Training Develop Criteria Evaluating Phase Measure and Compare Training outcomes Against Criteria FEEDBACK Formal Course The purpose of this process is to make the employees more expert in their job, so that they can give their best performance. This is basically a classroom lecture courses organized by the different training institutions or business body like FBCCI or MCCI or MMCG. For the fresh incumbents there will be some compulsory courses they have to undergo and for others this will be decided by individual needs. Training Center Some courses are organized by the company’s own training center. These are conducted by the senior managers and sometimes by the HR experts hired by the company. Floor workers are sent to skill training schools to learn different trades as the new machineries are regularly pouring in. Depending on the participants of the training program the training will be conducted by HR staffs, co-worker such as a lead worker, supervisor, local management development firms and skill training schools. Management Development Firms These are organization’s exclusively devoted to the purpose of management development. Only the managers will be sent to take part in these programs. Disciplinary Measures GMG AIRLINES LTD. has specified certain behaviors by its employees as misconduct. Misconduct is a transgression of some established and definite practice and rules of action, where no discretion is left except what necessity may demand. In case of any misconduct company can take any lawful action against its employees. The following omissions be treated as misconduct: * Willful insubordination or disobedience, whether alone or in combination with others’ to any lawful or reasonable order of a superior * Theft, fraud or dishonesty in connection with the employer’s business or property * Taking or giving bribes or any illegal gratification in connection with his or any other worker’s employment under the employer * Habitual absence without leave or absence without leave for more than then days * Habitual late attendance Habitual breach of any law or regulation applicable to the shop of commercial or industrial establishment * Riotous or disorderly behavior in the shop or commercial or industrial establishment, or any act subversive of discipline * Habitual negligence of neglect of work * Frequent repetition of any act or omission for which a fine may be imposed * Resorting to illegal strike of â⠂¬Ëœgo-slow’ or inciting others to resort to illegal strike or ‘go-slow’ * Falsifying, tampering with, damaging or causing loss of employer’s official records 7. summary GMG AIRLINES LTD. started its journey to become one of the leading domestic airlines in the 1984 by setting up a company headquarter in banani. Currently GMG AIRLINES LTD. Service range covers the all-domestic air travelers. Besides they want to lunch their business in the international phenomena. GMG AIRLINES LTD. practices standardized human resource management techniques in its endeavors to become the best. It follows the standard procedures of recruitment and selection process. Steps of screening of job application, preliminary oral discussion, written test, skill test, final job interview, medical and physical test, references verifications and final job offer are practiced in GMG AIRLINES LTD.. To increase productivity, efficiency, commitment and implementation of the company strategy, GMG AIRLINES LTD. employs various on-the-job and off-the-job training and development programs. Different on-the-job training and development programs adopted by GMG AIRLINES LTD. re apprenticeship scheme, internship, supervisory assistance, and induction program and job rotation. Different off-the-job training and development programs adopted by GMG AIRLINES LTD. are formal course, training center, management development firms and skill training school. GMG AIRLINES LTD. is a name of success. Being a local organization with having a very structured human resource practices GMG AIRLINES LTD. has become a prominent organization having been awarded the best domestic airlines. . As we saw their HR practice, it can be surely deduced that a well-defined and structured HR can lead to a success, as they want to be. 18. RECOMMENDATIONS: Developing effective compensation program: * Special achievement: This is basically a special offer that should be provided by GMG Airlines to its employees who has performed his/her job better than others and has committed a nice performance to achieve the company a profit. * Insurance Facility * Medical Facilities: The health and safety is a very sensitive issue related to the employee’s working environment as well as to the top managers. Although there may be a very nominal possibility that an accident may occur, but the top management should have the option in their mind to take care of the employees as well their safety. So, GMG Airlines should provide medical facilities to the employees and special financial help if the situation is very serious. * Retirement Remuneration: It is a special package that should be given by GMG Airlines to its employees who are going to retire or will retire. The company should have specified prolific amount to be handed over to the retired person on his/her farewell ceremony. Other facilities: * Special offer for executive customers: GMG Airlines can provide special offer to executive and high-rank employee of well-known companies of Bangladesh. Since, Executive and high-rank employees have to visit different branches of their company situated in different district, they have to travel a lot within small spare of time. Then it will be a good idea if GMG provide them 30% discount in each flight they travel. It will help GMG to familiarize itself as a friendly Airline company. * Development programs: GMG should provide its employees career path information and always encourage them to improve their performance level. The company should also provide effective performance feedback to its employees so that the employees can evaluate their current position and can set their career development plan. Not only that, GMG should come up with new techniques to encourage its employees to work at level that meets the company’s performance standard. Not only that, the supervisors or higher-level officials of the company should always motivate the subordinates by giving them information on career path and also by telling them how to improve their performance to be eligible for their next promotion. References 1. Fisher, Cynthia D. , Lyle F. Schoenfeldt and James B. Shaw. Human Resource Management. 3rd ed. Boston: Houghton Mifflin Company, 1996. 2. Dessler , Gary. Human resource management. 7th ed. 3. www. gmgairlines. com 4. Brocure of GMG Airline

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