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San Diego State University McDonalds Demographic Advertisements Paper

San Diego State University McDonalds Demographic Advertisements Paper.

According to Wilcox, Cameron, & Weber (2015), “Today minorities constitute a third of the U.S. population, and the U.S. Census Bureau projects that they will constitute the majority of the total population by 2042” (p. 278).Select a product or service (e.g., beauty, fashion, nonprofit, or food) and identify two advertisements that you believe are directly aimed at different demographics in the United States. This could be based on age, social identification, ethnicity, religion, or any other major demographic category. For each advertisement, identify the demographic that you think it targets and briefly (in 1-2 sentences) identify why you think it is aimed at that segment. Then compare the two advertisements considering the following questions:What do you think about the adaptation of the same product/service to different demographics? Are the representations fair/appropriate/ethical?Do these ads risk alienating other groups who might see them?What do these ads suggest about how we view “diversity” between groups in the United States?Finally, we know that advertising and marketing efforts can both help and hinder public relations—especially because they can build an organization’s reputation or hurt it. What do you think are the public relations opportunities and risks posed by each of these ads?ReferenceWilcox, D., Cameron, G., & Reber, B. (2015). Public relations: Strategies and tactics (11th ed.). Pearson.
San Diego State University McDonalds Demographic Advertisements Paper

University of California Los Angeles A Reflection on Colonialism Paper.

Please write a reflection paper on the attached reading. The reflection is NOT a summary of the reading. It is supposed to be a brief engagement with the material in addition to points or questions you would like to raise for class discussion. The reflection must not exceed 500 words.Grading rubric: – 3%: The student shows in-depth understanding of the material and is able to articulate the main ideas and arguments and provide further insights. – 2%: The student gets the general idea of the material and provides some insights, but does not articulate them well. – 1%: The student summarizes the reading or film and provides no further insights. General idea of the course:The aim is a critical engagement with how colonialism has manifested in Palestine and how it continues to do so until today. The course examines the various mechanisms and policies, both internally and externally, that work to entrench settler colonialism and dispossess the Palestinians. The course will explore and discuss forms of resistance in Palestine, their potentials and limitations, and possibilities for a just solution.
University of California Los Angeles A Reflection on Colonialism Paper

CGD 318 Ashford University Week 2 Accept or Reject a Client Discussion.

To Accept or Reject a Client [CLO: 1-7]A well-known professional baseball player is suspected of having used steroids and other performance-enhancing drugs. He has not been charged. His agent asks you to advise and assist him in handling the intense media interest in the case. He wants you to try to place favorable stories about the baseball star in the media and create a positive environment for him. If formally accused, it could mean irreparable damage to his baseball career.You are not asked to do anything unethical. The money is quite good, and you know the publicity from working on the case will probably help your public relations consulting career, especially if the athlete is exonerated. Would you take the account? The agent tells you confidentially that the athlete has admitted that he took some substance that was unknown to him, but may have been steroids. Does this information affect your decision? What are the ethics of the situation as you see them?Write a proposal to your business partners regarding the situation. Answer all questions brought up in the case and compare the case to at least one similar case with a well-known ballplayer found through your research. Finally, provide a recommendation to your partners as to whether or not you should accept the contract.Your proposal should be two-to-three pages (not including the title and reference pages) and formatted according to APA style as outlined in the Ashford Writing Center. Include at least one scholarly source in addition to the course text.The paper:Must be two to three double-spaced pages in length (not including title and references pages) and formatted according to APA style as outlined in the Ashford Writing Center (Links to an external site.).Must include a separate title page with the following:Title of paperStudent’s nameCourse name and numberInstructor’s nameDate submittedMust use at least one scholarly source in addition to the course text.Must document all sources in APA style as outlined in the Ashford Writing Center.Must include a separate references page that is formatted according to APA style as outlined in the Ashford Writing Center.
CGD 318 Ashford University Week 2 Accept or Reject a Client Discussion

ANT 101 Ashford University Week 3 Environmental Science Discussion.

Be sure that your initial post meets the full length requirement of 300 words, and that you incorporate at least two of this week’s required resources in your post, one of which should be the textbook. Include citations and a full reference to your chosen sources. (See the Required Resources page for all references in APA format). Read Chapters 5 and 6 of the textbook and What We Learn From 50 Years of Kids Drawing Scientists and Understanding Why Girls Underperform at Science.When you picture a scientist, what does that person look like?When you were a child, how did you picture scientists?What role does gender stereotyping play in the tendency for girls to grow up to be scientists?How does this vary around the world?What kind of cultural messages do we send to children by the way different professions are portrayed in the media, books, movies, and television?How can we help all children overcome stereotypes that may influence their educational performance?
ANT 101 Ashford University Week 3 Environmental Science Discussion

Chemistry homework help

Chemistry homework help. In a collision, involving two or more objects, when kinetic of the objects-system is not conserved but momentum is conserved, we term such a collision as Inelastic Collision.

In an inelastic collision the kinetic energy is lost as heat, sound, against friction etc of the objects involved.
In real world partial are the most common type of collisions. In this type of collision, the objects involved in the collisions do not stick together which happens in case of perfectly inelastic collision.
For a two body collision, let ##m_1and m_2## be masses of two bodies involved in the collision. Let ##v_(1i)and v_(2i)## be the initial velocities of the two bodies, and ##v_(1f)and v_(2f)## be final velocities of the colliding bodies after the collision.
General equations can be developed for the inelastic collision as below.

From the conservation of linear momentum we have
##m_1vecv_(1i)+m_2 vec v_(2i)=m_1vecv_(1f)+m_2 vec v_(2f)## ……(1)
This equation can be expressed as its corresponding three equations along the orthogonal Cartesian directions ##hatx, haty, hatz## and solved independently.
Let us introduce another equation which accounts for the inelastic nature of the collision. This is done using what is called the coefficient of restitution ##e##.
Line of impact ##L## passing through the centers of the colliding particles for inelastic collision is shown in the figure above.
The coefficient of restitution ##e## is given as
##e=(v_(L1f)-v_(L2f))/(v_(L1i)-v_(L2i))## …….(2)
Where ##v_(L1i)## is the component of the initial velocity of particle 1,
##v_(L2i)## is the component of the initial velocity of particle 2, ##v_(L1f)## is the component of the final velocity of particle 1, ##v_(L2f)## is the component of the final velocity of particle 2;
all above components resolved along the direction of ##L##.
Equations (1) and (2) can be solved simultaneously.
For the special case of a head on inelastic collision in one dimension, the coefficient of restitution reduces to
##e=(v_(1f)-v_(2f))/(v_(1i)-v_(2i))## ……….(3)
From equation (1) we have for one dimension,
##m_1v_(1i)+m_2 v_(2i)=m_1v_(1f)+m_2 v_(2f)## …..(4)
Equations (3) and (4) are then solved simultaneously.Chemistry homework help

astronomy 131 lab / Signs of the Zodiac

essay writer astronomy 131 lab / Signs of the Zodiac. Need help with my Subject Major question – I’m studying for my class.

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Second assignment.
Signs of the Zodiac
Twelve constellations ,which the Sun crosses in its path across the ecliptic ,are considered the constellations of the zodiac – Well really 13 – when you were born the Sun was crossing one of these constellations. Your Sun-sign is predominantly used to create your horoscope. However if you add in the 13th constellation, Ophiuchus, your sign may have changed.
Research this constellation, where it is located relative to the other constellations, how it changes the dates and why it has been around for thousands of years and never used. Note the 13 constellations are related to sidereal months. Discuss with your classmates how you would likely feel if the 13 constellations of the zodiac were adopted by the Astrological community.
In addition I want you to investigate the location of your sign of the zodiac (not your horoscope) and then see if it is visible in the night sky using an online star chart. If it is, go out on a clear night and find it. You will be able to see it with your un aided eyes. Go ahead and track your constellation over the semester, if it is not visible now maybe it will rise some time during the semester.
astronomy 131 lab / Signs of the Zodiac

The global fashion brand of zara

This report will be discuss about Zara which is a global fashion company, operated in more than 400 countries in Asia, Africa, Middle East, America, and Europe, with more than 500 stores all over the world (Zara, 2011). Zara’s global operations are located in important shopping district in all places. Until now, the operation of the business still using brick-and-mortal system which means that Zara only sell their product in physical store, they do not sell it via online (Brick and Mortal, 2011). Even though Zara is a global company, they are still facing some problems such as decision maker and information management in operation issue and DOS system issue. This report will discuss more about those two issues. Key Decision Makers and Information Management in Operations The decision makers in the operation management are the commercials at the HQ and store managers. The decision made by store manager’s could impact on the replenishment of garments as it is limited to a single order which is twice a week, based on manually auditing of the quantities required for the store. There is a process that should be followed in ordering new garments. Store managers will order the products to a PDA based on regional sales patterns, prediction of sales, and also availability of the garment. After that, the store manager will determines what should be ordered from the list of offer. In every single store itself, the head managers would divide the offer into some segments and allocate this to different employees. Those employees would walk through the store using their own PDA did whatever had been assigned to them, to the store manager’s handheld device. HQ and the commercial team will analyze and determine which stores had been the most effective in selling the products. It is done in order to give the right product to the right store. Since there is a possibility of difference in the local customer demands and ultimately local trends (past performance), the store manager does not have much control over the extent to which its orders will be met. Must be note that the future production for each Stock Keeping Unit (SKU) which is the consolidation of fabric, color, garment, and also size order is determine by the collaboration with the product managers. Because of the different number in supply and demand in different areas, good prediction should be made in terms of how much demand it will be. It will impact to the number of product that will be produced in the process. Product managers indirectly rely on the information provided by store manager’s orders. In addition, the commercials in charge of the fulfillment would occasionally ship samples that were not requested by the store managers. This again suggests where the true decision power lies. By analyzing the decision makers in all parts of the operations and the flow of information, stronger conclusions can be drawn as to where information is urgently required in order to streamline procedures. Since the entire supply chain relies on the subjective orders that are placed by the store managers, the accuracy of this information is very important in contributing a success of Zara’s operations. This so-called ‘theoretical inventory’ is required in order to keep the supply chain robust without leading to excess supply (Feinstein and John, 2008, 760). In the current system, store manager’s order information is taken to be sacred, and the numbers of it are subsequently used for shipment and production. At the moment, store managers have to manually assess their inventory. This is a relatively slow procedure and suggests that there is room for improvement. Resources are wasted since managers are preoccupied with a somewhat administrative task. Admittedly, this is done to ensure that the manager gains an insight of the inventory so that correct decisions can be made for the quantities that need to be replenished. Information would probably help to speed up this process, so that the managers can focus on employees and customers, instead of having to roam the shops twice a week. When store managers have no clear idea of how much inventory is at the distribution centers, information should be given as a base to make smarter orders that suitable to the market. If store managers assure a customers that a particular sold out garment is reordered and will arrive in two days, the chance that it this order does not come through (due to a lack of information from the distribution centers), could be potentially damaging for Zara. Information from the distribution centers and from the production facilities must be made as clear as possible to make sure a better overview of the garment availability, in order to adjust the orders and pass on this information to the customers. This would overcome the current blind order system. DOS System Issue Other problem faced by Zara is DOS system issue. Zara and the IT partner have agreement in using DOS as their operating system for all the applications of the company for long time ago. DOS is considered to be an outdated system. The question of changing the OS has therefore been raised. It has been already acknowledged that staying so far behind in terms of technology can be risky for the company. But, it is aware that there is also a risk in changing the system to the newest OS. To give an idea whether a new OS investment would give any benefit to Zara or not, the analysis is conducted. Sustainable competitive advantage of company might be at risk due to a lack in IT investment (Qin, 2009, 13). Other competitors might see this as an opportunity to fight against Zara. Refer back to a more resource-based view, a new operational system might installed a software that more modern and allow Zara to develop its capabilities. Various business processes of Zara could be enhanced and orders could be made much more efficiently. Referring to the previous information requirements, new software could be used to automatically update the POS terminals for every sale that is made which would prove useful not only at the store level, but throughout the entire supply chain (Dun, Ross, and Michael, 2000, 445). If all POS terminals had been interlinked, store managers would have an online overview of the theoretical inventory order in the store. It helps a lot in determining the order requirements (Ward and Elizabeth, 2006, 60). Store managers would not have to do a manual audit twice a week. They could more concentrate to the administration, because the system could help them in auditing process. Moreover, a tailored POS application for the new OS could ensure that orders, which form the basis of the shipment and the production facilities, would be made based on theoretical inventory in effect giving more accurate orders. At present, PDA is used by personnel to count the number of items required by the store and to make new orders based on the perceived demand. If Zara would have the right software, they can remove the use of PDA. If indeed the automated POS terminals would update the theoretical levels with sales at the end of the day, then in principle orders could be made on a continuous basis. Stagnancy in this case would then not be measured of inventory levels, but rather the frequency at which shipments arrive. Assuming that orders would then occur on a daily basis, optimization of the inventory at the distribution centers is needed. By using modern e-supply management software, orders could be linked through an in-house developed Enterprise Resource Planning (ERP) system that would link orders made from stores to the rest of the supply chain (Leon, 2008, 7). This would allow the demand and supply suitable very closely though a more flexible delivery system. This is not only because store managers would make orders based on inventory levels at the distribution center, but also because HQ could align the supply to the stores demand accurately. As a result, production could be adjusted on a daily basis by monitoring the orders that would come in, making the production process even leaner. These adjustments would still need to be made based on order quantities, since this would ensure the autonomy of the store managers. In contrast to the current system, however, the software could provide information on the Economic Order Quantity (EOQ) which is command to make sure the number of a products stock that buyers want is enough in the, to meet customer demands, whilst minimizing the cost of inventory (Sweeney, 2010, 609). The inventory level at which garments also must be reordered (also known as the ‘reorder point’). It would provide store managers with a structured approach towards inventory management, without compromising autonomy. Further savings can be made if voice over IP (VOIP) software is installed so they could make calls between shops freely. New OS could also support wireless applications. In addition, if the distribution centers would be connected to the network on the OS, store managers could easily place the orders after viewing whether the required garments are available or not. The order would be made to keep the inventory level at the store updated, and a signal could get sent online to the distribution centers and the production facilities. It would give Zara more benefit indirectly from extra sales due to more efficient customer service, since more attention can be paid to the customer. But, routine checking still needed to make sure that the theoretical inventory levels match actual levels, since garments could go missing or get stolen. Further benefits from an IT network could be derived. If all stores have this online access to other stores, store manager could direct a customer to another local Zara store in case of a stock out if they do not have the stock for certain product. The system should be set up in such a way so that shipments could be made from another local store, further reducing the ordering period. In totaling, ordering information, merging data into one system, and returns information leading to a more precise measurement of the stocks and to a real time measurement. Not only that, new OS is able to prevent any hold up from its terminal vendors. Indeed at the moment Zara has no insurance that its supplier can provide terminals supporting DOS for a long term. Zara’s bargaining power toward its supplier would increase. Therefore, an upgrade of Zara’s OS is therefore recommended.

History And Background Of Industrial Relations Management Essay

Today economic crisis is in a bad shape because of an American insolvent United States banking system. It has resulted in the collapse of large financial institutions, the bailout of banks by national governments and downturns in stock markets around the world and led to a huge unemployment rate. Three top economists agree 2009 worst financial crisis since great depression; risks increase if right steps are not taken. (2009-2-29). Reuters. Retrieved 2009-9-30, from Business Wire News database Introduction Industrial relations are also called employment relations in this text deals primarily with employee attitudes and behaviour and the relationships between an organisation and its employees. If relationships are characterised by open communication, fair and equitable. HR policies and practices, and high work and life satisfaction, there will be trust, cooperation, commitment and high performance. However, if they are characterised by poor communication, unfair and discriminatory HR policies and practices, and low work and life satisfaction, there will be conflict, mistrust, low commitment and poor performance. Industrial relation traditionally takes a broader perspective, involving governments, industrial tribunals, employer associations, trade unions, industrial law, awards, terns and conditions of work, grievance procedures, dispute settlement, advocacy and collective bargaining. The other objectives/importance of the industrial relationship: To safeguard the interests of labour as well as of management by securing the highest level of mutual understanding and goodwill between all sections in industry which take part in the process of production? To avoid industrial conflicts and develop harmonious relations, which are essential for the productive efficiency of workers and the industrial progress of the country. To raise productivity to a higher level in an era of full employment by reducing the tendency to higher and frequent absenteeism. To establish and maintain industrial democracy based on labour partnership, not only for the purpose of sharing the gains of organization but also participating in management decisions that the individuals’ personality may be fully developed and he may grow into a civilized citizen of the country. To bring down strikes, lockouts by proving better and reasonable wages and fringe benefits to the workers and improved living conditions. History Industrial relations got its roots in the industrial revolution and the spread of capitalism which created the modern employment relationship by spawning free labour markets and large-scale industrial organizations with thousands of wage workers. Kaufman, the Global Evolution of Industrial Relations .As both societies wrestled with these massive economic and social changes, labour problems arose. Low wages, long working hours, monotonous and dangerous work, and abusive supervisory practices led to high employee turnover, violent strikes, and the threat of social instability and due to confluence of these event and ideas associated with rise of democratic governments in the western world of the late nineteenth and twentieth centuries. It emerged from both negative and positive impulses The negative aspect, industrial relations was a reaction against deplorable working condition and with unrepressed profit making and employee clout in the nine teeth century and twentieth century capitalism and this led to the deplorable situations a conflict between capital and labour and hardship for employee of that time So we come to the conclusion that industrial relation was part of the reform wing. Industrial relations arose from the conviction that cordial relationship between workers and employer could be improvised through a combination of scientific discovery, education, legal reform….. Current situation Therefore, the maintenance of a good human relationship is a must in today business environment, because in case of its absence the organizational structure may crumble. Employees constitute the most valuable assets of any organization. Any neglect of the important factor is likely to result in increased cost of production in term of wage and salaries, benefits and services; working conditions, increased labour turn-over, absenteeism, indiscipline and cleavages, strikes and transfer on the ground of discontent and the like, besides deterioration in the quality of the goods produced and strained relations between labour and management. The Germans practice co-determination which gives workers of the organization representation at the management of the companies these known as the law allows workers to elect representatives (usually trade union representatives) for the supervisory board of directors. It could be break down to two parts Workplace representation Works councils provide representation for employees at the workplace and they have substantial powers – extending to an effective right of veto on some issues. Although not formally union bodies, union members normally play a key role within them. There is a clear legal basis in Germany for the workplace representation of employees in all but the very smallest companies. Under the Works Constitution Act, first passed in 1952 and subsequently amended, most recently in 2001, a works council can be set up in all private sector workplaces with at least five employees. The United Kingdom doesn’t practice co-determination so don’t normally involve themselves with running of business but which could be subject to change due to European union invention There is no Common structure for employee representation in the United Kingdom. Unions are the for the most part the general way that employees are represented and they can now legally oblige the employer to deal with them, but only if they have ample support and union recognition (legal body) Board-level Representation In Germany employee representatives have a right to seats on the supervisory board of larger companies one-third in companies with 500 to 2,000 employees, half in companies with more than 2,000. It reviews its performance. It gives advice, participates in setting the company’s strategy and is provided with financial and other information and can veto on issues however there is an exception in other industries such as steel industries UK employees have no statutory right to representation at board level and, with a tiny handful of exceptions; this has also been the case in practice. There is no general right for any employee representatives to participate at board level. The handful of experiments with employee representatives at board level in state Vocational training Prepares learners for jobs that are based in manual or practical activities, traditionally non-academic and totally related to a specific trade, occupation or vocation, hence the term, in which the learner participates. It is sometimes referred to as technical education, as the learner directly develops expertise in a particular group of techniques or technology. Finally, most companies in the UK and the US do not offer general initial vocational training. In contrast, almost all medium and large sized. in Germany actively participate in this country’s dual system of initial vocational training. This training, which normally has three year duration, combines on- and off-the-job training and off-the-job training in vocational schools. The German system of initial vocational training is highly regulated and thus reduces organizational autonomy. It also provides general skills rather than company-specific skills Healthy and Safety In Germany any business with more than 20 employees, safety officers must be appointed by the employer. Health and safety is regulated by the 1973 Occupational Health and Safety Act ( Arbeitssicherheitsgesetz), amended in 1976, and the 1996 Occupational Safety Act ( Arbeitsschutzgesetz). Works councils play an important role in health and safety. In particular they are consulted on the appointment of safety officers ( Sicherheitsbeauftragte). These must help the employer in the prevention of accidents at work and ensure effective implementation of statutory and regulatory health and safety provisions. In any undertaking with more than 20 employees, safety officers must be appointed by the employer. In undertakings with more than three safety officers, the management must arrange a briefing meeting at least once a month. The minimum number of safety officers is set by the rules of the occupational accident insurance funds ( Berufsgenossenschaften), depending on the size of the undertaking and the type of risks. A health and safety committee must be set up in all undertakings where there is an occupational physician or safety specialist. This committee consists of the occupational physician(s) or industrial safety specialist(s), the safety officer(s) (and where there are more than three of the latter, they appoint three representatives to the committee), the employer and two representatives of the works council. The committee has an advisory role on measures aimed at improving safety at work or the prevention of industrial accidents. In undertakings not employing an occupational physician or safety specialist, a safety committee ( Sicherheitsausschuss) must be set up if more than three safety officers have been appointed. The employer must hold an exchange of views with this committee at least once a month, with the participation of the works council United kingdom The Safety Representatives and Safety Committees Regulations, adopted in 1977, provide that if the employer recognises a trade union and if that union has appointed or plans to appoint safety reps, the employer must consult those safety reps on issues affecting the group or groups of workers they represent, which may include non-unionised workers The framework of health and safety legislation is the 1974 Act, subsequently supplemented by various regulations. Health and safety information for employees is governed by a 1989 Regulation. The Safety Representatives and Safety Committees Regulations were passed in 1977, implementing the 1974 Health and Safety at Work Act. The Safety Representatives and Safety Committees Regulations, adopted in 1977, provide that if the employer recognises a trade union and if that union has appointed or plans to appoint safety reps, the employer must consult those safety reps on issues affecting the group or groups of workers they represent, which may include non-unionised workers. There is no provision on the number of reps in relation to the number of workers in the undertaking, and practice varies considerably from one undertaking to another. The Health and Safety (Consultation with Employees) Regulations of 1996 (HSCER) provide that workers not forming part of a group represented by safety reps, in other words by trade union representatives, must be consulted by the employer. The employer may consult them directly using such method as he/she sees fit. They may also be consulted via representatives who must be elected by the workers. Safety committees must be set up wherever at least two safety reps so request. These committees are joint bodies with the principal function of monitoring measures adopted to ensure occupational health and safety. The 1977 SRSCR say very little about the role, composition and operation of safety committees. Actors