The Significance of Edward Hydes Character in The Strange...

The Strange Case of Dr Jekyll and Mr. Hyde is a novel written by Scottish author Robert Louis Stevenson and published in 1886. It concerns a lawyer, Gabriel Utterson, who investigates the strange occurrences between his old friend, Dr. Henry Jekyll, and the reclusive Mr. Edward Hyde. This novel represents an ideology in Western culture; the perpetual conflict between humanity’s virtuosity and immorality. It is interpreted as an accurate guidebook to the Victorian era’s belief of the duality of human nature. This essay will explore Mr. Edward Hyde and whether Stevenson intended for him to be a mere character in the novel or something of wider significance. Enfield is the first to come across the mysterious Hyde when he witnesses Hyde’s†¦show more content†¦This suggests that Hyde is a strange man. Stevenson uses this powerful description to convey and portray a man who comes across as mysterious and dangerous. Stevenson makes him more mystifying when Enfield continues, â€Å"I can’t describe him. And it’s not want of memory; for I declare I can see him this moment.† (Page 15) This immediately brings a sense of a man with deformities that can’t be described. Stevenson uses this to confuse the reader and amplify the sense of foreboding. Surely when one can see somebody in their mind, they can describe how they look and describe their deformities especially? Not being able to describe Hyde shows that he isn’t a normal human; he’s something far more inhumane. Utterson meets Hyde when Hyde is trying to go through the door where the novel started. After talking very briefly with Hyde, Mr. Utterson gets the impression that Hyde prefers the solitude as he quickly unlocks the door to enter. This time the reader gets an accurate account of how Hyde looks like. â€Å"Mr. Hyde was pale and dwarfish† (Page 23) is the initial line to the description. This could create the sense that Hyde is malnourished and still not fully formed yet. â€Å"He gave an impression of deformity without any namable malformation† (Page 23) reinforces the idea that Hyde had a deformity that couldn’t be described. Even though Utterson just met Hyde, he is indescribable which creates the notion that Hyde looks different fromShow MoreRelatedThe Strange Case of Dr. Jekyll Mr. Hyde1200 Words   |  5 PagesThe Strange Case of Dr. Jekyll Mr. Hyde Author Biography: Robert Louis Stevenson Robert Louis Stevenson was born on November 13th, 1850 to (father) Thomas Stevenson and (mother) Margaret Isabella Balfour. Stevenson grew up in Edinburgh. At the age of 17, he enrolled at Edinburgh University where he planned on studying engineering. He instead took courses to study law, and passed all of them in 1875, but he later abandoned this because he wanted to be a writer. His first published work wasRead MoreThe Strange Case of Dr Jekyll and Mr Hyde by Louis Stevenson Essay1468 Words   |  6 PagesThe Strange Case of Dr Jekyll and Mr Hyde by Louis Stevenson In the strange case of Dr Jekyll and Mr Hyde Robert Louis Stevenson makes the reader question the extent to which Dr Jekyll and Mr. Hyde are in fact a single character. Until the end of the novel, the two personas seem nothing alike-the well-liked, respectable doctor and the hideous, depraved Hyde are almost opposite in type and personality. Stevenson uses this marked contrast to make his point: every human Read MoreSomething about an Allegory1630 Words   |  7 Pagesnovella Strange Case of Dr. Jekyll and Mr. Hyde, written by Robert Louis Stevenson, describes a monster created by science. Dr. Jekyll concocts a potion in attempt to isolate the good and evil sides of human nature. When he drinks the concoction, he is transformed into a human with a beastly nature. He becomes all that we can imagine as evil and physically appears just as misshapen. In the narrative we find the ghastly appearance a symbol for something more. This creature referred to as Mr. Hyde actsRead MoreThe Strange Case Of Dr. Jekyll And Mr. Hyde1274 Words   |  6 PagesStevenson, The Strange Case of Dr. Jekyll and Mr. Hyde, readers are shown the contrast between one’s personal desires and public desires or one’s good side and evil side. These are the things that help stimulate the psychological development of a person and are what keeps us humans balanced, personality wise. However, when one denies the significance of this by repressing them, things can definitely go wrong. Readers can apply this knowledge into one of the major characters, Dr. Henry Jekyll, who findsRead MoreBook Report - Dr. Jekyll and Mr. Hyde4784 Words   |  20 PagesA. Title of the Book: â€Å" The Strange Case of Dr. Jekyll and Mr. Hyde† B. Author: Robert Louis Stevenson (1850 -1894) * As a novelist, he is often noted for the powers of invention and depth of psychological insights found in his work; a skill defined by G. K. Chesterton as being able ‘to pick up the right word up on the point of his pen’. * Robert Louis Balfour Stevenson  was a Scottish  novelist, poet, essayist, and  travel writer. * A literary celebrityRead MoreBook Report - Dr. Jekyll and Mr. Hyde4772 Words   |  20 PagesA. Title of the Book: â€Å" The Strange Case of Dr. Jekyll and Mr. Hyde† B. Author: Robert Louis Stevenson (1850 -1894) * As a novelist, he is often noted for the powers of invention and depth of psychological insights found in his work; a skill defined by G. K. Chesterton as being able ‘to pick up the right word up on the point of his pen’. * Robert Louis Balfour Stevenson  was a Scottish  novelist, poet, essayist, and  travel writer. * A literary celebrity duringRead MoreStevensons Use of Literary Techniques to Portray Evil in Jekyll and Hyde3969 Words   |  16 PagesThis essay will focus on how Robert Louis Stevenson presents the nature of evil through his novel ‘The Strange Case of Dr Jekyll and Mr Hyde’. Using ideas such as duality, the technique used to highlight the two different sides of a character or scene, allegories, an extended metaphor which has an underlying moral significance, and hypocrisy; in this book the Victorians being against all things evil but regularly taking part in frown able deeds that would not be approved of in a ‘respectable’ societyRead More Considering The Strange Case of Dr. Jekyll and Mr. Hyde as an Effective Representation of Evil3122 Words   |  13 PagesConsidering The Strange Case of Dr. Jekyll and Mr. Hyde as an Effective Representation of Evil The Strange Case of Dr. Jekyll and Mr. Hyde, originally published in 1886 by Robert Louis Stevenson, arguably remains a popular novella even today because of its representations of evil and themes concerned with evil such as morality. Originally written for a Victorian audience, the text follows the conventions of the time - for example, the Georgian style of introducing andRead More Analysis of The Strange Case of Dr. Jekyll and Mr. Hyde by Robert Louis Stevenson2888 Words   |  12 PagesAnalysis of The Strange Case of Dr. Jekyll and Mr. Hyde by Robert Louis Stevenson In an attempt to consider the duality tale, one narrative inevitably finds its way to the top of the heap as the supreme archetype: Robert Louis Stevenson’s The Strange Case of Dr. Jekyll and Mr. Hyde. Immense disagreement permeates the pages of literary criticism relevant to the meaning of the story. Yet, for all of the wrangling focused on the psychology, morality, spirituality, and sociality of the story, itRead MoreThe Strange Case of Dr Jekyll and Mr. Hyde by Robert Louis Stevenson2251 Words   |  10 PagesThe Strange Case of Dr Jekyll and Mr. Hyde by Robert Louis Stevenson When asked this question, the immediate answer is, yes. Robert Louis Stevenson uses the features of a conventional horror story, which were very popular at the time, but also uses the story to raise social issues and make criticisms about the hypocrisy and double standards of Victorian society, in general, and Victorian London in particular. The first aspect of horror to be noticed is that the main

Social Movements Of Palestine And Palestine - 1580 Words

In the 1990s there began a significant shift in social movements in Israel and Palestine. The history of this region has been marked by violence, inequality, and oppression for a long time. The complicated relationships between the two main powers in this area have developed over time and a variety of groups on both sides of the conflict have reacted with by calling for peace. The first intifada had a huge impact on who had the ablity to voice their concerns to fight the injustices occurring in this region. It was during this popular uprising that women’s movements first began to gain traction in both Israel and Palestine. These movements were often defined by traditional and constricting ideals of femininity, however over time they began to branch out with a more grassroots approach. Women’s movements in Israel have many similarities to those in Palestine and the Occupied Territories, however there are some significant differences that separate the women involved in ea ch of these groups and the causes they choose to support. Gender equality is a complex issue with many implications for the modern peace movement in Israel and Palestine, and it is crucial to note both the ways in which these groups face similar challenges while also acknowledging the very different issues faced by Israeli and Palestinian women. Especially in the period following the first intifada there was a growing presence of women’s groups in Israel that were often focused on peacemaking initiativesShow MoreRelatedThe Influence Of Zionism On The Creation Of A Jewish State861 Words   |  4 PagesEast and North Africa and indeed in Palestine. However more modern times have seen them as a nomadic people, living in various countries but never truly finding a land to call there own. In the late 19th and early 20th century an idea began to gain solidarity and momentum, that of Zionism. The idea of Zionism, to create a Jewish state, is arguably one of modern society’s most polarizing and influential movements. Zionism has influenced political, religious, and social groups in a variety of ways thatRead MoreThe Rise Of Zionism And Arab Nationalism1407 Words   |  6 PagesThe rise of Zionism and Arab Nationalism in the nineteenth century triggered major political tensions in the region of Palestine. The conflict among the Zionists and Arab Nationalists is primarily due to the politics of territory and is essentially not comprised of religious opposition. In fact, before the advent of Zionism and Arab Nationalism, Jews and Palestinians shared a local identity due to mutual tolerances. This identity, which took precedence over religion, created a vivacious communityRead MoreThe First Two Uprisings Of The West Bank, Gaza And East Jerusalem1341 Words   |  6 Pageswas that they didn’t have any kind of job security, because Israeli security denied them any rights within Israel. In this case, position of Palestine is understandable, they are li ke any other people wanted to be free from being heavily dependent on the Israeli’s rules and resist the force that has been used against them. Another thing that made Palestine angry was that Jewish foreigners were illegally occupying their land and they were allowed to carry guns and had protection from the IsraeliRead MoreThe Israeli-Palestinian Conflict Essay1216 Words   |  5 Pagesbetween the Arabs living in Palestine and the Jews living in Israel. It was Zionism for the Jews against Arab nationalism. This conflict was known as the Arab-Israeli conflict. The main issues were; border disputes, security, the control of Jerusalem, recognition as well as Palestinian freedom of movement. These issues are what spear headed the intensifying of the conflict thus it became as part of day to day activity between the two states. The Zionists believed that Palestine was their land as accordingRead MoreUnveiling Truths of Occupied Palestine Essay1368 Words   |  6 Pagesnature of these topics; however through the exploration of occupied Palestine, some light may be shed to reveal truths of this distorted picture. Through the i nspection of the restricted movement in Palestine, existence of settlements and outposts, and imprisonments without criminal charges, the realities and effects on each other’s perceptions from military occupation can be ascertained. History Jews first started fleeing from Palestine during the Jewish Diaspora (dispersion) around 587 B.C.E. The DiasporaRead MoreJew in the Arab World 1071 Words   |  5 Pages, as a result of that the Zionist movement rise to recreated Jewish state and to give Jewish their nationalism and identity. The Jews who live in the Arab community before Palestine divided by the Unite Nation in 1947, used to have a peaceful and harmonious life in the Arab world. However, the rise Anti-Semitism is movement of discrimination and prejudice against Jewish and anti-Jewish programs to exile Jewish from Arab world. In the Yemen and Syria the movement was practically violent against JewishRead MoreThe Implications of the Israel/ Palestine Conflict Essay examples809 Words   |  4 PagesEvery time I asked about where she was from she just said Palestine and I would ask her â€Å"Is that even a country†. Later I came to know that Israel and Palestine were same. Until then I used to only know about a place called Israel from bible where I read â€Å"Israel to be god’s house†. To further quench my curiosity I asked her, â€Å"If Palestine and Israel the same place†, she suddenly replied in a disturbed tone, â€Å"No it’s not†. It is Palestine not Israel, I was terribly confused. Later she told me HowRead MoreThe Partition Of Israel And Palestine966 Words   |  4 PagesSince the UN partition of Israel and Palestine in 1947, Israel has been placed in many instances of conflict between the Jewish migrants to the region and the Palestinian natives. Several conflicts resulted in open, declared war, such as the First Arab-Israeli War of 1948-1949, and the Yom Kippur War of 1973. In addition, Israel has been involved in the occupation of the West Bank and the blockade of the Gaza Strip. After the last open war, Israel’s occupation of the West Bank has been marked byRead MoreWhy Palestinian Children s Rights Are Protected By International Government1149 Words   |  5 Pagesare protected by international government. I chose this topic because I have been particularly interested in Palestine for the last few years, as the conflict was brought to my attention by a Palestinian friend of mine. I chose to write about Palestine for my his torical investigation in order to learn more about the conflict. For my FIQWS class, I chose Literature/Film in Israel/Palestine so I could continue my studies in Palestinian history. There has also been a rise of turmoil between the 2 countriesRead MoreConflict Between Palestine And Israel1747 Words   |  7 Pagesthe constant state of tension between Palestine and Israel creates a long lasting state of aggression in the future generations which facilitate more violence and chaos than before. â€Å"Research conducted by Save the Children UK in 2009 found that up to 70 percent of all households living near the restricted access area had been displaced at least once since 2000†. Now, children are being shifted from their homes and stability to an unstable climate. As these social issues became more and more prevalent

Sci/162 Principles of Health Wellness Free Essays

Going on and off starvation diets will hinder long –term weight loss because this type of dieting |A. hinders nutrient metabolism. | | |B. We will write a custom essay sample on Sci/162 Principles of Health Wellness or any similar topic only for you Order Now fosters inappropriate exercise habits. | | |C. slows down the basal metabolic rate. | | |D. increase the amount of essential fat. | | | | | | |2)  The success rate of maintaining weight loss is improved with |A. continued dieting. | | |B. increased protein. | | |C. exercise. | | |D. decreased essential fat. | | | | | | |3)  Which of the following is NOT a severe consequence of obesity? |A. Cancer | | |B. Dementia | | |C.Premature death | | |D. Asthma | | | | | | |4)  __________ is twice as common in obese adults as in those who are at a healthy weight. |A. Diabetes | | |B. High blood pressure | | |C. Sleep apnea | | |D. Breast cancer | | | | | | |5)  Associated health risks of obesity include: |A. Gall stones and flu | | |B. Diabetes and lung cancer | | |C. Decreased triglycerides and arthritis | | |D. Sleep apnea and diabetes | | | | | | |6)  To lose one pound, you must burn approximately how many calories? |A. 2,500 calories | | |B. 4,500 calories | | |C. 3,500 calories | | |D. 50 calories | | | | | | |7)  Research has determined that there is health risk associated with how fat is distributed in the body. From a health standpoint, the most risky distribution of body fat is having more fat |A. in the hips and thighs. | | |B. in the abdominal area. | | |C. in the buttocks. | | |D. above the waist. | | | |8)  What benefit does love have on your health? |A. It makes you happy. | | |B. Loving relationships increase our ability to think critically. | | |C. Love has the same benefits as exercise and good nutrition. | | |D. Love makes you want to exercise, thereby decreasing obesity. | | | | | |9)  Intimate relationships fulfill our psychological need for someone to listen to our worries and concerns. This is known as our need for |A. dependence. | | |B. spontaneity. | | |C. social integration. | | |D. enjoyment. | | | | | | |10)  Dysfunctional family relationships are characterized by: |A. negative interactions. | | |B. genuine intimacy. | | |C. high levels of self-love. | | |D. appearing in certain ethnic groups. | | | | | | |11)  George and Kate always support each others’ interests, hoping to ensure that the other will succeed. This best demonstrates that they are A. practicing serial monogamy. | | |B. advocates for each other. | | |C. giving the utmost to each other. | | |D. intimately exclusive. | | | | | | |12)  Which of the following is NOT a strategy for improving a relationship: |A. Improve communication through learning about yourself. | | |B. Ask for clarification if you don’t know what your partner is saying. | | |C. Become a better listener by being tenacious. | | |D. Relax and have an alcoholic drink before a conversation. | | | | | | |13)  To improve an unhealthy relationship you could improve communication by: |A. ecoming more accepting of yourself. | | |B. changing your â€Å"I† statements to â€Å"you† statements. | | |C. keeping personal information private. | | |D. recognizing that silence is never the best approach. | | | | | | |14)  Terms such as behavioral interdependence, need fulfillment, and emotional availability describe which type of relationship? |A. Dysfunctional | | |B. Behavioral | | |C. Sexual | | |D. Intimate | | | |15)  Leaving a diaphragm in for longer than the recommended time period increases the risk for |A. pregnancy. | | |B. hypertension. | | |C. Toxic Shock Syndrome. | |D. AIDS. | | | | | | |16)  One main advantage of the sponge as a contraceptive device is |A. the fit is more comfortable than other devices. | | |B. it protects well against all STIs. | | |C. it does not require a fitting from a doctor. | | |D. its high protection rates for pregnancy. | | | | | | |17)  __________ help prevent the spread of some sexually transmitted diseases and are reliable against pregnancy. |A. Spermicides | | |B. Cervical caps | | |C. Condoms | | |D. Lea’s shield | | | | | | |18)  Which of the following is NOT a strategy for becoming a better listener: A. Show empathy and sympathy | | |B. Interrupt often to ask for clarification | | |C. Be tenacious | | |D. Participate in the conversation | | | | | | |19)  Lovers tend to pay attention to the other person even when they should be involved in other activities. This is called |A. inclusion. | | |B. fascination. | | |C. exclusivity. | | |D. authentic intimacy. | | | | | | |20)  Lisa and Chris are close friends and classmates. Each day they have a mutual impact and influence each other. This example best demonstrates |A. the need for their social fulfillment. | | |B. he behavioral interdependence in the relationship. | | |C. their detachment to one another’s feelings. | | |D. their availability for each other. | | | | | | |21)  Women protect themselves against toxic shock syndrome by: |A. abstaining from sexual intercourse. | | |B. removing diaphragms within 24 hours of use. | | |C. using a barrier method contraceptive. | | |D. using a spermicide. | | | | | | |22)  You can prevent HIV infection by: |A. not using illicit drugs. | | |B. not engaging in unprotected sex. | | |C. not engaging in sexual acts with sex workers. | |D. engaging in sexual acts with a few partners. | | | | | | |23)  What is the only method for preventing pregnancy that works 100 percent of the time? |A. Barrier contraceptives | | |B. Emergency contraception | | |C. Abstinence | | |D. Tubal ligation | | | |24)  Marie’s boyfriend told her he just got home from the clinic where he learned he had gonorrhea. Which of the following statements is true? |A. Marie should go to the clinic as soon as possible to get herself tested for gonorrhea and treated if she has it. | | |B.Marie should break up with this guy because he obviously is messing around with other girls just like her last boyfriend did. | | |C. Marie does not need to worry because girls do not get STIs. | | |D. Marie does not need to worry because she does not have any symptoms. | | | | | | |25)  To effectively prevent infection, one must cleanse hands by: |A. scrubbing his or her hands with soapy lather for 10 seconds, then rinse with warm water for 10 seconds, for a total process time of 20 seconds. | | |B. rinsing with cool water for 20 seconds. | | |C. crubbing his or her hands with soapy lather for 20 seconds, then rinse with warm water. | | |D. rinsing with hot water for 20 seconds. | | | | | | |26)  What can you do to reduce your risk of cardiovascular disease? |A. Cut back on unsaturated fats | | |B. Increase triglycerides | | |C. Avoid tobacco | | |D. Consume 5-10 milligrams of plant sterols per day | | | | | | |27)  Which of the following is NOT an effective way to control hypertension? |A. Reduce sodium intake | | |B. Regular exercise | | |C. Weight loss | | |D. Increase caloric intake | | | | | | |28)  What risk factor can lead to many diseases? A. High cholesterol | | |B. Insulin deficiencies | | |C. Radiation | | |D. Obesity | | | | | | |29)  The major risk factor for chronic bronchitis is |A. cigarette smoking. | | |B. dust in the air. | | |C. previous allergies. | | |D. family history. | | | | | | |30)  Betty has cervical cancer. It is probably related to the __________ infection she got back in college. |A. hepatitis A | | |B. human papillomavirus | | |C. chlamydia | | | |31)  The following is NOT true about smokeless tobacco: |A. It contains more nicotine than cigarettes. | | |B. Most smokeless tobacco users are young males. | |C. It does not contain cancer causing substances. | | |D. It is just as addictive as smoking. | | | | | | |32)  A weak and rapid pulse, irregular breathing patterns, and the inability to be aroused are all signs of |A. drug tolerance. | | |B. alcohol poisoning. | | |C. alcoholic hepatitis. | | |D. asthma. | | | | | | |33)  Using a nicotine patch for smoking cessation is an example of |A. ingestion. | | |B. injection. | | |C. inhalation. | | |D. inunction. | | | | | | |34)  Who would most likely become a new smoker in the United States? |A. An older adult | | |B.A college graduate | | |C. A blue-collar worker | | |D. A teenager | | | | | | |35)  Which of the following is a classic sign of opiate addiction? |A. Stuttering speech. | | |B. Drooping eyelids. | | |C. Bloodshot eyes. | | |D. Visual disturbances. | | | | | | |36)  The theory that a drug attaches itself to specialized cells in the body because of its size, shape, electrical charge, and chemical properties is called the |A. drug interaction theory. | | |B. pharmacological attachment theory. | | |C. receptor site theory. | | |D. drug physiology theory. | | | | How to cite Sci/162 Principles of Health Wellness, Papers

Failures of capital punishment Essay Example For Students

Failures of capital punishment Essay Is the death penalty a just way of punishing those who commit a horrible crime? The answer to that depends on the standpoint of an individual. Fox Butterfield of the New York Times notices that In the view of some, the failure to enforce the death penalty reflects and enduring ambivalence about the capital punishment. Others say that the death penalty opponents have found ways to triumph over the public will to carry out executions. In a capitalistic standpoint, there is the notion that it simply costs too much. There is another and more simple standpoint and that is that the death penalty is not working. This is where I personally stand on the issue. The death penalty is a just punishment for a convicted individual, but the system in the United States is not functioning properly for it to be a means of punishment. As far as deterrence goes, Amnesty international states that studies have consistently failed to find convincing evidence that the death penalty deters crime more effectively than other punishments. Roger Hood, an author that wrote The Death Penalty: A World-wide Perspective, Notes the UNs research on the subject and states that Research has failed to provide scientific proof that executions have greater deterrent effect than life imprisonment and such proof is unlikely forthcoming. The evidence as a whole still gives no positive support to the deterrent hypothesis. Hood is strongly for the abolition of the death penalty. He explains that abolition has harmful effects. In Canada, the homicide rate per 100,000 population fell from a peak of 3.09 in 1975, the year before the abolition of the death penalty for murder, to 2. 41 in 1980, and since then it has remained relatively stable. This supports the fact that deterrence is not an issue as far as crime goes in relation to the death penalty.The failure to enforce the death penalty is a problem with the system. The question raised by Fox Butterfield of the New York Times is this: why cant a nation where 70 percent of the population says it supports the death penalty achieve its stated goal: to speed up the process and deliver swift justice to its most vicious criminals? There is the statement that Americans are ambivalent about capital punishment regardless of the polls. There is the willingness of judges to hear the many numbers of appeals, and this lengthens the whole punishment process. There is also, in California, a four-year wait for prisoners to receive an appeal lawyer. This and the fact that more people are being added to the death row line-up are causing a bottleneck in the whole system. Butterfield notes that Gerald Kogan, chief Justice of the Florida Supreme Court, points out that the death penalty is not working. Some of his justices, he said, are spending up to half of their time just on death penalty appeals. He suggested that sentencing murders to life without parole might make more sense. A group of people strongly opposing the death penalty set up a webpage called Death Penalty Focus on California. It provides statistics and reasons behind the fact that the death penalty costs too much. The reason is because of the constitutional mandated safeguards that cause capital punishment trials to cost more. These safeguards include: an extensive jury selection procedure, increase in motions filed, more investigators and expert testimony, more death penalty specialized lawyers, and mandatory appeals. This group notes that since there are few defendants who will plead guilty to a capital charge, virtually every death penalty trial becomes a jury trial with all of the above requirements and expenses. These all relate to the high price taxpayers pay for the death penalty process. .uf628a86352bb061e395df69c5b4d6ee1 , .uf628a86352bb061e395df69c5b4d6ee1 .postImageUrl , .uf628a86352bb061e395df69c5b4d6ee1 .centered-text-area { min-height: 80px; position: relative; } .uf628a86352bb061e395df69c5b4d6ee1 , .uf628a86352bb061e395df69c5b4d6ee1:hover , .uf628a86352bb061e395df69c5b4d6ee1:visited , .uf628a86352bb061e395df69c5b4d6ee1:active { border:0!important; } .uf628a86352bb061e395df69c5b4d6ee1 .clearfix:after { content: ""; display: table; clear: both; } .uf628a86352bb061e395df69c5b4d6ee1 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .uf628a86352bb061e395df69c5b4d6ee1:active , .uf628a86352bb061e395df69c5b4d6ee1:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .uf628a86352bb061e395df69c5b4d6ee1 .centered-text-area { width: 100%; position: relative ; } .uf628a86352bb061e395df69c5b4d6ee1 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .uf628a86352bb061e395df69c5b4d6ee1 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .uf628a86352bb061e395df69c5b4d6ee1 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .uf628a86352bb061e395df69c5b4d6ee1:hover .ctaButton { background-color: #34495E!important; } .uf628a86352bb061e395df69c5b4d6ee1 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .uf628a86352bb061e395df69c5b4d6ee1 .uf628a86352bb061e395df69c5b4d6ee1-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .uf628a86352bb061e395df69c5b4d6ee1:after { content: ""; display: block; clear: both; } READ: What Is History Essay Harold Johnson of the Sacramento Bee argues that California would save $90 million per year if it were to abolish the death penalty. The cost issue is another standpoint opposing capital punishment. The fact that the capital punishment process has some major flaws is a good reason to think about whether or not America should incorporate it as a punishment. Sure, many people are for the idea if it, but there are too many legal issues and problems that are defeating

Kellogg Book free essay sample

This book is intended to be a resource for members of the Kellogg School of Management Class of 2005 as they look for summer internships in the consulting industry (as well as for general management internships) for the summer of 2004. The book will also be useful to current first-year students during the fall of 2004 as they look for full-time postKellogg consulting jobs, as well as to the yet-to-be-admitted Kellogg Class of 2006 in their summer and full-time job searches. While we hope this document results in more Kellogg students reaching their employment goals, we are also confident that using this resource to prepare for case interviews will reduce the stress associated with the interviewing process. Additionally, students will find this document to be a useful reference for Kellogg’s core strategy course, MGMT 431, regardless of whether or not they plan to interview for consulting jobs. This introduction will provide an overview of the different sections of the book, recommend how it is to be used, and offer general thoughts of how this fits book in to the bigger picture. We will write a custom essay sample on Kellogg Book or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page To this last point, the book is not intended to be the only resource that Kellogg students will need during the recruiting process for consulting. Rather, it is meant to be a central body of work that provides a complete and thorough introduction to the process, offers its reader a road map of the basic toolkit needed to succeed in these interviews, and also points him or her to other resources that may be helpful. Background on this book and acknowledgements can be found in Appendix A. 2004 Kellogg Consulting Club Case Book 2 Sections This book is divided into six sections, plus five appendices. Section I is this introduction, whose goals are stated above. Section II provides an overview of the case interviewing process and offers general advice on how to perform magnificently during the interviews. (It is adapted primarily from the Fleischmann, Fong, and Marciano article that is alluded to in Appendix A, and has been reorganized into seven sub-sections. ) Section III provides ten sample cases. The first seven of these are meant to be solved in a 30-to-45 minute interview; the first six contain slides. The last three cases are shorter and attempt to emulate the 10-to-15 minute case nterviews that are used by some consulting firms. After all of the practice cases, Section IV discusses fit interviewing, which is a typically smaller, but no less important, part of the overall process. Again, this section is adapted primarily from the earlier work of Fleischmann et. al. Section V provides one-page overviews of each of the eleven consulting firms that are currently planning to in terview Kellogg first-years for jobs during the summer of 2004. Of special interest in this section are the interview formats used by various companies. Students who are interviewing should use this information to customize their case practice and preparation, based on the formats used by the companies that are most of interest to them. Finally, Section VI provides some concluding thoughts and attempts to synthesize the key â€Å"take-away† points of the book. How To Use The Book We would like to conclude this introduction by orienting the reader as to how we envision this book being used. We have mentioned previously that it is not designed to be the only available or necessary resource on the subject. Students who attempt to use it in this way are doing themselves a disservice. Instead, it should be used in tandem with the many other 2004 Kellogg Consulting Club Case Book 3 resources that are available, such as case books from other business schools, Kellogg Career Management Center (CMC) counselors, students at Kellogg who have worked in consulting or are planning to, company representatives and literature, and the rest of the list of resources that is summarized in Appendix B. As for this book, sections I, II, IV, and VI are written to be read straight through (not necessarily in only one sitting). Section III provides practice cases that should be used or studied one at a time. Section V provides thumbnail data on companies that are interviewing at Kellogg, and is meant to be a quick reference for students who are interviewing in those firms. Particular attention should be placed on the various interview formats used by each different company. To maximize results, candidates should study cases that most closely mimic the ones that are given by the firms that they are planning to interview with and/or most want to work for. It is our hope that the combination of this book and of other available resources will maximize the effectiveness of Kellogg students during the winter quarter 2004 interviewing process. If anyone has any questions about the book or the process, they should feel free to directly contact me, either of the Associate Editors, Prof. Marciano, the Kellogg CMC, or any of the 2003-2004 Kellogg Consulting Club co-chairs1. We are all here to help Kellogg first-years get as many summer consulting job offers as possible. Best of luck in the process! Edwin Van Dusen Editor, 2004 Kellogg Consulting Club Case Book Evanston, Illinois December, 2003 1 The co-chairs are Leo Castro, Ami Fadia, Hanna Norfleet, Jason Greenwald, Brian Oxley, and Ojas Wadikvar, all from the Kellogg Class of 2004. 2004 Kellogg Consulting Club Case Book 4 II. How to Ace Case Interviews2 Overview of Section This section provides a complete and comprehensive overview of the case interview process and is probably the single most important section in the book, along with Section III on practice cases. It offers advice on how to best navigate the process, and is divided into seven sub-sections to make the material easier to understand and digest: 1. Sub-section one provides an overview of the case interviewing process. 2. Sub-section two discusses the use of frameworks, and the need to strike a balance between a structured approach and the pitfalls of an overly regimented analysis. 3. Sub-section three walks through a step-by-step illustration of a case interview and is in turn sub-divided into five parts. 4. Sub-section four reviews several common case situations and how to handle them. These include public math, how to get unstuck, and the infamous estimate questions. 5. Sub-section five reviews seven common types of cases that are frequently found in case interviews. 6. Sub-section six goes through some overall tips on how to handle the process. Please do not be put off by the â€Å"laundry list† format of this section, for it contains some important nuggets of advice and wisdom. 7. Finally, sub-section seven provides some concluding thoughts about the process. 2 As mentioned in the Introduction, the text in this section has been primarily adapted from the 2001 Fleischmann, Fong, and Marciano article, although some of the content and wording are new. They, and we, would like to give special thanks to Jason Moss and Chris Riley (both members of the Kellogg Class of 2001) for their invaluable contributions to the initial document, from which this section is primarily adapted. 2004 Kellogg Consulting Club Case Book 5 We have endeavored to distill the most important aspects of the case interview process into this section while keeping it to a manageable length. Obviously, since entire books have been written on this subject, it was not possible for us to include every detail or every opinion on the matter. Students should probably begin by reading this section to get the major points, and then can consult some of the additional resources listed in Appendix B if they feel that they still need to get more depth and detail. Sub-Section One of Seven Overview of Case Interviews This section will describe the format and structure of case interviews, discuss the various types of cases that one may encounter, and provide practical tips and advice on enhancing one’s chances for success. Fit interviews will be discussed in Section IV later in this book. The consulting interview process may be unlike any series of interviews that a person has been through before Kellogg. While each consulting firm has its own distinct style and method of interviewing, virtually all screen candidates using a combination of â€Å"fit† and â€Å"case† interviews. Understanding and being prepared for both of these types of interviews improves one’s chances of obtaining a position in the field and also reduces the angst associated with the process. The framework is simply a tool to help you structure your response, so do not get too hung up here and waste valuable time that you could be using to advance the discussion. Your initial framework should be a broad sketch, not a detailed blueprint, of how you intend to go about solving the case problem. The details of your analysis should evolve interactively with the interviewer as you progress through the interview. Based on the framework you have developed, you should be able to identify several possible paths towards addressing the case issue. For example, consider a case about Firm X whose profits declined last year. Firm X’s reduced profits could be due to sagging revenues, rising costs, or both. Given that your interview time is limited, it is important to prioritize the issues you will investigate in the case. Investigate the most likely solution to the problem first, followed by the second most likely, and so on. The initial information that you have been given 2004 Kellogg Consulting Club Case Book 14 may steer you towards a particular path. Take cues (subtle or overt) from your interviewer about which paths hold the most merit. For example, if you were told that Firm X recently altered its product mix, you might want to start by examining the prices of its various products. Based on the information you have received, and the framework you have developed, you should formulate an initial hypothesis about the case problem you are evaluating. In the parlance of case interviews, a hypothesis is what you believe to be the central issue of the case, or the solution to it. With regard to Firm X, your initial hypothesis could be that the root cause of its declining profits is that it is selling relatively more low price/low margin products than it had in the past. You may not be given enough information at the onset of a case to develop a reasonable hypothesis from the start. If that happens, progress through your framework, elicit information from the interviewer, and develop a hypothesis as soon as you can. If your initial hypothesis turns out to be wrong, which is often the case, try another one. It is not an automatic â€Å"ding† to not guess the answer correctly on the first try. But it is a likely â€Å"ding† to give up or to lose sight of the main issue, which is to eventually solve the client’s problem. Some firms are more or less receptive to hearing an interviewee, very early on, state a hypothesis for analysis. The key lesson here is to know the firms that you are interviewing with. If you are interviewing with a firm that conducts its cases/engagements with an â€Å"Answer First† approach, then you should probably state a hypothesis early and then relate findings to it as the case progresses: â€Å"this supports my initial hypothesis†¦Ã¢â‚¬  or â€Å"that seems to refute my initial belief, my revised working hypothesis is now†¦Ã¢â‚¬ . Other firms may conduct their work by doing much more detailed data collection before forming a hypothesis. In this case, strive to form a hypothesis, but hold back on stating it until you have collected more data: â€Å"OK, I think I now have enough information to form a hypothesis – based on facts A, B and C, it looks like X might 2004 Kellogg Consulting Club Case Book 15 be happening. Here’s how I would evaluate whether X is truly going on†¦Ã¢â‚¬  With these firms, you may look like you’re jumping to conclusions if your hypothesis isn’t fact-based. Ask members of the firm about their firm’s preference prior to your interview (that’s what all those cocktail receptions are for). Step Three of Five Articulation After you have developed your analytical framework, prioritized potential solution paths, and formulated your initial hypothesis, the next step is to articulate them to the interviewer. In the case of Firm X, it might go something like this: â€Å"Given that Firm X has experienced a decline in profitability, I am going to begin my evaluation by investigating the various elements that make up profit, namely revenues and costs (framework). Since you mentioned that Firm X has seen its product mix change over the past year, I will begin by analyzing the firm’s revenues, focusing first on pricing (prioritization). It could be that a decline in Firm X’s average price is causing its profits to suffer (hypothesis). If that turns out not to be the case, then I will look at changes in the company’s cost structure. † It is critical in case interviews to demonstrate a structured, logical, and thorough thought process. If you do not verbalize your thought process to the interviewer, (s)he will not be able to evaluate your performance. In addition to talking through your thought process, you may find it beneficial to sketch out your analysis framework on your note pad. Writing down your framework will help you to organize your thoughts, and to regain focus if you get stuck or your analysis becomes very complicated. Just as importantly, an illustrated framework shows the interviewer that you are thinking in a structured manner, and makes it easier for him or her to guide you. Many successful consulting interviewees extol the importance of â€Å"paper management† in case interviews. Interviewers often encourage candidates to take notes, and some even keep 2004 Kellogg Consulting Club Case Book 16 those notes to help remember the path that the interviewee took during his or her case. Whether or not this happens to you, your notepad is an excellent communications medium during your interview. Consultants are generally graphical thinkers – even if they didn’t start this way, they now communicate in slides, charts, and graphs. Speak their language – sketch out your thoughts on your paper, write large, and show the interviewer what you are doing. It is not uncommon for an interviewer to look under an interviewee’s shoulder onto his or her notepad, and comment on it and/or ask questions about its contents. For example, â€Å"I see from your notes that you have come up with five reasons why Firm A should acquire Firm B, and the first one is distribution synergies. What do you mean by that? † Draw out your framework so that the interviewer can see where you’re going, and steer you accordingly. Many interviewees divide their paper into three sections. In the first section, they note facts about the situation (both those given in the initial situation explanation as well as facts uncovered through questions). In section two, analysis is performed, and in section three key findings/conclusions are noted (this section is especially helpful when the candidate is asked to â€Å"sum up† at the close of the case). Note: this does not have to all occur on the same page – feel free to use multiple sheets of paper; the clearer your actions are to the interviewer, the better. Be as graphical and as structured as possible whenever you seek to convey concepts like organizational structure or whenever you do quantitative analysis. Quantitative analysis, in particular, should be laid out in rows and columns â€Å"Excel-style† (ideally with the equation noted above the columns) so that interviewers can follow your calculations. Doing fancy math in your head is great, but it’s more important to illustrate to the interviewer how you are coming to your numbers than to wow them with calculation speed. Your arithmetic may be correct, but your equation may be missing a critical variable. Drawing out your thoughts helps the interviewer 2004 Kellogg Consulting Club Case Book 17 identify this and correct your course. This is far preferable to leaving the interviewer wondering why your number does not match the number that is given in the case solutions. To err is human, but to do so in a way that leaves the interviewer wondering about whether the problem was with your arithmetic or your thought process is likely to prove fatal. Step Four of Five Analysis: Ask Questions, Gather Information, and Test Hypotheses Having articulated your framework and initial hypothesis, you are ready to move into the analysis phase, which should be the bulk of the interview. In the analysis phase, you should ask questions, synthesize the information provided, and draw conclusions based on the facts. By asking questions and bringing to light new information, you will be able to determine whether your initial hypothesis was valid or invalid. If the data proves your hypothesis to be invalid, systematically follow your framework and progress to the issue with the next highest priority. In addition, based on new information you receive, develop a new hypothesis as soon as possible. For example: â€Å"Based on what I’ve learned so far, it appears as though Firm X’s product mix and revenues are not the most important cause of its declining profitability. So now I’ll move on to investigate the firm’s costs (transition to next branch of the framework). You mentioned that Firm X recently signed a new agreement with its unions, so I’ll start by examining its labor costs. It could be that an unfavorable union contract has inflated the firm’s labor expenses and negatively impacted its profits (new hypothesis). † Asking questions, collecting information, and developing and testing hypotheses is an iterative process, and constitutes a good case interview. As you receive answers to your inquiries, you should be able to hone in on the solution to the problem, and the interviewer may point you in the right direction. Even if all of your hypotheses are ultimately proved invalid, if 2004 Kellogg Consulting Club Case Book 18 you have solicited relevant facts and drawn conclusions in a structured, logical manner, you will have done well. Do not forget that it is important to verbalize your thought process throughout the entire interview. Avoid long periods of silence the interviewer is attempting to evaluate how you think, and mute introspection precludes this. When doing calculations, tell the interviewer everything that you’re doing. This maximizes the interviewer’s ability to coach you and illustrates your thought process. It takes practice to be able to do this with aplomb, but it is a skill well worth developing. Asking questions is a fundamental part of the process, but remember to do so within the context of your framework, as opposed to firing off questions in no particular order. As you work through the case, it is a good idea to verbally summarize where you are, what you have learned, what the information means in diagnosing the problem, and where you are headed next. Summarizing can also be a useful technique to buy yourself time to think if you become stuck. Take caution not to summarize too frequently, however, because it takes away from the time that you should be using to analyze the case issue. Step Five of Five Summary and Recommendation When you feel you have covered all the bases in your analysis, or when you have run out of time, end by summarizing the situation and providing a recommendation. If at all possible, always end your interviews with a succinct recommendation. Try not to recap the path of analysis that you have just performed. Instead, draw on key facts to give a clear answer to the central question of the case. For example, â€Å"I do not recommend that the firm enter the market, given that the industry in question is characterized by low barriers to entry, intense rivalry, and significant supplier power† (all of which you discovered through your analysis). 2004 Kellogg Consulting Club Case Book 19 You might also add next steps or additional considerations, as appropriate, to make your analysis more balanced and thorough. For example, â€Å"Based on the discussion that we had today, I would not recommend at this point that the firm enter the market. However, I would also want to know more about the regulatory trends in the market, and about the industry’s distribution channel mix, before making a final decision in a real situation. † Remember, cases are usually complex. If you imply to the interviewer that you have completely addressed the issue in 30 to 45 minutes, you may be perceived as short-sighted or arrogant. It’s much better to state what you’ve found and can reasonably infer, and then identify the areas that you’d like to further penetrate (if given more time) and the assumptions that you’ve made that you think your conclusions are most sensitive to. An important point to keep in mind is that even if you are dead wrong, if you have approached the problem in a logical, structured, and thorough manner, you have done well. You will likely encounter the â€Å"elevator test† at the end of some of your interviews. It typically goes something like this, â€Å"We’re out of time. Sum this up in 30 seconds so I can tell the client our major findings. The purpose of this exercise is to see whether you can identify the most important elements of the case, distill complex issues into concise, easily understandable terms, and maintain your poise when thrust into a stressful situation.

Free Essays on God’s Existence In Modern American Schools

Everyone has a parent, someone from whom they were born. Most American’s have parental figures in their life whether it’s a mom and dad, two mommies, or two daddies. However since the beginning of time there has always been another figure in life, God. He has been a guiding light in dark times, an ear to talk to, and inspiration to many Americans. However as children grow, all fathers should come to realize that the children would grow apart and start a new life without him in their lives, or is this Holy Father different? America was founded on Christianity beliefs originally. Most people traveled here to be free and practice their religion without persecution. After hundred’s of years of keeping God involved in our American lifestyle, we have ‘thrown’ him away, and now we are trying to get him back. John Riley, staff correspondent for NEWSDAY, wrote an article about the issue of God in our American schools. The article is about what students should learn in school about the development and evolution of man in biology in Dover Pennsylvania. Some people believe that Darwin’s Theory of Evolution should continue to be taught as apposed to the Intellectual design. Darwin’s theory accounts for some of scientific theory based upon factual findings by Darwin himself. However there are gaps in Darwin’s theory that can’t be explained scientifically. That is where Intellectual design comes in. Intellectual design is the explanation of evolution and the creation of man from God himself from the Holy book. The Dover population would like to learn an alternative to Darwin’s theory; however the only choice they have is Intellectual design. â€Å"All the ‘alternatives’ to evolution are religion- or creation based,† (column 4, line 17) is w here one commenter stands. John Riley wrote a well written article based upon a heated subject. The context is easily understandable for most age groups, especially young readers. The use... Free Essays on God’s Existence In Modern American Schools Free Essays on God’s Existence In Modern American Schools Everyone has a parent, someone from whom they were born. Most American’s have parental figures in their life whether it’s a mom and dad, two mommies, or two daddies. However since the beginning of time there has always been another figure in life, God. He has been a guiding light in dark times, an ear to talk to, and inspiration to many Americans. However as children grow, all fathers should come to realize that the children would grow apart and start a new life without him in their lives, or is this Holy Father different? America was founded on Christianity beliefs originally. Most people traveled here to be free and practice their religion without persecution. After hundred’s of years of keeping God involved in our American lifestyle, we have ‘thrown’ him away, and now we are trying to get him back. John Riley, staff correspondent for NEWSDAY, wrote an article about the issue of God in our American schools. The article is about what students should learn in school about the development and evolution of man in biology in Dover Pennsylvania. Some people believe that Darwin’s Theory of Evolution should continue to be taught as apposed to the Intellectual design. Darwin’s theory accounts for some of scientific theory based upon factual findings by Darwin himself. However there are gaps in Darwin’s theory that can’t be explained scientifically. That is where Intellectual design comes in. Intellectual design is the explanation of evolution and the creation of man from God himself from the Holy book. The Dover population would like to learn an alternative to Darwin’s theory; however the only choice they have is Intellectual design. â€Å"All the ‘alternatives’ to evolution are religion- or creation based,† (column 4, line 17) is w here one commenter stands. John Riley wrote a well written article based upon a heated subject. The context is easily understandable for most age groups, especially young readers. The use...

Realistic representation of psychological concepts in the film A Essay

Realistic representation of psychological concepts in the film A Beautiful Mind - Essay Example The story of the film is devoted to what can be evaluated as a heroic life story of an outstanding mathematician John Forbes Nash, haunted by both his genius and manifestations of insanity so prominently coexisting in him. On this background, a careful viewer can discern in the film fine elements characteristic to several psychological concepts and theories, such as for instance a depiction on the concrete example of Nash of various symptoms related to a psychiatric condition of schizophrenia, the involvement of the films protagonist into social relationships network that often challenges his mental disorder, and the psychological processes associated with what is known as cognitive dissonance. The film "A Beautiful Mind" opens when John Forbes Nash (Russell Crowe) is struggling to come up with some original concept at Princeton. We can immediately see the sign of genius in him, but at the same time it is clearly visible that Nash is often weird, uneasy in terms of social interaction, and painfully competitive. In fact, even though John has friendly relationships with several students, his only faithful friend is his roommate Charles. After some time, the mathematician comes close to elaboration of an original, pioneering and promising approach to game theory, and his successful scientific future seems warranted. John obtains a position at MIT, and gets involved into a hush-hush governmental program aimed at code-breaking research. During his such a secretive occupation, Nash is dealing with William Parcher, a top-level governmental agent who attempts to employ Nashs talents for national security tasks. At MIT Nash gets acquainted with Alicia (Jennifer Connelly), a lovely and remarkable student. They marry eventually, but their happy life gets under the threat when John is diagnosed with schizophrenia and is apparently falling into insanity. In a psychiatric hospital Nash undergoes therapy through electroshock to get rid of his delusions, but he nevertheless finds it next to impossible to work or be a proper husband. Besides, as soon as he ceases to take his medication, the delusions come back. But despite all that, his wife Alicia provides a great support to him as he does not want to be again hospitalized, and with time John learns how to control his delusions. Finally, when John Nash is granted a Nobel Prize in economics he can be said to have gained the greatest victory of his life, but the one which he could hardly achieve without the love and help of Alicia. Psychological concept #1 Perhaps the most stunning display that the film provides is that of a debilitating condition of a person suffering from schizophrenia, a psychiatric term that is used to describe a mental disorder with various symptoms that in combination lead to changes in the reality perception and to consequent impairments in common social functions of an affected person. The very word

Please go to this link and discuss a question with philosophy ethics Essay

Please go to this link and discuss a question with philosophy ethics and knowledge - Essay Example People believe that they can find their happiness. Natural happiness is one that we get when we achieve our desires while a synthetic one that we make when we do not get that which we wanted. Modern society believes that synthetic happiness is inferior to a natural one. The analysis shows that synthetic happiness is as genuine as any other form. Satisfaction of this kind occurs when one is happy with what they currently have. Freedom is some form of natural happiness and is the enemy of synthetic happiness. Synthetic happiness helps people to accept the things they cannot change. Irreversible situations are not favorable for artificial happiness to occur. Some things are better than others, and it is good to have preferences. When we have unlimited ambition, we can work at our best. When we have ambitions that are limited, this can make us go into negative vices to get the happiness that we seek. Such a situation can even cause us to sacrifice things that are of value to us. Our worries and everyday pressures are overblown because we have the ability to control how we react to them. We have the capacity to make our

Pestel Analysis, Political and Legal Factors Research Paper

Pestel Analysis, Political and Legal Factors - Research Paper Example This essay will therefore present a pestle analysis for college Hunks Hauling Junk Company. Political and Legal Factors The government has interests on how businesses are run. This interest is experienced through direct and indirect control of business by the government. Political and legal processes in a country are the main channels through which the government influences an industry. The government has interest in the running of business due to its social responsibilities. In particular, the federal government, local author and state governments have an interest in the junk industry due to their assumed responsibilities. The risks associated with the junk business are the main cause of government’s interest in the industry. Such risks are concerned with the safety of the employees as well as the environment. In response to the need of protecting the environment and people, the government has established the relevant legislations and policies. These laws and policies form th e legal factors that affect the industry. The Environment Protection Act was specifically established to protect the environment from harmful effects resulting from uncontrolled business practices. This Act has provisions that regulate waste management, recycling, and disposal. Such policies will have an effect to the company that will be felt through regulations on its business. Protection of employees from exploitation by employers is the responsibility of the government. The junk industry is labor intensive and therefore employees form a major part of junk companies. Employment laws of the United States are applied by the government to regulate employment with emphasis in protection of employees from exploitation. The company is therefore expected to be conversant with these laws and their implication in the business. The junk industry has disposal of wastes as a major part of their day-to-day operations. Companies in the junk industry are also involved with recycling as part of their strategic management. Recycling and disposal of waste are processes of interest to the authorities especially the local government. In response to the two activities, the government has established environment protection measures through relevant laws and policies. The legislations and policies are mainly concerned with the disposal and recycling of hazardous wastes. Due to its operation scale, College Hunks Hauling Company needs to consider these legislations and policies. Economic Factors Economic factors in an industry are factors that determine a business’s rate of success in the industry. These factors affect availability of capital, operation cost and the demand of a company’s products (Grant 95). Consumption is an important process in sustenance of business and therefore factors that affects people’s consumption affects business operations. The disposable income of a country gives a measure on how much the consumers are able and ready to spend at a particular time. The company will therefore be affected by the variations in the consumer’s consumption power resulting from the level of disposable income of a country. Currently, the United States’ level of disposable income per household is slightly above 10%. This is a significant figure compared to the current taxation rates and the spending rates experienced in previous years. The junk industry depends on the rate at which people replace their old and worn out

Criteria For Performance Excellence Business Essay

Criteria For Performance Excellence Business Essay The Baldrige framework benefits any organization whether it is starting a journey toward performance excellence or fine-tuning its current improvement efforts. Use of the Baldrige framework leads organizations to identify industry best practices guided by feedback provided by experts. Thus organizations using the this framework improve and align processes, go for measurement and analysis, and strategic planning, further leading to better decision making, stronger leadership, and greater organizational alignment and success. Criteria for performance excellence The Baldrige Criteria for Performance Excellence provide a systems perspective for understanding performance management. They reflect validated, leading-edge management practices against which an organization can measure itself. With their acceptance nationally and internationally as the model for performance excellence, the Criteria represent a common language for communication among organizations for sharing best practices. The Criteria are also the basis for the Malcolm Baldrige National Quality Award process. The Baldrige criteria form an excellent model of Total Quality Management (TQM). The criteria are divided into seven key categories: Leadership Strategic Planning Customer Focus Measurement, Analysis, and Knowledge Management Workforce Focus Process Management Results Each category is scored based on the approach used to address the category, how well it is deployed throughout the organization, the cycles of learning generated, and its level of integration within the organization. An excellent way to improve your TQM maturity is to use the criteria as a self-assessment and then compare your organizations methods and processes with winners of the Baldrige award. An integral part of the Baldrige process is for winners to share non proprietary information from their applications so you have a ready-made benchmark for your organizations TQM maturity. As part of our assignment we would focus on the category 4 that is Measurement, Analysis and Knowledge Management and category 5 which is Workforce Focus. Category 4: Measurement, Analysis and Knowledge Management The Measurement, Analysis, and Knowledge Management category looks at how an organization uses data to improve its operations. This includes how data is gathered, analyzed, managed as well as the use of information technology. This category holds 90 points. These 90 points are further divided into two parts which are Measurement, Analysis, and Improvement of Organizational Performance (45 pts.) that is how do you measure, analyze, and then improve organizational performance? And Management of Information, Knowledge, and Information Technology (45 pts): that is how do you manage your information, organizational knowledge, and information technology? The division and sub- division of category 4 can be illustrated in the diagram below: 4.1: Measurement, Analysis, and Improvement of Organizational Performance: This item examines your organizations selection and use of data and information for performance measurement, analysis, and review in support of organizational planning and performance improvement. It serves as a central collection and analysis point in an integrated performance measurement and management system that relies on financial and nonfinancial data and information. Its aim is to guide your organizations process management toward the achievement of key organizational results and strategic objectives, to anticipate and respond to rapid or unexpected organizational or external changes, and to identify best practices that may be shared. Performance Measurement Here it is mostly about how the organisation select, collect, align and integrate data fro tracking daily operations and overall organisational performance. These include progress related to strategic objectives and action plans. They should identify the key organisational performance measures, both long term and short term financial measures. The frequency of tracking these measures as well as how they use this information to support corporate decision making and innovation should be included. Alignment and integration are key concepts for successful implementation and use of your performance measurement system. They are viewed in terms of the extent and effectiveness of their use to meet your performance assessment and improvement needs and your strategy development and execution; it also include how the performance measurement requirements are deployed by senior leader to track group work and process- level performance. Baldrige also lays emphasis on the use of comparative data and information to know the organisational needs to know where they stand compared to competitors and the best practices. Comparative performance projections may reveal organisational challenges as where innovation is needed. It may also support business analysis and decisions relating to core competences, partnering and outsourcing. Another point is customer data. Here it is about how the organisation makes use of the voice-of customer data and information to support operational and strategic decision making and innovation. The goal is to achieve customer engagement. Voice of customer can be in terms of customer complaints and feedback for services to improve offerings. Measurement agility is about how you ensure that your performance measurement system is able to respond to fast pace growing, unexpected, or external changes. Performance Analysis and review Here it is about how the organisation reviews and analyses organisational performance and capabilities. How they use these information to assess organisational success, competitive performance, financial health, and progress relative to strategic objectives and action plans. Also how the organisation uses the information to assess its ability to respond quickly to the changing organisational needs and challenges in the operating environment. Performance Improvement Here is about how the findings from reviews are used for lesson learnt and best practice sharing across departments to improve performances. It also includes how the competitive and comparative data is used to project future performance. Also, how these information are used for continual improvement and identify opportunities for innovation. How these are deployed to workgroup, functional-level operations, suppliers, partners and collaborators to ensure organisational alignment. 4.2: Management of information, Knowledge, and Information Technology This item examines how your organization ensures the quality and availability of needed data, information, software, and hardware for your workforce, suppliers and partners, collaborators, and customers, normally and in the event of an emergency. It also examines how your organization builds and manages its knowledge assets. The aim is to improve organizational efficiency and effectiveness and to stimulate innovation. Data, information , and knowledge management This section lays emphasis on the different properties that the organisation should focus on. That is, how do they manage organisational data, information and knowledge to ensure accuracy, integrity and reliability, timeliness and security and confidentiality? Also how you make data and information available to your stakeholders that is workforce, suppliers, partners, collaborators, and customers. MBNQA also lays emphasis on knowledge management that is how do you manage organizational knowledge to accomplish the collection and transfer of workforce knowledge, the transfer of relevant knowledge from and to customers, suppliers, partners, and collaborators, the rapid identification, sharing, and implementation of best practices, the assembly and transfer of relevant knowledge for use in your innovation and strategic planning processes Management of information resources and technology It deals with how you ensure that hardware and software are reliable, secure, and user-friendly. In the event of an emergency, how do you ensure the continued availability of hardware and software systems and the continued availability of data and information to effectively serve customers and business needs? Category5: Workforce focus 5.1 Workforce Environment 5.2 Workforce Engagement Research has brought evidence that high level of psychological well-being and employee engagement play a central role in delivering some of the important outcomes that are associated with successful, high performing organisations. (Robertson and Cooper, 2009). In an interview by Bob Gorman from Robert E. Gorman Communication, Ray Baumruk from Hewitt Associates (2006) talks about three interesting general behaviours that characterise engaged employees. These are: Say: the employee advocates for the organisation to co-workers and refers potential employees and customers. Stay: the employee has an intense desire to be a member of the organisation despite opportunities to work elsewhere. Strive: the employee exerts extra time, effort and initiative to contribute to the success of the business. Workforce Performance. To achieve workforce performance it is vital for managers or leaders to firstly understand the elements inhibiting engagement within employees through workforce surveys and focus groups for instance. An organisational culture that works towards achieving workforce engagement should be created to eliminate those inhibiting elements. In an article written by Krugel (ManpowerGroup Russia CIS) published by the Moscow Times (February 2013), four areas of action are recommended for immediate managers to enhance workforce performance: Communicate! Help your people understand change. Conversations make change management possible since they clear out doubts and confusions employees may have. Managers cannot assume that employees understand; employees should know what exactly is expected from them, what is the organisations mission, how they contribute to meeting customers needs and what is the business strategy. Provide learning and development opportunities. Employees may feel less secured and frustrated by a sudden reduction of workforce or by major changes in the workplace. Hence they worry about their future in the organisation. The same situation is faced by employees who are asked to take on new responsibilities. A solution to this could be to show such employees you are committed to them by providing them with learning and  career development opportunities. Empower your people. Managing change often means learning to  manage differently. This implies changing the traditional command and control modes of management to respond to the needs of a diverse workforce and to retain employees with specialised skills. According to  ManpowerGroup Surveys, engagement is positively impacted when employees are empowered to  succeed. Therefore everyone should be treated with respect, their opinions counted, encouraged to  take ownership of  their work and  provided with the  authority they need to  do their job well by managers or leaders. Organise work processes to minimize stress. Engagement impacts on productivity and empirical evidence from the ManpowerGroup Russia CIS research shows that engagement is strongly impacted by the appropriateness of  an employees workload, by  the pressure he or she experiences at  work, and  by his or her ability to  balance work with family life and  personal interests. Hence too much pressure on employees and high demands from them will lead to their low engagement and poor productivity. Managers should play a  significant role in  engaging their employees. They should at least recognise that emphasizing balance could actually lead to  higher productivity. This could be achieved by optimizing work processes. Assessment of Workforce Engagement. Organisations should make use of indicators showing workforce engagement to assess how engaged their employees are. For instance, the institute for employment studies (IES) carried out extensive research on defining and measuring engagement and identifying engagement drivers. In 2004, the IES came out with a report on the Drivers of Employee Engagement and according to the report, an engaged employee: believes in the organisation works to make it better understands business context and the bigger picture respects colleagues and helps others is willing to go the extra mile Therefore the latter brings business benefits. Moreover, according to Smythe (2007 cited in Certificate in Internal Communication, 2008) engagement is quite a recent development of older theories of motivation and communication which originates from social psychology. Hence classic theories of employee motivation such as McGregors Theory X and Y (1960), Hertzberg Two Factors'(1966), Alderfer s ERG Theory (1969) and Maslows hierarchy of needs (1943) could be used as indicators of engagement. Others, such as absenteeism rate, workforce retention, grievances, safety and productivity could also help to assess employee engagement. All these factors should be linked to business results and analysed so as to make improvements to workforce engagement and business results. Workforce and Leader Development. Each organisation may have its own workforce development, learning and career development systems. Nowadays knowledge is a critical business asset, hence organisations should do their best to capture and retain that knowledge which is significantly stored is employees minds. A set of core and complementary HR practices were proposed by Evans(2003) namely competency framework, recruitment and selection, induction, performance management, reward and recognition, resource management, learning environment, training and development, career development, and retention. In fact all these HR aspects are essential to achieve organisational performance. Training and development needs of both the leaders and the employees should be identified. Self-directedness in learning has been recognised by various authors as having an important role to play in the competitiveness of enterprises in the 1990s (Smith et al. 2007) and hence should not be ignored. According to a recent BusinessWeek.com/Hay Group survey, the twenty best companies in leadership share some common characteristics. They address leadership development from various dimensions, from articulating how leadership behaviour needs to change to meet the challenges of the future to managing their pools of successors for mission-critical roles and make leadership their top priority despite of bad situations. Baldrige and Other models There are different alternatives to achieve the Total Quality Management implementation for instance, the ISO standards, the Malcolm Baldrige model and the European Foundation for Quality Management (EFQM) Excellence Model. The first quality model was established in Japan. Business Excellence model is a crucial mechanism for refining the performance of organisations, along with national competitiveness. The EFQM model The EFQM is a non- profit foundation created in 1988 by fourteen leading European organisations with the aim to become the leading force of excellence in Europe. Nowadays, EFQM has a population of 30000 members across the world. This model is similar to excellence models used in Japan (the Deming prize) and America (the Malcolm Baldrige). EFQM is a model used for self-assessment that an organisation of any size can use by applying the criteria. EFQM provides assistance to understand the gaps and to find the appropriate solution. This model is updated every three years to ensure if it corporates with the current environment. The European Quality Award (EQA) was established in 1992 with the aim to encourage and access the development of quality improvement activities and also to identify the business excellence companies in Europe. The EFQM provides for guidance through 3 important components: The Fundamental Concept of Excellence The Criteria The Radar The Fundamental Concept of Excellence Achieving Balanced Results It is a must for any organisation trying to achieve excellence to meet their mission and progress towards the vision set and also to meet both the short and long term needs of stakeholders. Adding Value for customers Due to fast moving trend customers will be attracted to innovating and creative organisation. Leading with vision, Inspiration and Integrity The leaders must act as role model to shape others so as to achieve the targeted aim. Managing by processes The main vein of organisation is the processes. It must be managed in a structured manner to generate stable and continuous results. Succeeding through people The organisation must value the talents of its employees and encourage them to participate in the empowerment projects for the company to achieve organisational goals. Nurturing Creativity and Innovation Organisation generates increased value and levels of performance through continual improvement and systematic innovation by joining the creativity of their stakeholders. Building Partnerships Organisation maintains good relationship with various partners that can contribute to success. Taking responsibilities for a sustainable future A good culture must prevail and processes must be ethical as consumers are attracted to such company. The Criteria The Enabler Criteria: Leadership This relates to the behaviours that the leaders adopt to facilitate the achievement of mission and vision. People The organisation helps to improve the skills of the employees and promote justice and equality. In addition they cater for the proper communication and rewarding people. Strategy The organisation reviews its mission and vision and implements it with the concept of continuous improvement. Partnership and Resources It refers how the organisation manages and develops its external partnerships and internal resources so as to accomplish the mission. Processes, Products and Services This is related how the organisation designs, manages its processes with the intention of satisfying its stakeholders. The Results Criteria: People Results Excellent organisations systematically measure and achieve outstanding results that meet or exceed the needs and expectation of their people. Customer Results Measures what the organisation is doing to meet the expectation of its targeted customers. Society Results It is concerned with what the organisation is achieving in satisfying the needs and expectations of relevant stakeholders within the society. Key Results This determines the success of the organisations strategy and the satisfaction of stakeholders. The Radar This model can be used to assess the current capabilities of the organisation. Meaning that, the organisation can know its strengths and opportunities by performing the RADAR. The application of the RADAR logic helps an organisation to: Determine the Results it is targeting to accomplish as part of its policy and strategy making process. Plan and Develop an integrated set of sound Approaches to deliver the required results both now and in the future. Deploy the approaches in an efficient way to ensure implementation. Assess and Review the approaches by monitoring and analysing the results achieved through ongoing activities. Comparison between the MBNQA and EFQM: Both are results oriented awards Both the awards give maximum weight to customer satisfaction results The European Quality Award include the impact of society as one of its criteria while Baldrige covers this point in the leadership criteria The Baldrige Awards does not include the financial performance whereas the European Awards in broad-based due to the inclusion of financial performance. Analysis The 4th criterion of Baldrige which is the Measurement, Analysis and the Knowledge Management is similar to the Radar which is the Assess and Review approaches and their deployment. Both models lay emphasis on measuring and analysing past performance in order to improve their processes to achieve the desired results. Besides, the Knowledge Management focuses on the knowledge that employees will need to increase their performance together with the improvement of the processes so as to bring innovative solutions. Moreover, Baldrige and EFQM criteria help the organisation to know where it actually stands compared to its rivals and also where there is scope for improvement to reduce the gaps in their processes and performances. The Workforce focus criterion of Baldrige can be compared to that of the People criteria in EFQM. The similarity between both is that they take into consideration the importance of an effective working environment for supporting their personnel. The crucial concept is to have a motivating workforce for the achievement of organisational and personal goals. Both models lay emphasis on compensating and rewarding the workforce. Such actions will motivate people which will result for benefiting the organisation as many studies have shown that motivated employees generate positive impact on the organisations performance. ISO 9001:2008 ISO 9001:2008 Certification has been in place for over a decade now. Both customers and companies use ISO 9001:2008 as a method of controlling their quality. ISO 9001:2008 is an international standard for quality management system. The standard provides a framework to manage your business and ensure a common sense approach to the management of your business activities to consistently achieve customer satisfaction by providing a set of principles to the company. The eight principles are: Customer focus organization It is where the organization depends on their customers and therefore the organization need to shape activities around the fulfillment of market need. Leadership Leadership is needed in order to provide unity of purpose and also a direction. Involvement of people The organization should create an environment where people become fully involved in achieving the organizational objectives. Process approach In order to achieve organizational objectives, resources and activities need to be managed as processes. Systems approach to management The effectiveness and efficiency of an organization depends on a systemized approach to work activities. Continual improvement An organization key objective is to adopt continual improvement as a part of everyday culture. Factual approach to decision making Effective decisions are based on the logical and intuitive analysis of data and factual information. Mutually beneficial supplier relationships Such relationship between an organization and its supplier will enhance the ability to create value for both of them. The above eight principles are structured into the following 5 major section with reduced documentation requirements with high emphasis on continual improvement and customer satisfaction. Quality management system Management responsibility Resource management Product realization Measurement, analysis and improvement ISO 9001:2008 and Baldrige Just like baldrige provides a category on workforce, in the same way ISO 9001:2008 provides a section on resource management. However the main difference is that baldrige provides quantifiable data whose weightage is 85 points and it allows an organization to self-assess itself whereas ISO does not allow to self-assessment and also ISO allows you to have part of your organization to be ISO certified because of economic reason whereas with baldrige this is not possible. Section 6 of ISO 9001:2008 Resource management Section 6 of ISO 9001:2008 consists of resource management which relates to resource needed for an organization which includes human resource, hardware and software. However baldrige talks about assessing your workforce capability and capacity needs. Section 6.1 provision of resources, here resources can be in terms of manpower or machine. The organization must determine and ensure that the determined resources are available. It should be ensured that the implantation maintain and continually improve the effectiveness of ISO 9001 system and make sure that customer are satisfied whereas baldrige focus on how to recruit and retain your workforce. 6.2 human resources; is another critical resource for an organization and therefore ISO 9001 emphasis on human resource competency and training but baldrige makes sure that you organize and manage your workforce. According to the general requirement people who are performing the task will directly or indirectly affect the conformity of product requirement. Therefore the workforce must be competent base on education, training, knowledge, skills and experience. However in order to handle this requirement the competency must be well defined. In baldrige there is workforce change management which emphasize on changing your workforce capability and capacity needs. The next section which is based on competence, training and awareness makes sure that an organization must identify the training needed for each job or task and review the gap between the people who perform the job to the requirements. Baldrige however focus on exceeding performance expectations by organizing and managing your workforce. Moreover the organization must identify, provide and maintain the facilities needed to ensure to achieve conformity of product. This includes facilities like equipment, building, transport, communication method and so on. The last section argues that organization must determine and manage the work environment needed to achieve the conformity of product requirement. One example can be the availability of enough lighting. Section 8 of ISO 9001:2008 Measurement, analysis and improvement ISO 9001:2008 provides a requirement for measurement, analysis and improvement. The standard now requires that measurement and monitoring activities needed to ensure conformity. Moreover the achieve improvement must be defined, planned and implemented. In order for this to occur there must be appropriate measurement methods. Baldrige also focus on performance measures which will collect information on the overall organizational performance. Section 8.2.1 which is customer satisfaction states that organization will monitor information on customer satisfaction/dissatisfaction. There must be a system in place which will address customer complaints and general feedback. Baldrige also ensure the effective use of voice-of-the-customer data and information to support operational and strategic decision making and innovation. Section 8.2.2 which is internal audits argues that organisation should review their internal audit procedures to ensure the inclusion of responsibilities, requirements and methodologies for conducting the audits. However Baldrige focuses on benchmarking. Furthermore organisations are required to determine the measurement and monitoring methods which will be used in order to ensure that both processes and product requirements are met. Baldrige also review the performance and capabilities of the organization. Organisations must take action related to the consequences of non-conformity owing to the requirement control of nonconforming product. Baldrige also has a criteria on best practice sharing where the lessons learned are shared. Section 8.4 consists of analysis of data where organization must collect and analyse data to determine system sustainability and effectives so that improvements can be made. Baldrige focus on future performance. Based on the section on improvement organization must facilitate continual improvement through the use of the quality policy, objectives, audit results, analysis of data, corrective and preventive action and management review. ISO 9001:2008 clearly establishes top management responsibility for an organization improvement. It also states that actions taken must prevent recurrence. When reviewing actions taken over time, organization must ensure that repeat occurrences are addresses on the other hand Baldrige focuses on continuous improvement and innovation. To conclude, Baldrige and ISO are quite similar, the only difference is that with baldrige you can do benchmarking but with ISO it is not possible. Organisations who applied the Baldrige Performance Excellence Framework The Baldrige framework is uniquely different than any other framework for organizational excellence and management. It contains criteria that relate to any organization in any sector which are as follows: Manufacturing Service Small Business Nonprofit Education Healthcare The Baldrige Criteria are recognized globally as a premier excellence framework, and approximately 80 international quality or performance excellence awards either use the Baldrige Criteria or a derivative of it like for example the Japan Quality Award. The award is presented to Japanese companies displaying excellent overall management qualities that continue to create new values through the continuous improvement process. The Fukuiken Saiseikai hospital in Japan is the recent winner of the Japan Quality Award 2012. There are many organisations who have won the Baldrige National Quality Award in the United States. We shall take examples of some companies having won this award which are as follows: Motorola Inc. which was the first company to have won the first edition of Baldrige award in year 1988 and in 2002 made it twice. Employing approximately 99,000 employees in 53 different locations in the world, it aims at having the highest sales volume in world markets for electronic components and equipment. The only thing that counts is quality improvement leading to total customer satisfaction. In order to achieve this, the company made use of some techniques such as the six-sigma quality which aims at reducing the defects rate in the processes and manufacturing consistent products. Second one is the reduction in total cycle time where the time a customer placed and order and the time at which it was delivered to him was reduced. Another concept adopted is the benchmarking programs that were used to compare the processes, resources, performance and products of rivals with that of the company. The company had what they called Participative Management Program where the employees had the opportunity to participate in the decision making process of the company helping in analyzing the past performances and results in order to set strategic objectives for the future. Ritz-Carlton Hotel Company is another big company that has applied the Baldrige Framework. It has 23 business and resorts hotels in United States and 2

Steven Jobs Essays -- APPLE PIXAR NEXT

CEO: Steven Jobs (APPLE, PIXAR, NEXT) Steven Jobs is not your "run of the mill" CEO. This statement sounds clichà © and it should because every CEO in some way is different. Steven Jobs with considerable confidence can be called one of the most ingenious, unconventional CEO's in the world. First off, it is important to look at his upbringing because it proves his approach to management is pure personality. Job's runs his company with an innovative edge that is far from collaborative. Steve Jobs' management techniques are a direct reflection of his upbringing. As a child, Jobs pursued his tasks and goals with a passion and aggression for success. Steven Paul Jobs was an orphan adopted by Paul and Clara Jobs of Mountain View, California in February 1955. So instead of attending either Berkeley or Stanford, he decided on the very liberal Reed University in Oregon. This is where Jobs was introduced to philosophies and ideas that would shape how he would treat the business world. At this time school was not important and he withdrew after the first semester of college. When he returned home, he was thin and disheveled. He embraced a new goal of traveling to India in pursuit of what a friend termed "the electric atmosphere of love." Jobs work with Apple is where he exploits the best examples of his good and bad management styles. When Jobs started with Apple he had no specific function. He kept himself busy initially by successfully supervising the designs for the company logo and for the hard plastic shell that encased the Apple II. The fact is Jobs was talented at most everything or at least seeming like he was. "'If you have a hardware man there, Steve can't talk hardware. If you have a software man, Steve can't talk software. He can help design computer cases"' (qtd. in Butcher 103). Job's was not satisfied with this role and Markkula, who maneuvered himself into a position of great power at Apple.? (Butcher 90-105). Job's was smart in that he positioned himself for success. He knew how to be at the right place at the right time. The downside to this was he always wanted more. The He had a hard time putting his vision down in a practical manner. He saw a computer with an elegant exterior but the problem with his vision was that the way he had to have it would make production nearly impossible. ?These unreal expectations resulted in "miscommunica... ...ion he wants those steps will not be questioned. There are two different ways the think about Steven Jobs. The first is the way his personality led to the failure of his management style. The other and the more important way is his forth knowledge of the market. Job?s was not successful in leading Apple managerially. He placed his selfishness ambitions first before the most important part of his company the employee?s. He was also unable to delegate authority to those better qualified than he because he wanted as much recognition as he could get. As bad of a manager he might be the success of Apple speaks louder than his failures. Apple is non-existent without his belligerent passion a motivation for success. The moment speaks for itself. In future years Jobs personality could be extremely destructive throughout his companies but for the moment his ability to produce cash far succeeds his downfalls as a manager. Works Cited Brayan, Chaffin, and Vern Seward. "The New York Times looks at Steven Jobs." The New York Times 10 May 2004. 08 Feb. 2004 Butcher, Lee. Accidental Millionaire. New York: Paragon, 1988. Steven Jobs: A Manager? Vers. 1. 06 May 1992. 08 Feb. 2005