Analytical Case Report on This Case Sucks Beavis,...

Written Analysis of Case Siddharth Malhotra | Section MC-8 | 0328/49 Analytical Case Report on This Case Sucks: Beavis, Butt-Head, and TV Content (A) The Case as it stands: Beavis and Butt-Head, an animated series, made its debut on MTV in 1992. The show features two uncivilized teen-aged misfits who became a symbol of a heated debate in the USA about violent and inappropriate television shows. The vulgarity, impoliteness, cruelty and pyromania of the featured characters has often been linked to juvenile crudeness, violence and deviant acts performed by teenagers. Objective of Report: This is an analytical report on the varied perception of the animated series â€Å"Beavis and Butt-Head† aired on MTV and the ensuing debate on the affect†¦show more content†¦| Problem Inference: We may suggest that in view of the high popularity of the show, the inherent assumption that the show should be pulled off air in view of its depiction of deviant behavior is might not entirely be correct. It is possible that the show is only bringing out deep set tendencies in the youth of today, which are not expressed in normal routine due to societal norms. The origin of these tendencies could be traced back to faulty upbringing during formative years or the presence of family instability, chaos and insecurity. Hence blaming a TV show for the rise of crime is not entirely correct, because television violence might just be acting as a vent for pre existing mindsets. Decision Analysis: Decision Objective: The short term objective focuses on promoting the show to continue as it has a cult following and simultaneously reducing the incidence of juvenile crime and incidence of antisocial and deviant behavior. In the long term the objective is to target the root of such criminal tendencies and improve overall quality of family life and provide children with the security, education and care during their formative years. Criteria (i) Ratings of the show: These give a fair idea about the demand for the show amongst the viewers and can be used to target the right audience and also place the show appropriate timings on TV. (ii) Incidence of crime amongst juveniles who watch TV violence: The crime rates should be

Greek Tragedy Written By Euripides And Sophocles - 1150 Words

Sean Lucander World Drama English 3000 Dr. Martyniuk Paper #1 Greek theater production dates back as early as the sixth and fifth century BCE (Gainor, Garner, and Puchner 4). Greek tragedies written by Euripides and Sophocles are some of the most famous (Gainor, Garner, and Puchner 4). The tragedies written by these playwrights are well known and the audiences are able to enjoy the story and message portrayed by the actors and chorus. Greek theater designates tragedy as the result of: the demise of characters, by means of poor decisions, devastation and demise. According to Gainor, this destruction is known as â€Å"Tragic Flaw.† The character misunderstands and misinterprets actions or poor judgment (Gainor, Garner, and Puchner 6). Particularly Sophocles’ Oedipus vividly illustrates the concept of tragic flaw by means of fate, hubris, and decadence on multiple proportions. Greek culture is firmly rooted in the idea of Classical philosophy (Nardo 23). The Greeks believe one’s fate is pre-determined and cannot be changed or altered, is it just something you must accept. Within this principle of free will, one must make prudent, ethical decisions, and hope that the God’s (Greeks believe in polytheism) are sympathetic toward one’s misfortune (Nardo 23). Sophocles’ carefully incorporates the idea of having a prophecy as a recurring theme. The play begins with Oedipus who is a strong, admirable king. One day Oedipus was traveling to the city of Thebes. Arriving in Thebes,Show MoreRelatedThe Era of Greek Tragedy Essay2487 Words   |  10 PagesThe Era of Greek Tragedy In Athens, during the final thirty years of sixth century B.C. playwrights began creating the earliest drama in all of Europe, Greek tragedy (Sifakis, â€Å"Greek Tragedy†). Though now the products of the movement are seen as pieces of literature to be read, they originated as theatrical pieces meant to be performed on the stage. 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Market Segmentation in Australia Samples †MyAssignmenthelp.com

Question Discuss about the Market Segmentation in Australia. Answer: Market segmentation in Australia According to TrackMaven |Marketing Analytics Software (2018), market segmentation is amarketing strategy that entails dividing a market into smaller portions according to specific characteristics. This tactic helps marketers, in particular, to come up with customized campaigns for each group to gain a competitive advantage in the marketplace. Marketing segments are created following the criteria below: Here, members of a particular segment are similar to each other and anyone can distinctively identify them from other groups. This could be group travelers or solo travelers. Strengths of a destination. Different destinations suit different tourist. This means that every type of destination will attract a particular type of tourists. For instance, destinations with children friendly facilities are likely to form a segment for family tourist destinations. A segment may not necessarily target a big population for it to be viable. Some segments aim at a smaller niche provided the market for particular destinations is large and lucrative. This is the ability to communicate effectively with the destination managers and target segments. For instance, newlyweds are likely to read weddings and marriage bulletins and magazines. Tourism bodies and agencies should then advertise for suitable destinations in such platforms. For every segment, there should be a channel to easily reach them. Bases of market segmentation They include the following: Psychographic segmentation. Here, tourists can be classified into segments according to their lifestyles, personalities, and attitude towards life. Psychographic segmentation mainly focuses on peoples purchase behavior towards certain products. As discussed in Your Article Library (2018),people purchase new products in the following categories: Innovators. This group of the population is always open to trying new products. They are venturesome and an easy target for new travel packages that suit them. Early adopters. These are influential people with whom the average buyer/ clients check whether a new product is legitimate. They include the media, licensing bodies and experts. For instance, celebrities are highly used to advertise new travel destinations. They are seen as opinion shapers who influence the perception of their followers. Early majority. This group likes checks legitimacy of products before buying. They are keen to read reviews of hyped new destinations. Late majority. They wait until a product has earned public trust. Laggards. They are traditional buyers. They hold on to old things and they rarely adopt new products. Behavioristic segmentation. People are classified according to their attitude, use, and knowledge of specific products. This is influenced by variables like user status (regular, non-users and occasional users). The second variable is the purchase occasion e.g. a destination may advertise itself as the perfect holiday or hiking destination. Lastly, people purchase depending on the benefits they expect to get. Eg. A destination that offers spa treatments and more complimentary in their packages is likely to win more customers (LLP, 2018). Demographic segmentation. This is classifying people according to age, gender, income, education, and occupation. It is important in identifying the right tourism destinations for each group. This study focuses on making Australia a destination for young tourists. This is done by providing fun-filled activities such as snorkeling, water rafting and surfing in the major destinations. Benefit segmentation. Tourists choose places, accommodation facilities or agencies based on the benefits offered. This is very important in knowing what different types of tourists prefer. Eg. Some tourists may prefer complimentary city tours when visiting new countries. This basis is important because it focuses on identifying the unique customer needs. It focuses on customer satisfaction and it's easy to use for tourism agencies or facilities penetrating the market. According to Tkaczynski, Rundle-Tiele, and Beaumont (2009, 169-175), benefit segmentation mostly focuses on the services offered by a marketer. How Australia has positioned itself for market segmentation As analyzed by Tourism.australia.com (2018),the youth (people between 19-29 years) contributes to 25% of the total visits in Australia and 42% of all visitor spending. This is as a result of the campaign dubbed theres nothing like Australia. It has been considered to be appealing to the youth and it portrays the country as a place where young people can juggle easily with work, studying, visiting friends and relatives as well touring the country. The youth has then become a very viable market segment for tourism in the country. This positioning has made the customers more specific and distinctive. With the current public perception among the youths, most youths are now attracted to study, work and tour Australia. This makes Australia a favorite destination for young people. With this in mind, it is now defined as the heartthrob of activities to fascinate the youth. The beauty of Australia, activities, and facilities are also getting tailored to suit the needs of the youth. The market segment (youth) is now distinct and defined and has a large population. Though the figures may change over time, this is evidence that market segmentation actually works References Destinationnsw.com.au, (2018)Market Segments | Destination NSW. [online] Available at: https://www.destinationnsw.com.au/tourism/facts-and-figures/market-segments [Accessed 16 Mar. 2018]. LLP, B., (2018)Meeting the needs of younger travelers - Targeting a market segment - Australia | Australia case studies and information | Business Case Studies. [online] Businesscasestudies.co.uk. Available at: https://businesscasestudies.co.uk/australia/targeting-a-market-segment/meeting-the-needs-of-younger-travellers.html [Accessed 16 Mar. 2018]. Tkaczynski, A., Rundle-Tiele, S., Beaumont, N. (2009) Segmentation: A tourism stakeholder view. Tourism Management, 2nd edn. Pearson publishers. Tourism.australia.com, (2018)Youth - Corporate - Tourism Australia. [online] Available at: https://www.tourism.australia.com/en/markets-and-research/industry-sectors/youth.html [Accessed 16 Mar. 2018]. Track Maven | Marketing Analytics Software, (2018)Market Segmentation Definition Track Maven. [online] Available at: https://trackmaven.com/marketing-dictionary/market-segmentation/ [Accessed 16 Mar. 2018]. Your Article Library, (2018)Market Segmentation: 7 Bases for Market Segmentation | Marketing Management. [online] Available at: https://www.yourarticlelibrary.com/marketing/marketing-management/market-segmentation-7-bases-for-market-segmentation-marketing-management/27959 [Accessed 16 Mar. 2018].

Learning Strategies rely heavily on employee involvement Essay Example Essay Example

Learning Strategies rely heavily on employee involvement Essay Example Paper Learning Strategies rely heavily on employee involvement Essay Introduction â€Å"Learning Strategies rely heavily on employee involvement† (Gomez, 2003:3). Discuss critically how employees were motivated to participate in learning organisation environment of Equipos. You should draw on theories of motivation and cross cultural management in your answer. MNCs is those organisations which are operational in different countries as franchise or itself business or in a form of international joint venture (IJV), though the concept and approaches of MNCs for the country were under studies since long but due to globalisation it pace of doing and managing a business is more rapid as ever before. Since organisations, now a day paying more focus on the soft side of HR as they realise employees, their skills and human related intangible stuff are no more alien for the organisation as in past HR was concerned as mob, for any organisational success, its human resource are playing the vital role and key difference among the competitors. Their intangible assets such as knowledge, skills etc. are essential to groom in an organisational context. Among several strategies, learning is key which produced drastic impact of organisational culture (Joy Kolb 2009; Yoshitaka 2005). Learning Strategies rely heavily on employee involvement Essay Body Paragraphs Also, these learning strategies can only be successful upon strong employee’s involvement. Todays’ diverse nature of these MNCs compels managers to use and understand different cross cultural approaches which motivate culture-specific employees to render their best for organisation. The case of Equipos is one example of such organisation which subsidies the impact of national culture (which is Mexican) and successful implement the learning strategies to turn itself into a learning organisation. This can only be possible by not cultural stereotyping, rather managers at Equipos struggled for achieving all this, by understanding the management of cross culture in the work place which urge the employees to participate in the organisational context. This study focuses different cross cultural theories and motivational frameworks with which Equipos manage to turn into a learning organisation. The focus of this study is to analyse the statement that learning strategies rely he avily on employee involvement in the light of different cross cultural, motivation and learning theories. Though not a single theory can be fully implemented on Equipos, as it is the case of US MNC in Mexico which leads the cross cultural examination, but the main stress on the Hofstede, Trompenaars and GLOBE concept of managing cross culture including little emphasis on Schein’s model. This is because several of Hofstede five dimensions and Trompenaars seven dimensions are closely related with case, discuss in the analysis section. Learning theories which accounts are Social learning theory, Peter Senge model of LO and, that of 4I model of LO, especially the two dimension such as member solidarity and constructive engagement are more closely related as prove in the analysis section. Further, different motivational theories use in context to employees’ motivation at Equipos such as Handy motivational calculus’s need, desire and result used to explain those facto rs which urge employees’ involvement in organisational culture. This is supported by Porter and Lawler’s model which explains the two step performance based motivation process in the context of Equipos. The main themes, which literature pointed out for enhancing the process of learning with in the organisation, may include knowledge diffusion, knowledge capturing and accumulation: are catches the significant importance while HR strategies are being an exercise within organisation. (Blacker, 1995) pointed out the five different types of knowledge repositories which helps an organisation to be a learning organisation it includes embrained , embodied , encultured , embedded and encoded knowledge which encompasses somehow the blend of tacit and explicit knowledge altogether. Among these types, embrained and embodied knowledge individually situated explicit and tacit form respectively which enables the individual to participate in overall organisational learning, if knowled ge repository properly embrace with enough motivation. Constructive engagement and member solidarity are two main components of (Jacky, Stanley, ; Smith, 2006) social learning theory which engage the employees for active participation (Orlikowski, 2002) who recognise this as competence. Furthermore, open experience sharing is another key component of any organisational learning as well as constructive engagement where members exchanges their ideas, share their tacit knowledge (Wenger 1998). Whereas, the most significant part of this social theory of motivation is member solidarity which creates the sense of mutual trust and accountability enhance motivating individuals with in organisational context to share their embodied and embrained knowledge with each other as in the case of Mexican organisation which is US based MNC’s subsidiary. Research indicates that the international joint ventures may weaken the organisational learning if differences occur at senior management leve l (Danis 2003), but in this case study, American businesses and Mexican managers have done nice job and was well planned and committed to organisational learning from the start of business because rather than fully owing the organisation they started their business by Joint venture which integrated senior level managers from Mexico as well, furthermore, company retained those managers remain at same when company owned the organisation as a subsidiaries(Gomez 2004) . (Crossan et al. 1999) suggested the 4 I framework for learning organisation (LO) which includes intuition, interpreting, integrating, and institutionalising as key methods for LO at individual, group and organisation level. The application of 4I model is visible in the Mexican subsidiary of US MNC i.e. global learning for an organisation with in such cross cultural environment can only be possible while these factors ( 4 I ) are actually implemented and synchronise, for example, in 1992 ,the plant initiated the process o f employee empowerment which was the first step towards self-managed teams. This process required high level of involvement by each individual of organisation since it worked in team fashion in which team leader was rotated every three months. Without using individual correct intuitive and interpretation power , one cannot execute the role of team leader and after that integration is done by manager which called their selves as facilitators in the context of employee empowerment, this ultimately institutionalise and practice the self-managed teams at end. Furthermore, this enable organisation to practice the shared vision, personal mastery, systematic thinking, and managing the diversity in organisation (P. Senge 1994; PM Senge et al. 1994), which overall enhance the employee motivation. For example, in Equipos the process of ownerships to self-managed teams reflect its true application. 3.2 CROSS CULTURAL MANAGEMENT IN EQUIPOS: On account of national culture, Mexican culture is hig h power distance culture (G Hofstede 1984) which means acceptance of inequalities, power is distributed un-equally, acceptance of hierarchies are embedded in organisation structure. According PDI ( power distance index) , Mexico’s score were 81 than that of US ( Whose was 40) which supports high power distance culture (G Hofstede 2009), furthermore, by investigating other Hofstede’s cultural dimensions such as Mexican culture is less individualistic than that of US ( IDV score is 30 as compare to 91 for US ), this reflects that to implement successful learning strategies in Equipos is more cumbersome because of their high power distance and highly collective culture which is oriented towards family and extended family members such as friends. Also, it is worth noting that Mexican culture is more uncertainty avoidance culture ( UAI score is 82 than that of 46 for US), which interpret as intolerant to deviant persons and ideas (Browaeys Price 2011; Orr 1990), this might rigid their behaviour towards learning leading to resistance towards organisational learning which occupied with individual behaviour (Nonaka Konno 1998). Due to these culture specific characteristics it is incongruent to align and engage Equipos directly with organisational learning practices, so to encourage employee involvement in more significant manner, the process of learning began with employee empowerment rather than the direct learning strategy i.e. self-managed work teams (Gomez 2004). Both , Mexican and US culture are of Masculine in nature( MAS score is 69 and 62 respectively) which means ambition motivates (Browaeys Price 2011) the employees to perform well and involve more enthusiastically. Similar to Hofstede’s cultural dimension, GLOBE ( Global leadership and organisational behaviour effectiveness) research also suggest same dimensions such as power distance and uncertainty avoidance while studying the cluster of Latin America (House et al. 2004). Another i nteresting dimension of GLOBE which might be relate in context of motivation with cross cultural practices is Performance orientation which in literature supported by McClelland (1961) work on motivation such as need for achievement (Wolf 2004), which if great then people have rigorous desire to success and vice versa. As from the Mexican cultural aspect it is quite clear that they enjoy showing their work and have it recognised by their peers which act as motivator to them for McClelland above dimension of motivation, keeping this fact, organisational culture of Equipos are designed for employee involvement by organising ‘ Continuous improvement fair’ and ‘Liberation ceremony’ (Gomez 2004) which provide them chance of showing their actual potential and work to their colleagues and bosses , further supported by bonus which is some extrinsic motivation. 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