A Strategic Alliance of UTV and Disney Case Study

A Strategic Alliance of UTV and Disney - Case Study Example The UTV company was started in 1981 by Screwvala (UTV and Disney). At the time it was India’s first cable TV entity. While the company originally started out for several channels, it would late expand to include international content for channels such as BBC, CNN, and National Geographic. Later ventures in the US and UK markets significantly increased the company’s market share. The company is noted to have three verticals. The first is the company’s television content production; the second is the movie production and distribution; the third is post-production and special effects development. In terms of the company’s business relationship with Disney, the primary concern is with UTV’s Hungama TV. This entity is the company’s kids’ channel – the first of its kind in India. It was strategically hoped that in cooperating with Disney within the confines of Hungama TV, the company would also gain furthered access to international m arkets. Disney is one of the world’s largest and most recognized companies. Since originating over seventy-five years ago, the company has diversified into the major segments of Media Networks, Studio Entertainment, Disney Consumer Products, and Parks and Resorts. Most notably, in 2004 Disney launched a business venture into India. This venture was a major company element, reaching over 107 million homes (UTV and Disney). While Disney controlled Toon Disney and the Disney Channel in the Indian market, they desired to further expand through the acquisition of UTV’s Hungama TV. From Disney’s perspective, the acquisition of Hungama TV would further grant Disney access in the Indian market, as well as give the company increased access to UTV’s many media outlets.

Factors Affect Chef Acquisition Essay Example for Free

Factors Affect Chef Acquisition Essay CAROL L. CRISTOBAL, , â€Å"FACTORS AFFECTING CHEF ACQUISITION IN SELECTED HOSPITALITY INDUSTRY IN LEGAZPI CITY†, (Undergraduate Thesis, Mariners’ Polytechnic Colleges Foundation, Rawis Legazpi City, April 2012) This descriptive study determines the factors affecting chef acquisition in selected hospitality industry in Legazpi City. The qualification requirements include the educational attainment, number of years of experience and skills. Problems encountered and possible solutions by the respondents were discussed in terms of manpower supply, qualifications of applicants and position. A total of thirty (30) hospitality industry managers served as respondents of the study. The study showed a statistical data presentation of the surveyed respondents. This study was conducted in twenty three (23) restaurants namely : Alibar Restaurant, Boklan Food Center, Brent’s Bar and Grill, Colonial Grill, Delica Restaurant, Gasthof Grill, Gerry’s Grill, Golden Boat Bar and Restaurant, Harbor Work, Kanzo Hall and Restaurant, Kim’s Bowl Restaurant, La Roca Veranda, Max’s Restaurant, Mr. Crab Restaurant, Round the Clock Restaurant, Sibid-Sibid Restaurant, Sikatuna Grill, Small Talk Cafà ©, South Ocean Villa, Swaisi Bar and Restaurant, Valentino Bar and Grill, Waway’s Restaurant, 7 degrees Bar and Grill and seven (7) hotels namely: Alicia Hotel, Casablanca Hotel, Casablanca Suites, Hotel St. Ellis, Hotel Venezia, Pepperland Hotel, Tanchuling Hotel. All of the cited literature and studies in this study discussed the relevance and similarities which give the ideas to the researchers to formulate the process in the conduct of the present research study. The theoretical and conceptual framework, the synthesis of the art and the gap bridge of the study were presented to facilitate understanding of this work. Likewise, this study presented the possible solutions to resolve certain problems encountered by the respondents. Findings The following are the significant findings of this study: 1. Requirements for the Chef Position A. Educational Attainment The most important criteria in the selection of employees is educational attainment, thus, the respondents choose the bachelor’s / college degree and vocational diploma / short course certificate who rank as first (1st) with a frequency of 30. Second in rank (2nd) is the Culinary Course Certificate with a frequency of seven (7). With the frequency of two (2), the food and beverage services management rank as third (3rd). B. Number of Years of Experience In the membership of thirty (30), fourteen (14) rank as first (1st) who have 2 – 4 years of experience. Next in rank is the 5 – 6 years with the frequency of nine (9) and lastly with a frequency of seven (7) with a 7 – 8 years of experience. C. Skills It showed that in terms of skills, the first (1st) in rank are the knowledgeable in HACCP and other sanitation standard, having excellent communication skills and being computer literate with a frequency of thirty (30). The second (2nd) in rank is the Advance cooking skills and techniques with a frequency of twenty eight (28). The next in rank is having excellent organizational skills with a frequency of ten (10).The forth (4th) in rank is having knowledge in various cuisines with a frequency of seven (7). Lastly, the Knowledge in costing ranked as last with a frequency of six (6). 2. Problems Encountered by the Respondents A. Manpower Supply In terms of manpower supply, the limited applicant due to international opportunities has the highest weighted mean of 2.76 which result to an adjectival rating of often encountered. The second in rating fell on lack of qualified applicants with a weighted mean of 2.26 or interpreted as seldom encountered. In terms of low wage it got the lowest weighted mean rating of 1.79 or interpreted as seldom encountered. The general weighted mean is 2.27 or interpreted as seldom encountered. B. Qualification of Applicant The highest weighted mean of 1.20 and interpreted as never encountered is shown on lack of trainings. The next in rating fell on lack of skills and competencies with a weighted mean of 1.10 and interpreted as never encountered. Not physically fit got the lowest weighted mean of 1.06 or interpreted as never encountered. The general weighted mean is 2.27 or interpreted as never encountered. The qualification of applicants is not a problem to the respondents for a reason that they will not hire a certain applicant if it is not suitable for their needs. C. Position In terms of position, it is noted that the highest weighted mean which is 2.49 or interpreted as seldom encountered fell on unable to match properly the person to fit in the position. Difficulty to fill up higher position got a 2.46 rating or interpreted as seldom encountered. The lowest weighted mean of 1.06 or interpreted as never encountered is the highly demandable position. The general weighted mean is 2.00 or interpreted as seldom encountered. It implied that position is very important in every establishment to properly disseminate the tasks of every staff. 3. Possible Solutions that can be suggested to Solve the Problems Encountered by Respondents A. Manpower Supply In terms of manpower supply, providing competitive package to attract chefs got the highest weighted mean with the rating of 3.86 or interpreted as strongly agree. Next is should have a proper wage who got a rating of 3.13 or interpreted as agree. The lowest weighted mean of 2.40 fell on providing necessary trainings or interpreted as moderately agree. Training can much give familiarity and understanding with the venture of work that they have. The general weighted mean is 3.13 or interpreted as agree. B. Qualifications of Applicants Along qualification of applicants, the highest weighted mean is 3.26 or interpreted as agree showed up on providing necessary on the job training to seek potentials among trainees. Determining the skills and competencies got a rating of 3.13 or interpreted as agree. The lowest weighted mean of 2.67 and interpreted as agree is on requiring a recent (w/in 1 month) results of standard pre – employment physical exam. As the chef is always in the kitchen to do the cuisines that the customer should wish, the sanitation and hygiene of the cooks is much very important. The general weighted mean is 3.02 or interpreted as agree. C. Position In terms of creating more comprehensive positioning was rated with the highest weighted mean of 3.23 or interpreted as agree. Providing support among employees in terms of trainings, seminars, conferences and other food show activities came second in rating and has a weighted mean of 3.00 or interpreted as agree. Designing a well versed and well trained hierarchy of chef got the lowest weighted mean of 2.93 or interpreted as agree. The general weighted mean is 3.05 or interpreted as agree. Conclusions On the basis of these findings, the following conclusions were derived: 1.The requirements for the chef position in selected hospitality industry in terms of educational attainment, number of years of experience and skills as a whole, it showed that the selected hotels in Legazpi City are hiring an employee who has experienced in their job, matured with pleasing personalities, talented and skillful, sympathetic and congenial to the clients of the establishments. 2.The problems encountered by the respondents are seldom come across in terms of manpower supply, qualification of the applicants and position. 3.Respondents agree on the possible solutions that can be suggested to solve the problems encountered by the respondents in terms of manpower supply, qualification of applicants and position. Recommendations In the light of the findings and conclusions drawn from the study, the researchers offer the following recommendations: 1.The managers of the selected hospitality industry must periodically evaluate the performance of their employees to properly show if the employees meet the satisfaction of the managers. 2.The chefs or cooks are encouraged to undergo upgrading through seminars and workshops to gain more knowledge and skills. It is important to boost all their talents and skills in cooking process. 3.The managers of selected restaurants and hotels are encouraged to keep themselves abreast with trends in terms of interviewing and staff selection process. They must maintain and continue a positive relationship among employees to further reach their goals and objectives. Areas for Further Study The following areas for further study are likewise recommended: 1.Personnel Management of Restaurants and Hotels in Legazpi City 2.The Managerial Practices of Hotels in Legazpi City 3.Human Relationships Practices of Restaurants in Legazpi City 4.Innovation in Hotel Management for Curriculum Improvement in College

Character Education Programs :: essays papers

Character Education Programs One of the most important things to parents is that their child grows up to be a caring, healthy human being. Parents were actually asked what the most important thing they wanted for their children was. â€Å"The most common response, given by 48% of the parents, was making sure their child grows up to be a moral person.† (http://www.joe.org/joe/1998april/a3.html). A good way to ensure this is by implementing character education programs. With the increase in violence in young people today, character education programs are a great way to teach people various good and useful morals. Character education programs are exactly how they sound; they are designed to build one’s character throughout childhood so that the individual is able to make good decisions in life. Character education programs are intended to handle â€Å"aggressive behaviors, build self-esteem, resolve conflicts peacefully, encourage diversity tolerance, practice core values and promote character education† (http://www.joyinlearning.com/). The effect of character education programs on student’s behavior will be addressed. Character education programs are designed to help with many issues such as aggressive behavior, life skills, conflict and violence, safety, diversity tolerance and most of all, they exist in order to help build one’s character. Effective character education programs need to include many main beliefs. It is said that â€Å"Character education promotes core ethical values as the basis of good character.† This means that some values which include caring, honesty, fairness, responsibility, and respect for self and others are all essential to building character education. The hope is that schools that implement character education programs look at these values as obligations for the student to uphold. The second thing that character education needs to have is thinking, emotion, and behavior. The point here is to help people understand the difference between what is right and wrong, good and bad, and to use those â€Å"good† values throughout their life. In schools using character education, intentional, proactive, and comprehensive approaches are used to follow the values of good character. The intentional approach and proactive approach try to develop character, and the comprehensive approach uses every feature of schooling. For example, it would use the environment in and surrounding the school to try and build character. It would also make sure that the bus driver for the school bus is in good character.

Is the war on terror

The delight in comparing the historical accuracy of Arthur Miller’s play to the real events of the Salem Witch Trials and the Red Scare of the 1940s and 1950s comes from both the time at which the play was published and the historical parallels between the two times in American history. Furthermore, the play holds value as an attempt to explain unexplainable behavior and to teach lessons from the history in the hopes that they will not be repeated. It is a sad lament that the lesson remains unlearned and fifty years later we are faced with another American witch trial, this time under the name â€Å"War on Terror.†In short summation, â€Å"The Crucible† is a play ostensibly about the Salem Witch trials. In it, a preacher’s daughter falls ill after dancing in the woods with a slave and some of the other village teen agers. Her father calls in assistance from more world church investigators to find the root of the witchcraft that has left his daughter ill. A fter he threatens to whip the slave to death, she confesses to witchcraft and seeks to take blame away from herself by pointing the finger at other Salem citizens.Eventually, the finger is pointed at a married woman, Elizabeth Proctor, by her former maid Abigail who had been having an affair with the woman’s husband John. Her accusations are at first doubted because John admits to the affair and shows that Abigail is attempting to tarnish his wife’s reputation or indeed mess up his life, but Elizabeth, thinking she is protecting her husband, refuses to admit to knowing about the affair. She is eventually found guilty of witchcraft and spared the gallows because she is pregnant, but in the same misguided desire to spare herself more torment, accuses under questioning that her husband is also a witch. At the end of the play, John Proctor is being led to the gallows for his crime.Is any of this real? Yes. Elizabeth Proctor was given a stay of execution because she was pre gnant and most of her family was executed during the Salem Witch Trials (Burns, 1). The pastor’s slave, a Caribbean Indian woman named Tituba was among the first accused and pointed the finger at her owner’s daughter and others in the community, but there is no historical evidence that John Proctor had an affair and the real Abigail was an 11 year old girl at the time of the trials (Burns, 1). So why did Arthur Miller chose to make it all up? Possibly to give reason to the unreasonable. Though the witch hunts in Salem lasted a relatively short period of time, they left an indelible mark on American history, a time when man turned against his wife and children and neighbors to avoid being killed.Miller, a victim of Joseph McCarthy’s â€Å"Red Scare’, understood the premise all too well. The origins of the Red scare are much easier to trace than the origin of the Salem Witch Hunts, but Miller clearly could see the parallels between the two. In a speech in Wheeling, West Virginia, in February, 1950, McCarthy made clear where his venom and hatred came from. â€Å"Five years after a world war has been won, men’s hearts should anticipate a long peace—and men’s minds should be free from the heavy weight that comes with war. But this is not such a period—for this is not a period of peace. This is a time of â€Å"the cold war.† This is a time when all the world is split into two vast, increasingly hostile armed camps—a time of a great armament race. â€Å"(â€Å"Enemies from Within†, 1).There is a term used in sociology to reflect the behavior, called identifying the â€Å"other†. The other is a person unlike ourselves who has some characteristic that makes them a threat to society as we know it. In the witch trials, it was witches. During the Red Scare, it was Communists. Today, it is anyone who appears Arabic or studies Islam and can therefore be deemed likely to be a terrorist.   Not having learned the lessons of history or of literature, after September 11, 2001, Americans were terrified and they turned to a new witch hunt, this time with the witches semi-identifiable by race.Too bad that you can tell an Arab-American who has lived her forever, or an Afghani refugee, or simply a hard-working Middle Easterner who has never considered the way of Al Qaida just by looking at them. Instead, we demonize a race and lock people up in Cuba at Guantanamo Naval Base on the suspicion that they might have knowledge about someone or something that might want to hurt us. The Patriot Act makes it an offense just to know people who might be associated with terrorism and encourages people to rat out their friends, with the same kind of threats that the preacher used on his slave Tituba.But this is not the first witch hunt since McCarthyism and is probably not the last. In fact, in many ways, Miller may have contributed to one of his own in the writing of â€Å"The Crucibl e†. In 1950s northern America, Communists were the enemy, but in the South, it was the uppity African-American wanting rights that he had been granted but not given after the Civil War. By making Tituba a Negro slave and implying that she practiced some form of voodoo, Miller may have contributed to this anti-African-American attitude (Hansen, 3).   By the 1970s, the witch hunt was against the American military and specifically those who had served in Vietnam, in the 1980s Reagan-era; it was those darned Communists again.The 1990s brought on a witch hunt in the Catholic Church, where suddenly every priest was assumed to be a pedophile and in 2001, Al Qaida made themselves into the witches of the new millennia.   At Guantanamo Bay, McCarthy’s famous question, â€Å"Are you now, or have you ever been, a member of the Communist Party?† (Popkin, 139) has been revised. The quest now is to find the next threat to Americans and the next unidentified witch.Works Cite dBurns, Margo. â€Å"Arthur Miller’s The Crucible: Fact & Fiction (Or Picky, Picky, Picky†¦) October 24, 2003. , November 17, 2007.McCarthy, Joseph R. â€Å"Enemies from Within†, February 9, 1950. < http://historymatters.gmu.edu/d/6456>, November 17, 2007.Popkin, Henry. â€Å"Arthur Miller’s ‘The Crucible’†.College English > Vol. 26, No. 2 (Nov., 1964), pp. 139-146   Stable URL: http://www.jstor.org/stable/373665?seq=1#page_scan_tab_contents, November 17, 2007.

Battle of Monmouth

June of 1778, General Washington is planning to attack General Sir Henry Clinton and his troops as they march from Philadelphia to New York. Washington sent 5,000 men with Major General Charles Lee to attack the British rear guard. Lee is forced to retreat, but Washington is ready for the British with the main army. In the end the both sides had claimed victory. Near Monmouth County Courthouse, the battle was fought on June 28, 1778. The weather was so hot on the day of the battle that many soldiers suffered from heat stroke.Many of Washington’s officers favored his plans to attack General Clinton, but Major General Lee was against it. Lee felt that after their alliance with the French, that they shouldn’t attack the British unless they have overwhelming superiority. Washington decided to send 4,000 men to attack Clintons rear guard, Lee turned down command of the force. After Washington raised the amount of men to 5,000, Lee demanded to be given command. Lee was given strict orders to hold a meeting to determine the plan of attack with his officers.During the meeting, Lee told the officers to be alert for orders during the battle instead of planning it out. When they encountered the British, Lee quickly lost control. After this the British moved to flank Lee’s men, when Lee saw this he ordered a retreat. Washington had been bringing the main army up when he saw Lee’s forces retreating. Washington located Lee and dismissed him after not receiving a satisfactory answer as to what had happened. Washington rallied Lee’s men and held off the British just long enough to set positions in the west. After fighting till sometime in the late afternoon, the British retreated.Washington hoped to pursue but his men were exhausted from fighting all day in the heat. The Battle of Monmouth was the last major battle fought in the north during the war. After the battle the British had held up in New York and focused on the southern colonies. Le e requested a court martial to prove his innocence from any wrong doings after the battle. Washington then filed formal charges against Lee, where he was found guilty and suspended. During the Battle a woman who was bringing water to American artillery men is said to of taken over firing for her husband when he had fallen.

Human Resource Management Essays - Human Resource Management

Human Resource Management Essays - Human Resource Management Human Resource Management Name Institution Date Introduction The companies whose human resource departments will be focused on in this case are the Coca Cola Company and Southwest Airlines. Human resource management is an essential part of an organization. The development of this is the first step, the ground on which the future of thecompany depends. The human resource department plays a critical role on promoting, training, hiring and recruiting individuals fitting the two company's strategies . The human resource managers have the duty of hiring individuals who fit with organizational culture and who display the cultural characteristics that the organization wants to advance. Human resource managers serve as the single managerial voice in determining and setting the kind of culture in the organization. Human resource also has a sole responsibility of hiring those individuals who fit with the organizational culture and implementation of the same culture (Grant, 2010). Organizing Human Resource At Coca-Cola Company The management at coca-cola company focuses on the acquisition and retention of highly skilled and knowledgeable employees so that it can maintain its top position in the market. It treats these resources as an asset. It provides such conditions of employment and procedures that enables all employees to develop a sense of unity with the enterprise and to carry out their duties in the most willingand effective manner. It also provide s for security of employment to workers so that they may not be distracted by the uncertainties of their future. These objectives, strategies, policies and programs are specified by the company, which guides the management and unions in taking decisions (Doba, 1999) . Job Analysis and Designing Job analysis is the procedure for determining the duties and skills requirements of a job and a kind of person who should be hire for it. Job analysis consists of two products. One is job description and the other is job specification. Job description refers to a list of job duties, responsibilities, reporting relationship, working conditions and supervisory responsibilities. It can also be a list of a job's human requirement, which is requisites education skills, personality and so on . Coca-cola human resource depart ment checks its own job description and job analysis in which they get the information about employees work activities, human behavior, performance standards, job context and human requirement and also other information for recruiting, selection, compensation, performances appraisal, training and employees relationship (Grant, 2010) . Planning and Forecasting Planning constitutes t he process of deciding what position the firm will have to fill and how to fill them. Coca -cola HR department involves in company strategic planning they are involve in sufficient planning in hiring new employees in the future. They forecast for the expected employees need in the organization. Theyforecast of employees on change technology and increasing in productivity. After planning they send thus report in the head office for approval if they get approval they start recruitment process (Fitz-enz Davison, 2002) . Employees Happiness Employees are the most important asset for every company so it is very important to give them appreciations. The satisfaction of the employees makes the company successful. Employees Trip [Turkey] Employees are motivated through taking them for trips. This makes them encouraged and they will keep working in one good heart, for their own sake and company's sake. They will thereby work the best of their abilities and capabilities. Human resource department says that employees are their assets, they are careful about employees health and benefits. They give following compensation and benefits; basic salary, bonuses, medical facil ity pick and trip gravity fund and social security (Fit z-enz Davison, 2002) . Southwest Airline Labour Cost The low fare carrier advantage is in much more flexible work rule that allow s cross-utiliza tion of virtually all employees. S uch cross-utilization and a long standing culture of co-operation among labor groups translate into lower unit labor cost. Carriers like S outhwest, ha s a tremendous o cost advantage over others simply because they generate more output per employee. Employees and Labor Relations Southwest ha s been highly regarded for its innovative management style. It maintains a relentless focus on a high performancerelationship and its peoples management practices have been

THREE FACES OF THE WRITER

THREE FACES OF THE WRITER I attended a conference recently where a short story instructor elaborated about the three sides of a writer. I like to call them faces. The concept he painted was not new to me, but I marveled at how it remained hidden in the back of my mind, an assumption, like it wasnt worth remembering. In reality, understanding our three faces is phenomenally important. Astounding, even. THE AUTHOR This personality is the source of all ideas. Here is where you contrive the plot and choose your characters. This side of you involves ingenuity. THE WRITER This face is the crafter. Here is the side of you that defines the words, matches nouns to verbs, carefully chooses adverbs (if any). This is the most easily taught of the three talents. You can be schooled on how to put words together correctly. THE STORYTELLER Here is the magic. This is what most people call voice. So many people can be authors and writers, but not everyone is a storyteller. This face isnt easily taught, since its almost an inherent trait. Its this side of you that can show and not tell, translating enthusiasm into words. Th storyteller isnt in all writers and authors. There may be words on paper, in order, written properly, with a beginning, middle and ending, but without the storytellers touch, the tale falls flat. How do you master all three? Read voraciously, watching for all three faces of the writer you read. Make yourself learn the writer side, grasping the word building until its second nature. Listen to storytellers. Close your eyes and hear audiobooks, movies, and plays. Absorb the wordplay, recognizing how the writer avoids telling. Then try to be uninhibited in your writing. Dont worry about what your mother will think about the sex in Chapter 14. Forget about how your cousins may misinterpret the twist in Chapter 23. Sling all the crap on the page and dare to be alive. Story creation is a careful balance of knowing the rules, thinking creativity, and then daring to explode onto the page without concern for the ramifications.