American Dream in Edward Albees Whos Afraid of Virginia Woolf Essay

In the final act of Whos horrified of Virginia Woolf, Honey apologetic bothy and drunkenly explains that she has peeled the stigmatize off her brandy bottle. To this, George replies, We all peel labels, sweetie and when you get through the skin, all three layers, through the muscle, slosh aside the organs, and get down to bone, you chill out havent got all the way, yet. Theres something inside the bone the marrow and thats what you gotta get at. In a play blending realism and absurdism, Edward Albee peels off the institutions and values that Americans held and hold dear, such as family, beauty, marriage, success, religion, and education. With blackly dry ridicule and through critical abbreviation, Albee suggests that these institutions, traditionally comprising the American dream, have been desperately created to escape reality. Ultimately, however, he shows us that reality restrains to pervasively lurk non faraway beneath the surface that we have slapped over it, almost as if threatening to eat up the very thing with which we suppress it. Even ahead an analysis of Albees dramatic action, the location itself sets the scene for a study of American society. Albee sets his play in the fictitious New England town of New Carthage, alluding to the ancient nicety of Carthage, which for thousands of days flourished, but was permanently conquered by the Romans. The name is not coincidental, as George refers to New Carthage as Penguin Island, a mythical island destroyed by capitalism in a novel by Anatole France, and as Gomorrah, the city in the Bible that was destroyed, along with Sodom, for its wickedness. (40) The allusion invites parallels to our own country, which, at the time facing the threat of communism, not entirely face... ...an philosopher. And the west, encumbered by crippling alliances, and burdened with a morality too rigid to accommodate itself to the swing of events, must eventually fall. (174) Albee suggests that, stool the faade of the American dream, behind the pretense of American ideals, behind the false front of the tranquility of American society in the early 60s, Americas internal corruption and emptiness threatened, and mayhap continue to threaten, the country with a similar fall. Work CitedAlbee, Edward. Whos Afraid of Virginia Woolf? Rev. ed. New York Dramatists Play Service, 2005. Print.Works ConsultedClurman, Harold. Whos Afraid of Virginia Woolf? Edward Albee A Collection of Critical Essays. Ed. C.W.E. Bigsby. Englewood Cliffs Prentice-Hall 1975. 76-79 Hirsch, Foster. Whos Afraid of Edward Albee? Berkeley imaginative Arts, 1978. American Dream in Edward Albees Whos Afraid of Virginia Woolf EssayIn the final act of Whos Afraid of Virginia Woolf, Honey apologetically and drunkenly explains that she has peeled the label off her brandy bottle. To this, George replies, We all peel labels, sweetie and when you get through the skin, all three layers, through the muscle, slosh aside the orga ns, and get down to bone, you still havent got all the way, yet. Theres something inside the bone the marrow and thats what you gotta get at. In a play blending realism and absurdism, Edward Albee peels off the institutions and values that Americans held and hold dear, such as family, beauty, marriage, success, religion, and education. With blackly humorous ridicule and through critical analysis, Albee suggests that these institutions, traditionally comprising the American dream, have been desperately created to escape reality. Ultimately, however, he shows us that reality continues to pervasively lurk not far beneath the surface that we have slapped over it, almost as if threatening to eat up the very thing with which we suppress it. Even before an analysis of Albees dramatic action, the location itself sets the scene for a study of American society. Albee sets his play in the fictitious New England town of New Carthage, alluding to the ancient civilization of Carthage, which for thousands of years flourished, but was permanently conquered by the Romans. The name is not coincidental, as George refers to New Carthage as Penguin Island, a mythical island destroyed by capitalism in a novel by Anatole France, and as Gomorrah, the city in the Bible that was destroyed, along with Sodom, for its wickedness. (40) The allusion invites parallels to our own country, which, at the time facing the threat of communism, not only face... ...an philosopher. And the west, encumbered by crippling alliances, and burdened with a morality too rigid to accommodate itself to the swing of events, must eventually fall. (174) Albee suggests that, behind the faade of the American dream, behind the pretense of American ideals, behind the false front of the tranquility of American society in the early 60s, Americas internal corruption and emptiness threatened, and perhaps continue to threaten, the country with a similar fall. Work CitedAlbee, Edward. Whos Afraid of Virginia Woolf? Rev. ed. New York Dramatists Play Service, 2005. Print.Works ConsultedClurman, Harold. Whos Afraid of Virginia Woolf? Edward Albee A Collection of Critical Essays. Ed. C.W.E. Bigsby. Englewood Cliffs Prentice-Hall 1975. 76-79 Hirsch, Foster. Whos Afraid of Edward Albee? Berkeley Creative Arts, 1978.

Singapore Essay example -- Politics, Social Control

Can Singapore be described in terms of a Foucauldian corrective society or a Deleuzian manoeuver society? Deleuze proposed that we are in the midst of shift from Foucaults society of discipline to a society of control (1992 3). Unlike the corrective society where subjects progress from one moulding institution to another (schools, college, factories, offices, etc.), a control society is typified by constant modulation (Wise, 2002 32). According to Rose, control operates by affiliating subjects to a variety of practices which by design encourage adherence to certain norms in modern liberal societies (2000 325). This is what Deleuze meant by a society of control. scoop believes we need to adopt the Deleuzian concept of a control society to explain the societies emerging in the context of the increased surveillance and network capacity permitted by new ICTs (2010 9). On the other hand, Hardt and Negri propose this society of control is simply an intensification and generalisation of the normalising apparat characters of disciplinarity, that now reaching beyond the institutions that initiated them and into fluctuating networks (2000 23). Likewise, Munro believes Foucaults disciplinary mechanism need updating to bring it in-line with the capacities of modern technologies, not replacing (2000 693).It is necessary to distinguish between unconscious social control and social control in relation to the institution, the latter being the planned management of a socialised human activity (Lianos, 2003 415). Institutional control is integral to the specific activities, is commonly bureaucratic, and is part both of the rationale and the outcome of these activities (Lianos, 2003 415). Lianos uses the example of... ... Google offers free storage space, along with other privileges and useful tools, in exchange for personal information that it might use to market targeted goods to its users (Andrejevic, 2007 296). People submitted their details to Google and Facebook not ou t of fear or a sense of duty, but so they may enjoy the benefits offered. Although Singaporeans do cling to their privacy, they are willing to submit that privacy in exchange for financial rewards or convenience (Hui et al., 2007 27). These authors also report a growing disgruntlement at the change magnitude amounts of information that websites are demanding. However, it was the quantity of information requested, rather than the sensitivity of the information that had any significant influence on compliance (Hui et al., 2007 27). This certainly aligns with the enticement lesson proposed by Whitaker (1999 141).

Lift, Weight, Thrust And Drag :: essays research papers

One of the first things that is likely to be noticed during a visit to the local portport is thewide variety of airplane styles and designs. No matter what separately looks like like they alldepend on the the same four factors which argon lift, weight, thrust, and drag Lift is the upward squash created by the effect of airflow as it passes everywhere and under the wings. It supports the airplane in flight. Weight opposes lift. It is caused by the downward pull of gravity. Thrust is the forward force which propels the airplane through the air. It varies with the amount of engine place being used. Opposing thrust is drag, which is a backward, or retarding, force that limits the speed of the airplane. Lift is the key aerodynamic force. It is the force that opposes weight. In straight-and-level, unaccelerated flight, when weight and lift are equal, an airplane is in a state of equilibrium. If the other aerodynamic factors remain constant, that airplane neither gains nor loses altit ude. When an airplane is stationary on the ramp, it is also in equilibrium, barely the aerodynamic forces are not a factor. In calm wind conditions, the atmosphere exerts equal pressure on the upper and lower surfaces of the wing. Movement of air about the airplane, particularly the wing, is necessary before the aerodynamic force of lift becomes effective. During flight, however, pressures on the upper and lowersurfaces of the wing are not the same. Although several factors offer to this difference, the shape of the wing is the principal one. The wing is designed to divide the airflow into areas of high pressure below the wing and areas of comparatively lower pressure supra the wing. This pressure differential, which is created by movement of air about the wing, is the primary source of lift. The weight of the airplane is not a constant. It varies with the equipment installed, passengers, cargo, and fuel load. During the course of a flight, the enumerate weight of the airplane de creases as fuel is consumed. Additional weight reduction may also occur during some specialized flight activities, such as crop dusting, fire fighting, or sky diving flights.The direction in which the force of weight acts is constant. It always acts straight down toward the center of the earth. Thrust is the forward-acting force which opposes drag and propels the airplane. In most airplanes, this force is provided when the engine turns the propeller.

Standardized Testing Essay examples -- Standardized Testing Essays

Standardized testing is used practic whollyy worldwide for all sorts of various criterion. A standardized test could be used for getting into a top of the line college, or to see if you meet the requirements for a job. such tests include the well known ACTs and SATs. There are many different ways that standardized tests can be graded. Norm-Referenced, and Criterion-Referenced forms of grading are just a couple of the types of tests. Tests can also be easily misused and are often protested.Often times in order to persue a certain career, to begin with you are employed it is necessary to see how you rate in comparison to the company?s standards. If you were to, for instance, become a pizza maker for Pizza Hut, they whitethorn give you a test in order to make sure that you make the pizza according to their standards. In order to be a prospering business and keep customers coming back for much, there has to be an order to the way all things are processed. If a customer were to come in ane day and get a great pepperoni pizza, and there was a certain identification number of pepperonis on the pizza, they entrust expect that to be the same every time. The number of pepperonis on a pizza is a standard number. Standard meaning a degree or level of requirement, excellence, or attainment (www.Dictionary.com). The company may show you how to make all the types of pizza to the standards that they have preset, then have you make the pizzas they have shown you the same way. If the standard is eighty pepperonis on a large pizza, then you give be required to put eighty pepperonis on the pizza. If the standard amount of sauce used on the pizza is one load full, then you would use one ladle full of sauce. Standards are set in stone until later possible being re-evaluated and changed. Until such an event happens however, standards will stay the same. If on a test, you are asked to add two and two together. The answer you attain is always going to be four, because that is the set standard. Two asset two does not equal five simply because standards say it does not. Standards are used so that everything stays in order. ?Academic standards are clear create verbally expectations of what every child should know and be able to do at specific grade levels. In Wisconsin, the standards were written for English/Language Arts, Math. Social... ...g and test cooking is skyrocketing. Lots of people feel that tests are biased towards those of different races and incomes. There have been many walkouts and even sites completely dedicated to ending testing. One of those sites is www.NoMoreTests.com. On their site you will find examples of walkouts and reasons why to stop standardized testing. You can even print out fliers and get free anti-test bumperstickers. (Examples of walkouts and other information on reasons why to oppose standardized testing, can be found in the NoMoreTests packet.)The battle between whether standardized testing is necessary or not will more than likely continue for many years to come. There continues to be groups both supporting tests and groups trying to bring a stop to testing altogether. With more and more schools basing graduation on standardized test scores, and the never ending controversy on bias in testing, the battle continues. The money spent for planning and the stress many students receive is undeniably growing and it is not known where this situation will be in the years to come.

United States Foreign Policy and the War on Terrorism Essay -- Argumen

United States Foreign Policy and the War on Terrorism In very global terms, it could be said that the United States makes foreign policy decisions based on what we hope are the best interests of its citizens. On the surface, it would appear as if this has been the case everywhere the past several months, as the U.S. has waged its war against terrorism. If one were to penetrate this surface, however, they would see that there is much more to this conflict than meets the eye. Is Operation Enduring Freedom and so justifiable? Most sight would say yes, it is in our best interests, because our forces are fighting against an injustice, for the purposes of establishing a peaceful environment and bringing about humanitarian relief, which lead ultimately deter future terrorist acts against our nation. As a matter of fact, a poll conducted by Public Agenda concluded that although most Americans agree that the U.S. should non be a global policeman, it should maintain its military powers a nd remain actively engaged around the world, and that one of the most effective ways of combating terrorism is through with(predicate) the use of military action (Public Agenda). On the other hand, the war has devastated the civilian population of Afghanistan, with thousands of casualties caused either directly, or indirectly, by the repeated bombings and the massive starvation plaguing the region. there is a fine line separating the instances when the killing of civilians is acceptable, and when it is not. In most cases, it is not acceptable, and as American citizens, we need to defy a much greater cognizance of this concept. It is usually the case that most citizens in a war-torn country have done nothing to provoke an attack, and as a result, they should not have to... ...ppen is through the instigation of a foreign policy that treats all people equally, and with compassion. Now, more than ever, Americans should understand the need for compassion in this world, and the need to integrate it into our efforts overseas, because people are suffering everyday, and we have the means of averting this misery. Bibliography Finkel, Michael. ?To Wait or to Flee.? The New York Times Magazine. 17 February 2002 32-38, 63-68. ?Killing Them Softly Starvation and Dollar Bills for Afghan Kids.? Global Issues. October 2001. ?Public Agenda.? Public Agenda. 5 March 20002. . Sikkink, Kathryn. ?A Human Rights Approach to Sept. 11.? Social Science Research Council. 5 March 2002. .

Effects of the AMR Corporation Bankruptcy on Airline Passengers and Emp

On November 29, 2011, American Airlines became the last of the legacy airlines to go bankrupt when its parent company, AMR Corporation, filed for Chapter 11 reorganization. Sought almost exclusively by large corporations, a Chapter 11 bankruptcy allows a firm to stretch operating trance reorganizing itself to create a more profitable financial framework (Chapter 11 exposition). Essentially, this provides a last resort business dodge if the firm successfully reorganizes, its new financial structure begins cutting its debt. If the reorganization fails, the company begins liquidating its assets to repay the stakeholders to whom it owes specie (An Overview of Corporate). An evaluation of the AMR bankruptcy along with the bankruptcies of its competitors provides brainstorm to its potential impact on airline passengers, airline employees, and the economy as a whole. To put the AMR bankruptcy into perspective, it is necessary to examine market conditions for airline companies since 2000. each major American airline with the exception of American Airlines filed for Chapter 11 bankruptcy between 2002 and 2005 as a result of labor costs increasing while demand decreased following the recession and the September 11 terrorist attacks (Rushe). Between an already struggling economy, heightened airdrome security, and the reluctance of many passengers to continue air travel, these airlines filed for bankruptcy to escape debt and return to annual profitability. As of 2011, every major airline had achieved this goal with the exception of American Airlines, the only of these companies to forgo bankruptcy and, consequently, the only to tolerate in debt. As American Airlines financial issues became exacerbated by high oil prices, AMR finally f... ...clopedia of Economics. Ed. David R. Henderson. 2nd ed. depository library of Economics and Liberty, n.d. Web. 29 whitethorn 2012.Stancavage, John. Analysts See US Airways Merger as Americans Next Step. Aviation Pros. Ed. Ronald Donner. Cygnus Business Media, 21 May 2012. Web. 21 May 2012. .Trejos, Nancy. Union Groups Accept American Airlines Final Contract Offer. USA Today. Ed. John Hillkirk. N.p., 15 May 2012. Web. 17 May 2012. .Whitely, Jason. Unions Have Their theorize on American Airlines Bankruptcy. WFAA.com. WFAA-TV Inc., 13 May 2012. Web. 21 May 2012. . Effects of the AMR Corporation Bankruptcy on Airline Passengers and EmpOn November 29, 2011, American Airlines became the last of the legacy airlines to go bankrupt when its parent company, AMR Corporation, filed for Chapter 11 reorganization. Sought almost exclusively by large corporations, a Chapter 11 bankruptcy allows a firm to continue operating while reorganizing itself to create a more profitable financial framework (Chapter 11 Definition). Essentially, this provides a last resort business strategy if the firm successfully reorganizes, its new financial structure begins cutting its debt. If the reorganization fails, th e company begins liquidating its assets to repay the stakeholders to whom it owes money (An Overview of Corporate). An evaluation of the AMR bankruptcy along with the bankruptcies of its competitors provides insight to its potential impact on airline passengers, airline employees, and the economy as a whole. To put the AMR bankruptcy into perspective, it is necessary to examine market conditions for airline companies since 2000. Every major American airline with the exception of American Airlines filed for Chapter 11 bankruptcy between 2002 and 2005 as a result of labor costs increasing while demand decreased following the recession and the September 11 terrorist attacks (Rushe). Between an already struggling economy, heightened airport security, and the reluctance of many passengers to continue air travel, these airlines filed for bankruptcy to escape debt and return to annual profitability. As of 2011, every major airline had achieved this goal with the exception of American Airli nes, the only of these companies to forgo bankruptcy and, consequently, the only to remain in debt. As American Airlines financial issues became exacerbated by high oil prices, AMR finally f... ...clopedia of Economics. Ed. David R. Henderson. 2nd ed. Library of Economics and Liberty, n.d. Web. 29 May 2012.Stancavage, John. Analysts See US Airways Merger as Americans Next Step. Aviation Pros. Ed. Ronald Donner. Cygnus Business Media, 21 May 2012. Web. 21 May 2012. .Trejos, Nancy. Union Groups Accept American Airlines Final Contract Offer. USA Today. Ed. John Hillkirk. N.p., 15 May 2012. Web. 17 May 2012. .Whitely, Jason. Unions Have Their Say on American Airlines Bankruptcy. WFAA.com. WFAA-TV Inc., 13 May 2012. Web. 21 May 2012. .

Effects of the AMR Corporation Bankruptcy on Airline Passengers and Emp

On November 29, 2011, American Airlines became the last of the bequest airlines to go bankrupt when its parent company, AMR Corporation, filed for Chapter 11 reorganization. Sought almost exclusively by large corporations, a Chapter 11 bankruptcy allows a firm to keep operating piece of music reorganizing itself to create a more profitable financial framework (Chapter 11 explanation). Essentially, this provides a last resort business schema if the firm successfully reorganizes, its new financial structure begins cutting its debt. If the reorganization fails, the company begins liquidating its assets to repay the stakeholders to whom it owes coin (An Overview of Corporate). An evaluation of the AMR bankruptcy along with the bankruptcies of its competitors provides acuteness to its potential impact on airline passengers, airline employees, and the economy as a whole. To put the AMR bankruptcy into perspective, it is necessary to examine market conditions for airline companies since 2000. every(prenominal) major American airline with the exception of American Airlines filed for Chapter 11 bankruptcy between 2002 and 2005 as a result of labor costs increasing while demand decreased following the recession and the September 11 terrorist attacks (Rushe). Between an already struggling economy, heightened airdrome security, and the reluctance of many passengers to continue air travel, these airlines filed for bankruptcy to escape debt and return to annual profitability. As of 2011, every major airline had achieved this goal with the exception of American Airlines, the only of these companies to forgo bankruptcy and, consequently, the only to sojourn in debt. As American Airlines financial issues became exacerbated by high oil prices, AMR finally f... ...clopedia of Economics. Ed. David R. Henderson. 2nd ed. subroutine library of Economics and Liberty, n.d. Web. 29 whitethorn 2012.Stancavage, John. Analysts See US Airways Merger as Americans Next Step. Av iation Pros. Ed. Ronald Donner. Cygnus Business Media, 21 May 2012. Web. 21 May 2012. .Trejos, Nancy. Union Groups Accept American Airlines Final Contract Offer. USA Today. Ed. John Hillkirk. N.p., 15 May 2012. Web. 17 May 2012. .Whitely, Jason. Unions Have Their claim on American Airlines Bankruptcy. WFAA.com. WFAA-TV Inc., 13 May 2012. Web. 21 May 2012. . Effects of the AMR Corporation Bankruptcy on Airline Passengers and EmpOn November 29, 2011, American Airlines became the last of the legacy airlines to go bankrupt when its parent company, AMR Corporation, filed for Chapter 11 reorganization. Sought almost exclusively by large corporations, a Chapter 11 bankruptcy allows a firm to continue operating while reorganizing itself to create a more profitable financial framework (Chapter 11 Definition). Essentially, this provides a last resort business strategy if the firm successfully reorganizes, its new financial structure begins cutting its debt. If the reorganiz ation fails, the company begins liquidating its assets to repay the stakeholders to whom it owes money (An Overview of Corporate). An evaluation of the AMR bankruptcy along with the bankruptcies of its competitors provides insight to its potential impact on airline passengers, airline employees, and the economy as a whole. To put the AMR bankruptcy into perspective, it is necessary to examine market conditions for airline companies since 2000. Every major American airline with the exception of American Airlines filed for Chapter 11 bankruptcy between 2002 and 2005 as a result of labor costs increasing while demand decreased following the recession and the September 11 terrorist attacks (Rushe). Between an already struggling economy, heightened airport security, and the reluctance of many passengers to continue air travel, these airlines filed for bankruptcy to escape debt and return to annual profitability. As of 2011, every major airline had achieved this goal with the exception of American Airlines, the only of these companies to forgo bankruptcy and, consequently, the only to remain in debt. As American Airlines financial issues became exacerbated by high oil prices, AMR finally f... ...clopedia of Economics. Ed. David R. Henderson. 2nd ed. Library of Economics and Liberty, n.d. Web. 29 May 2012.Stancavage, John. Analysts See US Airways Merger as Americans Next Step. Aviation Pros. Ed. Ronald Donner. Cygnus Business Media, 21 May 2012. Web. 21 May 2012. .Trejos, Nancy. Union Groups Accept American Airlines Final Contract Offer. USA Today. Ed. John Hillkirk. N.p., 15 May 2012. Web. 17 May 2012. .Whitely, Jason. Unions Have Their Say on American Airlines Bankruptcy. WFAA.com. WFAA-TV Inc., 13 May 2012. Web. 21 May 2012. .

Anne Bradstreet vs Jonathan Edwards Essays and Term Papers

Anne Bradstreet and Jonathan Edwards Throughout the time, in that location has always been a debate regarding the supposed(a) issue that deals with the existence of god and his character in mankind. Some believe that god has power to manipulate human fate, and consequences of their actions which mean if you do well, god bequeath send you to heaven, if not to hell. Meanwhile, other opines that god does not decide the consequence of those actions. Whether you do well or bad, god will always be there with you.After reading and analyzing poems by Anne Bradstreet and Jonathan Edwards, although it is quite clear that they have many similar religious beliefs and similar base, Puritanism, it is obvious that there is a huge gap in belief between the two authors. Edwards writing takes Puritanism to its extremities whereas Bradstreets works show a conventional view in the religion while still staying true to it. born(p) in Northhampton, England, in 1612, Anne Bradstreet grew up in a Purita n society, where women were considered their husbands property check inside the household serving their husbands.Marriage was a profound role to women among Puritans. People believed that marriage was a gift by god. The Puritan religion and their society believed that the womens place in society should be limited to a wife and a mother. Being a part of such society, Anna believed that God would be there for you, even during bad times. She had good faith in god. She never gave up her faith, even though times were not good. Although Anne did not ignore her Puritan role or duties, she did receive harsh criticism for her works.During this time, women were judged intellectually inferior to men, yet Anne had become one of the greatest, influential writers of her time. Similarly, talking about Jonathan Edward, he was born into a Puritan evangelical household on October 5, 1703, in East Windsor, Connecticut. He was Americas most important philosophical theologian and greatest intellectual s. He was a theologian best known for his role in the first great awakening. He spoke quietly and softly in most of his sermons, drawing his audiences to conclusion with his emotional appeals.His words painted a graphic picture that was rattling fear provoking and meant to awaken his audience. He believed that if you were bad, you went hell if you were reborn you went hell. He believes that we have to do, what god wants us to do. He is the victor and we are all substantially bad. He also believes god is the only thing keeping people from hell, and he is angry because people would not convey him for his miraculous works. Bradstreet was bothered by the gender bias that prevailed during her time the belief was that a womans place was in the home, attending to the family and fulfilling her husbands needs.Women were often considered intellectually inferiors, which made the critics believed that Bradstreet steal her ideas for her poems from men. Her writing was severely criticized beca use it was that of a woman, receiving a different kind of criticism than that of her male counterparts. Similarly, public also showed harsh reaction to Bradstreets role as a female writer. When her first publication of The Tenth Muse Lately Sprung Up in America was released, the idea that she was a virtuous women had to be stressed.Another theme in Bradstreets works was her religious experiences. In her writing, Bradstreet gives an insight of Puritan views of salvation and redemption. She writes about how she feels that God has punished her through sicknesses and domestic problems. The Puritans believed that suffering was gods approach of preparing the human snapper for accepting his grace. This idea inundated Bradstreet, and she wrote about how she struggled to do everything that she could to give into her will, in order to save her wandering soul.However, she thought that God was so hard on her because her soul was so much in love with the world. She doubted gods existence bother ed by scriptures miracles. Annes faith came through her experience in life. She believes god gives you a chance at everything you have. She also wrote some poems, where she asked God to watch over her children and husband. Sinners in the Hands of an Angry God conveys a very extreme viewpoint of God, that of Jonathan Edwards. According to Edwards, humanity is naturally plagued with sin, despite our ongoing efforts to overcome it.Throughout his sermon, Edwards goes on endlessly about how God shows such mercy in not throwing all of humanity to the deepest depths of hell by the very earth itself. Edwards said in the sermon, You hang by slender thread, with the flames of divine wrath blink about it, and ready every moment to singe it, and burn it as under, and you have no interest in any mediator, nothing to keep get through the flames of wrath, nothing to lay hold off to same yourself, nothing that you have done, nothing you can do, to induce god to spare you one moment. Edwards decid ed to gratuity a highly devout system of worshipping god, whereas Bradstreet went with a conventional approach and simply restated the traditional beliefs of the puritan society and how it held up in her life. She does not recite in her poems that god will condemn humanity unless they show piousness. Bradstreet views God as that mighty architect and conveys him as a merciful creator. In prepare contrast to that Edwards view god shows him as the merciless ruler and that god is poised to destroy the sinner.These contrasting points of view help attain each authors religious beliefs. As a conclusion, by reading the works of Bradstreet and Edwards, we see the differences and similarities formed in their beliefs. Their difference is Edwards preaches the word in a harsh format that makes people come to Christ because Jonathan scares them into Religion. Bradstreet is in belief that god will bless you as long as your manageable in his words.If people disobey in gods word, then god can t ake many of your wonderful blessings away. Edwards views God as hating us, universe repulsed by us, and having all the desire and ability required to kill us. Anne Bradstreet views God much less harshly. Their similarities are their beliefs in Christ and how to be obedient in him. They were both American writers with a common characteristic in their writings. Both of these puritan writers have strong thoughts about religion and did not hold substantiate those thoughts in their writings.

Mill’s Utilitarianism Analysis Essay

Thesis Objectors of Utilitarianism states that there is no time for calculating and unhurriedness the effects on utilizing the general happiness. On the contrary, Mill says that mankind has been learning by experience the tendency of actions in order to know what is right and wrong. The rules of ethics is improvable, therefore we should pass all that experience on others.However, improving the rules of morality is one thing, but to educate it to the younger is a nonher since there is still often to learn about the effects of actions on general happiness, and all rational people go through life with their spirits made up on the reciprocal questions of right and wrong. Reasons 1. Philosopher and the human They have to acquire experience about the effects of some actions on their happiness and improving it or at least oblige it. . Traveler Mill uses the traveler going for his destination as for if a man needs to follow the rules of general happiness, we should open the way and dir ect him to the knowledge, and not to forbid it. 3. Sailors They go to sea with it calculated on the Nautical Almanac. Therefore, as for the people, they go on the sea of life with a made up mind on the common questions of right and wrong, and more complicated questions of wise and foolish.Discussion Mills defend against the objectors of Utilitarianism is that the rules of general happiness are made up by the experience of the people. Also, it is improvable by teaching it to the younger and other people. But, he also argues that human are rational creature. Human are receptive of answering the questions of right and wrongness by their own experience, and they also capable of learning and experiencing more on their way of life.

Organisational Behaviour Assignment

Performance survey Report - Cho Cho Phyu Comp all Limited Group 2 We female genitals say that on that point cease be a mixture circumstance, when the community be displease with the current status or current situation. Kurt. W. Lewin castrate undersurface be happened when the people in the fundamental law argon open-minded and completelyow foring to modify. U Aye Kyaw(MHR) Ack todayledgements We would resembling to express our sincere acknowledgements to all those who necessitate helped us in preparation for this get a line.Initially, we would e particular(prenominal)ly bid to express my gratitude to our t each(prenominal)ers- TakeruOhe, PhosyChanhming, and Yasushi Ishida who base the training of COBLAS Myanmar (Consulting Based On discipline Asean Small and Medium Enterprises). We are greatly in debt of gratitude to all of our Myanmar teachers for their encouragement, unflagging stand up and priceless guidance through divulge our project. We are truly ofttimes pleasurable to Daw Phyu Phyu Seinn, Managing Director of Cho Cho Phyu Co. , Ltd ( spike out Fashion Collection) who allows us to do the research in her company and gives us invaluable datas, information and help which is really(prenominal) important for our project.Further more, our special thanks are collectible to the employees in Cho Cho Phyu Co. , Ltd, for their contri only whenion and help in our heighten knead. Last, we would similar to offer my thanks to the authors and publishers mentioned in the references for using their materials in preparing this project. legion(predicate) thanks to everybody who gave us help and support throughout our project. Executive Summary state are talking intimately the powerful word called transmute, which is unfeignedly popular in the human society started from the non more than the past three decades.And yes, this pull up stakes be happened continuously at every time and in every situation. This is likewise happened in our business surroundings. Many literatures say that the environment that the businesses operate is apace and massively changing. So, here are only both questions for all the businesses. Those questions are kill? or be killed? . For the business to be conquestful in the foreseeable future, it has to be killed the potpourri before it is too late. So, the businesses essential have aligned its internal arrangement with the demand of outdoor(a) diversifys.In this project, we steering on the spirit of Starting up the humankind Resource Department and introducing roughly Customer-led nuance at the company called SPIKE Fashion Collection, which is a successful elan brand in Myanmar. ORGANIZATION PROFILE Cho Cho Phyu Company is started with a humble sole trader business structure in 1992, in the Third crown City of Myanmar, Mandalay. And then, the business moves to Yangon in 2006 and formed as a private limited company. Also in 2006, Cho Cho Phyu company launched a fashion brand called SPIKE, which offers woman clo thing to both business and consumer securities industrys.Now, SPIKE is very popular brand for its local tar know markets of both speed Lower and Lower pose classes who live in suburb areas. Now Cho Cho Phyu hasTwoShow Rooms, in just about(predicate) downtown areas and TwoGarment F maskories, which are operating very well(p). Business Canvas CUSTOMER SEGMENTS 1 Upper Lower Classes Lower Middle Classes VALUE PROPOSITION 2 fascinate is a fashion brand which is well established and has a good fictitious character and reasonable price to its target market. the design is the principal(prenominal) offer for it, which is aroundly emphasise on the comfort and confidence for its targets. CUSTOMER RELATIONSHIP 4Personal Assistant, Email, Phone, Letters statistical distribution CHANNELS 3 In localise direct Direct Channel Consignment KEY RESOURCES 6 Reasonable Market Experience KEY ACTIVITIES 7 Cutting, do , Packaging, Selling and Distribu tion PARTNERS 8 COST STRUCTURE 9 Social / Environmental Costs Financial Risk Capital Investment REVENUE STREAMS 5 Business community wholesome established Brand cardinal Colour Textile Co. ,Ltd Long Foung Laung Yee Spike aims to generate small revenues from a large fig of customer designed items. This represents a valuable addition to Spike Fashion Collection. SWOT Analysis Strengths Customer loyalty / relationshipsProduction quality High production expertness Skillful employees S W O T Weaknesses forgetful humane Resource Management Lack of Plan Lack of force out mission, good deal & goals Opportunities ever-changing customers needs Technological advance possess offer from ASEAN free trade Fashion trend channels of different ages Threats Changing the taste and preferences of the customers. the direct investment of the foreign companies. Main Issues As Cho Cho Phyu Co. , Ltd is just transforming from restore Trader business structure to Limited Liability Company (LLC), t here are galore(postnominal) problems associated with conventional or traditional heed style.Many theorists say that most of the business owners are still getting lost in this agitate period, as they do reflect and remember their past looks, which are very well relevant for them in the past. In this firm, employee are dissatisfied with their line of merchandise as they do not get the benefits and privileges that can get easily in the external market or in other companies. The Bureaucratic decision-making and less delegating also result the whole organisation to tactile property stifle and less important. Moreover, no Human Resource Department leads to become unstructured and unsystematic procedure in traffic with employee aspects.As a consequence, there are many another(prenominal) unmatched chisel responsibilities and position. Employees do not know what are their salutarys? and what are strictly forbidden/. Initial head (prelude) We met with the Managing Director of Cho Cho Phyu Co. , Ltd and handleed about the matters that are currently arising within the Company. by and by discussing about the matters, we do an agreement with MD of Cho Cho Phyu Co. , Ltd and we sent TOR (Term of Reference) Letter to make the agreement. After due consideration of all aspects, our convention started to work the following activities. investigation methodsResearch Design Exploratory After getting the permission from companys board of director, we started to discuss what factors of Cho Cho Phyu Co. ,Ltd contribute to employee satisfaction. Because of time and budget constraints, we were unable to conduct focus conclaves or in depth interviews. By doing interview, we real the research design. Descriptive To gain a better un derstanding of the problem, and to clarify the research questions, we conducted secondary research to better what experts say aboutemployee salary scales. This research allowed us to gain a solid understanding of the business.We clear d escribe about the extremity of our research and data process through clear clarification in our Employee Job Satisfaction Report. spliff world Analysis For every qualify management, the most vital thing to consider is that whether this change is undeniable or not. To know the solution, we do investigations by using interviewing, questionnaire and see the environment. After being investigated the whole environment, we can suggest that the Cho Cho Phyu is needed to coif the Human Resource Department. As the reputation of boldness comprises with human beings, there can be complexity of human emotions and psychological implications. mass always odor threaten because of change. So in this situation, there is no doubt that this go forth be happened too. past when we look at Lewis Force Field, there are both forces the positive forces for change and obstacles of change. there will be change of the positive forces are greater than obstacles. Driving Forces * Demographic car eens In previous days, there are few places for all customers to buy products or whatever they want. After 1998, the demographic changes incur and customers now have habits to buy things at retail stores. Now, customers are very choosy, know they have a right to sue and familiar.Moreover, every customer studys they are preponderating for every businesses. * Various Stakeholders Interests Stakeholders are those who are interested in the business activities and can be regarded by the business operations. There is declined in organizations profit direct at those days. Poor customer management skills and overlooking the customers needs and expectations make the Cho Cho Phyu bad image. For Cho Cho Phyu, employees are the best valuable assets which cannot be copied or imitate. Also, there is a strong relationship in the midst of the Employee Job Satisfaction and Customer satisfaction. * Political ChangesAfter changing government and political policies in 1989, the stinting condition of Myanmar is gradually increasing. Changing from socialist economy to market economy gave the Myanmar economy to become more developings and beneficial returns. In 2015, there will be an AFTA (ASEAN Free Trade Agreement) issues. So, many SMEs and large scale businesses are starting to prepare for the unseen able future changes. * Competitors Reactions In Myanmar, there are kindred businesses like SPIKE Fashion Collection. The main rivalries for the SPIKE are D2, ,who are aggressively aiming to satisfy the customer requirements. * Economic IssuesIn Myanmar economy, there are too many uncertainties for every businesses. Also the implication of globalization of markets, organization must learn to break the limited mindset of national markets to compete on a cosmopolitan basis (Ghoshal and furtherler, 1992). Restraining Forces * Habits For every complexities, everybody rely on habits or programmed responses. People are difficult to change if they are naturally habited. * Securit y Even people at the high level can resist if the change is ill to their chanceing of safety. For staffs, there can be a sense of insecurity of being the nature of shade change due to the fear of unknown. Group inactivity Even if individual want to change, there can be resistances, which are constraint to the group norms. In Cho Cho Phyu Company Limited, there are many resistances perceive habits of the shop floor workers, the current perceived shade of the worker, the status quo of the workers, and uncertainty of the desire situation. So, we made some assumptions that as this is a culturaland department change, the incremental change could be more appropriate forCho Cho Phyu Company in this development process. RESTRAINING FORCES (Obstacles for Change) Present State or Desired State DRIVING FORCES Positive Forces for Change) Lewins Force Field Analysis Excerpt from www. changemanagement-coach. com Impact Area Analysis Impact area compend meaning analyzing the area which wi ll have impacts because of the nature of essence of change. So, weanalyzed the whole organization and after the investigation, this change is primarily depended on the whole organization but the Top management has already been committed to set up the HR department. Then, the impact area was now clarified, our main aim is to change the perceived grow of the Middle and start-off Floor level of the organization. The Required BehavioursThe ask behavior for this change are as followed The customers in Myanmar are now very naturalised, knowledgeable and very complaining. Not only about customer, also the agonistical reactions are so intense. So, for retail chain like SHMT mansion Mart, the required behavior will be as followed * Lean and structured Organization * Well and systematic HR Department, HR Policies, Practices and Procedures * Rightful design of melodic phrase * Better place to work. delicacy that We All need to Aware * This process is a Change process. * Examine whethe r it needs to do or not. * We must have Management it well, until it reaches the proper end. This is not an Event, this a Journey. * Many people give Bloods and Lives during the Change Process. * Resentments or conflicts can occur during the whole phase. * We cannot do it lightly, and when we dealt with it there is no move back * There is a Time Constraint. eccentric of Change Sponsor or leader In this change process, Ms. Phyu Phyu Seinn, MD, is the leader, an inspirational leader. Before she communicates about the unfermented Culture, for the first timely, she must build the level of trust, which Stephen. P. Robbins means that there are dimensions of integrity, competence, consistence, loyalty and openness.As she is a leader, she must do the to minimize the possible employees resistance. The main task for the leader are as followed * hit the sack his employees. * Know his customers * Think about the desired results * Empower People * Create a gatherWin situation In this situ ation, Phyu Phyu Seinn acted as a Transformational Leader, that is, leaders who inspire followers to transcend their own self-interests for the good of the organization by clarifying procedure and task requirements. , leadership who are also capable of having a profound and extraordinary effect on their follower. Stephen P. Robbins.For Mr. Chan, changing the nature of Customer unimportant Culture to Customer-centric Culture. Transforming the old believes to new opposite one. On the other hand, Phyu Phyu Seinn also acted as a Sponsor who provides resources, indorsement, or reinforcement neededto accomplish change and has the authority to modify reward systems or otheraspects of organizational market-gardening. Role of Change Agent Change Agent means that Persons who act as catalysts & assume the function for managing changeRobbins et al 1994 Qualities of the Change Agent * Flexibility * Objectivity * trueness Leadership and inspiration of others * Ability to handle uncertaint y * Organizational Awareness * Sense of irritability Here are tasks for the Change Agent, which was identified by for SHMT Home Mart culture change process. The tasks of the change agent are to get the commitment to the change from the impact groups, to set up and strengthen the change network, to shell out the information about change, to help and support the groups in go throughing change processes, to make involvement and educate others to participate in the change, to monitor the whole change process. The First Stage . We prepared an Employee Profile Form to know the distance of services, knowledge, qualifications, and summary of the current position. The heart workforce number is 46 in Head Quarter. We made the entire total workforce to fill up the employee profile to know the record of the employees. 2. analyze the detail aspects of the job by using interviewing methods. 3. Sent out the job satisfaction questionnaires to know the satisfaction rate of employee. 4. Redraft and rethink the old bloated and ineffective organizational chart to manipulate that human resources are fit with the right job. . Sent out the new job description HR passenger vehicle post to set up the proper HR Department. * Posted in Institutes and in some Universities. * Advertised through internet * Linked with Employment Agency * Posted in internal Notice Board 6. Started to with Billion Forces Co. , Ltd to introduce the HRIS software. The blurb Stage 1. Draft and prepared Job Descriptions and Person Specifications to know the detail of their tasks, duties and responsibilities. 2. Set HR Policies in line with Organization Strategy and Philosophy 3.Prepared HR Forms in accordance with HR policy and procedures to have a proper and systematic HR system. 4. Completed an Employee Handbook, both in English and Myanmar, which constitutes all the aspects of HR policies, Attendance and leaves, and some procedures. 5. Interviewed to all the applicants, to get the right person at the right job in the right place. 6. Redrew a New Organization Chart, which is more effective, and lean structure than ever. the Third Stage 1. Implement the new organizational structure andHR procedures and rules, and transferred all the necessary HR forms. 2.Set new salary scale level in accordance with secondary research data published by MRS (Myanmar Research Survey), 2011. 3. Held Human Resource Management homework to all the managerial and supervisory program level, to know the importance of the Human Resource Management in the business organization. 4. Introduce the new figure print system to know the attention of each and every employee. 5. Introduce the Employee Cards to record and improve the customer service and know the attendance of each and every employee. MD HR Manager older Operation Manager Finance Manager Sale & Marketing Executiveadministrative Manager Sr. former HR Officer As. Production Manager As. Logistic Manager As. Procurement Manager Chief Accountant Account ant-1 Accountant-2 Stock Controller Cashier (Shop 1) Cashier (Shop 2) SCM Administrative Officer Sale Manager Mobile Team Leader Sale Staff (Shop-2) Sale Staff (Shop-1) Mobile Team member IMC Officer junior Designer Inbound L. Officer Production Supervisors Production Leaders SCM Outbound L. Officer Managing the People issues Human Resource Management Strategy As organizationis comprising with people, there is more or less human resource factors for us to consider.Torrington and Hall (2008) defined Human Resource Strategy as a central doctrine that people in the organization are managed and mutation of this into HR policies and practices, to become effective, policies and procedures need to be integrated with business or organizational system. In here, we are needed to be considered is that the HR strategy must Fit with business strategy which means employees are seen as key in the capital punishment of the declared organizational strategy and human resource strategy is designe d to fit with it. Torrington and Hall (2008)The main aims of aligning the HRM with organizational strategy are to ensure the best utilization of Cho Cho Phyu Co. , Ltd employees to generate the organization performance and to melt off the level of risk by arranging and organizing the right people, in the right place, to the right job and in the right time. For human resource issues, we drew a plan, which is to cover most likely cases of Cho Cho Phyu Company people issues. Topics covered for Cho Cho Phyu Co. , Ltd are as followed Motivating, cooking and development, Reward System, managing Psychological issues and Appraisal systems. Motivating or Committing others to Change For every successful change management process, the motif of the followers is one of the factors to consider. For most changes, peoples past experience of change can affect the level of commitment and willingness to support further change John Hayes (2002). So, as this is the first time for Cho Cho Phyu, we ha ve a responsibility to win this change. To prompt the workforce, we set, firstly, a proper goal and linked with the non- financialreward system of Cho Cho Phyu Co. , Ltd.We also set MD and Human Resource Manager as a role fabric for this change by visiting stores for every weeks, dealing with customers and giving speeches to employees about the importance customers. * Training Program Another issue during the department start-up time, we need to think about the training program. This is a new culture, people will not be familiar with it. For the first blackguard, they have to understand what the new culture means for them. As this is the new culture, most of the sale staffs and supervisors would require a certain specific training for their job purposes.Each and every individual employees will be tested to ensure that they do have qualifications, skills and experiences to work with the new culture. We empowered change agents (managers) to pack the workforce to attend and commit to the new culture. * Reward and idea system Another aspect is the reward and appraisal system. Organizational rewards are powerful incentives for improving employee and work group performance. Based on carrot and stick metaphor, we set both tangible and intangible rewards for workforce. We made variety of reward, which is linked, with the culture of the organization.Reward such as recognition, contests, games, financial rewards, incentives, employee of the month or year awards which are mainly to show the appreciation for employee effort. We also made the reward systems link to the needs and wants of the individual employees. We utilise Houses Path-goal theory to motivate the workforce. * Managing Psychological Issues As people are human beings, there was many resistances to the new culture. Many people feel they were defeated, threatened, coercive by the new culture. Some people feel demoralized, stressful and frustrated for the change.So, from human resource management view p oint, we have a responsibility to take care and manage the psychological issues of the affected employees. That is why, we have made an agreement with HR department to make employee assistance program (EAP), stress management program and work-life-balance program. During the culture changing process, there can be some degree of redundancy. So, for survivors from the cuts, there can be shock, bitterness, anger and also peer and group pressures. Survivors need information about why action had to be taken and what the future holds for them personally. Compensation and Ethical Considerations During the change process, there can many be issues like layoffs and compensations for those who resist change. So, we made some financial and non-financial transition arrangements. we arranged transition stay bonus and outplacement programs for all the layoffs employees. As most of employees at Cho Cho Phyu are between twenty and twenty-eight, there are much potential for their whole life long. So, Ms. Aung arranged personal career counseling, resume preparation and typewrite services, interviewing workshops and referral assistance in the outplacement programs.Initiating and implementing the new Customer-centric Culture The change process goes through a series of stages that, in total, usually require a considerable length of time. Skipping stages creates only the illusion of speed and never produces a red-blooded result. John Kotter, Leading Change To implement the new organizational culture, we were followed the model described by Kurt Lewis (1951). This is one of the best change model that is combining the theories of sociology and psychology, developed a three stage model for large-scale system change. Unfreezing phase This is the establishing stage for Cho Cho Phyu Co. , Ltd, which is squeeze by the environment to implement the customer-centric culture as their competitors, or back off from this aggressive market. Unfreezing phase is first step of the Lewins change tr ansition stages, where people are taken from the situation of being unready to change to the firststep of being able and willing to change. Schein(1995) states that in order for change to occur, there must be a combination of both adding driving force and removing restraining forces.Creating a sense of crisis will bring the whole components in the company into one voice. As the main aim of this stage is to let go the old culture of the organization, we, firstly, searched the bad points of the current culture and linked it with the issues and problems currently faced by the SHMT Home Mart. This step is the most important fundamental step for this whole change, we created a crisis burning platform to reduce the level of trust on the currently using culture. fit to many researchers, most of the change processes are failed because of the unreliable vision and strategy.So, for second, we created a persuasive vision what we want to be? , then communicate it to the whole organization, t o control the current crisis situation of the Cho Cho Phyu Co. , Ltd. By drawing a clear vision and strategy in how to achieve that vision, the employees will understand how the new system will benefit them and they will progressively change their effort to support the death penalty of the new culture. We made change agentsto set clear vision of customer-centricculture in implementation process of Cho Cho Phyu Co. , Ltd.According to Lewin, this is a phase, which melt down the old beliefs, assumptions, and range of organization. * Transition Phase this is a changing phase form the old undesired situation to the new desire situation. This is the hardest part for every individual to start. So, Ms. Aung, also made a pioneer team to facilitate the change situation. In this phase, the leader has to act like a king or role model. We made some form of coaching, counseling, reward, appraisal system, motivation and other psychological support for this phase.This phase get rid of anything w hich may vulnerablethe implementation plan of change process, including any unsuitable ideas, company structures, activities as well as existing beliefs which may potentially undermining or threatening the new culture implementation. Linking the reward and performance is very important for all change management process, and also with punitive actions. A sense of motivation is now needed for all employees to go to the goal of the organization. The project team also provided plenty of penalties of options for employee involvement in this change process.Giving opportunities to have delegation and authorisation can get the commitment of the employees. By announcing the short-term success also made the whole organization to generate motivation. * Refreezing phase At the end of our journey, the last-place goal is to refreeze the situation. Making short-term wins made the whole change process to run smoothly. As this new culture is very beneficial for both organization and staffs, each a nd every employees are very enthusiastic with the change. But in every change, there can be a Marathon Effect that is some people reached the aim while other people are still running from the start.Visionary and icon leadership supports, proper reward systems, and reliable feedback systems made the change process to get success. we also made the training and development sessions for all the impacted employees to get the desired and required results from change management. For every change, there can be a fall back to the old undesired stage. That is why we made burning bridges to ensure that there is no way to go back by establishing proper rules, regulations and policies and rewarding the successful employees whose behavior are aligned with the desired behavior. Communication StrategyCommunicating about the change throughout the whole organization is also the main point for all change champion, change leader and change agents to consider. Varey also said that culture and conferenc e cannot be separated. People may feel shock, and deny in the first place, if the chat strategy is not well. So, we found out that we have to arrange it in the right measure during the transition process. We also used both formal and at large(p) communication structure. In this strategy, we made people more rely on the formal communication system (that is meetings, speeches, briefing, discussion, memo, notice etc. rather than informal (that is rumors, gossips, conjectures and opinions). We mean the communication more focus on what, when, who and how, but there is no formula about the communication that can apply in all situation. In some circumstances, change agents may advocate a complete openness of about all the issues to the impact groups. Conclusion This change management is concerned not only for the employee job satisfactions and delights but also for the business organizations to get competitive advantage.In this changing environment, the environment that the businesse s operate is rapidly and massively changing. Notable experience is that, in Myanmar, the demographic changes have hugely impact on the Myanmar Businesses. As it is a culture change for Cho Cho Phyu Co. , Ltd, we faced with many problems and it may take more than 1 year for the whole organization to accept and exercise the new culture. Although it is a new culture for the whole organization, it is very beneficial for both employees and employer. Because of that point, we can implement the whole change management in successful behavior.Organisational Behaviour AssignmentPerformance Review Report - Cho Cho Phyu Company Limited Group 2 We can say that there can be a change situation, when the people are dissatisfied with the current status or current situation. Kurt. W. Lewin Change can be happened when the people in the organization are open-minded and willing to change. U Aye Kyaw(MHR) Acknowledgements We would like to express our sincere acknowledgements to all those who have help ed us in preparation for this project.Initially, we would especially like to express my gratitude to our teachers- TakeruOhe, PhosyChanhming, and Yasushi Ishida who give the training of COBLAS Myanmar (Consulting Based On Learning Asean Small and Medium Enterprises). We are greatly in debt of gratitude to all of our Myanmar teachers for their encouragement, unflagging support and invaluable guidance throughout our project. We are very much grateful to Daw Phyu Phyu Seinn, Managing Director of Cho Cho Phyu Co. , Ltd (SPIKE Fashion Collection) who allows us to do the research in her company and gives us invaluable datas, information and help which is very important for our project.Furthermore, our special thanks are due to the employees in Cho Cho Phyu Co. , Ltd, for their contribution and help in our change process. Last, we would like to offer my thanks to the authors and publishers mentioned in the references for using their materials in preparing this project. Many thanks to every body who gave us help and support throughout our project. Executive Summary People are talking about the powerful word called Change, which is really popular in the human society started from the not more than the past three decades.And yes, this will be happened continuously at every time and in every situation. This is also happened in our business environment. Many literatures say that the environment that the businesses operate is rapidly and massively changing. So, here are only two questions for all the businesses. Those questions are kill? or be killed? . For the business to be successful in the foreseeable future, it has to be killed the change before it is too late. So, the businesses must have aligned its internal arrangement with the demand of external changes.In this project, we focus on the aspect of Starting up the Human Resource Department and introducing about Customer-led Culture at the company called SPIKE Fashion Collection, which is a successful fashion brand in Myanmar. ORGANIZATION PROFILE Cho Cho Phyu Company is started with a humble sole trader business structure in 1992, in the Third Capital City of Myanmar, Mandalay. And then, the business moves to Yangon in 2006 and formed as a private limited company. Also in 2006, Cho Cho Phyu company launched a fashion brand called SPIKE, which offers woman clothing to both business and consumer markets.Now, SPIKE is very popular brand for its local target markets of both Upper Lower and Lower Middle classes who live in suburb areas. Now Cho Cho Phyu hasTwoShow Rooms, in some downtown areas and TwoGarment Factories, which are operating very well. Business Canvas CUSTOMER SEGMENTS 1 Upper Lower Classes Lower Middle Classes VALUE PROPOSITION 2 Spike is a fashion brand which is well established and has a good quality and reasonable price to its target market. the design is the main proposition for it, which is mostly emphasise on the comfort and confidence for its targets. CUSTOMER RELATIONSHIP 4Per sonal Assistant, Email, Phone, Letters DISTRIBUTION CHANNELS 3 Indirect Channel Direct Channel Consignment KEY RESOURCES 6 Reasonable Market Experience KEY ACTIVITIES 7 Cutting, Making , Packaging, Selling and Distribution PARTNERS 8 COST STRUCTURE 9 Social / Environmental Costs Financial Risk Capital Investment REVENUE STREAMS 5 Business community Well established Brand Seven Colour Textile Co. ,Ltd Long Foung Laung Yee Spike aims to generate small revenues from a large number of customer designed items. This represents a valuable addition to Spike Fashion Collection. SWOT Analysis Strengths Customer loyalty / relationshipsProduction quality High production efficiency Skillful employees S W O T Weaknesses Poor Human Resource Management Lack of Plan Lack of clear mission, vision & goals Opportunities Changing customers needs Technological advance Get offer from ASEAN free trade Fashion trend changes of different ages Threats Changing the taste and preferences of the customers. the d irect investment of the foreign companies. Main Issues As Cho Cho Phyu Co. , Ltd is just transforming from Sole Trader business structure to Limited Liability Company (LLC), there are many problems associated with conventional or traditional management style.Many theorists say that most of the business owners are still getting lost in this change period, as they do reflect and remember their past behaviors, which are very well relevant for them in the past. In this firm, employee are dissatisfied with their job as they do not get the benefits and privileges that can get easily in the external market or in other companies. The Bureaucratic decision-making and less delegating also lead the whole organization to feel stifle and less important. Moreover, no Human Resource Department leads to become unstructured and unsystematic procedure in dealing with employee aspects.As a consequence, there are many unmatched job responsibilities and position. Employees do not know what are their rig hts? and what are strictly forbidden/. Initial Stage (prelude) We met with the Managing Director of Cho Cho Phyu Co. , Ltd and discussed about the matters that are currently arising within the Company. After discussing about the matters, we made an agreement with MD of Cho Cho Phyu Co. , Ltd and we sent TOR (Term of Reference) Letter to make the agreement. After due consideration of all aspects, our group started to work the following activities. Investigation methodsResearch Design Exploratory After getting the permission from companys board of director, we started to discuss what factors of Cho Cho Phyu Co. ,Ltd contribute to employee satisfaction. Because of time and budget constraints, we were unable to conduct focus groups or in depth interviews. By doing interview, we developed the research design. Descriptive To gain a better un derstanding of the problem, and to clarify the research questions, we conducted secondary research to discover what experts say aboutemployee salary scales. This research allowed us to gain a solid understanding of the business.We clearly describe about the process of our research and data process through clear clarification in our Employee Job Satisfaction Report. Force Field Analysis For every change management, the most vital thing to consider is that whether this change is needed or not. To know the solution, we made investigations by using interviewing, questionnaire and scanning the environment. After being investigated the whole environment, we can suggest that the Cho Cho Phyu is needed to set the Human Resource Department. As the nature of organization comprises with human beings, there can be complexity of human emotions and psychological implications.People always feel threaten because of change. So in this situation, there is no doubt that this will be happened too. Then when we look at Lewis Force Field, there are two forces the positive forces for change and obstacles of change. there will be change of the positi ve forces are greater than obstacles. Driving Forces * Demographic Changes In previous days, there are few places for all customers to buy products or whatever they want. After 1998, the demographic changes incur and customers now have habits to buy things at retail stores. Now, customers are very choosy, know they have a right to sue and knowledgeable.Moreover, every customer thinks they are paramount for every businesses. * Various Stakeholders Interests Stakeholders are those who are interested in the business activities and can be affected by the business operations. There is declined in organizations profit level at those days. Poor customer management skills and overlooking the customers needs and expectations made the Cho Cho Phyu bad image. For Cho Cho Phyu, employees are the best valuable assets which cannot be copied or imitate. Also, there is a strong relationship between the Employee Job Satisfaction and Customer satisfaction. * Political ChangesAfter changing government and political policies in 1989, the economic condition of Myanmar is gradually increasing. Changing from socialist economy to market economy gave the Myanmar economy to become more developments and beneficial returns. In 2015, there will be an AFTA (ASEAN Free Trade Agreement) issues. So, many SMEs and large scale businesses are starting to prepare for the unseen able future changes. * Competitors Reactions In Myanmar, there are same businesses like SPIKE Fashion Collection. The main rivalries for the SPIKE are D2, ,who are aggressively aiming to satisfy the customer requirements. * Economic IssuesIn Myanmar economy, there are too many uncertainties for every businesses. Also the implication of globalization of markets, organization must learn to break the limited mindset of national markets to compete on a worldwide basis (Ghoshal and Butler, 1992). Restraining Forces * Habits For every complexities, everybody rely on habits or programmed responses. People are difficult to change if they are naturally habited. * Security Even people at the high level can resist if the change is threatening to their feeling of safety. For staffs, there can be a sense of insecurity of being the nature of culture change due to the fear of unknown. Group Inertia Even if individual want to change, there can be resistances, which are constraint to the group norms. In Cho Cho Phyu Company Limited, there are many resistances perceived habits of the shop floor workers, the current perceived culture of the worker, the status quo of the workers, and uncertainty of the desire situation. So, we made some assumptions that as this is a culturaland department change, the incremental change could be more appropriate forCho Cho Phyu Company in this development process. RESTRAINING FORCES (Obstacles for Change) Present State or Desired State DRIVING FORCES Positive Forces for Change) Lewins Force Field Analysis Excerpt from www. changemanagement-coach. com Impact Area Analysis Impact area ana lysis means analyzing the area which will have impacts because of the nature of effect of change. So, weanalyzed the whole organization and after the investigation, this change is mainly depended on the whole organization but the Top management has already been committed to set up the HR department. Then, the impact area was now clarified, our main aim is to change the perceived culture of the Middle and First Floor level of the organization. The Required BehavioursThe required behavior for this change are as followed The customers in Myanmar are now very educated, knowledgeable and very complaining. Not only about customer, also the competitive reactions are so intense. So, for retail chain like SHMT Home Mart, the required behavior will be as followed * Lean and structured Organization * Well and systematic HR Department, HR Policies, Practices and Procedures * Rightful design of job * Better place to work. Prudence that We All need to Aware * This process is a Change process. * E xamine whether it needs to do or not. * We must have Management it well, until it reaches the proper end. This is not an Event, this a Journey. * Many people give Bloods and Lives during the Change Process. * Resentments or conflicts can occur during the whole phase. * We cannot do it lightly, and when we dealt with it there is no turning back * There is a Time Constraint. Role of Change Sponsor or Leader In this change process, Ms. Phyu Phyu Seinn, MD, is the leader, an inspirational leader. Before she communicates about the new Culture, firstly, she must build the level of trust, which Stephen. P. Robbins means that there are dimensions of integrity, competence, consistence, loyalty and openness.As she is a leader, she must do the to minimize the possible employees resistance. The main task for the leader are as followed * Know his employees. * Know his customers * Think about the desired results * Empower People * Create a WinWin situation In this situation, Phyu Phyu Seinn acted as a Transformational Leader, that is, Leaders who inspire followers to transcend their own self-interests for the good of the organization by clarifying role and task requirements. , Leaders who are also capable of having a profound and extraordinary effect on their follower. Stephen P. Robbins.For Mr. Chan, changing the nature of Customer unimportant Culture to Customer-centric Culture. Transforming the old believes to new opposite one. On the other hand, Phyu Phyu Seinn also acted as a Sponsor who provides resources, authority, or reinforcement neededto accomplish change and has the authority to modify reward systems or otheraspects of organizational culture. Role of Change Agent Change Agent means that Persons who act as catalysts & assume the responsibility for managing changeRobbins et al 1994 Qualities of the Change Agent * Flexibility * Objectivity * Commitment Leadership and inspiration of others * Ability to handle uncertainty * Organizational Awareness * Sense of Humor Here are tasks for the Change Agent, which was identified by for SHMT Home Mart culture change process. The tasks of the change agent are to get the commitment to the change from the impact groups, to set up and strengthen the change network, to disseminate the information about change, to help and support the groups in implementing change processes, to make involvement and educate others to participate in the change, to monitor the whole change process. The First Stage . We prepared an Employee Profile Form to know the length of services, knowledge, qualifications, and summary of the current position. The total workforce number is 46 in Head Quarter. We made the entire total workforce to fill up the employee profile to know the record of the employees. 2. Analyzed the detail aspects of the job by using interviewing methods. 3. Sent out the job satisfaction questionnaires to know the satisfaction rate of employee. 4. Redraft and rethink the old bloated and ineffective organizational chart to ensure that human resources are fit with the right job. . Sent out the new job description HR Manager post to set up the proper HR Department. * Posted in Institutes and in some Universities. * Advertised through internet * Linked with Employment Agency * Posted in internal Notice Board 6. Started to with Billion Forces Co. , Ltd to introduce the HRIS software. The Second Stage 1. Draft and prepared Job Descriptions and Person Specifications to know the detail of their tasks, duties and responsibilities. 2. Set HR Policies in line with Organization Strategy and Philosophy 3.Prepared HR Forms in accordance with HR policy and procedures to have a proper and systematic HR system. 4. Completed an Employee Handbook, both in English and Myanmar, which constitutes all the aspects of HR policies, Attendance and leaves, and some procedures. 5. Interviewed to all the applicants, to get the right person at the right job in the right place. 6. Redrew a New Organization Chart, which is more effective, and lean structure than ever. the Third Stage 1. Implement the new organizational structure andHR procedures and rules, and transferred all the necessary HR forms. 2.Set new salary scale level in accordance with secondary research data published by MRS (Myanmar Research Survey), 2011. 3. Held Human Resource Management Training to all the managerial and supervisor level, to know the importance of the Human Resource Management in the business organization. 4. Introduce the new figure print system to know the attendance of each and every employee. 5. Introduce the Employee Cards to record and improve the customer service and know the attendance of each and every employee. MD HR Manager Sr. Operation Manager Finance Manager Sale & Marketing ExecutiveAdministrative Manager Sr. Designer HR Officer As. Production Manager As. Logistic Manager As. Procurement Manager Chief Accountant Accountant-1 Accountant-2 Stock Controller Cashier (Shop 1) Cashier (Shop 2) SCM Administrat ive Officer Sale Manager Mobile Team Leader Sale Staff (Shop-2) Sale Staff (Shop-1) Mobile Team member IMC Officer Jr. Designer Inbound L. Officer Production Supervisors Production Leaders SCM Outbound L. Officer Managing the People issues Human Resource Management Strategy As organizationis comprising with people, there is more or less human resource factors for us to consider.Torrington and Hall (2008) defined Human Resource Strategy as a central philosophy that people in the organization are managed and transition of this into HR policies and practices, to become effective, policies and procedures need to be integrated with business or organizational strategy. In here, we are needed to be considered is that the HR strategy must Fit with business strategy which means employees are seen as key in the implementation of the declared organizational strategy and human resource strategy is designed to fit with it. Torrington and Hall (2008)The main aims of aligning the HRM with organi zational strategy are to ensure the best utilization of Cho Cho Phyu Co. , Ltd employees to generate the organization performance and to reduce the level of risk by arranging and organizing the right people, in the right place, to the right job and in the right time. For human resource issues, we drew a plan, which is to cover most likely cases of Cho Cho Phyu Company people issues. Topics covered for Cho Cho Phyu Co. , Ltd are as followed Motivating, Training and development, Reward System, managing Psychological issues and Appraisal systems. Motivating or Committing others to Change For every successful change management process, the motivation of the followers is one of the factors to consider. For most changes, peoples past experience of change can affect the level of commitment and willingness to support further change John Hayes (2002). So, as this is the first time for Cho Cho Phyu, we have a responsibility to win this change. To motivate the workforce, we set, firstly, a pro per goal and linked with the non-financialreward system of Cho Cho Phyu Co. , Ltd.We also set MD and Human Resource Manager as a role model for this change by visiting stores for every weeks, dealing with customers and giving speeches to employees about the importance customers. * Training Program Another issue during the department start-up time, we need to think about the training program. This is a new culture, people will not be familiar with it. For the first step, they have to understand what the new culture means for them. As this is the new culture, most of the sale staffs and supervisors would require a certain specific training for their job purposes.Each and every individual employees will be tested to ensure that they do have qualifications, skills and experiences to work with the new culture. We empowered change agents (managers) to persuade the workforce to attend and commit to the new culture. * Reward and appraisal system Another aspect is the reward and appraisal sy stem. Organizational rewards are powerful incentives for improving employee and work group performance. Based on carrot and stick metaphor, we set both tangible and intangible rewards for workforce. We made variety of reward, which is linked, with the culture of the organization.Reward such as recognition, contests, games, financial rewards, incentives, employee of the month or year awards which are mainly to show the appreciation for employee effort. We also made the reward systems link to the needs and wants of the individual employees. We used Houses Path-goal theory to motivate the workforce. * Managing Psychological Issues As people are human beings, there was many resistances to the new culture. Many people feel they were defeated, threatened, coercive by the new culture. Some people feel demoralized, stressful and frustrated for the change.So, from human resource management view point, we have a responsibility to take care and manage the psychological issues of the affected e mployees. That is why, we have made an agreement with HR department to make employee assistance program (EAP), stress management program and work-life-balance program. During the culture changing process, there can be some degree of redundancy. So, for survivors from the cuts, there can be shock, bitterness, anger and also peer and group pressures. Survivors need information about why action had to be taken and what the future holds for them personally. Compensation and Ethical Considerations During the change process, there can many be issues like layoffs and compensations for those who resist change. So, we made some financial and non-financial transition arrangements. we arranged transition stay bonus and outplacement programs for all the layoffs employees. As most of employees at Cho Cho Phyu are between twenty and twenty-eight, there are much potential for their whole life long. So, Ms. Aung arranged personal career counseling, resume preparation and typing services, interviewi ng workshops and referral assistance in the outplacement programs.Initiating and implementing the new Customer-centric Culture The change process goes through a series of stages that, in total, usually require a considerable length of time. Skipping stages creates only the illusion of speed and never produces a satisfying result. John Kotter, Leading Change To implement the new organizational culture, we were followed the model described by Kurt Lewis (1951). This is one of the best change model that is combining the theories of sociology and psychology, developed a three stage model for large-scale system change. Unfreezing phase This is the establishing stage for Cho Cho Phyu Co. , Ltd, which is forced by the environment to implement the customer-centric culture as their competitors, or back off from this aggressive market. Unfreezing phase is first step of the Lewins change transition stages, where people are taken from the situation of being unready to change to the firststep of being able and willing to change. Schein(1995) states that in order for change to occur, there must be a combination of both adding driving force and removing restraining forces.Creating a sense of crisis will bring the whole components in the company into one voice. As the main aim of this stage is to let go the old culture of the organization, we, firstly, searched the bad points of the current culture and linked it with the issues and problems currently faced by the SHMT Home Mart. This step is the most important fundamental step for this whole change, we created a crisis burning platform to reduce the level of trust on the currently using culture. According to many researchers, most of the change processes are failed because of the unreliable vision and strategy.So, for second, we created a persuasive vision what we want to be? , then communicate it to the whole organization, to overcome the current crisis situation of the Cho Cho Phyu Co. , Ltd. By drawing a clear vision and strategy in how to achieve that vision, the employees will understand how the new system will benefit them and they will progressively change their effort to support the implementation of the new culture. We made change agentsto set clear vision of customer-centricculture in implementation process of Cho Cho Phyu Co. , Ltd.According to Lewin, this is a phase, which melt down the old beliefs, assumptions, and paradigm of organization. * Transition Phase this is a changing phase form the old undesired situation to the new desire situation. This is the hardest part for every individual to start. So, Ms. Aung, also made a pioneer team to facilitate the change situation. In this phase, the leader has to act like a king or role model. We made some form of coaching, counseling, reward, appraisal system, motivation and other psychological support for this phase.This phase get rid of anything which may vulnerablethe implementation plan of change process, including any unsuitable ideas, comp any structures, activities as well as existing beliefs which may potentially undermining or threatening the new culture implementation. Linking the reward and performance is very important for all change management process, and also with punitive actions. A sense of motivation is now needed for all employees to go to the goal of the organization. The project team also provided plenty of penalties of options for employee involvement in this change process.Giving opportunities to have delegation and empowerment can get the commitment of the employees. By announcing the short-term success also made the whole organization to generate motivation. * Refreezing phase At the end of our journey, the final goal is to refreeze the situation. Making short-term wins made the whole change process to run smoothly. As this new culture is very beneficial for both organization and staffs, each and every employees are very enthusiastic with the change. But in every change, there can be a Marathon Effe ct that is some people reached the aim while other people are still running from the start.Visionary and icon leadership supports, proper reward systems, and reliable feedback systems made the change process to get success. we also made the training and development sessions for all the impacted employees to get the desired and required results from change management. For every change, there can be a fall back to the old undesired stage. That is why we made burning bridges to ensure that there is no way to go back by establishing proper rules, regulations and policies and rewarding the successful employees whose behavior are aligned with the desired behavior. Communication StrategyCommunicating about the change throughout the whole organization is also the main point for all change champion, change leader and change agents to consider. Varey also said that culture and communication cannot be separated. People may feel shock, and deny in the first place, if the communication strategy is not well. So, we found out that we have to arrange it in the right timing during the transition process. We also used both formal and informal communication structure. In this strategy, we made people more rely on the formal communication system (that is meetings, speeches, briefing, discussion, memo, notice etc. rather than informal (that is rumors, gossips, conjectures and opinions). We planned the communication more focus on what, when, who and how, but there is no formula about the communication that can apply in all situation. In some circumstances, change agents may advocate a complete openness of about all the issues to the impact groups. Conclusion This change management is concerned not only for the employee job satisfactions and delights but also for the business organizations to get competitive advantage.In this changing environment, the environment that the businesses operate is rapidly and massively changing. Notable experience is that, in Myanmar, the demographic changes have hugely impact on the Myanmar Businesses. As it is a culture change for Cho Cho Phyu Co. , Ltd, we faced with many problems and it may take more than 1 year for the whole organization to accept and exercise the new culture. Although it is a new culture for the whole organization, it is very beneficial for both employees and employer. Because of that point, we can implement the whole change management in successful behavior.

Impact of Arrival of Television on Electioneering In England Essay

INTRODUCTIONThe invention of television marked he beginning of a new epoch. The age of tuition technology do training available at the push of a button. Facts and distortion of facts ar the tools of the entertainment industry. Exaggeration is the premise on which the advertizing agency works. It is confluence of the audio opthalmic refer which is one of the most powerful influences that is experienced by the individual. It left no human endeavor untouched .The fate of democracy is determined by the options. Television was utilized for campaigning of the stoogedidates participating in the choice.It brought about a complete revamping of the election campaign. Local issues were sidelined and an emphasis on the national campaign was the dominant everyele feature of the election process.1Mass media had alone mesmerized both the masses and the persons responsible for planning and execution of the election campaign. The recent proliferation of the media channels has led to a de pletion of issues that whoremonger be aired on these channels . at that placefore there has been a shift from national to local politics. The impact of the television is not just limited to what is dismission to be at the forefront but it has led to complete overhaul of the process.The campaigns are more articulate and well planned .The concept of negative packaging has been inducted like it was done never before. The elections are loosing personal touch as there is more emphasis on the how to air the campaign. Consequently the expenditure on the elections is rising partly because of infalation and partly because the campaigns are conducted on grand scale. British Law permits each semipolitical company to air its programme, policies and agendas on the national channels crosswise England for 20 minutes without paying any tariff for putting it on air. Each party is presumption a maximum of five repeat telecast. biography OF POLITICAL BROADCASTPolitical publicize started in Brit ain in 1924 on radio with a20 minute allocation time for each party. it was started on television in 1951. It was an unpaid time slot of 15 minutes that was allocated to each party. The political broadcasts are regulated by the 1990 Broadcasting Act and the Political Parties, Elections and Referendum Act 2000.The initial directives of the act forbade that the political advertisement should not be pu desire political in nature.In 2001 general election the threesome major political parties were given five chances to broadcast their political campaign where as the minor political parties were given one chance if they were contesting one sixth of the total seats. 5 and 10 minutes of political advertisements were replaced by 240, 340 or 440and a stricture is placed on them so that they should not violate decency and good taste.All the political electoral broadcast by respective(a) party are simultaneously aired .These are either preceded or followed by previews and reviews by the majo r news paper daily and there fore the messages are a sweet of reinforced. Currently there is current debate on whether the system of political broadcast should be completely scraped or it should be revised with a provision of paid commercials.Since time venerable it has been stated that effective governance is related to whether the voters have made an informed alternative. It is privileged family who will try different means to gather information about the party and candidates standing in the election. The masses either do not makes a conscious effort to gather information or they rely on effortless means to gain information about the political parties. What the media is representing can differ. On the one hand it can be balanced physical object on the other hand it can be preferential2It has been observed that commercial broadcasting system can have ulterior motives as they are there to maximize their benefits. The national broadcasting system is more conducive to producing objective information about the political parties3.Political publicizing in England is more party oriented where as in America the emphasis is on the candidate .Lot of attention is being paid to the effect of use of media in the election .It is really difficult to conclusively prove that what results it is going to produce .England is a very old democracy and all the parties have their crabby image .Media cannot altogether diverge the image of the party .It can highlight the achievement of the party and it can make the manifesto more lucrative. This premise is in accordance with the earliest studies of the impact of television on the electoral outcomes by Blumler and McQuail.4The party campaign through the media is expected to effect the voter turn out. It can bring to the forefront various campaign issues. It can create an enthusiasm for gathering more information about the party programmes.5These early studies deviseed that voting for political parties were a matter of class and the election campaign served very little purpose. 6The conservative and the Labour party were dividing the voters on the basis of who did manual labour and who didnt work with their hands i.e the managers and the employers and the warmheartedness classThe voters who changed their loyalties from one party to another were primarily for a short term. It has been observed that this faction was to swing back its support to he party which it originally adhered to. It can be said that these floating voters can be influenced by the televised transmission of the electoral campaign.This can be contended because the labour part lost three elections in a row in 1959 although the class that does manual labour constitute major chunk of the electorate. The material prosperity entailed a spread of the plaza class values and hence the conservatives won the election.The messages that are aired during the political campaigns in election are not the only information available to the electorate. The recollective term memory of the people might be short. That doesnt mean that the events political debates press conferences, by- elections etc preceding the election campaign have no consequence.The election campaign through the media is of 2 mentals. One in which the focus is on the image building or the achievement of the party .The other kind deals with the section assassination of the opponent. If the attack broadcasting is exaggerated and is not substantiated then it can create sympathy for the opponent. The conservative party campaign nick named Demon sum of 1997 was counter productive It created an image of Labour as leftwing radicals.The electorate had experience a moderate labour party government under the leadership of Tony Blair. A imposture of Mr. Bust and Mr. Boom was used to depict the economic condition of England .The facts that Britain had experienced a spurt in the economy in 1980 under the leadership of Thatcher. This kind of media campaign has to be use d with great caution as it is either counterproductive or it does not have any effect on the butt end audience. If there are fractions within the party then it can bolster unity among the contending fractions.The persuasive propaganda is more useful and almost all the parties realize that it is the dress hat way to campaign .It pays attention to detailing the ideology of the party. It is oriented on the fact that the achievement of the party is highlighted. Moreover it is presented in manner that it appears more socialize so as to keep the audience hooked on to it. It can be proved that the parties are more interested in this positive kind of advertisement by looking at the fortune of the campaign allocated to the political advertisement. Negative references were a small and similar proportion of the total literature of all three parties 8.7 per cent Conservative, 10.4 Labour, 9.8 per cent innocent Democrat.The televised broadcast of the political party programmes is useful too ls because the minor political parties get a chance to make themselves felt. This is accredited for most of the countries who have democracy and who have televised political advertisement.7 Even .The liberal democrats were able to make themselves felt through their advocacy strategy. In 1951 the minor parties had or so 10% to 3% of the vote share. This vote share increased in the 1997 and almost one fourth of the total share of the vote. There are umteen reasons for the increase in the vote share of the relatively new and unknown political parties like social class.Education of the voter as it determines whether it is an informed choice or not. Media especially the print media is specially tilted in favor of conservative parties IT was in the I970s that the researches were conducted and it reflected that a change had occurred in the political environment of Britain .The voters were not holding to the rigid class bias of the political parties due to the influence of the television . The other factor that is responsible for this change was the economic affluence in England as that was responsible for mitigating the breakout between the rich and the poor.8Other researches argue that this doesnt mean that class politics has changed rather it can be seen as both the parties are going out of favor.Heath et al argue analysts have mistaken changes in behavior by voters for changes in their motivation without asking first whether or not the political stimulus they have received is still the same or not. They suggest, for example, that variations in the strength of the class alignment may well reflect changes in the distance between the parties on class- metrical unitd issues.9The voters are not taking their decisions in vacuum there are certain political and social issues that are motivating the voters to vote for apolitical parties. The short term shift in the voters preference is based on the perception of the competence of the parties,. The parties in power can e ffectively utilize the print as well as the television in advertizing its achievement .There have been fears that the hegemony of the media was responsible for the conservatives winning the election as they have the hegemony over the press. It has been time and again proved television is not the sole deciding factor in determining the outcome of the election.The 1980s proverb a shift from the national to regional politics .There was a variation in the voting patterns from one region to another. If television has been the main sway in the elections then the entire country should have shown a similar pattern. Local campaign did make a difference The surveys conducted by the Labour party showed that Its percentage of votes was directly related to number of people working for the party 10Local campaign play an important role in persuading the voters to vote for a particular party. It is very difficult to find out what was the ultimate reason for voting as the preferences of an individu al are shaped in the recesses of an individuals mind. Television came second in the list of what influenced the voters of the survey conducted by MORI .The regional television can be utilized to create amore local and specific advertisement for the electorate. This area has yet to be explored by the political party..The labour party topped the list of frequency of the reference of the constituencies and it made almost 28.7 per cent of sentences referring to local provision. The Conservatives made 16.5 per cent and made the Liberal Democrats 10.2 per cent references to the local issues. This means the elections are by and large fought on national issues which are effectively transmitted through the television. The lab our party has thrice lost elections till 1997. This reflects that though they made more references to the local electoral constituencies they were unable to convert the voters in their favour.CONCLUSIONIt is seen that the advent of television had completely changed the way in which we look at the different issues .Things which are of relatively lesser importance can be presented in an innovative method .The election process in England has its own peculiarities. Television didnt bring about a complete transformation of the election process of Britain. England is one of the oldest proponents of the institution of democracy. The two major parties the lobour and conservatives have their peculiar images .Television cannot completely alter the public perception. The older generation is more difficult to mould as its ideas are set .The televised broadcasting of the party manifesto can be aimed at the youth which is more likely to change its preferences.A perceptible shift is seen in the support base of the two major political parties the Labour party was supported by the people doing manual labour and the conservatives were supported by the middle class. The class characteristic was thought to be the basis of the voting pattern. Now this distinction is becoming less and less important as media and economic affluence has reduced the gap between the rich and poor. The influence of television has backfired on the two major parties .The minor political parties have increased their vote percentage. The major beneficiary is the Liberal Democratic society.Although it has been the pristine premise that the informed electorate can lead to the formation of more effective and responsible government .It can be said with induction that the voters of the present age are more informed but there is difference between having knowledge and judicious use of knowledge..The other aspect of this election scenario of England is that there is no alternative to the present parties on the national level .Even if the voter is aware of the shortcomings of the present parties, he has no choice. The voters have to choose the lesser evil.REFERENCESBlumler, Jay G. and Denis Mc Quail. 1968. Television in Politics Its Uses and Influence. London Faber &Faber.n.pB onham, J. (1954), The Middle Class Vote (London Faber)pp 56-62Butler, D. and Stokes, D (1974) Political Change in Britain(2nd. edition) pp54-78(London Macmillan)Evans, G. Heath, A., and Payne, C. (1999), Class Labour as a Catch-All Party? in Evans, G. and Norris, P. (eds.), Critical Elections British Parties and Voters in Long-Term Perspective n.p (London Sage)Kaid, Lynda Lee and John C. Tedesco. 1993. A comparison of political television advertising fromthe 1992 British and American campaigns. Informatologia 25(1-2) 1-12Kavanagh, The British General Election of 2001. Basingstoke n.p Palgrave Macmillan intelligence on Party Images in the 1997 British General Election. British Elections and PartiesNorris, 2001. Ed. Britain Votes 2001.n.p Oxford Oxford University Press.Norris et al .1999 Norris and Sanders 2000 pp 110-120Sanders, David and Pippa Norris. 1998. Does Negative News Matter? The Effects of TelevisionSemetko , holi .A 1996 The Media In Comparing democracies edited by Laweren ce Le Duc,Richard Niemaand Pippa Norris LondonSage pp254-279Seyd, P. & P. Whiteley (2002) New Labours Grass root The Transformation of Labour Party Membership, Houndmills Palgrave Macmillan.pp10-38Zaller John2003Anew standerd of the news quality Burglar alarm Monitorial CitizensPolitical communication20 109-1301 (Kavanagh, (1970). The British General Election of 2001. Basingstoke Palgrave Macmillan News on Party Images in the 1997 British General Election. British Elections and Parties n,p2 Zaller John2003Anew standerd of the news quality Burglar alarm Monitorial CitizensPolitical communication20 pp109-1303 Semetko , holi .A 1996 The Media In Comparing democracies edited by Lawerence Le Duc,Richard Niemaand Pippa Norris LondonSage pp254-2794 Blumler, Jay G. and Denis McQuail. 1968. Television in Politics Its Uses and Influence. London Faber &Faber.n.p5 Norris et al .1999 Norris and Sanders 2000 pp 110-1206 Bonham, J. (1954), The Middle Class Vote (London Faber)pp 56-627 Kaid, Lynda Lee and John C. Tedesco. 1993. A comparison of political television advertising fromthe 1992 British and American campaigns. Informatologia 25(1-2) pp1-128 Butler, D. and Stokes, D (1974) Political Change in Britain(2nd. edition) pp 54-78(London Macmillan)9 Evans, G. Heath, A., and Payne, C. (1999), Class Labour as a Catch-All Party?n.pNorris, P. (eds.), Critical Elections British Parties and Voters in Long-Term Perspective (LondonSage)n.p10 Seyd, P. & P. Whiteley (2002) New Labours Grass Roots The Transformation of Labour Party Membership, Houndmills Palgrave Macmillan pp.10 38