Introduction. Alcohol Has Manifested Its Place In Most

Introduction Alcohol has manifested its place in most Western societies over the past few centuries. The fact that it is a drug does not hinder its wide usage and eventual abuse. Nevertheless, sci-entists have proven that alcohol can cause severe health issues and therefore, many govern-ments try to protect children and young people by enforcing a minimum legal drinking age mostly between 16 and 18 years, in some places even 21 years. While from a scientific view-point this law is more than justified, many young people reaching a certain age do not see the need for it nor do they find it necessary to respect this law. How can governments set a fair age for alcohol consumption? At what age are we responsible enough to receive the right to†¦show more content†¦This involves for example the consumption of alcohol. Studies on brain development found that brain structures and processes do not stop changing but continue to develop during our lives. (Johnson et al., 2009). Given this, it seems hard to determine adulthood or maturity on the fact whether the brain is fully developed or not and therefore, the â€Å"correct† minimum legal drinking age is hard to determine or even impossible. It raises the question why the age of 15 seems to be such a vital turning point. If we only consider brain development, the recommended age for first drinking alcohol could easily be higher, say 18 or 21 considering Johnson et al.’s findings that the brain structures change basically all our lives. To sum up, young people might argue that the legal drinking age might as well be 15 years not only because brain development seems less significant considering it changes con-stantly through the course of our live but also because the probability that they are drinking anyway is quite high. The question being targeted by this research paper is whether young people over 18 years think that 15 years would be a reasonable age for legally being able to drink alcohol. It is expected, that females would agree less with a legal drinking age of 15 years than male participants and suggest a significantly higher average drinking age than males would. Methodology Participants In my research paper, I followed a pragmatic worldview,Show MoreRelatedEffects of Alcoholism on the Human Health and Social Life837 Words   |  3 PagesTitle Effects of alcoholism on the human health and social life General purpose/objective The speech is aimed at highlighting the negative effects that excessive intake of alcohol and habitual alcoholism can have on the social aspects of a person and the health repercussions of the aforementioned behavior. The content of the speech is largely informative and in very small part persuasive for people to reconsider their drinking habits. Specific purpose The specific objective of the speech isRead MoreResearch Proposal- Alcohol Abuse Leads to Domestic Violence1471 Words   |  6 PagesDetermining whether Alcohol abuse leads to Domestic Violence Abstract This study seeks to analyze and examine the effects that alcohol abuse may have on domestic violence cases. The main goal of this study is to determine whether or not alcohol or alcohol abuse really has an affect on people and if it causes domestic violence or not. This study will be helpful in many ways and instances and it will help those who are still wondering whether or not these to completely different socialRead MoreContribution of Psychology and Social Psychology to the Study of Health and Welfare Issues1358 Words   |  6 Pages particular the unconscious conflict between the different structures that compose the whole personality. There are a lot of factors that contribute to why people behave in a certain way and why people do things that has an adverse affect on health. Anxiety is a state of apprehension, tension and worry this is associated with the Freudian theory. Freud believes that anxiety arises when the ego which is the executive of the personality is facedRead MoreWhat You Pawn I will Redeem1272 Words   |  3 Pagesquest. In the introduction of the story, Jackson bluntly describes himself as a homeless Indian who â€Å"...married two or three times, fathered two or three kids, then went crazy† (9) and â€Å"...an alcoholic Indian with a busted stomach...† (15). His alcoholism has become critical to his health. Years of alcohol abuse and mental illness may have altered his sense of awareness. It is plausible that his quest to reclaim his grandmother s regalia is truly a delusion, which he has manifested within himselfRead MoreAn Analysis of the Swimmer by John Cheever1694 Words   |  7 PagesLea Shontay Wilks Instructor Lisa Adams Lit 101 Introduction to Literature (33203.201330) 26 April 2014 An Analysis of The Swimmer by John Cheever Most stories can have an emotional impact on people, but once in a while certain stories can take the reader to the edge of reality. The Swimmer is a fascinating story with primary use of a setting and amazing characters that engages readers and can move them to experience life in an unfathomable way. 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In general, the concept of culture is well reflected in the history of people, their heritage and how they express their ideas as well as their creativity. The culture of a particular group of people can be used toRead More Case Study on Alcoholism Essay4147 Words   |  17 Pages Introduction: The ingestion of alcoholic beverages for their enjoyable effects is a custom which has been around for thousands of years, and alcohol continues to be a popular drug because of its short-term effects (Coleman, Butcher Carson, 1984). An enormous amount of damage can be attributed directly to alcohol abuse as a result of lost jobs, accidents caused by drunk drivers, and so forth (Maltzman, 2000). Alcohol also compounds other problems--an estimated 25% to 40% of hospital patientsRead MoreChildhood Adversity And Substance Abuse1806 Words   |  8 Pages Childhood Adversity and Substance Abuse Joceline Nieves SUNY New Paltz â€Æ' Introduction The Center for Disease Control reports about 3.4 million children being abused or neglected in the United States in 2012 and 1 in 4 children will experience some form on abuse, maltreatment or household dysfunction while growing up. (Campbell, 2015).Past research has shown a relationship between Adverse Childhood Experiences and substance abuse as an adult. Risk factors in the form abuse and neglect asRead MoreEffective Implementation Of The Social Infrastructure Business Change Within The Workplace3115 Words   |  13 PagesIntroduction: It can be described as a structured approach to the conversion of the individuals, teams and organizations from a current state to a desired future state. The HR magazine suggests that it is the, Benefits change methods and application of knowledge systems, tools and resources arising from the use of change management is to determine and adopt corporate strategy, structure, processes and technology to respond to internal and external changes conditions to produce. Hiatt Creasey

Hobby Lobby Business, History, Culture, Locations, And...

When analyzing and review a company’s human resource practices it is important to fully understand the company’s business, history, culture, locations, and demographics. Hobby Lobby is described as one of the largest privately owned arts-and-crafts stores in the world. Hobby Lobby’s business consists of over 32,000 employees and over 750 stores in 47 states. (Why choose hobby lobby, 2017) Their headquarters are located in Oklahoma City and have three overseas offices in Hong Kong, Shenzhen, and China. Hobby Lobby was ranked #147 on Forbes’ list of America’s Largest privately owned companies. (Forbes, 2016) Demographics and Culture Beginning with just a $600 loan, Hobby Lobby has been a thriving business in accommodating to consumer’s†¦show more content†¦Also their wages are above average starting at $10.50 for part-time employees and $15.50 for full time employees. Another positive aspect of this type of incentive is that it is easier to attract new employees. Hobby Lobby also has many opportunities in their company, specifically with their online usage. They have recognized the importance of an online presence and are currently using social media sites to attract new hires whenever they are opening a new location or participating in a hiring event. Hobby Lobby’s Weaknesses and Threats With strengths comes weakness and with opportunities comes threats. Hobby lobby is lacking strongly in diversity. When conversing with a local Hobby Lobby human resource manager, Gary Adams his primary concern was with diversity. He conveyed that they currently are not exemplifying a diverse workplace as well as a diverse customer environment. Gary also mentioned that it is difficult to attract male employees and other ethnicities. While there are not any large significant indications for this, there are steps to take to increase diversity and ensure a fair recruiting and selection process. (Adams) Recommendations to Increase Diversity As previously stated, there is a need for improvement in the area of recruiting and selection specifically with diversity. Therefore, there is a process to increase diversity within the recruitment and selection process.Show MoreRelatedForeign Market Entry Strategy - Four Seasons in Brazil23037 Words   |  93 Pagesnarrates in detail the marketing plan Four Seasons will implement in the local geopolitical environment. Brazil’s present political, legal, social and economic state draws the conclusion that acquiring a local luxury hotelier while utilizing its business resources like a partner, is the best mode of entry for Four Seasons. Fasano’s grandiose local brand recognition as a world-class hotelier and partnership with Brazilian real-estate developer, JHSF, makes it an ideal candidate for Four Seasons’ marketRead MoreConsumer Lifestyle in Singapore35714 Words   |  143 Pages.................................................................................. ............. 17 Dining Out ............................................................................................................................... 18 Cafà © Culture ........................................................................................................................... 19 Snacking Habits .......................................................................................................Read MoreCase Study148348 Words   |  594 PagesNotes for Student Work Assignments Case Study Teaching Notes 6 7 8 8 12 19 20 25 27 27 28 28 29 Chapters 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. 13. 14. 15. Introducing Strategy The Environment Strategic Capabilities Strategic Purpose Culture and Strategy Business Strategy Corporate Strategy and Diversification International Strategy Innovation and Entrepreneurship Mergers, Acquisitions and Alliances Evaluating Strategies Strategy Development Processes Organising for Success Leadership and StrategicRead MoreHuman Resources Management150900 Words   |  604 Pageschallenges currently facing organizations and managers. List and define each of the seven major categories of HR activities. Identify the three different roles of HR management. Discuss the three dimensions associated with HR management as a strategic business contributor. Explain why HR professionals and operating managers must view HR management as an interface. Discuss why ethical issues and professionalism affect HR management as a career field. ââ€"  ââ€"  ââ€"  ââ€"  ââ€"  3 HR TRANSITIONS HR ManagementRead MoreExploring Corporate Strategy - Case164366 Words   |  658 Pages22/10/2007 11:54 Page 599 Guide to using the case studies The main text of this book includes 87 short illustrations and 15 case examples which have been chosen to enlarge speciï ¬ c issues in the text and/or provide practical examples of how business and public sector organisations are managing strategic issues. 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Save A Girl Free Essays

Save girls, save the girl child, is a campaign in India to end the gender-selective abortion of female fetuses. Aborting a foetus because it is female is a major social problem in India and has cultural connections with the dowry system that is ingrained in Indian culture, despite the fact that it has been prohibited by law since 1961. In India a strong preference for sons over daughters exists, unlike in Western cultures. We will write a custom essay sample on Save A Girl or any similar topic only for you Order Now Pregnancies are planned by resorting to ‘differential contraception’. Following conception, foetal sex is determined by prenatal diagnostic techniques after which female foetuses are aborted. Social discrimination against women and a preference for sons have been promoted. Pre-natal sex-determination was banned in India in 1994. This act aims to prevent sex-selective abortion. But it is estimated that more than 10 million female foetuses have been illegally aborted in India. Researchers for the Lancet journal stated that 500,000 girls were being lost annually through sex-selective abortions. The dowry system in India is often blamed; the expectation that a large dowry must be provided for daughters in order for them to marry is frequently cited as a major cause for the problem. Pressure for parents to provide large dowries for their daughters is most intense in prosperous states where high standards of living, and modern consumerism, are more prevalent in Indian society. In India, dowry is the payment in cash or some kind of gifts given to bridegroom’s family along with the bride. Generally they include cash, jewellery, electrical appliances, furniture, bedding, crockery, utensils and other household items that help the newly-wed set up her home. The dowry system is thought to put great financial burden on the bride’s family. It has been one of the reasons for families and women in India resorting to sex selection in favor of sons. Female foeticide has led to an increase in human trafficking. In 2011, 15,000 Indian women were bought and sold as brides in areas where foeticide has led to a lack of women. Government response to the problem has been known to not have stopped female foeticide from occurring. The existence of several loopholes in the system means the practice of sex-selective abortion continues. An example of one of these loopholes would be on the pretext of checking for genetic disorders in the foetus, who can stop a doctor from examining the sex of the unborn child and informing the parents in secret. Authorities often let the unlawful parents and doctors off with light punishment. Often, when the mothers disobey the husband’s family decision to abort the female foetus and report it to the authorities, the suits are ignored or given a light sentence: The mother is targeted for bearing girls and disobeying the family’s decision to abort the child. She may even lose her job, be expose to constant death threats, and be left with unresolved cases. In addition, others who give birth to girls are prone to violence. Even if she is able to give birth to the baby girls, the family is likely to not report the births and even murder them. The â€Å"Beti Bachao† campaign is supported by human rights groups, non-governmental organizations, and state and local government in India. Beti Bachao activities include large rallies, poster campaigns, wall paintings, billboards, and television commercials and short animations and video films. Some celebrities have become involved in â€Å"Save the girl child† initiatives. Another example of an organization, or campaign designed to help or promote girls right’s and lift them out of poverty is â€Å"Because I am a Girl†. It is geared towards equipping, enabling and engaging girls of all ages to acquire the assets, skills and knowledge necessary to succeed in life. The campaign focuses on inequality faced by girls in developing countries, and promotes projects to improve opportunities for girls in education, medical care, family planning, legal rights, and other areas. The campaign has reported some success in parts of India. In 2009, it was reported that in Gujarat, rates of female births increased from 802 to 882 for every 1000 male births. India declared the year 2007 as â€Å"Awareness year of female feoticide†. Beti Bachao activities were credited with this improvement. How to cite Save A Girl, Papers

Designing and Implementing an HR Scorecard †MyAssignmenthelp.com

Question: Discuss about the Designing and Implementing an HR Scorecard. Answer: Introduction: Corporate Strategy is the overall strategy of a business organisation. It relates to the primary direction path and corporate growth for business organisation. Its scope is relevantly wide and concerned with resource allocation, transfer of resources among businesses and overall management of different portfolio of business. It deals with the uphill task of managing broad range of business portfolio in terms of allocating resources and maximisation of their respective contribution. Corporate Strategy provides a common direction to all business portfolio, ultimately leads to overall corporate objective, mission and vision. Corporate Strategy works as guide to business organisation in planning, organising, implementing and controlling all the aspects of different functions of business management. Alignment between corporate strategy and Human Resource Strategy largely depends on the employee consideration part within the corporate strategy. Any organisation, which is aiming to achieve aspirational corporate goals, must include a serious effort to draft its corporate strategy while considering all human resources aspects. Now-a-days, human resources are treated as human capital and they are the most important asset of an organisation. While corporate strategy focuses on the broadest aspect of organisations, it must include the most important aspect of organisations namely human aspect (Purce, 2014). This report discusses the various aspect of corporate strategy including human resources aspect. Further in this report, a detailed analysis of international aspect of human resources has been discussed. In recent business arena, consideration of key elements of HR strategy is most important while developing corporate strategy. A proper balance between corporate strategy and aspects of human resources can help an organisation to achieve more while making happy human capital. It is very basic that, employees are the ground workers who will make every strategy successful if strategies are well connected and concerned with the aspects of human resources (Chung, 2015). Corporate Strategy is a long term strategy which is developed by every organisation to achieve its objectives and business success in long run. It is concerned with top level decision making to guide overall organisation. Human Resource is a management function through which an organisation attracts, hire, train, motivate and maintain people in order to achieve their corporate goals. It is concerned with employees of the organisation. Through human resource planning and strategy, every organisation tries to manage their human resources and employee pool in a better manner to perform and achieve its corporate objectives which is long term. From todays perspective, deciding about human resource is more strategic as it is taken as an investment decision by organisations. The concept of employee management within organisation changed in various aspects from personnel management to human resource management and now it is about human resource development. Organisations understood that huma n resource is the best asset available to achieve the aspiration goals, mission and vision of the organisation. Regarding HR landscape, the scope has broaden more from compensation and benefits management, compliance and safety, recruitment, training and development to employee relations, employee welfare, human resource accounting and many more (Wright, Coff Moliterno, 2014). In long run, to increase productivity of business, organisation must consider about effective development of human resources through HR strategy. Above discussed meaning of corporate strategy and human resource strategy initiates the thought of need for alignment of corporate and human resource strategy. Bringing selected human resources in an organisation and making them organisation ready, is a costly task as it requires huge investment in terms of money and time. Human Resource Development is not cost free but it a strategic investment decision to be taken by organisations. The long term success and failure of an organisation largely depends on HR strategy of that organisation. In a diversified business organisation, top management must plan about their human resource allocation in between different business portfolios in such a manner that it can deliver the optimum results as intended. Consideration of HR strategies and different elements of HR aspect must be included within corporate strategy for better management and performance of organisation (Sikora Ferris, 2014). The issue of linking HR strategy with corporate stra tegy is emerging an impactful decision aspect due to further discussed reasons. First, employee turnover ratio is increasing in business organisations, which is a strategic issue to be considered into top level decision criteria. Employees are recruited and trained and then they start working for organisation. At the time of leaving organisation, the training and recruiting cost incurred by organisation become sunk cost. Outgoing employees are the trained resources who are developed by the business organisation. In such way, a business organisation must think how it can develop its HR strategy linking with its corporate strategy. Second, it has researched and found that a large number of employees leave their company as they feel they are not the part of the companys journey. Sometimes, employees are unable to integrate themselves with companys vision, mission and goal. They feel disconnected with corporate strategy due less consideration of employees aspect in corporate strategy. T hird, when employees become non-productive and get involved in corporate politics; then within organisation, employees contribution towards companys vision decreases. Fourth, for better return on investment, every business organisation must consider an active interaction between human resources executives and c-level executives. This will improve employees satisfaction, job satisfaction and along with better performance. Fifth, a large number of factors influence the much needed alignment between HR strategy and corporate strategy. In some organisation, HR is still considered to be only personnel administration; but HR must be included in corporate strategy and it will enable business organisation in fast forward thinking (Collier Zheng, 2016). Inclusion of HR aspect in corporate strategy became a topic of discussion in every organisation in recent era. Importance of employees in organisation is increasing day to day as organisations are becoming more and more knowledge-driven and technology driven. Organisations became more individualised as focus on human resources increases in manifold. Human Resource function is now centre focus of any business organisation as business organisations understood that people orientation can only contribute to effective objective achievement. With increasing global competition, organisations need to work on sustainable strategies to develop their human capital (Ulrich Dulebohn, 2015). In todays business environment when lot of merger and acquisitions are happening, business organisation must take care about their human resources strategies more comprehensively. Pre-merger planning and post-merger integration must be linked with overall corporate strategy. It is important to plan organisati ons HR strategy in accordance with the business environment in which it is operating; also it must consider the strategic issues faced by the organisation while planning for recruitment, selection and deciding about downsizing. In uncertain and volatile market environment, business organisation should adopt suitable HR policies and practices which are well planned in connection with overall corporate strategy. To link corporate strategy with HR strategy, inclusion of HR professional into operational details of organisation is very much needed (Beer et al., 2015). It will increase the business understanding of HR professionals about their own companys business. In manufacturing business aspect, HR must work to decrease the gap between human resource strategy and real word industrial relations. The integration of corporate strategy and HR strategy can work well when HR people will consider them as knowledge worker and they will facilitate the process of knowledge flow with the organis ation. From decade, it has been seen and experienced that HR function is considered as support function within organisation, but now HR function is seen and practiced as value creation function within organisation (Kehoe Wright, 2013). The above diagram shows and explains that how HR strategy can be aligned with corporate strategy and business strategy. While considering corporate strategy at very top level, it can influence HR performance at the bottom level. While companies are expanding their operation in different countries, then it is necessary to consider the international aspect of HR manager in detail for the benefit of overall organisation. Companies which are having their offices in different countries and being international, transnational, global and multinational company; face more complicated and multidimensional aspect as compared to companies operating in one country only. HR aspect of a global company must handle different global HR issues and challenges such as deployment, knowledgebase sharing and innovation dissemination and development of global talent pool. When global workforce increases, aligning HR concerns also increase (Sparrow, Brewster Chung, 2016). HR should plan effective about deployment strategy of company. Human Resource strategy must focus on getting appropriate human skills and placing at right place irrespective of diversified geographical location. Human Resource Strategy must consider the fact that within the organisation, accumulated knowledge base must be well shared among the employees and innovation dissemination must be practised whenever it is required. An effective approach of developing talent pool in a global organisation must be well adopted by Human Resource strategy. Developing global talent pool is much needed aspect as it will help organisation to accomplish its goals and objectives in efficient manner (Sparrow, Brewster Chung, 2016). Cultural aspects are having wide ranging impact on HR policies. HR policies must be designed and implemented in accordance with different country specific cultural aspect. Relationship between employees and managers, power and authority relationship, individual consideration, group dynamics and workforce diversity are directly and indirectly impacted differently in different cultural context. HR strategy must be implemented in consideration with specific detailed oriented approach as employees are defined by their culture in individual aspect. Local cultural norms are to be taken into consideration while designing HR strategy in different cultural context. Employees understanding, needs and expectations are defined and influenced by their respective social cultural groups. It is an important decision consideration from HR aspect while planning for HR strategy in a new country, HR professional must study and understand about local social culture and cultural groups (Vaiman Brewster, 2015). Inter-country differences in economic aspect make HR strategies more complicated. HR must consider various aspects of prevailing economic factors such as employment rate, productivity index, availability of workforce, cost of labour and various aspects of industrial relations. Labour cost differences can influence the decisions regarding performance based pay and in turn it can impact the efficiency of human resources. Relationship between employer, human resources and work union impacts the productivity matrix of any organisation operating in different countries (Welch Bjrkman, 2015). In International aspect, HR manager must strategically plan out different key elements of Human Resources impacting the overall performance of the organisation. This aspect becomes more crucial in case the organisation operates in different countries. Human Resource Management basically includes a process of recruitment, selection, training, development, performance management, compensation management, reward management and career management. While recruiting in an international organisation, then it became as a strategic approach and firms need to decide between centralised or decentralised recruitment strategies depends on required effectiveness (Brewster, Mayrhofer Smale, 2016). Employment testing is also important to consider. In International context, employees must be screened through different stress, behavioural, situational and job-related interviews. Back ground check and final evaluation of candidates in term of skills, experiences, aptitude and personality must be done t o increase the effectiveness of selection procedure. Employees should be introduced to organisation in an effective manner through well-planned new hire orientation program. It is the HR departments responsibility to identify training needs time to time as per job requirements. Implementation of fair and effective performance management and reward management can efficiently increase the motivation of employees across the organisation. Career Management practices, HRs suggestions about career development can create an effective employee relation practice within the organisation (Festing et al., 2013). In an International company, HR manager must manage host country nationals, parent country nationals and third country national in such a manner that they should feel like treated as one employee group within the organisation. In particular HR manager should draft and implement a proper leave policy, employee benefits programs in relevance with country specific considerations (Shaw, Par k Kim, 2013). In conclusion it can be said that with increasing focus on international business, functions of HR have broadened in its scope. HR strategy of any organisation should help it to achieve sustainable growth and help it to nurture good employee relations across the organisation irrespective of inter-country presence (Story et al., 2014). References Beer, M., Boselie, P., Brewster, C. (2015). Back to the future: Implications for the field of HRM of the multistakeholder perspective proposed 30 years ago.Human Resource Management,54(3), 427-438. Brewster, C., Mayrhofer, W., Smale, A. (2016). Crossing the streams: HRM in multinational enterprises and comparative HRM. Human Resource Management Review, 26(4), 285-297. Chung, C. (2015).The Conceptualization of Global Integration and Local Responsiveness in International HRM Research: A Review and Directions for Future Research. Discussion Paper JHD-2015-02, Henley Business School. Collier, D., Zheng, H. (2016). What are some Effective HR Measures that can be Built out of Existing HR or Business Strategies to Measure the Impact and Success of HR Intervention?. Festing, M., Budhwar, P. S., Cascio, W., Dowling, P. J., Scullion, H. (2013). Current issues in International HRM: Alternative forms of assignments, careers and talent management in a global context.German Journal of Human Resource Management,27(3), 161-166. Kehoe, R. R., Wright, P. M. (2013). The impact of high-performance human resource practices on employees attitudes and behaviors.Journal of management,39(2), 366-391. Purce, J. (2014). The impact of corporate strategy on human resource management.New Perspectives on Human Resource Management (Routledge Revivals),67. Shaw, J. D., Park, T. Y., Kim, E. (2013). A resource?based perspective on human capital losses, HRM investments, and organizational performance.Strategic management journal,34(5), 572-589. Sikora, D. M., Ferris, G. R. (2014). Strategic human resource practice implementation: The critical role of line management.Human Resource Management Review,24(3), 271-281. Sparrow, P., Brewster, C., Chung, C. (2016).Globalizing human resource management. Routledge. Story, J. S., Barbuto, J. E., Luthans, F., Bovaird, J. A. (2014). Meeting the challenges of effective international HRM: Analysis of the antecedents of global mindset.Human Resource Management,53(1), 131-155. Ulrich, D., Dulebohn, J. H. (2015). Are we there yet? What's next for HR?. Human Resource Management Review, 25(2), 188-204. Vaiman, V., Brewster, C. (2015). How far do cultural differences explain the differences between nations? Implications for HRM.The International Journal of Human Resource Management,26(2), 151-164. Walker, G., MacDonald, J. R. (2001). Designing and implementing an HR scorecard.Human Resource Management,40(4), 365-377. Welch, D., Bjrkman, I. (2015). The place of international human resource management in international business.Management International Review,55(3), 303-322. Wright, P. M., Coff, R., Moliterno, T. P. (2014). Strategic human capital: Crossing the great divide.Journal of Management,40(2), 353-370.

5 Tips for a Great Email Subject Line

5 Tips for a Great Email Subject Line 5 Tips for a Great Email Subject Line Writing a great marketing email or newsletter is one thing. Encouraging your subscribers to open said email is another thing entirely. As such, you need a great subject line. But how can you create a subject line that will boost open rates? Our top tips for a great email subject line include: Keep email subject lines short and simple (ideally, six to ten words). Tailor subject lines to suit your brand, audience and goals. Personalize each subject line using your customer information. Avoid words and phrases that trigger spam filters. Use A/B testing to refine your email subject lines. For more detail on optimizing your email subject lines, read on below. 1. Keep It Short The best email subject lines are usually short and simple. In fact, subject lines between six and ten words long generate the highest open rates. Thus, you need to set out what the email is about in clear, concise terms. Sometimes, this simply means getting straight to the point: Here, the subject line is simple, but it tells the recipient exactly what they need to know. And that is often enough! In other cases, you may need to tempt the recipient to open the email by setting out a time-limited offer or asking a question: Even in these â€Å"tempting† subject lines, though, a punchy message will usually work best. If nothing else, you risk losing part of the sentence with a long subject line. And if you do use a longer subject line, you will therefore need to front load the important information: In the email above, for example, the subject line was long enough that the browser did not display the whole message. But the most important detail – Save up to 75% on Weekly Sale – is right at the start, so the sender could be sure that all recipients would read this information. 2. Think About Your Audience and Goals No single â€Å"style† will suit every email. Instead, the best approach for each subject line will depend on your brand voice, audience and goals. The first two of these – brand voice and audience – go hand in hand. After all, your brand should reflect what your customers expect from your business. So, if you’re running an entertainment news website aimed at a young audience, you might pack your email subject lines with slang or emoji. But the same approach may not be appropriate for mailing an accountant’s client list. Dated slang is another hazard for try-hard accountants. Similarly, an email subject line should reflect your aims. Are you trying to convert new subscribers into customers? Remind existing customers of a deadline? Provide news about your business? In any case, think about how you can tailor the email subject line to help achieve your goal. 3. Personalize Each Subject Line Adding a personal touch to an email subject line can boost open rates. This may include any number of the following: The subscriber’s first name (e.g., the LinkedIn email above). Mentioning products or services that reflect the user’s past purchases. Sending a greeting or offer on the user’s birthday. Localizing emails based on a subscriber’s address. How you approach personalization will depend on your business and the information you have on your subscribers. But people are much more likely to open an email if they feel it was written for them. 4. Avoid the Spam Filters If your emails end up in the Spam folders of your subscribers, nobody will read them. So to stop this happening, you should try to avoid words and phrases that sound â€Å"spammy† in your subject lines. This does include some fairly obvious terms – a subject line that says EARN  £Ã‚ £Ã‚ £ FROM HOME TODAY!!! is not likely to get past any spam filters. But it can also include innocuous phrases such as â€Å"great deal† or â€Å"compare rates,† so make sure to check a list of spam trigger words. 5. Test Different Subject Lines Finally, A/B testing is a great way to refine your email subject lines over time. This involves sending two versions of the same subject line to different parts of your subscriber list and seeing which generates the best results. And these results are specific to your business. Thus – whatever other companies are doing and whatever the marketing blogs are saying – you will get to know exactly what your customers respond to, letting you target them more effectively.

Cop in the Hood Essay Example

Cop in the Hood Essay Example Cop in the Hood Paper Cop in the Hood Paper Setareh Salehi Cop in the Hood Peter Moskos‘, Cop in The Hood, is the story of a sociologist going native by going through the Baltimore police academy, becoming a cop and working for over a year. The book follows Moskos chronological journey, from the academy to the street and the last part of the book is dedicated to a pretty thorough analysis of the War on Drugs. The first interesting observation from Moskos’s work is his analysis of the police academy as relatively useless for the job: â€Å"So what’s the point of the academy? Primarily, it’s to protect the department from the legal liability that could result from negligent training. To the trainees this appears more important than educating police officers. † And second, despite the lax approach toward academics, instructors were very concerned with officer safety, the aspect of the job they emphasized most: â€Å"The most important part of your job is that you go home. Everything else is secondary. † This philosophy is reinforced at all levels of the police organization. Formal and informal rules concerning officer safety are propagated simultaneously. By the end of the academy, less than half the class saw a relation between what police learn in the academy and what police need to know on the street. A strong antimedia attitude, little changed from sociologist William Westley’s observations in the 1950s, grew steadily in the police academy. At the end of training, just 10 percent of trainees believed that the media treat police fairly. After six months in the academy, trainees learn to: * Respect the chain of command and their place on the bottom of that chain. Sprinkle â€Å"sir† and â€Å"ma’am† into casual conversation. * Salute. * Follow orders. * March in formation. * Stay out of trouble. * Stay awake. * Be on time. * Shine shoes. † But Moskos’s conclusion is that the training actually demoralizes trainees even before they start working on the streets. Physical training is not boot camp and provides a poor preparation (after all, most officers will spend their days in their patrol car) , and academic training does not really impart knowledge and does not encourage thinking. Once training is over, the bulk of the book follows Moskos on the beat, on the Eastern side of Baltimore and the constant contradictory demands placed on officers (between following a very strict military-style chain of command and having to make quick decisions). In that sense, the book is also a good study of the necessity of developing informal rules in in highly formal, bureaucratic environments. Working around the rules is the only way to keep the work manageable and within the limits of efficiency and sanity. But for Moskos, the gap between formal and informal norms is especially wide in policing. They constantly have to innovate while on patrol because the rules do not work on the streets (of course, some officers do lapse into ritualism especially in a context where protecting one’s pension is the concern all officers have and that guides their behavior on the street). These informal rules are constantly at work whether it comes to stopping, frisking, searching, arresting, writing reports. In all of these aspects of the job, covering one’s butt and protecting one’s life and pension are paramount concerns. This means that officers actually have quite a bit of leeway and flexibility when it comes to their job. These  informal  norms are described in details in Moskos’s book and there is no underestimating their importance. Once on the streets, police officers mix a culture of poverty approach to â€Å"these people† (the communities they are expected to police, where gangs and drugs culture produce poverty with quite a bit of eliminationist rhetoric that reveals an in-group / out-group mentality between police officers and civilians: â€Å"A black officer proposed similar ends through different means. â€Å"If it were up to me,† he said, â€Å"I’d build big walls and just flood the place, biblical-like. Flood the place and start afresh. I think that’s all you can do. † When I asked this officer how his belief that the entire area should be flooded differed from the attitudes of white police, he responded, â€Å"Naw, I’m not like that because I’d let the good people build an ark and float out. Old people, working people, line ’em up, two by two. White cops will be standing on the walls with big poles pushing people back in. † The painful universal truth of this officer’s beliefs came back to me in stark relief during the flooding and destruction of New Orleans, Louisiana. Police in some neighboring communities prevented displaced black residents from leaving the disaster area, turning them away with blockades and guns. † That in-group / out-group outlook also involves dehumanization and stigmatization: â€Å"In the ghetto, police and the public have a general mutual desire to avoid interaction. The sociologist Ervin Goffman wrote, â€Å"One avoids a person of high status out of deference to him and avoids a person of lower status . . . out of a self-protective concern. † Goffman was concerned with the stigma of race, but in the ghetto, stigma revolves around the â€Å"pollution† associated with drugs. Police use words like â€Å"filthy,† â€Å"rank,† â€Å"smelly,† or â€Å"nasty† to describe literal filth, which abounds in the Eastern District. The word â€Å"dirty† is used to describe the figurative filth of a drug addict. It is, in the drug-related sense, the opposite of being clean. † The â€Å"dope fiend† becomes the loathed representative figure of all this. But the dehumanization applies equally to them and the dealers. In that sense, there is no sympathy for the people who have to live in these communities and have nothing to do with the drug trade. They are put in the same bag. And whatever idea of public service trainees might start with tends to disappear after a year on the streets. And quite a bit of what goes on in the streets between police and population has a lot to do with forcing respect and maintaining control of the interaction: â€Å"Although it is legally questionable, police officers almost always have something they can use to lock up somebody, â€Å"just because. † New York City police use â€Å"disorderly conduct. † In Baltimore it is loitering. In high-drug areas, minor arrests are very common, but rarely prosecuted. Loitering arrests usually do not articulate the legally required â€Å"obstruction of passage. † But the point of loitering arrests is not to convict people of the misdemeanor. By any definition, loitering is abated by arrest. These lockups are used by police to assert authority or get criminals off the street. † And, of course, the drug dealers also know the rules and become  skillful  at working around them, avoiding arrest, challenging the police authority and have structured their trade accordingly. It would indeed be a mistake to look at this illegal and informal economy as anything but a trade structured around specific rules hat take into account having to deal with the police and the different statuses of the actors involved in the trade reflect that: * lookouts have the simplest job: alert everyone else of police approach, * steerers promote the product, * moneymen obviously hold the money for the transactions, * slingers distribute the drugs after money has been exchanged * and gunmen protect the trade. The transaction is therefore completely decomposed into steps where money and drugs are never handled by the same person while the main dealers watch things from afar, protecting themselves from legal liabilities. For most of these positions, the pay is not much better than fast-food joints, but that is pretty much all there is in these  urban  areas. Of course, just like everything in the US, there is a racial component to this. The drug trade is not a â€Å"black thing† (like mac and cheese as Pat Robertson would say) and it has its dependency theory taste: â€Å"The archetypal white addict is employed, comes with a friend, drives a beat-up car from a nearby blue-collar neighborhood or suburb such as Highlandtown or Dundalk, and may have a local black drug addict in the backseat of the car. A black police officer who grew up in the Eastern District explained the local’s presence, â€Å"White people won’t buy drugs alone because they’re afraid to get out of the car and approach a drug dealer. They’ll have some black junkie with them. † The local resident serves as a sort of freelance guide, providing insurance against getting â€Å"burned† or robbed. The local addict is paid informally, most often taking a cut of the drugs purchased. † The complete mistrust between the police and the community is also a trademark of impoverished urban environments. And indeed, what would residents gain by interacting with law enforcement and the court system? At the same time, police work is arrest-based (the more the better) which officers all understand to be futile. For Moskos, part of the problem with policing was the advent of policing-by-patrol-car: â€Å"The advent of patrol cars, telephones, two-way radios, â€Å"scientific† police management, social migration, and social science theories on the â€Å"causes† of crime converged in the late 1950s. Before then, police had generally followed a â€Å"watchman† approach: each patrol officer was given the responsibility to police a geographic area. 5In the decades after World War II, motorized car patrol replaced foot patrol as the standard method of policing. Improved technology allowed citizens to call police and have their complaints dispatched to police through two-way radios in squad cars. Car patrol was promoted over foot patrol as a cost-saving move justified by increased â€Å"efficiency. 6 Those who viewed police as provocative and hostile to the public applauded reduced police presence and discretion. Controlled by the central dispatch, police could respond to the desires of the community rather than enforce their own â€Å"arbitrary† concepts of â€Å"acceptable† behavior. Police officers, for their part, enjoyed the comforts of the automobile and the prestige associated with new technology. Citizens, rather than being encouraged to maintain communi ty standards, were urged to stay behind locked doors and call 911. Car patrol eliminated the neighborhood police officer. Police were pulled off neighborhood beats to fill cars. But motorized patrol- the cornerstone of urban policing- has no effect on crime rates, victimization, or public satisfaction. † This has encouraged a detachment of officers from the communities they police. Quick response time becomes the goal and officers spend time in their car waiting to be â€Å"activated† on 911 calls. The only interaction between officers and residents is limited to such 911 call responses, which can all potentially lead to confrontations. But that is still the way policing is done and the way it is taught at the academies, guided by the three â€Å"R†s: * Random patrol: give the illusion of omnipresence by changing patrol patterns * Rapid response: act quickly, catch the criminals (doesn’t work) * Reactive investigation: solve crimes rather than prevent them But the institutional context very poorly accounts for the interaction rituals that guide the interaction between officers and residents: â€Å"Police officers usually know whether a group of suspects is actively, occasionally, or never involved with selling drugs. Some residents, often elderly, believe that all youths, particularly those who present themselves as â€Å"thug† or â€Å"ghetto,† are involved with drug dealing. If police respond to a call for a group of people known not to be criminals, police will approach politely. If the group seems honestly surprised to see the police, they may be given some presumption of innocence. An officer could ask if everything is all right or if the group knows any reason why the police would have been called. If the suspects are unknown to a police officer, the group’s response to police attention is used as the primary clue. Even with a presumption of guilt, a group that walks away without being prompted will generally be allowed to disperse. If a group of suspects challenges police authority through language or demeanor, the officer is compelled to act. This interaction is so ritualized that it resembles a dance. If temporary dispersal of a group is the goal, the mere arrival of a patrol car should be all that is needed. Every additional step, from stopping the car to exiting the car to questioning people on the street, known as a â€Å"field interview,† is a form of escalation on the part of the police officer. Aware of the symbolism and ritual of such actions, police establish a pattern in which a desired outcome is achieved quickly, easily, and with a minimum of direct confrontation. Rarely is there any long-term impact. When a police officer slows his or her car down in front of the individuals, the suspects know the officer is there for them and not just passing through on the way to other business. If a group of suspects does not disperse when an officer â€Å"rolls up,† the officer will stop the car and stare at the group. A group may ignore the officer’s look or engage the officer in a stare-off, known in police parlance as â€Å"eye fucking. † This officer’s stare serves the dual purpose of scanning for contraband and weapons and simultaneously declaring dominance over turf. An officer will initiate, often aggressively, conversation from the car and ask where the suspects live and if they have any identification. Without proof of residence, the suspects will be told to leave and threatened with arrest. If the group remains or reconvenes, they are subject to a loitering arrest. Police officers always assert their right to control public space. Every drug call to which police respond- indeed all police dealings with social or criminal misbehavior- will result in the suspect’s arrest, departure, or deference. † And a great deal of these interactions are also guided by the need, on both sides, to not lose face, be seen as weak or easily punked. These interactional factors may often determine whether an officer gets out of his car or not, sometimes triggering contempt from the residents. So, officers tend to like car patrols as opposed to foot patrols which are tiring, leave one vulnerable to the elements, and potentially preventing crime. Rapid response is easier and more popular with officers. People commit crimes, you get there fast, you arrest them. Overall, Moskos advocates for greater police discretion and more focus on quality of life issues as opposed to rapid response while acknowledging that this is not without problems. I don’t think there ever was a time of policing where communities and law enforcement worked harmoniously together for the greater good. But the bottom line, for Moskos, that the current War on Drugs is a massive failure and a waste of resources (and Moskos does go into some details of the history of drug policies and enforcement in the US, a useful reminder of the racialization of public policy) and should be replaced by a variety of policies (not all drugs are the same) with three goes in mind: * preservation of life (current policies increase the dangerous nature of drugs) * reduce incarceration save money (through reduced incarceration, depenalization and taxation). I think that the poor economy is to blame for drug dealing to be the main source of income for the residence. I believe if the city spent the money it spends on arrests and prosecutions on creating a better environment instead, then the problems would dramatically decrease. If there were after school programs or recreational facilities where the entire community could benefit from, the level of drug sales and abuse would drop. If there were new businesses created in the city, people wouldn’t turn to selling drugs or at least the majority would turn away from the drug dealing business. I also think that if drugs were legal and the residents wouldn’t get arrested for having a small amount of drugs, the relationship between cops and residents would improve.

Implications of RFID technology Essay Example | Topics and Well Written Essays - 1500 words

Implications of RFID technology - Essay Example The purpose of this paper is to discuss different applications of RFID technology and its implications on our society. RFID technology can change the way people realize business. Stores can create smart money cards that customer can use to realize their purchases. An industry that utilized RFID to create solution that customers wanted is the water park recreational industry. The enterprise Interlock created RFID tags that can be used by customer to open up lockers and to serve as smart money cards to replace the need to carry cash in the recreational water parks (Lock’em Up, 2010). The smart tags can also be used in these theme parks to identify the age and body specification of children such as height which may prohibit a child from using certain park rides. In the cellular industry companies have the capacity to insert RFID tags inside the mobile phones so that the devices can be used for payment system applications. The integration of the telephony and banking industry can further promote consumerism in the marketplace. Companies in the logistics business can use RFID tags to tag valuable assets in order to know its location at all times. The tags can be used for security purposes. The prices of the tags have come down a lot which has permitted many companies to take advantage of its applications. In the apparel industry company can keep better track of its inventory which can enabled firm to optimize sales during peak seasons. The total spending in RFID supply chain application in 2007 was approximately $1 billion (Ftc, 2005). Due to value of information many libraries across the United States and Europe are tagging their books with RFID technology. The use of RFID provides manager with a greater level of inventory control precision. This information can be used to improve their purchasing cycles. Some people believe that RFID