Persuasive Speech Topics for Middle School Students

Persuasive Speech Topics for Middle School Students Have you ever got bored hearing the same matters over and over again at the annual elocution competition? Then why do not you come up with a compelling and exciting topic that the audience will be delighted to listen to? There are so many ideas in our world, that you have the opportunity to tell people something that they have never heard before. But keep in mind that you must know your subject perfectly, which will help you to deliver your speech confidently and persuasively. Also you need to realize that the main purpose of a persuasive speech is to help listeners make a decision about certain topic and to convince them to agree with you. I understand that at your young age you may be unsure as to what topic will be the best for you to speak persuasively. That’s why I would like to suggest you the following persuasive speech topics for middle school students: What are the best places to go on vacation? What is the most intriguing discovery in the last 50/100 years? Is it dangerous to use cell phones while driving? Should the vaccinations be compulsory? Is it important to find a good career? The pros and cons of junk food. What role does sport play in our lives? Should religious subjects be included in the schools curricula? Should all farmers grow only organic food? Cook yourself and enjoy your meal. Despite these topics can work quite well for your persuasive speech, you can think about something that you are more enthusiastic about and feel very comfortable with. Go ahead, be confident and see the audience applauding!

Young people drive their political development Free Essays

The term gigantic suggests a causal direction. Can these two very different viewpoints be merged? By Habeas Question-I : Political colonization has typically been defined as â€Å"the process by which people come to acquire political attitudes and values. † Colonization agents are, among others, the parents, peers, school, and the surrounding society. We will write a custom essay sample on Young people drive their political development or any similar topic only for you Order Now The term suggests a causal direction. Young people are socialized by others. Researchers sometimes talk about an gigantic perspective: Young people drive their own political development. The term gigantic suggests a causal direction. Young people choose their own ways to gain information and develop attitudes about society. Can these two very different viewpoints be merged? The current research has Identified several socializing agents In adolescents’ political development. We know that parents, peers, the school, and the media are Important agents In shaping adolescents political and CIVIC values. Attitudes, and behaviors. However, researchers have studied this process through a unidirectional lens, that is, most often taking a top-down approach where transmission flows from parent to hill. From this perspective, adolescents have been considered as passive recipients in their political colonization. In 2002, McDermott and Chaffed wrote perhaps one of the most altering papers in the field of political colonization. In this article, the authors express the need for examining adolescents as active agents in their political colonization. The fundamental question is: should a top-down and bottom-up approach be merged when studying adolescents’ political colonization? My standpoint Is very simple: It is not Just possible It is necessary. In order to give an count of how Influential agents and adolescents’ agency can be merged, we first need to understand why the political colonization literature has examined youth’s political colonization from a unidirectional perspective over the past few decades. Societal shifts and political colonization research over the past few decades The political colonization literature began to emerge in the mid-offs. The societal structures, political climate, and norm of that generation generally exerted a top- down mentality in several scopes of life, whether it was in the family within the school among other social institutions. Generally, the family would normally abide by a patriarchal and hierarchical structure where parents, particularly fathers, were most influential in the familial dynamics. Teachers would often have an authoritarian role with little democracy in the classroom climate. It is no surprise that social models were thus reflected In the work of political colonization researchers at the time. Whether scholars developed theories of communication patterns at home (Chaffed, McLeod, Hickman, 1973) or role modeling behaviors (Fletcher, Elder, Memos, 2000) to explain Intergenerational transmission, a top-down approach was objectification of children was evident in these models at the time. However, despite the slow changes of the social structures in society, scholars and their theoretical models did not catch up with the generational shifts. It was not until the re-birth of the political colonization research in the sass’s that scholars began to re-consider, inspired by other disciplines, the idea that adolescents too, could be active agents in their political colonization. Modern society and new media Modern Western society has shifted towards a tangent quite different from the social structures in comparison to the sass’s. Adolescents in these societies have been found to have more influence in the family and perceive more democracy in the family (Stain, Person, Burk, Kerr, 2011). Politically, schools are also adopting more democratic climates in the classroom allowing children to feel more efficacious and involved in their education (Campbell, 2008). With the emergence and growth of the Internet and â€Å"new media†, adolescents today have easy access to information online, regardless of the influence of other agents (Mossberg, Delbert, McNealy, 2008). Adolescents might be more inclined to develop an interest and engagement in lattice and societal affairs. They may take the initiative to seek information that is so readily available to them through the Internet. Online behaviors might transfer to offline behaviors; adolescents might be seeking information independently and initiating conversations at home or with peers about different political and societal matters. Again, adolescents should be considered as active agents in their political and civic colonization. Researchers have thus recognized the need to re-examine the way they think about transmission, how they examine adolescents political colonization, and the models they use to explain this. More recently, scholars have been using a bi-directional approach, that is, also considering adolescents’ agency in theoretical models that can help us understand how adolescents develop their political and civic behaviors (McLeod, 2000; Sapphire Chaffed, 2002). It became clear that merging the idea of top-down and bottom-up influences was not a choice, rather a necessity in the development of theoretical models in the field of political colonization. Conclusion It is vital for current theories in the field of political colonization to consider adolescents as active agents in their political colonization. How to cite Young people drive their political development, Essays

Motivational Issues for Multiple Generations at the Workplace

Question: Discuss about the Motivational Issues for Multiple Generations at the Workplace. Answer: Millennials Millennials refer to members of the workplace who were born between 1977 and 1995. These employees have a specific set of characteristics that set them apart from the rest. Millennials are focused on achievement. They do not want stability sand routine jobs. Instead, they are attracted to jobs that are fun and which challenge them to achieve more. Millennials have grown up in a time of increasing diversity, economic expansion, and technology. They are therefore more tolerant of others, and more informed than any of the generations before them. While these individuals are able to learn their skills fast, they enter the job market being highly inexperienced. To make matters worse, they are impatient, both of themselves and the institutions they work for. Herzbergs theory contains two sets of factors that can be used to motivate employees at the workplace. Hygiene factors are seen as those which are the bare minimum, and which ensure that the employee is not dissatisfied with their jobs. These issues include salary, company policy on important matters affecting the employees welfare, fringe benefits, and job security, among others. Employees are motivated by factors that are not similar to hygiene factors. These factors include recognition, sense of achievement, responsibility, growth at the position they work at, as well as feeling that the position they work at is meaningful to them and to their organizations, and that the position will be rewarding later in their careers (Baldonado, 2013). In motivating millennials, it is important for organizations to understand how they can apply the Two Factor theory in effectively motivating their employees. Employees are not motivated by the same set of issues. However, millennial can be assumed to all feel that that mentorship and fringe benefits, such as study expenses reimbursements, are hygiene factors. They do not see these as being important to motivating them to work or stay at their roles. Instead, they feel that the meaningfulness of their roles is more important. For millennial to be motivated, they have to be shown that their positions will lead to growth and that they will be left to do their work. Millennials do not react well to too much supervision and having people demand respect, simply because of who they are (Montana, 2008; Baldonado, 2013). Despite the success of the Herzbergs theory in motivating employees, the theory also has serious tasks that managers must perform to align it with their aims. For instance, they must understand that while pay is important, it is not what makes employees work harder. Rather, they will see the pay as a just reward for their services to the organization. When employees are provided with state of the art offices, this may make them feel good, but it is also not sufficient motivation. Employees are instead likely to look at the bigger picture of where they fit in the organization, and whether their activities are really beneficial to the organization (Baldonado, 2013). Generation X Generation X shares some similarities to millennial, especially with respect to how they view authority, and their affinity to social groups and their friends. However, they also have differences that can help set the strategy for how best they can be motivated. The age group is known to dislike authority, hate the formality of institutions, and therefore oppose the insistence that rules must be followed to the letter. Since they are well conversant with technology, they expect to be given the right technological tools to exploit. They also want time alone, so that they can achieve their aspirations independently. More than anything else, they value their freedom. They are unlikely to be inspired by public recognition, as some of their older counterparts would be, meaning that rewarding them needs to follow these criteria (Montana, 2008). In motivating this age group, the Two Factor theory can again be applied, albeit with a different focus to the one discussed above for millennials. Generation X sees the same things as millennial in terms of hygiene factors, to a large extent. Giving them a nice place to work form, fully equipped with the latest technology will be the bare minimum. Affording them ample time off to pursue other interests, as long as they perform their jobs satisfactorily will also be seen as a factor that prevents dissatisfaction, rather than motivating the employee. This is because this generation is usually composed of young parents who are highly sensitive about spending time with their families. They will insist on a work and private life boundary so that they do not have to interrupt their family time to attend to work issues that are not necessarily emergencies. As the generation which values working smart over working hard, they are constantly looking for innovative ways of doing their jobs (Mo ntana, 2008; Kian Yusoff, 2012). Motivating the Generation X, therefore, depends on how well the manager is able to understand their motivational factors, as set out by Herzberg. This generation will still be keen on fun, but not to the level that millennials may want it. While they are not as keen on benefits of the job as their counterparts in older age groups, they nevertheless do not see them as being just hygiene factors. Rather, they see them as being a rather important motivational factor. They have bigger bills to pay than millennial, and will, therefore, appreciate the monetary reward more. The more the monetary reward, the more they are motivated to be better employees and give back more. They are not as reliant on the identity that the job gives them as older employees, and therefore managers should look at other avenues of motivating them more effectively. Generation X can best be motivated using time as the main prank. They should be shown that with their superior performance, ability to innovate and work smart, they will have enough time that can be spent on their families and friends. They also need to be motivated by being given roles that enable them to work freely, without supervision and interference from other people - they will appreciate independence. Monetary rewards and recognition can be used, but they are not the most important tools (Kian Yusoff, 2012; Baldonado, 2013). Baby Boomers Baby Boomers refer to the generation born between 1946 and 1964. Baby boomers grew up in a time of peace, but when there was a lot of social upheaval in the world. These issues shaped their outlook towards life. While they are fond of the traditional approach to life and work, they are also in many ways modern. For the baby boomers, their jobs are very important to them, they define who they are, and are seen as living to work. They are keen on recognition, and do not take criticism well. Since this generation believes in working hard, they are likely to see younger generations, who think working smart is better, as being lazy. They will be good team players, and are keen to avoid conflicts. In an attempt to ensure no conflict actually arises, baby boomers are political savvy being diplomatic and politically correct (Yu Miller, 2005; Samson, 2015). Technological advancements keep moving a notch higher in basically all schools of life but in the media and communication section, it seems to be making marginalized leaps. These baby boomers were the pioneers of touch-tone phones. Maslows hierarchy of needs theory can be applied to find ways of motivating the baby boomers. The generation has been in employment for a long time. They are no longer looking to fulfill physiological needs such as food and shelter. They are also likely to have covered other needs in the cycle, such as safety and security needs. Since most have been long married, and have children, they will have conquered the need for belonging and love. They are not at the workplace for this, but for higher needs in the hierarchy (Herley, 2001). When it comes to self esteem and the need for recognition, the baby boomers have yet to sufficiently fulfill this need. They are still working, when their younger generations are already making plans to retire early. Their keenness to continue on the job should, therefore, be harnessed to find the right motivational model for them. For instance, exceptional achievements should be well publicized, and the party being recognized be announced to the whole organization. They should be encouraged to train others so that they can see that they are valued, and that their effort is highly appreciated. Since their time management skills are poor, they should undergo help in this area, so that they can achieve balance in life. This will afford them the freedom that they need at this stage in their lives (Smith, 2015). The theory should, however, be clearly thought out before it is applied as a motivational theory. For instance, the specific needs of the individual are ignored in Maslows hierarchy. They must, therefore, be found out and analyzed, so that the theory can then work properly. At the same time, the theory by Maslow is quite old, having been first proposed in 1943. Over time, some realities may have changed, at least among the baby boomers, who grew up in a post was world riddled with fast paced change (Samson, 2015). Traditionalists or Silent Generation The silent generation refers to those still in the workplace and were born before the end of World War II. This generation is made up of World War II veterans, as well as those of the Korean War. The silent generations have their own set of different characteristics as well. While they may in some ways be similar to those held by baby boomers, they are quite distinct from generations X and Y. The silent generation values hard work, and will be defined by it. They do not think of work as fun, but as a serious, formal and rigid routine that should be followed. They are keen to be shown deference, due to their age and status as senior members of the organization. To them, money is important; it is their livelihood and the most important reason why they work. Their motivation strategy is therefore quite different from the others (Kaur, 2013). In motivating the silent generation, Maslows hierarchy can again be applied. The individuals at this level are likely to have cleared all other levels in the hierarchy, including physiological, safety and security, belonging, and self esteem. They are only left with self actualization. This means that the silent generation may be mostly rewarded by intrinsic motivation measures, such as informing them that their experience is well valued. They should also be recognized for their contributions to the workplace, though without much fanfare. Since they believe they are well versed in the ways of the job than most, they should be permitted to set their own rules, within the framework of specific objectives. This will show them that they are indeed valued, and enable them make a contribution which will matter (Shkuro, 2011). Unlike baby boomers, who are still not interested in flexible schedules, the silent generation is keen to find flexibility in their work schedule. They believe that with this, they can be able to devote more time to family, and finally enjoy the fruits of their labor. Therefore, efforts to motivate them should take note of this, and include time off as part of the motivation for them. Though Maslows hierarchy does not cover the individual motivational factors of each individual, it can be applied in this case with great results, with some adjustments to individual cases (Srinivasan, 2012). Conclusion The four generations can roughly be divided into those who were born before 1965, and those born after. For those born before, attention to authority is key. To them, work is formal, and fun should not be part of it. However, the silent generation, Generation X and Y all work better with intrinsic motivation. On the other hand, the motivation for baby boomers should be extrinsic ad much as possible. To this point of the essay, it can now be safely deduced that different groups of people all over the globe have contrasting motivational theories. As mentioned earlier, change is the only aspects of life that is inevitable. No matter how long or how miniature the impact of change might seem to be, it will still come to pass. References Abrams, J. (2015). How to value Globalization and increase its potential. New York: McGraw-Hill. Baldonado, A. (2013). Motivating Generation Y and Virtual Teams. Journal of Business and Management , 39-44. Carraher, E. (2012). Functional Globalization Organizations: United Nations. New York: Kluwer Academic Printers Clark, C., (2016). The dimensions of globalization corporate relations. A Study Guide,Cambridge, Belknap Press. Cooper, G. (2012), The ideologies of International businesses. 4th edn, AustralianTax Practice, Sydney, NSW Conley, T. (2013). Nativity and Health in mid-nineteenth century societies', Journal of Globalization History, vol. 58, no. 2, New York. Green haven. Derham, F (2015), Art for the child under seven: Multiculturalism, 7th edn, Australian Early Childhood Association, Watson, ACT. Engdahl, S. (2014). Benefits of Globalization. Farmington Hills, MI: Greenhaven. Escritt, S. (2015), The Art of globalization Merging: nouveau, Phaidon, London Godelnik, R. (2012). 5 Reasons why United Nations Globalization Strategy Doesnt Work. Triple Pundit: People, Planet, Profit Herley, W. (2001). Motivating the Generations: Economic and Educational Influences. Journal of Inquiry Action in Education , 3 (1), 1-14. Handy, C. (2012). What is a Business For? Cambridge. Harvard Business Review, 54. Hopkins, M., (2012). Globalization Social and Economic prospects of International Development: Is Business the Solution?. 1st ed. Mississippi: Earthscan. Holt, D. (2010). Management principles and practices of Globalization, Prentice-Hall,Sydney Johnston, R. (2013). The Power of Strategy Innovation a New Way of Linking Creativity and Strategic Planning to Discover Great Globalization Opportunities. New York: AMACOM Kaysly, D. (2013). Facts about Globalization Health Care Provision. (2010) University of MississippiKaur, A. (2013). Maslow's Need Hierachy Theory - Applications and Criticisms. Global Journal of Management and Business Studies , 3 (10), 1061-1064. Kian, T., Yusoff, W. (2012). Generation x and y and their work motivation.. International conference of Technology Managmeent, Business and Entrepreneurship , 396-408. Montana, P. (2008). Motivating And Managing Generation X And Y On The Job While Preparing For Z: A Market Oriented Approach. Journal of Business and Economics Research , 6 (8), 35-40. Samson, D. (2015). Management Asia Pacific. Melbourne: Cengage Learning. Shkuro, Y. (2011). Attraction and Motivation of Millennial Generation Volunteers by Nonprofit Organizations. Theses,Dissertations, and Other Capstone Projects , 48. Smith, J. (2015). Motivating the Generations: Implications for the Higher Education Workplace. Theses and Dissertations , 1-59. Srinivasan, V. (2012). Multi generations in the workforce: building collaboration. IIMB Business Review , 24 (1), 48-66. Yu, H., Miller, P. (2005). Leadership style - The X Generation and Baby Boomers compared in different culturalcontexts. Leadership and Organization Development Journal , 261, 35-50.

Armed with Oxyglobin for the veterinary market and Hemopure Essay Example

Armed with Oxyglobin for the veterinary market and Hemopure Essay Example Armed with Oxyglobin for the veterinary market and Hemopure Paper Armed with Oxyglobin for the veterinary market and Hemopure Paper In a market that is yet to experience the ingenuity and brilliance of a safe yet potent blood substitute, Biopure Corporation is at the verge of carving a niche segment for itself. Armed with Oxyglobin for the veterinary market and Hemopure for the human market, the company is all set to make a difference. No doubt, the need for a human blood substitute continues to rise, given the number of elective and emergency surgeries that are taking place, the shelf-life of donated blood, and the fear of transmitted diseases such as AIDS. On the other hand, the demand for blood in the veterinary market is not as acute as that of the human market. Nevertheless, the need does exist. The absence of blood substitutes in the field has resulted in veterinarians viewing blood transfusions as the absolute last resort. It is this situation that Biopure’s product will soon address. When will it begin to do so is the question at hand, to which an answer is yet to be found. Welcoming markets? Set against this background, one needs to take a closer look into the situation that Biopure is facing at the moment. Having to swing between the veterinary and human market, the company has got to study both closely. In the case of the human market, blood donation is currently enabling operations and other procedures that require blood. Clearly, this is not adequate for the number of trauma cases that occur in the United States alone in a single year ? 500,000. Add to this the fact that shelved RBCs are only 50% efficient in transporting oxygen. Evidently then, when a product addresses all the above issues and is a cut above its competitors, being the bovine sourced blood substitute that it is, Hemopure’s potential in the human market is enviable and comes nowhere close to that of its competitors. While Hemopure enjoys this position in the human blood market, the veterinary market seems as promising, if not more. In a survey that was conducted merely among 15,000 veterinary practices alone, primary care itself showed gross revenues of $570,000 and emergency care showed revenues of $770,000. This is a clear indication of the opportunity that abounds in this field. The potential size of this market is seen in a second survey conducted on a group of 285 veterinarians and 200 dog owners. Even at a rate of $200, 60 per cent of the veterinarians were willing to opt for Oxyglobin. More interestingly, and an important factor to consider while setting the price for Oxyglobin, is 65% of dog owners were willing to pay $400 for blood transfusions in critical operations. The size of the veterinary market clearly wasn’t going to be a problem for Biopure Corporation. It was large, it was accepting and definitely, it was waiting for the product to release. Painting the present picture†¦ However, Biopure’s success in the human market is largely dependant on a few factors that have been pointed out and wisely at that, by certain employees. To begin with, the problem of what goes before what arises in the case of Hemopure and Oxyglobin. While some at Biopure Corporation are of the opinion that Oxyglobin should hit the market first, some others believe that it would be wiser for Hemopure to be the first to arrive. If Oxyglobin were to be Hemopure’s predecessor, it would cause a series of challenges, the first of which would begin with pricing. While Oxyglobin is priced at a mere $150 per unit, Hemopure is priced at a slightly ambitious $600 to $800 per unit. It could be perceived as a similar product and the high price would be severely debated, causing an unnecessary stir.

Parle Essays

Parle Essays Parle Essay Parle Essay the company has definitely come a very long way since its inception. Many of the Parle products biscuits or confectioneries, are market leaders in their category and have won acclaim at the Monde Selection, since 1971. With a 40% share of the total biscuit market and a 15% share of the total confectionary market in India , Parle has grown to become a multi-million dollar company. While to consumers its a beacon of faith and trust, competitors look upon Parle as an example of marketing brilliance. Parle-G Every nation dreams of a better tomorrow. And every nation’s tomorrow lies in the hands of its children; children who make the nation proud in every aspect; the young geniuses who shape the future of the nation. So it’s important to nourish these young minds, for after all it’s a question of the nation’s future. Filled with the goodness of milk and wheat, Parle G is a source of strength for both body and mind. Treat yourself to a packet of Parle-G to experience what has nurtured and strengthened the minds of millions of genius Indians for over 65 years. It’s more than just a biscuit. A meal substitute for some, a tasty and healthy snack for many others. Consumed by some for the value it offers, and many others for it’s taste. Little wonder that it’s the Largest selling Biscuit Brand in the world. Ingredients : Wheat Flour, Sugar, Partially Hydrogenated Edible Vegetable Oils, Invert Syrup*, Leavening Agents [ 503 ( ii ), 500 ( ii ) ], Salt, Milk Solids, Emulsifiers [ 322 or 471 481 ( i ) ] and Dough Conditioners [ 223 ]. Contains Added Flavours (Artificial). * (d Glucose, Levulose) Pack Sizes available: 16. 5G, 38. 5G, 60. 5G, 82. 5G, 99G, 209G, 313. 5G, 418G, 825G Parle G largest selling biscuit brand in world If you thought that a typical family run Indian company cannot top the worldwide charts, think again. The homegrown biscuit brand, Parle G, has proved the belief wrong by becoming the largest selling biscuit brand in the world. Ajay Chauhan, executive director of Parle Products, told Business Standard: The more than 50-year-old brand, Parle G, has been rated as the largest selling glucose biscuit brand in the whole world in terms of volumes. This came as a surprise to us when we were made to understand that we have topped the worldwide charts of the global biscuits industry. This was recently revealed by the US based Bakery Manufacturers Association. The other global biscuit brands include Oreo from Nabisco and McVities from UK-based United Biscuits among others. According to ORG-MARG reports, Parle G commands a good 65 per cent market share in the domestic biscuit market. The glucose biscuits category in India is estimated at Rs 15 billion. The Parle G brand faces competition from Britannias Tiger brand of biscuits. The companys flagship brand, Parle G, contributes more than 50 per cent to the companys total turnover. The other biscuits in the Parle Products basket includes Monaco, Krack Jack, Marie, Hide n Seek, Cheeslings, Jeffs, Sixer and Fun Centre. Said Chauhan: The core brands of the company in the biscuit category will include only Parle G, Monaco and Krack Jack. The other brands will not be aggressively supported by us in the market. This is because these three brands contribute substantially to our topline, Chauhan added. The confectionery business, which is the other division of Parle Products, currently contributes only 15 per cent to the companys total turnover. Interestingly, the company started operations with the confectionery business in 1929. Chauhan elucidated: The confectionery business has now taken a backseat and has become a smaller part of our business because in India biscuits have a larger market. The company commands a 40 per cent marketshare in the Rs 35 billion biscuit market in India. In the confectionery segment, the company enjoys a mere 15 per cent marketshare. The companys confectionery portfolio comprises brands like Melody 2 in 1, MangoBite, Poppins, Rol-a-cola, Kismi, Rosemint, Peppermint, Orange candy, Fruit Drops, Pick n Pack and Tangy. Chauhan has picked up three core brands from this category as well, they being Melody 2 in 1, Poppins and MangoBite. Its a brand that has held its price line at Rs 4 for 25 years now the price was last raised in 1994 by 25 paise. So, its not for nothing that Parle-G is the worlds largest-selling biscuit by volumes. Not that the company didnt try to raise prices to offset the overall hike in costs. Three years ago it did so, but quickly rolled it back after volumes fell sharply and consumers wrote to lodge their protest. We want to cater to the masses and have consciously tried not to increase the price. Parle-G is available for Rs 50 a kg. There are very few food items that are available for Rs 50-60 a kg, says Pravin Kulkarni, general manager (marketing), Parle Products. Parle is, of course, not doing it for charity. Soaring input prices meant it opted for reducing the weight of the biscuit than increasing the price first from 100 gm to 92. gm in January 2008, and then to 88 gm in January this year in line with other biscuit-makers and FMCG players. Regular customers would have noticed the number of biscuits in a pack come down from 16 to 15 even as each biscuit became lighter, but they seemed to understand the cost pressures on the firm. The gamble paid off: Parle was able to sustain its volumes. Strict cost control at every point in its supply chain also helped Parle ent ered into forward contracts with suppliers, outsourced production, increased the number of manufacturing locations to 60 and consolidated buying. Raw material costs account for 60 per cent of the total costs in this segment and packaging costs (plastic films) account for 20-25 per cent of this. Nirmalaya Kumar, professor of marketing at London [ Images ] Business School, feels its a very smart strategy. At this price point, price becomes more important than the weight of the biscuit. Its very interesting and similar to the dollar stores in the US, he says. But price is not its only USP. What makes the Parle G brand tick is also that it has been positioned on the health platform (a single pack of biscuit offers 450 calories). Its earlier punchline was Parle-G: swadh bhare, shakti bhare (full of taste and energy). Currently, the brand uses two punchlines. Parle-G: G for Genius and Hindustan ki Taakat (the countrys strength). The brand, says Kulkarni, meets different needs of customers: calories (energy), nutrition and value-for-money enough reasons why Parle-G enjoys close to 70 per cent market share in the glucose biscuit category and probably has the deepest reach. It reaches 2. 5 million outlets, including villages with a population of 500 people, on a par with Unilevers Lifebuoy, ITCs cigarettes or mobile pre-paid cards. Its also one of the few FMCG brands in the country, whose customers straddle across income segments. The brand is estimated to be worth over Rs 2,000 crore (Rs 20 billion), and contributes more than 50 per cent of the companys turnover (Parle Products is an unlisted company and its executives are not comfortable disclosing exact numbers). Last fiscal, Parle had sales of Rs 3,500 crore (Rs 35 billion). Competition has, of course, been trying to wean away customers from Parle. Britannia [ Get Quote ] relaunched its Glucose-D biscuit as Tiger in 1995 and boasts of 17-18 per cent share, while ITCs Sunfeast glucose has captured 8-9 per cent, according to industry sources. Even Levers had forayed into this segment in 2003 and launched a glucose biscuit branded as Modern, after it acquired the bakery business of Modern. There are strong regional brands, including Priya Gold (west), Cremica (north) and Anmol (east). But they still have their work cut out. Nirmalaya Kumar feels the Parle-G story is so fascinating that it deserves to be a case study. What would be interesting to see is whether it will be able to retain its leadership in the coming years as income grows in the hinterlands and consumers upgrade and develop new tastes. The popular Parle-G, glucose biscuits from Parle Products, have witnessed a price hike after a gap of nine years. The company’s marketing manager Pravin Kulkarni said that over these years Parle-G’s price has not increased even as inflation has resulted in a increase in the cost of other products. The price hike, which was decided just before the Budget and was implemented about 10 days ago, has taken up the price of a 100 gm Parle-G pack from Rs four to Rs 4. 0, while that of the 50 gm pack from Rs two to Rs 2. 50. An analyst with a leading brokerage firm in Mumbai said that the move, not exactly related to the Budget, is good for the company and is expected to go down well with the consumers. Arch rival, Britannia Industries, is likely to adopt a wait-and-watch policy for some time, be fore increasing the prices of its glucose biscuit brand, Tiger. Mr Kulkarni said that till now there has been no impact on sales, even as it is too early to observe any further effect. He added that the consumers also understand the need for a price hike after so many years. The company does not have plans at the moment for price increases in any other brands. The organised biscuit market in India is estimated to be over Rs 3000 crore. Britannia, the market leader, is said to have about 45 per cent market share, with Parle close behind at about 30-35 per cent. Another major brand is Priya Gold from Surya Foods, while the smaller brands include Sunfeast from ITC and Champion. The unorganised market comprising very small regional brands and unbranded biscuits and naankhataai, is showing a declining trend over the years, according to analysts.

Golden Rule In Philosphy Essay Example | Topics and Well Written Essays - 2500 words

Golden Rule In Philosphy - Essay Example The researcher states that throughout history and in every culture, some concept of religion has emerged to greater or lesser extent. The Golden Rule is a concept that seems very simple on the surface but that actually delves deeply into just what it means to be human. While its simple instruction to treat others as we would like to be treated seems straightforward enough, there are infinite nuances as we attempt to discover just how we would like to be treated and how that might translate to someone who has different likes, dislikes, values or traditions. Thus, we are asked to understand an individual’s differences from ourselves even as we are instructed to treat them as if they were ourselves. This simple yet complex concept has been taught to people throughout the millennia of human existence through almost all of the world’s major religions in each time period and culture to greater or lesser extent. Its prevalence throughout history defies any attempt to attribute this to mere coincidence and begins to suggest some form of divine universal code. Regardless of whether one believes in God, a concept of God under another name or is limited to placing one’s faith in science alone, the Golden Rule has a tendency to create belief in a universal order that cannot be denied. Even should one be only capable of accepting the practical element of the Golden Rule, understanding that treating others with the respect and dignity one expects to be given is necessary to accomplish social and personal goals.

Representation Term Paper Example | Topics and Well Written Essays - 1500 words

Representation - Term Paper Example One organization that has come out to create diabetes awareness through commercials is Ispot TV. This is a company located in New York and its main mission is offering real time commercial television advertisements on a number of fields such as business, sports and health (â€Å"Ispot TV’). The study seeks to relay how Ispot TV creates diabetes awareness through commercials in addition offering medication guidelines and how to curb the menace. The main objective of Ispot TV is advertising of television commercials in real time to the public. Recently, the company has focused most of its attention on diabetes campaign because according to research, the disease is causing many deaths annually hence it is important for companies like Ispot TV and other organizations to step in and boost diabetes awareness campaign. This has been made possible due to the company’s vast experience in technology. Through technology, the company has eased the way in which information is relayed to people, for instance, through television sets and websites (â€Å"Ispot TV†). According to a recent diabetes commercial by Ispot TV, diabetes cannot be detected by physically staring at someone because it is internal (â€Å"Ispot TV†). The commercial, which is both in audio and visual form features Bret Michaels among other people, goes ahead to reveal that diabetes affects everybody irrespective of one’s age, gender or race . In the commercial, a number of diabetes victims talk about diabetes and how they are battling the disease on a daily basis. The victims, including Bret Michaels go on to state that nations ought to join the American diabetes association in the move to eradicate diabetes. American Diabetes Association is an organization in Alexandria whose main goal is not only eradicating diabetes but also ensuring that diabetes victims receive proper