Marketing Management Assignment Example | Topics and Well Written Essays - 250 words - 2

Marketing Management - Assignment Example Coca cola should consider and integrate diverse aspects of demographic environment including changing mixes of age, ethnicity, and variations in educational levels (Martin and John 860). Coca Cola’s marketing in 2014 requires economic analysis exploring international recession and inflation rates. The contemporary purchasing power of Coca cola consumers depends on the current earnings, costs, savings, debt, and consumer spending patterns. Coca cola marketers must take keen note of the shortages in raw materials, increased energy costs and pollution levels (Martin and John 863). Pollution levels of the non-biodegradable coca cola bottles and lids may lead to production and sales limiting by the various states and governments hence the marketers must keenly take note about it. The advancement in technology in 2014 directly affects the sales and marketing of Coca-cola. The internet and other forms of broadcasting media agencies make advertisements easier thereby increasing sales. Marketers of Coca-cola must comply and work within the stipulated laws and regulations regarding business within every country of operation. The various global governments have laws protecting coca cola and other companies from unfair competitions in the market. Individuals in various societies have varying views regarding the Coca-cola drink. The marketers must incorporate the community and individual views regarding the drink in order to be successful in the

Evolution Of Human Resource Management Functions

Evolution Of Human Resource Management Functions During the early stages of the industrial revolution, employees who worked in factories had to undergo extremely harsh conditions where they were underpaid and had to work for long hours under very poor conditions of hygiene. These conditions outraged the employees who worked in such factories and they initiated labor riots. As a result of these riots the government intervened to provide basic protection for labors or employees of such factories. This was done through the introduction of statutory regulations and all factory owners were required to comply with these statutory regulations. As a result the factory owners were forced to set up a department to look into employee wages, employee welfare and to address other issues concerning labor. This led to the development of Personnel Management. The evolution of Human Resource Management could be said to have started with the industrial revolution when factories had established personnel departments to look in to wages and welfare of employees. It could be said that the Personnel Management approach gave way to the Human Resource Approach. Personnel Administration: Personnel Administration concerns day to day activities and existing problems of employees. Personnel Administration could be identified as a reactive tool. Scientific Management: Scientific Management suggests there is a specific or a best way of doing things. In Scientific Management human beings were considered as machines, their feelings and attitudes were disregarded. The main aim of Scientific Management was only to maximize the productivity of the organization. Human Relations Movement: Human Relations Movement always anticipated the future unexpected occurrences before considering the current issues and believed in synergy. Government Regulations: Government Regulations were put into place so that all employees would at least get basic protection from basic forms of unfair treatment. There are mainly four acts which were put into place for this purpose. Equal Pay Act (1970) This act prohibits and less favorable treatment between men and women in terms of pay and conditions of employment. Here, the term pay is interpreted in a broad term and covers areas such as holidays, pension rights and company bonuses. Sex Discrimination Act or Gender Discrimination Act (1975) This act exists to protect men and women from discrimination on the grounds of sex. The Sex Discrimination act is mainly in relation to employment, training, education, harassment, provision of goods and services and in the disposal of premises. Race Relations Act (1976) This act exists to prevent discrimination on the grounds of race. The act also covers discrimination on the grounds of color, nationality, ethnicity, provision of goods and services, education and public functions. This act also established the Commission for Racial Equality. Disability Discrimination Act (1995) This act makes it unlawful to discriminate against people in respect of their disabilities in relation to employment, the provision of goods and services, education and transport. Human Resource Movement: With the Human Resource Movement greater attention was given towards social responsibility and social well being. There was more emphasis give to the relationship between employers and employees. Employee ideas and initiatives were encouraged. Strategic Human Resource Management: In Strategic Human Resource the importance of human resource considerations in long range strategic planning has been recognized. Under Strategic Human Resource Management not only one section or department of the organization would be considered but instead the organization as a whole would be considered. The Personal Management Approach (Early 20th Century) The usage of Personnel Management Approach was prominent throughout the early 20th century even though it remained administrative in nature. The Personnel Management Approach mainly concerned itself with, Keeping employee records Ensuring compliance with stated policies Implementation of functions such as recruitment, training and wage administration Taking welfare oriented measures such as providing medical care and vaccinations Attempting to increase productivity through wage increases and training, and enforcement of standards Dealing with trade unions and trying to solve industrial disputes through collective bargaining and other industrial relations approaches Conducting performance appraisals The Personnel Management Approach tried to convince workers of the business interests, and convince management of workers interest and also increase awareness of business about social responsibility. Personnel Management was mostly not involved in the companys strategy and operations aspect. The Traditional Human Resource Approach (Late 20th Century) The Traditional Human Resource Approach evolved during the late 20th century with the development and introduction of new theories such as Maslows hierarchy of needs theory. In the Human Resource Approach the employees of an organization were considered as valuable resources. Unlike the Personnel Management Approach the Traditional Human Resource Approach was not merely a staff function but it was more and more involved with business operations. The following could be identified as the main differences between the Personnel Management Approach and the Traditional Human Resource Approach. Motivation was given to employees through various forms such as free holidays, creating an active and social community within the workforce besides monetary incentives. Training and Development was not only focused on providing work related skills but also focused on changing attitudes and development of basic skills Wage and Salary Administration became more complex with the introduction of performance related payment schemes The Strategic Human Resource Approach (21st Century) The Strategic Human Resource Approach aligns individual goals and objectives with corporate goals and objectives, and rather than enforce rules or dictate terms, acts as a facilitator and promotes a participative approach. The following could be identified as the main differences between the Traditional Human Resource Approach and the Strategic Human Resource Approach. Increased reliance on performance based short term contracts instead of long term employment Direct linkage of compensation to the profitability of the enterprise and the employees contribution towards such profitability New dimensions for training and development function by encouraging and facilitating innovation and creativity How Personnel Management and Human Resource Management Differ Personnel Management can be viewed as a tool and it concerns organizational rules and regulations and also ongoing issues. Whereas, Human Resource Management first looks in to the long lasting future and analyzes Human Resource needs. Further, Human Resource Management uses an integrated approach to achieve those needs with the congruence of corporate objectives. Role, Tasks and Activities of a Human Resource Practitioner A Human Resource Practitioner has the opportunity to help shape the success of any organization. There are many roles, tasks and activities that a Human Resource Practitioner should do such as, Maintain and implement an effective HR data system and also manage the filing system and records for the department. Document and update job profiles for all employees. Maintain and review approved manpower plan with the relevant stakeholders on a continuous basis as per the identified needs and requirements. Develop and implement a Project Employment equity plan as champion / driver of the function. Ensure timed contracting and processing of employment and compensation matters. Ensure all terminations are processed timorously in that structured exit interviews are conducted for employees, leaving and relevant documentation completed. Distribute records to and liaise with all relevant departments within the Company. Assist in developing and implementing new and reviewing existing policies and procedures. Conduct roll-out sessions with staff. Handle all HR / personnel related queries and correspondence timorously and escalate if needed. Ensure orientation and induction for all new employees on HR related issues are conducted. Implement, support, advise, coordinate, monitor and report on Performance Management System. Reporting compile and distribute reports on HR activities. Maintain leave records and execute leave audits when required. Employee relations. Employee wellness. Role of a Line Manager Line managers are managers who are responsible for an employee or work group. Many organizations line managers now carry out activities, which were traditionally within the remit of HR such as providing coaching and guidance, undertaking performance appraisals and dealing with discipline and grievances. In many cases, they also carry out recruitment and selection in conjunction with HR. First, it is important for line managers to keep a positive relationship with their employees, so that the employees will have higher level of job satisfaction, commitment and loyalty, which are associated with higher levels of performance or discretionary behavior. A line manager can also attend to the above-mentioned if he or she does performance appraisal. In addition, Line managers also play a strong part in structuring peoples actual experience of doing a job. Never the less, it is important that line managers see through the weaknesses of the work force and guide, train or coach them with proper directions where the employees can perform their work in a higher manner. In the role of a line manager, they always involve the employees in communication, especially when it comes to taking decisions or solving a problem in the line this also known as employee engagement. When working as a line manager and playing its role, the employees should feel easy and comfortable to discuss matters with their line managers. Therefore, the line managers should be opened to his or hers loyal work force. Last but not the least it is very important for a line manager to recognize the contribution of an employee to his work place. Line Management Responsibilities To have a good working relationship with the people who works under the line managers they will have to have some responsibilities that would make it effective. There are some factors that should be taken in to consideration such as, The Line Manager should make an effort to build a relationship with the workers under him that would be productive to the company. When the manager builds a good relationship with the workers, the workers will be happy to work and they can have discussions and gain more ideas through the workers knowledge as well. The team work with the workers will be very effective and this will increase the productivity of the company. The Line Manager should very careful when he conducts the performance of the employees since it might affect the employee positively or negatively. The Line Manager must provide more opportunities to the employees to have more discussions, more work, and responsibilities of the activities they do in order to get them more confident on a regular basis. This will help the employees know what the targets are and they will be kept remembered. This will help them stay focused and work in order to achieve the target. The focus on the performance and the work that the employee and manager do must be a two way process and both of them should be able to discuses and express their opinion about the performance and what are the factors that affect the final outcome. The Line Manager should set an example in a way that he would be the first one to reference by any employee when a problem arises or when a decision must be made. This also means gaining the respect that is needed by a manager must be earned by the Line manager. The Line Manager should provide regular updates on information and knowledge to the employees in order to keep them sharp. Some information and knowledge can be only accessed by the manager and it is up to the manager to ensure he updates on employees on their employees significant areas. The manager must make sure he has regular meeting and discussions in order to inform the employees on the development, problems and also remind them the goals and objectives of the company. So the employees know what is happening around the company and how they must act to overcome the issues. The Line Manager must identify the employees strength and weakness personally and must be able to make use of it for the benefit of the company. If an employee has a particular strength the manager must use it to the advantage of the company and if the employee has a weakness then the manager must help the employee to overcome this weakness. The Line Manager should appreciate the employees on their good work and as well as advice them on the inappropriate work. The manager must be able to send the message straight and make himself clear for the employees. The Line Manager should provide advice and support when it is needed by the employees. The Line Manager should support the fact that some employees need training and he must help them gain it. To carry out all these responsibilities efficiently the Line Manager needs to know all the employees job description and work specification. So when the Line Manager has a clear view on that the clarity will exist when making decision and as well as the Line Manager will know the limits of each employees. So being a Line Manager the managers responsibilities are mainly having a good relationship with the employees and understanding their needs and wants and leading them to do the activities that the manager requires them to do. Making the employees work in a way that they are satisfied with their work and letting them know that the company does care about them in order for them to work with their heart. Any manager must know how to get to any employee since not all the employees are the same and not everyone will be satisfied with the way the manager treats the employees. Hence, understanding the employees demands and understanding a way to gain their respect is very vital. Human resource planning Human resource planning is the term used to describe how companies ensure that their staff is the right staff to do the jobs. It is a systematic process of matching the interest, skills, and talents of individual community members with the long term goals and economic opportunities in the community. This process anticipates and maps out the consequences of business strategy on an organizations human resources. It is reflected in planning of skill and competence needs as well as total headcounts. For resourcing strategies to be implemented they must be translated into practical action. The strategic process can be organized logically. For these decisions to be taken, information must be obtained, consequences gauged, political soundings taken and preferences assessed. A clear Human resource plan includes benefits such as: Highlighting opportunities for strategic partnership that allow communities and other partners to share the benefits, risks and training costs. It provides for small successes that are encouraging and motivating for the community members and others that the program is on track. Making it easy to evaluate progress (especially client feedback) and to present funders, partners, and community members with effective information about the progress. The Human Resource Planning Process In order to compartmentalize the Human Resource Planning process, it will be broken down under five main general headings, under which each company will be analyzed against, so that the contrast in how they differ in planning processes can be identified Environmental Analysis The first step in the human resource planning process is to understand the context of human resource management. Human resource managers should understand both internal and external environments. Data on external environments includes the following: the general status of the economy, industry, technology and competition; labor market regulations and trends; unemployment rate; skills available; and the age and sex distribution of the labor force. Internal data required include short- and long-term organizational plans and strategies and the current status of the organizations human resources. In Standard Chartered, Human Resource Managers have surveyed the environmental arena and have undertaken activities that enhance their business performance now and for the long-term. They have also look for ways to ensure the economic development of the countries Standard Chartered Bank operates in, how to have a positive impact on the environment and society, as well as contributing to good governance. Human Resources have helped maintain an integrated view of how Standard Chartered does business that takes into account economic factors, the environment, community, and good governance. They have identified seven sustainability priorities by consulting key stakeholders such as government, academics, socially responsible investors, non-governmental organizations (NGOs) and peers. They now deliver on this agenda by using the core skills and talents of their employees; providing quality financial services; and leveraging Standard Chartered Banks geographical footprint and international status to be a force for good. Standard Chartered Banks Human Resource Managers have thus analyzed its environment and have enhanced their labor and employment practices through collective bargaining agreements with the Local Unions and focused interaction with all labor regulatory authorities and agencies thus demonstrating the promotion of the principles of human and labor rights. The Bank also has a Diversity Inclusion (DI) Council. Designing the Management System A proper concise system is a vital necessity and needs to be in place, in order to handle the Human Resource process. The overall aim of this system is to manage human resources in line with organizational goals. The system is in charge of human resource plans, policies, procedures and best practices. For example, the system should track emerging human resource management trends, such as outsourcing certain non-core functions, adopting flexible work practices and the increased use of information technology, and, if appropriate, implement them. Standard Chartered Bank has signed a seven-year outsourcing contract, worth US$200 million, with Atos Origin for the management of its data services infrastructure in the Asia Pacific region. The agreement covers the banks data services in Hong Kong, Singapore and Malaysia. Atos Origin says it will aim to deliver improved performance levels and costs to the bank through the deployment of new technology and the standardization of processes. Commercial banks Human Resource system took a different approach and identified a more lucrative benefit can be made by outsourcing their existing pension scheme. Thus it resulted in the bank hiring Hewitt Outsourcing Services (India) Ltd, to convert its existing pension scheme, from a defined benefit plan to a defined contribution plan. As a result the group post-tax profits rose 39.46 percent to 2.37 billion rupees during the nine month period, compared with the same period last year. Analyzing Supply Organizations can hire personnel from internal and external sources. The skill inventories method is one of the techniques used to keep track of internal supply. Skill inventories are manual or computerized systems that keep records of employee experience, education and special skills. A forecast of the supply of employees projected to join the organization from outside sources, given current recruitment activities, is also necessary. For example, Standard Chartered, during the recession, Human Resource analyzing the surplus in employees, and having to cost cut to coincide with the new survival strategies of the company started to take attrition approach. Attrition is the process whereby the existing employees leave their jobs for various reasons or gets downsized. Those jobs will be kept vacant or unfilled. Attrition or hiring freezes or ban on employment can be implemented organization-wide or department-wise or job-wise if the Human Resource Manager forecasts a surplus manpower in the organization. But if the attrition rate is continuous and high then it is high time the concerned authorities in the organization have introspection and take remedial actions. High Attrition is a sign of bad reputation for the organization as a working place. Under the analyzing supply in terms of Human Resource planning process Commercial Bank operates on a different avenue. If future surplus is estimated, Commercial Bank has to plan for redeployment, redundancy etc. If surplus is estimated in some jobs/department, employees can be redeployed in other jobs/departments where the deficit of employees is estimated. Commercial Bank also makes plans for training or reorientation before redeployment of employees. Redeployment takes place in the form of transfers. If the deficit is not estimated in any job/department and surplus is estimated for the entire organization, Commercial Bank then, starts consultation with the trade unions and plans for redundancy or retrenchment. Reconciliation and Planning The final step in human resource planning is developing action plans based on the gathered data, analysis and available alternatives. The key issue is that the plans should be acceptable to both top management and employees. Plans should be prioritized and their key players and barriers to success identified. Some of these plans include employee utilization plan, appraisal plan, training and management development plan and human resource supply plan. A good example of this would be to go back to the times where recession hit, and Standard chartered had done extensive research on employee utilization plan, and more importantly the downsizing to keep them afloat. The HR identified key managers and put into action a redundancy plan which was as followed: Standard Chartered redundancy plan This plan covered type and number of employees, time of and place of retrenchment, type of help to be extended to retrenched employees in the form of compensation, help in getting new job, priority in filling future vacancies. Redeployment, Redundancy/Retrenchment Programs: 1. Outplacement: Outplacement programs also intended to provide career guidance for displaced employees. This programs covers retraining the prospective displaced employees who can be redeployed elsewhere in the organization, helping in resume writing, interview techniques, job searching. 2. Layoffs: Layoffs can be temporary or permanent. Temporary layoffs are due to the slackness in business, machinery breakage, power failure etc. Workers are called back as soon as work resumes to the normal position. Permanent layoff is due to liquidation of the company. Proper human resource planning leaving the workforce at proper level can help to reduce this effect. 3. Leave of Absence without Pay: This technique helps SC to cut the labor cost and the employee to pursue his self interests. This technique also helps the company to plan for eliminating the unnecessary job in a phased manner. This concept serves or a productive method to help employees prepare for future changes. Work Sharing: Some areas of SC offer employees the opportunity to share jobs or two employees working one-half time each. This technique solves the problem of retrenchment in the short run. This is in vogue in advanced countries but not acceptable to workers unions especially within the Asian region. Reduced Working Hours: Under this technique, each worker, works less hours, and receives less pay, so that two jobs are saved. Again this is not prevalent in the Asian region and other developing countries. Voluntary/ Early Retirement: Another issue is early retirement. SC has taken a page from the Government of India who introduced Voluntary Retirement Scheme under the caption Golden Handshake in order to solve the problem of overstaffing in Public sector. This technique solves the problem of excessive supply of future inventory over the demand for the human resources. In short it is popularly called as VRS. Evaluation of the Recruitment Selection Procedure of Both Standard Chartered Bank and Commercial Bank. Recruitment: The aim of the recruitment is to ensure that the Organizations demand for employees is met by attracting potential employees (recruits) in a cost effective and timely manner. Selection: Employee Selection is the process of putting right men on right job. It is a procedure of matching organizational requirements with the skills and qualifications of people. Effective selection can be done only when there is effective matching. By selecting best candidate for the required job, the organization will get quality performance of employees. Standard Chartered Bank Recruitment process of Standard Chartered Bank The banks Management Development Scheme takes place in Colombo, where they recruit management trainees. Never the less, Standard Chartered Bank has provided the opportunity for those candidates who are interested in this scheme to apply to their local cities. Per year around 40 management associates are been recruited. The aim of the management is to recruit graduates and post graduates with different backgrounds and experiences yet, the best and the brightest talent in market. Whom do they recruit? Young and talented graduates or postgraduates, who are willing to start their career in the financial service industry Career-oriented person Consistent academic performer throughout his/her education Innovative, ambitious, energetic and business oriented person Recruitment criteria Standard Chartered Bank recruits the most talented individuals from the external market to supplement their internal pipeline of talent. Their Human Resources department provides guidance on the use of psychometric tests and has robust recruitment criteria to ensure that all candidates are treated fairly, equally and with respect. It has a global Graduate Recruitment Program; where in the region of 150 graduates are recruited each year on a management trainee program across all businesses, functions and countries. Analysis for Standard Chartered Banks recruitment Human Resource Recruitment is defined as any practice or activity carried on by the organization with the primary purpose of identifying and attracting potential employees. The goal of an organizational recruitment program is to ensure that the organization has a number of reasonably qualified applicants (who would find the job acceptable) to choose from when a vacancy occurs. Selection Process of Standard Chartered Bank Employee selections at Standard Chartered Bank are based on knowledge, skills and talent. The bank is committed to provide the equal opportunities to all employees regardless of gender, race, age, disability, nationality, ethnic origin or material status. Never the less, Standard Chartered Bank also identifies what unique strengths each individual brings, to the roles they carry out and the development of these strengths. Standard Chartered Bank mostly uses face-to-face interviews as their selection method. Therefore, when suitable applicants are been chosen through the recruitment process the bank set appointments for interviews with them. Afterwards, upon arrival, have each interviewee fill out a job application form and give them a copy of the positions written job description. After interviews are completed, human resource manager of Standard Chartered Bank selects two or three candidates that fits for the vacant job and have them come in for a follow-up interview. This is where the management discuses about salary, benefits etc. Thereafter, the final employee selection takes place based upon these second-level interviews and makes an offer to the Human Resource Managers first choice. Analysis for Standard Charted Banks selection Any organization that intends to compete through people must take the utmost care with how it chooses organizational members. Personnel selection is the process by which companies decide who will or will not be allowed into their organization. Several generic standards should be met in any selection process, which are reliability, validity, utility, and legality. Standard Chartered selects employees based on knowledge, skills and talent. They are committed to providing equality of opportunity to all employees, regardless of gender, race, nationality, age, disability, ethnic origin, or marital status. Commercial Bank Recruitment Process of Commercial Bank The human resources staff at Commercial Bank first makes sure recruitment plans are set based on business goals and analyzing of history. Then looks at the job a requirement and list the skills, knowledge, experience and ability needed. Mainly the recruitment activities of the bank are carried out at least four times per year. Shown below are some figures, which have been taken from a past year. Five employees retired under normal retirements. Fifteen resigned under voluntary retirement. Four resigned Four dismissed. Three expired during the period under view. Commercial Bank has also come up with new recruitment opportunities due to the expansion of the bank. Therefore, to fill these vacancies Commercial Bank follows the internal and external recruitment methods. Whereas, it should be noted that when there is a vacancy the bank first tries to fill the space with an existing employee by following the internal recruitment method. If the requirements cannot be met by the internal method then they move into the external recruitment. In addition, it is clear that the bank follows both ways to select the best candidate. The internal procedure This method is used to fill a vacancy of Commercial Bank, using an existing employee with the right requirements and qualifications. Therefore, if there is any vacancy the management of the bank will advertise it in the internal newsletter, which is handed over to all the employees making more space for opportunities. Within one weeks time if the bank finds a suitable person from the company itself to fill the vacant position, most probably they are given the job. Commercial Bank faces many advantages due to the internal recruitment method. They are as show below, Cost effectiveness the bank should invest money upon recruitment, selection and training development when picking an employee externally. This can cut off by the internal method of recruitment. Gives more motivation to all the employees and leads to promotions. Increase commitment to the company by the employees. The external procedure Commercial Bank d

Teaching Status Report Essays -- Education JPE Teaching Teachers Essay

Teaching Status Report After the wondering, dreading, and preparing, I am teaching in a middle school classroom. I entered the school feeling very ready. After weeks of studying, discussing, and writing about topics related to teaching, I was ready to implement my learning. During my first week I started by simply observing my cooperating teacher. From this observation, I have formed many opinions and views on my teacher’s approaches to classroom management and other topics. In regards to classroom management and discipline, my cooperating teacher is a naturally confident and strong-minded individual. When he walks into a classroom, he commands attention and even his peers feel obligated to listen to his powerful voice. Due to this natural power, I believe my cooperating teacher does not feel he needs a set of classroom management rules. If a student misbehaves, my teacher singles out the student and verbally corrects him/her. The only other method of discipline I have seen him utilize is movi ng a student who was especially troubling. This form of classroom management and discipline appears to be effective for my cooperating teacher, however as I begin to take over the classroom I feel that this method will not work for me. While I do not see myself as someone who can be bullied, I do not think I have the natural aggressiveness to be able to simply use my voice and intimidation as my single form of discipline. I think when I have full control of the classroom I will ask my cooperating teacher what other forms of discipline can be used, such as detentions, extra homework, or possibly in school suspension. I feel if the students know that I will use these punishments if needed, they will respect me the same way they respe... ... aggressive and demanding but I finally said in a loud voice, â€Å"Excuse me, I don’t talk when you talk, so don’t talk when I talk.† I think the students were as surprised as I was to hear me speak in such a tone. However, they did listen and did not talk for the rest of the period. I left the classroom feeling empowered and now I am comfortable with correcting the class when they misbehave. These accomplishments are what keep me interested in teaching. I make mistakes and face many challenges, but each experience makes me stronger and helps me develop skills I did not think I could ever have. I guess the best way to summarize my JPE experience is so far so good. My love for teaching has not decreased and I can honestly say I experience a feeling of joy and excitement when I drive to my school everyday. Hopefully, my next status report will be as positive as this one.

Analysing The Power Crisis In Pakistan Environmental Sciences Essay

Energy production of a state is the premier index of its economic system. For a state to be economically stable and comfortable, it needs to hold sufficient energy at its disposal. No state can get high economic growing without bring forthing sufficient energy. Energy production reflects the industrial end product, transit and agricultural end product etc. restricting energy supply to an industry adversely affect its end product, ensuing in higher production cost, due to which many industries shutdown go forthing labor unemployed. In Pakistan, the electricity burden casting is an alarming issue. The rush of rising prices is due to energy deficit in the state. Number of people populating below poorness line is increasing due to unemployment and rising prices, both of which are the byproducts of energy crisis. From the last few old ages, Pakistan has been confronting an unprecedented energy crisis. The ground being that it ‘s energy substructure is non to the full developed, deficient and ill managed. Despite of important addition over the last few old ages in the disposable incomes, increasing usage of power intensive contraptions, urbanisation and industrialisation which has caused the power demand to outpace supply, no serious stairss have been made to put in new coevals capacity. Consequently, burden sloughing has been seen as the common phenomena in Pakistan. During the last 10 old ages, Pakistan ‘s power demand has risen by CAGR ( Compound Annual Growth Rate ) of 5.2 % , while supply has grown by merely 2.2 % ( Pakistan Power Sector, 2009 ) . Presently, state ‘s entire electricity demand stands at around 19,000MW. Demand supply shortfall ranges 2500-4500MW depending on peak clip and season, ensuing in burden sloughing of 4-8 hours day-to-day and 8-12 hours during th e extremum summer season. In Pakistan, entire installed coevals capacity is about 19,754MW ( Exhibit 1 ) , of which thermal is about 12,500MW i.e. 64 % of state ‘s entire coevals capacity, but the existent available capacity is limited to 16,500MW due to several grounds: power losingss during distribution stage due to poor-quality transmittal lines, electricity ‘s larceny, low works burden factors due to aging generators and hapless care at KESC and WAPDA workss, lessening in hydel coevals capableness due to fluctuation in the reservoir degrees particularly in winter season ensuing in the deficit of 2500MW to 4500MW depending on peak clip and season.Reasons of power crisis in Pakistan:Lack of large dikes in the state. Decline in hydro beginnings of energy ( a cheap resource ) and over trust on the expansive beginning of electricity i.e. Thermal based power coevals. Soon, oil and Gas-based thermic workss histories for 68 % of bring forthing capacity, hydroelectric workss for 30 % and atomic workss for merely 2 % ( Exhibit 2 ) . Rise in the oil and gas monetary values pushes the electricity duty really high. Consequently, leads to high coevals costs, which in bend adversely impact the economic system. Lack of strong political leading in Pakistan, to convert and safeguard the reserves of people on the building of one of the controversial dams- Kala Bagh Dam and other non-controversial dikes like Kohistan dike and Basha dike. To bridge the demand supply spread, around 5,000MW of IPPs and rental workss are expected to come online between 2009-2012 ( Pakistan Power Sector, 2009 ) . Though the state is endowed with huge hydel and coal based power potency, it is yet to to the full work these resources and cut down dependance on oil based coevals.Coal as an alternate energy resource:Coal is presently the universe ‘s fastest turning fuel around the Earth. Estimates show that around 40 % of universe power supply and 26 % of primary energy comes from the coal entirely. China, being the universe ‘s largest manufacturer of coal, fulfil 78 % its entire energy demands through coal which ranks it as the universe ‘s largest consumer as good. Similarly, USA stands at 2nd place in utilizing coal, 60 % of its energy demands comes coal. Many states like UK, USA, Germany, India, Indonesia and Australia have embarked upon the new coal based power workss. But, unluckily, Pakistan holding the 6th largest coal militias in the universe, with over 185 billion metric tons of proved coal militias, has non been successful in using coal as an alternate energy beginning. It is estimated that 100,000 MW of electricity could be generated from merely half of these resources, for 30 old ages, if exploited decently and the Energy contents of these resources are more than the energy contents of Saudi Arabia and Iran ‘s joint oil resources ( Pakistan ‘s Thar Coal Power Potential, 2008 ) .Why Coal can be an of import beginning of energy?Some of the grounds why coal is of import for Pakistan future energy state of affairs are as under: Current Energy Crisiss: Demand for electricity has outpaced its supply ; the state is presently confronting power deficits ranges between 4500 to 5,000 MW and it is expected that demand would transcend supply by beyond 5,500 MW. World-Renowned Companies Already Operating in Pakistan: Around twelve Independent Power Producers ( IPPs ) are runing in the power sector of the state. Predictable Multi-Year & A ; Long-run Duty: Typically, the authorities allows a long-run duty of 25 – 30 old ages with the power buyer. The IPPs, therefore, are non subjected to market hazard for their end product. The undertakings are expected to gain an attractive / competitory and stable return on investing. Abundant Coal Potential: Pakistan is blessed with big coal sedimentations peculiarly in its Sindh Province. The Thar brown coal militias, which are suited for power coevals, in the Province of Sindh are estimated to be about 175 billion metric tons.Research Aims:The chief aims of this research are, foremost to analyze the development of coal based power undertakings in Pakistan, learn about the deepness and comprehensiveness of this country and seek to foreground the key challenges and hazards associated with the investing in power sector of Pakistan in-terms of environmental restraints ( both locally and globally ) , security issues, authorities and regulative restraints etc. And secondly the research will take to analyse the power coevals sector of Pakistan utilizing Porter ‘s five forces analysis tool and place the function of Coal fired works in this sector. Such analysis of industrial profitableness will enable us to place the countries that need to be addressed to do the industry more attractive.Personal Claim:The grounds of taking this research are, foremost the research worker personally has a acute involvement in energy sector of Pakistan. Second, the demanding state of affairs in the energy sector of state, particularly power sector is the premier incentive to make research on the subject ‘Development of Coal Based Power Projects in Pakistan ‘ . And in conclusion, the chosen country is new one as non much has been done in the coal-based power coevals sector of Pakistan.Outline of the Undertaking:Chapter 2- Research Methodology3.1 IntroductionThis chapter will look at the necessary research methods required to transport out the research in order to accomplish the research aims. In order to accomplish this I have looked at the counsel given in ( Saunders et al 2003 ) .3.2 Aims and JustificationThe aim of this research methodological analysis is to place the agencies of roll uping valid and dependable primary and secondary informations. It analyses all facets of the research methodological analysis.3.3 Research ApproachInductive and deductive are two types of attacks that can be used whilst carry oning the research ( Saunders et al 2003 ) . This research will utilize the deductive attack where the findings of the research will be used to look into the literature sing the fiscal state of affairs of Jessops. The deductive attack will let roll uping quantitative informations, and will besides help in making a hypothesis and a research scheme to prove the hypothesis. As in the instance of this survey fiscal theoretical accounts will be used. The inductive attack is where, from the findings and analysis a theory is proposed ( Saunders et Al, 2003 ) , therefore this attack will be used to prove the hereafter of Jessops.3.4 Research DoctrineSaunders ( et al 2003 ) , indicates there are three types of research doctrines that are interpretivism, positivism, and pragmatism. Positivism is where ‘the theory generates a hypothesis that can be tested and thereby will let account of Torahs to be assessed ‘ ( Bryman & A ; Bell, 2007 ) . The function of this research is to prove the theories from the literature, hence positivism will be used. Positivism besides strongly links with the deductive attack that will be used. Interpretivism considers that the universe of concern is excessively complex and is ever changing where definite Torahs can non be defined. Hence this method is irrelevant for this survey.3.5 Research StrategyI will choose the study method for my research. I will utilize a questionnaire which will let more in depth comparings. It is besides seen good to utilize this method as it is easy understood by people, other benefits of utilizing such a method are that it is most efficient in clip, cost, and flexibleness and will let consequences to be analysed with easiness, which is extremely applicable for this survey. The usage of a study will besides supply greater response rates from participants ( Bryman & A ; Bell, 2007 ) . The questionnaire will let me to place from the directors and fiscal departmental workers at Jessops to why gross revenues at Jessop have plummeted and will supply grounds for premises to look at the hereafter of Jessops.3.6 Data Collection and Sample3.6.1 Sample The sample size will be in entire 30 participants selected indiscriminately. All participants will be employees of Jessops, as this will let the research worker to derive valued informations because employees will hold a better penetration into the company. However the response was non a coveted 1 as merely 17 participants completed the questionnaire. However due to clip restraints non much could be done to get the better of this issue, even though the position of 17 participants was still considered of import due to their functions within the company. 3.6.2 Primary Data This research uses both primary and secondary informations. Primary research as mentioned above we be collected via questionnaires. The questionnaire will be aimed at current employees of Jessops of who are shop directors and the remainder of who work within the fiscal section. This is a critical sample for the research as the positions and remarks of the proposed participants will supply important penetration into what is go oning within Jessops, and will assist analyze their fiscal public presentation. 3.6.3 Secondary Data Secondary informations will be taken from literature ( i.e. diaries, books, articles etc. ) ; nevertheless another facet of secondary research will be company histories and studies. This will be critical as utilizing company histories and studies will let the research worker to to the full analyze the state of affairs of Jessops and will assist organize a footing in the hereafter of Jessops. The histories will besides enable the research worker to utilize the fiscal theoretical accounts such as Altman ‘s z-score theoretical account.3.7 Questionnaire DesignThe questionnaire is seen to be an of import tool for research harmonizing to ( Naftali, 2001 ) , therefore the questionnaire needs to be precise, accurate and good designed. Naftali ( 2001 ) was used as guidelines for the design of the questionnaire. The questionnaire was designed to achieve relevant informations required for the primary aims of this research. Hence the questionnaire was designed to maintain inquiries simple and to the point to have the coveted consequences. A transcript of the questionnaire can be viewed in Appendix B.3.8 Data AnalysisThe information from primary and secondary research will be analysed in many ways. The quantitative consequences from the primary research will be analysed utilizing Excel, whereas SPSS will besides be used to place relationships and correlativities between responses of participants to supply a clearer position on the research. The above methods including secondary informations will be presented diagrammatically where necessary utilizing graphs, tabular arraies and charts.3.9 Reliability and ValidityThe information was collected after with planning and due attention. The informations collected can be considered dependable hence the specified beginning of information was chosen. However the primary informations to an extent may non be dependable as participants may confabulate replies with each other. The secondary research can be identified as dependable and valid as all information was collected via company histories and studies.3.10 Research RestrictionsTime was a cardinal restriction within this survey as designing and administering the questionnaire ‘s required a batch of clip. Receiving all consequences was besides clip devouring as it did non give a clear thought on how many consequences would be attained. A longer clip frame would hold allowed countering this job.3.11 Research Ethical motivesAll research was conducted within the Lcmit University Research Ethics guidelines. The moralss declaration can be viewed in Appendix A. All participants opted by pick to take portion in finishing questionnaires and participant individualities were kept anon. to the highest degree.3.12 Alternate MethodsA possible method of deriving primary research that could hold been used was an interview. The interview method would hold allowed for elaborate analysis to inquiries and more preci se responses from the interviewee. The research worker did non utilize this method due to clip restraints, and besides the research worker felt the usage of interviews may hold resulted in more colored consequences.3.13 DrumheadThis chapter takes into consideration the methodological analysis that will be conducted in order to transport out the research for this survey. The following chapter will exemplify the existent findings of the primary and secondary research.Literature reappraisal:Introduction:Pakistan is blessed with big coal sedimentations peculiarly in its Sindh Province. The entire coal resources of Pakistan are over 185 billion metric tons out of which about184 billion metric tons exist in Sindh entirely ( Exhibit 3 ) . The coal sedimentations of Sindh are of Lignite which is suited for power coevals. The reported one-year coal production in 2003 was around 3.3 million tones ( Exhibit 4 ) . The immense coal potency of Pakistan can good be utilized in power coevals for su stainable socio-economic development of the state.Constitutional Position on CoalCoal is considered as mineral and under the ‘Constitution of Pakistan ( 1973 ) ‘ mineral is a provincial topic. The Provincial Governments are responsible for the development of coal. The ‘National Mineral Policy 1995 ( revised in 2002 ) ‘ focal points all activities and determination at Provincial degree while the Federation would supply needed support and advice to the Provinces to take up the challenge of accomplishing benefits from the development of coal resources. Some of the Fiscal & A ; Financial Incentives for Coal Development are discussed in Appendix 2.Why Coal neglected so far?Pakistan ‘s power sector is chiefly dependent on the thermal based power workss. Thermal coevals dissolution shows that gas fuel histories for 55 % of thermal-based bring forthing capacity, furnace Oil for 44 % and Diesel Oil for merely 1 % and Coal 0 % ( Exhibit 2 ) . It is a known fact t hat Pakistan has the 6th universe largest coal militias, but unluckily, coal has non been developed for power coevals. The research conducted by Tipoo Sultan ( 2008 ) indicates that in the past, many powerful transnational oil companies and trusts have been involved in understating the use of coal as an energy beginning in the development states, as they do non desire to see coal as the replacing of oil that they sell. Miss-perceptions about the coal public-service corporation have affected the authorities policies. The quality of coal and big sum of capital demand has make coal addition less importance in the development precedences. Second, the authorities has been failed to pull the foreign investors to put in coal based power undertakings. Few of the investors after being confronting immense losingss were forced by the authorities to discontinue their undertakings. For case, Zafar Bhutta ( 2008 ) , in his article â€Å" Sino Coal, Engro Pakistan to work on Thar coal undertaking † , reported that â€Å" Chinese Company, Shenhua was ready to construct the integrated excavation and power coevals composite at a guaranteed power duty of 5.75cents per unit but NEPRA refused to pay more than 5.34 cents. Chinese company packed its operations in Pakistan and went back to China go forthing no good mark for the investors interested in coal based power workss. † There are other factors, besides those stated above, that has added to the investor ‘s reluctance in the development of Pakistan coal resources. These are as follows: The foremost barrier to foreign investing is the provincial liberty over the coal excavation. A recent illustration indicated by Aftab Channa ( 2010 ) in his article: â€Å" Power workss at Thar Coal: Czech Republic unlikely to put 500 million euros † , is the WTC group of Czech democracy who are interested in puting atleast 500 million Euros at Thar Coal for coal-burning power workss of 300 to 600 MW but unluckily the response of Sindh authorities is non overpowering ‘yet ‘ . The Technical Director, WTC Group, Karel Galuska forwarded a missive to Secretary Coal and Energy Development Department Aijaz Khan on June 21, 2010 stating that: â€Å" We would wish to inform you that therefore far we have non received any information from you. We are get downing to believe that the authorities of Sindh is non taking ‘coal ‘ as a serious plus for its state and for work outing energy crisis in Pakistan. â€Å" ( Karel Galuska ) . Lack of needed substructure like roads, railroad lines, communicating webs, H2O supply, life support systems, community services and etc The policies of the authorities are non consistent. They alter with the changed authorities. There is Political uncertainness in the state. The Law and order state of affairs in the state was non favorable and still its a questionable fact. absence of modern coal excavation proficient expertness deficient fundss There is a quality concerns as good with the coal deposits found at Thar.Current SituationPakistan is a coal-rich state, but, unluckily, coal has non been developed for power coevals for more than three decennaries due to miss of substructure, deficient funding and absence of modern coal excavation proficient expertness. The Government is now seeking to advance and ease private investors in developing and advancing autochthonal coal for power coevals. The demand/supply projection indicates that power deficits appeared from the twelvemonth 2006, and has increased to 4,500 MW in the twelvemonth 2010 will increase farther if no steps are taken to convey in new capacity. In order to turn to these deficits, the GOP announced Power Policy 2002 which provided a set of inducements to pull the much needed investing in power coevals. The cardinal points of the new policy are International Competitive Bidding ( ICB ) and an accent on puting up power undertakings based on autochthonal fuel resources such as coal, hydal power and renewable energies.General Regulations sing coal-based Power Undertakings:The power policy 2002 lays major accent on the development of power undertakings based on autochthonal coal. Merely Provincial Governments are authorized to allow rentals and licences for coal prospecting and coal excavation to Private Sector and Public Sector companies or organisations. There is no function of Federal Government and Public Sect or to allow rentals and licences for coal excavation. Coal is considered as mineral and mineral is a Provincial Subject harmonizing to the Constitution of Pakistan. There was a job that when prospective investors got a excavation rental and had signed a MoU with the several provincial authorities, so such unasked natural site had to be considered. On designation of a natural site by the provincial governments, PPIB advertises coal natural sites for seeking proposals from investors ( see appendix-2 ) . PPIB can besides transport out International Competitive Bidding ( ICB ) after acquiring a bankable feasibleness survey completed. The GOP guarantees the footings and conditions of executed understandings, i.e. IA, PPA, including payment footings, which are maintained for the continuance of the Agreements for undertakings. The coal power bring forthing companies would be allowed to import works, equipment and machinery non manufactured locally, at concessionary rates. The power companies would besides be wholly exempted from the payment of income revenue enhancement and keep backing revenue enhancement on imports. In order to advance indigenization, the local technology industry will be encouraged to organize joint ventures with foreign companies to develop incorporate undertakings of coal-mine and coal-burning power workss with a cumulative capacity of at least 2000 MW by the twelvemonth 2015. The inducements for puting in coal based power workss in Pakistan are given in Appendix-2.How to continue frontward with coal-based power workss?The ordinance and processing of the applications by investors takes topographic point at the provincial every bit good as federal degrees. The measure by measure process is given in Appendix-3 ( Courtesy: PPIB ) and subsequent appendices.Requests for Proposal ( RFP )It is mentioned that the Request for Proposal ( RFP ) for an autochthonal coal-burning undertaking with capacity above 50 MW will be for an incorporate coal excavation and/or power coevals works composite. The particulars required for a undertaking offered for competitory command in a typical RFP ar e mentioned in appendix-4.Feasibility StudyFor integrated coal-mine and power coevals workss, the feasibleness survey will cover all facets of coal excavation and power coevals, including, but non limited to, coal militias, mine ability, hazards involved in excavation, legal facets of excavation etc. , besides storage/transportation of coal to the power works, operations of the power works on coal, necessary inside informations about the power coevals works itself and, above all, the commercial viability of the undertaking. The feasibleness survey may or may non propose a ‘Coal Supply Agreement ( CSA ) ‘ in such instance. For a stand-alone coal-based power coevals works, the excavation subdivision would non be covered in item. However, handiness of a sufficient and dependable coal supply for power coevals would be considered, besides other necessary facets. The feasibleness survey may necessitate a CSA even if the coal provider is sister concern of the power generator. S ome farther demands are as mentioned in Appendix-6.Evaluation of CommandsThe process is given in Appendix-6. PPIB will reserve the right to reject any or all commands without delegating ground therefore, and will non presume any liabilities or claims for compensation in connexion therewith. Once the command is accepted and tariff approved by PPIB, the successful bidder will be issued an LOS by PPIB against bringing of a Performance Guarantee ( PG ) in favour of PPIB, in the needed sum valid up to three months beyond the Financial Closing day of the month specified in the LOS and upon payment of the cost of the feasibleness survey to PPIB. Further stairss to be taken are given in Appendix-8.Power Duty:The development of a coalmine, constitution of coal-burning power works and transit installations to provide dependable coal for the incorporate undertaking of power works and mine, require significant investing. These disbursals are to be accounted for in the power duty in the signifie r of capacity and energy charges. The duty will be denominated in Pakistan Rupees Bidders will be asked to cite their duty in two parts: ( 1 ) Energy Purchase Price ( EPP ) and ( 2 ) Capacity Purchase Price ( CPP ) The RFP may stipulate the maximal per centum of overall duty for the capacity constituent The CPP will be paid provided the works is available for dispatched to criterions specified in the PPA. The EPP will be paid upon the sum of kWh of energy dispatched In order to guarantee sustained involvement of the patron during the full life of the undertaking, the amount of the EPP and non-debt related CPP ( computed on a kWh footing at the mention works factor specified in the RFP ) will stay changeless or increase over clip. The debt-related CPP watercourse may fit the loan refund watercourseEnvironmental issues and Pakistan ‘s coal based developmentFossil fuel power coevals is non environment friendly as its CO2 emanation contributes to air pollution and it has been connected with planetary heating. Soon, the emanation of gases like C dioxide, S dioxide, and N oxides, into the air is the lone pollution caused from coal-burning power workss. The chief ground for increasing usage of coal burning is because it is inexpensive and it plays major function in carry throughing energy demands. Since 1950, planetary concern over impact of nursery gasses has emerged into international ordinances for restricting CO2 emanation in ambiance. First international regulation pact in this respect was Kyoto protocol ( 1997 ) . It obliges 37 industrialised states to run into binding CO2 emanations marks. Footings of the dainty are such that globally there is bound to how much CO2 can be produced, and some states produce more CO2 than others. Those who use more than their bound can borrow C credits from states non utilizing their quota. Interestingly, USA recognizes the pact but it has non agreed to follow with the C emanation marks although it is a major dodo fuel consumer. Carbon recognition system under Kyoto Protocol requires single corporations to countervail their C emanation by either retrofitting the works to cut down its C emanations or put ining carbon-capture equipment to cut its emanations by a million ton, or purchase carbon beginnings from a C bargainer for a undertaking in a underdeveloped state like Pakistan. ( Exhibit 5 ) The issue of emanations control has to be decently addressed under Kyoto protocol. In the longer term one must besides maintain in head that CO2 extenuation initiatives down the route may go mandatary for the states like Pakistan excessively. This will add to the cost of coal power coevals as has happened in the developed universe. One must maintain in head that a typical power coal works generates 3 million dozenss of CO2 or 17 dozenss of C per megawatt and draws approximately 2.3 billion gallons of H2O per annum from nearby beginning while on land, whereas Sind which has 90 % of Pakistan ‘s coal modesty is earnestly lacking in the supply of H2O ; produces quicksilver which non merely renders H2O useless for human ingestion but besides for irrigation intent as good. Area of chance is that C beginning market is existent and major Bankss involved are involved in it. Entire C beginning market is about $ 6 billion ( Jan 2010 ) , and it is projected to transcend 50 billion dollars after the US joins C trading so Pakistan can profit from any C recognition potency in different industries. In 2008 Pak-Arab Fertilizers ( Pvt. ) Ltd. , earned $ 13 million through selling CER ( The Nation newspaper ) . Islamabad is establishing C recognition undertakings from beginnings runing from landfills to vehicles. Asiatic states have several CDM undertakings registeredChapter-3Proposed Strategy continue with the development of coal-based power undertakingsScheme is driven by lacks and chances inherent in a peculiar industry. To unearth these two variables the industry has to be scrutinized utilizing a scientifically established tool. In our instance we will be utilizing Porter ‘s five forces to analyse the power coevals sector of Pakistan and place the functio n of Coal fired workss in this sector. Such analysis of industrial profitableness will enable us to place the countries that need to be addressed to do the industry more attractive.What is an Ideal Industry?An ideal industry would be one where ; The dialogue power with buyer/suppliers is low. The competition is minimum. Substitutes do non be or even if they exist they are excessively expensive to move as replacements. Entry barriers are comparatively low. It will be interesting to see if the power sector of Pakistan has all the above mentioned factors to do it attractive for investors.Power Sector of Pakistan ( Analysis utilizing Porter ‘s Five Forces Model )Buyer PowerBefore we embark upon discoursing the magnitude of the power held by the purchasers in the power sector it is of import to first place the purchasers in the industry. Chiefly the purchasers of the power in Pakistan are authorities organisations such as WAPDA which has sole distribution rights of electricity in the state. WAPDA, KESC etc service as the jobbers between the concluding consumer and the power manufacturers. This means that though there are merely a few purchasers and logically talking the lower the figure of purchasers the greater their power but kineticss of the industry in Pakistan are such that the purchaser is vulnerable and power providers are at a much more powerful place. To authenticate this statement we need to look into the per unit monetary value addition of electricity in Pakistan over the last few old ages.Electricity Price InflationThe past four old ages data indicate that there has been a stable addition of 13 % -14 % in electricity duties on one-year footing. Two grounds seem to confirm this rising prices in duties ;Demand/Supply DynamicsOver the past few old ages the state has been bring forthing power at a steady rate without taking into consideration the one-year population growing rate of 2 % . This has led to a 4000MW deficit of electricity in 2009-10. ( Exhibit 7 ) This shortage in supply has led to a demand supply instability taking to hyperbolic duties. Similarly we may see the same scenario from a different angle. Harmonizing to the per capita power ingestion rates Pakistan ‘s rate is 464KWh which is 41 % lower than Asia and significantly lower than the mean rates of the universe. ( Exhibit 8 ) . The low per capita power ingestion rate is due to the fact that installed power is less than the needed power.Raw Material Price InflationThe 2nd most important ground for the uninterrupted rush in electricity monetary values has been increase in oil monetary values. ( Exhibit 9 ) . The above chart indicates that most of the power workss in Pakistan are thermic based and fueled by furnace oil. Similarly if we look at the tendency of furnace oil monetary values in Pakistan we see that the monetary values have been systematically on the rise. This addition in monetary values is reflected in the hyperbolic duties that are being charged by the pow er manufacturers. ( Exhibit 10 )Deductions of Low Buyer PowerMade the industry attractive for new investors. High costs to consumers have made the authorities incentives the power sector so as to pull to more investors. ( Appendix-9 ) New window of chances for workss based alternate fuels ( such as coal ) so that the consumer gets cheaper electricity. Since a larger ball of electricity is being used by industrial and commercial units the burden casting entirely in 2009 led to $ 210 billion losingss to the national economic system. ( Exhibit 11 )Barriers to EntryBarriers to entry be given to do the industry unattractive for new entrants. In stead of the power crisis being presently faced by Pakistan the authorities in its capacity should and it must get the better of any entry barriers to the industry. Three barriers to entry have been identified ;Capital Intensive SectorThe authorities is concentrating on promoting power workss that are based on alternate fuels such as coal. But the sum of capital required to put up a coal fired works is really high. ( Exhibit 11 ) Investors may be encouraged to put in capital intensive undertakings by supplying them with inexpensive entree to capital and high rate of return.Government RegulationsThe whole procedure of using for a coal rental country and so acquiring an blessing from the relevant governments for puting up a works is highly boring and clip consuming. The patrons have to take blessing from both provincial ( in instance of renting mine country ) and federal authorities ( LOI, LOS, PPA, IA etc ) . The authorities can cut down the elaboratenesss in application procedure by giving authorization to one organisation which could be PPIB to function as a interface between the authorities and the investors.Infrastructural Issues ( Coal power workss )Coal excavation sector of Pakistan is extremely developing. Right of manner to most mines is under developed. Most countries that have been advertised by PPIB are devoid of H2O. To get the better of these issues the authorities has to work manus in manus with the prospective investors. Some remedial actions that can be taken by both the parties are ; Use belowground H2O as a beginning of H2O. The authorities should supply grapevines to transport the H2O to the sites. Increased use of belowground H2O will do the excavation of coal easier. Bucket wheel excavators alternatively of shovels and trucks could be used to retain higher net incomes and achieve better efficiencies. ( Appendix-10 )3- Intensity of RivalrySome factors that contribute to the strength of competition have been listed in Exhibit-5. By analysing the nature of the power sector we see that about all the factors that must be at that place in an industry with intense competition are non applicable to the power sector of Pakistan. One major lending factor that reduces the competition is the intensely regulated environment of the power sector.4- Supplier Power ( Coal )As mentioned before since the authorities is be aftering on working alternate beginnings of energy to supply cheaper electricity to the consumer ; so an in depth analysis of coal supply in the state reveals the fact that about 185 billion dozenss of coal militias are still untapped ( Exhibit-1 ) . This is adequate coal to supply 100,000 MW of energy for 300 old ages. Since there are barely any constituted coal houses in Pakistan that can function as exclusive providers of coal to the power workss, therefore most of the workss will hold to backward integrate in to char excavation. Soon there are certain hurdlings in back ward integrating as the ordinances refering to char excavation have yet to be established by the authorities of Pakistan. Though our suggestion would be to border ordinances that encourage back ward integrating.5- Substitutes ( w.r.t Coal )There are several utility beginnings of energy available to char, nevertheless most of them require greater capital outgo as compared to char based power undertakings ( Exhibit-6 ) . Handiness of the replacements is besides limited as compared to the handiness of coal therefore doing the replacements unattractive for investings.

Mgt/420 Week 1 Role of Stakeholder

Role of a Stakeholder Paper Janice Horton MGT/420 November 26, 2012 Thomas Ach Role of Stakeholders The stakeholder representation of excellence as obtainable challenge to include the growing requirement for organization to act in response to the requirements and prospect of more and more assorted cluster at the same time as unmoving distributes shareholder value. Countless of the ideology and the practice of superiority organization have been eager with the requirements and potential of meticulous groups that have been approved for an extended time as part of the conventional decision-making replica (Freeman, 1984).These include collections such as clientele, staff, and dealers. The stakeholder model offers a hypothetical good reason and theoretical structure within which the excellence characteristic of associations with other, more varied, collection can be openly measured and lectured to in a holistic method. The stakeholder replica of quality can be consequently seen as basicall y different from replica that have come earlier than. Without a doubt, it is so different, it can be seen to symbolize an up-and-coming third age bracket of eminence that increasingly will substitute those that came former.Its focal point is motionless on excellence but the way in which superiority is lecture to be different. Three main stakeholders in Engro corporate hierarchy in Pakistan are the people who suggest and propose areas of improvement for enhancing the efficacy of quality management processes. The Board of directors plays an integral role to evaluate quality management processes throughout the life cycle of various projects while preserving and enhancing the image of the company.This resultantly improves quality in the management processes. Company employees are the stakeholders who gave candid feedback on the vision, progress, and evaluate the policies and highlight the areas of improvement. That is why a company like Engro has a policy that allows people to â€Å"Sp eak their Hearts out. † which allows their opinions and concerns to be heard. This tool also gives company’s many of ideas to improve upon their management style and processes.Various customers’ feedback surveys and surveys regarding knowing the voice of customers play an important role to give suggestions and opinionated ideas to add value to their systems and management processes. This brings definite value and quality in it. Another company like Agritech (Pak American Fertilizers Limited) in Pakistan arranges sessions with its major stakeholders during different times of the year. Customers, farmers, and dealers speak and help company improve upon their quality and processes.Sessions with Banks, suppliers, board of directors and employees are another toll to get 360 degree feedback on systems, quality, and processes to get ideas to build further upon them to improve management and quality in all aspects of their operations and systems of management. References Svendsen, A. (1998), The Stakeholder Strategy: Profiting from Collaborative Business Relationships, Berrett Koehler San Francisco http://www. cmqr. rmit. edu. au Wheeler, D. and M. Sillanpaa (1997). The Stakeholder Corporation. London, Pitman http://engro. com/our-businesses/engro-fertilizers-limited/

How Donald Trump Won - The 2016 Presidential Race

How Donald Trump Won - The 2016 Presidential Race Voters and political scientists will debate how Donald Trump won the presidential election in 2016. The businessman and political novice stunned the world by winning a presidential election most analysts and voters believed had firmly been in the hands of Hillary Clinton, who had far more experience in government and had run a more orthodox campaign.   Trump ran his campaign in the most unconventional of ways, insulting large swaths of potential  voters and shunning  the traditional support from his own political party. Trump won at least 290 electoral votes, 20 more than the 270 needed to become president, but got more than 1 million fewer actual votes than Clinton did,  reigniting the  debate over whether the U.S. should scrap the Electoral College. Trump became only the fifth president to be elected without winning the popular vote. The others were Republicans  George W. Bush in 2000,  Benjamin Harrison in 1888 and Rutherford B. Hayes in 1876, and Federalist John Quincy Adams in 1824. So how did Donald Trump win the presidential election by insulting voters, women, minorities, and without raising money or relying on support from the Republican Party? Here are 10 explanations for how Trump won the 2016 election. Celebrity and Success Trump portrayed himself through the 2016 campaign as a successful real-estate developer who created tens of thousands of jobs.  I’ve created tens of thousands of jobs and a great company, said during one debate. In a separate speech, Trump proclaimed his presidency would create job growth like you’ve never seen. I’m very good for jobs .In fact, I will be the greatest president for jobs that God ever created. Trump  runs dozens of companies and serves of numerous corporate boards, according to a personal financial disclosure he filed with the U.S. Office of Government Ethics when he ran for president.  He has said he is worth as much as $10 billion, and though critics suggested he is worth much less Trump projected an image of success and was one of the most well known brands in the county. It also didnt hurt that he was host and producer of NBC’s hit reality series  The Apprentice. High Turnout Among Working-Class White Voters This is the big story of the 2016 election. Working class white voters- men and women alike- fled the Democratic Party and sided with Trump because of his promise to renegotiate trade deals with countries including China and levy stiff tariffs on goods imported from these countries. Trumps position on trade was seen as a way to stop companies from shipping jobs overseas, though many economists pointed out taxing imports would drive up costs to American consumers first. His message resonated with white working-class voters, especially those who live in former steel and manufacturing towns. Skilled craftsmen and tradespeople and factory workers have seen the jobs they loved shipped thousands of miles away, Trump said at a rally near Pittsburgh, Pennsylvania. Immigration Trump promised to essentially lock down the borders to prevent terrorists coming in, an appeal to white voters who were not necessarily worried about crimes being committed by undocumented immigrants by jobs being filled by them. What we are going to do is get the people that are criminal and have criminal records, gang members, drug dealers. We have a lot of these people, probably two million, it could be even three million, we are getting them out of our country or we are going to incarcerate, Trump said. Trumps position contrasted starkly with Clintons position on illegal immigration. James Comey and the FBIs October Surprise A scandal over Clintons  use of a personal email server  as secretary of State had dogged her through early parts of the campaign. But the controversy appeared to be behind her in the waning days of the 2016 election. Most national polls in October and the first days of November showed Clinton leading Trump in the popular vote count; battleground-state polls showed her ahead, too. But 11 days before the election, FBI director James Comey sent a letter to Congress stating he would review emails found on a laptop computer belonging to a Clinton confidant to determined whether they were relevant to the  then-closed investigation of  her use of the personal email server. The letter cast Clintons election prospects into doubt. Then, two days before Election Day, Comey issued a new statement that both confirmed Clinton did nothing illegal but also brought renewed attention to the case. Clinton directly blamed Comey for her loss after the election. Our analysis is that Comey’s letter raising doubts that were groundless, baseless, proven to be, stopped our momentum,† Clinton told donors in a post-election telephone call, according to published reports. Free Media Trump didnt spend a whole lot of money trying to win the election. He didnt have to. His campaign was treated by many major media outlets as a spectacle, as entertainment instead of politics. So Trump got lots and lots of free airtime on cable news and major networks. Analysts estimated Trump had been given $3 billion of free media by the end of the primaries and a total of $5 billion by the end of the presidential election. While free media has long played an important role in our democracy by fostering political discourse and disseminating electoral information, the sheer enormity of coverage on Trump puts a spotlight on how the media may have influenced the course of the election, analysts at mediaQuant wrote in November of 2016.  Free of earned media is the widespread coverage he received by major television networks. He also spent tens of millions of dollars of his own money, mostly fulfilling a vow to finance his own campaign so he could portray himself as being free from ties to special interests.  I dont need anybodys money. Its nice. Im using my own money. Im not using the lobbyists. Im not using donors. I dont care. Im really rich. he said in announcing his campaign in June 2015. Hillary Clintons Condescension  Toward Voters Clinton never did connect to working class voters. Maybe it was her own personal wealth. Maybe it was her status as a political elite. But it most likely had to do with her controversial portrayal of Trump supporters as deplorable. To just be grossly generalistic, you can put half of Trump supporters into what I call the basket of deplorables. Right? Racist, sexist, homophobic, xenophobic, Islamaphobic, you name it,  Clinton said just two months before the election. Clinton apologized for the remark, but the damage was done. Voters who were supporting Donald Trump because they were fearful over their status in the middle class turned solidly against Clinton. Trump running-mate Mike Pence capitalized on Clintons mistake by crystallizing the condescending nature of her remarks.  The truth of the matter is that the men and women who support Donald Trumps campaign are hard-working Americans, farmers, coal miners, teachers, veterans, members of our law enforcement community, members of every class of this country, who know that we can make America great again, Pence said. Voters Didnt Want a Third Term for Obama Regardless of how popular Obama was, its incredibly rare for presidents from the same party to win back-to-back terms in the White House, partly because voters become fatigued by a president and his party by the end of eight years.  In our  two-party system, the last time voters elected a Democrat to the White House after a president from the same party had just served a full term was in 1856, before the Civil War. That was James Buchanan. Bernie Sanders and the Enthusiasm Gap Many- not all, but many- supporters of Vermont Sen. Bernie Sanders did not come around to Clinton after she won the brutal, and what many thought ,  rigged, Democratic primary. In a scathing criticism of liberals Sanders supporters who didnt support Clinton in the general election, Newsweek magazines Kurt Eichenwald wrote:   Awash in false conspiracy theories and petulant immaturity, liberals put Trump in the White House. Trump won slightly fewer votes than Romney did in 2012- 60.5 million compared with  60.9 million. On the other hand, almost 5 million Obama voters either stayed home or cast their votes for someone else. More than twice as many millennials- a group heavily invested in the â€Å"Sanders was cheated out of the nomination† fantasy- voted third-party. The laughably unqualified Jill Stein of the Green Party got 1.3 million votes; those voters almost certainly opposed Trump; if just the Stein voters in Michigan had cast their ballot for Clinton, she probably would have won the state. And there is no telling how many disaffected Sanders voters cast their ballot for Trump. Obamacare and Health Care Premiums Elections are always held in November. And November is open-enrollment time. In 2016, as in previous years, Americans were just getting notice that their health insurance premiums were rising dramatically, including those who were purchasing plans on the marketplace set up under President Barack Obamas Affordable Care Act, also known as Obamacare. Clinton supported most aspects of the health care overhaul, and voters blamed her for it. Trump, on the other hand, promised to repeal the program.

Free Essays on Escape vs. Interpretive

Escape vs. Interpretive Escape literature is a form of fiction used primarily for pleasure and entertainment. Reading escape literature helps to pass the time leisurely. Interpretive literature deepens and broadens one’s view of life. Both are important parts of fiction and can give one enjoyment and understanding. â€Å"The Most Dangerous Game† by Richard Connell and â€Å"Child by Tiger† by Thomas Wolfe are two short stories that exemplify these two types of fiction. They can stand in their own right as individual examples of these two types of fiction, but when compared and contrasted they present a new view of short stories and fiction. â€Å" The Most Dangerous Game† as escape literature and â€Å"Child by Tiger† as interpretive literature can be compared and contrasted through characterization, plot, and theme. The characters of these two stories can be easily deciphered as escape characters and interpretive characters . One of the more prominent characters in â€Å"The Most Dangerous Game† is General Zaroff. His character is explicitly brought forth to the reading audience. His first appearance in the story is accompanied by an informative head to toe description of him, â€Å"... [A] gigantic creature, solidly made and black-bearded to the waist † (11) â€Å"He was a tall man past middle age, for his hair was a vivid white; but his think eyebrows and pointed military mustache were as black as the night which Rainsford had come. His eyes, too, were black and very bright. He had high cheekbones, a sharp-cut nose, a spare, dark face, the face of a man used to giving orders, the face of an aristocrat † (12). The use of direct characterization is a significant trait of escape literature. Zaroff can also be described as a flat and static character. He is flat character because he is what as known as a stock character. This meaning that he is a stereotypical bad guy who has shown up so often in other escape literature that his na... Free Essays on Escape vs. Interpretive Free Essays on Escape vs. Interpretive Escape vs. Interpretive Escape literature is a form of fiction used primarily for pleasure and entertainment. Reading escape literature helps to pass the time leisurely. Interpretive literature deepens and broadens one’s view of life. Both are important parts of fiction and can give one enjoyment and understanding. â€Å"The Most Dangerous Game† by Richard Connell and â€Å"Child by Tiger† by Thomas Wolfe are two short stories that exemplify these two types of fiction. They can stand in their own right as individual examples of these two types of fiction, but when compared and contrasted they present a new view of short stories and fiction. â€Å" The Most Dangerous Game† as escape literature and â€Å"Child by Tiger† as interpretive literature can be compared and contrasted through characterization, plot, and theme. The characters of these two stories can be easily deciphered as escape characters and interpretive characters . One of the more prominent characters in â€Å"The Most Dangerous Game† is General Zaroff. His character is explicitly brought forth to the reading audience. His first appearance in the story is accompanied by an informative head to toe description of him, â€Å"... [A] gigantic creature, solidly made and black-bearded to the waist † (11) â€Å"He was a tall man past middle age, for his hair was a vivid white; but his think eyebrows and pointed military mustache were as black as the night which Rainsford had come. His eyes, too, were black and very bright. He had high cheekbones, a sharp-cut nose, a spare, dark face, the face of a man used to giving orders, the face of an aristocrat † (12). The use of direct characterization is a significant trait of escape literature. Zaroff can also be described as a flat and static character. He is flat character because he is what as known as a stock character. This meaning that he is a stereotypical bad guy who has shown up so often in other escape literature that his na...

How to showcase your cognitive aptitude in job interviews

How to showcase your cognitive aptitude in job interviews When it comes to hiring, companies are beginning to focus less on resumes and work experience alone to evaluate candidates. Instead, many employers are looking at more data-driven hiring factors, like cognitive aptitude.   Cognitive aptitude is the ability to think, process, and react nimbly to solve problems or learn new information, and it is fast becoming a key metric for many hiring managers. This shift stems from the fact that while resumes can lay out a person’s history in a role or industry, they rarely provide insight into a person’s full potential. Cognitive aptitude delivers this broad perspective, allowing companies to evaluate the long-term potential of an applicant by assessing their ability to learn quickly, adapt, and grow within a role. Some companies achieve this with cognitive aptitude assessments administered before the interview stage. These tests gauge abilities that are relevant to job performance, focusing on the main aspects of cognitive aptitu de, like creative thinking, problem solving, attention to detail and learning ability. But how can you prove that you have these skills if the company didn’t give you an aptitude test? By demonstrating these key components in your interview:Showcasing Your Intellectual CuriosityWhy it Matters: Having the desire to know more about the world around you and how things work creates ever-evolving employees, workers who are always striving to improve both themselves and the business. The intellectually curious will grow with a company and be able to think outside the box to solve any issues that arise in the workplace.How to Show it: Demonstrate a thirst for knowledge in your interview by first researching the company and the role as much as possible. Then, during the interview, ask insightful questions based on your digging.You can also mention a time when you independently learned a new skill. For anyone who doesn’t have a lot of work experience, this can be a great opport unity to bring up hobbies or extracurriculars that aren’t directly related to the job. Maybe you play a musical instrument or enjoy woodworking. Your hobbies provide insight into unique ways that you flex your creativity in everyday life, with the added bonus of making you more memorable to your interviewers.Putting Your Problem-Solving Skills on DisplayWhy it Matters: Being able to think critically and provide unique solutions drives business innovation, which is why problem solving is an invaluable resource for employers. A problem-solver, especially a proactive one, combines creativity, efficiency, and pragmatism to find the best solution for the situation at hand. A great creative thinker can identify the opportunity that lies within the dilemma.How to Show it: Advertise your talent for finding solutions by talking about a previous experience where you overcame an obstacle. Make sure to detail the problem you identified, the way that you worked to improve the situation, a nd how your fix made an impact.   Bonus points if you’re able to quantify your accomplishments in a tangible way.Highlighting Your Attention to DetailWhy it Matters: Identifying the small but vital details that might otherwise be overlooked is a game-changer. It’s a skill that employers look for across all industries because it can make the difference between success and failure of a business. A problem can’t be effectively tackled if you can’t get down to the nitty-gritty; the devil is in the details, but if you hone in on the fine points that others miss, you’ll be highly regarded as a fastidious and dependable coworker.How to Show it: Being detail-oriented coincides with many other traits hiring managers look for: focus, discipline, and work ethic. To demonstrate these traits in an interview, research the company ahead of time and ask detailed questions that show that you took the time and care to familiarize yourself with the company. Call at tention to your meticulous nature by taking care in how you present yourself during the interview. Being neatly dressed, on time, and attentive will go a long way in making a lasting impression. During the interview, make sure you engage in active listening. Make sure you understand your interviewer’s questions and respond with relevant answers.Touting Your Learning AbilityWhy it Matters: Whenever a company brings in a new employee, they invest an incredible amount of money and time in training the new hire and getting them up to speed. Hiring a fast learner means that businesses can hedge their bets when bringing a new employee into the fold, taking comfort in the knowledge that their new hire will swiftly become a productive member of the workforce. Those who learn and apply new information quickly are more able to pick up new skills than others. These are the employees who will be able to grow within a company and adapt to changes and challenges that all businesses invaria bly face.How to Show it: Demonstrating your learning ability is especially important for job seekers who are new to the workforce or entering a new career field, especially if your resume is light. Sometimes you may be interviewing for a job for which you don’t fulfill all of the job requirements. One way to convince your interviewer that you’re up to the challenge is to talk about what you consider to be learning targets for this role if you were to be hired. What skills would you be most interested in acquiring, and how would you go about learning them? Try to think of examples in your past roles or even in your extracurricular activities where you had to learn something new and were able to wield your new skill to reach a certain goal. Highlighting this ability will give your interviewer a vision of how you will fit in and grow within the company landscape, both in the short and long term.Whether you focus on showing off one of these crucial elements of cognitive ab ility or weaving them all together, doing so will demonstrate your full potential as an amazing hire, far beyond the experience listed on your resume. The best way to get your point across, however, is through preparation. Come up with examples and stories ahead of time that reflect these cognitive abilities.   It may take time and effort, but it’s a sure-fire way to impress hiring managers and get you that much closer to landing that sought-after new job.About the author:Josh  Millet is the  Founder CEO of  Criteria Corp., a pre-employment testing company  backed by a Scientific Advisory Board from Harvard and Stanford. He is also the Founder of the recently launched  JobFlare, brain games app  a  brain  games  app that connects entry-level job seekers to jobs via ZipRecruiter based on their cognitive abilities.

Case Briefs Essay Example | Topics and Well Written Essays - 750 words

Case Briefs - Essay Example Gilson initiated an action against the Metropolitan Opera as well as the Lincoln Center for negligence and for violation of certain provisions of the City Building Code. Consequently, the trial court set aside the allegation against Lincoln Center, it being an out of possession lessor. On appeal, the Appellate Court reversed the ruling of the trial court which denied the Metropolitan opera's motion for summary judgment pronouncing that there were questions of fact "including, but not limited to whether defendant maintained the stairs aisles in dangerous manner thereby causing a dangerous condition which caused the plaintiff's accident." Whether or not the Metropolitan Opera House can be held liable for negligence for the injury sustained by Estelle Gilson, by allowing Donald Taitts to return to his seat after the performance had resumed without an escort or usher The Court pointed out that herein plaintiff Gilson did not asset a breach of any common law duty expected to the Opera House. The Court further elucidated that imposing a duty on the Opera House based on its house rules "would in effect, be punishing it for attempting to ensure an exceptional level of courtesy to the audience and the performers" which correspondingly will lead to a new and detailed standard of care for all theatrical venues. Similarly, the Court ruled that despite of the deficiency in the compliance with the City Building Code, the loss of balance and the fall of Mr. Taitts cannot be attributed to it. IT does not appear that it has been related to his inability to see his seat due to the inadequate lighting but it can be recognized as his difficulty in movement. Morgan Vertical Consultants, Inc. v. Arco Wentworth Mgmt. (2007 NY Slip Op 50554(U)) Supreme Court Queens County, New York. 2007 Facts: Plaintiff Morgan Vertical Consultants, Inc is a service provider for elevator maintenance and repair works, commences an action for the recovery of sum money for goods, labor and services among others pursuant to contracts with the sixteen cooperative which the defendant Arco Wentworth Mgmt. is the managing agent. It likewise includes allegation of unjust enrichment. Procedural History and Posture: Defendant Arco moves for a motion to dismiss the causes of action on the ground that there is no privity of contract between herein defendant Arco and Morgan. On the other hand, herein plaintiff alleges that herein defendant is estopped from asserting lack of privity of contract as an argument. Issues: 1. Is there a privity of contract between Morgan Vertical Consultants and Arco Wentworth Mgmt 2. Can Morgan interpose the defense of estoppel against Arco Decision: 1. The Court ruled in the negative. There is no privity of contract between the parties as evidenced by the separate contracts and the bills and invoices by Morgan Vertical Consultants. 2. The Court ruled in the negative. Plaintiff has failed to identify any representations or conduct of the defendant which caused the plaintiff to act to its detriments. Reasoning: The Court provides that obligations arising out of the contract are usually limited to the parties and only the parties to a contract are

Peer review of classmates' papers Essay Example | Topics and Well Written Essays - 500 words

Peer review of classmates' papers - Essay Example Such mistakes absorb the professionalism from writing, and the big ideas presented are all outshined by these petty mistakes, which is very unjust! Apart from the wrong use of tense, you have also made several other grammatical mistakes, which include but are not limited to wrong sentence construction, missing words and use of inappropriate vocabulary. For example, â€Å"†¦one thing, highest good†¦Ã¢â‚¬ Ã¢â‚¬ ¦line 3, should have been â€Å"†¦one thing, i.e. the highest good†. â€Å"Both of their ideas have been†¦Ã¢â‚¬ Ã¢â‚¬ ¦line 3 & 4, should have been â€Å"Ideas of both of them†¦Ã¢â‚¬  And then â€Å"Aquinas say that laws must be†¦Ã¢â‚¬ Ã¢â‚¬ ¦line 28 & 29, should have been â€Å"Aquinas says that laws must be†¦Ã¢â‚¬  The grammatical errors pointed out above are only few of the several problems that I see in the paper. The paper you have written fundamentally compares the ethical beliefs of Aristotle and Aquinas, and is thus a c omparison essay. But the way you have structured the essay does not fulfill the requirements of a comparison essay. In order to write a good comparison essay, you must learn that there are two basic ways of structuring an essay.

Citizen Kane and Deat of a Salesman Essay Example | Topics and Well Written Essays - 500 words

Citizen Kane and Deat of a Salesman - Essay Example bears his greatest source of frustration since, despite his looking forward to his elder brother’s prosperity, he ends up a poor man, demoted and stopped from working. His entire life has little depictions of achieving what he ever wanted. On the contrast, Charles seem very prosperous in his life. He is a prominent icon in the journalism department as he makes the deeming decisions at yellow journalism. His prosperity is well defined in his prominent relationship with the president where he ends up vying for the New York state governor seat along with his marriage to the president’s daughter, Emily. When compared to Willy, Charles seems to have anything he needs at his possession. He has a great family; a wife and a son with immense prosperity depicted in the kind of career he lead. We learn that Willy had always wanted to be like his prosperous diamond oriented brother only for him to work for long years with an ultimate termination on his work life. He ends up living on the basis of childhood fantasies of which he never came into a consensus with ideas of his maturity. Apparently, both icons in the two films end up as failures especially in the mannerisms through which they handled relationships. Charles ends up a lonely man, with two divorced wives; Emily and Susan. He does very little to maintain a good relationship both to his family and to himself. It gets to a point that he shuns people from entering his mansion where he only interacted with his workers. It is clear that Charles fails in maintaining healthy relationships though on the other hand Willy succeeds a bit in maintaining his family but dies an unsatisfied man. Unlike Willy, Charles may have experienced a dead end in the kind of relationships he had, but it seems like he has always wanted a life for himself. He is unhappy on losing everything with reference to his nature where he has always wanted everything for himself. Life looses meaning to him to the point that he dies a happy man. He