Father Damien And His Journey Essays - Hawaii, Leprosy,

Father Damien And His Journey Father Damien and His Journey Between 1866 and 1873, seven hundred and ninety-seven lepers arrived on Molokai. Almost half of them died. Public indignation mounted, and the Board of Health sought to improve conditions. In April of 1873, Walter Gibson, a politician at the time, wrote a newspaper article that made a bold request. It called for a noble Christian priest, preacher, or Sister who would sacrifice their own life to console the lepers on Molokai. There were several men in Hawaii who were willing to respond, and one of them was Father Damien, a charitable Catholic priest with the Sacred Hearts order. It may have been presentiment or prophecy, but Father Damien had known for some time that he would eventually go to Molokai. When Father Damien arrived on Molokai, it was in a state of disarray. Sacred Hearts had previously built a tiny chapel, dedicated to St. Philomena, but attendance was scarce. There was no government on the island, and the lepers' days were filled with drinking, crime, and a general sense of hopelessness. Father Damien chose to rectify this in many ways. During the first weeks upon arrival, Father Damien took normal precautions to avoid contagion. He settled comfortably under a tree outside of the tiny chapel, and a large rock on the side of the tree served as his dinner table. But if Damien protected his body from the disease, there was nothing he could do to protect his eyes or ears from the shock of the contact with the lepers. Gathering his courage, he began to approach the lepers one by one. He embraced them, dined with them, and he cleaned and bandaged their wounds. On his first visit to a young girl, he found that worms had eaten at one whole side of her body. Now this must have been a shock to the lepers, who in the past had only seen people who had been sent by the Department of Health. These previous doctors were so afraid of contagion that they resorted to looking at their patient's sores by lifting the bandages with a cane. At another point, a doctor left medicine on a table where the lepers could get it, insuring that he would not even have to been in the same room with them. Having someone like Father Damien who was willing to get close to them, and who spoke the Hawaiian language, began to give the lepers hope. Not necessarily hope that they would live, but hope that their lives, however short, would have some meaning. With the help of his patients, Father Damien built houses, constructed a water system, and planted trees. He also organized schools, bands and choirs. He provided medical care for the living, and buried the dead. He even expanded the tiny chapel on the island. He persistently badgered the Hawaiian government and his church for more resources, which resulted in a heightened awareness of the disease and the plight of its victims. One day in December of 1884, while soaking his feet in extremely hot water, Father Damien experienced no sensation to heat or pain. He knew at this point that he had leprosy. He had lived on Molokai for twelve years when this was confirmed. Although the disease is not highly contagious, Damien had not been careful about hygiene. He did nothing to separate himself from the lepers. He ate with them, shared his pipe, and did not always wash his hands after bandaging open sores. Despite his many contributions, the Sacred Hearts Fathers were reluctant to help Father Damien in the end. He asked to come to Honolulu, so that another priest might hear his confessions, but his Father Superior forbade it. In the end, he relented, but insisted that if Damien must come to Honolulu, that he stay at the Franciscan Sisters' leper hospital. He was not allowed to leave his room for the duration of his stay, which was one week. He spoke of his rejection by his own as the greatest suffering he had ever endured in his life. When Father Damien returned to Molokai, he was utterly alone. He continually begged his superiors for an assistant, not only to help him

How Executive Order 9981 Desegregated the U.S. Military

How Executive Order 9981 Desegregated the U.S. Military The enactment of Executive Order 9981 not only desegregated the U.S. military but paved the way for the civil rights movement as well. Before the order went into effect, African-Americans had a long history of military service. They fought in World War II for what President Franklin Roosevelt called the four essential human freedoms, even though they faced segregation, racial violence and lack of voting rights at home. When the United States and the rest of the world discovered the full extent of Nazi Germanys genocidal plan against Jews, white Americans became more willing to examine their own countrys racism. Meanwhile, returning African-American veterans became determined to root out injustice in the United States. In this context, the desegregation of the military took place in 1948. President Truman's Committee on Civil Rights After World War IIs end, President Harry Truman placed civil rights high on his political agenda. While details of the Nazis Holocaust shocked many Americans, Truman was already looking ahead to the near certain conflict with the Soviet Union. To convince foreign nations to align themselves with Western democracies and reject socialism, the United States needed to rid itself of racism and begin practicing in earnest the ideals of freedom and liberty for all. In 1946, Truman established a Committee on Civil Rights, which reported back to him in 1947. The committee documented civil rights violations and racial violence and urged Truman to take steps to rid the country of the disease of racism. One of the points the report made was that African-Americans who serve their country did so in a racist and discriminatory environment. Executive Order 9981 Black activist and leader A. Philip Randolph told Truman that if he did not end segregation in the armed forces, African-Americans would start refusing to serve in the armed forces. Seeking African-American political support and wanting to bolster U.S. reputation abroad, Truman decided to desegregate the military. Truman did not think it likely that such legislation would make it through Congress, so he used an executive order to end military segregation. Executive Order 9981, signed on July 26, 1948, prohibited discrimination against military personnel because of race, color, religion or national origin. A Civil Rights Victory The desegregation of the armed forces was a major civil rights victory for African-Americans. Though a number of whites in the military resisted the order, and racism continued in the armed forces, Executive Order 9981 was the first major blow to segregation, giving hope to African-American activists that change was possible. Sources Desegregation of the Armed Forces. The Truman Library.   Gardner, Michael R., George M Elsey, Kweisi Mfume. Harry Truman and Civil Rights: Moral Courage and Political Risks. Carbondale, IL: SIU Press, 2003. Sitkoff, Harvard. African-Americans, American Jews, and the Holocaust. In The Achievement of American Liberalism: The New Deal and Its Legacies. Ed. William Henry Chafe. New York: Columbia University Press, 2003. 181-203.

Effects of violent media on children Essay Example | Topics and Well Written Essays - 1000 words

Effects of violent media on children - Essay Example One of the most significant effects of violent media, especially movies, on children is that some of them develop a lack of horror at any form of violence that they witness. This creates a situation where children are more likely to act violently in the belief that doing so is a normal part of life. Furthermore, there are instances where children, instead of behaving in a normal manner, will end up attempting to emulate their heroes in violent movies. This might go to such an extent that they end up causing harm or serious injuries not only to other children but also to themselves. There have been reports that some children, being more likely to imitate the actions that they seen in movies than adults, begin displaying violent tendencies from an early age with some being reported to have stabbed their friend in what seemed to be normal play (Elizabeth & Morton, 2008). The effect of violence in movies is often a long term among children and this should be a matter of great concern for all individuals in the society because it means that children in coming generations, if still exposed to such content, are most likely to be increasingly violent. Children, when they see violent content in movies, often have a hard time differentiating what is real from what is not and this creates a dilemma where it is impossible for them to make proper decisions about whether their actions are right or wrong in real life. There are instances where children who have been exposed to a lot of violent movies tend to react in the same manner as those individuals who have post traumatic stress disorder. This is such that children end up feeling as if the violence that is being meted out on the characters in the movies is actually being done on them. The result is that many of them begin displaying symptoms which are normally associated with those children or individuals who are living in abusive

A new product launch in a 1 higher income country and 1 lower or Essay

A new product launch in a 1 higher income country and 1 lower or middle income country-business - Essay Example An explanation of how each country was eliminated will be given in the report. Throughout the report many different sources have been used to collate the different types of data and external reading surrounding the different types of vehicles which are required for this report. Introduction 1.1 Product Description Montar Vehicles is a fleet of vehicles that will range from 2 door coupes to 4 door saloons, in terms of the vehicles itself it will be fitted with the latest technology to ensure both the driver and the passengers have a luxury traveling experience. Such technology for the driver would include rear and front camera, automatic aid reversing whilst the passenger are able to watch movies in surround sound whilst drinking their preferred beverage ‘ice cold’ from the drinks cooler provided. Executive options can be added for chauffeur driven styles like the hand stitched leather upholstery, wooden oak glazed interior, making it a direct competitor to the existing h igh end luxury car vehicles that are well established. The price range for these vehicles will be between ?100,000- ?350,000 depending on the car chosen, with the lower boundary competing with car brands Mercedes-Benz, BMW & Audi whilst the upper price boundaries will compete with the likes of Bentley, Maybach and Rolls Royce. 1.2 Target Group To appreciate the high-price, high-end range of Montar vehicles, the customer must have a certain sensibility and regard for finer things. The customer will typically belong to the affluent class of society and will have a taste for exclusive, expensive things. He will also understand that driving a certain vehicle bespeaks a lot about a person’s individuality, preferences and personality. The Montar 2 door coupe and the 4 door saloon is a vehicle that would be aimed at the high net worth individuals that have the purchasing power to enjoy such vehicle. The coupe is aimed at the younger members of the affluent class, aged between 18 and 35, who are looking for the classier driving experience. They have great-looking possessions, successful and happening lives and similar social circles to move in. On the other hand, the more prudent saloon is seen more as a chauffeur driven vehicle for the extremely wealthy, senior level professionals and businessmen. The classy exterior would appease their aesthetic sensibilities and the comfortable, first-class interior would allow the passengers to travel in comfort. The target audience comprises of individuals who already own chauffeur driven vehicles like the Rolls Royce Phantom. The positioning will be such that owning a Montar will display the individual’s financial standing and robustness. Along the same lines, industrialists, media moguls and celebrities would be another important target audience of the Montar due to the fact that many people would become aware of the vehicle through the publicity. Domestic and Global Market for Luxury Vehicles UK Market for Luxury Vehicles. With the onset of the global recession in 2007, almost every industry was faced with tighter cash flows and faltering sales figures. The auto industry saw very similar circumstances with key consumers having tighter finances and reluctance to put large amounts of money into buying luxury vehicles. This trend continued well through the next two years. There was a staggering 59% fall in sales from the previous year, which stressed the direness of the recession. Fig:

Businese Essay Example | Topics and Well Written Essays - 1000 words

Businese - Essay Example Hip Hop music is different from the other music genres in many respects. The beat is specifically targeted at the young and energetic youths who still enjoy dancing and listening to fancy music. The targeted audience for Hip Hop music is also characterised by similar features such as interests, dressing as well as preferences. According to TSMITHCHS (2013), â€Å"People who listen to R&B/hip hop music listen to radio and TV stations such as MTV BASE, Radio1 Extra and Kiss.† The programmers of these specific channels design their content with the aim of fulfilling the needs and interests of the young urbanites. The other interesting facto about the targeted audience of Hip Hop music is related to the aspect of dressing. The youths mainly prefer trendy, fashionable and designer clothing. These youngsters mainly prefer to buy their clothes and footwear from reputable brands such as Nike, Adidas, Hugo Boss, Prada and  Giorgio Armani (TSMITHCHS, 2013). These youths also like to w ear stylish and high fashion clothes that are often associated with celebrities. Generally, the youths belonging to this category are more interested in their presentation and appearance more than anything else. The other important characteristic of the targeted audience is that this group is comprised of young adults who are working on either full or part time basis. These people are no longer dependents and they can afford to buy what they want on their own. The group is also characterised by people who still enjoy going to clubs and the majority of them are still at the stage of experimenting quite a number of youthful things. The genres of Hip Hop music are written by artists who are still young as well and they also have similar interests with their targeted audiences. The writers of these genres also wear designer fashion with expensive labels. They are the ones who influence as well as shape the behaviour of the targeted audiences. These people are often viewed as role models by the targeted audiences and they try to emulate their behaviour as much as possible. The writers of Hip Hop music also prefer to play live shows in places such as nightclubs which are frequented by many young people. The youthful behaviour is still evident between both the writers as well as target audiences of the genre of Hip Hop music. The targeted audiences for this particular genre mainly use it for entertainment. The young and energetic youths can dance to this kind of music the whole night and they find this so exciting. The audiences also enjoy the lyrics portrayed in different songs. Apart from playing the entertainment role, Hip Hop music is also comprised of messages that are designed to fulfil the needs of the targeted audiences. In some cases, the lyrics are comprised of love messages and the beat is presented in a unique way. The targeted audiences also use this particular type of music to create a culture and identity different from other groups. These people are a lso known as urbanites or bingers in social circles and they wish to maintain the culture of this cliche. The tastes and preferences of the listeners of Hip Hop music is different from any other group. Essentially, the listeners of Hip Hop music want to portray themselves as unique and a special group comprising of people who are so special by virtue of their preferences and interests. These people also feel that their

Effects of Employee Rewards on Organisational Commitment

Effects of Employee Rewards on Organisational Commitment CHAPTER 1 INTRODUCTION 1.0 Overview In any organization, employees rewards usually given to attract, motivate and retain the employees to stay longer and contribute a good quality services to ensure the successful of the organization; in other words, rewards play an important role in creating, building and maintaining the commitment among employees with the purpose to ensure high standard of performances and workforce stability. According to the individual organizational exchange theme, individuals enter the organization with special qualification and skill, desire and goals, and expect in return a work setting where they can use their skill, satisfy their desire, and achieve their goals (Mottaz, 1988). At the minimum, employees expect their organization to provide fair pay, safe working condition, and fair treatment. (Beer, Spector, Lawrence, Mills, Walton, 1984). It simply implies that employees offer or increase their commitment when organization meets employees expectation regarding fulfillment of their important needs. Thus, the exchange perspective explains organizational commitment as a function of work rewards and work values (Lambert, 2000; Mottazz, 1988), and suggests the importance of work rewards for continuously encouraging employees. According to exchange theory and reciprocity norm, employees repay the rewards received from organization through increase commitment to the organization, which re-enforce the exchange prevalent in the employee employer relationship in a mutually beneficial manner (Blau, 1964; Haar and Spell, 2004). In addition, Vroom, V.H (1964) maintained in his expectation theory that everyone works in expectation of some rewards in both spiritual and material. In the other words, the level of reward influences the quality and the quantity of work, and will response on their commitment to doing the job in the workplace. Therefore, this paper will study the relationship between various type of rewards (extrinsic/intrinsic) received by the employees and the component of organizational commitment (affective, continuance and normative) focusing on hypermarket (retail industry) in Kota Kinabalu. 1.1 Research Problem Over the last two decades, much research has explored issues related to effects of employee benefits or rewards at individual levels. On the whole, most studies explored the impact of employees benefits or reward on turnover intention, satisfaction, productivity, mobility, attraction, retention also motivation. Little is known about whether rewards or benefits have impact on organizational commitment, specially in hypermarket (retail industry) in Malaysia context. Meyer and Smith (2000) had found out that despite the vast literature on job atttitue, the issue of commitment still remain ill-defined and ill-conceptualized. Reseachers argue these dissappointing reseach outcomes are due to a ‘lop-sided approach towards the study of commitment, which conceptualized as a uni-dimensional construct (Mowday et al., 1982) whereas commitment is actually found to be multidimensional construct comprising three components (Allen and Meyer, 1990). Thus, the relationship between rewards and commitment also required further attention because majority of studies have based their approach solely on the affective component of commitment, negleting the other two; continuance and normative (Dunham et al., 1994; Meyer and Smith, 2000). It is argue that reseach is required to explore further the entencedents, especially, with regard to normative and continuance commitment (Allen and Meyer, 1990; Dunham et al., 1994). Previous study by Neeru Molhotra at el (2007 ) tends to fill the gaps in the existing literature by doing the comparative effect of extrinsic and intrinsic rewards on the three components of commitment. However, as mention by reseachers, the possible differential antecedent of the three component model of commitment should continue to develop (Culpepper et al., 2004, Hacket et al., 1994; Meyer and Smith, 2000 ; Neeru Molhotra, Pawan Budhwar and Peter Prowse, 2007). Furthermore, it is essential for top management also to understand which rewards mean the most to which employees, given that the bases of thier commitment are distinct. Nevertheless, the great of the greater understanding of this organizational phonemenon increase daily. The major driving force behind this continue recognition of commitment in the management literature for more than three decades is that is often seen as the key of ‘business success (Benkhoff, 1997). The retail industry has always suffered from high employee turnover rates. High employee turnover is costly to retailers not only because it increases administrative costs in recruiting and training employees but it also reduces the operational capability of the retailer. Good et al (1988) had noted that the retail industry has one of the highest turnover rates at 30 percent. Turnover rate among retail management trainees, the entry position for retailing graduates, had been especially high with one study reporting the employee turnover rate as high as 49 percent. Yet, as Akehurst et al (1995) had noted, despite the importance of personnel issues in the retail industry, retail employment is a comparatively under-researched area. It had been suggested that high employee turnover in the retail industry is the result of the unique human resource environment in the retail industry. A career in the retail industry is not appealing to many workers. Coupled with the need to employ large numbers of workers in the industry, the retail industry is forced to employ large number of workers who are not motivated or interested to remain in the industry. This has resulted in high employee turnover rates in the industry. This statement was admitted by HR Manager of Giant and Servay Hypermarket, theyve said that turn over rate in their hypermarket quite high where employees reported in and out monthly. Meanwhile, these day one of the major problems by all companies is the lack of the total commitment from their employees. In Malaysia for example, it is comman complaint that employees are no more loyal as they used to be in the past. As a result of lower commitment, employees leave their companies for slighty higher pay. And to cope with this problem, they have to adopted many programmes and strategies, which tries to restore employees commitment. Higher salaries can increase the attractiveness of a job, including in the retailing job (Swinyard et al 1991). To motivate employees, retailers should review their reward policies and ensure that they are still competitive (Levy et al 2001). Base on above analysis, this study tends to examine the relationship between various intrinsic and exrinsic rewards and three component of organization commitment, taking the multidimensional perspective of commitment in retail industry which is hypermarket in Kota Kinablu area. 1.2 Research Question The study aims to understand the relationship between rewards and organizational commitment among workers in hypermarket (Kota Kinabalu). Accordingly, few main research questions are examined in the research; Is there a significant relationship between extrinsic rewards (working condition, pay satisfaction, satisfaction with fringe benefits and promotional opportunities) and organizational commitment (affective, continuance and normative) among workers in hypermarket (Kota Kinabalu). Is there a significant relationship between intrinsic rewards (supervision, training and feedback) and organizational commitment (affective, continuance and normative) among workers in hypermarket (Kota Kinabalu). 1.3 Research Objective Based on the assumption that employees rewards tend to attract, retain, and motivate employee, which eventually increase employee commitment, the purpose of this study are; To examine the relationship between extrinsic rewards (working condition, pay satisfaction, satisfaction with fringe benefits and promotional opportunities) and organizational commitment (affective, continuance and normative) among workers in hypermarket (Kota Kinabalu). To examine the relationship between intrinsic rewards (supervision, training and feedback) and organizational commitment (affective, continuance and normative) among workers in hypermarket (Kota Kinabalu). 1.4 Scope Of The Study The retail industry is used in this study to measure the relationship between rewards and organizational commitment in the industry. This is because; retail industry is the most important sector in terms of volume and value. Retail has been one of the most active sub-sectors in the Malaysian economy, also the second biggest contributor to the national GDP, contributing RM31,081 million (AUD14,603 million) in 2000 (Eighth Malaysia Plan, 2001). Based on Euromonitor‘s Retailing Report in Malaysia (2008), four main retail formats are hypermarket, supermarket, convenience store, and traditional grocery store; however, this study will only focus on one of retail format which is Hypermarket. The study was conducted in the Kota Kinabalu area using non probability and convenience sampling. Kota Kinabalu was chosen due to the number and large variety of choice of formats available and also its highly dense population in Sabah. 1.4.1 Retail Industry in Malaysia The rapid expansion of the Malaysian economy over the last few decades, combined with external and social influences has led to a boom in the retail industry. Consequently, the retail industry in Malaysia is highly fragmented, as there are a lot of retailers entering the competitive market each year. Retail in Malaysia is wide-ranging; from department stores, hypermarket, supermarkets and mini markets, specialty shops, convenience stores, provision stores, pharmacies, medical halls, direct sale, wet market stalls to pavement shops and petrol kiosks (Seventh Malaysia Plan, 1996). Such variety reflects the changing demands and expectations among consumers for better quality products and services. The retail environment in Malaysia has undergone a continuous and marked change over the decades. New facilities ranging from supermarkets and superstores to retail warehouses and convenience stores have been added to the retail landscape, much at the expense of the traditional shop houses. The retail sector has been very active in the last few years due to the strong economic growth which had led to an increase in income levels and spending power. Furthermore, Malaysia has become a prime target for foreign investors like the Japanese, Americans and Europeans. Participation by foreign investors will support the industry by introducing future products for the higher quality of life as well as environmentally-friendly products. 1.4.2 Definition of Retail Retailing refers to all activities directly related to the selling of small quantities of goods and services, at a profit, to the ultimate customers for personal consumption and non-business use (Mohd-Said, 1990). Guy (1980) for instance has categorized retail trade into three groups: (a) convenience goods which include groceries and daily provisions; (b) shopping or comparison goods which refer to relatively more expensive items bought at less regular intervals; and (c) specialty goods which are unique items that appeal to customers of the higher income level. Goldman and Hino (2005) have divided the retail trade depending on size large scale or small scale. The 13 small scale retailers are also referred to as the traditional retail store where they include the single propriety stores, wet market, and mini market. Whilst the large scale retailers, which are also known as the modern retailers include superstores, department stores, hypermarkets, and discount stores. Nevertheless, according to Miller and Layton (2000), many stores can still be grouped into the following retail types; A department storecarries a wide variety of shopping and specialty goods, including apparel, cosmetics, house wares, and electronics products. Some departmental stores even attached a supermarket. A superstore or hypermarketis a very large store that aims at meeting consumers‘total needs for routinely purchased food and non-food items. It carries personal care products, alcoholic beverages and tobacco products, stationary and sewing supplies, hardware items, garden products, some clothing some leisure-time products and offers household services such as dry cleaning, laundry and shoe repairs. A discount storeis a retailer that competes on the basis of low price, high turnover and high volume. Supermarketsare large, low cost, low margin, high volume, self-service stores that cater to serve the consumer‘s total needs for food and household products. In Malaysia, the supervision of the wholesale and retail sector falls under the supervision of the Ministry of Domestic Trade and Consumer Affairs (MDTCA) through the Committee on Wholesale and Retail Trade. The Committee was set up in 1995 to regulate and supervise the industry, including foreign participation in the sector. 1.4.3 Hypermarkets In Malaysia, the hypermarket has grown rapidly since the 1990s. The emergence of hypermarkets has altered the structure of the distributive trade in Malaysia to some extent. The existence of hypermarkets has allowed the consumers to do their shopping easily with less hassle as they can purchase the grocery products and mass merchandise under one-roof. A research carried out by Euromonitor (2008) revealed that hypermarkets recorded sales of RM6,217 million in 2007, which represents a 263.2 percent increase since 2002. Euromonitor has forecasted that the sales in hypermarkets will reach RM11,199.5 million by 2012. The success of the hypermarket chains is largely due to their low price, wide range of offerings, customer service and strategic location (Seiders and Tigert, 2000; Carpenter, 2008). The hypermarket industry is dominated by the foreign retailers, namely, Carrefour, Giant, and Tesco. This is because multinational companies have a greater capability in terms of outlet expansion, development of private label products, and offer extensive ranges of products and value-added services. In 2007, the hypermarket market was led by Giant, followed by Carrefour and Tesco (Euromonitor, 2008). The dominance of Giant is largely due to the high number of outlets available in Malaysia. Despite there being only a few key players, the hypermarket environment is highly competitive. This is because the retailers employ similar positioning strategy in order to attract more consumers. Most of the hypermarket operators compete on pricing and promotion to attract more customers. Some retailers even reduce prices permanently in order to attract more people to the stores. Major promotions and advertisements are some of the key growth strategies utilized In the hypermarket segment, the main players are foreign owned retailers such as Carefour (France), Makro (Holland), Jaya Jusco (Japan), Tesco (United Kingdom) and Giant (Hong Kong) which account for 46 per cent of the hypermarket sector (Economic Report, 2005/2006). By 2005 there were around 400 foreign supermarkets and hypermarkets spread around the country including the sub-urban areas in Kuala Lumpur and Selangor, and other states such as Perak, Johor, Negeri Sembilan, Melaka, Kedah, Sabah and Sarawak. This retail segment was the best performers among the retail sub-sector with 18.3 per cent growth during first month of 2006 (Economic Report, 2006/2007). This study was confined to the hypermarket in Kota Kinabalu area. According to Trading Licence Listing(Table 1.1) from Kota Kinabalu City Hall, there are only two hypermarket in Kota Kinabalu, namely Giant and Servey Hypermarket Parkwell. Giant Hypermarket, which is owned by Giant Capital Holdings (GCH), is one of the largest hypermarkets in Malaysia. It was founded in 1944 by the Teng family in Kuala Lumpur. Its headquarter is based at Shah Alam, Selangor, meanwhile Sabah-Sarawak-Brunei Regional headquarter is located in Kolombong Outlet, Kota Kinabalu. Giant Hypermarket currently has around 1,000 employee in Sabah itself, and 10,000 employees in total nationwide. There are about 14 outlet store of Giant Hypermarket around Kota Kinabalu; 4 hypermarket, 7 supermarket and 3 superstore. However, this study will only focus in Giant Hypermarket which is located either in Kolombong, 1Borneo, Putatan and City Mall. Furthermore, Servay Parkwell are the homegrown Sabah Sarawak proud success story, operating one of the leading hypermarket Sabah Sarawak. It is formed in 1979 under Evergreen Trading (1979) Sdn Bhd. Under the group of companies, it encompasses 5 major subsidiaries companies label, they are the retail brands of: Servay Hypermarket (Sabah) Sdn Bhd Servay Supermarket Sdn Bhd Servay Hypermarket (Sandakan) Sdn Bhd Servay Jaya Superstore Sdn Bhd Parkwell Departmental Stores Sdn Bhd Currently, Servay Hypermarket has 10 store outlet around Sabah; 4 hypermarkets, 5 supermarkets and 1 departmental store. However, this study will only focus in Servay Hypermarket in Kota Kinabalu which is located either in Penampang, Putatan, KK Plaza and Likas. 1.5 Significance of the Study This research will endeavor to make both a theoretical and practical contribution to the existing literature:- 1.5.1 Significance to Body of Knowledge This study will contribute additional knowledge to the construct of organizational commitment in relation to extrinsic and intrinsic rewards. Thus far, there is evidence that these rewards are positively related to Organizational Commitment (Neeru Malhotra., et al (2007), Bunmi Omolayo, A.B. Owolabi (2007), Ian O. Williamson at el., (2009), However, it is hoped this study will add to the body of knowledge in terms multidimensional construct of Organizational Commitment among hypermarket employees in Malaysia, especially in Kota Kinabalu. 1.5.2 Significance to Human Resource Practitioners The significance of this research is aimed to produce some kind of practical guidance and benefits to the human resource managers in to help them better plan and move towards retaining their employees through designing a good and attractive rewards system. It is hoped that this study provides some valuable insights to any retail organization which seeks to create the appropriate work environment or establish the significant organizational rewards which encourage hypermarket employees to be committed to their current organization and continue their service with them. Additionally, this study might contribute to a better understanding of three dimensional of organizational commitment, and also its role in enhancing employees sense of attachment and membership to their organization. Therefore, the results of this research may guide human resource managers to incorporate organizational rewards to improve the work environment, motivational level, and retention, enhance O.C. and thereby reduce turnover, increase productivity, and enhance performance. Each committed employee is a vital ingredient to the success of any hypermarket organization. 1.6 Definition of Key Variable In order to have a sound understanding of this study, the following are the definitions of the key variables for this study. 1.6.1 Rewards Reward refers to all forms of financial returns, tangible services and benefits which an employee receives as part of an employment relationship (Bratton and Gold, 1994). According to Porter and Lawler (1968), rewards can be divided into two type; intrinsic and extrinsic rewards. Katz and Van Maanan (1977) have further classified work rewards into three distinct categories of task, social and organizational rewards. Task rewards are intrinsic rewards, while social and organizational rewards are extrinsic rewards. Extrinsic rewards are those that resulting from extrinsic, non-job-related factors. Social rewards (friendly, helpful and supportive co-workers and considerate supervisors) are those that are derived from interaction with others on the job; while organizational rewards (working conditions, pay satisfaction, benefits, and promotional opportunities) are those that are provided by the organization and are aimed at motivating performance and maintaining membership. On the other hand, intrinsic rewards are inherent in the content of the job itself. They include motivational job characteristics such as feedback (Hackman and Oldham, 1976). Individuals at all levels of the organization recognize the importance of continually upgrading their skills, and regard access to training as a ‘key element in the overall reward package (Armstrong, 1993: 121). Training is regarded as an important non-financial motivator and thus can be considered as an intrinsic reward. 1.6.2 Organization Commitment The concept of organizational commitment has been defined in many ways. Zheng Wei Bo et al (2009) had concludes the evaluation of OC from 1960-2009 in different period to defined Organization Commitment. From side-bet thinking till affective dependence even multi-dimension period, commitment author have identified different theories to explain the correlations between the foci of OC and outcome. Commitment was initially defined and studied as one dimensional construct tied either to ones emotional attachment to an organizational (Porter et al., 1974), or to the costs associated with the exit (Becker, 1960). As work in this area progressed, this view of commitment converged and a new, multidimensional dimension framework was adopted base on three distinct but related form of commitment: affective, continuance and normative (Allen Meyer, 1990). The affective commitment refer to sn emotional attachment and the involvement with an organization while continuance commitment denotes the perceived costs of leaving an organization (Allen Meyer, 1991). Normative commitment ia newer addition to commitment to the commitment topology and its views as felt responsibility to support and remain a member of an organization (Allen Meyer, 1990). 1.7 Summary and Organization Of The Study This study present in three chapters. Chapter 1 concerned on the study overview, problem statement, research question and objectives, scope and significance of the study as well as definitions of key variables. Whereas Chapter 2 the Literature Review focus on the previous research and discusses the key variable such as extrinsic and intrinsic rewards as independent variables in this study as well as the dependant variable. In Chapter 3 represent the research methodology, in which explain how study is designed in terms of its sample size, data collection method, instrument and data analysis technique. CHAPTER 2 LITERATURE REVIEW 2.0 INTRODUCTION Encouraging employees to work and be committed toward achieving organizations goals and objectives is one of the most significant challenges for any management. It involves active relationship with the organization in which employees are willing to give something of them in order to help the organization to succeed and prosper. According to March and Simeon (1958:52), real commitment often evolves into an exchange relationship in which individuals attach themselves to the organization in return for certain rewards or outcomes. Usually, employees will feel committed when their needs are met and fulfilled by their organizations. According to Maslow (1954), human needs are arranged in a hierarchical order, and once a need is satisfied, the individual move to the next unsatisfied need which now forms the basis for his/her behavior. These needs are the physiological needs (which include food, clothing, shelter, water, and sex), security needs (such as job security, protection of life and property), social needs (such as need for affection, friendship, and sense of belonging), esteem needs (which include need for recognition, accomplishment, achievement, and self respect), and self-actualization needs (which is the need for an employee to reach his/her highest potential at workplace in conquering his/her environment). Rewards are something given or obtained in return for work done or service rendered. Vroom (1964:134) asserts that the expectation (reward) of employees on task performed motivates and encourages them to be committed. Thus, the higher the expectation of workers, the greater the commitment. On the other hand, the lesser the expectation of workers, the lower the commitment. 2.1 Literature Review Conceptual Background 2.1.1 Organizational Commitment (OC) Research on OC spans over four decade and remains an area of interest to both researchers and practitioners. Commitment of an employee to his or her employing organization or known as Organizational commitment (OC), has received much attention in the literature but different definitions continue to be used. Zheng Wei Bo et al (2009) had concludes the evaluation of OC from 1960-2009 as illustrated in Table 2.1. From side-bet thinking till affective dependence even multi-dimension period, commitment author have identified different theories to explain the correlations between the foci of OC and outcomes. Table 2.1: Evaluation Of Organizational Commitment Commitment was initially defined and studied as one dimensional construct tied either to ones emotional attachment to an organizational (Porter et al., 1974), or to the costs associated with the exit (Becker, 1960). As work in this area progressed, this view of commitment converged and a new, multidimensional dimension framework was adopted base on three distinct but related form of commitment: affective, continuance and normative (Allen Meyer, 1990). The affective commitment refer to sn emotional attachment and the involvement with an organization while continuance commitment denotes the perceived costs of leaving an organization (Allen Meyer, 1991). Normative commitment ia newer addition to commitment to the commitment topology and its views as felt responsibility to support and remain a member of an organization (Allen Meyer, 1990). Furthermore, the concept of commitment in the workplace is still one of the most challenging and researched concepts in the fields of management, organizational behavior and Human Resource Management. A great deal of research has been devoted to studying the antecedents and outcomes of commitment in work setting. The conceptual and operational development of organizational commitment has affected the conceptualization and measurement of other commitment forms such as commitment to the occupation, the job, the workgroup, the union and the work itself (Cohen, 2003; Gordon, Philpot et al., 1980; Morrow, 1993). Blau and Boal (1987) discussed two approaches in defining commitment. The first one, referred as behavior approach where the individual viewed as committed to an organization if he/she is bound by past actions of â€Å"sunk cost† (fringe benefit, salary as a function of age or tenure) and the second one are referred as attitudinal approach where organizational commitment is viewed as a more positive individual orientation towards the organization; here, organizational commitment is defined as a state in which an employee identifies with a particular organization and its goal, and he/she wishes to maintain membership in the organization in order to facilitate its goals. Attitudinal commitment is affective in nature; employees are emotionally attached to the organization and view their goals and organizational goals are similar. In summary, OC can be defined as a psychological state characterize an employees relationship with the organization that has implication for the employees decision whether to remain or leave the organization. Commitment reflects the employees acceptance of the organizations goal and willingness to engage in the behavior that is specified in the job description. OC can be considered to be affective response or attitude which link or attach an employee to the organization. In the other words, OC can be defined as the degree to which an employees experiences a ‘sense of oneness with their organization. However, for the purpose of this study, the following definition of OC as provided by Allen and Meyer (1990) was used. It has become clear that during the last decade, OC was conceptualizing as multidimensional construct that involve three dimensions as mention before. 2.1.2 Allens and Meyers Model of Organization Commitment (OC) Meyer and Allen (1990) had defined OC as pychological state that bind the individu to the organization. For that extend, they have developed a three component conceptualization of organizational commitm

Sugar :: essays research papers

Clarke 1 Sweet Foods And Peoples Moods   Ã‚  Ã‚  Ã‚  Ã‚  Probably some of the most pleasurable and enjoyable memories of a person has to do with sweets. When thinking back to birthdays, there is always the memory of the wonderful cake that mother beautifully made and decorated with frosting and glazes. A typical night out with dad can be transformed into a magical evening with a trip to the ice cream parlor. The end of a fantastic Thanksgiving dinner turns heavenly when a hot apple pie is brought to the table and topped with delicious, melting vanilla ice cream. A good wedding is never complete without the cutting of the splendid multi-level wedding cake, when the happy new couple gets to playfully shove and smear cake and white frosting into each other’s smiling faces. Everyone knows that as a child, the only good part about going to the dentist is getting the candy bar at the end of the visit. Why do some people get sick after eating too much suger? Some people do not even know that the abuse of sugar can lead to negative effects on your body. There is something strangely enjoyable and resplendent about the consumption of sugar. Why is it that sugar is so deliciously enjoyable and at the same time a food product that has many negative affects on people’s health? For years doctors have been saying that refined sugars are empty calories and consist of absolutely no vitamins or minerals that people need to survive. Dentists warn that sugary foods encourage tooth decay. Many people avoid sweet food because it can lead to obesity, heart problems, diabetes and cancer. These negative responses by people’s bodies are actually warnings. Maybe people eat sugar for other reasons than the sweet taste. The human body's negative responses to sugar may be a similar purpose to the reason kids feel pain when they are playing too roughly. People’s consumption of sweet foods might also serve as a sign of defiance against their bodies’ health limitations. What many people do not realize is that their tasty treats can affect their mind and emotions.   Ã‚  Ã‚  Ã‚  Ã‚   Many parents may be surprised when they realize how sugar can affect their children. All parents want their kids to be well behaved and do well in school. To encourage their kids to behave themselves in school and get good grades, parents often reward their children with sweets such as candy, a special trip to the ice cream parlor, or any other store full of great treats to motivate the young children to keep up the good work.

Disciplining Style Differences of Divorced Parents Essay

Introduction Families come in all shapes and sizes. Some families have two parents in the home, others are ran by single parents, while others have stepmothers and stepfathers with children having biological and half-siblings. These dynamics are intriguing and often I have wondered how the parents in such families may differ in their parenting styles based on the relationship of the Mother and Father. In the traditional family, the Mother and Father are generally married and reside in the same household raising the children they have created together, while other families of divorced parents may have joint custody of their children and live in separate residences. I am curious to know how these parents operate, specifically in the area of discipline. Child Behavior tends to be greatly effected by a change in the family structure, such as divorce. Not only do children behave poorly in school after a divorce, but also there are studies that show High School drop out rates are significantly higher i n a single parent household than a home with dual parenting. This study will serve three purposes. The first is to describe the disciplinary practices of a divorced parents, studying the most common techniques used by the average divorced parent. Next, this study will explain the effectiveness of these techniques, examining the result of child behavior in each of the examples. Finally, this study will outline the most effective discipline techniques for divorced parents to avoid the behavioral problems that a divorce can bring upon a child. The most effective disciplinary techniques for divorced parents is to work together throughout the disciplinary practices, remaining consistent amongst both parents and delivering on punishments for incorrect behaviors. This ensures well-behaved children and increases the likelihood of educational success of their children. Problem Statement Children of divorced parents suffer with behavioral issues much more often than children from traditional family dynamics consisting of a two-parent households. Theses issues include small consequences such as bad behavior in the classroom and can be even more sever such as increased likelihood of high school dropouts. In fact, in a study reviewed by Green, K., of a group of students who came from a divorced family, only â€Å"about 60 percent received high†¨school diplomas† (Green, 2009). This is compared to 78.4% of students from a traditional household of two parents. Changes in parenting should be able to reduce these risks and there is no better way to change parenting styles other than researching the different styles of parenting and examining the most effective techniques. Divorced parents often lack a partnership and consistency that a dual parent household has, and so, in order to prevent negative consequences from poor child behavior, divorced parents need to work together, remain consistent, and hold their children accountable for their actions. The question this study hopes to answer is, how are divorced parents’ disciplinary actions different from traditional families, and what can they do to ensure their child’s success? Rationale Child behavior is so important since it is often said that past behavior is a good indicator of future behavior. â€Å"The empirical finding that childhood problem behavior is predictive of adult problem behavior has been documented in several longitudinal samples, regardless of time, place, sample characteristics, or specific measures of outcome† (Ensminger, 2006, p194). Children tend to behave more poorly when they are raised in a home of a divorced parent, so it is important to understand the approaches taken by these parents and assess their effectiveness in order to explain the best disciplinary techniques so that this behavior can be corrected early enough to eliminate the risks of behavioral issues in children. This study is meant to be more than just a description of parenting styles, but, also serve as a guide for divorced parents as well. Research Objectives This study will serve three purposes. The first will be to identify the most common disciplinary approaches amongst divorced parents and traditional families. Amongst these approaches, we will then determine the most effective of these approaches, which is the second objective. Finally, We will fulfill the third purpose, which is to understand the complications that divorce brings upon a parent in disciplining, and suggest helpful tips from the most effective parenting styles researched. When all is said and done, we would like to help single parents who are raising their children after a divorce understand the importance of good discipline practices, most commonly found in traditional families and avoiding any potential negative impacts of child behavior. Hypothesis My guess is that most divorced parents do not take the time to research the most effective parenting techniques, especially in the area of discipline. This can help them assess their current strategies and open their eyes to all new approaches with the most successful outcomes. I would guesstimate that most single parents lack discipline due to the fear of loosing the popularity contest they’re in with the ex-spouse and their children. This is unfortunate because they are actually doing more harm than good. A child that does not have discipline in the home can result in terrible consequences, both for the child as well for the society in which this child will live in, since links to criminality have already been established with child behavior and lack of discipline. I would predict that if divorced parents were to use effective discipline, such as, working together, remaining consistent and keeping their children accountable for their actions, then they would raise better-behaved children and increase the chance of a successful life for their children, much like their traditional family counterpart. Definition of Terms This paper will have several terms that will have several terms that will be defined in this portion and will be implemented throughout the study. The first term I wish to define is the term â€Å"traditional family†. A traditional family will be defined by a household in which the children live with both their mother and father and both are married. The next term defined is a divorced family, or a family in which the children’s parents have divorced and no longer live together. The term â€Å"children† will describe adolescents under 18 years of age. Another term is discipline, which we will define as any action taken by a parent to correct the bad behavior of their children. Finally, we will define Behavior as the actions and/or attitudes displayed by a child. Summary It is imperative that children be disciplined for displaying poor behavior. This can prevent such outcomes as high school dropouts and criminal activities, which is often the result of bad childhood behavior. Divorced families often lack discipline in the household, due to the absence of partnership amongst divorced parents and consistency in parenting, so, in order to prevent negative consequences of child behavior issues, divorced parents need to work together, remain consistent, and hold their children accountable for their actions. I predict that traditional families have a lot of differences in their disciplinary practices such as teamwork, consistency and accountability that is deficient in a divorced family, where the parents are separated in different residences. Much can be gained about researching effective disciplinary techniques, especially amongst divorced parents, well-disciplined children can increase the livelihood of their adult life and ensure a more promising futur e, which is everything a parent hopes for their children. References Ensminger, M. E. (2006). Childhood Behavior and Adult Criminality: Cluster Analysis in a Prospective Study of African Americans. DOI 10.1007/s10940-006-9008-9 Green, K. (2009). Your Child Your Divorce. School Drop-Out Rates Rise for Children of Divorce, Claims Study. Retrieved from: http://yourchildyourdivorce.com/wordpress/school-drop-out-rates-rise-for-children-of-divorce-claims-study/ In Research from University of Alberta (as cited in Green, K. (2009). Your Child Your Divorce. School Drop-Out Rates Rise for Children of Divorce, Claims Study. Retrieved from: http://yourchildyourdivorce.com/wordpress/school-drop-out-rates-rise-for-children-of-divorce-claims-study/)

buy custom Business Memorandum Assignment essay

buy custom Business Memorandum Assignment essay In the guidelines released on July 19, 2005 concerning Plain English and disclosure documents, the SEC turned its regulatory concerns from the substance to the presentation format of the disclosure. In essence, the SECs Plain English guidelines sought to give interested readers the chance to understand in simple language the complex information contained in the disclosure documents. Indeed, poor writing has the possibility of obscuring meaning sought after in the documents. Baroque writing style clouds the truth thereby undercutting compelled disclosure policy. In brief, non-plain English prevents the intention of the message conveyed from reaching the audience. The SEC principles of disclosure language encourage logical document structure, tight sentence structure, appealing design, direct tone, active voice, and word economy (SEC, 2005). In other words, Securities and Exchange disclosure documents should be read with ease devoid of jargon vocabulary. SECs Plain-English guidelines govern writing style and the manner in which information such as charts, statistical graphics and tables are presented in the annual reports or prospectuses. As explained by Ricky Lowry, making these disclosure documents readable does not amount to watering them down. Revising previous prospectuses may be time consuming and requires a lot of effort as well as extensive rewriting at times. Plain English in companies disclosures demands the following: Text Information Use of simple English in writing the titles in the front covers of the disclosures, as well as the back covers, risk factor sections of prospectuses and summary writing. The utilization of active voice and stronger verbs are highly recommended by the guidelines. Information should be presented in concise sentences and paragraphs. If possible, bullet lists should be used with short explanatory sentences. Description of specific disclosures should have subheadings or captions in the sections for easy identification and understanding. Legal terms and technical business language should not find their way in the disclosures. If technical vocabulary must be used, then definition should be provided in the glossary section for clarity for the meanings of terminologies that are not familiar (Lowry, 2000). Rules for graphics Fancy designs may distort clear presentation that translates into complexities in understanding graphics. The SEC guidelines advocate for simplicity of graphics in the disclosure documents to avoid such difficulties. To achieve this objective, the following proposals should be adhered to: All graphics should start at a zero baseline to avoid distorting correct proportions. All graphics should be drawn to scale for correct proportionality Graphics data [presentation should be done in a single unit (for instance, in billions, millions of dollars) to avoid misleading readers Graphics with the intent of showing periodic information should flow forward (January..June) Data presented in tables should be organized in such a way that enables quick deciphering. Presentation of stock markets and their returns for instance should be done according to the magnitude of the returns in descending order as opposed to alphabetical order of names of the markets. Buy custom Business Memorandum Assignment essay

mission in Bolivia

In retrospect, the mission in Bolivia seemed to have been doomed from the start. The very foundation that created the revolution failed it immediately, due to this fact, from the beginning to the end the revolution seemed an imminent failure. If one sat down and tried to reconstruct an account on how not to fight a guerilla war, Che Guevaras mission in Bolivia would be considered somewhat of a text as what not to do, just as his earleir writings on Guerilla warfare map out the details of success. This then creates one the perplexing contrast which in itself has raised some serious questions about the integrity of the Bolivian campaign, with many condescending eyes leading in the direction of Fidel Castro. The failures, mistakes, misfortune and miscalculations have all been discussed earlier, and one cannot deny the fact that many errors were made by Che himself, nonetheless, one must also question the role played by Fidel Castro. As chief sponsor of the Bolivian expedition, Fidel Castro bears much of the responsibility for both the defeat and death of his very close comrade. On Ches return to Cuba from a disastrous campaign in Belgian Congo, Che found consolation in the fact that his grandest dream of an intercontinental organization for underdeveloped nations with its headquarters in Cuba had been founded in Cuba only a few months earlier by Fidel Castro. From January 3 to 15 1966, the first conference of the Organization of Solidarity of Asian, African and ALtin American Peoples was held in Havana. Some four hundered delegates from the underdeveloped world attended. The main topic of discussion turned out to be the revolutionary ideas of Che Guevara and the almsot romantic goal of a continental revolution, modeled after the success of the Cuban revolution. Almost immedietley he began the realization of his oldest dream. The liberation of Latin Americas opressed and exploited peoples. A location to begin this ...

Formation of a Contract Case Study Example | Topics and Well Written Essays - 1000 words

Formation of a Contract - Case Study Example She asked Janet if she was willing to sell her car for 3000 which she agreed. Janet told Barbara that she would sell the car to her for 3000 if she paid in cash and asked her to come over the following day to see it which she did. The contract between Barbara and Janet was concluded immediately she expressed acceptance of an offer. The issue where Barbara is changing her mind that she was to revoke her acceptance is impossible since the contract between her and Janet is binding and enforceable before a court of law. It is immaterial to state that he was revoking the acceptance because she discovered that the car had some problem as stated by his stepfather Roy. 1 A contract which is an agreement between two or more parties which is intended to create legally binding obligations was created between Barbara and Janet on the sale of the second hand car. The word binding is used for there are some contracts which are valid but are not enforceable. For a contract to be binding there must be an intention to create legal relationship between the parties to the contract. For this case, there was an intention of creating a legal relationship between Janet and Barbara on the sale of the second hand car. ... 2 Acceptance once made cannot be revoked unlike an offer which can be revoked by an express notice before it is accepted. However, acceptance cannot be revoked in any circumstance by either the offeree or the offeror. The moment a person expresses his acceptance of an offer, that very moment the contract is concluded and it does not matter whether the acceptance is by word of mouth, in writing or sent by post. For this case, it was illegal for Barbara to revoke his contract to purchase the second hand car for 3000 from Janet as agreed on the phone with her. Due to this reason, Janet can sue Barbara for damages. 3 The normal remedy for breach of contract is damages where the aim of the law is to place the third party as far as possible in the possible in the position he would have been if the contract had been performed. Janet is entitled to receive nominal damages which are awarded to the plaintiff after proving a breach of contract without suffering any actual loss. On the issue where Barbara had been lend 3000 by his stepfather Roy; there was a legally binding contract between them. There was an agreement that Barbara was to pay the debt by 30 equal instalments. This agreement fulfils all the requirements of a valid contract hence it became binding immediately the money was lend to Barbara by her stepfather Roy. However, Barbara's car was involved in an accident and she requested his stepfather to forgo his monthly instalments so that she could afford the repair of her car after the accident which amounted to 1200. For this case, there was a fresh contract between Barbara and his stepfather Roy to forgo the repayment of the loan for sometime until her financial status returned to normal. In the new contract between

Strategic management Essay Example | Topics and Well Written Essays - 3000 words - 13

Strategic management - Essay Example British Airways is part of the International Airline Group (IAG) which is incorporated in Spain and has in its portfolio Iberian Airlines (Gray and Gray, 2011). British Airways however remains an entity that the British government has significant investments in and a strong influence within (Gray and Gray, 2011). The slogans of British Airways include â€Å"To Fly, To Serve† and â€Å"The World’s Favorite Airline; Upgrade to British Airways† (Gray and Gray, 2011). British Airways is positioned as a premium airline that targets the upper middle and the middle class members of societies (Barrett, 2010). They therefore offer premium services that targets young and old professionals, business executives and managers. These are operation are launched and conducted in richer and upmarket sections of societies around the world. The airline also seeks to target passengers who prefer comfort and reliable services (Barrett, 2010). They have corporate customers and seek to acquire premium service seekers who want a flying experience that includes a high degree of comfort and convenience. British Airways is therefore seen as a premium and executive airline brand. British Airways, being a premium entity has some strengths. This includes the fact that they have the backing of the British government. They have a strong brand and a major presence in different parts of the world. The link of the airline to Britain and the United Kingdom gives BA a strong history that is tied to the old British Empire (Vaughan, 2012). Due to this, the airline continues to flourish and gain roots around the world (Vaughan, 2012). With British Airways’ position in Heathrow Terminal 5 as an entrenched and inalienable possession, the airline has the capability of expanding and reaching different parts of the world. It also has the competency to go into the growing markets of the Asian Pacific