ShantanuT01/DACTYL-Pretraining huggingface dataset:
Introduction Are consumer insights so elusive? This is a question that requires a broad answer. Consumer insights became a trend in 1992 when Lisa Fortini-Campbell introduced the term in her book Hitting the Sweet Spot . 1 And now with computers and the Internet, Information Technology and globalisation, consumer insights may be a thing to reckon with. It has become complicated however and needs to be refocused to meet the needs and wants of consumers. In this essay, we will distinguish what consumer insight means, both in singular and plural forms. There are variations to their meanings and usage. In simple terms consumer insight refers to consumer focus, consumer needs and wants and satisfaction, all molded into one. The underlying topics of market research are redirected to this point. Today’s marketers have the world as their marketplace. It is a bigger place to introduce and sell products but also a wider place to analyze and deal with. Before, marketers could only focus with consumer insights of a particular place and community, now they have the ‘global village’ to deal with. It was in 1992 when marketing could be done through one-to-one approach. But now with the popularity of the Internet and the information revolution, “mass customization” is becoming a trend. A question that always seems to linger in the marketer’s mind is: What do consumers think and want? This question cannot be addressed to one group of consumers but to the world, the global village. Global organisations, or businesses, think of more appropriate terms and strategies in this new, exciting (?) or challenging marketplace. There is more than one way to kill a cat, and marketers have to be flexible and creative in communicating to the outside world. This is the “exciting” world of business in the twenty-first century. Insights and Theories Insight can be just another term for market research. But it can also mean many things because of the vast information and knowledge available for organizations and businesses today. Today’s marketers have to refocus and find new ways of collecting and analyzing marketing intelligence because of the new forces and trends in globalization. Information is the key; there are vast amounts of information about consumers out there that have to be collected and analyzed. This new wave of information needs broader and creative ‘geniuses’ to arrive at fresh insights for the consumers’ needs and wants to be met. Moreover, a genius is not necessary. What is needed is “insight” and a car
Introduction Human capital is one of the most fundamental aspects in contemporary organizations and it determines the outcome of productivity or organizational success significantly. The modern world of human resource management seems to have changed significantly and as policies and regulations change, the need to reconsider workplace gender equity and diversity has received considerable attention across organizations (Herring, 2009). Human resource management is currently facing substantial challenges pertaining to employee gender equity and diversity that workplace reforms take as means of integrating fairer working community. Gender discrimination or imbalance has been a matter of great concern in the contemporary employment realm, which has sometimes affected the reputation and performance of companies (Malvin & Girling, 2000). During these difficult and challenging economic hardship times, utilizing talent from the entire workforce that promotes inclusive working environment may deem significant to company’s competence. Gender equity and diversity are critical elements in any workplace environment. Concept of diversity and equity Human potential seem to differ from one individual to another and that is where the concept of equity in employment or workplace arise, taking into consideration fairness and justice regarded as a productivity factor in organizations (Hiranandani, 2012). Equal opportunity principally refers to addressing human resource representation and balance and a terminology used in HR as measures taken by organizations to guarantee equality in recruitment and employment procedures. Equity is all about fostering and promoting the right to be different and free from discrimination, to possess a certain level of dignity and remain valued as an individual while at the same time remain entitled to personal beliefs and values (Monks, 2007). Diversity means varied or assorted and in HR is normally all about valuing individual differences and establishing an environment with a culture of respecting personal differences for organizational or societal benefit. In modern business world, considering diversity in the workplace and nurturing an inclusive and unbiased working environment is becoming essential. Workplace gender diversity is a matter of providing equal employment opportunities for all individuals despite their sexual characteristics and notwithstanding educational outcomes across gender or their ethnic groups. According to Monks (2007), “work-life balance policies need to be capable of translation into flexible practices, tailored to suit particular
Electronic Medical Records With the rapid technological advancement that the world is currently facing, a lot of operations in many organization are now becoming computerised. This is essential as it increases the effectiveness and efficiency of operations within an organization. The health sector has also not been left behind. The organization and management of many health institutions have also embraced the use of technology in their operation. For instance, in our health care facility, the use of electronic medical records (EMR) has just been implemented. This advancement is essential as it will ensure effective and efficient system of data storage, retrieval and modification. However, to ensure that the operation of this system is effective, a lot of considerations have to be put in place. First, all the employees need to be familiar with the operation of the system. To achieve this, extensive education has to be passed to the specific employees who use hospital data. This includes nurses, receptionists, surgeons, doctors and other managerial staff. To ensure that proper information is decimated to these individuals, seminars and clinics should be held. Furthermore, the employees should engage in the practical use of the system every working day for an hour after the end of their shifts. This will ensure that they are familiar with the way the systems works. In addition, they will also have a chance to apply the knowledge and skills that they have learned (Johns & Freshwater, 2006). Another factor that needs to be considered is the restriction of using the system. Only authorised personnel should be allowed to use the system. This will ensure that it operates and runs smoothly. Unnecessary use may lead to system failure and this wil
The Gospel of Matthew is an early representation of Jesus’s life. Jesus is described as the son of God and the Son of Man who was destined to fulfill messianic prophecies. The narrative commences with the announcement of the miracle conception, “When as his mother Mary was espoused to Joseph before they came together, she was found with child of the Holy Ghost.” The gospel tells that Joseph, the husband of Mary, was notified by the angel in his dreams that his future wife is pregnant with the son of God, whom he had to name Jesus. Indeed, chapter 3 of the Gospel of Matthew demonstrates how Jesus was proclaimed as the son of God during the baptizing ceremony, “This is my beloved Son, in whom I am well pleased.” The beloved son of God was given the power to teach, heal, and forgive sins. Despite his divine duties, Jesus is still viewed as the Son of Man in the gospel. The Gospel of Matthew is full of interpretation of Jesus as a human being with some basic needs. He was often illustrated during his sleep, dining, and expressing various emotions. For example, he could sit and eat with his disciples, “And he commanded the multitude to sit down on the grass, and took the five loaves, and the two fishes, and looking up to heaven, he blessed, and brake, and gave the loaves to his disciples.” Jesus is viewed in the Gospel of Matthew as a man with extraordinary abilities and goals but with ordinary human needs.
Women in the twenty-first century have made significant progress in climbing up the leadership ladder as compared to the previous periods. However, women still have comparatively very few representations in top leadership positions. For instance, research on executive officers who are in Fortune 500 companies found that women only held 13.5% of the positions and in top earner jobs only 6.3% were women. Companies that have at least three women as executive officers were less than one-fifth and a third of the Fortune 500 companies had no female executive officer (Soares, Carter, & Combopiano, para. 2). As result, there have been a lot of theories that try to explain why there is a big disparity, for instance, the glass ceiling and the labyrinth. According to glass ceiling proponents, women have a limit in ascending to top leadership positions and they are set up to fail at a given point in time when those invisible barriers are reached. However, this theory does not hold water based on evidence of women who have exceptionally succeeded in securing top positions in various top companies. For example Carly Fiorina at Hewlett Packard, Kate Swan at W.H. Smith, and Patricia Russo at Alcatel-Lucent, who all assumed the top positions at a time of tumbling share prices. This clearly points out that women can ascend to those top positions and equally perform well or even better than men (Hewlet, para. 4). The Labyrinth describes successful routes through which women that have made it to the top pass through. These routes are characterized by numerous obstacles which previously seemed insurmountable and invisible (Eagly and Carli p. 1). These barriers can be summarized into three points which include; resistance to women’s leadership whereby there is prejudicial evaluation of women as leaders based on stereotypical judgments. Particularly because certain attributes of successful women are viewed negatively while in men there will be no cause for alarm. For example, if a female leader expresses her anger she is viewed as difficult and abrasive however if a male demonstrates the same he is viewed as passionate and assertive. Secondly, we have differences in leadership styles whereby people prefer women to be compassionate to others as their quality however they also want leaders with qualities of assertiveness and control. These two are conflicting because they rarely go together. In addition, women lack role models because in most cases they find themselves to be the only female member of the team. Lastly, there are family demands whereby women are the ones who are primarily involved with taking care of their children. As a result, they are more likely than men to interrupt their career to look after their families or at times lack adequate time for professional social networking which is vital for career advancement (Eagly & Carli, p. 2-5). In conclusion, women still have a long way to go however with light having been s
The problem of the appropriateness of teachers’ behavior and attitude towards students is connected with the differences in their roles. Mainly, the educators have to manage the groups, while the learners have to obey the instructions. However, these people may also establish more close relationships, which others can criticize. Consequently, this study aims at the identification of the appropriate relationship between the professors and the students. Various literary sources are analyzed to identify that they can be divided into four groups. Dr Patrick and McPhee (2014), for instance, consider that teachers should be flexible to guarantee that the diverse needs of different students are satisfied. Four distinct ideas are observed in literature: the teachers should develop authoritarian attitudes, they should be more democratic with the learners, they have to combine both approaches, and they have to regard different students individually. The first idea determined in the literature analysis is the necessity to maintain an authoritarian communication style. Golann (2015) analyzes students’ experience in no-excuses schools and determines that the factors of discipline, order, and constant instructions contribute to the improvement of learners’ performance. Mainly, it helps them become more organized and obedient and manage their time and emotions. Biesta (2015) concentrates on the role of judgment as a necessary component of education. The scholar observes how the abuse of authority leads to the distortions of this concept, making modern education more liberal and criticizing any traces of authoritarian attitude. The researcher describes the “teleological character of education,” emphasizing that the purposes of studying justify the necessity to accept a teacher as an authority (Biesta, 2015, p. 84). Palmer (2017, p. 36) also claims that the teachers and students are “distanced by grading system” and the bureaucracy of the educational system. Thus, the scholar approaches the theme by explaining why they appear on the opposite sides. The next attitude is associated with the idea that teachers should establish more friendly relationships with the students. Asterhan and Rosenberg (2015) observe the experience of teachers’ and undergraduates’ communication on Facebook to identify that it may positively affect the establishment of good relationships betwee
Introduction These days, the majority of countries have open boundaries, so people have an opportunity to travel wherever they are eager and move to a particular state in order to receive education and change living standards. For this reason, people actively communicate with residents of other countries and get acquainted with the specialties of their life and culture. The United States is one of the places, which attracts numerous tourists for its range of opportunities. In addition, it is a popular destination for international students, who are determined to receive a high-quality education, and immigrants, who are willing to change their lives. Therefore, a huge variety of nations, races, and cultures may be seen in the US. One of the most numerous groups of immigrants is Muslims. In order to understand intersectionality and cross-cultural awareness deeply, I have conducted an interview with one of the British Muslims. This way, the purpose of this paper is to present the findings from the interview and reveal the differences and similarities in lifestyles. Intersectional Identities First of all, it is essential to provide some basic information about the interviewee. As one of the main conditions of the conversation was confidentiality, the name of the respondent was changed with her approval. Jane is a 15-year-old Arab girl, who has moved from Saudi Arabia to the US in her childhood with her family. The respondent is a representative of the European race and Arab natio
Manufacturers have the aim of reaching out to customers and consumers. They have products that they need to supply. They have to develop a distribution channel to reach the end-users of their products. The markets have changed because of competition. Thus, organizations have had to employ as many distribution channels as possible. A majority of the companies have adopted the hybrid distribution channel as the best option for selling their products and services. A hybrid distribution channel is an arrangement where a firm has multiple systems or channels for delivering goods and services to the end-users (Dent 252). The channels may have a central location of authority or may be left to the channel members to decide the best option. The channels have to satisfy the needs of the diverse market segments (Thakran and Verma 132). The main reason for the increased distribution channel is the desire to increase market share and reduce costs. The multichannel system enables firms to adapt to changing customer needs. They also get acquainted with the consumers shopping patterns. A single channel may not be useful to a company that has a range of products (Kotler and Armstrong 312). The firm has to apply the hybrid distribution channel. Some companies have manufacturing trends that exceed their current distribution channel. When the existing outlets are saturated, the company can use the extra channels to sell its products. Additional channels enable the manufacturer to segment the market accordingly. It can then focus its energies on particular sections and improve its competitiveness (Lu and Xie 506). In the hybrid distribution system, combinations of distinct channels perform the distribution tasks. The channels have to meet the needs of different market segments. They deliver product variations. For instance, several channels may target one market segment. It increases the chances of selling a product because of the different channels. The mobile, internet, and store channels may target a segment, and each of them makes sales that would have otherwise not sold if there was only one channel. The internet has become one of the most simplified ways of reaching out to customers through very many gadgets and different channels (Kotler 365). Management of the hybrid functions is usually within the firm to groups of individuals or coalitions. They are formally or informally part of a particular distribution. It creates harmony amongst marketers. Hybrid channels create conflicts within the organization. The channels may put pressure on the scarce resources available in the company. The capital, personnel, and products may not be readily available to suffice the needs of the channel demands. The channels may also develop conflicting objectives and hence begin focusing on internal squabbles (Kotler 365). It may leave the customer stranded because of the concentration shifts from the client to competition within the company. Some of the conflicting issues revolve around the pricing strate
Abstract This research focused on my personality qualities and how this can affect my leadership skills. Using the Human-metrics Jung Typology Test I was able to determine my personality type and how this affects my daily actions. As a leader, it is important to understand personal traits. This test enabled me to understand how my personality type has been a source of both my strength and weaknesses. It has helped in explaining why I always take some actions and avoid others. This test has revealed that I am an extrovert, a fact that makes it easy for me to interact with others freely. Defining personality type based on the Human-Metrics Website This research paper was based on my personality type. I obtained the results below from the Human-metrics Jung Typology Test about my personality. Human-metrics Jung Typology Test™ Your Type ENTJ Extravert (33%) Intuitive (38%) Thinking (1%) Judging (33%)   * You have moderate preference of Extraversion over Introversion (33%)   * You have moderate preference of Intuition over Sensing (38%)   * You have marginal or no preference of Thinking over Feeling (1%)   * You have moderate preference of Judging over Perceiving (33%) (Human-Metrics, 2013) I consider myself an extrovert, especially given my ability to socialize easily with people, even if they are strangers. I am also intuitive, thinking and judging person. I have based this definition on two factors. The first is what I feel I am as a person and as a leader. The second factor is what people say about me regarding my leadership. The percentages (strengths) of the four characteristics (letters) of the personality type Based on the results above, four characteristics have come out clearly (Sieff, 2005). They include extravert, intuitive, thinking, and judging. This would give the four letters ENTJ. Of the four characteristics, the fact that I am an extrovert takes the highest percentage in defining my personality. I am about 33% of an extrovert. My intuition is high, just as my judging nature. However, I always take time before giving my thoughts to an issue at hand. Meaning of the personality type as per Kiersey’s description Kiersey’s description of personality type is based on four temperaments, which include guardian, rational, idealist, and artisan (Hirsh & Kise, 2006). In this personality type description, a person can have one of the four traits mentioned. Kiersey says that ENTJ’s personality is very typical of administrative leaders. Meaning of the personality type as per the Butt & Heiss’ description Butt and Heiss (2006) give a description on how the personality of a person should be analyzed. These two scholars say that people with ENTJ personality type tend to make good leaders if they can manage to control their judgmental nature (Sullivan, 2013). Relating personality type to the leadership characteristics As demonstrated in the readings, personality type will always defin
Executive Summary Used by investors to establish relationship between expected return on investment in asset or security and the risk. It assumes that taxes do not exist in the market and transaction costs are not incurred. CAPM also assumes that investors borrow at risk free rate and uses the beta coefficient to measure volatility of the security. CAPM has several applications including capital budgeting, portfolio analysis and decision making in strategic planning. The technique is based on risk which can either be diversifiable or non-diversifiable risk. Several criticisms have been laid out with reference to the assumptions made. The most important factor is that CAPM considers systematic risk, which reflects the general position of investors who have diversified portfolios. This paper outlines the types of risk and assumptions of the capital asset pricing model as well as demonstrating an application of the CAPM equation using a simple example. Introduction The capital asset pricing model, commonly referred to as CAPM, is a tool used by organizations and investors to analyze returns based on risks taken in certain investments within the market. It provides the rate of return on assets which an investor has interest in. The rate of return represent the value that the organization or investor expects to achieve based on the risk undertaken. It basically seeks to establish the value of an asset based on risk and returns. The capital asset pricing model is based on several assumptions and equally has many applications with regards to a company or organizations investment options. Risk and CAPM Investment in any financial asset usually presents some level of risk. This risk is classified as either diversifiable or non-diversifiable risk. Diversification is aimed at reducing risks that an investment or asset is likely to experience. This is undertaken by adding more stocks or investment portfolios that have minimal correlation to avoid being affected equally by the same type of risk. For investors, this tool is particularly important as it is used to calculate the returns on risky investment portfolios. What an investor eventually earns is dependent on the level of systematic risk that they undergo. Diversifiable Risk Diversifiable risk is often referred to as controllable risk as they are company specific risks which are unique to the company. Random occurrences within the firm lead to diversifiable risks. These range from strikes by employees, lawsuits and poor managerial practices. This implies that the risk that the investor is willing to encounter can be eliminated through diversification as this risk can be easily mitigated due to the fact that it is within the firms’ control. This is attributed to the uniqueness of the risk as opposed to the economy wide or market wide effects. Diversification ensures that the firm develops a portfolio of many assets to eliminate unsystematic risk (Brigham & Houston, 2009). Non-diversifiable Risk A non-diversifiable risk is a risk on an investment that cannot be cushioned by dive