Compare and Contrast Essay_Dominican Republic and Puerto Rico free essay sample

Many people who have traveled to Puerto Rico and the Dominican Republic would talk about the beautiful sites, clear blue beaches and savory foods. For those who may not be familiar, both Islands may seem very similar; however, they are very different. In this essay, I will go over a few of the similarities and difference from each Island. The Dominican Republic is its own independent country located in the Caribbean, with full power over its territory. The main language is Spanish. One third of its western territory is shared with Haiti. Dominicans are known for their music, mainly for Bachata and Merengue. They are also known for using a lot of plantains in their foods and dishes. It has been a very popular vacation destination for many people due to their low prices and their many all-inclusive resorts and hotels. Outside of those vacations spots, however lucks many dangers. The Dominican Republic is known for their rise in crime, specifically robberies. We will write a custom essay sample on Compare and Contrast Essay_Dominican Republic and Puerto Rico or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Tourists are warned to stay within their report area in order to ensure safety. Like the Dominican Republic, Puerto Rico is also located in the Caribbean. While it is smaller than the Dominican Republic, Puerto Rico’s main language is also Spanish. The difference, however, is that in Puerto Rico most people also speak or at least understand English. Puerto Rico is a self-governing U.S. territory therefore making Puerto Ricans U.S. citizens. Unlike the poverty in the Dominican Republic, Puerto Ricans have the aid of the United States with programs such as Welfare and WIC making it much easier for families to feed their children. It is also much safer in Puerto Rico. Walking the streets of Puerto Rico is like walking the streets in any other U.S. city. The Island of Puerto Rico is predominantly known for its music, mainly Salsa. Our foods are very similar to Dominican cuisines since both are tropical islands. Even though both islands are beautiful and share the same waters, Puerto Ricans and Dominicans have had many issues against each other. For many Dominicans, they find offensive to be called Puerto Rican and vice versa. I think if they would sit and really think about it, they’d come to realize that our similarities are more than our differences and we should use that as a way to all get along a little better. Both Islands are predominantly Roman Catholic and Pentecostal, so the shared beliefs can help bring people together. In conclusion, the Dominican Republic and Puerto Rico has good and bad things about them. The Dominican Republic is known to be a melting pot of people from Spanish, French, African, Haitian and Taino descent and Puerto Rico is of Spanish, African, Taino and American descent. However the mix, we are all Latinos and both Islands are full of beauty and splendor. The battle of who has the better culture is pointless since both islands share similar dishes like mofongo, tostones, empanadillas, pasteles, bacalaitos, lechon, and sancocho. The dialect of Spanish used in Puerto Rico and Dominican Republic is also similar, where it is very common to drop the â€Å"S† in some words or to pronounce â€Å"R† as â€Å"L† in other words (Carne = Caln and Puerta = Puelta). Both also share GREAT music that keeps the parties going all night: Merengue, Salsa and Bachata. They may not be identical twins, but they are sister Islands.

Canevin Theater Essays (734 words) - Broadway Musicals,

Canevin Theater Canevin Catholic High School offers many extra curricular activities. Those students geared toward the physical challenges may choose from various athletic programs such as, basketball, soccer, and football. On the other hand, there are additional activities for those more interested in a mental challenge. These students may join such organizations anywhere from FBLA to Forensics. However, of all the extra curricular activities offered by Canevin, none excites me more than Dramatics. This paper takes a look at my last three years involvement in the annual musical productions here at Canevin. Traditionally, Canevin's dramatics has been a full-scale musical production performed in the spring. Students may audition for chorus, acting or dancing parts or they may join one of the many stage crews. During freshman year, I tried out for the musical Working. Working depicted different careers through dialogue, song and dance. To my surprise, I made callbacks. When the cast list was posted, the role of Anthony Polazzo, the Mason, was awarded to me. After weeks of hard work and rehearsals, it was finally opening night. From that time on, I realized Dramatics was for me. The following year, the start-up meeting could not arrive fast enough for me. The play selected for my sophomore year was Damn Yankees. The musical's main character was Joe Hardy. Joe wanted so drastically to play baseball for the Washington Senators, that he was willing to sell his soul to the devil. When the cast list was posted this time, I was assigned to play the role of Mr. Welch. As owner of the Washington Senator's, I was expected to portray a prestigious and confident businessman who enjoyed his cigars. In one short year, I went from a mason in overalls, to a baseball team owner decked out in a suit and tie. That's show business! Into the Woods was selected as the musical for the following year. The story line included various adaptations of traditional fairy tales. Well, if mason to owner wasn't extreme enough, what would you say about Cinderella's father? Junior year found me playing the character of an older man who marries for the second time, to a woman with two nagging daughters. In a house of four women, no wonder he resorted to drinking. Directed to use a silver flask as a prop and a fair amount of improvisation of libations, I portrayed the character of Cinderella's father as a drunk. When the final curtain came down closing night on Into the Woods, there was, however, one more performance still to come. This year Canevin had been nominated for 6 Gene Kelly Awards, including Best Musical in Budget Level 2. The Gene Kelly Awards sponsored by Pittsburgh's Civic Light Opera recognizes students for excellence in High School musical theater. On the night of the awards, those schools nominated for Best Show perform on the Benedum stage a selection from their production. Extra rehearsals were scheduled, and a final practice with the Benedum orchestra was needed. I am proud to announce that Canevin was awarded the Gene Kelly for Best Costume Design and Best Musical in our division. Additionally, each year two students are asked to represent their school in a final production number. This prestigious honor is always given to two seniors. Unfortunately, this year, two of the practices fell during graduation activities. Since 5 rehearsals are mandatory, our director, Treva Rueso made her selections from the junior cast members. A fellow junior and I were ecstatic to be chosen to join members from all the participating schools in the final production number, Keep Your Eyes on the Goal. The plethora of ecstatic people applauding at the close of the Gene Kelly's was phenomenal. It was indeed an honor to represent Canevin in this collaboration of students exercising their many talents. I have experienced many gratifying moments in my years at Canevin, but few have been as electrifying as sharing with fellow cast and crew members their ability, courage, and commitment in creating the annual school musical. The Dramatic program continues to surprise its supporters with innovative musical theater. Through my experience in putting on a musical, I have learned what it means to work as a team. The camaraderie was intense and rewarding. I

Cheret lithographic posters and Art Nouveau essays

Cheret lithographic posters and Art Nouveau essays Although lithography was invented in 1798, it was at first too slow and expensive for poster production. Most posters were woodblocks or metal engravings with little color or design. This all changed with Cherets "three stone lithographic process," a breakthrough which allowed artists to achieve every color in the spectrum with as little as three stones - red, yellow and blue - printed in careful registration. Although the process was difficult, the result was a remarkable intensity of color and texture, with sublime transparencies and nuances impossible in other media (even to this day). This ability to combine word and image in such an attractive and economical format finally made the lithographic poster a powerful innovation. Starting in the 1870s in Paris, it became the dominant means of mass communication in the rapidly growing In France especially, as the industrial age grew, the average person had more time for themselves. They became better educated. They were becoming readers, theater goers, music and art lovers. It seems as though the French developed a keener sense of art and style, ahead of everyone else. Paris became the center for culture and artistic excellence, These were changing times. The middle class started to have access to consumer goods. This new consumer-oriented economy created a need for a medium to reach the masses of people with product information. The poster filled this need. To reach the people they had to be loud, colorful, easy to read and easy to understand. More importantly they had to be inexpensive as they only lasted for such a short period of time. Jules Cheret pioneered color lithography as an economical means of advertising. His innovations with color and shading produced images that convey their message in a matter of seconds while still proving interesting more than one hundred years later with ...

AT&T Company background Research Paper Example | Topics and Well Written Essays - 250 words

AT&T Company background - Research Paper Example In 2005, the company was bought by one of its Baby Bells, the former Southern Western Bell, and it was rebranded to AT&T Inc. On December 18 1899, the company bought American Bell assets making it its parent. In 1892, the company achieved its first goal by opening a long distance line from New York to Chicago which at the time could only handle one call at a time. When Theodore Vail started his second term as the company’s president, he generated the viewpoint, approaches and structures that guided it and the Bell system for about seventy years. In 1919, it set up the first dial telephones in the Bell System, in Norfolk VA and in 1922, it opens the first money-making radio station in New York called WEAF. From 1927, it began its first transatlantic telephone services and also showcases the first television demonstration. 1934, it started the transpacific telephone services and by 1946, mobile telephone had been introduced which was capable of carrying out over fifteen simultaneous calls. In 2002, the company introduced a nationwide intelligent optical network which is renowned for its ability to restore services faster if any disastrous event occurred, (Anton,

Culture and Heritage Tourism in Malta Case Study

Culture and Heritage Tourism in Malta - Case Study Example With a history dating back thousands of year tourism bosses have decided that a mix of history and culture is a market the island can tap in 2008, and will be marketing it to the UK and other European countries.Speaking recently Malta's tourism Minister noted that visitor numbers had risen each month since November 2006 - this was due though to the low cost airlines starting to fly to Malta, more than anything the government had done or the tourism board to promote Malta as a holiday destination.'Today we cannot rely any more on the formula 'sun, sea and sand'. We are diversifying our product into new tourism segments, namely cultural tourism, English language learning, conferences and incentives, sports, and Gozo as a destination on its own. Together these segments make up about 40 per cent of all tourists coming to Malta. This means that we are on the right track of diversification.'Commenting on Malta's pitch for the culture and heritage market, a local travel guide says 'From wha t we can see there isn't a figure the tourism bosses have in mind - and that's hardly surprising given their dismal record in the past when it come to attracting holidaymakers to Malta.'With a downward spiral in visitor numbers in successive years, the Maltese government finally relented to pressure from the Malta holidays industry and allowed low cost carriers to fly to the island for the first time in November 2006. Competition was keen between the airlines to take up the lucrative UK to Malta route, and Dublin based Ryan air was chosen over rivals easy Jet to take up the route and the island has benefited this year with a sharp increase in tourists, reversing six years of decline. Since then the island's tourist authorities have finally waken up to the fact that competition in the skies could bring more benefits to the country than protecting her national airline, and new routes have opened between Malta with Germany, Spain and Scandinavia. New official figures show that this year's all important summer season has been the best in six years for Malta, reversing the decline in fortunes for the Mediterranean island. The good news for Malta is that despite the increase in the number of tourists arriving on the island via low cost flights, the occupancy levels of hotels has increased from basic to 5 star, showing that Malta can appeal to all, which is why perhaps culture and history are seen as sectors of the travel market that could bring even more visitors to the island, but time will tell if government led directions can really be beneficial for Malta's holiday and airline industries. The megalithic monuments of Malta are the oldest buildings in the world, built by an advanced civilization that vanished 4,500 years ago. There is good fuel for tourism here. Yet ten years ago the tourist office did not even publish a brochure about the archaeology of the islands. Today, a tourist buys a ticket to see one of these temples and he finds himself wandering between lots of interesting old stones, but not really understanding what they are. Maybe he's with a group and a guide who can give him a little background, but for the casual visitor, the structures are not related to anything human. It demonstrates a sadly overlooked

Hrm Models Of Best Fit And Best Practice Management Essay

Hrm Models Of Best Fit And Best Practice Management Essay Report on LVMH (Moet Hennessy Louis Vuitton), the worlds leading luxury products group propose of making a report is to pass out edexcel program with a important subject of human resource planning and developments task assignment on lvmh company for find out difference in hrm modeles and how they worked on lvmh. Another task is on learning and development in multinational company as well as provide a recommendation for lvmh director for improve their strategy towards the staff for archive globally. And the last task for find out difference between recruitment and selection and hr function of international recruitment for lvmh. My approach for report is more practical and theoretical. INTRODUCTION TO ORGANIZATIONS LVMH (Moet Hennessy Louis Vuitton), the worlds leading luxury products group, including prestigious champagnes, wines, cognacs and spirits, as well as luxury goods, luggage and leather goods, fragrance and cosmetics products, watches and jewelry. The Company is also occupied in the haute fashion design and fashion businesses. LVMHs business consists of five principal business groups: Wines and Spirits, Fashion and Leather Goods, Perfumes and Cosmetics, Watches and Jewelry and Selective Retailing. In adding, LVMH has interests in financial media companies and in sale art sales, included under other performance. A vital part of the Companys production is situated in France, but sold through supplementary worldwide, in five major physical zones: France, Europe, the United States, Japan and the Far East. Louis Vuitton, a trunk-maker in Paris since 1854, became a star in the art of travel by creating baggage, bags and accessories as inventive as they were elegant and practical. A century and a half later, the legend lives on. Strengthened by its global renown, the Louis Vuitton legend is embodied by the Louis Vuitton Monogram Canvas, which has enjoyed unequalled victory since 1896 and played a starring role in the growth of modern luxury. Modernism form the story of Louis Vuitton. Task 1- HRM MODELS DIFFERNCE BETWEEN HRM MODELS OF BEST FIT ,BEST PRACTIS AND RESORSED BASED MODELS. Best practise vs Best fit It considers strategic human resource management approaches in conditions of the leadership that they offer for reward practices. There are difficulties in the sense that different writers from each perspective have different opinions about what comprise best fit or best practice. In spite of this, there are a few areas of conformity and as well as a number of points of difference. In the most common sense, both approaches view HR as having an significant role in following organisational strategy and objectives. Both approaches agree that payment practices should be consistent with other HR practices. There is a mutual view that an externally competitive reward system has an important role in attracting appropriate candidates and keeping employees. Both see rewards as a way of reinforcing organisational culture and structure. However, there are several significant difference. At the most broad level, best fit is a possibility approach while best practice is a universal approach. For best fit, organisational strategy comes first and all organisation systems and practices, together with reward. Just as organisational strategy is unique to the organisation, so is the reward system that will reinforce that strategy. For best fit, a narrow set of practices, including reward, precede strategy but provide the human resources needed to fulfil the organisations objectives, whatever they are. At a more specific level, best fit advocates display great self-reliance in the ability of the reward system to inspire specific individual behaviours. They support this view with hope Theory, a theory of motivation that advise that people with act in particular ways if they believe that their performance will lead to valued rewards. They suggest the use of variable incentives that are not combine into base pay to promote particular behaviours that are significant to achieving organisational objectives. inducement also provide financial flexibility because they are joined to an organisations ability to pay. Best fit proponents see rewards as the attach and the incentive. Since pay varies with performance, poor performers vote with their feet. outstanding performers are attracted to the large pay differentials that reward their performance. The Resource-Based Model The Resource-Based model approve an internal standpoint to explain how a companys exclusive bundle or collected works of internal resources and capabilities signify the foundation upon which value-creating strategies should be construct.Resources are inputs into a companys production process, such as brand names, individual employees skills, capital equipment, finance and talented managers and employee These resources can be tangible or intangible. Ability is the capacity for a set of resources to interactively or in combination achieve a task or activity.   Thus, according to the Resource-Based model, a companys resources and capabilities are more significant to formative the suitability of strategic actions than are the circumstances and characteristics of the external environment.   Thus, strategies should be selected that enable the company to best exploit its core competencies, relative to opportunities in the external environment. According to my thinking lvmh deploys their workforce planning and development in resourced best models because of following reasons The Resource-Based model of average returns is grounded in the uniqueness of a lvmh internal resources and capabilities.   Lvmh is identify the set of resources that provide the company with capabilities that are unique to the lvmh, relative to their competitors. Lvmh also identify those capabilities that enable the company to perform a task or activity better than its competitors. Lvmh assess or determine the potential for their unique sets of resources and capabilities to outperform its competitors in terms of returns. And also determine how a companys resources and capabilities can be used to gain competitive advantage. Lvmh is having with Locate and compete in an attractive industry. It is determine the industry that provides the best fit between the characteristics of the industry and the companys resources and capabilities.lvmh formulate and implement strategies that enable them to better exploit their resources and capabilities to take advantage of opportunities in the external environment than can their competitors.  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   However, taking advantage of or exploiting resources and capabilities in the new competitive landscape may always result in a lvmh achieving a sustainable competitive advantage and above-average returns.   The potential to achieve a sustainable competitive advantage will be realised when lvmh resources and capabilities are valuable, rare, costly imitate, and no n substitutable TASK 2 LEARNING AND DEVELOPMENT Key Approaches Of Mnc For Learning And Development Of Their Staff Are Following Employee skills Review of Skills ,Prosperity for all in the global economy world class skills consider as implementing initiatives such as Train to Gain and signing the Employer Skills in mnc More organisations raise educational standards among young people before they enter the workforce rather than employers responsibility to raise literacy/numeracy standards within the workforce Mnc are requiring a broader range of skills and a higher level of skills . The key skills that employers class as very important include interpersonal and communication skills. However organisations feel that new employees currently lack communication/ interpersonal skills and management/leadership skill that organisations feel will be required to meet business objectives in the future. E-learning Nonetheless, over half (57%) of MNC organisations use e-learning, while nearly half tend to agree that e-learning is the most important development in training in the past few decades. There is some indication that e-learning will be increasingly used as a training tool in MNC. that e-learning demands a new attitude to learning on the part of learners for achieving a goal MNC make e-learning more effective by combined with other forms of learning. Coaching MNC undertake coaching activities, with a similar proportion finding coaching to be an effective tool.However, the purpose of coaching would appear to vary according to whom coaching is offered. Thus, within organisations that offer coaching to all of their employees, the purpose of this coaching is evidently used for general personal development and to remedy poor performance , whereas within organisations that offer coaching only to managers, the emphasis for the purpose of coaching shifts towards its position as part of a wider management and leadership development programme. The bulk of the responsibility for delivering coaching lies with line managers coaching those who report to them and to HR and learning, training and development specialists in MNC The main methods used for evaluating the effectiveness of coaching in MNC include through observation of changes and reviews of objectives conducted with line managers, coach and coachee. Expectations of new employees MNC required greater demand for learning and development among new employees (joining from school, college or university) compared with five years ago. More than half also feel that these new employees also require more structured career development, while two in five have seen greater demands for professional qualifications and greater feedback on performance Future skill requirements Reflecting the current need for both a diverse range of skills and an increased competency within those broader skill bases, MNC will require a broader range of skills. In terms of the types of skill that organisations feel need to be specifically developed to meet business needs over the years, most feel that management or leadership skills , communication or interpersonal skills , customer service skills and business skills are the highest priorities. Literacy and numeracy skills Training spends and budgets MNC organisations have a training budget and continue to spend more per employee per year on training, compared with the private sector and with the public sector. Learning and development for the future goal The majority of MNCS have experienced change over the last few years in delivering learning and development, with the most significant change concerning management development in the form of new programmes to develop the role of line managers Indeed, the crucial role of line managers highlighted in previous surveys is resistant this year, with the widely held being involved in determining learning and development needs and half predicting line managers will have greater responsibility for learning and development over the next five years On the whole, learning and development managers in MNC have accurately forecast changes in learning and development practices; e-learning, coaching, mentoring and in-house development programmes were all previously highlighted as growth areas. In-house development programmes and coaching by line managers are both now used more than previously. Lvmh face the problem of international development of its staff. There some recommendation for learning and development of its staff globally LVMH has required to create a pool of global managers with a working knowledge of international markets. A global manager should be defined as a person with the training or experience needed to manage a global business. He or she can perform from any place in the world thanks to a global vision and skills in managing multicultural and multilingual teams. To have such abilities, an individual must have worked in a number of countries so that his or her potential can be realised and perceived. LVMHs performance appraisal system should not only based on results but also on the ability to propose and implement new ideas. LVMH has a career management process called organisational and management review (OMR) . This annual process aims at reviewing HR objectives and results. The OMR is an essential tool for the organisations HR planning, taking into deliberation organisational needs for the next three years. It defines sequence planning and high-potential and ready to move lists. Employees identified on these lists are should be given development experiences, including international assignments, in order to arrange them for top management place. The OMR particularly seem back on the previous years objectives for high-potentials and those ready to move and assesses their current development. LVMH should manages to staff internally two in every three executive positions. To develop the skills and capacity of LVMH staff to ensure that flexibly and effectively to changing demands for service delivery, now and in the future, and strategic aims are achieved.their should be create an environment which encourages and supports excellence. For example LVMH should spends approximately  ¾ of its budget,  £11m, on employing staff. It is therefore important we have a robust strategy to ensure that they have staff with the right skills to deliver strategic aims. 1.4% of the  £11m budget is spent on staff learning and development and it is important that this investment is maximised. This sum keeps out on the job learning and development activities and support. All staff of LVMH are expected to develop the skills, knowledge and attributes required in their job through all learning and development processes not only training courses. Every year each member of staff should have the opportunity to engage in learning and development activities .LVMH should invest in staff development in order to make a direct impact on service delivery TASK 3 RECRUITMENT AND SELECTION Selection is different from recruitment, where recruitment technically lead selection. Recruitment involves recognize the sources of manpower and stimulating them to apply for jobs in the organizations. On the other hand, selection is the p rocess of decideing the best out of those recruited. Recruitment is positive as aims at rising the number of applications for wider choices or for increasing the selection ratio. Selection is an significant function as no organization can get its goals without selecting the correct people, where defective in selection leads to wastage of time, money and plunder the environment of an organization. In this regard, scientific selection and placement of personnel can go a long way in structure up a steady work force, where it helps to decrease absence and labour turnover at the same time very helpful inside increasing the efficiency and productivity of the enterprise The ultimate objectives of both recruitment and selection are to acquire suitable candidates but their instant objectives be different, where the basic objective of recruitment is to attract maximum number of candidates so that more options are offered .The basic purpose of recruitments is to create a talent pool of applicant to enable the selection of best applicant for the organization, by attracting more and more workforce to apply in the organization whereas The basic purpose of selection process is to choose the correct candidate to fill the Selection involves the sequence of steps by which the candidates are screened for various positions in the organization. Recruitment is a positive process i.e. encourage more and more employees to apply whereas Selection is a negative process as it involves refusal of the unsuitable candidates. Recruitment is troubled with tapping the sources of human resources whereas Selection is troubled with selecting the most suitable candidate through various interviews and examination. . There is no agreement of recruitment recognized in recruitment whereas Selection results in a agreement of service between the employer and the selected employee. Recruitment is the process of probing the candidates for employment and inspiring them to apply for jobs in the organization Whereas Selection involves the sequence of steps by which the candidates are screened for choosing the most suitable persons for empty posts. the ultimate objectives of both recruitment and selection are to obtain appropriate candidates but their instant objectives differ, where the vital objective of recruitment is to draw maximum number of candidates so that more options are available; the basic purpose of selection is to choose most excellent out of the available candidates. recruitment be different from selection in terms of process, where it take on the process of making application pool as large as possible; while selection take on the process through which more and more candidates are discarded and less candidates are selected or for a moment not even a single candidate is selected. in respect to techniques concerned, recruitment techniques are not very intensive, requiring high skills, as next to this, In selection process, highly dedicated techniques are required. Therefore, in the selection process, only personnel with exact skills like expertise in using selection tests, conducting interviews and the like are concerned. since recruitment and selection are two inter-linked steps in the process of manpower gaining, they be different in term of outcome; where the outcome for recruitment is application pool which becomes input for selection process, on the other hand, the outcome of selection process is in the form of finalizing candidates who will be offered jobs. Argument for lvmh international recruitment HR function The busy global organizations and the rapid changing companies do not find time to perform various functions of recruitment. Therefore LVMH should advise the candidates to be present for an interview directly and without a prior application on a specified date, time and at a specified place. The busy and dynamic global LVMH should encourage the possible job seekers to move towards them personally and consult them regarding the jobs. And select the suitable candidates from among such candidates though the selection process. LVMH should request the professional organizations to search for the best candidates particularly for the senior executive positions. The professional organizations search for the most suitable candidates and advice to company regarding the filling up of the positions. LVMH should develop the pool of human resources for possible employment. The prospective employers contact these organizations to recruit the candidates. The body shoppers appoint people for their association and give the required/specific employees to various organization on request. In fact, body shoppers collect fee/commission from the organizations and pay the salary/benefits to the employees. It is like acquisitions, mergers, and takeovers help in getting human resources. In addition, LVMH do also have alliances in sharing their human resources on ad-hoc basis. The technological revolutions in telecommunication helped LVMH to use internet as source of recruitment. lvmh advertise the job vacancies though the World Wide Web internet. The job seekers send their application though e-mails or internet websites. RECOMMENDATIONS The luxury goods are very receptive to the fluctuation of economy; any economic wave could influence its sales. LVMH is business mainly depends on the economic condition, if economy was depressed, its sales growth slow down sharply like it did in 2002, since demand for luxury goods declines markedly when recession or depression happens. Broad gaining makes no sense and could bring load, such as it acquired Pury Luxembourg, which is criticized since there was no room for art auction market. The mission of the LVMH group is to represent the most refined qualities of Western Art de Vivre around the world. LVMH must continue to equal to elegance and creativity. lvmh should take young graduates , mostly single for their international assignment and should give support neede to ensure smooth relocation. there should be some insurance schemes available and also international insurance. Lvmh should recruit more individuals whos having international knowledge and know at least four language and also immersed in several cultural and tradition. LVMH should have clear and and simple principal that can be applied to all countries with having harmozinious practise to allow for more global workforce between both countries and employee. the employee should be pay higher than his colleagues.

Remember the Titans 2: Invasion of the Gorgons :: Women Sports Essays

Remember the Titans 2: Invasion of the Gorgons Years after the heart-wrenching tale of young males overcoming racism by bonding over sweat and spandex pants comes the sequel, Remember the Titans 2: Gorgons. Instead of addressing the racial issue, it will follow the integration of women into the tradition of football. The unification comes about when a professional football is given the choice to drop out of the world altogether or merge their male and female teams due to new law that states that all teams must be coed. The story opens in the locker room of the women's football team. The team is fairly new, shown by new equipment and jerseys, with their mascot, the Gorgon, proudly emblazoned in green on white jerseys. Redefining Title IX years before had brought about this change. Women must have exactly the same sports as men, with the same funding. Somehow, it all worked and women's sports are finally on par with men's sports; even as women draw the same size crowds, however, they still maintain a physical and strategic difference from the men. Women, in football especially, play a quicker, more strategic game than men. Men over the years have gotten bigger, stronger and more stupid. Strategy developed into a clash of shoving bodies. But now, the schools have run out of money. Also, the fans have become restless, waiting for the sport's new development. When the team integrates, it becomes doubly sized and doubly staffed. No one wants to give up his or her position, least of all the coaches. In the tradition of the original movie, the non-traditional coach becomes the leader of the team. With a female as head coach, men, especially the drugged and technology enhanced male players must learn to cope with this loss of authority. The movie medium is perfect for representation of this situation; the coach berates an unruly player while he towers above her, roughly three times her size even as she puts him in his place. With such a size difference, drama ensues, as some female players get hurt. Women's status as an equal sex is tried and triumphs as the men and women learn to work as a unit and stop trying to kill each other. The public wants none of the political or economic burden of the shift. They want their old sports back; sports as a whole evolved since the first movie.