Identifying Quantifiable goals for the monitor, control and effectiveness of the marketing plan Essay Example for Free

Identifying Quantifiable goals for the monitor, control and forte of the trade plan EssayIn order to evaluate, monitor, and control the effectiveness of the trade plan, identifying quantitative elements are detrimental to V-Techs financial gains and holdings. Marketing campaigns are the most costly measurement to the company and the emit of V-Techs Virta Window advancedfangled product line in its selling practices needs to show financial accountability. The focus of controlling and effectiveness to quantifiable elements reside in the metrics analysis of1. Revenue2. Sales3. Lead generation4. Sales feed back5. Return on investment6. Customer retention one time the elements of V-Techs marketing campaign is identified, quantifiable goals provoke be set to counter financial loss and actionable measures can be taken to source the losses for exchange of returnable gain. To begin identifying the elements of concern, V-Tech accounting management testament look atA. ProductB. PlaceC. PriceD. PromotionThe product is an forward-looking technological breakthrough, meant to create real time life and learning experiences for its target audience. The product has little competition but may be hard to watch on in the market array and cause resistance within consumers. Quantifiable marketing goals that would need to be set Be flexible to understanding that vernal products may need a longer campaign run. Placement metrics track the impact of consumer awareness and the impact of individual campaigns ability to reach marketing goals. Calculating metrics for analysis will determine if the whole of the marketing plan is bringing in more profit than it cost to run. Placement of the products marketing geographical and economic stature is an importantquantifiable element. A metric analysis of location placement will measure the buying power and bearing of the consumer by geographic location.If the product is not selling well in placement, location factors may be that the target areas do not have the correct selling class. Geographical metrics indicate a target audience income, medium house hold income, pay scale and if the economics of the area are depressed or thriving for businesses and product buying. The goal would indeed be to move the marketing campaign into better location areas where purchasing is a stronger addition for the product. Measuring the metrics of geographic locations can also help the company keep a competitive advantage as more technology companies enhance to offering consumers a similar product. By being better able to understand consumer behavior by geographic V-Tech will have a high ROI(return on investment) strengthen their marketing campaigns that keep customer retention, loyalty and target a larger audience base. Pricing by far may be the most important aspect in finding quantifiable controlling elements.A unfermented product of technology changes the whole atmosphere of the market place from how it is developed to the price of manufacturing and distribution. The marketing of V-Techs new product is to reach a broad base of a consumer audience over affordability. This may cause a huge financial loss for the company. The campaign of the marketing needs increasing without the extra-added expenditures to cover the cost of loss and turn a profit. The reasoning behind quantifiable control is marketing the product to show value, and to measure financial gains where the product and marketing campaign will exceed profit and generate profit growth. The goals would then be to do a review of past sales to compare to sales of the new product and build on the strengths that previous campaigns have generated. A metrics analysis can be done in order to find out how many people clicked on an ad from online, what the numbers of new sales are and the percentage of new leads generated. From measuring sale metrics, the company will be able to tweak the marketing campaign, generate a new marketing design, or rep eat the campaign until the marketing goals meets its value.The company will also be able to determine the effectiveness of its Public relations swither in relation to its marketing efforts. A cost saving measurement to the company and the marketing campaign would be to get out in depend of the face of the audience. Increase web activity, broaden the scope of social media awareness and depth in which marketing the product can help exceeded sales goals. The promotional material of V-Techs product quantifiable control elements are to measure consumer awareness and set goals if the product is failing in brand awareness, website traffic, and not generating the sales lead expectations. victorious advantage of sending out Brand Ambassadors to area store locations and increasing trade market showings will promote and target the customer audiences awareness of the new product, how it is designed and will demonstrate why the consumer has a need to purchase the product. Social media market ing is limitless for brand awareness, in where a campaign can go to reach a border target buying audience.The quantifiable elemental goals are to take advantage of the use of the internets effectiveness of marketing to cost with web videos, direct coupons to the consumer, customer loyalty incentives, package discounts on education and parental sites. Identifying the quantifiable elements that help to control a marketing plan is an invaluable asset to V-Tech technologies and its new product launch. The analyzed metric data sets timely goals to which the company can redefine its control of marketing implementation to increase sales and profits. The wealth of information extracted from the identification process takes on a new format that will find strengths and weakness of the consumer target audience, and will help to keep a competitive advantage as new companies move in the territorial locations of the innovative technology that V-Tech Windows will bring to a new market place.

Environmental protection Essay Example for Free

Environmental shelter EssayEnvironmental treasureion has become a major rival for society. Admittedly, with the rapid information of economy, our environment is faced with new challenges. People increasingly attach importance to the protection. So it has been common that teachers and students discuss environmental protection in class. City planners take environmental problems into consideration as well. Factories are no exception. They begin to try reducing pollution to meet the needs of environmental protection instead of the short-term interest.The main reasons are listed as follows firstly, the serious air and water pollution affects everyone. In addition, only by making joint efforts to protect our environment can cities survive. Last but not least, businesses to make a profit pay more attention to environmental protection for their interest in the long run. From the picture above, we can see even the communion amongst parents and son rely on the Internet. With the rap id development of advanced science and technology, spate increasingly make full use of the Internet to communicate with each other instead of face-to-face contact. As far as I am concerned, electronic communication only partly replace face-to-face contact. Admittedly, the Internets being put into use widely is the inevitable result of companionable development. It is indispensable to our daily communication. In addition, there is no denying that the electronic communication does save plenty of time for us, we can communicate easily beyond the unsex of time and place.But every cion has its two sides. People are meeting increasingly on the Internet, on television screens. Undoubtedly, it is not beneficial to the deepen the emotions and between people. We cannot express our feelings fully with knocked out(p) face-to-face contact as well. Some body language like a hug of comfort or a touch of love will never be express through the electronic communication. Therefore, though the elec tronic communication bring convenience to us, to some degree, electronic communication can never replace face-to-face contact. My View on Traffic Accidents In recent years, plenty of news about people injured or killed by cars on roads can be heard , which shows us that art accidents have been risen. But why are there so many another(prenominal) such terrible events? As far as I am concerned, to begin with, it is the result of more cars are running on the roads with the development of economy.Increasing accidents follow the increasing cars. In addition, there is no denying that the road conditions sometimes cant meetthe requirement of cars. But I think the approximately important one point is the lack of the safety awareness. And when being drunk, most people insist driving .As we all know, quite a lot of traffic accidents are due to the drivers who drive cars after drinking. Drunk drivers mind is vague, and they cant control themselves and the car well, so they can easily get in to trouble out of consciousness.

Impact of Cultural Background on Domestic Violence

Impact of Cultural Background on Domestic ViolenceDomestic military unit is an issue which occurs crosswise on the whole cultures, religions, ages, genders and in all countries. It affects many individuals and occurs in many various forms including physical, verbal, emotional and psychological abuse. Domestic military unit has a range of definitions and there is no official globally agreed upon official definition to explain it, however in terms of the UK a commonly accepted definition of interior(prenominal)ated violence provided by The Association of Chief Police Officers (ACPO) and The Crown Prosecution Service (CPS) defines nationalated violence as Any incident of threatening behaviour, violence or abuse (Psychological, physical, sexual, financial or emotional) between adults aged 18 and over, who ar or hand been intimate partners or family members, regardless of gender or sexuality (family members are defined as mother, father, son, daughter, brother, sister and grandp arents, whether directly related, in-laws, or step-family) (ACPO, 2008a 7).This research project will investigate and explore the different aspects of a victims cultural background which may offer knowledge and penetration as to why women in a domestically abusive relationship choose to non collapse or seek any ease or advice. For the purpose of this carry, a qualitative approach was carried out, using open ended interviews with former victims of domestic abuse as a method to gather and analyse data. By conducting open ended interviews, direct access was gained into the experiences and perspectives of the individuals whom were interviewed. It provided further use by assisting in taste the topic and collectively gathering an in-depth exploration and depiction (Silverman, 2010). This particular topic is explored and researched since it has been a much neglected area of research within academic literature for a long time and has not been explored in much depth in relation to a c ultural view and perspective. Literature on the cultural context of domestic violence has been limited until recently (Kulwicki, 2002). Further more than, this area is quite under researched and is hence a topic which needs broadening and exploitation upon in several ways and thus it may offer insight into the issues needed to be addressed and the implications this has for policy makers and practitioners. Rather than exploring other commonly researched aspects relating to domestic abuse, instead a different focus is researched into the exploration of the obstacles that prevent victims inaction and how cultural pressures affect this process. Factors such as phantasmal beliefs, cultural traditions and attitudes, social networks, and help-seeking behaviours all affect how a victim will take action against domestic abuse (Shiu-Thornton, Senturia, Sullivan, 2005). In particular, the religious backgrounds in South Asian culture have been quite neglected and under researched, often over looking Sikh and Hindu communities. The research relating to religious backgrounds of victims of domestic abuse is quite limited, therefore more insight will be provided to address this issue and to shed some light on this focus.Although there has been much previous research carried out on domestic violence in the past, the work that has been carried out based on a cultural perspective is quite limited. In relation to research on domestic violence and South Asian culture, there has not been a lot of exploration or depth in this area, and the research that has been done in regards to this specialized topic is mainly based on US context and on immigrant women of South Asian background. Therefore this is not as relevant to the UK and British Asian women, thus this research study will address this topic and expand upon the current literature and research. Furthermore, there are also no studies of domestic violence in UK South Asian communities that provide statistics of the occurrence of domestic violence within this community, which is a major limitation that needs to be addressed. Statistics and data on this area would be highly beneficial and would show what problems or issues need to be addressed and what the main concerns are so that policy makers and practitioners can do their best to solve any current issues. Also, there have been no current literature or studies that have been conducted in this topic to keep it updated in general. Most of the work that has been done is from a few years back and the statistics provided from studies in America on domestic violence in South Asian culture is from a decade ago or more which shows that statistics and data on this type of abuse in South Asian communities needs to be updated and kept current to contemporary times. Thus, this research study will provide a more contemporary exploration and analysis of domestic abuse in South Asian communities, which will be based on UK context.The research that has been carried out in this study is important as it will contribute to its written report of research and expand and develop upon a more specific area of domestic abuse. It will better and improve upon the topic of domestic abuse in more depth relating to a cultural perspective, including religious aspects and perspectives as well. This research is thus important to the topic of domestic abuse since it engages in a more focused and specific view of the topic of domestic abuse. This research will show the perspectives of South Asian culture and the religions within this culture on the stead and role of women and its views on domestic abuse. Furthermore, it will show how this culture may present obstacles to those in domestically abuse relationships to seek help or leave their violent situation.The research focus that has been conducted is interesting as it studies and delves into the cultural aspects of victims of domestic abuse and how this may prevent them from leaving or hesitating to seek help h ence this study will fill in the gaps of academic literature and research by exploring this specific approach and will offer more understanding and knowledge to its field of research. In this research study, religion in South Asian culture is also explored to see if it has any effect on women who are in domestically abusive relationships or to see if it plays a contributory role for women to take action in domestically abuse relationships. This research study includes qualitative data in the form of interviews which were mostly conducted at South Asian refuges for victims of domestic abuse, and by which access was successfully granted. These interviews were based on the experiences of cardinal women of South Asian cultural background who were former victims of domestic abuse. The three women who were interviewed were of Sikh and Hindu religious backgrounds two of the women were Sikh, whilst the other was Hindu. All three women wilful consented to be a part of this study and thus p rovided details and a background of their individual experiences of their former situations and the barriers they faced when deciding to take action. They also provided an flier of their cultural traditions and attitudes which may have played a contributing role in their situations and their experiences.This research study will include and provide a literature review of the topic of domestic abuse, focusing on South Asian cultural views and perspectives of the status of women and its perception of domestic violence. This will also encompass religious stances of domestic violence as well, focusing on both Sikh and Hindu religion. Next, it will provide information on the methodology that was carried out and take in this research study. This section will also include and discuss the advantages, weaknesses and limitations of the approach used and the research method that was implemented. Then, it will provide a thick and detail of the findings and analysis of the data, using thematic analysis to establish the common themes which have arisen in the interviews. Finally, there will be a conclusion to give notice with, which will provide an overall summary of the findings of the research study. It will also discuss the implications of the findings and how this relates to policy makers and practitioners.

Assessing the impact of e-HRM in the delivery of HR services

Assessing the impact of e-HRM in the containy of HR operateHuman resource worry has become one of the key concepts in assessing the warring assets of more faces. Today, with the implementation of impertinently and upgraded HR technologies, organizations atomic number 18 managing human capital in a more sophisticated way. Consequently, the refined IT solutions atomic number 18 designed to administer a wide variety of human resource information which all in allow organizations to shift from the traditional ways of delivering HRM services to fresh-made web-based HR services to both(prenominal) managers and employees with the self-service HR portals. harmonizely, the digital possibilities lease arrive atd opportunities for HR conk outs to excogitate more strategic role. And for this purpose, the HR professionals nurture to develop new competencies to carry out the new roles and responsibilities.2.2 Technology as an HR-enablerStrohmeier (2007) defines e-HRM as the ( pla nning, implementation and) application of information technology for both net liveing and supporting at least two individuals or collective actors in their sh bed performing of HR activities.The author further explains his definition of the e-HRM concept which utilizes information technology in a twofold manner. As a simple aspect technology is necessary to connect usually spatially segregated actors and enable interactions between them irrespective of their loping in the same room or on different continents. Secondly, technology supports actors by substituting for them in executing HR activities. Therefore, technology serves additionally as a tool for task fulfillment. Moreover, the planning aspect highlights the systematic and probable way of applying information technology. The wasting disease of information technology points out that the sharing of HR activities is an additional feature that underlines the aspect of interaction and networking.Consequently, technological chan ge is a key driver for HR shift key, providing the foundation to support HRs growing strategic tension, which in turn contributes to bank line end points.Many authors have coined the e-HRM concept with virtual HR (M), HR intranet, web-based HR, computer-based human resource steering systems (CHRIS), and HR portals. Yet, Ruel et al. (2004) notes that there is a essential difference between HRIS and e-HR in that fundamentally HRIS ar directed towards the HR department itself and the droprs of these systems are mainly HR staff. While, with e- HRM the target group is not the HR staff only but mass outside the Hr department the employees and instruction where HRM services are being offered through an intranet for use by employees.Marler (2009, cited Ruel et al. 2004) posited that the aim of implementing the e-HRM system is to improve the HR functions readiness to reduce costs, support strategic orientation, and to provide client services to wariness and employees.2.3 E-HRM C hallenges in the New EraThere are four main altercates that organizations are facing turn putting into practice the concept of electronic human resource management globalization, technology, talent retention and development and change management.GlobalizationAccording to Razi (2006), globalization has resulted in signifi kittyt implications for HR functions as they attempt to develop global HR strategies and design programs and processes to manage a global workforce. The human resources function now faces pressures to globalize by adopting service delivery models that better rationalize costs, leverage common technology and processes, and focus resources on global HR processes that can create competitive differentiation for the enterprise (Piercy and Vernon, 2008).TechnologyWright and Dyer (2000) stated the technology challenge reflects how the most traditional businesses alike become friendship based in the e-environment. Ulrich (1997) found that technology has become a challeng e for managers and the HR professionals as they are responsible to puzzle technology viable and productive part of the work setting.Talent Retention and DevelopmentPurcell and Wright (2007) argued that with the increase realization that human capital is one of the key resources for sustainable competitive advantage, attention is focused on the management of knowledge workers. They further added that knowledge-based organizations seek to differentiate themselves by offering unique services and thus develop organization-specific skills. While, on the other hand, knowledge workers wish to develop transferable skills that will aim them attractive to prospective employers. Therefore, this calls for management practitioners of knowledge-based firms to both retain and develop their knowledge workers. channelise ManagementAccording to the CIPD research 2010, the organisational change is increasing, yet the high levels of failure indicate that effective management of these changes is still lacking. And such a gap indicates that there is much to learn just nigh managing change more effectively. There is no single model of change and no single way out to effective management, but HR professionals claim to meet that managing change is a core part of their role since many employees efficiency resist to the changes.2.4 Outcomes of e-HRMLiterature suggests that the various goals of e-HRM and the different types of e-HRM are expected to result in outcomes including more efficient HRM processes, a higher level of service delivery and a better strategic contribution (Sanayei and Mirzaei, 2008). Moreover, the e-HRM approach helps to achieve organisational goals.Ruel et al. (2004 cited Beer et al. 1984) discerns four possibilitiesHigh commitment,High competence,Cost effectiveness, andHigher congruence.2.5 Types of e-HRMMany authors found that IT has enamord HR in collar significant ways which has given rise to the three types of e-HRM-Operational e-HRM concerns the use of technology within HR focuses on improving the operational efficiency. Operational e-HRM provides free access to employees to keep their own personal data up-to-date through an HR website (Ruel et al., 2004).Relational e-HRM concerns more advanced HRM activities. It is where IT allows enhancing HR relationships outdoor(a)ly with other parties within the organizations itself.Transformational e-HRM concerns more strategic HRM activities. It becomes possible for organizations to create a change-ready workforce through an integrated set of web-based tools that enables the workforce to develop in line with the companys strategic choices (Ruel et al., 2004).2.6 Transition of Traditional HR to e-HRMEarly in the twenty dollar bill first century, as posited by Ulrich (1997), HR was viewed as antithetical to change, with HR systems providing impediments to, not impetus for, change. He also put forward that the emerging function currently rests with external consultants, with many firms delegating the responsibility for driving change to external consulting firms.However, in organizations today, there is constant talk of downsizing, outsourcing, and redesigning how an organization operates to ensure it remains competitive and efficient, and is able to make the most of economies of scale and scope (Farndale et al., 2009). Walker (2001) and Knapp (2004) note that the transformation of HR requires analysis and identification of opportunities for improvement in the spare-time activity areas, includingthe slew in HR and their competenciesimplementing a new service delivery modelredesigning or automating work processesrestructuring the HR organizationredefining HR talent requirementsand implementing HR technology support.Walker (2001) further added that a transformed HR truly adds value to the organization. The e-HRM, therefore, provides organizations with great opportunities to re-think the way HR management is undertaken in organizations.2.7 Conditions for e-HRM im plementation2.7.1. confederation of web-based HR with business strategy.According to Raj (2007), the growing importance of human resources for organizational mastery has led to an increasing interest in making HR management a more integral, strategy-driven activity in the organization. Furthermore, the bond of strategies and HR action is expected to be r to each oneed through competence and learning. The APQC (2005) posited that an HR organization must generalise the business and have core HR processes in place to support the corporate strategy. To become more strategic, HRM strategy engage to be in alignment with the business goals and also to avoid any inconsistency between HRM policy goals and that of the business.2.7.2. Technology support for HR transformationMarler (2009) founded that developing an e-HRM system that creates or sustains competitive advantage, requires investments in information technology resources and specialized human capital that can integrate IT and hum an resource knowledge and experience. Furthermore, with the emergence of the Enterprise Resource plan System that seamlessly integrates various business modules within the information architecture of any business enterprise, Human Resource Information Systems (HRIS) has become a crucial focus for management professionals (Kavanagh and Thite, 2008). Martin and Reddington (2009) put forward that the technology should take into account the e-HR goals, that is whether the architecture draws on operational technologies and operational skills demand of HR, relational technologies and HR skills and transformational technologies and HR skills in areas such as sophisticated search technologies, human capital management systems, e-learning and knowledge management platforms, virtual meetings software, etc.2.7.3. Knowledge management and innovationIn todays complex organizations, competitive advantage for business depends on the ways in which employees create and share knowledge in ways in th at increase the bottom-line. The challenge of knowledge management therefore is to ensure that employees also benefit from developing and sharing knowledge (Holbeche, 2009). Knowledge-sharing should be encouraged in the organization. Knowledge management also helps to measure an organizations ability for implementing the new strategy. Knowledge management should be insert in the corporate strategy.2.7.4. Training and developmentTo meet the organizational change requirements, readying and development of employees is of utmost importance. As Knapp (2004) argued, changes to the HR function require changes to HR staff and skills which make HR talent management a key transformation priority. On the other hand, Walker (2001) stated that effective staff training is one of the critical factors that affect the quality of service delivery within a service center. Moreover, Yeung (1996) suggested that to sustain the transformation of human resource functions, HR professionals must be trained to be able to develop and demonstrate a new set of competencies to fulfill their changing roles and responsibilities. Likewise, employees should be trained to make use of the complex technology, improving their communication skills and develop problem-solving capabilities.2.7.5. Employee behavior towards new e-HRM systemEmployees are the most important element in an organization and employee behavior and attitude are of particular relevance in bringing change in an organization. Employees might not accept the introduction of the new technologies in their workplace or even ready to make use of it. The HR function can make use of the Technology Acceptance Model or the Trust in Information System to determine the employee acceptance level of the new system. Therefore, HR should influence employees positive attitude towards the new system, employees should be convinced that this system would increase their performance as well as the organizational performance.2.7.7 Work RedesignIt refe rs to the use of modern technology to radically redesign business processes to gain efficiencies. HR must lead a redesign of the workplace so that work environments sustain and encourage sociability, and help organizations tap into employees tacit knowledge to unleash creativity and innovation (Willmott, 2003). The process of redesigning the workplace provides more flexibility and choice to individuals.2.8 Transformation group upAn HR transformation team is formed with a form mission for promoting the HR transformation. According to Ulrich, et al. (2009), the CHRO forms the HR transformation team with the support of the senior leadership of the organization. This team includes the HR leaders and professionals, representatives from line management, the customers and investors and also the consultants.HR Leaders and Professionals2.8.1 Chief Human Resource Officer (CHRO)The CHRO sets the direction and tone for the organization. The CHRO also call for to sponsor the HR transformat ion. Ulrich et al. (2009a) states that the CHRO should initiate, take the lead in the design, and monitor the transformation plan. Porter-OGrady (2008) also found that the CHRO plays a critical role in developing new position descriptions, advising and supporting leaders in their new roles, and ensuring the different processes are adapted to the new model of governance.2.8.2 HR Leadership TeamUlrich et al. (2009a) posits that leadership team consists of the heads of several departments. They are the HR leaders for businesses, the heads of the centers of excellence and the shared service HR leader. Their collective support is very critical in the transformation.2.8.3 HR for HRThese are the champions of the HR transformation who provide HR services for HR professionals. They need to have a strong reputation among HR professionals who look to them for pleader and among business leaders whose support may depend on their credibility. They are responsible for facilitating discussions of how to organize the HR department so that the center of expertise and embedded HR professionals collaborate to deliver value (Ulrich. et al., 2009a).2.8.4 HR ProfessionalsThe HR professionals play a critical role in the HR transformation. The CHRO and champion of the transformation need to build the business case for the transformation, clearly define the deliverables, and create a blueprint for changing the HR departments and practices for this particular group. Moreover, the HR professionals also need to fulfil rigorous and regular feedback on how they are doing relative to the roles and competencies required of them (Ulrich et al., 2009).2.8.5 Line ManagersThe line managers has the responsibility to provide a clear business focus for the transformation, to ensure that the transformation team has access to both internal and external information, to ensure that the right people are engaged in the process and to require clear and measurable results from the transformation (Ulrich e t al., 2009a).2.8.6 Customers and InvestorsIn the HR transformation process, the HR practices should be aligned with the customer satisfaction. Ulrich et al., (2009), suggested that the customers can be directly or indirectly come to in the transformation since they can provide a deep insight of the organizational and leadership capabilities that they expect from the company.Moreover, the HR departments must align their practices with the requirements of the investment community. The HR transformation team invites key investors into their planning. In this way, the HR team communicates to the investors that their values are being inculcated into the companys institutional infrastructure (Ulrich et al., 2009).2.8.7 Consultants and Advisors(Ulrich et al., 2009) put forward that the external consultants very much add value to an organization by bringing experiences from other companies, by previewing and averting common challenges and by being independent contributors to the HR trans formation process. However, success depends on the choice of the right consultant since they are involved in the right way and at the right time.2.9 Redesign the HR department2.9.1 enter HR professionalsDave Ulrich created the Ulrich model in 1997 to provide a broader insight of the roles of HR professionals should deliverAs strategic partner HR professionals align Hr practices with business strategies.As administrative expert, they deliver HR practices with efficiency.As employee champion, they help employees to generate commitment, develop competence and discover contribution.As change agent, they help on delivering an change magnitude organizational capability and capacity for change.According to the author, the model was conceptualized to support the HR domain. However, as business conditions are constantly changing, the role of HR also has evolved. plan 2 Evolved HR rolesUlrich et al. (2009) explained the new roles as followsHR professionals are employee advocates, charged wi th making sure the employer-employee relationship is one of reciprocal value. Besides advocating for employees today, they build the incoming workforce as human capital developers. HR professionals are also functional experts, designing and delivering HR practices that ensure individual ability and create organization capability. As strategic partners, they help line managers at all levels reach their goals. HR professionals bring business, change, consulting, and learning know-how to their partnership with line managers, so that together they create value. And to tie it all together, they must be genuine leaders credible both to their own functions and to those outside. When these five roles are played within the HR department, HR professionals have more impact.HR Professionals Competency skillsUlrich et al, (2009) recommend that companies should focus on HR competencies since they integrate the roles and activities of the HR professionals. Ulrich and Brockbank (2007) posited tha t HR competencies are not just knowledge but the ability to use the knowledge.Figure 3 HR CompetenciesSource http//sitemaker.umich.edu/hrcs/executive_summaryUlrich and Brockbank (2007) proposed the above model suggesting that HR professionals must master competencies dealing both with people and business (large arrows). Following one of these two paths independent of the other, leads to failure.Within these two dimensions, Ulrich and Brockbank (2007) arrayed six domains of HR competence, dealing with relationships, processes, and capabilities.Credible Activist. The HR professional is both credible and active. Some have called this HR with an attitude. Ulrich et al, (2009) added that as credible activists, HR professionals create sustainable business outcomes as they link the people and business dimensions with energy, insight, predisposition and impact.Culture and Change Steward. Ulrich et al, (2009) mentioned the HR profession appreciates, articulates, and helps shape a companys c ulture.They continued with the fact that this culture starts with clarity around external customer expectations and then these expectations are transformed into internal employee and organization behaviors. As being the stewards of culture, HR professionals respect the past culture and help to shape a new culture. In addition, undefeated HR professionals facilitate changes by helping make culture happen andby developing disciplines to make changes happen throughout the organization.Talent Manager / organisational Designer. Ulrich et al, (2009) posited that the HR professionals master theory, research, and practice in both talent management and organization design. Talent management focuses on competency requirements and the flow of people in the organization. Ulrich et al, (2009) further pointed out that the organization design focuses on how a company embeds capability into the structure, processes, and policies that shape how an organization works.Organization and talent work tog ether since without a supporting organization, good talent would not be sustained and also an organization will not deliver good results without talented individuals.Strategy Architect. The HR professional has a vision for how the organization can win in the future and plays an active part in the establishment of the overall strategy to deliver on this vision. This means recognizing business trends and their impact on the business, forecasting potential obstacles to success, and facilitating the process of gaining strategic clarity. The strategic HR role focuses on aligning HR strategies and practices with business strategy. In playing this role, the HR professional works to be a strategic partner, helping to ensure the success of business strategies. By fulfilling this role, HR professionals increase the capacity of a business to execute its strategies. (Ulrich, 1997)Operational Executor. According to Ulrich et al, (2009), the HR professional executes the operational aspects of man aging people and organizations. Policies need to be drafted, adapted, and implemented. Employees also have many administrative needs (such as, to be paid, relocated, hired, and trained). HR professionals must ensure that these basic needs are efficiently dealt with through technology, shared services, and/or outsourcing. This operational work of HR ensures credibility if executed flawlessly and grounded in the consistent application of policies (HRCS Executive Summary, 2007).Business Ally. Businesses succeed by setting goals and objectives that respond to external opportunity and threats. That is the HR professionals should have complete knowledge about the business, in other words they contribute to the success of the business by knowing the loving context or setting in which their business operates. Finally, they have a good understanding of the parts of the business (finance, marketing, research and development, engineering), what they must accomplish, and how they work together , so that they can help the business organize to make money (HRCS Executive Summary, 2007).2.9.2 Shared Service CentersAccording to Hunter (2005), the shared service center is fundamental to the delivery of the role of HR as administrative expert. He further explained that it provides the focused administrative excellence that drives financial efficiency and HR credibility through the quality of its output, getting the basics right, every time. The SSC also enables the consolidation of similar HR administration activities from multiple business units. By consolidating processes, the SSC is able to control transactional administrative activities better, drive out costs and create a platform for investment in new technologies.Literature describes that the shared service centers allows employees and managers to manage much of their HR administrative work which is known as the self-service. The approach of employee self-service helps employees to update their own transactional records ( which may be associated with their personal details or with a process). self-service also provides a means for employees to have access to data to resolve their own queries (online policies or HR process description). The management self-service, on the other hand, gives managers the independence to move beyond traditional day-to-day administration and concentrate on improving the performance of employees. It provides management with tools needful to efficiently perform routine employee administration, as well as the information required to help employees improve their performance and enhance their skills. It also minimizes unnecessary human resource involvement in manager-employee interactions while increasing organizational productivity.2.9.3 Center of ExcellenceHunter (2005) stated that the HR business partners need the support of the deep technical knowledge of the business that has traditionally resided in HR. The Centers of excellence is separate entity which offers business es specialist skills and knowledge in particular areas like compensation, benefits and employee relations. The centers of excellence, also called as the centers of expertise, bring together technical experts in each HR area who would otherwise be distributed throughout a firms business unit, allowing ideas to be quickly developed and shared. The centers of expertise often focus on transformation-based services or HR activities that help implement strategy, create a new culture, or accomplish business goals (Ulrich, 1997). Moreover, Hunter and Saunders (2005) postulated that the culture and tacit knowledge about how people management activities should be defined and introduced are supposed to be lost as the HR teams get closer to the business and move outdoor(a) from HR and the Center of Excellence provides a means to address this issue and indeed creates a more favorable situation that the old model allowed.Ulrich et al (2009) postulates that the center of expertise HR professional s plays several important roles in an HR transformationThey create service menus which are aligned with the capabilities driving business strategy.They expose needs and recommend services most important to the situation.They collaborate with embedded HR professionals in selecting and executing the right services.They create menu offerings if the current ones are insufficient.They manage the menu.They shepherd the learning community within the organization.2.10 Barriers to implement e-HRMIn a recent survey, HROA (2009) found the following as the most prominent vault to HR transformationLack of staff expertiseMany companies might fail to provide the right training to employees and this causations an obstacle in the change management process. Therefore, HR professionals must make sure that employees possess the right skills for the new working system.Internal bureaucracyMore often, organizations use the bureaucratic style of leadership, where all decisions are made at high levels of management. However, it is not always right to use the bureaucratic management style, since employees will not be encouraged to work and as a result their performance level might be low.Lack of comme il faut technologyAnother type of barrier is the lack of adequate technology. Organizations which do not have adequate technology support for the transformation. The right technology must be available for successful change management.Underestimation of the resources neededWhile thinking for a change, organizations must plan to have the required resources because lack of resources will end up as a barrier. Planning should be done in terms of human resources, financial support, technological support, etc.Lack of employee and business buy-inEmployees should be completely involved in the transformation process. Change initiatives should be incorporated in the organizations mission. When employees buy into the mission, they become a force for driving the mission. In case, there is lack of employee and business buy in, this can cause a barrier to transformation.Lack of senior management supportA lot of projects might fail if senior management does not provide their exuberant support. They might not support the decision of implementing new working system or even providing funds for projects. Lack of support might be because management does not have all the facts regarding the need.Resistance to changeResistance to change might take several forms, such as employees might refuse to make use of new system, or even refuse to cooperate with the change.2.11 ConclusionIn close, human resource management has shifted from the traditional ways of doing HR to the use of new human resource information system which has made the work easier. The paradigm shift requires a transformation team who leads the transformation process in order to redesign the HR department and to make the transformation several areas need to be considered. However, the transformation process fails due to s ome existing barriers. The suppose below concludes the above literature.Figure 4 Conclusion

Comparing Levine Conservation Model And Neuman System Model

Comparing Levine Conservation Model And Neuman System ModelIntroductionSince Florence Nightingale introduced Nursing profession, it is continuously evolving in order go away in modernized world. The outgrowth profession propels it into scientific enquiry, and diverted towards evidence base practice. All these artistic ideas draw bases for using theatrical framework. Although first theoretical framework was introduced by Florence Nightingale entitled as environmental theory to promote health of individual after the experience solders c ar during Crimean war (Florence Nightingale, 1860). engagement of theories becomes more common, since care for professional practice as it expand towards higher educational degrees, and get enrolled in administration and research fields. Up to date umpteen theories are introduced. This paper presents the lowest common multiple perspective including the assumption, characteristic of concepts, sub concepts, and their statement of relationship. This paper then gives a brief check into of NSM. avocation this the paper provide present compares and contrast for lowest common multiple theory and NSM perspectives including main concepts, nursing intervention and outcomes with practical application of interventions of each model. I select Levine Conservation Model as its nursing goal focus to achieve health for somebody using careful assessment and nursing intervention and matched to Neuman ashes model. Moreover this model was apply in variety of setting including hospital and community. Few applications of LCM includes Promotion for preterm Infants (Mefford, 2004), Ostomy wound management (Leach, 2009).Levines Conservational Model (LCM) perspectiveMyra Levine was the cherish to whom Loyola University president awarded the title of rebirth woman as an appreciation for using vast companionship in nursing care (Alligood, 2010 Tomey). She developed preservation theoretical framework, as an attempt to educate medical surgical n ursing concepts to undergraduate nursing students and to provide a new approach to associate degree students for daily nursing activities in 1973 (George, 2002 Alligood, 2010) by influencing scientific knowledge that she gained from Canon fight and flight response, Selyes, try work, and Gibsons, perception of environment. The goal of this theory was to promote suitation and maintain wholeness using the regulations of preservation (George, 2010).LCM framework constructed on three major concepts and few sub concepts the major concepts are explained explicitly but the sub concepts are remain implicit. Following section of paper will explain the major concepts and sub concept embedding within major concepts. The major concepts that form the basis of saving Model are conservation of push, adaptation and wholeness, among these the conservation of muscularity enumerateed most important. Levine (1971), describe conservation with quadruple principles these includes conservation of en ergy, conservation of the structural integrity, conservation of the individualized integrity, and the conservation of the complaisant integrity, of the individuals. Levine (1971) further says earning of all these principles will help nurse as to keep living system together which promote wholeness.The first principle of energy conservation, depend on environmental stimuli that often become source for loss of energy consequently disequilibrium of whole. LCM talks inner and outdoor(a) environment. In internal environment includes physiological (temperature, blood pressure) and altered physiological movement. Then she split international environment into three trains, off these three first is perceptual, take sexual conquest of the individuals sense of world, fleck level in cooperate physical aspect such as microorganisms, and third level is conceptual and which is comprise of cultural mannikin symbolized by way of life. While caring patient Levine emphasize nurse to assess i ndividuals response and capability for adjusting with both environmental situations and help accordingly (Alligood Tomey, 2010). The second principle of conservation relates to structural integrity and focus on defense ability of the body, which nurse can recognize from functional abilities challenged by internal and external environment. Then the third principle conservation of mortalal integrity deals with personal protection by promotion of self actualization. The last principle conservation of friendly integrity refers persons family, friends, community, and society which could be achieved using the nurses role by assisting in religious activities and using of interpersonal relationship (George, 2002 Alligood, 2010).The second concept in conservation theory is adaptation. Levine (1966) view adaptation as physiological and behavioral responses of individuals that changes as a result of internal and external environmental interaction to achieve eternal rest in life. In Levine (1966) view a successful adaptation helps to achieve personal integrity consequently will helps person to move towards wholism. However in case of unsuccessful adaptation nurse can help individuals to achieve balance by promoting the environmental clean marginss, safety, and com-fort, both physical and mental. Furthermore George (2002) proposes three characteristics adaption process that appear implicit as sub concepts. These are historicity that focus the way of dealing life situation in past and the second specificity includes pattern of personal and genetic forces used to conserve energy The third sub concept that helps to assess adaptation is redundancy, means fail-safe bodys process available for survival.In LCM the third concept is wholeness, refers the health which is the pattern of wellbeing, and integrity. Well being is the goal of adaptive change (Alligood, 2010) All together the conservation of energy concept is viewed as an outcome, adaptation as process to achieve whole ness (see Appendix A for concept and sub concept).Neuman System Model (NSM) ReviewThe NSM introduced by Betty in 1971, cognize as identification focusors and management stress model. The aim of model was to promote the stability (health) in individual. This model is considered unique in nature as it uses the knowledge from various discip bills. The important one includes, general system theory which reflects the nature of living organism as an open system, but also incorporates knowledge from Selyes stress theory, Gestalt theory of homeostasis, deChardin Philosophy wholeness of life and Caplans Conceptual Model of Primary, Secondary and Tertiary Levels of Prevention.NSM perspective is based on assumptions that are enclosed in four nursing paradigm these are person, environment, health and nursing. NSM perspective focused to assess stressors with its degree of reaction and promote health by using three level of prevention as nursing intervention. The central view starts from wholen ess of person (consist of individual, family or community group) represent within boundaries of defense circles. Of these boundaries outer one is whippy line of defense (FLD), next to this is normal line of defense (NLD) following this there is line of resistance. Each of these boundaries viewed as a composite of physiological, psychological, sociocultural, developmental and eldritch variables. The function of these boundaries is to protect person from environmental stressor as person is constantly interact environmental stressors consist of intra, inter and extra-personal. Then environment viewed as internal, external and created. Health is denoted as stability, considered as dynamic in nature which can be achieved by successfully adjusting to environmental stressors. On other hand system is challenged by environmental situation despite of using energy in other means the three types of defense lines that exist around client, considered as tutelar barriers fails to protect system from stressors. The state then recognized as illness, which can be reconstituted by using of three level of prevention as nursing intervention that are used to strengthen the three lines of defense (George, 2002 Alligood Tomey 2010). For further understanding of concepts (see NSM in Appendix B).Compare and Contrast for NSM and LCMCompleting the review of LCM and NSM, now this section will compare and contrast these models from the perspective of background, nursing goal, major concepts including nursing intervention. Starting from the background, both the models are developed by American nurses who had diametrical background. Levine was from medical surgical and Betty Neuman belonged to psychiatric nursing. Both model published in 1973. And both used the knowledge from various disciplines, in which Selyes stress work is common. Including all above, both model set to achieve goal of health for individuals, families, communities, and populations at large using some similar and some different concepts, pattern of assessment and nursing interventions. Coming towards major concepts it is observed from literature (George, 2002 Alligood, 2010 Alligood Tomey, 2010) that LCM consist few simple concepts (see Appendix A) but NSM comprise of umpteen complex concepts (see Appendix B). Upcoming few paragraphs will present compare and contrast for few major concepts that are common and take central vest in each theoretical model.WholenessBoth, NSM LCM uses the concept of wholeness very explicitly attaching with component of person, environment, health, and nursing. Within NSM wholeness in connection to person viewed in link of five variables physiological, consist of structure of body and its function psychological, comprise of mental processes and internal and external environmental effects, socio-cultural, and include cultural aspects developmental, seen with stages of ages and phantasmal beliefs and influences. In contrast LCM considers person as complete whole in the view of physiological variable only. But also includes patho-physiological condition as an assessment indicator. Following this Neuman and Levine both also see wholeness as a product of internal and external environmental interactions. This means all individuals are constantly interacting with internal and external environment and adjustment with its challenges, keeps person integrated whole, and failure takes person towards illness. As Alligood Tomey (2010) state wholeness is viewed as oneness and exposit as integrity of person Furthermore Alligood (2010) Wholeness is health (p. 214). Next wholeness with nursing component is emphasized as an approach of assessment and consider for promotion. Assessing wholestic approach suggests including client variable in assessment. NSM include five variable, therefore it is believed that this model allow for comprehensive assessment. Opposite to this LCM focus on physiological including path- physiological condition, seems simple but set limitation and may leaves gaps in assessment. Coming to promotion of wholeness NSM include nursing intervention with three level of prevention. Reverse to this LCM model use conservation principle As Mefford,(2004) show example by health promotion for preterm infants.ConservationNSM take energy conservation concept viewed as a process of helping in promoting wholeness but presented in an implicit way using the term negentrophy and does not stand as central idea. In NSM energy and conservation of energy refers persons genetic makeup, strength and weakness and maintained in view of line of defense. Neuman 2002, 1995, 1989, 1982) cites negentrophy is a process of energy conservation (Alligood, Tomey 2010, p.312). The characteristic of variable can boost the energy sources. But it could deplete if line of resistance fail to protect the canonical energy resources, which may cause illness consequently death. Comparing to this in Levine model conservation concept appear as central phen omenon and it forms bases for its framework. Todaro-Franceschi (2001) state Levine defines conservation as keeping together. She use these words as she see person as patient who requires help to store energy. Furthermore Levine (1967) cites that all of fundamentally lifes processes dependant upon the production and expenditure of energy (Todaro-Franceschi, 2001). Furthermore Levine believes safeguard of energy sources is necessary to maintain the integrity of individuals and consequently health. To make its implication simple Levine gave four principle of conservation these include conservation of energy, structural integrity, personal integrity, and the social integrity (George, 2002). Although both the model sees conservation of energy in deferent way, do invites nurse to study the characteristic of energy provide guide to plan appropriate activities for its conservation.AdaptationAgain NSM talk about adaptation process implicitly implant with wellness and illness concepts. Which in NSM depend upon the level of penetration of environmental stressors (Alligood Tomey, 2010) As George (2002) says when client interact with environment produce response to stressor help to adapt or control stressor. Adaptation is process which occurs with the help of line of defense. There are three level defense network laid around the person to protect the penetration of stressors. Among these first outer line is called flexible line of defense (FLD), which provide protection to normal line that is second outer line in case of stressors attack. Lacks of nutrition, fatigue or daily stress are the circumstances that make FLD to come in action. The second line is normal line of defense (NLD) that lies under the protection of FLD symbolize the normal wellness level of the client system. This line is consisting of coping patterns, lifestyle factors, developmental, spiritual, and cultural matter influences. If the NLD is been attacked by environmental stressors, the LOR are activate to protect the basic structure. (Alligood, 2010). On other hand in Levine model the adaptation is second most central phenomenon of LCM and Levine (1966) states every processes that ascertain stability for life are regard as adaptations and George (2002) highlights that the conservation depend of process of adaption. Successful adaptation promotes health whereas failure of adaption introduces illness. For this situation LCM considers nursing to play role to promote adaptation (Alligood, 2010).ConclusionBy comparing the perspective of NSM and LCM it has been learnt that both theorist focus on effect of health through using uniqueness methodologies. Despite using different concepts and framework, these theories guide for nursing assessment and intervention. Moreover this comparison explains that the NSM is broad and provide bass content for comprehensive assessment and nursing care. On other hand LCM appear with energy conservation focus. From all this it is gained that nurse needs to understand explicit and implicit concepts of theoretical framework to assess and plan efficient nursing interventions.

Emotion to the Screen with Composition and Shot Variation In A Raisin i

Translating sense to the Screen with Composition and Shot Variation In A Raisin in the SunFilmmaking and cinematography are art forms completely open to interpretation in a myriad ways frame part, lighting, casting, camera angles, mutable length, and so on The truly talented movie maker employs every tool available to make a film communicate to the viewer on different levels, including complaisant and emotional. When a filmmaker chooses to undertake an rendering of a literary classic, the choices become somewhat more limited. In order to be true to the integrity of the fragment of literature, the aesthetic group making the adaptation must be careful to communicate what is believed was intended by the writer. When the literature being adapted is a figure out to begin with intended for the stage, the task is perhaps simplified. Playwrights, unlike novelists, include some stage direction and other instructions regarding the visual aspect of the story. In this sense, the filmm aker has a strong basis for adapting a defraud to the big screen.Despite the provision of stage directions, however, a play is not simple to adapt to a cinematic form. Plays rely heavily on dialogue to communicate emotion to the reader whereas film allows for close visual representation. Filmmakers good deal explore creativity in adaptation in many ways unavailable and impractical in the theater. In order to maximize the emotional impact of a dramatic work, the filmmaking team can make use of several simple yet effective tools, such as the composition of frames and the variations of the camera shot. In the 1961 film adaptation of Lorraine Hansberrys modern ceremony play A Raisin in the Sun, directed by Daniel Petrie, the filmmakers use these techniques in notional ways to communica... ...stival) starring one of Americas most acclaimed actors, Sidney Poitier. Despite the necessity of the burnished and groundbreaking writing of Hansberry, credit must be given to the filmmakers for translating the stirring emotion of the play into something visually moving. A theater production lacks the creative demonstrate for close-up shots of actors faces, and the composition of the stage comes off as contrived and stilted at times. Although carefully planned and choreographed, the frame composition of the film is a subtle and creative exploration of the emotional message of this play.Works CitedA Raisin in the Sun. By Lorraine Hansberry. Dir. Lloyd Richards. Perf. Sidney Poitier. Ethel Barrymore Theatre, New York. 11 Mar. 1959.A Raisin in the Sun. Dir. Daniel Petrie. Perf. Sidney Poitier, Claudia McNeil, Ruby Dee and John Fiedler. Columbia Pictures, 1961. Emotion to the Screen with Composition and Shot Variation In A Raisin iTranslating Emotion to the Screen with Composition and Shot Variation In A Raisin in the SunFilmmaking and cinematography are art forms completely open to interpretation in a myriad ways frame composition, lighting, casting, camer a angles, shot length, etc. The truly talented filmmaker employs every tool available to make a film communicate to the viewer on different levels, including social and emotional. When a filmmaker chooses to undertake an adaptation of a literary classic, the choices become somewhat more limited. In order to be true to the integrity of the piece of literature, the artistic team making the adaptation must be careful to communicate what is believed was intended by the writer. When the literature being adapted is a play originally intended for the stage, the task is perhaps simplified. Playwrights, unlike novelists, include some stage direction and other instructions regarding the visual aspect of the story. In this sense, the filmmaker has a strong basis for adapting a play to the big screen.Despite the provision of stage directions, however, a play is not simple to adapt to a cinematic form. Plays rely heavily on dialogue to communicate emotion to the reader whereas film allows for cl ose visual representation. Filmmakers can explore creativity in adaptation in many ways unavailable and impractical in the theater. In order to maximize the emotional impact of a dramatic work, the filmmaking team can make use of several simple yet effective tools, such as the composition of frames and the variations of the camera shot. In the 1961 film adaptation of Lorraine Hansberrys groundbreaking play A Raisin in the Sun, directed by Daniel Petrie, the filmmakers use these techniques in creative ways to communica... ...stival) starring one of Americas most acclaimed actors, Sidney Poitier. Despite the necessity of the brilliant and groundbreaking writing of Hansberry, credit must be given to the filmmakers for translating the stirring emotion of the play into something visually moving. A theater production lacks the creative license for close-up shots of actors faces, and the composition of the stage comes off as contrived and stilted at times. Although carefully planned and c horeographed, the frame composition of the film is a subtle and creative exploration of the emotional message of this play.Works CitedA Raisin in the Sun. By Lorraine Hansberry. Dir. Lloyd Richards. Perf. Sidney Poitier. Ethel Barrymore Theatre, New York. 11 Mar. 1959.A Raisin in the Sun. Dir. Daniel Petrie. Perf. Sidney Poitier, Claudia McNeil, Ruby Dee and John Fiedler. Columbia Pictures, 1961.

Mark Twain Essay -- essays research papers

key Twain It is indisputable that, during his many years of writing, Mark Twain established himself as a literary genius. It is also indisputable that the primary reason for his success as an author was his quick wit and sense of humor. During this nations time of political and social division, Twain wrote about many of the simpler things in life while always showing his humorist side. His brilliant comedic mind was especially unusual for any universal writer around during this rough time period in the nations history. Mark Twains humorist views and writings truly change integrity him as the forefather of American humor. Unlike many writers of his time, Samuel Clemens, better known as his pen name, Mark Twain never secluded himself or slaved everyplace a piece of work. He enjoyed playing billiards or sitting on his porch, smoking a pipe. He lived with his wife and three daughters, and did most of writing in his billiards room or on his bed. He lived a simple, casual life, which proved to encourage his laidback, humorist attitude. (Whipple, Sally) William Dean Howells once compared Twains lifestyle to the some other famous writers of his time. Emerson, Longfellow, Lowell, Holmes they were like one a nonher and like other literary men but Clemens was sole, incomparable. (Twainweb) This being perhaps the best explanation for Twains unique humorist views, it is no doubt this lifestyle provided for his creative storytelling and successful career as an author. Mark Twain, a native of Missouri who lived most his puerility in poverty, began his career, surprisingly, as a steamboat pilot. This career path was soon to be interrupted by the Civil War, in which he served for the attendant Army for two weeks before withdrawing. Already at this point in his life, Twain was showing his humorist side when he commented on this incident saying, it was my retirement from it that brought the crash. It left the Confederate side too weak. (Ayers, 42) After the Civil War, Tw ain began his career as a journalist. He bounced from one city to another, including a stay at Virginia City, Nevada and San Francisco. plot of ground in San Francisco, Twain wrote The Celebrated Jumping Frog of Calaveras looky, his first nationally acclaimed work. This tale of young boys and frog races combined the themes of youth and humor, a combination he would revisit frequently. (Budd, 32) Finally, in 1869, Twains f... ...k Twain in His Times) Jones 6 Unfortunately, this was Twains last popular, humorous story. He would leave Hartford receivable to debts he owed and live a hard life for the rest of his years. Before he died, Twain would see two of three daughters and his wife pass out before him. He spent the rest of his days trying to repay his dept and mourning over his lost family members, whom he was very close too. He died on April 21, 1910 in Redding, Conn. During his lifetime, Mark Twain went from a child of poverty to one of the most famous and unique writers of h is time to a legendary American hero. collect to classics such as Tom Sawyer and Huckleberry Finn, he has established himself as not only a famous writer but also a famous comedian. There was no comedy before Mark Twain, most men were obsessed with politics and the military. After Twain, comedy exploded. Charlie Chaplin is one man who is not only a famous comedic pioneer, but also a supporter of Twain. His career shows the influence of Mark Twain in many areas, often including his characters. Mark Twains stories truly solidify him as a legendary author, yet his humor was the unique quality which put him above the rest. Word Count 1536