6+ Websites and Tools for Your Finance Homework the Wolf of Wall Street Would Approve

6+ Websites and Tools for Your Finance Homework the Wolf of Wall Street Would Approve 6+ Websites and Tools for Your Finance Homework the Wolf of Wall Street Would Approve Economic papers have some distinctive features that you have to take into account while writing a finance homework. The most important thing in creating such kind of assignments is to be an analytical and precise thinker, meaning the person who is savvy in the economic studies. If you find some general finance articles online and try to write in the same way the information is given there, that will be one of the points your professors will lower your grade for because you can’t appear as a journalist or copywriter. You need to look like a true economist who knows what he/she’s talking about. Moreover, it is essential to know about the peculiarities of the economic writing style: Using present tense; Going for active voice; Not employing dramatic verbs and adjectives; Avoiding abbreviations and contractions; Writing short sentences; Not generating filler text; Etc. These are not all requirements, but they are the main ones. After upgrading your knowledge about the economic writing style, you need to find decent sources and tools to use only reliable data for backing up your statements. And guess what? We have already found several ones for you. 1.  Stock Market Simulator This is a great opportunity for you if you wish to write a finance paper within the stock market domain. This simulator grants you $100 000 of virtual money (you don’t need to invest anything whatsoever), and you can play with this capital buying stocks, investing, etc. just to feel like you’re doing everything for real and train your decision-making skills. 2.  Economic History Any economic paper needs a base or reference to its past. In this online resource you will find precise statistics, profound and trustworthy data together with analytical articles. 3.  The Concise Encyclopedia of Economics This encyclopedia was created by several economics enthusiasts who are fond of this sphere and want to share some valuable information with the world. There you can spot articles written by economists, but the information is given in such a manner so that even a non-economist would understand the main points. 4.  ReadyRatios.com This is an online software that evaluates financial statements. It is paid, but there are some free features. If the topic of your finance paper is the analysis of a financial position of some company, this tool is a perfect helper in your case. 5.  Online Calculators There 10 different calculators that can help you estimate incomes, social security taxes, budgets, pension returns, etc. They are interactive and free to use. 6.  Yahoo Finance This is a database of reports, articles and economic forecasts about international state of affairs in the sphere of finance. It contains high quality and credible information, and, most importantly, it’s free. It is a very good tool to use for academic purposes as it provides you with valuable data for your research. Use these online instruments for writing finance papers and produce readable as well as interesting content! P.S. Have your own economic tools that you use for the finance studies? Share them with our homework writing service!

Sutherlands Differential Association Theory Explained

Sutherland's Differential Association Theory Explained Differential association theory proposes that people learn values, attitudes, techniques, and motives for criminal behavior through their interactions with others. It is a learning theory of deviance that was initially proposed by sociologist Edwin Sutherland in 1939 and revised in 1947. The theory has continued to be enormously important to the field of criminology ever since. Key Takeaways: Sutherland's Differential Association Theory Sociologist Edwin Sutherland first proposed differential association theory in 1939 as a learning theory of deviance.Differential association theory proposes that the values, attitudes, techniques, and motives for criminal behavior are learned through one’s interactions with others.Differential association theory remains important to the field of criminology, although critics have objected to its failure to take personality traits into account. Origins Before Sutherland introduced his theory of differential association, the explanations for criminal behavior were varied and inconsistent. Seeing this as a weakness, law professor Jerome Michael and philosopher Mortimer J. Adler published a critique of the field that argued that criminology hadn’t produced any scientifically-backed theories for criminal activity. Sutherland saw this as a call to arms and used rigorous scientific methods to develop differential association theory. Sutherland’s thinking was influenced by the Chicago School of sociologists. In particular, he took cues from three sources: the work of Shaw and McKay, which investigated the way delinquency in Chicago was distributed geographically; the work of Sellin, Wirth, and Sutherland himself, which found that crime in modern societies was the result of conflicts between different cultures; and Sutherlands own work on professional thieves, which found that in order to become a professional thief, one must become a member of a group of professional thieves and learn through them. Sutherland initially outlined his theory in 1939 in the third edition of his book Principles of Criminology. He then revised the theory for the fourth edition of the book in 1947. Since then, differential association theory has remained popular in the field of criminology and has sparked a great deal of research. One of the reasons for the theory’s continued pertinence is its broad ability to explain all kinds of criminal activity, from juvenile delinquency to white collar crime. Nine Propositions of Differential Association Theory Sutherland’s theory doesn’t account for why an individual becomes a criminal but how it happens. He summarized the principles of differential association theory with nine propositions: All criminal behavior is learned.Criminal behavior is learned through interactions with others via a process of communication.Most learning about criminal behavior happens in intimate personal groups and relationships.The process of learning criminal behavior may include learning about techniques to carry out the behavior as well as the motives and rationalizations that would justify criminal activity and the attitudes necessary to orient an individual towards such activity.The direction of motives and drives towards criminal behavior is learned through the interpretation of legal codes in one’s geographical area as favorable or unfavorable.When the number of favorable interpretations that support violating the law outweigh the unfavorable interpretations that don’t, an individual will choose to become a criminal.All differential associations aren’t equal. They can vary in frequency, intensity, priority, and duration.The process of learning criminal behaviors thr ough interactions with others relies on the same mechanisms that are used in learning about any other behavior. Criminal behavior could be an expression of generalized needs and values, but they don’t explain the behavior because non-criminal behavior expresses the same needs and values. Differential association takes a social psychological approach to explain how an individual becomes a criminal. The theory posits that an individual will engage in criminal behavior when the definitions that favor violating the law exceed those that don’t. Definitions in favor of violating the law could be specific. For example, â€Å"This store is insured. If I steal these items, it’s a victimless crime.† Definitions can also be more general, as in â€Å"This is public land, so I have the right to do whatever I want on it.† These definitions motivate and justify criminal activity. Meanwhile, definitions unfavorable to violating the law push back against these notions. Such definitions can include, â€Å"Stealing is immoral† or â€Å"Violating the law is always wrong.† The individual is also likely to put different weight on the definitions they are presented in their environment. These differences depend on the frequency with which a given definition is encountered, how early in life a definition was first presented, and how much one values the relationship with the individual presenting the definition. While the individual is most likely to be influenced by definitions provided by friends and family members, learning can also occur at school or through the media. For example, the media often romanticize criminals. If an individual favors stories of mafia kingpins, such as the TV show The Sopranos and The Godfather films, the exposure to this media may impact the individual’s learning because it includes some messages that favor breaking the law. If an individual focuses on those messages, they could contribute to an individual’s choice to engage in criminal behavior. In addition, even if an individual has the inclination to commit a crime, they must have the skills necessary to do so. These skills could be complex and more challenging to learn, like those involved in computer hacking, or more easily accessible, like stealing goods from stores. Critiques Differential association theory was a game-changer in the field of criminology. However, the theory has been criticized for failing to take individual differences into account. Personality traits may interact with one’s environment to create outcomes that differential association theory cannot explain. For example, people can change their environment to ensure it better suits their perspectives. They may also be surrounded by influences that don’t espouse the value of criminal activity and choose to rebel by becoming a criminal anyway. People are independent, individually motivated beings. As a result, they may not learn to become criminals in the ways differential association predicts. Sources Cressey, Donald R. â€Å"The Theory of Differential Association: An Introduction.† Social Problems, vol. 8, no. 1, 1960, pp. 2-6. https://doi.org/10.2307/798624â€Å"Differential Association Theory.† LibreTexts: Social Science, 23 May, 2019. https://socialsci.libretexts.org/Bookshelves/Sociology/Book%3A_Sociology_(Boundless)/7%3A_Deviance%2C_Social_Control%2C_and_Crime/7.6%3A_The_Symbolic-Interactionalist_Perspective_on_Deviance/7.6A%3A_Differential_Association_Theoryâ€Å"Edwin Sutherland’s Differential Association Theory Explained.† Health Research Funding. https://healthresearchfunding.org/edwin-sutherlands-differential-association-theory-explained/Matsueda, Ross L. â€Å"Sutherland, Edwin H.: Differential Association Theory and Differential Social Organization.† Encyclopedia of Criminological Theory, edited by Francis T. Cullen and Pamela Wilcox. Sage Publications, 2010, pp. 899-907. http://dx.doi.org/10.4135/9781412959193.n250Matsueda, Ross L. â€Å"The Current State of Differential Association Theory.† Crime Delinquency, vol. 34, no, 3, 1988, pp. 277-306. https://doi.org/10.1177/0011128788034003005 Ward, Jeffrey T. and Chelsea N. Brown. â€Å"Social Learning Theory and Crime.† International Encyclopedia of the Social Behavioral Sciences. 2nd ed., edited by James D. Wright. Elsevier, 2015, pp. 409-414. https://doi.org/10.1016/B978-0-08-097086-8.45066-X

(Some Finance Questions) Research Paper Example | Topics and Well Written Essays - 500 words

(Some Finance Questions) - Research Paper Example TIPs pay interest semi-annually at a fixed rate which is calculated on the adjusted principal to make the interest payments as well inflation driven (Treasury Direct). The market of TIPs is the world largest inflation indexed securities market with over $550 billion of TIPs outstanding i.e. approximately 8% of the total debt market of treasury. TIPs can be purchased directly from Treasury Direct system with a minimum purchase limit of $100 and multiples of $100 thereof and are available with 5-, 10-, and 30-year maturities. The 5-year and 30-year TIPs are auctioned semi-annually whereas 10-year TIPs are auctioned quarterly. The auction bids are TIPs are submitted both as competitive and non-competitive. In case of competitive bids, the bidder specifies the yield that he/she is willing to accept the security for. In case of non-competitive bid, the yield is determined at the auction which the bidder agrees to accept for a security. TIPs are issued in electronic form and can be like ot her marketable securities which can be held to maturity or sold before it matures. Interest paid on TIPs is subject to federal taxes but are exempted from both state and local taxes.

Smartphone and Social Media Usage in the Healthcare Profession Research Paper

Smartphone and Social Media Usage in the Healthcare Profession - Research Paper Example As the report declares to put the issue of social media and Smartphone usage into context, it is essential to understand HIPAA requirements on the same. HIPAA privacy rule 164.502 states that a covered entity or any of its associate may not use or disclose cosseted health information, except as permitted or required by sub-article C of 160 of this rule. Sub article C outlines the circumstances under which, a medic or a medical entity can release a patient’s personal information. According to the essay findings the exceptions for disclosure are highly limited to criminal activity on the part of the patient. In essence therefore, social media and Smartphone use by medics seems to read from different pages with HIPAA. While social media is geared towards sharing one’s surrounding environment, HIPAA overrules such disclosure and can lead to serious consequences including license cancellation. From a medic’s perspective, Smartphones and social media can be a great mental relaxation tool, which in turn helps one assist patients better. By nature of their work, healthcare professionals have to work long hours. This causes mental and emotional strain, which if unchecked can lead to reduced concentration, and negative consequences to the patients. With the advent of social media, a medic can now get in touch with family and friends and release some work related steam. A light moment with a friend while on a ten minute break can go a long way in rejuvena ting a medic.

Managerial accounting Essay Example | Topics and Well Written Essays - 1250 words

Managerial accounting - Essay Example Following which it will be discussed how the company has implemented this strategy in the day – to – day working. As mentioned earlier JIT was firstly introduced by Henry Ford and was clearly described in his book ‘My Life and Work’ in 1923. It was then that Henry Ford had realised that inventory stocking was a waste of investments in terms of the amount locked up in forms of inventory as well as storage and transportation costs. The JIT process is simple and defines stocking of goods to be a waste. Companies using this method follow the thumb rule of ordering for stocks whenever it is required by the company. This process exposes the hidden costs that the company incurs for storing and transporting of the inventories. The process might seem simple however when it comes to incorporating it into the daily business, the companies face a number of issues as it would mean completely changing the process flow of the company. There are a number of different disciplines that are followed to ensure the correct timing for ordering the goods to fit in correctly into the process flow of the company. This process involves aspects of statistics, behavioural science, production management and industrial engineering. In simple terms JIT is a process ensures that the inventories of a company are available at the right time, at the right place, the right amounts and finally the right materials (Sandras, 1989). Toyota is one of biggest motor company in the world. The company has been existent from times before the first ever air conditioner, colour television and even the first ever cheese burger was invented. It was started way back in 1934, where the first engine was produced by the company. It was later in 1935 that the first car was produced. In 1937 the company was split off. The company’s production was very limited between the years of 1936 -1945. The company however picked up motion in 1945 and the production was seen to grow rapidly since then.

The Importance Of Employees In An Organization Marketing Essay

The Importance Of Employees In An Organization Marketing Essay The article focuses on the importance of employees in an organization. The categorization of employees as the most valuable asset of an organization has been proclaimed by many marketing, human resource and other business experts. However, it is just a claim and no concrete measures are taken to harvest this invaluable asset. Companies focus on the four Ps of marketing strategy, rather than the role of employees in delivering customer satisfaction. This article advocates the concept of the fifth P, which is not packaging or public relations but rather people-power. The article focuses on the importance of an organizations workforce in marketing strategy. The author touches on general marketing concepts covered by great authors such as Kotler and Levitt and builds upon them with relation to the human resources of an organization. In the academic context, the article is a practical approach to internal marketing and covers the concept of including the 5th P in the marketing mix. From an industrial context, the theoretical concepts covered stress the implementation of these concepts in the industry. The author reiterates the importance of refraining from platitudes and instilling the value of employees with regards to customer service at all levels of the organization. From a scholarly point of view, the article builds on attempts to include people power by authors such as Parkinson (1988), Gross et al. (1993), Rafiq and Ahmed (2000) and Judd himself in 1987 and 2001. The difference between this article and others is that it focuses on people powe r as an integral part of the marketing mix over all sectors in an economy whereas other articles focused on its role in specific industries or the importance of employees in internal marketing. An organization needs customers to survive and be profitable and customers are looking for value. Marketing persuades the customer that value is to be found in a specific organizations product or service thus an organization has two main marketing objectives which are to satisfy customers and to provide customers with a differentiated product that holds value for them. An introduction of marketing mix in the article explains that it is the combination of price, promotion, placement and most importantly product that an organization develops to attract and satisfy customers. The marketing mix elements must provide an offering that holds value for customers and substantially differentiates the offering from competitors. According to Levitt (1986), marketing is basically about getting the customer and this customer orientation defines all aspects of marketing strategy. The article bases its argument for the 5th P firstly on this concept of customer orientation which is the cornerstone of marketing principles. The second concept is the role of employees in differentiating and delivering value. Kotler (2000) mentions employees as a differentiating element for organizations. According to him, an organization consisting of qualified, courteous and helpful staff is automatically differentiated from a competitor who does not have a customer-oriented staff. According to the author, most business authors mention the employees as the most important asset of an organization (Freeman, 1993; Shoniwa and Gilmore, 1996; Peak, 1997; Business Week, 2000). This assertion by various authors has not had any real impact on the way organizations consider their human resources Although motivational theories have changes from a more scientific to humanistic approach and managers of every organization claim in their annual reports that their employees are the driving force, or they are invaluable but implementation of these assertions in strategies and organizational behavior has been lacking. Thus the central idea of the article is that the main aims of marketing which are delivering value to customers through differentiation and achieving customer satisfaction are attainable through the organizations employees. The organization cannot be fully customer oriented until its employees are focused on creating and delivering value to the customers. Employees at all levels of the organization should be committed to the customer and that is the only way an organization can be fully customer oriented. Accordingly, it is vital that employees be included in the marketing strategy as the fifth P. The author proposes that people-power be included in the marketing mix as employees are as important in differentiating and delivering value to the customer as price, product, placement and promotion. In explaining this orientation towards people-power, the article explores the marketing ideas of differentiation and the marketing mix which are the basis of marketing strategy. An organization can differentiate its product offering through product, design, style, name, logo, packaging, features, store location, availability, branding, goodwill and personal touch (Chamberlin, 1965). But the core concept is perceived differentiation in the mind of the customer, thus differentiation is only effective if it is perceived by the customer to add value to the product (Kotler 1986). Thus, on this basis of differentiation the organization can attract customers and satisfy them. The marketing mix denotes elements of marketing strategy and product development that can be modified by the organization. These elements represent the augmented product or service offering to the customer and can be differentiated to suit the customers needs. Price, place, promotion and product are widely accepted as the four Ps (McCarthy, 1960). However Kotler (1986) the marketing Guru, suggested that public relations should be a part of the marketing mix as did Mindak and Fine (1981). Political power has also been suggested as a marketing mix variable (Kotler, 1986) whereas Wind (1986) asserted there were 11 Ps in the marketing mix. However, recently the concept of relationship marketing has been pushed forward as a replacement for the marketing mix (Groà ¶nroos, 1994). Although, relationship marketing has gained prominence it does not compromise the significance of the marketing mix; according to the author. In fact, it is another concept of marketing that requires the harvestin g of human resource to develop relationships and thus deliver value to the customer. The inclusion of people-power was first discussed by the author in previous articles with regards to field sales in B2B marketing (Judd, 1986) and with regards to non-profit organizations (Judd, 2001). With reference to industrial and manufacturing concerns it was included in the marketing mix by Gross et al. (1993) and to small businesses by Parkinson (1988). Although, it has been discussed by many other scholars (Christopher et al., 1993; Harris, 1999), recently people power has ignited more interest with regards to organizations across all sectors of the economy. The strengths of the article are that it clearly states the concepts of marketing and its aim to introduce people-power in the marketing. It clearly refers to many previous articles and books about marketing and makes an informed leap into the stretching of the marketing mix. The conclusions derived in the article, are easy for the reader and the student to grasp as there is a logical progression from one concept to another. The concept of employees as a major force that determines the success and failure of an organization is not a new one, however mostly it is just a statement with no real actions by marketers or managers to instill it in their strategies; this article correctly identifies and criticizes this and provides a real workable path to employee involvement in creating value for the customer. It does not focus on the customer relations employees or the board of directors; rather it covers all employees that work in an organization whether or not they directly or indirectly influence the marketing strategy. The author believes that every employee influences the customer through his performance whether directly or indirectly. The main weakness of the article is that though it advocates the importance of employees in a marketing concept; he does not put forth details about how different employees can affect the organization. The author does not use any primary research. The author states many sources but only focus on major concepts from Levitt (1969). The article does not bring any major new conclusions to the marketing world except for the employee matrix and how different employee roles should change due to the induction of people power. The research methodology the article follows is usage of secondary research. A wide variety of sources and references have been incorporated from the books and journals. The author covers different perspectives of the marketing mix and differentiation. He considers different views of employees. In detail, he discusses Levitts theories and Rafiq and Ahmeds summary on internal marketing. The author has not conducted surveys and studies himself although he has build upon concepts and ideas from his older articles in 1987 and 2001; both dealt with people power in specific types of organizations. The author has chosen to specific examples in his article for the implementation of people power in the marketing mix. One is an industrial setting and the other a non-profit organization. In each organization there are different levels of contact with the customers and different levels of involvement with the design and execution of the marketing mix. The most involved in both areas are the contactors which would include marketing management, sales people, customer service, design engineers and so on. Influencers are involved in the marketing mix but have little chance of customer interaction; they include RD, senior management and process engineers. Modifiers have high customer contact but no involvement in the marketing mix and include receptionists, credit and billing departments. Isolateds are not involved in either of the two areas and examples include Human resources, accounts payable and personnel department. In a nonprofit organization the situation is slightly different as most employees are customer oriented and involved in the marketing mix. Volunteers in a nonprofit organization make up a major part of the people and are an integral part of the organization. Thus the major finding of the article is that as people power becomes the 5th P; the management needs to develop a strategy for the contactors, modifiers, influencers and most importantly the isolateds. The strategy of managing people in the organization to develop a customer oriented approach is found in many articles about internal marketing. Piercy (1995) states that views of performance diverge amongst internal and external markets and employees may perceive service to be high quality but customers may be of a differing opinion thus even employees not in contact with the customer should be aware of the customers needs and priorities and an analysis of divergence between external and internal market should be carried out. Internal barriers may be recognized and should be the basis of the internal marketing strategy and thus the gap between the external and internal market should be closed. Rashid and Ahmed (2000) in their article focus on the three step implementation of internal marketing. Firstly employees should be treated as customers and thus the second step involves marketing techniques to be used to move the employees to a more customer oriented approach. Thirdly, strategi es should be developed create awareness about the employees role in the organization and its strategy and change management should be undertaken. Another approach to managing people power is that the CEO should be responsible for directing the organization into a more customer oriented approach (Levitt, 1969). Webster (1988) agrees with this concept of the CEO being the guiding force for commitment to marketing strategy. This article however, takes a different approach by dividing employees into categories based on the level of involvement in the marketing mix and customer contact as mentioned previously. The article proposes different strategies for different types of employees and claims this will be more effective than a blanket approach. As contactors and influencers may already be customer oriented but modifiers and isolates may need different strategies to develop customer orientation and focus on the bigger picture. The article outlines a management process as a result of the analysis which details the desired strategies and outcomes for specific types of employees. Contactors are directly involved in the marketing strategy and have high probability of contact with the customers; thus it is vital that the organization firstly hires qualified people who understand the customer. The contactors should be experts in their field, highly motivated and have in depth knowledge about the organizations customers. As they are the designers of the marketing mix, if their focus is on customer satisfaction, so will be the strategies they design. Modifiers should be effective communicators, and frequent communication training should be carried out. As the modifiers have customer contact but are not involved in marketing strategy. They should be thoroughly educated with regards to the customers value to the organization, the marketing strategies and the customers needs. Modifiers need to be reminded regularly o f the bigger picture and customer focus, as a rude receptionist can entirely change the customers perception of an organization. Influencers are the driving force behind the marketing strategy, thus they should be knowledgeable about the market and be able to judge things from a customers point of view. In order to increase their customer orientation they should be evaluated on customer orientation based standards. As they lack contact with the customer, programs should be implemented that enable them to interact with customers directly. Isolateds have no contact with the customer and are not involved in the marketing mix such as accountants, HR department, and operations and so on. They are the support staff and carry out organizational activities that enable service to the customer. However, these employees are focused on the organization and processes and have no sense of serving the customer. Thus they should be made aware of the customers and their needs. Methods such as writte n, audio and visual materials should be used to present the customer, the marketing strategy and their contribution to satisfying the customer. Regular inter department events can be held to make them feel a part of the organization and learn more about its strategy and goals. The processes explained in the article are useful for the academic community for the development of a human resource oriented marketing strategy. The concepts of differentiation and marketing may mention people in the organization but for students to realize the importance of people in the success of an organization is vital. Marketing strategies that focus on customer orientation and differentiation through employees may be just as successful as forming strategies based on branding or product features. This focus is useful for practitioners as well, as organizations need to actualize the potential of their employees. As commitment to the customer is not a part of motivational strategies, management needs to develop their own strategies to develop customer orientation through internal marketing. For marketers to develop a customer oriented approach in the organization, formalizing people power and developing and implementing strategies to harness this power is vital. Critique of the Judd article The article provides many references and sources however it lacks substantial evidence to back up the claim of people power. It is a conceptual paper that does not focus on practical examples and studies which detracts from the message. The author could have created a greater impact on the reader by providing results of surveys and researches or conducting studies himself. Although the paper cites many relevant respected sources it does not provide concrete support for the authors stance. The article is focused and to the point; and the diagrams are clear and simple. However, one feels that the article should have given generic examples rather than focusing on non profit and manufacturing organizations as the purpose of the article is people power across all sectors. The topic that Judd covers has been a source of debate in recent years. Human resources have gained importance and their value and input has been recognized in the academic world as well as in firms. The marketing mix has also been analyzed and criticized by many scholars as being too limited and many authors have proposed different elements to be added; as Kotler (1987) did in his books Principles of Marketing and Marketing Management. Although many authors promote human resources as an integral part of marketing, they often take different approaches. As Piercy (1995) in his article on internal marketing states that views of performance diverge amongst internal and external markets and employees may perceive service to be high quality but customers may be of a differing opinion thus even employees not in contact with the customer should be aware of the customers needs and priorities and an analysis of divergence between external and internal market should be carried out. Internal barriers that are identified should be the basis of the internal marketing strategy and thus the gap between the external and internal market should be closed. He focuses on identifying customers and suppliers within the organization. He also emphasizes the importance of employees views to be aligned with customer views just as Judd focuses on the employees being customer oriented even if not in contact with the customer. The proposal of 7 Ps by Rafiq and Ahmed (1995) in a generic marketing mix also proposes the inclusion of participants in the mix. Other Ps that they propose are physical training and process. The article is very different from Judds as it focuses on all aspects of the marketing mix rather than only people. The article focuses on a 7P vs 4P idea, and presents surveys and primary research which represent acceptance of the 7P framework. Another major difference is that participants means suppliers and customers as well and not only employees. The similarities include the focus on training and a customer focus throughout the organization; as it is vital for participants to create synergy and be aware of each others needs. As Judd focuses on the importance of people within the organization as an element of the marketing mix; Rashid and Ahmed focus on the entire marketing mix with participants as an integral element. It provides the Boom and Bitner framework which considers all human actor s as participants and as an element of the marketing mix. An article by Gronroos (1997) about relationship marketing focuses on the simplicity of the 4P framework and how it cannot apply to current organizations. It focuses on how relationship building with customers is of utmost importance and it is the foundation of marketing. This involves employees as being the force that enable the organization to build long term mutually beneficial relationships with customers. This is similar to Judds theme of the element of people power and their importance in providing service to the customer. Judd focuses on the marketing mix and Gronroos dismisses the marketing mix. But the element of employees being the basis of all services and marketing is common among the articles although the approach is different. According the article marketing attracts and persuades the customer and relationship marketing makes promises and builds trust. Judds article also focuses on customer orientation and building relationships but through internal marketing and the ma rketing mix. In his paper, Marketing Redefined; Gronroos (1990) covers the limitations of the marketing mix and its ignorance of customer relations. This article focuses on development of customer relations being more important than the 4 Ps just as Judd stresses the importance of people power as another P. However, the two papers reach the same conclusions from different points of views; customer orientation and relationship building is achieved through employee focus and commitment. Chris Lane (1988) wrote a paper on putting people first in the marketing mix. Lane (1988) focuses on the importance of the service giver in the marketing mix. He states that the service giver is the utmost important marketing factor as services are intangible and more emotional. He does not focus on a generic marketing mix, rather on the service industry. Although, caring for people and harnessing human resources is considered as vital to marketing, he does not focus on all the employees as being vital like Judd does. As Judd covers the generic marketing mix and focuses on customer orientation throughout the organization; Lane focuses only on the service industry and the service provider as being important. Judds article does not present a unique approach to the marketing mix and does not provide unique solutions as well, but it actively focuses on all employees of an organization. The articles strength is that it covers all types of human resources and their addition to the marketing mix, rather than just the influencers and contactors. The main weakness is the lack of primary research and statistical results that would have helped Judd in further persuading the reader about his assertions. Evaluation The article brings up an interesting view of employees and how to develop customer orientation in them. Although the importance of employees and HR is a common subject, this article develops a marketing perspective on employees. It proposes that for all types of organizations, the marketing mix should include people-power as the fifth element and thus strategies should be developed for employees to achieve customer orientation at all levels of the organization. The author builds up on his previous article on the same topic and thus it is not an entirely new concept. The strategies that the article proposes may achieve customer orientation in the organization, but it seems unlikely that the support staff and receptionists can be convinced to value the marketing strategy of the organization and customer focus as much as contactors and influencers. The article has a limited focus on the marketing mix; which has been criticized for being outdated. It does not focus on the relevance of re lationship marketing to people power and customer orientation. Judd touches on internal marketing but does not incorporate it in his views of employee and management roles. The article provides new roles for employees and new management responses based on the inclusion of the 5th P and customer orientation; however it might be difficult for marketers to convince other managers to implement these strategies unless there is high level commitment from the top. Thus, the initiative should be taken from the very top in order for customer orientation to take root at every level of the organization.

Negative Effects of High Fructose Corn Syrup and Potential Replacements

The Negative Effects of High Fructose Corn Syrup and the Potential Alternatives that Can Replace It Abstract: High fructose corn syrup (HFCS), like many other unhealthy constituents that are used in foods, is cheap and retains the taste of the natural products it emulates, possibly even surpassing them in many areas. However, experiments have shown that fructose is not an ideal sugar for human consumption, not to mention the fact that the use of GM ingredients can be dangerous. In order to prevent the continued consumption of this noxious sugar, food producers should use healthy alternative sweeteners to prevent the further dependence on HFCS in our foods and drinks. With dental, digestive, and other corporal problems such as diabetes and obesity proliferating in the United States, the public is becoming increasingly aware of the dangers of unhealthy foods. Some ingredients that had previously been deemed harmless and have been in use for decades have recently been proved to be harmful and even potentially lethal. Thus, scientists, nutritionists, and food manufacturers are becoming more concerned about detrimental eating habits originating from the consumption of damaging ingredients that are copious in foods. A greater concern, however, is that these ingredients can still be found in a variety of food products and have yet to be withdrawn from grocery shelves. It is difficult to conceive that such toxic ingredients as high fructose corn syrup can still be found in a plethora of foods and drinks, even after multiple experiments that have proven that high fructose corn syrup is severely detrimental to the human body and the usage of HFCS, instead of diminishing, has dramatically augmented over the decades. It is undesira... ..., and Peter Saunders. MRC Acknowledges GM Food Risks. 12 Oct. 2000 Institute of Science for Society. 23 Jul. 2007 . Howard, Denise. Sugar Alternatives. BellaOnline. 23 Jul. 2007 . Organic and Non-GMO Report . Many non-GM alternatives to high fructose corn syrup are available. 23 Jul. 2007 . Reynolds, Coriena . Sugar Alternatives, Not So Sweet. James Madison University. 23 Jul. 2007 . Riley, Sylvia. The #1 Sugar Alternative: Healthy, Natural and Sweet - The Ultimate Substitute. 28 May 2006 SearchWarp. 23 Jul. 2007 . Smith, Thomas. Sweet And Deadly. 9 Sep. 2005 Healing Matters. 23 Jul. 2007 .