Natural sites Essay Example for Free

Natural sites Essay The choice of a venue or a site plays a very important role as long as tourism is concerned . The location and the type of sceneries found in a particular place will determine the number of tourists who will be interested in venturing into such a place. This determines the revenue that will be generated as far as that venue is concerned. A site can either be described as natural or manmade. Natural sites or venues are those that owe their existence to the nature man has played very little role for their existence. Manmade venues on the other hand exist because man has played a role through constructing them. Modern tourists look for a package that will satisfy their curiosity while at the same time offer their mind and soul a refreshing opportunity. They also look for a package that will fit their budget without compromising much on the quality. A unique venue is not only attractive to the masses but also offers an opportunity to explore what lies on the other se of the world. Availability of such a site makes an area popular and gives it a place in the world map where people will always associate it with positive things. There are different types of venues at disposal for a tourist to enjoy. Venues available in a given area largely depend on a number of factors. (Adam, H 1997) These factors include: the climate, history of the area, the heritage, geographical conditions among other factors. The most common sites all over the world include the beaches, montains, rivers and animal watching sites such as national parks and orphanages. Uniqueness of a site is determined by the type of sceneries or the availability of rare animals that are either extinct or can only be found in that particular area. There are sites which are described as unique due to the history associated with the particular place The great walls of china are unique in nature as they offer a tourist a chance to get in touch with China history while at the same time connecting with the people of China through understanding what they have gone through. Beaches is the tropics are sites that are very popular with tourists especially from countries that experience winter they attract many men and women who would like to escape harsh weather conditions and enjoy the sun. (Adam, H 1997) These areas are described as unique venues since they have a characteristic that can only be found in these areas. One gets to know and experiences the type of weather that is different from what he or she is used to. This gives a tourist a chance to relax and enjoy fresh air while at the same time getting the necessary warmth that helps in the body metabolism. The pyramids in Egypt are unique as they are in a class of their own offering a type of scenery that can not be compared with any other site in the world. The pyramids being the only wonder of the seven unique wonders of the world that is still in existence is unique as it represents part of history that shaped the world as it is believed this part of the world is the cradle of civilization in the world. Another unique package that is gaining prominence in many parts of the world is the offering a quality type of entertainment for the tourist. This can be in form of dances, song and other forms of entertainment. Tourism frequents these areas due to the type of entertainment that is offered. This type of tourism is referred to as creative tourism which exists as cultural tourism. This is an active type of tourism where tourists actively participate in the cultural activities of the host country. (Sydney, R 2003) This comes in form of performances, interactive workshops and other experiences which are educative in nature. It is attractive and unique in nature such that it attracts people who are willing to spend their money on them. It also offers people a chance to learn new thing and also appreciate other people’s culture. So this type of tourism can be said to promote world peace and integration since people learn to be tolerant to one another and at the same time appreciating the uniqueness of different cultures. This is very common in areas where culture has been retained and there is very little influence from the outside world. Africa at large offers this type of package where tourists from the west and other parts of the world visit different cultures to familiarize themselves with what transpires in them The most visited tourist attractions are largely the most unique venues in the world. They are popular with the masses and a lot of revenue is collected. Many visitors frequent these areas due the type of sceneries at disposal and also due to how the product is presented to the general public. This means that advertising is very crucial as far as promotion of a unique site is concerned. This is done to educate the masses of existence of such a site, what to expect in the attraction and how the site can be accessed among many other tips that potential tourists are given. Conference tourism is becoming very popular today with millions being collected all over the world through targeting the working class and business executives. This type of tourism largely targets the corporate world. Hotels and conference facilities are the biggest beneficiaries. Corporations organize workshops and conferences for their employees and customers and during the entire time that this will be happening they need food and accommodation. This calls for conferences facilities and lodges that will offer services to these people. Hotels and lodges that offer a unique opportunity to its client to enjoy its facilities will be a popular joint and its profit will be higher. (Sydney, R 2003) The uniqueness of this type of tourism is that it mixes business with pleasure as those attending the conferences tend to get a taste of what the host town or country has to offer. Hotels are main pillars of the tourism as without them tourist would not be spending away from there locations. There are people who visit a particular place just to sample the type of food enjoyed in a particular place. Therefore with good hotels that offer quality services tourist will always frequent such an area due to the good reputation the hotel has acquired. Other unique venues include the animal parks; they offer a very rare opportunity to watch animals of different types in their natural environment. This type of scenario is common in the African countries especially the sub-Saharan countries where animals still exist in their natural environment. The parks in South Africa are unique venues where different types of animals’ co exist in environments that have not been tampered with by man. Watching animals in their homes is a rare opportunity that is worth venturing as it is not only educative but also refreshing as well. (Wabers, K 1994) Of late the number of tourist frequenting these sites has increased dramatically. This can only be attributed with people’s quest to learn more about nature and primarily familiarize themselves with different type of animals that exist in the world. Unique parks in this part of the world grant tourist a rare opportunity to interact with the nature while at the same time getting relaxed from the hassle and bustle of the busy world (Veraget, M 2002) Mountains in different parts of the world have been popular destination for many tourists. There are people who are obsessed with mountaineering such that they have aimed at climbing all the tall mountains in the world. Mountains are beautiful and apart from playing a role in shaping the earth they have contributed immensely towards income generation in many parts of the world as tourists attractions sites. From Himalayans in Asia to Andes and Appalachians in America mountains give such breathtaking scenery that leaves one wanting for more. The snow capped mountains of Africa and Asia illuminate the land giving it such beautiful scenery that attracts people from as far as Australia who come to watch what nature has to offer. (Veraget, M 2002) Water also offers a beautiful venue where people enjoy themselves through swimming, fishing and different types of water sports. From oceans to the seas lakes and the rivers almost all the parts of the earth are bestowed with these water storage bodies that not only quench our thirst but also satisfy us with the type of scenarios they offer and the opportunities they give us to flex our muscles. Water bodies not only provide an abode for the sea animals but also give man an opportunity to enjoy himself and at the same time make money. (Sandra, L 1999) Other unique venues include the museums and historical site which house the heritage of our countries and our community. They also attract people of all walks of lifes, those who are interested in learning about their heritage and the past. (Sydney, R 2003) All these unique venues have a great effect on our lives, the in a way shape our economy as they contribute a good chunk of money as a lot of revenue is generated from tourist related activities. We need to preserve these sites so that we can continue reaping benefits from them and also our future generation can have a taste of what nature has to offer. If we take care of them they will definitely make us proud as many people from different parts of the world will be flocking our land so that they can have to enjoy the creation in its best way. Unique venues will continue to the hope for the tourism as man will always aim at discovering what lies beyond the borders and the special opportunities that can make him advance. We stand to continue making progress as far as tourism is concerned if we utilize the unique sites to our advantage and at the same time keep up with times and try to discover other venues that will continue satisfying the tourists.Its only through innovations that dollars from the tourism will continue flowing Reference: Adam, H. 1997. The Unique Tourist Site in the World. Atlanta, Collins. Sydney, R. 2003. Tourism in the World London. Oxford University Press. Veraget, M. 2002. The Unique Sites in Africa Nairobi. Macmillan Publishers. Sandra, L. and Veraget, M. 2002. Tour and Travel: World Perspective. Sydney, Odessey Wabers, K. 1994. The Historical Sites. Paris, Magnated. .

Hotel PESTEL and SWOT Analysis

Hotel PESTEL and SWOT Analysis Hotel X operates in a fragmented industry largely controlled by the guests and their preferential needs. The strategic audit involved analyzing; the macro-environment by the PESTEL model, the competitive industry environment by the Porters Five Forces model, the key stakeholders expectations and the internal strengths and weaknesses. This SWOT analysis concludes the strengths (products, brand, people, VmV and accreditation/certification), the weaknesses (location, classic rooms, car parking, performance management and technology), the opportunities (BRIC, Rugby World Cup 2011, market demographics, corporate responsibility pressure, and the 90 day trial period law) and the threats (new National, Conference Centre, long-term contracts with buyers/suppliers, economy, and technology). Hotel X should plan its strategy around differentiation by providing the highest quality products and services unique from the rest of the industry. Improving the hotels weaknesses is a realistic way to improve the growth and profitability for the organization. Recommendations are provided for the improvement of Hotel Xs weaknesses. Contents Introduction If you dont know where your business is going, any road will get you there. (TÃÅ"VRheinland Group). Business strategy is a driving force in the success of organizations; as long as the strategy for the organization is analyzed in terms of the environments. This paper is a strategic analysis of the environments for Hotel X  [1]  . Company Background Hotel X is a leading hotel in Auckland. The services and products provided include accommodation, food and beverage, event venues, spa and health club facilities. Their aim is to grow market share and profitability by maintaining 5 star level services  [2]  . This is supported by Hotel Xs vision statement: Know Our Guests, Build Great Memories. Industry Description: Definition and Drivers Hotel X is positioned in the high-end  [3]  hotel  [4]  industry within Auckland City  [5]  . The hotel industry is a sub-section of the Travel and Tourism industryone of the most rapidly expanding fields (Go Pine, 1995, p. 26). It is a fragmented industry as hotels are driven by the services they provide and the consumers they can attract. Factors that influence this consumer selection are; the location of the hotel, the facilities available, the price per night and the size of the facility. High-end hotels in Auckland compete for independent and corporate travelers, both domestic and international. Macro-Environment Analysis The PESTEL model was used for analysing opportunities and threats to Hotel X and the summary of the major factors can be found in Appendix 2. (P)olitical Factors New Zealand general elections may bring changes to government and influencing legislation. Trade agreements have a positive correlation with tourism. Securing trade agreements with BRIC would create significant growth in business. (E)conomic Factors With overseas economies in recession, the declining New Zealand dollar  [6]  , the increase in fuel costs and the GST increase, it is more expensive for people visiting New Zealand. There is a decrease in the reliance on overseas visitors and income. There will be short-term growth with the Rugby World Cup 2011.While this would only be a small injection over the months of September/October, there is potential for resulting growth in returning guests. (S)ocial Factors Consumer opinions on products and services can quickly build or diminish a brand and company image. The increasing use of social media to gain access to this information can be dangerous to growth for companies who do not monitor and maintain brand standards. The impact of economic factors is seen in the demographics of the Auckland market. The strong short-haul markets can be a benefit as they buffer the industry during periods of significant reduction in long-haul markets (New Zealand Hotel Council). (T)echnological Factors Innovation potential is held back by having to balance the needs of the guests verses what they are prepared to pay for. Technology does not replace personal touches, but allows for storage of information on the preferences of guests. Auckland hotels need to upgrade their services when compared to international standards in order to maintain consumer expectations (Hotel Technology Resource, 2011). (E)nvironmental Factors There is increasing pressure to be environmentally responsible. The pressure has created organizations such as EarthCheck who provide certifications to organizations meeting particular requirements  [7]  and Qualmark with their Enviro Assured Grading System  [8]  . Increasingly some consumers will only engage with companies which hold particular certifications. (L)egal Factors Current union negotiations will determine the requirements of the hotels towards their employees, the impact of this will be determined after the negotiations. The 90 day trial period in employment law allows companies to employ people best suited for positions. The best employees in the best positions increases efficiency, productivity, satisfaction and general wellbeing thus reducing costs to the company. Competitive Industry Analysis The Porters model  [9]  was used for analysing the industry competition for Hotel X and the summary of the major factors can be found in Appendix 9. Threat of New Entrants Hotel X has one of the largest function rooms in Auckland with capacity of 1500. This attracts some of New Zealands significant functions such as the upcoming Rugby World Cup Prize giving. The proposed National Convention Centre will threaten Hotel Xs long-term market share of functions. Bargaining Power of Suppliers Employees provide most of the service for guests. Hotel suppliers do not hold much power, there are often a large number of suppliers available. Many high-end hotels have contracts with taxi companies. The cost of switching these contracts is high. Bargaining Power of Buyers Hotels provide the same item to the same market so need a strong brand to differentiate from competition. There are limited times that customers basic needs cannot be met  [10]  . There are large numbers of corporate travelers who stay in a hotel that they have long-term contracts with. Hotel X may struggle to renew its contract with Telecom due to Telecoms move to the lower CBD. Power of Substitutes The threat of substitutes depends on the demands of the customer. As most guests wanting to stay in high-end hotels are expecting quality over cost, it could be expected that substitutes to this industry do not pose a large threat. Intensity of Industry Rivalry The strong industry growth in the tourism sector (Go Pine, 1995) should mean that there is a low rivalry amongst hotels as there are an increasing number of guests. However, the products that hotels provide are identical on a basic level (the quality may vary) and this low differentiation and ease switching leads to a strong competition. Stakeholder Analysis The expectations of the individuals and groups that influence the business strategy for Hotel X are summarized in Appendix 11. The strategy for Hotel X was developed by the director and is entwined with his personal values; his dedication to the organization ensures he retains control over strategy and growth. The guests and clients of Hotel X may see the hotel as important to them during their short term relationship however only the business clients and guests who are engaging with the organization on a regular basis hold any importance for quality service on a long-term basis. Attitudes of the employees are orientated around providing quality service but the importance of the hotel to them is more for the opportunity of employment it provides. Hotel X understands the importance of the media in providing marketing opportunities however the media do not have the same inverse need. Hotel X is also not of large importance for the local government as, while the hotel provides local taxes and jobs, it does not have any impact on the growth of local government revenue. The attitudes of this stakeholder are consistent with the hotel on factors like environmental responsibility however not consistent with profit factors. Organizational Capabilities (S)trengths Hotel Xs products hold value between price paid and quality received. The products; 411 rooms, four food and beverage outlets, spa and facilities, twelve function venues, all set 5 star standards and are upgraded as ideas develop. There is strong marketing of the Hotel X brand in the industry as luxury and elegance. The concept is carried through media, including social media which is heavily monitored to increase positive brand awareness. The multiple ethnicities of the 400 employees mean guest communication has become less problematic. Hotel X has used the Vision, mission and Values (VmV) to create a positive employee culture. Hotel X holds multiple accreditations including; Best Hotel from New Zealand Scenic Tours, Studiosus Award, and World Travel Awards, the Innovation/Sustainability Award from NZ Hotel Conference, EarthCheck Silver Status  [11]  , and Qualmark Gold Status  [12]  . (W)eaknesses Hotel X in the upper CBD is a distance from city activities. While the hotel provides a shuttle around town, there is not the flexibility (or views) as a prime city location. The classic rooms have yet to be updated These rooms are of the same size as executive rooms but the dà ©cor is dated and not up to the same 5 star standard as the other products provided. The hotel does not provide car parks for employees or guests except for valet parking. The city location makes it is expensive to park in nearby buildings. Public transport is limited. The processes in place for performance management are limited. Short term management is strong with recognition programs but the link is missing to annual reviews/promotions, future goals are not quantified. Hotel X limits its market by not yet having wireless internet available throughout the hotel. Technology is an area that would improve guest satisfaction and productivity. Conclusion The summary of the SWOT analysis can be referred to in Appendix 12. Hotel X, seeks high levels of growth and profitability. While the product, brand and people are strengths, there is an issue keeping services consistent without good performance management. Organizations now have the advantage of a 90 day trial period to maximize the job-person fit in the organization which should correlate to lower costs and higher profitability. The location of Hotel X will place a limitation on the growth of the organization. The current products that the hotel provides are strengths. The 5 star quality of these products and services create value for guests. There are some weaknesses however with the dà ©cor of the Classic rooms, lack of car parking and limited use of technology. The hotel needs to remain on top of new innovations to ensure the products and services are continuously upgraded. Hotel X has the opportunity of the growing BRIC market and the upcoming Rugby World Cup. It plans to service these growth opportunities while still maintaining a hold in the domestic markets as a buffer to the threat of the economy restricting international tourism. The generic strategy that Hotel X should follow is differentiation. Already Hotel X has started to differentiate their product from the industry as supported by the strength of its accreditations and certifications. It is possible for Hotel X to differentiate not only through the strength of its products but also its people and the Vision, Mission and Values. The strong brand and opportunity for recognition of corporate responsibility will allow Hotel X to develop a dominant position. The threat to this is the competitiveness of the industry difficulties with long-term contracts and the threat of a National Conference Centre. Recommendations These recommendations will focus on improving the weaknesses of Hotel X, Performance management schemes for employees should be introduced to maintain 5 star standards, as services the hotel provides involve guest/employee interaction. Goals set to manage performance must be decided on jointly between organization and employee in order to empower colleagues. Special salary and wage reviews should be initiated as well as an incentive scheme based around achieving key performance indicators. The classic room product needs to be redecorated to maintain product consistency to satisfy customer requirements. Technology in particular, a hotel wide Wi-Fi system needs to be developed, to keep up with 5 star international standards. Car parking needs to be addressed by negotiating with Wilson Parking to either take back the management of the car park or rent additional car parks. The extra car parks would have to satisfy the guest needs first. Location is one weakness that cannot be changed so the best recommendation for this is to increase the areas the shuttle bus drives to and renegotiating the taxi contract so that fares are cheaper for guests going between the upper and lower CBD.

The Branding Luxury Brand Valentino Marketing Essay

The Branding Luxury Brand Valentino Marketing Essay A luxury brand or prestige brand is a brand for which a majority of its products are luxury goods. It may also include certain brands whose names are associated with luxury, high price, or high quality, though few, if any, of their goods are currently considered luxury goods. Luxury goods are said to have high income elasticity of demand: as people become wealthier, they will buy more and more of the luxury good. This also means, however, that should there be a decline in income its demand will drop. Income elasticity of demand is not constant with respect to income, and may change sign at different levels of income. That is to say, a luxury good may become a normal good or even an inferior good at different income levels, e.g. a wealthy person stops buying increasing numbers of luxury cars for his automobile collection to start collecting airplanes (at such an income level, the luxury car would become an inferior good). Valentino: haute contour dressing: The Valentino Fashion Group S.p.A is a natural extension of the Marzotto Groups industrial experience. Over the years, through specific acquisitions aimed to strengthen their presence in the clothing sector, it has gradually shifted approaches, becoming less production-oriented and more fashion-driven and market-oriented. The fashion industry is a highly competitive industry, where product life cycles are short. The economies gained by product differentiation are built on brand image and product styling can be quickly imitated. These developments force firms to innovate at a rapid pace, denying them the benefit of lasting advantage. Valentino includes the following brands: Valentino, Valentino Garavani, Valentino Roma e RED Valentino. It operates in the upper end of the fashion and luxury market, offering exclusive products in the couture, ready-to-wear, designer, diffusion and bridge segments. Nature of the Brand: This business unit gets its name from Valentino Garavani, the undisputed master of haute couture and one of the leading representatives of Italian style and creativity in the world of fashion and luxury. In over 45 years of being in business, his collections have dressed and accessorised top international celebrities time and time again. Its image of glamour, exclusivity and strong style make Valentino a brand well known for the sophistication and elegance of its creations. Valentino Haute Couture offers a variety of collections made up of unique items singularly handcrafted in the prestigious atelier situated in Rome. A team of about 40 Premiere is entirely dedicated to the highest quality manufacturing of one of a kind precious creation. Valentino Prà ªt-à  -Porter presents sophisticated, exclusive lines for women and men intended for an elegant, but unconventional young clientele belonging to the new international jet-set. Valentino surprised everyone with a revamped vision of haute couture a reference to a new, younger target market who loves the exquisiteness and exclusiveness of the upper end of fashion. The collection is colourful, with saturated neon tones. Maria Grazia Chiuri and Pier Paolo Piccioli bring us the wilder side of the Valentino woman. With fluorescent bustier, translucent garments and tulle leggings, this is a truly revamped collection that experiments with new silhouettes. The designers are sure about one thing: this collection is designed for a younger audience. The brand took inspiration from a lush, colourful interpretation of Eden full of birds, innocence and sensuality. Target Market: Valentino have made their Spring Summer 2010 campaign a tribute to their revamped target market. Maria Grazia Chiuri and Pier Paolo Piccioli are thinking of a new generation of clients, and theyve revamped their target market in collaboration with Cole Mohr and Dree Hemingway. Their party dresses look more youthful, and their unique fairies have inspired new designs featuring organza in gold, pink and nude tones. Brand Positioning: The Valentino Fashion Group S.p.A plays a vital role in the world of fashion and luxury, with a rich and well-diversified portfolio of products which includes clothing, accessories, and footwear for men and women. In the highly discriminating world of fashion and luxury, few players have gained the international fame the Valentino Fashion Group S.p.A has achieved. The Valentino Fashion Group S.p.A offers an array of complementary brands characterised by a consolidated global presence, excellent brand awareness, and strong product recognition. The groups activities are broken down into two business units, covering the entire luxury and fashion sector where a wide range of styles and products are offered: Valentino, featuring the prestigious brands Valentino, Valentino Garavani, Valentino Roma and RED Valentino Licensed brands MCS Marlboro Classics and M Missoni, in addition to its own brands Lebole, Oxon and Portrait. Until 23 December 2009 there were three business units, which even included Hugo Boss, a company which was relinquished on that date and therefore no longer a part of the consolidated group. The Valentino Fashion Group S.p.A operates in over 110 countries, with more than 1,600 single-brand boutiques and 433 directly-managed shops. The Groups consolidated revenue for the 2008 financial year is approximately 2.206,9 million. More than 13.081 employees work in directly controlled companies and branches spread across 28 countries. Its no secret that Valentino has been sending the costume department of Gossip Girl clothes and accessories almost every main female character on the show, save maybe Vanessa and Lily van der Woodsen, have sported Valentino bags, dresses, and even headbands more than once.   One recent episode even revolves around Jenny and a fiasco involving a one-of-a-kind red Valentino gown.   At first, I thought product placement there was too much of the brand for it not to be a coincidence.   But is the Gossip Girl market really Valentinos target market?   Apparently it is now: the brand is going for rapid expansion and one if their main checkpoint is To attract a younger, trendier consumer while not losing the brands current clientele.   And there you have it, product placement at work. C:UsersmansiPicturesVFG_organigramma_201002_eng.jpg Brand Promise: Todays fashion world is a framework, which enhances values such as style and research, creativity and innovation, technology and craftsmanship. Its distinctive feature is the skill to merge many spirits into a harmonious balance. The real protagonists in this global scene are those who offer proposals charged with irresistible value and designed to integrate an extensive variety of products and trademarks by converging the offers quality and variety and consumer satisfaction. The goal is: To be the fashion worlds protagonists in the fashion and luxury sectors. Ensuring the highest quality standards in all market segments we serve. Steadily focusing on the demands of an unwaveringly evolving cosmopolite consumer. Pursue excellence and innovation by establishing an on-going dialogue between passion and experience. Brand Essence: Increasing the value of human resources, work in team and development of individual skills are the key for the VFG success. People that we are looking for should be active and determined, with spirit of enterprise and innovative capacity; they put themselves on the line and give all their best in everything they do. Creativity and quality the central factors of creative processes detailed research and skilled choice of materials; total control of all processing phases Differentiation and selection multiple styles; an extensive diversified offer Flexibility and efficiency excellent production processes and logistics; sourcing management designed to ensure the highest product quality Continuity and innovation enhancement of each brands distinctive features; application of advanced techniques to the management of global brands; consistent strategic choices for global development Ethics integrity, fairness and transparency in business relations with all stakeholders; total compliance with international laws and regulations concerning labour protection The consumers central role never failing to keep in mind that we concretise our Consumers dreams. Research and Evidence: Article # 1435: VALENTINO FASHION GROUP 2008 RESULTS: TURNOVER UP 5% AT CONSTANT EXCHANGE RATES AND EBITDA STABLE Milan, April 17th 2009 Valentino Fashion Groups consolidated net turnover in 2008 rose to 2.206,9 million Euro, an increase of 3% at current exchange rates and 5% at constant exchange rates, compared to 2007. This result reflects the positive performance of Hugo Boss (turnover up 6% at constant exchange rates), of Valentino (turnover up 5% at constant exchange rates) and of the other brands belonging to the Group (turnover up 5% at constant exchange rates, with the M Missoni licensed brand posting an increase of 27%). Hugo Boss. Despite very difficult market conditions, Hugo Boss strengthened its market leading position internationally. Hugo Boss broadly flat revenues in a subdued German market were counterbalanced by sales increase in other markets. Sales in Germany were 357 million Euro (down 1%), while sales in the Americas and in Asia enjoyed double digit increases: in 2008 sales in the Americas increased to 307 million Euro (+10% at constant exchange rates) while in Asia/Pacific sales rose to 162 million Euro (+25% at constant exchange rates). Valentino. The considerable growth of Valentino in the first half of the year was offset by the negative performance of the retail business in the second half of the year, following the gradual worsening of the international macroeconomic environment. Valentinos core markets, Europe and the US, both suffered, posting respective turnovers of 130 million Euro (-1%) and 50 million Euro (-5% at constant exchange rates). By contrast, the Asian markets held up well as sales increased to 56 million Euro (+19% at constant exchange rates). Revenues at Valentino Fashion Groups direct operated stores channel increased to 390 million Euro, up 7% compared to 2007. This increase reflects the expansion of the retail network, which amounted to 433 points of sale at the end of 2008 (December 2007: 369). Valentino Fashion Group EBITDA, adjusted for one-off costs relating to management changes at the Board of Hugo Boss and the reorganization of the Group, reached 320,4 million Euro (14,5% on revenues), broadly stable compared to the prior year (330,3 million Euro), with an Operating Income of 248,3 million Euro (11,3% on revenues), a decrease of 7% compared to 2007. Stefano Sassy, CEO of Valentino Fashion Group, commented: The group posted solid turnover growth and succeeded in maintaining its profitability despite challenging market conditions in 2008. The outlook for 2009 remains difficult and the Group acted quickly to optimize processes and save costs where necessary. Notwithstanding the uncertainty of the current environment, we are confident that the breadth and strength of our brands leaves us well positioned to deliver on our ambitious growth objectives in the medium term. February 17 2010 Valentino supports Francesca Rava N.P.H. Italia Onlus Foundation for Haiti children Milan, 17th February 2010 During Milan and Paris fashion weeks, the House of Valentino will support an initiative of great significance and value to benefit Haiti children. In collaboration with Francesca Rava N.P.H Italia Onlus Foundation (www.nphitalia.org), forever engaged in continuous charitable activity throughout Haiti, Valentino boutiques of Via Montenapoleone and Avenue Montaigne will host an exclusive evening starting from 6:30 pm: Milan on 24th February and Paris on 10th March. Valentino Creative Directors Maria Grazia Chiuri and Pier Paolo Piccioli, profoundly involved in this important project, will personally take part to both events to present an exclusive t-shirt expressly created by them to support the initiative. This significant item will be available in both boutiques throughout Milan and Paris fashion weeks respectively. All t-shirt profits will be entirely donated to Francesca Rava Foundation, which during the Paris event will collaborate with N.P.H. France, to support focused rehabilitation and medical-surgical programs. Day to day beneficial mission involves working towards providing a physically and emotionally new alternative life to all children affected by Haiti earthquake. This special t-shirt will also be available on valentino.com website starting from March 15th. All proceeds will once again be devolved to sustain this significant charitable project. During Milan and Paris fashion weeks, the House of Valentino will continue to actively support the same initiative by devolving part of Montenapoleone and Montaigne boutique in store sales. In collaboration with photographer Stefano Guindani, the book HAITI through the eye of stefano guindani will be available for purchase in Valentino Milan and Paris boutiques. This unique volume, published by Electa, is the pure result of an extensive and in depth photo reportage from Stefano Guindani. Entirely dedicated to Haiti children and withholding images featuring voyages performed prior to the tragic earthquake, this book has recently highlighted many endless dramatic events linked to a country devastated by poverty and civil battles. All book profits will be entirely donated to Francesca Rava N.P.H Italia Onlus Foundation. The House of Valentino dedicates total commitment towards this important philanthropic operation, triggering awareness around the internationally proclaimed immense emergency for Haiti children.

Myth and the Modern World Essay -- Heros Journey, Hospitality

Since the beginning of time, people have been searching the universe looking for answers to the burning questions about what â€Å"it† all means. By looking to the past, we find parallels that help put our own modern lives into perspective. We mortals have an insatiable quest for knowledge about everything under the sun. Who are we? Where did we come from? Why are we here? What happens next? By analyzing the meaning of ancient Mythology and applying the lessons learned through the hero’s quests, we gain insight and perspective about our own place in the modern world we live in today. By visualizing and internalizing the lessons learned through the mythological hero’s journeys, we find relevance in the symbolism and metaphors that mirror our own struggles and inspire us to find the courage and determination to overcome them. I am not a deeply religious person but I do believe in â€Å"something†. What that something is, I am not entirely sure. However, like the characters in the myths we have read about this semester, I know that I am also on a journey that hopefully one day will reveal the answers to the questions I’ve been looking for along with the ones I haven’t even thought of yet. Life is a quest that begins at birth and continues until the day we die. Our quests resemble the hero’s journeys because in attempting to achieve our goals; we stumble, fall, get a little help if we’re lucky, then get up and try again. Sometimes I pray for supernatural help as I struggle to overcome obstacles along the way, but so far no gods or goddesses have materialized to help me out in my times of need. I guess that’s why we have family - those people in our lives we sometimes can’t live with but could never live without. They are the ones... ... process. Like the mythological characters we’ve been introduced to this semester, we travel through life and face obstacles that either make us stronger or shatter us into a million pieces. It’s up to us to choose how we put those pieces back together. Works Cited "Jason and the Golden Fleece." Ancient Greece Mythology. Copyright  © 2003-2012 University Press Inc. . Web. 11 Oct 2013. . Raffel, Burton . Beowulf. New York, NY: Signet Classic, 1963. print. Gardner, John. Grendel. New York, NY: Vintage Books, 1971. Print. Fagles, Robert. The Odyssey. Deluxe. New York, NY: Penguin Classics, 1996. Print. Encyclopedia Mythica. MCMXCV - MMXII Encyclopedia Mythica.. Web. 11 Oct 2013. . The Epic of Gilgamesh. Poznan Supercomputing and Networking Center, Web. .

Clash of Belief Systems in Hawthornes The Scarlet Letter Essay example

Clash of Belief Systems  in The Scarlet Letter  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚      Each person bases their judgment of others upon their own values or belief systems. These values or belief systems are influenced by experiences in the home and at school. The prevailing culture in an area has a tremendous impact on the belief systems of the child as well.   It is easy for a child to learn the difference between right and wrong, but they may fail to grasp the fact that the values they are taught are filtered through the belief systems of those who teach. Hawthorne judges the characters in The Scarlet Letter by using his own belief systems - drastically different from those of the Puritans. Instead of the stern, harsh values of the Puritans, Hawthorne sees life through the eyes of a Romantic. He judges each person accordingly, characterizing each person's sin as the pardonable sin of nature or the unpardonable sin of the human soul. One can infer, by the writing style, that Hawthorne is most forgiving to Hester. He writes about Hester with a feeling of compassion that the descriptions of the other characters lack. Hawthorne approves of Hetser's feeling, vitality, and thirst to overcome the iron shackles of binding society. He shows us that although Hester is not permitted to express her feelings verbally because of social persecution, there is no one that can restrain the thoughts of the human mind.   Hawthorne, being a romantic and man of nature himself, can relate to this. If one were to look up the human mating characteristics in a science book one might be shocked or surprised.   The human instinct is to have more than one partner not to stay loyal to one partn... ...rew emaciated his voice, still rich and sweet had a melancholy prophecy of decay in it he was often observed on a slight alarm or other sudden accident, to put his hand over his heart, with first a flush and then paleness, indicative of pain. (119)    Hawthorne is a romantic and has the personality of one. He is most forgiving to Hester because she is a Romantic person. She lives in a society many years before her time, but she is strong willed and fights society’s disdain to overcome her own sin. Hawthorne places Dimmsdale somewhere amidst the foggy middle, between these two characters. Dimmsdale is   there because he commits no direct sin. By not telling anyone of his secret sin he causes the pain for himself and Hester. He clearly characterizes Chilingworth as the least pardonable because he commits the sin of the heart, the soul, and of God.    Clash of Belief Systems in Hawthorne's The Scarlet Letter Essay example Clash of Belief Systems  in The Scarlet Letter  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚      Each person bases their judgment of others upon their own values or belief systems. These values or belief systems are influenced by experiences in the home and at school. The prevailing culture in an area has a tremendous impact on the belief systems of the child as well.   It is easy for a child to learn the difference between right and wrong, but they may fail to grasp the fact that the values they are taught are filtered through the belief systems of those who teach. Hawthorne judges the characters in The Scarlet Letter by using his own belief systems - drastically different from those of the Puritans. Instead of the stern, harsh values of the Puritans, Hawthorne sees life through the eyes of a Romantic. He judges each person accordingly, characterizing each person's sin as the pardonable sin of nature or the unpardonable sin of the human soul. One can infer, by the writing style, that Hawthorne is most forgiving to Hester. He writes about Hester with a feeling of compassion that the descriptions of the other characters lack. Hawthorne approves of Hetser's feeling, vitality, and thirst to overcome the iron shackles of binding society. He shows us that although Hester is not permitted to express her feelings verbally because of social persecution, there is no one that can restrain the thoughts of the human mind.   Hawthorne, being a romantic and man of nature himself, can relate to this. If one were to look up the human mating characteristics in a science book one might be shocked or surprised.   The human instinct is to have more than one partner not to stay loyal to one partn... ...rew emaciated his voice, still rich and sweet had a melancholy prophecy of decay in it he was often observed on a slight alarm or other sudden accident, to put his hand over his heart, with first a flush and then paleness, indicative of pain. (119)    Hawthorne is a romantic and has the personality of one. He is most forgiving to Hester because she is a Romantic person. She lives in a society many years before her time, but she is strong willed and fights society’s disdain to overcome her own sin. Hawthorne places Dimmsdale somewhere amidst the foggy middle, between these two characters. Dimmsdale is   there because he commits no direct sin. By not telling anyone of his secret sin he causes the pain for himself and Hester. He clearly characterizes Chilingworth as the least pardonable because he commits the sin of the heart, the soul, and of God.   

Plato, Love and Philosophy Essay

Love, in its narrowest and widest meaning and discussion became the most central element of one of the most discussed and merited dialogue of Plato, the Symposium. In the said dialogue, the characters including Phaedrus, Aristhopanes, Agathon, Eryximachus, Alicibiades and Aristodemus together with Socrates had expressed their judgment, analysis and opinions on the nature of love. As the usual trend on all Plato’s dialogue, the earlier speakers had expressed their own speech about the subject (i. e. Love or the nature of love). Later on, they shall be examined by Socrates himself using his own method (i. e. Socratic Dialectic) which will later debunk or prove the inconsistency of their arguments. This classic flow of the dialogue is seen in the Symposium as the last speech delivered by Socrates had proved that the earlier speeches of the said guests were proved inconclusive, untrue or ill-founded. If we can name one single thing that the Symposium had taught us, it is our redefinition and reconsideration on how we understand love and its nature. As said, earlier, Plato, through Socrates had managed to widen our conception of love from a simple romantic affair to one of the most celebrated activity of humanity. In short, the Symposium had provided us a better and more definite understanding of love and its nature. In this paper, we are going to state the significance of these ideas provided by Plato through Socrates and shall later relate its importance to other fields of knowledge that are significant in the Greek community. Prior to the reading and understanding Symposium, there is a great chance that a common man will see love as a mere affair between a man and a woman. Love can be regarded as the mere bond between lovers or couples. However, with the help of the speech of the said speakers such as Agathon, Aristopahnes, Alicibiades etc. , our perspective on how we see love had widen. It almost seems with our two eyes alone, we are not able to see the real nature of the world around us. However, as we read the insights, theories and opinions of these speakers, it now seems that a new order was introduced to us. Rather than seeing love as a mere affair between two lovers and couple, love become a renewed entity that is or is becoming the central element wherein almost all things revolves. How is this possible? How does a very common element or topic such as love managed to renew its definition from a mere humanly affair toward a divine concept. Well, Socrates is the one we must consult. According to Socrates (through Diotima), love is neither a god nor mortal. Arguing so, will backfire against the love’s inclination towards happiness and beauty. As argued, love is a spirit who bridges the gap between the realm of the gods and realm of the humans. This can be seen on how humans communicate to gods and how gods communicate to human. As a spirit, love is the messenger between the two. As stated, â€Å"Gods do not mix with men; they mingle and converse with us through spirits [love] instead, whether we are awake or asleep. † (Plato 203a) Prayers and rituals are made possible through the love of the humans on gods. Blessings and gifts are made possible through the love of the gods on humans. In this respect, Plato had provided us a new perspective on how we can see love. We learned here that love is neither a god nor godly affair, neither an exclusive affair of the mortal. Instead, love is an instrument that can be used the mortal or by the human to communicate with gods. At the same time, love is also the instrument of the gods to communicate with humans. This discussion will be important if we contextualize the Platonic idea that concerns the world of forms. The idea of Plato, of the people who he regarded as the lovers of wisdom corresponds to this concept. Being a lover, humans are drawn towards the pursuit of wisdom. As can be seen in Plato’s’ numerous dialogues (i. e. The Republic, Phaedrus and Symposium), the real wisdom cannot be found and revealed in the realm of the humans. In short the real wisdom lies on the realm that is beyond this world. In many respects, wisdom is attributed to gods and the world of forms which is a place wherein the real knowledge and the real wisdom can be learned. In this respect, being a lover or possessing love bridges humans and gods. Being a lover gives the human a chance to have a glimpse of the world beyond theirs (i. e. world of forms) and at the same time, gods are given the chance to attract humans towards them. Gods are also able to share the wisdom and knowledge they possess to humans through the help of love. Again, this proved the significant role played by love between gods and humans. Another significant move done by Socrates is his extension of love from mere sexual and romantic affairs towards a more intellectual pursuit. Reproduction or giving birth is made possible through the love between couples. However, on Socrates speech, love does not only produce another human being. Love produces ideas that are immortal and lasts despite the death of its parent. As stated, â€Å". . . would look up to Homer, Hesiod, and the other good poets with envy and admiration for the offspring they have left behind – offspring which because they are immortal themselves, provide their parents with immortal glory and remembrance. † (Plato 209d) Human beings are capable of immortality. The first is his or her bearing of an offspring and the other one is bearing of ideas, worthy of surviving for ages. From these concepts of Plato, through Socrates, they had provided us new lenses on how we can see and define love. Love had expanded from its usual definition that is concerned in mere romantic and sexual affairs. Love is now a tool of gods and humans to communicate. Lastly, love is a powerful force that can widen and heighten the awareness of humans to reach a higher goal in the world beyond this earth. In this sense, the highest form of lovers is the lovers who are engaged in the love and pursuit of wisdom. These new conception of love and later on, philosophy as a whole (since the highest form of lover are the lovers of wisdom) had a big implication on how we will see other fields of knowledge prominent in the Greek era. Philosophy, now being the highest form of activity of man outmatches any field of knowledge. Rhetoric, sciences, education and poetry are merely disciplines of field of knowledge that are just concerned to the material world. All of them are just trying to mirror images. In short, they are providing us an image of another image. Almost seems a picture that took another picture. For Plato’s standards, this is not that an honorable act. It is important to note that for him, we should be engage in the affairs that will give us a glimpse of the world beyond us, simply the world of forms. Fields like rhetoric, sciences, education and poetry are just affairs of the world and do not directly orient us towards the pursuit of knowledge that is heavenly. This explanation places philosophy among these disciplines. This is because philosophy or the love of wisdom itself pushes us to love the things that are beyond the earth. Philosophy obliges its followers to move pass what the eyes can see. Philosophy urges its student to discover what is really there and not what only manifest in the world. The earthly characteristics of these fields of knowledge are very clear. Rhetoric for example is concerned with the persuasion of its audience through words and arguments that are not necessarily true. As long as it rings good to its listeners and able to persuade them, rhetoric is acceptable. Sciences have an edge to rhetoric. Sciences try to answer question, removing biases as much as possible. However, we must still take note that the method of science are merely exclusive on what is observable. In short, sciences are for this earth alone. Education falls on the same pitfall. Education is concerned with the things that concerned our earthly existence, unable to tackle what is the world beyond us. Poetry suffers the same fate. Much of poetry is based on the feelings and emotions of the poet that are worldly. It is subject to the opinions of its creator and not influenced on the wisdom that philosophy offers us. Summing it up, Plato, through Socrates had provided us new standards in assessing disciplines of knowledge. This standard had given a very important influence on how we see love. The conception of love had expanded from a mere human affair towards heavenly affairs. This new standard had put philosophy on the foreground since philosophers are the lovers of wisdom. This provided as a new light, a new goal and a new end that we must all pursue. Plato had taught us that we must take a flight away from the earth that we live in and take a quest that is aimed for the discovery of the world of forms, which are beyond what our eyes can see. Works Cited Plato. Symposium. Michael Joyce (trans). 1961. Princeton University Press. NJ. Print. Accessed 21 May 2010.

Staff Training And Development Essay

Sustaining Effective Staff Training And Development Essay IntroductionWhat is training and development?Training and development is a concept in management which allow the organisational activity to be aimed directly at performance of individuals, groups and the organization (Landale, 1999). There are three main activities under the guise of training and development which are interlinked – training, education and development. It is not just the role of the employer to identify training and development needs, the employee also needs to be able to identify their role in the organization and how they can effectively develop themselves (Landale, 1999). Van der Bossche et al (2010) acknowledge that due to the rapid advancements in technology and knowledge require the individual to participate in personal and professional development. The development of talent within the organization is necessary for competitive advantage to exist, it is also necessary for the retention of employees. The organization needs to identify talent and to support the individuals through all their training needsStaff Training and Development is described asthe necessity to cover the essential skills used in the everyday work situation. Within the promotion of training and development, the individual needs to be focused on the goal of developing their skills, knowledge and understanding of how the organization exists within its environment (Jerling, 1996). If the manager can motivate the employee in their work and can encourage development then the employee will see it in a positive light and will work towards the goals.I I Background Having effective employees is instrumental to the success of any business organization. This is the case because of the high employee turnover rates and high unemployment rates evident in most countries. Since the 2008 recession in the U.S, other countries of the world have experienced the ripple effects as the world largest economy struggles to recover. The European nations have suffered under the current debt crisis that has shrunk economies in Europe. Other countries in African and Asia have also felt the impact, as their economies are most dependent on both the U.S and European markets for trade. The subject of having effective employees has therefore, gained relevance as employers look for ways to sustain their workers. In an effort to keep their most important asset, organizations are heavily involved in the training and development of employees (Hung &Wong 2007). Training and development has been a tool used by organizations to mitigate the risks of losing employee to other or ganizations. It has also been used to groom future leaders of the company, as well as assist organizations in saving time and money. This essay shall discuss two theories that discuss employer support and training, as well as the impacts of employee performance in relation to training and development of employees.III Development Humphry Hung and Yiu Wong have come up with two theories that discuss the relationship between the employer and the workers when it comes to training, continuing education and work study performance (Hung and Wong, 2007). The theories were introduced because of a case study of Hong Kong students who were in school and worked at the same time. The authors then came up with the theories to help explain the student or employee’s performance in relations to their employees and employer relationship (Hung and Wong, 2007). The first theory was the psychological contract theory while the second one was the expectancy dis-confirmation theory. The researchers realized the need for employees to have an education so that they are able to move up the ladder as far as the work force is concerned. The researchers used the employee and employer relations as the subject of research, and came up with a model to explain how training and development can be effectively used in the workplace (Hung &Wong2007).Psychological contract theoryAccording to the psychological theory, the employer and the employee have a set of beliefs, promises and obligations that go beyond the formal contract between the two. This psychological contract theory is attributed to the second wave of research in this subject, namely where the basis is a mutual loyalty between employees and organization (Hall and Moss, 1998). The elements of the third wave of research on the psychological contract, which measures the attitudes and perpceptions of employees towards organization are demonstrated below (Robinson, 1996). In other words, once an employer hires an employee, the employee has to abide by certain rules while the employer is obligated to behave professionally. This means that the employees expect to exchange their loyalty and productivity for wages and other forms of compensation (Kimberly 2009). This theory may be regarded to be limited in delivery of depth of investigation of relations between organization and employees (Robinson and Morrisson, 1995). This suggests that recent research has failed to acknowledge the fact that psychological contact theory is more multi-dimensional as opposed to what has been presented in the research (Trunley and Feldamn, 1999a). As a result, there were two kinds of contents presented, namely transactional and relational. Transactional content involves measurable economic exchanges between the two parties. For instance, an employee works 40 hours a week for a paycheck at the end of the week. Relational contents are based on trust and long-term relationships. In such a case, an employee can delegate a certain role to the employee based on trust (McConnell 2004). In the study, three principles can emerged. First, there is interaction at an individual level, mutual relationship between the two parties and finally tactical exchanges. Most people believe that the relationship between the employee and the employer is based on personal ties because the employer is an embodiment of the organization, and the experience of their interaction dictates the success of an organization (Hung &Hing 2007). On the other hand, some believe that there has to be a mutual relationship between the employer and the employee for organizations to succeed. The mutual obligation is based on the belief that the employer is obliged to the employee in return for a commitment. Finally, the tactical exchanges occur between the workers in which case, the employee insists on a mental connection between the two parties (Kimberly 2009). The significance of the psychological contract theory is that it attempts to explain the employee’s behavior in regards to how he is treated by the employer. In other words, the employee relationship to the employer is imperative to matters regarding how employees react when subjected to training by organizations. The development of the employee dictates the performance of the employee in the continuing work-study. The research found that students who had a good working relationship with their employer performed well in their training and education compared to those who had a bad relationship (Hung &Hing 2007). Another limitation is attributed to the assumption, that psychological contact theory fails to address the specifics of individual work behaviour (Robinson, 1996a). From methodological perspective, this theory was developed on the basis of employee’s self-appraisals. As a result, it failed to include the actual supervisor’s appraisals, which are perceived to be quite crucial in delivery of objective opinion on the subject of job performance (Keeney and Svyantek, 2000).Expectancy disconfirmation theoryThe expectancy disconfirmation theory is similar to that of consumer dissonance. Only that in this case, it deals with the employee, as opposed to the consumer. The theory was brought about from the comparison of a worker and a consumer when dealing with their products. An employee is believed to have positively disconfirmed their role in the organisation when their perceived performance exceeds their expected performance (Roughton&Mercurio 2002). The opposite is true and r eferred to as negative disconfirmation. Negative disconfirmation occurs when an employee believes that their expectations exceed their perceived The ability for the organisation to be able to sustain effective staff training and development in the workplace is a necessity in the global market. The purpose of this paper is to reflect on training and development in the workplace (Venkatesh and Goyal, 2010). Other considerations which must be taken into consideration when discussing this topic are in relation to the culture and structure of the organisation as well as the importance of communication and the impact of the leadership styles on the overall behaviour of the organisation (Venkatesh and Goyal, 2010). The global market has allowed the transfer of skills and knowledge through migration and the internationalisation of organisations. Training and development are important to how the organisation can compete in the market, if the organisation can sustain their employees through training and development they will be able to compete in the market. The effectiveness of employees will prove to be a valuable asset to the organisation and it is important that the organisation holds on to their employees (Klein, 1998). It has been argued that the resources of an organisation are the key sources of competitiveness. There is a need to examine the background of the organisation – culture and structure to see how these can determine how the organisation perceives training and development opportunities within the organisation. This theory has also proved to have some limitations attributed to it. This implies that it has been a subject to limitations imposed on the methodlogical approach. This implies that there have been some concerns reported in relation to the measurement of expectations that have been met (Irving and Meyer, 1999). This implies that direct measurement which is utilized in prediction of the disrepency between the expectations in relation to the job and actual behavioural intentions (Irving and Meyer, 1999).Strategic ManagementStrategic management is an essential process which needs to be considered in any organisation. Thompson & Martin (2005) explain the process as being concerned with organisational actions and activities which identify and deal with threats, opportunities etc in both the internal and external environment. How strategic management is managed shows how well the organisation can adapt to change and how training and development will be welcomed in the organisational conte xt. Lamb (1984) states that strategic management assesses competitors of the organisation and sets goals and strategies which can be seen in the context of training and development and how the organisation views the importance of its employees. One of the most important strategic processes is the practice of retaining employees. It is best practice to keep the skills and knowledge available to the organisation to remain competitive and to be able to recruit the most talented individuals in the market. If an organisation has the pick of the talent through their recruitment process they can sustain their competitive advantage which will allow them to compete consistently. The type of culture is reflected through the recruitment and selection processes as well the organisational structure and culture. If an organisation can effectively train and develop their workforce as well as retain their employees. Performance management and a competitive incentive programme can enhance the ability of the organisation to select and recruit the individuals they want to recruit to positions and not just because they have to fill the position (Phillips & Pulliam Phillips (2002). Lambin (2000) defines the strategic process as allowing management to identify advantages and disadvantages. It will be important to identify the advantages and disadvantages of training and development further on in this paper but it is extremely necessary that these are identified so that the organisation can identify the skills and knowledge which they require in their organisation. The human element to the resources of the organisation are extremely important, Armstrong (2006) cites that the skills and competencies identified within the human resources process need to meet the future demands and challenges of the organisation and the environment. It will be necessary for the organisation to meet the pressures from the competitive environment and it should be prepared for this. Most organisations would not be able to function effectively in their environment without sustaining effective training and development in their workplaces. It is important that employees can be motivated i nto performing and target meeting.Organisational CultureThe culture of the organisation is an integral factor of organisational activity. Holbeche (2006) believes that there are issues linking corporate social responsibility, accountability and the stakeholder environment. The culture of the organisation will impact on the behaviour of the employees in reference to how they behave, their work attitudes, the ability to embrace change and how the organisational objectives are achievable or not. Motivational theory is extremely important (Alderfer, 1969, Vroom, 1964, Maslow, 1943, Herzberg, 1966) link the goals of the organisation to the performance and achievement of personal goals which in turn can be fuelled by how skilled and knowledgeable the individual is. The culture of the organisation can be linked to success through the achievement of the competitive advantage. Deal & Kennedy (1982) believe that the most important factor for the success or failure of the organisation is the c ulture. Culture by its very nature is implicit of behaviours within the organisation. Leadership and management are also essential to the understanding of culture and how it affects all mechanisms within the organisation (Rabey, 2003). This is also essential to the concept of training and development within the organisation as the development of management within the organisation, as the leadership role needs to grow both personally and professionally thus the impetus is on the development through training and development. The leader plays a role in the development of the organisation and if this individual is in tune with the development and training of the human resources, the organisation will embrace this concept. Schein (2004) reflects that the leadership and culture are inseparable. Structure is also important to the training and development environment within an organisation. The more rigid the hierarchical structure the less likely the culture will embrace training and development p ractices. While many organisations realise the need for progressive training and development it should be noted that not every organisation is a learning organisation (Schein, 2004).LeadershipIt is necessary to understand leadership as a concept before attempting to evaluate training and development. The development of the leader, according to Pedlar et al (2003), is that the concept is based on unexamined assumptions. There is no single definition of a leader, however, there are many attributes attached to leadership such as an ability to adapt, to make decisions, to be flexible and to be able to recognise skills within themselves and within others. The ability of the strategic manager is to be able to create an environment where employees want to participate and make a significant contribution to their role in the organisation. It is through this communicative process that the leader can identify the development requirements of the employee. The employee should be able to trust t he judgement of the leader to allow them to participate in any programmes for development and learning within the organisation (Rabey, 2003). It is also necessary that the leader can identify any developmental needs in their own career progression. If the leader is forward thinking they will bring the organisation into line with the requirement of the selection and recruitment process to enhance the competitive nature of the organisation. The performance of the individual is impacted by the authority figure in the organisational relationship and can be highly influenced by the use of incentives. One such incentive which can be used to motivate the employee is that of training and development opportunities. These types of incentives are extremely important in today’s global environment with the internationalisation of organisations and the free movement of the workforce. The more skilled the workforce, the more ability the employee has to dictate their position within the organisation. This position allows the employee to hold some power over the authority figure as they can determine where they want to go in terms of their career and their development. Communication is key to this process so that the employee knows what kind of training is available to them and for the leader to be able to communicate the type of training which may best suit the employee. It is important that the leader can apply self development to themselves before they apply it to the individuals within their organisation and there should be an ethos throughout the organisation on lifelong learning .Learning OrganisationIn today’s global environment the concept of lifelong learning is extremely important and it is necessary for all employees to keep their development and learning up to date. The availability of learning to employees should be a pre-requisite to any organisation who profess to be a global leader. It is necessary for all employees to keep their skills, resources and knowledge updated so that they can compete in their business market. The markets while very dynamic and complex are also extremely competitive, and organisations are always looking for the right individual to take up a position within the organisation, who will ultimately enhance their competitive advantage (Lambin, 2000). Lifelong learning as a concept is not new, however, the concept of learning within the organisational context is very new. This allows the individual to learn around their own experiences. Both the organisation and the individual should be in synch with each other to allow their goals to be achieved. The service which the individual can apply to their customer greatly leaves a mark on the organisation as to how proficient it is in dealing with its customer. The ability of the organisation to provide professional training for their employees will successfully promote the organisation as well as the role of the employee. It is necessary that lifelong learning should be promoted more readily in today’s global markets due to the expansion of business and the free movement of employees to other countries. Lifelong learning can be provided throughout the organisation and does not necessary mean that it must be formal, it can be on the job training, but it should be used to encourage and motivate the individual. It is important to understand that the concept of lifelong learning is not without it disadvantages and within many organisations the facility is very much available. However, it is up to the individual to decide that they wish to partake in any programme, and also up to the manager to put the employee forward for training and development. This is very much about communication. Depending on how free flowing communication is, depends on the availability of these facilities. If the employee does not push for these opportunities they can hardly be expected to be handed the opportunity. However, the manager must communicate that these opportunities are available to the employee and explain the positive features for the employee. It is also necessary that the vision and politics of the organisation match the service and opportunities which can be given to employees. The need to preserve the abilities of employees within the organisation has become increasingly important, especially for the organisation to retain the skills, knowledge and resources which it currently holds. Lifelong learning can in effect change the labour market and the direction which the organisation is heading. Smith (2001) identifies the need of an organisation to be progressive, to allow the individual to gain more knowledge throughout their career and to persuade the individual to use the resources available to them for educational and growth purposes.Benefits of Training and DevelopmentTraining and development is a particularly helpful feature to the organisation as well as the individual. The process allows both the organisation and the individual to grow alongside with the global market. It allows the individual within the organisati on to recognise that they should be motivated to perform their job to the best of their ability because they can feel more valued by the incentives which they can receive from the organisation. There are many benefits to the organisation and the employee but it should also be recognised that there are also disadvantages to this. Lifelong learning does not necessary mean that the employee has to go off site on participate in in-house training, it also means a variety of opportunities within the organisation such as job rotation, secondment etc. These types of roles allow the employee to try out the role but also it means that they can avail of training in other positions within the organisation. This type of training can also motivate the employee as it can be seen as a performance reward for their hard work. It would seem in today’s environment, the emphasis would be very much on a culture of performance equals rewards. Other types of training and development include attending classes and online courses.Advantages and disadvantages of Training and DevelopmentThe advantages which can be beneficial to the organisation is the retention of the current employees who are competent in their positions and have the ability to take on new roles within the organisation. If the employee can be trained in other po sitions it will benefit the organisation when it comes to employees leaving, thus the need for an urgent replacement for the position is no longer made a priority as the organisation can often promote or second from within. This allows the organisation some time to proceed with the recruitment and selection process to allow for them to find the right candidate. This also allows the employee to try other positions within the organisation and to decide if they wish to apply for these positions. With these types of training and development opportunities, the employee gets an opportunity to experience other roles and they may also provide a monetary incentive such as a pay rise while they are in the position. The ability of the organisation to provide these types of roles will also allow the organisation to retain their workforce and the skills and knowledge which come with that. It also enhances the skills of the employee. While there are advantages to training and development, there are also disadvantages. These disadvantages are predominately to the organisation but those which are important factors to the employee are the amount of time they would have to spend on the training and they may not be fully aware of the training opportunities which are afforded to them. This could be due to a lack of communication within the organisation or that the organisation is not overly interested in the development of their employees. One major reason that an organisation may not provide training and development would be down to cost in time and money. It may not be convenient for the organisation to spent time and money on an employee when the end result could be that they lose the skills and knowledge of the employee to another organisation due to the training and development they received. This has become more common as employees are more empowered and acknowledge the freedom to move to another job, even to mov e to another country.How Training and Development is ChangingGarrison & Anderson (2003: p.i) state that ‘The growth of e-learning is being described as explosive, unprecedented, and above all, disruptive.’ E-learning is associated with providing a framework for understanding the application and to goal set. This method of learning has become increasingly adopted as technology is evolving and transforming work practices. Many organisations have acknowledged the need to change according to reviewing the values and culture of their organisations. It has become increasingly important for organisations to adapt to the new learning environment. Training and development has changed rapidly due to global expansion. The employee no longer needs to take time off work to participate in training. Along with on the job training, it has become cost effective for employees to educate themselves through online and DVD/ CD’s. Technology has afforded organisations and employees easier ways to participate in training and development. Study can take place at the workstation or at home rather than the traditional format where the employee had to leave the workplace and travel to a destination where they could be facilitated. This has become extremely cost effective for the organisation as they are not losing man hours when the employee is studying/ on their course and it also means that workloads are not high because the work is still being completed. Along with the rise in popularity of the Internet and its main feature, namely interactivity, the human resource managers have found out that this may be used to the advantage for training and development purposes (Venkatesh and Goyal, 2010). The internet, as an interactive and communication medium provides wider access to the information and enables distance learning for knowledge transfer purposes. This suggests that it is much easier to engage in learning programs from any location in the world, if an individual has an Internet connection (Venkatesh and Goyal, 2010). Additionally, it has been estimated that the Internet is associated with lower costs, imposed on the training and development strategies. This implies that the main costs are reduced in the areas of physical distribution of training and development programs and the need for hiring a specific staff in order to maintain those. Online training allow the individual to manage the training program by himself, where he is r egarded to be in control over the situation (Venkatesh and Goyal, 2010). Van Dam, (2002) suggests that online training is utilized in combination with the offline channel, suggesting that in the majority of cases, the users of the online training system tend to maintain an offline contact whilst receiving the necessary instructions. The online training system is mainly utilized for the development of computer skills, job-related skills and technical competencies. Recently, there has been an emergence of economic recession that has affected the planning and implementation process of training and development programs. This implies that economic recession has made the companies to reconsider their costs and thereby plan the cuts, where necessary. CIPD, (in EWCO, 2009) has estimated that the performance of the majority of companies in the previous 12 months has been worsened. With regard to training and development, it has been estimated that 32 % of surveyed companies have reported cuts in the training and development budget in the previous 12 months. However, in the light of recession, despite the imposed cuts in budget, the majority of companies has estimated that training and development has not been viewed as an expendable commodity. This implies that the management of the companies still view training and development programs as the key priority for company’s achievement of organizational objectives (CIPD in EWCO, 2009; Bourke, 2009) . This suggests that there is a great potential for further investments in training and development programs, given its significance in the corporate world.Methods used in Training and DevelopmentThis type of training also encourages the employee as they can do all their study with the use of a pc and can do it during working hours at their workstation. It also allows the employee to have more say in their development and to enhance their skills. The use of IT has allowed the development of more globalised skills which are transferrable. 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