Drug Profiles Essays - Androgens, Sex Hormones, Anabolic Steroids

Drug Profiles Drug Profiles This is a list of steroids that can easily be found on the Internet Anadrol Anavar Androil Cheque Drops Clenbuterol Clomid Cyclofenil Cytadren Cytomel Deca-Durabolin Dianabol DNP Durabolon EPO Equipoise Esiclene Finaplix GHB Glucophage Halotestin HCG IGF-1 Implus Insulin Laurabolin Masteron Nolvadex Parabolan Phenformin Primobolan Depot Primoteston Depot 250 Proviron Ralgrow Revalor Sostanon 250 Sten Synovex Synthol Testosterone Cypionate Testosterone Enathate Testosterone Propinate Androstenedione What is Androstenedione? Androstenedione is a natural chemical found in the body that produces testosterone. This chemical can also be found naturally in some meat and even some plants. Androstenedione, also called Andro, can boost testosterone levels when taken orally sometimes making the person stronger. Andro was first seen in capsule form in the US in the 1990's. Its popularity has grown ever since Mark McGwire, the new Major League Baseball home run record holder, admitted to taking the supplement. The companies that are selling Andro are making huge profits off the supplement that claims to increase lean muscle mass 300%. Although most people who take the drug do not complain of any side effects at all, this drug has been reported to carry dangerous side effects. Most Major League sports have banned the supplement saying it gives athletes a unfair advantage. The NBA, the MLB, and the NHL in the US have not ruled this supplement as unfair. There are many questions that remain about this supplement such as the long-term side effects, and how much muscle is gained by taking the drug. This supplement can be bought over the counter and is not controlled by the FDA, making Andro easy to access. Some drug chains have taken this drug off the shelf due to fear of long-term side effects. Andro can be found in some local drug chains and also on the World Wide Web. One person from our poll explains, Andro's advantages make up for the side effects. What about the health risk? Most of the health risks for Androstenedione are not known, and the long-term effects are not known at all. ? It might convert to the female hormone, estrogen in males and females. ? Too much Andro can shut down the production of testosterone in the body. ? In adolescents, it is known to stunt growth. How does Andro work? Andro is first consumed orally. It is then taken to the liver where it picks up two carbons. The two carbons added to Andro are testosterone. Andro is also already made in your body. The natural production of Andro is different. What about Baseball and Andro? For more than a year St. Louis Cardinals, power hitter Mark McGwire has taken the legal, supplement Androstenedione. Many people believe that the drug gave him an unfair advantage last year when he shattered Roger Maris's single season home run record. Mark McGwire insists that the drug is legal and therefore should be a focal point in the media. He said, Everything I've done is natural. Everybody that I know in the game of baseball uses the same stuff I use. However, many other players have said that they would never a drug as strong as in Andro in fear of secondary problems. Many of these same players do not denounce McGwire for taking the drug. Mo Vaughn said, Anything illegal is definitely wrong. But if you get something over the counter and legal, guys in the power hitter position are going to use them. McGwire's use of the drug has brought it to the forefront and now many people are taking the supplement hoping for McGwire's success. Many of these people are teens participating in high school sports. Andro has different side effects in adolescents. A lot is still not known about Andro such as the long-term side effects. The FDA has no regulations against this supplement. This means that the FDA has found that the supplement is safe and will not stop any one from selling Andro unless they can prove that it is dangerous. This drug varies in side effects from person to person. One proven fact is that too much of any drug taken at one time it can cause dangerous side effects. In addition, it is still not known if the drug might

Lazy Word Choice

Lazy Word Choice Lazy Word Choice Lazy Word Choice By Maeve Maddox Thanks to today’s instant communication, words used by one blogger or celebrity catch on at an astounding rate, spilling over into advertising, entertainment, and website comments. One evening I became aware of two television ads airing back to back. One was for a telephone service; the other for a car. Both hammered the word crazy to describe features of their products: â€Å"crazy, crazy generous, crazy efficient, crazy protection.† This mindless kind of usage strips words of meaning. It wastes the power of words that have more appropriate uses. Take this headline, for example: Daylight Saving Time Is Americas Greatest Shame Shame can be used in more than one sense, including a fairly meaningless social convention: â€Å"It’s a shame you couldn’t join us for dinner.† Used as it is in the headline, however, shame is a strong word, calling up images of the Indian removals known as the Trail of Tears, the WWII internment camps for U.S. citizens of Japanese descent, and the Tuskegee syphilis experiments that used untreated black Americans as a control group. Daylight Saving Time may be a fraud. It may be annoying, unnecessary, disruptive or any number of disagreeable things, but is it really â€Å"America’s Greatest Shame†? Sometimes the intended purpose of a piece of writing calls for deliberate misuse of words. Advertising and political speeches come to mind. We live under a constant verbal barrage. It’s impossible to ignore the catch phrases of our culture. They enter our minds and speech. If we are writers, they creep into our first drafts. Happily, we can replace poorly chosen words as we revise. Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Writing Basics category, check our popular posts, or choose a related post below:12 Types of LanguageBroadcast vs Broadcasted as Past Form75 Synonyms for â€Å"Hard†

Research Essay is an essay based on the cyber forensic

Research is an based on the cyber forensic - Essay Example nked with the enhancement of these composite devices (in the existence of exclusive and proprietary resolution), repeatedly have a say in their nonexistence. Like protection expertise, cyber precaution actions and competences also require to be polished to contain the exclusiveness and fine distinction related to management systems (Rowlingson, 2004). As a basic constituent to incident response potential, Casey (2004) argues that cyber forensics allow for the compilation, assesment, scrutiny, and reporting of event information. Cyber forensics is the use of scientifically verified techniques to collect, develop, deduce, and to apply digital proof to give a convincing depiction of cyber crime tricks (Saks & Koehler, 2005). Cyber forensics also comprise of the act of making digital information appropriate for addition into a scandalous investigation (Rowlingson, 2004). Nowadays cyber forensics is a phrase used in combination with regulation enforcement, and is taught as lessons in numerous colleges and universities in the world (Saks & Koehler, 2005). Computer forensics, for some time, has been majorly wellknown, and has grown into an information expertise facility that is quite familiar amongst present day information protection plans (Boddington et al, 2008). The aim of cyber forensics is to prop up the fundamentals of troubleshooting, scrutinizing, recuperation, as well as safeguarding sensitive information. Furthermore, in the incidence of a scandal being performed, computer forensics is also a way to accumulating, scrutinizing, and storing data as proof in a lawsuit (Casey, 2004). While scalable to several information expertise fields, particularly contemporary commercial architectures, cyber forensics are taxing when being practical to cotemporary environments, which do not encompass modern information technologies, or are planned with technologies, which do not present ample data archives or appraisal capacities (Rowlingson, 2004). Moreover, Cohen (2006)

Guarding the Physician-Patient Relationship Assignment - 21

Guarding the Physician-Patient Relationship - Assignment Example The paper tells that the patient often displayed optimism to battle his illnesses and was eager to bounce back to the industry. The doctor believes the patient should have chosen life instead of death. While his condition was beginning to improve, he started to become a pessimist. He constantly talked about suicidal feelings that the doctor dissuaded him from entertaining. However, he seemed not to care in spite of doctor’s professional warning. This essay explores how soon after death does a death certificate have to be signed. A death certificate is often signed immediately the family or next of kin applies to claim the body of the deceased. It is a process must be ratified by a coroner or mortuary attendant who oversees the legality of claimants before issuing the body. Similarly, signing must be overseen by the coroner who has prepared the body in collaboration with the Health ministry. The death certificate must remain with immediate next of kin mentioned in the deceasedà ¢â‚¬â„¢s will such as the children or the widow. In spite of the advantages offered by Electronic Health Records (EHRs) to physicians and their practices, the adoption of EHRs is still impossible. First, EHRs are expensive to adopt because they require qualified personnel with enough knowledge to ensure the systems do not fail. Second, involves contravention of privacy and confidentiality of patients as spelled out in Health ethics. In other words, EHRs may use the patient’s records for other uses and not for medical purposes.

Challenges of Strategic Human Resource Management

Challenges of Strategic Human Resource Management Strategic Human Resource Management is related between strategic management and HRM. SHRM is intended to create decisions organizations employees important works of its business strategy. It gives the general way of an organizations hope to achieving objectives through its people. SHRM is run for long term issues of the people in business. It is also connected to the organizations structure and its culture, requirements of future business. Its performance can change the total management. Strategic human resource management emphases on human resource programme of Nokia that has long term objectives. It is focusing on internal human resource issues as well as on addressing and solving problems that effect management programs in the long term. So the main goal of strategic human resources is to boost employee productivity by focusing on business resistance that take place outside of human resources. SHRM of Nokia employs strategies that help to develop the business performance of Nokia and help an environment of modernism and flexibility among employees. The main actions of Head of SHRM Juha Akras are to identify key HR areas where strategies can be implemented in the long run of progress the overall employee motivation and productivity. SHRM also describe about the companys internal strengths and weaknesses. This is very important as the strengths and weaknesses of a companys human resources that have a straight effect on the companys future. 1.2 The purpose of Strategic Human Resource Management activities of Nokia: SHRM has a unique purpose to meet the companys objectives. Different company has different strategy and SHRM plays a role to identify the overall need for the company to achieve the company goal. The SHRM activities are as follows for Nokia and it has a great purpose for companys future: 1.2.1Resource planning: Resources are very important and should accessible to get together present and potential business requirements in favour of business policy. Nokia Resource planning directed executive or global and part or narrow system which is done by SHRM of Nokia. Particularly, talented workers or real apprenticeship schemes must be used. 1.2.3 Workforce planning and recruiting: Workforce planning is the development of assessing a companys current and future human resources needs. Workforce planning also includes managing any training and recruitment process to make sure the organisation has the exact staff inexact place. Nokia work force planning has a great purpose to properly express one way to make a workforce receptive to cross functional, Cross-cultural teaming that can therefore make fast, high-quality decisions and increase the organizations flexibility. 1.2.4 Performance management: Nokia SHRM has a system to run employee performance. It ensures individual objectives are copied from company strategy and policies. This is for motivate Nokias employee. 1.2.5 Recruiting and exit procedures: Nokia SHRM makes sure the capable and qualified persons are appointed to open positions, according to real need. The dealers check the quality of candidates. SHRM provided with a work contract or offer letter, basic or specific training. SHRM shall ensure that exit procedures are acquiescent with local legislation, international labour law and appropriate collective agreements. 1.2.6 Nokia specific training and certification: Nokia SHRM has the essential guidance on Nokias organization and product marketing, if required any compulsory Id or certificates to be trained the community procedure of engaging multicultural, multi-country employees in generating and agreeing on a set of values and to search and get deeper considerate of the relationships between strategy, culture, values and business outcomes. 1.3. Contribution of Strategic Human Resource Management to the achievement of Nokias organizational objectives. To continue a strong, booming and well-organized atmosphere Nokia connects with its workforce in the core target to make an situation for all its workers anywhere they can fulfil their prospective. 1.3.1 Company growth: Nokia expands their business in regularly basis with new innovations and ideas. That is why Nokia needs lot of skill and experienced persons to meet their business growth. For example Nokias Research Development work was spread crosswise in 69 web and its 19,579 technical expertises to activate and build up their own facts. In these situations Human Resource played a vital role. It recruits them and trained  them in specific way to success in this project. Nokia is operating their business all over the world and so the human resource providing a socio cultural environment to its employee relationship and workplace. 1.3.2 Profit increasing: Every company is profit oriented. They want to increase their profit in every aspect. Nokia is also increasing profit very successfully by making new ideas implementations. Human resource has a effective involve to increase their profit by reducing labour cost and other activities. Human resources is the organization of resources other than natural resources and capital resources. 1.3.3 Satisfaction of Stakeholders: Human Resource of Nokia always try to satisfy its Stakeholders like its employees, investors, suppliers and others. It has an member of staff approval training and employee judgment assignment and can get achievement on the grades of the training. It makes sure that information related to employees such as industry performance, communicated crossways the society and ensure performance is evaluated fairly and independently.HR of Nokia provide to dealer forces at Nokia services. Task 2: Human Resources Planning: 2.1 Business factors of Coca-Cola that underpin human resource planning: Human resources are the people that work for an organisation, and Human Resource Management is concerned with how these people are managed. Though, the term of HRM has come to mean more than this because people are different from the other resources that work for an organisation. Coca-Cola Human Resource department involves in company strategic planning in various way. When it makes human resource plan there is involve company business factor and external environment factor. 2.1.1 Business Growth: Coca-Cola is a leading beverage company. It increases its business all over the world in every year in different way. So needs lot of staff to meet this incensement of business. Human resources planning takes its consideration forecasting future manpower requirements, where using arithmetical view to plan growth in the monetary situation and expansion of the business. 2.1.2Business Change: Coca cola change their business plan strategy sometimes very frequently in consideration of economic, market variation, competitor and other relative factors. Human resource of Coca-Cola also takes such consideration when it plans in a long term basis. 2.1.3 Impact of Technology: In every certain time all over the world modern technology is invented. Coca-Cola always takes it a challenge when they make a Human resource plan. HR is considered to its existence employee and recruits skilful employee to meet this challenge successfully. 2.1.4 Business Competition: There is a huge competition of all over the world. In this competition rivalry making efficient the organization is a real challenge. Coca-Cola Human resource plan think about this competition and make it organization to fit in this situation. 2.1.5 Labour Cost Control: Coca-Cola Human resource planning includes in a wide way about Labour cost control by maintain waste of time, proper use of materials. Its Human resource always approach training programme to its productions stuff to make difference and make them skilful as they can work fast and more easily. Not only its taking consideration for planning or developing its production stuff it also concentrates its: IT specialists. Engineers. Project Specialist Product designer Executives. Admin stuff Other variations should take for consideration   new legislations like new health requirements,  safety requirements, Changes in government policies   Ãƒâ€šÃ‚  like tax tariff, labour demand and supply. 2.2 Human resource requirements in a given situation: According to the New York Times July, 2009 Coca-Cola market was slipped in U.S. market but Coca-Cola still the best carbonate cola. In this situation there was 60% market share was Coca-Cola. Generally its market share relay between 75%-85% in U.S market. In this situation Coca- Cola surveyed their market and find out the barrier and solved it by various planning implementation. Besides the other department Human Resource Management played a vital role to recover the market as well. In Such kind of situation Human Resource makes sure several things that are as follows: 2.2.1 Personal Requirement: HR will arrange the operation teams and then give exact point to its members. According to the size of industry and the involvedness of the operation, might also need to create sub teams. The following points provide options HR might consider in regard to managing some important issues: Let to know and familiar with the specific operations: . Special training is given to employees; new employees also are placed with old ones to learn work and the values prevalent in the company. 2.2.2 Workplace: They must provide sufficient working space to per employee. The temperature must be reasonable. The workplace must be adequately lit and where the work can be done seated seats must be provided. Human resource management makes sure promote an comprehensive atmosphere that inspire all workforce to build up and get to their complete possible, consistent with a promise of human rights in our place of work. 2.2.3 Organizing operation teams: SHRM will help to make a team of talent in safety way also serve up as influential of secondary teams. Team members have to have such skills that are valuable according to the requirements. 2.3 Development a human resources plan Coca-Cola: The Human Resource Plan should also be closely tied to strategic planning. In order to effectively meet their strategic goals and objectives, a world leading company, hire or develop staff with the required skills, knowledge and attitudes to perform the needed functions. The Human Resource Plan of Coca-Cola can be completed in six steps: 2.3.1 Step 1: Setup a big picture: The main purpose of the first step is to bring the group to realize the meaning of and the need for a business strategy and agenda of Coca-Cola. To understand the business strategy the specific department executives will run a workshop and it can be two days workshop. In this two-day workshop the business unit executive reviews business strategy in any issues to impact the business. HR highlights the key driving forces of business such as Technology, distribution, competition, the markets etc and also the implications of the driving forces for the people side of business the fundamental people contribution to bottom line business performance. 2.3.2Step 2: Develop a Mission Statement or Statement of Intent: This come up to human resources planning mirrors the section in business plan of Coca-Cola dedicated to clearing up why your company exists and what value it presents. Human resources planning will be based on your organizations mission statement, goals and objectives because your workforce will be in alignment with the company values. 2.3.3 Step 3: Conduct a SWOT analysis of the organization: This analysis will looks at the internal environment of company. By this analysis the human resource will find out what is Coca-Colas present strengths and what is weakness as well as current in future opportunity and threats to know the whether they able to achieve with the current human resources. SWOT analysis will ensure the clear image about the organisation resources such as capital worker. 2.3.4Step 4: Develop consequences and solutions; Human resource will amalgamate all essential for meeting the company objectives. It will take steps for developing the Human Resource Plan as below: Teamwork of staff to lower levels to the management level should be developed to support in various ways that able to consider necessary in things to build up communication and promote better relationship among all level of employee. The management should emphasize on good quality of corporate culture to build up employees and make a positive and favourable work environment. The reasonable and complete process of human resource management is Performance appraisal. Through the performance evaluation HRM can collect and proves basics for recruiting and selecting new staff and can give training to its existing staff to develop their skill. It is motivate and maintain a work force by satisfactorily and correctly rewarding their dedications. Human Resources Management will defiantly fall down without a dependable performance evaluation system. 2.3.5 Step 5: Implementation and evaluation of the action plans: Developing a human resource strategys main purpose is to make sure that the objectives set are similarly helpful so that the reward and payment systems are incorporated with employee training and career development plans. 2.4 Evaluation of how a human resources plan can contribute to meet Coca-Colas objectives: Human Resource Plan has a great value to achieve of an organisations overall strategic objectives and it is clearly explain that the human resources role completely understands and supports the route in which the organisation is touching. A complete HR plan will also support other exact strategic objectives undertaken by the marketing, financial, functioning and technology departments. Generally Coca-Cola evaluates its HR plan in various ways which are below: It has the exact people in exact place. It has the accurate combination of skills. Employees show their correct attitudes and behaviours. Employees are organized in a effective way. Coca-Cola take decision a HR strategy plan can attach importance to the organisation if it has the values which are below: Some more clear of the common things which recline at the back the success of other plans and strategies which didnt show previously. Recognize basic an essential issue which has to be addressed to its people as the are motivated more dedicated and work successfully. The next area should be including: Workforce planning issues Making plan successful. Workforce skills campaign. Employment justice plans. Motivation and reasonable behaviour issues. Recruitment design in compensate levels, retain and motivate people A reasonable grading and payment system which is serving proper incentive for dedications. A constant performance management structure which is considered to assemble the requirements of all sectors of the business including its people. Furthermore, the HR strategy of Coca-Cola can put in worth is by making sure that, in all its other plans takes its version of and plans for changes in the bigger environment, those are likely to have a major impact such as: Changes in the in general service marketplace. Development of the member of staff relations weather is need. Changes the legal framework which surrounding employment. 3.1 Explanation the purpose of human resource management policies of Coca-Cola: Coca-Cola believes in delivering better performance requirements better capabilities. So its HR policy is planned in procession with this approach and stand on attracting and retaining the brilliant people and developing them constantly. Employees development is the main issues for human resource management. It constantly educated on How to Develop People. Employees, business objectives and ability levels are followed up by the performance management.   Reward system and career management systems are considered on job family model. As a fraction of career management system, internal appointment procedure is used so as to grant them career and job upgrading opportunities. In 2007 there are 97 placement have been filled through internal assignments. Winning and potential employees are reviewed efficiently and exclusively. Talent re-evaluate meetings are planned for next steps with individualized development programs. 3.2 Analysing the impact of regulatory requirements on human resource policies of Coca-Cola: The HR policies can help an organization both internally and externally. It meets requirements for diversity, ethics and training as well as its commitments in relative to instruction and commercial governance. The HR policy of Coca-cola establishes a cultural diversity. HR policies also played a very effective at supporting and building the desired organizational culture. These are lots of system and that actually beneficiary from a company as well as from employee. All around the world, Coca-cola makes sure with 27000 of Expatriates that they be given the kind of correspondence and ongoing support that makes their replacement a positive experience. Coca-Cola team Management with all policies for international mobility with a long term basis. Coca-cola accepted such kind of policies about its internal environment that make sure that they are flexible, smart and complete enough on the way to contract with the large range of needs and issues that is very essential to run a business successfully. Task 3: Reviewing Human Resource Management 4.1 The impact of an organisational structure on the management of human resources: There is a significant impact of HRM of Tesco on organizational structures to get nearer into sight organization in a effective way. The fundamental decision-making scheme was unsuccessful to react quickly to managers desires and concerns. So, Tesco taking place scrapping conservative, hierarchical professional structures in act of kindness of compliment, decentralized management systems. Then smaller number managers were concerned in the decision-making process and companies were adopting more of a team advance to management. HRM professionals, as the management change and were charged with reorganizing workers and escalating their effectiveness. This hard work also resulted in the detonation of part-time, or contract, employees, which necessary human resource strategies that contrasted with those applicable to full time workers. 4.2 Analysing the impact of an organisational culture on the management of human resources: Organizational culture and environment factors are such kind of factor where an organization exist determines the way of managing the organization (Saffold, 1988:547). The connection between organizational culture and human resources practices can be say as follows. When the member of organization i.e. employees, understand and internalized the organzational culture which can be said as the way things are done around here it will enable for employee to choose strategy, and behavior that fit with their personality as well as with the main routines of organization activities. Since Indonesia is belong to country with high power distance and low uncertainty avoidance, it is likely that organizational culture that fit with this condition is parochial type. Parochial culture is characterized by the tendecy to give much attention to some factor such as family relationship, social relation, and personal backgroud, and less attention to capability and competency needed to perform the task. The main power is on the one hand, a powerful person such as the owner or the founder of the company, where the destiny of an employee depends on the hand of the most powerfull person (the boss). There is a division of work, the boss is the planner, the other are the doer. In the high power distance society, good leader or good manager in the eye of the employees, is someone who can act like a good father (Hofstede, 1997). This type of relationship will lead to less participative management in decision making. 4.3 The effectiveness of human resources management is monitored at Tesco: The central point on HR for developing the employees through constant teaching is essential to the achievement of the business; it would amount to a waste of resources. As the UKs largest merchant crossways 14 countries consists of 470,000 members of staff. 4.3.1 Value: These apply together to consumers and employees, and for the latter focus on teamwork, trust and respect, listening, supporting and saying thank you, and sharing knowledge and experience. 4.3.2 Support: Tesco can claim a perpetual support from the employees even though the company faces a dispute concerning the distraction that includes financial services. The company also stretched internationally and economic downturn is enough to keep the companys values. 4.3.3 Growth: The Tescos HR functions are extremely entrenched. They are doing type to both short-term and longer term growth. The company is created 11,000 new jobs in 2009 and they will target the long-term unemployed.   4.3.4 Meritocracy: Tesco boasts the best employee remuneration package in the food retail sector, with an award-winning pension scheme. Some 170,000 staff own shares or are members of share schemes, and there is discounted dental, health and life insurance on offer. 4.4 Justified recommendations to improve the effectiveness of human resources management in Tesco: 4.4.1 Composition of the audit team: There has to be a representative from the HR function and from among senior line managers if the effect has to have any credibility. 4.4.2Identify the functions main customers: It is important to review to measure that what customers main functions are. 4.4.3 Mission reports reconsider: This declaration explains the cause for the HR functions continuation, its principal actions and its most important values. 4.4.4 Reconsider the activities role in implementing the companys strategy: This is critical point to establishing the connection between HR policy and practices as well as the organizations overall business strategy. 4.4.5 Reconsider the HR policy and practices: The benefit of this approach is that line managers can go anywhere if they are not happy with the service they be given from the HR function within the organization. 4.4.6 Create domestic comparison to set up best practice: The organization have to make and continually keep posted a exclusive database of HR practices that gives an overview of developments within the worlds major organizations today. 4.4.7Review the outcome of analysis: Performance gaps have to be identified and the policy implications have to be discussed with the customer. The commitment for implementing the necessary improvements should be gained. 4.4.8 Apply the decided improvements: The metrics selected should be the decided on right indicators of the HR functions performance and evaluate the results with industry averages, competitors, best practice firms, and/or with set targets or previous performance ratings.

Colgate Max Fresh: Global Brand Roll-Out Essay

Executive Summary The United States, Mexican and Chinese markets all took very different approaches to the release of Colgate-Palmolive’s (CP) newest oral care product in 2004-2005. The new toothpaste is called Colgate Max Fresh (CMF). It is a cavity preventing gel with breath-freshening strips suspended in it that dissolve while consumers brush their teeth. The technology behind the breath strips is patented, and Colgate was hoping the product would be a big success by providing unique freshness. In the United States, research was done and new bottling was designed to optimize the appearance of the new toothpaste. The advertising was also focused on the freshness that result from the breath strips and the product was very successful. CP then decided to release the product worldwide. In Mexico the ad campaign was changed as well as a few other minor changes, but not much was spent on altering the marketing mix for CMF. Colgate Max Fresh proved popular in Mexico and profits were seen in the firs t two years. In China, millions were spent on reconfiguring the marketing mix, and sales were not high enough to make up for the expenses in either of the first two years. In the first year alone, CMF saw a net loss of over $10 million. I have evaluated three options for reducing costs and increasing sales and have determined that the Chinese marketers decided to change the marketing mix too quickly. Instead of looking into what aspects of the U.S. marketing mix would and would not work in China, they made assumptions. The advertising campaign that they came up with was expensive and ineffective. Chinese consumer preferences should have been highlighted in the promotional campaign, and more elements from the original U.S. marketing mix that were costly to â€Å"improve† might not have needed to be changed at all. Current Situation Colgate-Palmolive (CP) is a worldwide company that specializes in oral, personal, and home care, as well as pet nutrition. Of particular interest in this case is oral care. Colgate is an oral care name that is known around the world. Colgate-Palmolive has the majority value share in the  United States, Mexico, and China. In each country, Procter and Gamble’s (P&G) Crest toothpastes are ranking second in market value share. In Mexico, the difference between PC and P&G is huge – PC has market share above 80%. However, in the U.S. and China the market shares are very close: In 2004, Colgate had 34.8% and Crest had 31.6% value shares in the U.S.; in China Colgate had 23.6%, Colgate through partnerships had an additional 8.5%, and Crest had 21.2% shares. CP management was pressured to compete hard against Crest’s new product called Crest Whitening Expressions (CWE). In August 2004 CP launched a new toothpaste product called Colgate Max Fresh (CMF) in the United States. CMF was advertised as premium toothpaste that would provide a â€Å"whole new dimension of freshness.† The product was so successful that CP decided to launch it worldwide. Colgate-Palmolive’s organizational structure is split up by geographic lines, each region having its own management. However, there is another split by category – there is one group responsible for oral care product strategy, resource allocation, and best-practices transfer between regions. This case focuses on the launches in the U.S., China and Mexico. In all three countries flavors varied and different strategies were used in packaging and promotion of Colgate Max Fresh, as described in the table below. Rock-star Jay Chow and â€Å"extreme living.†| â€Å"Snowsurfer† extreme living; provides â€Å"a joy ride for your mouth.†| Additional costs beyond initial product development and standard market testing| Base costs – first country to launch the product.| New flavors cost $200,000 to research and develop. New graphics, aesthetics, advertising campaign cost $1.5 million. New packaging (that failed) cost $1.5 million, and would have increased variable cost by 20%.New green color developed for $7,000.| New advertising campaign cost $500,000 total.Not many other expensive changes were mentioned. Package  size is different from the U.S., but with similar packaging types (and probably similar to other Colgate toothpaste packages).| In Mexico the promotional campaign was completely changed from the U.S. campaign and a third product flavor was introduced. The original two flavors were not changed, reducing costs compared to China. Costs in Mexico were kept low, and in the first two years Colgate saw a net profit in the Mexican market with Colgate Max Fresh. In China, however, many aspects of the marketing mix were changed, increasing costs tremendously. The product was changed by eliminating one of the two original flavors, changing the color of the other, and adding two new flavors. CP China’s management also tried a variety of packaging styles before choosing to use one that would increase the variable cost by 20% per unit. It turned out, however, that the design they chose was not up to CP’s global standards and after spending $1.5 million the idea was thrown out. The advertising campaign was changed to a riskier campaign – that could have been cancelled at any time at CP’s expense – that cost $1.5 million. Even the product name was changed in China. After all of these changes and additional costs, Colgate Max Fresh (Icy Fresh) was not profitable in its first two years. Instead, huge net losses were seen from this product. Problem Identification While CP Mexico made some minor changes to adapt Colgate Max Fresh to their market, CP China redesigned almost every aspect of the product besides the one feature that made it unique – the breath strips. These changes were costly and the product failed to make profits in its first two years in China. Instead, the expenses heavily outweighed the revenues. Instead of marketing like one company, CP China behaved as if it had purchased the rights to use the patented design of CMF and then created a marketing plan from scratch. Alternative Solutions Solution A: Test U.S. marketing plans. Start by testing the unaltered U.S. marketing plans. From the results of that testing, decide what areas need to be altered for the Chinese market. Instead of choosing to change a large variety of aspects of the marketing mix for the Chinese market (as described above), the CP Chinese marketing team could have selectively altered aspects that would have big impacts on sales. Solution B: Cut back on marketing research. Eliminate designing a brand new bottle to put the toothpaste in. Either use a slightly altered version of the U.S. packaging developed for CMF, or use a packaging type that has proven successful in China for previous Colgate toothpastes. Also scale back on color design. Instead of developing ten shades of green, develop only three. In every step of redesigning the marketing plan, try to cut costs by being reasonable. Solution C: Emphasize therapeutic attributes. Emphasize the therapeutic benefits of the Colgate Max Fresh toothpaste. CMF is designed to provide extreme freshness, and instead of focusing on the extremeness, focus on the freshness first and cavity-protection and other therapeutic advantages. These are the two most important features for toothpaste to the Chinese market. Although the concept statement mentions the cavity protection, it is overshadowed in the advertising by the â€Å"cooling crystals.† Breath strips have already proved unsuccessful in China, so the advertising should not focus on them. Instead, the focus should be on the features and aspects that make sense to consumers – freshness and cavity prevention. Evaluation of Alternatives Solution A: Test U.S. marketing plans. By evaluating the effectiveness of the already-produced marketing plan for Colgate Max Fresh, the marketing team would get insight into what works and what doesn’t – what enhances the product in consumers’ eyes and what needs to be re-done for the Chinese market. Money would be saved on marketing areas that can be directly transferred from the U.S. to China. If the ad campaign proved successful in test groups, up to $1.5 million could be saved. The down side to this plan is that only a finite amount can be saved, and this does very little to address sales (revenues). Solution B: Cut back on marketing research. Just by eliminating the packaging scheme, $1.5 million would be saved. A few  thousand may be saved by reducing the re-coloring efforts for the mint flavored toothpaste. Like solution A, this is a plan that would reduce costs, but that does not address revenues. It is unlikely that these reductions in cost would lead to a profitable first year in the Chinese market. Solution C: Emphasize therapeutic attributes. Although freshness is a growing market in China, breath strips never caught on and therapeutic toothpastes are big sellers. By emphasizing preferred features to the Chinese market, sales may be higher and the product may be successful. Of course, the marketing scheme would need to be tested first. In Exhibit 10A, Colgate Max Fresh ranked lower in the â€Å"Importance of Main Message† category. The main message should be important, so that people will remember it and in turn will remember to buy the new Colgate toothpaste. This solution does not address reducing costs, but instead addresses changing the message and increasing sales. Recommendation I recommend solution C, to change the advertisement message. The first two options would both decrease initial costs but would not decrease costs enough to make up for the low sales. According to Exhibit 13 in the case, in its first year Colgate Max Fresh had net sales of about $20 million and net expenses of about $30 million, leading to a $10 million loss. In the second year sales increased by about $3.5 million, expenses were reduced, and the net loss was only about $1.5 million. Any loss is bad, but at least there was a significant reduction in cost and the product was increasing in popularity. If the product had been more popular the first year, that would have made a big difference. I also recommend solution A, but I think C is more important. Reducing costs by eliminating unnecessary changes to the marketing plan already developed in conjunction with a promotion plan that emphasizes the product features that are most highly sought-after would be ideal for CP China. By reducing expenses and increasing sales, CMF may have been profitable in its second (if not first) year. Implementation An attitude change would need to be addressed first. It seems like the  Chinese Colgate-Palmolive oral care management team does not trust that anything the United States team creates will work in China. They created new, expensive schemes for various aspects of the marketing mix without first checking to see if it was necessary or even advisable. Corporate CP needs to get their Chinese team to understand that as part of a global brand, many features can be directly transferred from one country to another – especially successful ones. Next, the Chinese team must evaluate numerous aspects of the marketing mix for Colgate Max Fresh. A few things were evaluated properly, like the name of the product and the way the breath strips are described. CP China did their research to find out if the name â€Å"Colgate Max Fresh† with â€Å"breath strips† would mean anything to the Chinese market. Because it did not translate well, they changed the name. This is the approach the team should take to each aspect of the marketing mix. For instance, when evaluating the advertisements, they should first determine the effectiveness of the United States commercials. If the results are not favorable, they should change the ads to focus on that aspects that the Chinese consumers seek when choosing toothpastes – freshness and cavity prevention. After evaluating each aspect, the unsuccessful ones should be remade by the Chinese marketing team. Once the newly developed plans have been evaluated, they should be compared to the original plans. After that, the product should be ready for the market.

Romeo and Juliet – Juliet, Film-Play Comparison

Explore the ways in which Romeo and Juliet are presented in this scene and elsewhere in Shakespeare’s play, and the performed versions. Shakespeare’s play ‘Romeo and Juliet’ is set in Verona. The feud between the Montague family and the Capulet family reaches a climax when Juliet’s cousin Tybalt, a Capulet, is killed by Romeo, a Montague. Romeo and Juliet are first seen as very different characters, but later in the play, we realise that these two characters are not as different as we thought. In Act 3 scene 5 of Shakespeare’s play ‘Romeo and Juliet’ the scene first starts with Romeo and Juliet in Juliet’s bed.They have just spent their first, and last night together. Romeo wakes and realises that he must leave, as he has been banished for killing Juliet’s cousin Tybalt. At the beginning of Shakespeare’s play, Juliet is presented as being intelligent, calm and obedient. â€Å"But no more deep will I endart mi ne eye- than you gives strength to make it fly† This shows that Juliet is obedient and that she is saying that she will not do anything without her mothers or fathers consent. This also shows that Juliet is very intelligent and also that she is an intelligent girl.Juliet, later on in the play shows her true self and becomes more exposed so that we can see her true personality. We see that she is very sharp and witty. She can take a joke from Romeo and return with a witty reply. This shows Juliet is more, relaxed and less timid and shy than the reader originally thought. Luhrmann’s version of the play ‘Romeo and Juliet’ is set in the 1990s, as a modern day version and instead of using swords, which they probably would have used in Shakespeare’s play, they used guns. Luhrmann’s version of the play is set in L.A and so he uses places such as Verona Beach in L. A to show the resemblance between Shakespeare’s play and his own version of the play. Act 1 scene 5 in Luhrmann’s film opens with Romeo and Juliet lying together in Juliet’s bed. In Luhrmann’s version of the play, Juliet, who was once portrayed as young, foolish child, is now seen as a mature, sensible young woman. Although this could be portrayed in correctly, because in Luhrmann’s version of the play in the background of Juliet’s room, are a shelf of dolls and toys.This shows, although Juliet has matured because she is with Romeo she is still a young child of a tender age of 13. The scene is a very intense scene which shows the love and passion that Romeo and Juliet have for each other. By using the sheets of Juliet’s bed they throw over the top of them, this creates the effect of the couple being in a fantasy world all of their own, unfazed by the fact that Romeo must leave. Everything bad seems to be forgotten. It is just Romeo and Juliet making the most of their time together. Reality finally hits them both, when t he nurse knocks on Juliet’s door.Juliet’s mother is on her way to Juliet’s room and at this point, Juliet begins to dress Romeo herself, she dresses him in a brightly coloured shirt and some dark trousers, and dresses herself in a plain white night dress, nearly reaching the floor. Juliet kisses Romeo good bye and sighs but knows that if her mother found out she has just spent the night with him she would surely kill them both. Romeo climbs down her balcony, and Juliet’s distraught, but she must let him go, she knows that if he does not leave the consequences would be worse, than banishment.Lady Capulet comes bursting in just as Romeo leaves. Juliet’s mother then tells her that she will marry Paris and she cannot believe what she is hearing. She is dedicated to Romeo and Refuses to marry Paris. Her mother gives her no choice and tells Juliet that she will disown her and she will be a disgrace to her and her family. Lady Capulet will not stand for i t, and tells Juliet that if she does not want to marry Paris she must discuss with her father. Lord Capulet enters the room, and Juliet tells him that she cannot marry Paris.Her father loses his temper and threatens Juliet. Zeffirelli’s version of the play Romeo and Juliet is very similar to Luhrmann’s but is filmed and set at an earlier time to when Luhrmann’s was set. This version of Romeo and Juliet is much older and sticks more what Shakespeare wrote instead of being a bit more adventurous like Luhrmann. In Zeffirelli’s version Juliet seems to be a little more immature than in Luhrmann’s play. She seems younger and not as sensible, but also seems just as obedient as she is in Luhrmann’s version.In this scene, it begins with Juliet persuading and convincing Romeo that it is not yet time for him to leave. ‘It was the nightingale and not the lark’ Juliet persuades Romeo that it is not yet morning by telling him that what he hea rd was the nightingale, which does not sing in the morning. Romeo insists that he it was the lark, and that he must leave. Juliet shows a passion and love for Romeo in this scene, showing that she doesn’t want him to leave. Juliet wanders how she will live without Romeo. She mourns over him once he is gone. She acts as though she cannot live without him.