Seminar paper from the year 2003 in the subject Communications: Media and Politics, Politic Communications, printed single-sided, University of Phoenix, 19 entries in the bibliography, language: English, abstract: This paper will define the somewhat ambiguous term 'framing', and then discuss how it is utilized, in mass media. Then a recent news topic, the Abu Ghraib Prison situation, will be overviewed. Two news sources will be reviewed, one liberal, the other conservative. Their framing approaches will be compared, and the implications of these approaches will be discussed in detail.

Literature Review from the year 2003 in the subject Psychology - Learning Psychology, Intelligence Research, printed single-sided, University of Phoenix, 6 entries in the bibliography, language: English, abstract: This paper shall be a review and response to each of four articles discussing different issues concerning literacy. A quotation from each article shall be highlighted and discussed. An article summary, for each, will be presented. A critique will then be given. And, finally, ideas for implementing the author's ideas into a kindergarten classroom will be described.

Seminar paper from the year 2004 in the subject Business economics - Business Management, Corporate Governance, University of Phoenix, 6 entries in the bibliography, language: English, abstract: Diversity has become one of the most frequently used buzzwords in organizations in the last few decades. Corporations all over the globe espouse diversity with mission statements and corporate policies all geared to diversify their team. Minorities have broken many a glass ceiling, creating diversity in leadership across a plethora of industries. Yet, the question still remains, is diversity as valuable as these organizations seem to believe it is? Do organizations with a diverse leadership team have a competitive advantage over those who do not? This paper will review recent literature in support of this concept that indeed there is value in diversity, including diversity amongst organization leaders.

Seminar paper from the year 2004 in the subject Business economics - Business Management, Corporate Governance, University of Phoenix, 41 entries in the bibliography, language: English, abstract: In today's ultra-competitive global economy, organizations must take every action necessary to ensure they are as competitive as possible. Although advancements in technology, over the last few decades, has meant that oftentimes organizations have focused their efforts on the technological aspect of their business, those that have neglected their human resources have struggled despite technology. (Gutteridge, 2004) Today, employees drive productivity, customer satisfaction, and profitability. (Harter, Schmidt, & Hayes, 2002, in Stajkovic & Luthans, 2003) With this in mind, businesses across a variety of industries have come to realize the important part their employees play in their continued success. Hiring and retaining the best employees equals greater efficiency and efficacy. This increase in efficiency and efficacy equates to greater company profitability, which leads to increased market share and industry success. As such, hiring and retaining quality employees has never been more important than in today's business world. The question then arises, why do some companies, divisions, or even managers seem to be able to consistently hire and retain the cream of the crop, while others fail to do so? Do managers truly get the staff they deserve? By analyzing the psychological contract between employee and employer, the impact of organizational structure and culture, group dynamics and leadership, motivation, and performance management, this paper will show that indeed managers do get the staff they deserve.

Seminar paper from the year 2003 in the subject Business economics - Business Management, Corporate Governance, University of Phoenix, 20 entries in the bibliography, language: English, abstract: In today's society, consumers are often seen more as numbers than actual people. Customer service is talked about frequently, but rarely delivered upon. Customer's requests or needs that go beyond what employees typically experience often fall upon the deaf ears of apathetic employees. Complaints are often handled equally as careless. One company, however, has a reputation for being different - Ritz-Carlton Hotels. The corporation's commitment to customer satisfaction and guest services is apparent in every facet of their business. It is an employee's duty to go above and beyond the call of duty with each and every customer they service. This two-time winner of the prestigious Malcolm Baldridge Quality Award has truly taken customer service to a level head and shoulders above their competition. This superior level of service did not simply happen by chance, however. The Ritz-Carlton organization has molded their employees into superior service providers with a variety of intensive trainings, merit-based appraisal systems, and continuous reinforcement of the company's commitment to these 'Gold Standards'. This commitment by both the organization and each and every team member has allowed Ritz-Carlton to take the theory that 'the customer is always right' and evolve it into the ultimate customer service experience that is the cornerstone of their success. In addition, by using Total Quality Management (TQM), Ritz-Carlton Hotel Company has not only been able to maintain superior customer service, but drive significant and sustainable change. This adaptability, while still maintaining the highest levels of quality, has propelled Ritz-Carlton to the forefront of its industry.

Seminar paper from the year 2004 in the subject Economics / Business, Miscellaneous, printed single-sided, University of Phoenix, 6 entries in the bibliography, language: English, abstract: Smurfit-Stone Container Corporation is the leader in the paper packaging industry. Formed by a merger, in 1998, the company has recently had financial difficulties, in their inability to show a modest profit. This paper will analyze Smurfit-Stone utilizing various methods in order to fully understand the company and the environment it operates in. From there, an amended corporate strategy will be offered, along with the anticipated responses from its major competitor.

Research Paper from the year 2004 in the subject Business economics - Business Management, Corporate Governance, University of Phoenix, 47 entries in the bibliography, language: English, comment: Double spaced, abstract: Today's hyper-competitive world necessitates that businesses continuously take strategic actions to sustain highly competitive performance. It is these actions, which lead to the competitive advantages that seal a company's fate. Without even a small competitive advantage on their side, businesses are doomed to stumble and eventually be left along the wayside of their industry. A globalized economy has opened new doors of opportunity for organizations; that is certain. Customers can now be solicited around the globe. Thanks to technology, communication that once took days, if not weeks, to transact now can be accomplished instantaneously. Geographic and cultural boundaries have begun to become invisible as a world economy develops. However, just as there are new opportunities to be taken advantage of, new threats have arisen as well. In the rapidly changing environment that organizations now must operate in, traditional human resources approaches have become of less value. Strategic human resource systems are now receiving renewed attention, as a means of building and strengthening business (Chiavenato, 2001). Human resources have become increasingly important in today's organizational strategies, especially in the improvement of individual competencies. Although there is a variety of ways an organization can pursue sustainable competitive advantage, this paper will frame its discussion within the context of Human Resource Management (HRM) strategies, in the form of value initiatives directed at the improvement of individual performance. In this context, value initiatives are only a positive addition to an organization's strategic arsenal, when they improve the performance of the individual members. They are worth the effort only when they

Literature Review from the year 2004 in the subject Economics / Business: Business Management, Corporate Governance, printed single-sided, University of Phoenix, 25 entries in the bibliography, language: English, abstract: As technology has evolved, the reality of virtual organizations has begun to take hold in a variety of industries. It is now commonplace for employees to work, at least in part, from offsite. Telecommuting is a reality that has allowed companies to reduce costs, become more competitive, and facilitate happier more productive employees. Virtual employees, or "telework is one of the most radical departures from standard working conditions in the suite of flexible work practices now gaining widespread acceptance." (Daniels, Lamond, & Standen, 2001) Literature Review: Managing Professionals in Virtual Environment

Diploma Thesis from the year 2003 in the subject Business economics - Marketing, Corporate Communication, CRM, Market Research, Social Media, University of Phoenix, 64 entries in the bibliography, language: English, comment: Double spaced, abstract: Only a few short generations ago, the global economy was predominated by agricultural and tradesman businesses. Consumers frequented businesses that were close to their physical location, as limited transportation gave them little other feasible choice. Tradesmen provided customizable goods made specifically for their clients needs, on small or individual scales of production. The life cycle of a product, during this era, typically began with a customer order for a product. With the advent of the Industrial Revolution, this quickly changed.