Disney vs. Imane Boudlal Essay Example for Free

Disney vs. Imane Boudlal Essay Disneyland vs. Imane Boudlal HISTORY Disneyland is very large 160 acre amusement park located in Anaheim CA. Disneyland was created by Walt Disney on July 17, 1955, Walt Disney wanted to create a magical place where parents with children could go to the same place and have just as much fun as their children. Walt Disney had the vision that he wanted Disneyland to be like a fantasy land where dreams could come to life. Disneyland is a 17. 5 million dollar magic kingdom. Even though the park was a very expensive project, â€Å"I could never convince the financiers that Disneyland was feasible, because dreams offer too little collateral† said Walt Disney. Since Disney was a very expensive project, Walt Disney had some support from his own television show on ABC; it was called Walt Disney’s Disneyland. The TV series offered sneak peeks about the future Disneyland project before it was even finished. It took a full year of hard work to finish the project. Disneyland is well-known for having a strict employee dress code called â€Å"the Disney look†. This dress code was introduced to new employees in 1955 prior to the amusement park opening. Disneyland also calls their employees â€Å"cast members† in order to keep the magical theme going. The Disney look has changed over time, but yet also remained true to offering wholesome family entertainment in one of the world’s top vacation destination. To work at Disneyland, the potential cast member must first agree and understand the policy prior to being hired.

Great Zimbabwe :: essays research papers

GREAT ZIMBABWE   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚     Ã‚  Ã‚  Ã‚  Ã‚  This article which I have chosen to read, is about a ruined city of southeast Zimbabwe south of Harare. Great Zimbabwe is an ancient city on the plateau in sub-Saharan Africa. Great Zimbabwe was supposedly a city that controlled much trade and culture of southern Africa during the 12th and 17th centuries because it was stationed on the shortest route between the northern gold fields, and the Indian Ocean. Archaeologists believed that this masterful stonework was built somewhere around 1100 and 1600 A.D. Great Zimbabwe covers 1,779 acres and is made up of 3 main structures. The first one is the Hill Complex; Hill Complex is the oldest part of the site. The hill was approximately 262 feet high. This enables inhabitants to view enemies from up the hill. Below the Hill Complex is the Great Enclosure, or Elliptical Building. The most dazzling structures of Great Zimbabwe are found here. It’s thought to have been the royal palace at that time. Between these two large structures is the Valley Ruins. The youngest walls are found here. Some archaeologists deemed that it might have been the area’s control access, for that the wall enables people to walk in single file only. Great Zimbabwe has been designed to change its periphery as the city’s population grew due to the fact that it wasn’t constructed around a central plan. Despite that the size has made Great Zimbabwe remarkable, another main factor is its stonework. Many of the structures were made of blocks cut from granite. The city’s name comes from the Shona term dzimbabwe, meaning â€Å" houses of stone.†   Ã‚  Ã‚  Ã‚  Ã‚  And, like may other ancient cities, Great Zimbabwe has been concealed by legend. Many people told myths about Great Zimbabwe. But, it wasn’t until the late 1800s when archaeological record became severely damaged an almost not decodable; when Europeans were attracted by the myth of abundant gold from King Solomon’s mines found in the Great Zimbabwe.   Ã‚  Ã‚  Ã‚  Ã‚  The first European to arrive to Great Zimbabwe was a German explorer named Karl Mauch, in 1871. It was Mauch’s friend, Adam Render, who was also German and was living in the tribe of Chief Pika, that has lead him to Great Zimbabwe. When Mauch first saw the ruins, he abruptly concluded that Great Zimbabwe wasn’t erected by Africans. He felt that the handiwork was too delicate and the people who constructed this showed they were way too civilized to have been the work of Africans.

Resourcing Talent

Resourcing Talent Report Adrienne Westerdale Attracting and retaining a diverse workforce is very important; there are many organisational benefits for doing so. People of different ages, genders and cultures will bring new skills and ideas to the organisation. A diverse workforce can help to inform companies of new or enhanced products and services as well as open up new market opportunities. It can improve market share and broaden an organisations customer base. CIPD defines managing diversity as â€Å"valuing everyone as an individual- valuing people as employees, customers and clients†.Location is a factor that can affect an organisations approach to attracting talent; there are lots of people that will look for work close to their homes to avoid commuting or even relocating. This could become a problem for organisations especially if recruiting for a specialised position such as engineers; it could be that they have advertised the vacancy locally and haven’t had a suitable applicant so will need to look further afield. It may take a little longer to fill the position which could increase the work load for other employees.Again this would have an effect on the organisation as it could lead to employees taking time off due to stress. Salaries would be another factor that can affect the approach to attracting talent. By offering a high salary you are more likely to receive more applicants for the position, however, the company can only offer a specific salary for a specific role. The organisations reputation has a massive affect, maintaining good relationships with employees will help create a good reputation. Offering your staff good benefits and salaries as well as treating them fairly with respect will encourage them to speak highly of the company.Good news travels fast which will attract potential employees to the organisation, however, if you don’t look after your employees you will find it hard to gain their respect which could resu lt in loosing staff. The recruitment methods a company use can determine who they attract when recruiting. There are many things to consider when deciding which methods to use; we must look at the costs of different methods. Advertising can be very expensive, magazines especially. For a black and white quarter page advert a company can look to pay as much as ? ,100 and up to ? 7,650 for half a page. This can also affect an organisations approach to recruitment and selection; as advertising is very costly most companies will be limited to where they can advertise a vacancy which may not attract the appropriate candidate. Recruitment Methods Email: Recruiting through email can be an effective way to recruit internally as everyone within the organisation has access to it; however, there are chances that some employees may not pick their emails up in time to apply for the position.It could also cause conflict if only certain people are sent the email encouraging them to apply for the va cancy and others within the company aren’t. Notice boards are also used to advertise vacancies internally; there are advantages to these as everyone can see them. Most people will take a look if something new is put up; the advert will have to be bright and bold to attract attention. Notice boards don’t always attract the appropriate candidate and employers can find that most of their applicants are unsuitable for the position.A successful way of recruiting internally would be through talent planning/management; this way the employee has the chance to learn all aspects of the business at different levels while progressing. Methods of external recruitment can be through recruitment agencies; a variety of different external agencies can be employed to undertake some part of the recruitment process on behalf of employers. The good thing about using agencies is that they do all the work for you.They will advertise the vacancy as well carry out a short interview with any ca ndidates to identify if they are suitable to apply. The only downside to using this method is the cost; some private agencies will charge a fee. Some companies may also use the job centre as a method of recruitment; however, some employers are reluctant to use them despite the fact that unlike recruitment agencies they offer free advertising. This is partly because the clientele is mainly comprised of unemployed people, who are perceived to be unskilled or low skilled and therefore inappropriate for many jobs.The recruitment function of an organisation is affected and governed by a mix of various internal and external forces. The internal are the factors that can be controlled by the organisation, whereas the external factors cannot. Examples of internal factors would be: * Recruitment policy * Size of the firm * Cost of recruitment * Growth and expansion Examples of external would be: * Supply and demand * Labour market * Unemployment rate * CompetitorsOther factors that will affec t an organisations approach to recruitment and selection can be the effectiveness of the interview; most interviews will be made up of a panel of interviewers from specific departments of the organisation, it is important to ensure that all panel members are trained in interview techniques. You should make sure you carry out thorough preparation and know the candidate’s background while asking competency based questions linked to the person specification. Allowing sufficient time for the interview is very important and always gives the candidate chance to ask any questions.References can affect the approach to recruitment and selection; Stephen Taylor says â€Å"Like interviews and application forms, it is very widely used but has been found to be of limited value by researchers. As a predictor of job performance it has low validity and has often been found to contain more information about its author than about its subject† (Resourcing and Talent Management, Stephen T aylor. P242) a great deal of time and effort is put in by some employers to chase up references to find that they have little practical value.It is very rare that negative or semi-negative references are made; however, most employers now have a policy of only providing factual information and make no comment about an individual’s suitability at all. The law have made it difficult for employers writing references to know for certain that what they will write will be confidential as unsuccessful candidates now have the right to ask for a copy of their references. Inductions The purpose of an induction is to ensure the effective integration of a new employee into the work place.As well as the usual orientation, a new starter needs to understand the business, where their role sits within the set up and what’s expected of them, as well as being quite clear regarding their terms and conditions of employment. A good induction programme should leave no room for confusion or la ck of understanding and should, therefore, induce a feeling of â€Å"belonging†. The employee should then integrate well into the team, have high morale, achieve optimum productivity and therefore be able to work to full potential. In other words- job satisfaction.For the employee it means that all bases are covered and their trained and introduced properly. It also means that all employees receive the same, consistent experience when joining. It ensures that they aware of the company policies and procedures as well as the company ways of working and vision. â€Å"The main reason is that new employees who have undergone an effective induction programme are likely to be competent performers at their jobs more quickly than those whose induction was scanty or non- existent. † (Malcolm Martin and Patricia Jackson, 4th Edition.P110) â€Å"Also, the former group are less likely to leave the organisation at an early stage than the latter group (this phenomenon is commonly kn own as the ‘induction crisis’ and signifies a dissatisfaction with the job or the organisation or both). (Malcolm Martin and Patricia Jackson, 4th Edition. P110) There are certain subjects that should be covered during the induction; employees need to be informed of the organisations products, services, markets and values, terms and conditions of employment for example; pay, hours of work, holidays and sick pay and pension schemes.During the induction employees will be made aware of the physical layout of the organisation along with their rules and procedures, they will also be told of the background and structure. These subjects will put across using different training methods. On the job training will include: * Demonstration/ Instruction- This is showing the trainee how to do the job. * Coaching- This is a more intense method of training that involves a close working relationship between an experienced employee and trainee. Job rotations- This is where the trainee is given several jobs in succession, to gain experience of a wide range of activities (eg. A graduate management trainee might spend periods in several different departments). * Projects- Employees join a project team- This gives them exposure to other parts of the business and allows them to take part in new activities. Advantages of on the job training are that it’s most cost effective as there are no external training courses to pay for and employees don’t need to be given a day release to attend them.It also means new employees are training alongside real colleagues so get an actual feel for how their working day will run. There are disadvantages however to on the job training; employees may pick up bad habits from those who have been with the company for a long time there is also the potential for disruption to production. The learning environment might not be conductive when carrying out on the job training. Off the job training will include: * Distant learning * D ay release * Self-study * Block release course- This may involve several weeks at college.Advantages of off the job training are that a wider range of skills and qualifications can be obtained, employees can learn from outside specialists and experts. It could also mean that employees can be more confident when starting the job. Disadvantages are that it is more experience; companies may need to pay for not only the training course but also for transport and accommodation depending on the location. It could mean lost working time and potential output; once they start the job they may need some further induction training. A big disadvantage to external training courses is the timescales in which they are done.You may book an employee onto a course but will have to wait a couple of weeks for them to attend; this will prevent them from their starting their role. People who will take part in an induction would usually be managers, HR professionals and any trainers depending on the posit ion. Inductions don’t need to be a very formal process but it needs to be properly managed. ACAS run practical training courses to equip managers and HR professionals with the necessary skills to deal with employment relation issues and to create a more productive work place environments.

Decision Tree Analysis On Decision Trees - 1277 Words

Decision Tree Analysis A decision tree is a widespread technique of designing and envisaging predictive patterns and systems. It is a tree-structured design of a set of aspects to test in direction to expect the output. Decision trees are effective and accepted implements for prediction and classification. The value of decision trees is because of the reality that, in compare to neural networks, it signifies rules. Rules can quickly be articulated so that individuals can comprehend them or even directly use up in a database retrieve language as structured query language (SQL) so that keep information falling into a certain sort may be accessed. Decision tree technique is mostly used for data classification, and it differed into 2 phases; the tree pruning and the tree structure. The training data to create a test function, conferring to various classification centered on decision tree classification process in contrast with another, it is a faster, more straightforward and easy to comprehend classification systems, simply transformed into database uncertainties benefits, and particularly in problem matters of high dimension can be incredibly decent classification outcomes. The decision tree is a classification paradigm, applied to remaining data. If we apply it to special data, for which the class is unidentified, we also get a prognostication of the class. The hypothesis is that the special data originates from the analogous dissemination as the data we get through to createShow MoreRelatedDescriptive Essay On Lasagne2038 Words   |  9 Pages \chapter{Multivariate Analysis For Particle Identification} Multivariate data analysis and machine learning become a useful tool in high-energy physics. 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