Saturday, May 23, 2020

Trenton, Jersey, Nj Nightlife Best Restaurants Bars

Top Rated Trenton, NJ Nightlife: Best Restaurants Bars Meta Description: Trenton, New Jersey has great restaurants, bars, and other nightlife to choose from. Meta Keywords: Trenton bars, Trenton restaurants, Restaurants in Trenton, Bars in Trenton Trenton, New Jersey Knows How to Show Locals and Tourists a Good Time Trenton, New Jersey may not be the first place you think of when you think nightlife capital of the East Coast. It may not be, that is, unless you live there or have ever traveled through. Trenton has a surprisingly well developed restaurant and bar scene. This town, just shy of one hundred thousand residents, is the state capital so you know it will have nightlife developed beyond what its population would suggest. Restaurants Blame it on the state government; blame it on the administrators at Thomas Edison University. Whomever you choose to blame it on doesn’t matter, the fact that Trenton has a disproportionate number of great eateries, steak houses, and fine dining establishments benefits everyone who lives and works in the state capital regardless of who’s fault it is. Who knows? Considering how many of Trenton’s best restaurants serve Italian, maybe it has nothing to do with the University or the Capital. Regardless, locals and visitors have everything to be thankful for when sampling these great restaurants. Oliver A Bistro http://www.oliverabistro.com/ Consistently ranked among New Jersey’s top fifty restaurants, Oliver A Bistro, offers

Tuesday, May 12, 2020

The Treaty Of Guadalupe Hidalgo Essay - 2270 Words

1. Treaty of Guadalupe Hidalgo †¢ The treaty of Guadalupe Hidalgo was the treaty that end the U.S-Mexico War in 1836. The war began due to the annexation of Texas by the United States which angered Mexico because they believed Texas belong to them. The Treaty gave the United States Texas for free and they paid for $15 million dollars for the rest of the South West territory. The treaty promised Mexicans living in the newly add territory full U.S citizenship, permission to keep their land, and practice their culture. Due to this treaty, the Mexican American identity was born. Legally the treaty stated Mexican American were consider white. However, in practice Mexican American were treated inferior and promises made by the treaty were broken by the United States. Since those promises were broken Mexican American followed a path where they were oppressed. 2. La Malinche/Malintzin †¢ La Malinche was an indigenous woman who serves as a translation for the Spanish Explorers. She was Nahuatl Indian sold to the Mayas in the Cuyacan Peninsula who learned to speak the Mayan language. She as one of the translators for Hernan Cortez during his conquest of the indigenous people of Mexico where learned to speak Spanish as well. She was Cortez’s concubine and was raped where she bears the 1st mestizo. She was a trader and blamed for destruction of the Mexica by her people. As discussed on the online lecture her role in history is view different depending an individual’s view of herShow MoreRelatedThe Treaty Of Guadalupe Hidalgo1654 Words   |  7 Pagescity is captured February 2nd, 1848: Treaty of Guadalupe Hidalgo is signed February 1848: Mexican territories ceded Signed on February 2, 1848, in Guadalupe Hidalgo, a city north of the capital. The Treaty of Guadalupe Hidalgo was signed by the U.S. and Mexico. The United States appointed Nicholas P. Trist, a citizen of the United States and the Mexican Republic has appointed Don Luis Gonzaga Cuevas, Don Bernardo Couto, and Don Miguel Atristain. This Treaty, brought to an end the Mexican AmericanRead MoreTreaty of Guadalupe Hidalgo5187 Words   |  21 PagesRESISTANCE TO THE BROKEN PROMISES OF THE TREATY OF GUADALUPE HIDALGO Katie Menante Anderson INTRODUCTION Human beings, no matter what race or ethnicity or place or time, will not tolerate injustice forever. Webster’s defines injustice as a â€Å"violation of the right or of the rights of another† (Merriam-Webster, 1990). The history of the United States is filled with such violations. From the early challenges to religious freedom in Massachusetts to the broken treaties and systematic removal of NativeRead MoreThe Treaty Of Guadalupe Hidalgo Essay1672 Words   |  7 PagesThe Treaty of Guadalupe Hidalgo, signed in 1848, officially ended the war between Mexico and the United States. Even though it happened over 168 years ago, its legacy persists, because the treaty redefined the border and the border region. Under the terms of the treaty, Mexicans who suddenly found themselves living in the United States choose either Mexican citizenship, in which case they would have to relocate south of the new border, or to stay where they were and become citizens of the UnitedRea d MoreThe Treaty Of The Guadalupe Hidalgo Treaty1009 Words   |  5 PagesThe ratification of the Guadalupe hidalgo treaty (1848) led to an enormous increase of land for United States. Previous disputes that included the desire to annex Texas into Mexico was ultimately resolved through the passing of the Guadalupe Hidalgo Treaty of 1848. Remuneration was requested from the republic of Mexico which was granted by the U.S. This movement allowed and officially surrendered the land bounded by California and the Rio Grande river. Although Texas had been annexed in 1845 toRead MoreEssay about The Treaty of Guadalupe Hidalgo1484 Words   |  6 PagesThe Treaty of Guadalupe Hidalgo The Treaty of Guadalupe Hidalgo in 1948 would have lasting negative effects on Mexican Americans. The Treaty was signed after America had won the Mexican American war. America gained possession of the southwest states that had been part of Mexico for the price of around eighteen million dollars. In Article IX of the Treaty, it states that the Mexicans shall be maintained and protected in the free enjoyment of their liberty and property, and secured in theRead MoreAftermath of the Mexican War and the â€Å"Peace† Treaty of Guadalupe-Hidalgo1218 Words   |  5 Pagesdisastrous. When the treaty ending the war was signed, there were perhaps eighty thousand Mexican residents in the former Mexican territories that became the Southwestern United States. In the years that followed the war they suffered a massive loss of land and political influence. In early 1848, following the United States capture and occupation of Mexico City, negotiations drew up a preliminary draft of the treaty. After revision by the Senate, the Treaty of Guadalupe Hidalgo, signed in the VillaRead MoreThe Treaty of Guadalupe Hidalgo. The treaty that ended the Mexican-American War in 1848.2104 Words   |  9 PagesThe Treaty of Guadalupe Hidalgo, which came into effect on 2 February 1848, ended the Mexican-American war and formally resolved territorial disputes resulting from that conflict. The treaty required the U.S. government to pay the Mexican government $15 million dollars, this in return for an expanse of territory that later became the states of Arizona, New Mexico, and parts of Utah, Nevada, and Colorado. I intend to argue that the treaty benefitted the people who inhabited, and later came to inhabitRead MoreA Piece of History to Young Readers, The Treaty of Guadalupe Hidalgo: A Legacy of Conflict by Richard Griswold del Castillo1575 Words   |  6 PagesGriswold Del Castillo, Richard. The Treaty of Guadalupe Hidalgo: A Legacy of Conflict. Norman: University of Oklahoma Press, 1990. Richard Griswold del Castillo was born on October 26, 1942 in Los Angeles, California. His parents are Mr. Stanley and Mrs. Marie who made him who he is now. He is married to Maryann Girard and has two sons, who are named Charles and Ariel. Castillo also went to the University of California and a couple other universities besides California. He was a professorRead MoreThe Determination Of The Rio Grande1377 Words   |  6 Pagesdestined to expand west to the pacific ocean, so the united states expand into mexico, but mexico wanted to keep the land that they already had, so this sparked the Mexican war between Mexico and the united states. The war was ended by the treaty of Guadalupe Hidalgo, but it also placed the Rio Grande as the border between Texas and Mexico. Border control of the Rio grande was very important. Mexico could try to invade Texas again, so Texas put the Texas rangers on border control of the Rio Grande.Read MoreRelationship Between Mexico And Mexico1425 Words   |  6 Pagessignificant tensions that began in the 19th century with the Mexican War that ended with the Treaty of Guadalupe Hidalgo. The Treaty of Guadalupe Hidalgo played a significant role in establishing the border between the United States and Mexico, property and civil rights for Mexican nationals, border patrol, and labor disputes that still influence the United States today. The signing of the Treaty of Guadalupe Hidalgo not only ended the Mexican War, but also was also vital in influencing the history of

Wednesday, May 6, 2020

The Beach Free Essays

Amanda Matya The Beach The bright sun emerges up over the water, like a giant lollipop coming out over the horizon. The sky fills with its fierce pink and orange glow. A strong gust of wind blows past me, warms my face and the fresh scent of the salty ocean water makes its way through my nostrils as I take a deep breath taking it all in. We will write a custom essay sample on The Beach or any similar topic only for you Order Now The warmth of the sun covers my whole body like a blanket. You can hear the faint sounds of seagulls in the distance out searching for their morning breakfast. I can tell this day is already going to be beautiful. As I walk along the beach, the grainy sand sinks beneath my feet, in between my toes and then covering my toes with sand with every step. I can feel the half crushed seashells under my feet. As I get closer to the water the sand becomes a moist damper substance almost like walking on a wet sponge. The water is warm on my feet as the tide flows in a slow repetitive motion up and down the sea shell covered beach. The waves rippling against the shore remind me of a couple making love so passionately. This is my favorite place to be. Beach shop owners opening their shops and early morning joggers start to accumulate at the beginning of their day. Early morning boaters are spotted on the horizon. Some days you can even see cruise ships sailing past. Soon there will be happy little kids running around with their yellow and red pails and shovels. Making sandcastles and motes, running around chasing each other, with their sunscreen covered bodies, trying to catch fish and other sea animals. Parents under their big beach umbrellas catching the mid-day sun rays. There are groups of young kids playing volleyball, and guys playing catch. Everywhere there are lots of laughter and amusement. This is the place where I feel most free. It’s so peaceful to lie on the beach with a long beach towel, a sweet cool drink and a good romantic book, it is very easy to lose yourself into complete paradise. Have good laughs with friends and enjoy a beautiful amazing day on the beach. When on the beach for some reason gives you a feeling of being calm and relaxed. It is a beautiful equation where the water meets land. If I could spend every day on the beach I would. Only one word of advice remember to always wear sunscreen! How to cite The Beach, Papers

Saturday, May 2, 2020

International Human Resource Cultures and Management

Question: Discuss about the International Human Resource Cultures and Management. Answer: Introduction The purpose of the following paper is to make fruitful review of several critical theories and concepts regarding the aspect of organizational human resource management (HRM). More precisely, the present discourse is attempting to evaluate theoretical perceptions regarding four chief premises of organizational human resource management, which are organizational culture, employee training and development, international performance management and diversity management. Most significantly, in terms of drawing relevant evidences, the paper will consider the provided case study of the organization that manufactures and sells aircrafts. Henceforth, the aim of the paper is to review relevant literatures on organizational HRM and is to identify whether the organization in the case study is lacking in any of the above-mentioned premises of organizational HRM or not. In this context, it is required to mention that efficiency of the human resources or of the employees highly determine the success of a particular business organization. It is the responsibility of the human resource department of every business organization to control, monitor and manage performances of the employees (Vermeeren et al. 2014). In other words, it is to say that organizational HRM is a comprehensive approach towards the people or employee management. Therefore, understandably it is the accountability of the HRM department of every organization to focus on organizational culture, diversity and performance management through making continuous performance development. Diversity management and culture According to Nica (2013), in the theoretical premise of organizational HRM, diversity management is a comparatively new approach. However, the phrase organizational diversity fundamentally refers to the differences, which exists between individuals in an organization. Therefore, diversity management is supposed to be a strategic management that is utilized in order to enable best practices for creating a diverse as well as inclusive workplace. It has been identified that according to the Institutional Theory of the diversity management, for determining structure of an organization it is essential to give importance to the social environment found within the organization (Wei et al. 2014). Furthermore, the theory underpins that an organizations legislations, regulations, professional and social norms are some of the chief limiting factors for the behaviours of the employees in an enterprise. On the other hand, the resource based theoretical concept of diversity management prioritize the fact that implementation of diversity in the workplace strongly affects the resources of an organization. Furthermore, the theory denotes that four main resources, which determine organizational success, are physical, financial, human and corporate capital (Shafritz et al. 2015). The distinct theoretical perspective believes that organizations with stable diversity acquire relatively more business advantages than those enterprises, which do not implement diversity within their work culture. Alongside, it should be denoted that racial diversity in organizations successfully increases the financial productivity of the organizations. Specifically, racial diversity within workplace works best when an organization utilizes an innovation strategy. However, in this respect, it is significant to elaborate that success of diversity management or maintaining diversity within the work place is highly dependent upon individual organizational culture. According to Clegg et al. (2015), organizational culture means a combination of assumptions, philosophies, values, attitude, expectation and norms, which is shared among the human resources of an organization. On the other hand, as per Burke (2013), organizational culture should be defined as a human intervention that produces solidarity, inspired commitment as well as productivity. However, possibly the most well-considered definition of organizational culture says that organizational culture is a particular system that consists shared values as well as beliefs, which are interacted within structure, work force and control system of an organization (Fay et al. 2015). In this context, it is required to imply that the need of sharing values among organizational structure, control system and the people of a company is to create convenient behavioural norms. Therefore, considering varied definitions of organizational culture, it can be said that diversity management should be integrated within organizational culture as per the reason that organisational culture aims to accomplish organizational goals. Henceforth, it can be said that diversity management relies upon the premise of organizational culture. Most significantly, organizational culture is considered as a system that is supposed to prioritize both the ideas of an organization and the fundamental socio-cultural aspects (Yahya and Tan 2015). If an organizations culture does not support the idea of maintaining a diverse work culture then it is a possibility that the employees and management of that organization would suffer from discriminations in the racial, religious, age or disability ground (Tzabbar et al. 2017). However, considering the provided case study, it is unfortunate to denote that the concerned organization No Name is suffering from weak and disappointing organizational culture as well as a poor diversity management. The organization is a strong evident that indicates what exactly can happen if an organization does not follow an appropriate organizational culture and workforce diversity. More precisely, from the case study, it is understandable that the human resource department of the organization is taking no responsibility for maintaining workplace diversity. The case study is indicative of the fact that the organization does not prefer to recruit people who have physical disabilities and at the same time, there is found high intolerance among the employees and the management with working with those who belong to different culture and generations. Therefore, it can be said that there is age as well as disability discrimination within the organization. On the other hand, after ha ving a coherent understanding about the organizational culture and diversity management from the initial discourse, it can be said that the organization of the case study does not address any of the theoretical definitions of the organizational diversity. It is because of the reason that there is no adequate communication and coordination among the employees of the organization. The fundamental principle of the organizational culture says that organizational culture is responsible for sharing the organizational values among the internal stakeholders. The case study company, on the contrary indicates that employees are lacking productive quality and integration. Therefore, it is easy to indicate that no proper organizational culture and diversity management are harming the profit margin as well as reputation of the No Name enterprise. International performance management The concept behind the phrase international performance management says that it is a particular process that through which an organization can evaluate as well as can improvise the corporate performances in order to achieve pre-set organizational goals. Fundamentally, performance management is a relative organizational term that is indicative of a particular procedure that is employed for obtaining better results from teams and individuals within an organization (Kirton and Greene 2015). Therefore, performance management on international level means managing employee, management and team performances of an organization that has operates in an international level and has international subsidiaries. In the words of Wondrak and Segert (2015), performance management is the name of a particular development of working individuals with commitment as well as competence for accomplishing organizational objectives. Nevertheless, it has been identified that performance management or international performance management is a fundamental concept in the premise of the human resource management (Akron et al. 2016). However, it is to denote in this context that the concept of performance management is various times mistaken as the concept of performance appraisal. It is to clarify in this respect that performance appraisal is a part or powerful tool of performance management. The grandeur of the objectives of performance management becomes bigger when an organization becomes international. Nonetheless, it has been found out that the elements of an appropriate performance management system includes setting the objectives, measuring performances, feedback acquisition regarding performance result, reward or performance appraisals based on performances outcomes and objective amendment (Buckingham and Goodall 2015). However, as per Kang and Shen (2017), in the entire cycle of performance management, there is an important role of individual employees. According to the goal setting theory, superior performance by an employee is possible when the employee sets individual goals aligning with his/her organizational objectives. The theory suggests that organizational performance can be improved when employees would work with enough motivation. Therefore, it is to say that achievement of personal goal is the way through which employees stay motivated. On the other hand, based on DeNisi and Smith (2014), the expectancy theory by Victor Vroom interprets the apt percept of performance management. More precisely, performance management and international performance management works fruitfully when employees behaviour is adjusted according to expected level of satisfaction of the valued goals. Therefore, it can be said that in international performance management system, employees performance should be valu ed or evaluated according to the anticipated performance concerning organizational objectives (Tzabbar et al. 2017). If an organization would not consider the importance of giving performance appraisals to the employees, it is a possibility that the organization would lose employee morale, which will directly affect their productivity. In terms of evidence, the case study of the company No Name can be considered. According to the case study and the initial discourse above, the concerned organization is suffering from an unstable organizational culture along with disappointing level of workplace diversity management. Most significantly, it has been identified that instead of being an international organization, No Name does not possess any particular policy for performance management on international level. At the same time, it is shocking to see that performance reviews are only conducted in the head office and not in the subsidiaries. Furthermore, without making any consultation with the management and employees of the subsidiaries, the organization throws instructions on the subsidiaries. Therefore, considering the basic principles and system of performance management, it can be interpreted that the organization does nothing to motivate its employees. Thus, the current condition of the organization, which indicates that the organization is losing brand loyalty and brand image as well faith of most of their investors and it is directly declining the profit rate of the enterprise. Therefore, from the case study, a vivid anticipation about what can exactly occur when there is no policy and proper structure for international performance management in an organization. Training and development In the context of organizational human resource management, it is to say that management of human resource means managing the workforce in order to accomplish organizational goals (Dusterhoff et al. 2014). Therefore, it can be easily said that for achieving organizational objectives, human resource management department of an organization needs to provide adequate training for improvising employee productivity. The chief need to provide employee training is to make up the exiting flaws among the staffs, so that an organization does not need to encounter any predicament in the future. The principle concept of employee training and development indicates the system of imparting of distinct skills or abilities and knowledge to the working employees (Fletcher et al. 2016). On the other hand, a relatively former definition of employee training and development says that training and development is an attempt for improving current or future performance of the employees through the way of inc reasing employees credibility to perform by learning. Moreover, it has been identified that the necessity for training and development in a business enterprise is generally determined when certain deficiencies are recognized in employee performances (Bhatia and Kaur2014). It should be considered in this respect that one of the principle factors that escalates the need of employee training and development is assessment of skill gaps. It has been understood that analysis of skill gap is fundamentally integrated in the formal system of training and development. In order to acquire high-impact employee development and training, an organization requires four distinct steps, which are supposed to be identification of business impact, analysis of skill gap, layer employee training and finally evaluate the effectiveness of the training (Sung and Choi 2014). Henceforth, it seems that fruitful advancement of employee development is determined by two primary aspects, which are layer training and evaluate effectiveness. It is to mention in this respect that training and development do not only applied for improvising and increasing employee productivity but also for cultivating and maintaining appropriate team spirit as well as organizational culture (Jehanzeb an d Bashir 2013). Therefore, it can be interpreted that an apt organizational culture along with high level team spirit, workforce diversity and performance management and training and development all these premises are interrelated with each other under the shed of organizational HRM (Sung and Choi 2014). However, considering the above brief evaluation and the earlier analysis of the present condition of the considered organization, it can be anticipated that as per the reason the organization does not prioritize the need of international performance appraisals, it possibly does not hold any policy for training and development. The anticipation accompanies the case study, which says that there are actually no opportunities for training available for employees. At the same time, it seems that the HR management department does not consider individual need for training and it is shocking that the organization does not share any information about career prospects with the employees. It is therefore understandable that the organization is only showcasing that their performance is determined by training and development though in reality there is nothing as such. Conclusion From the above discourse, it can be deduced that the aspect of organization human resource management is integrated by four key aspects, which are organizational culture, diversity management, international performance management and training and development. The above discussion indicates that while diversity management is a part of organizational culture and works in favour for the organizational profit, international performance management could not be accomplished without performance appraisals, training and development. Along with making in depth reviews of significant concepts and theoretical approach related to organizational HRM, the paper has highlighted that the organization of the case study is failing in each of the above mentioned premises of HR management. According to the paper, the organization of the case study does not have any proper and particular organizational culture. At the same time, the enterprise does not consider mitigating its issues of gender, age and di sability discrimination. Most significantly, there is no particular policy and system for employee performance management and employee of the enterprise does not get the chance to have performance appraisals. Further, there is no facility of training and development too. Therefore, consider the above-mentioned issues, it can be suggested that the organization immediately needs to change its HR management department. It would be most helpful if new groups of experienced HR managers and subordinates could be recruited and distributed on each of the subsidiaries. On the other hand, in order to remove discrimination in the workplace as well in the recruitment process, the authority needs to establish separate teams of managers whose responsibility will be only to monitor whether the workforce diversity is being maintained or not (Buckingham and Goodall 2015). Most significantly, the authority should immediately organize meetings in each of its subsidiaries along with in its head office to assess employee deficiencies. Thereafter, it would be essential to provide adequate training to the employees and thereafter to take individual feedbacks from them. Therefore, above all the organization should reconstruct its working and human resource management cultur e. References Akron, S., Akron, S., Feinblit, O., Feinblit, O., Hareli, S., Hareli, S., Tzafrir, S.S. and Tzafrir, S.S., 2016. Employment arrangements diversity and work group performance.Team Performance Management,22(5/6), pp.310-330. Bhatia, A. and Kaur, L., 2014. Global Training Development trends Practices: An Overview.International Journal of Emerging Research in Management Technology ISSN: 2278,9359(3), p.8. Buckingham, M. and Goodall, A., 2015. Reinventing performance management.Harvard Business Review,93(4), pp.40-50. Burke, W.W., 2013.Organization change: Theory and practice. Sage Publications. Clegg, S.R., Kornberger, M. and Pitsis, T., 2015.Managing and organizations: An introduction to theory and practice. Sage. DeNisi, A. and Smith, C.E., 2014. Performance appraisal, performance management, and firm-level performance: a review, a proposed model, and new directions for future research.Academy of Management Annals,8(1), pp.127-179. Dusterhoff, C., Cunningham, J.B. and MacGregor, J.N., 2014. The effects of performance rating, leadermember exchange, perceived utility, and organizational justice on performance appraisal satisfaction: Applying a moral judgment perspective.Journal of Business Ethics,119(2), pp.265-273. Fay, D., Shipton, H., West, M.A. and Patterson, M., 2015. Teamwork and organizational innovation: The moderating role of the HRM context.Creativity and Innovation Management,24(2), pp.261-277. Fletcher, L., Alfes, K. and Robinson, D., 2016. The relationship between perceived training and development and employee retention: the mediating role of work attitudes.The International Journal of Human Resource Management, pp.1-28. Jehanzeb, K. and Bashir, N.A., 2013. Training and development program and its benefits to employee and organization: A conceptual study.Training and Development,5(2). Kang, H. and Shen, J., 2017. International Performance Appraisal Policies and Practices. InInternational Human Resource Management in South Korean Multinational Enterprises(pp. 113-140). Springer Singapore. Kirton, G. and Greene, A.M., 2015.The dynamics of managing diversity: A critical approach. Routledge. Nica, E., 2013. Organizational culture in the public sector.Economics, Management, and Financial Markets,8(2), pp.179-184. Shafritz, J.M., Ott, J.S. and Jang, Y.S., 2015.Classics of organization theory. Cengage Learning. Sung, S.Y. and Choi, J.N., 2014. Do organizations spend wisely on employees? Effects of training and development investments on learning and innovation in organizations.Journal of organizational behavior,35(3), pp.393-412. Tzabbar, D., Tzafrir, S. and Baruch, Y., 2017. A bridge over troubled water: Replication, integration and extension of the relationship between HRM practices and organizational performance using moderating meta-analysis.Human Resource Management Review,27(1), pp.134-148. Vermeeren, B., Kuipers, B. and Steijn, B., 2014. Does leadership style make a difference? Linking HRM, job satisfaction, and organizational performance.Review of Public Personnel Administration,34(2), pp.174-195. Wei, Y.S., Samiee, S. and Lee, R.P., 2014. The influence of organic organizational cultures, market responsiveness, and product strategy on firm performance in an emerging market.Journal of the Academy of Marketing Science,42(1), pp.49-70. Wondrak, M. and Segert, A., 2015. Using the Diversity Impact Navigator to move from interventions towards diversity management strategies.Journal of Intellectual Capital,16(1), pp.239-254. Yahya, K.K. and Tan, F.Y., 2015. Enhancing Career Commitment: The Influence of Human Resource Management Practices.International Journal of Business and Society,16(2), p.237.

Monday, March 23, 2020

12 Experts Predict What The Most Successful Marketers Will Do In 2018

12 Experts Predict What The Most Successful Marketers Will Do In 2018 What will the most successful marketers do in 2018? It’s a simple question. And I wanted the answers from some of my super smart friends in the marketing industry to help my  team at be as successful as possible in 2018. My thought here was to use these predictions as potential future project ideas: Which of these predictions offer the biggest 10x growth opportunities? Are there things we’re already doing that we may need to improve or double down on? How may we optimize our strategy + processes to capitalize on new opportunities? Learning from others’ success is often a great way to become successful yourself. So†¦ †¦in the same breath†¦ I knew you  would likely learn a lot from these 2018 marketing predictions, too. I also thought you’d enjoy learning from my *informal* marketing mentors. What Are The Most Successful Marketers Doing? Download the 2018 State of Marketing Strategy Report to learn the strongest predictors of success with goals, strategy, process, and more. When you do, you’ll learn the benchmarks that set successful marketing teams apart from the rest. So get it now! Alright, though†¦ let’s hear what our experts predict for marketing success in 2018, shall we? ;) Adapt Quickly†¦ Agile #FTW Julia McCoy, CEO Of Express Writers, Instructor At contentstrategycourses.com Adapt.  This is the keyword to successful marketing in 2018. As we end 2017, we've seen incredibly major  changes happen to leading social platforms. Facebook Stories merging with Instagram Stories. Snapchat planning on a redesign after confirmation less people are using their platform. Twitter doubling their allowed character and word count per tweet. LinkedIn featuring trends that look very similar to Twitter trends. The demand for video, especially Facebook live streaming, will continue to grow. Along with adapting to (and knowing the trends), it's also vitally important to know what your users want. For example, in today's noisy social platform world where Facebook autoplays videos, some users seek the basics of beautiful imagery and a well-written story- and mute all videos. Don't overlook what your people want. It could be the basics. So, adapt with them in mind, at all times. With these keys in mind, you're in for a successful, exciting ride with your marketing in 2018. Julia McCoy is the founder of Express Writers, serial content marketer, and best-selling author. Don't overlook what your people want.Optimize Old Content To Increase Your Results With Less Effort Andy Crestodina, Co-Founder And Strategic Director Of Orbit Media Studios Update old content. The most successful marketers will go back and find big value in that deep well of past articles. Older articles often have authority and links. They'd benefit from a rewrite and better relevance. Older articles often convert a good percentage of visitors into subscribers. They'd benefit from a new stream of traffic. Older articles are often easy to rewrite. They're faster to update than writing a new piece. The pros have already figured this out. In fact most marketers have. According to some recent research, 55% of bloggers update old content. They do it for better rankings and more traffic in less time. Maybe you don't need 1000 articles. Maybe you need 100 great articles. Andy Crestodina is a co-founder and the Strategic Director of Orbit Media, an award-winning 38-person web design company in Chicago. Did you know 55% of bloggers update old content?Embrace New + Repurpose Old + Measure Everything Gini Dietrich, CEO of Arment Dietrich And Founder And Author Of Spin Sucks In 2018, the most successful marketers will do three things (I know you asked for only one, but I'm cheating!): Begin to adopt artificial intelligence, chatbots, and/or virtual reality. Optimize their work by repurposing content. Consistently measure their work and tweak and improve as they go. Though many successful marketers have already adopted some of the new technologies, 2018 brings an opportunity to enhance the work they're already doing–and do more. For number two, it's always astounding to me how many marketers (most) don't repurpose any content. They create something once and let it live in a silo. The most successful marketers do not do that. For everything you publish, there should be at least five ancillary pieces you can create. Optimize the heck out of your creations. And then measure your work. Because I am a communications pro, I focus on PR metrics, but the things I push my team, our clients, and our community on are metrics every successful marketer uses. Study them, learn them, implement them. You will be considered a successful marketer by 2019 if you do. Gini Dietrich is the founder and CEO of Arment Dietrich, a Chicago-based integrated marketing communications firm. She is the lead blogger at the PR and marketing blog, Spin Sucks, is co-author of Marketing In the Round, and is co-host of Inside PR, a weekly podcast about communications and social media. Your winning content formula: Embrace New + Repurpose Old + Measure Everything.Spend 80% Of Your Time Scaling, 20% Testing Sujan Patel, Co-Founder Of WebProfits Your approach to marketing shouldn't change in 2018. It should always be 70-80% focusing on scaling and optimizing proven channels and 20-30% on testing new channels. New technologies have made AR mainstream on mobile devices, and new media such as voice search on Amazon Echo, Google Home, and Siri are going to make 2018 an interesting year. With the saturation and increasing competition for internet business, there’s one area where companies can’t afford not  to spend on in 2018: Branding. Your brand/voice and the customers’ perspective of you will play a larger part of the purchase decision. Sujan Patel is a data-driven marketer and entrepreneur. He is a high energy individual fueled by his passion to help people and solve problems. Sujan is the co-founder of WebProfits US, a growth marketing agency software companies, Narrow.io   Mailshake, tools to help marketers build their Twitter following and scale content marketing efforts. Spend 80% of your time scaling, 20% testing.Very Purposefully Stand Out From The Competition Ian Cleary,  CoFounder of OutreachPlus and Founder of RazorSocial Focus more on strategic content and invest more time in content promotion. Content marketing is very competitive, so to stand out, you need to build more strategic assets. These are not 500-word blog posts. They could be surveys that take you weeks to build, a useful software utility for your audience, a whole series of video content, a guide that contains better information than anything available on the internet, etc. When you produce these assets, you then need to invest time in outreach. That's building relationships in the short term to help with strategic content promotion in the long term. Ian Cleary is a CoFounder of OutreachPlus and the Founder of RazorSocial. He works with clients all around the world on with marketing consultancy and training programs focused primarily on content marketing and relationship building (e.g. influencer programs). Focus more on strategic content and invest more time in content promotion.Personalize Experiences With Marketing Automation Barry Feldman, Founder/Owner Of Feldman Creative I see great marketers separating themselves from the pack by gathering and using customer intelligence. It's become widely understood customers want more personalized experiences. The marketers able to nurture the brand/buyer relationship with personalized interactions and experiences that cater to an individual's needs will win more customers and be better equipped to keep them and create brand advocates. Of course, the process of building intelligent profiles of your customers can be handled in a variety of ways. I consult with ShortStack  and their platform provides a great example. Their interactive content- contests, quizzes, and such- encourages prospects to not only engage, but to reveal their wants and needs. And now, there's a marketing automation element to the platform enabling the marketer to follow-up with more personalized communications. It's just one example, but it's a good one. Ask yourself, how can you learn more about your prospects and use the intelligence in your marketing? Barry Feldman, founder of Feldman Creative, is a prolific writer with 25 years of experience bringing his clients' online presence to the next level through copywriting and content marketing creation and consulting. He writes and educates clients on online marketing on The Point  and on many other sites across the web. How can you learn more about your prospects and use the intelligence in your marketing?Listen + Analyze + Plan + Personalize Joei Chan, Content Marketing Manager At Mention In 2018, the most successful marketers will be listening to, working with, and leveraging customers from acquisition to retention. The best marketers will be those who succeed in extracting and analyzing granular customer data and behavior to create personalized and targeted campaigns. This doesn't just mean surveying customers, but actually having a process to incorporating the feedback and making the customer's voice the starting point of your strategy. The feedback can be collected through NPS, CSAT, social media monitoring, behavioral analytics, chatbots, or with AI, etc. In the past customer feedback was usually an afterthought or 'just for reference.' In 2018, every marketing decision you take should be based on customer feedback or data. "We've listened to our customers, this is what's frustrating them, this is what they want, and this is what we're gonna do." Joei Chan  is the Content Marketing Manager at Mention  where she leads marketing campaigns and partnerships for demand generation. Four things successful marketers will do in 2018: Listen + Analyze + Plan + PersonalizeUse Behavioral Data To Tailor Content To The Customer Lifecycle Kim Courvoisier, Director Of Content Marketing And Social Media At Campaign Monitor 2017 has been a heck of a year on all fronts, and marketers need to fasten their seatbelts because 2018 is coming in hot! If 2017 was the year that as marketers we fought for and gained access to data (which many of us did!), then 2018 will be the year that we will use that data in unique ways to power massively relevant campaigns to our prospects and customers. It’s no longer enough to talk the talk about the right message to the right person at the right time. 2018’s most successful marketers must OWN the customer lifecycle and own it like they never have before. The marketing funnel is no longer a linear path to conversion and it won’t be enough to simply cherry pick a few pivotal touchpoints and expect to get results. To be a truly successful marketer in 2018 and beyond, marketers must use behavioral data and personalization to deliver on consumers expectations for messaging and offers that apply uniquely to them. One size fits no one in 2018 and marketers wi ll finally get a command on their data and begin to use it in incredible ways. See more email marketing and automation predictions for 2018 in Campaign Monitor’s 2018 Email Marketing Predictions. The future of email is lit! Kim Courvoisier is a seasoned digital marketing leader specializing in B2B and B2C content marketing, social media, email marketing, customer lifecycle marketing, and SEO. She builds and leads the inbound content strategy to drive lead generation and boost organic traffic, among much more, at Campaign Monitor. 2018’s most successful marketers must OWN the customer lifecycle and own it like they never have...Less â€Å"Marketing†, More Listening Adam Hutchinson, Head Of Marketing At Socedo It's time to strip out the jargon (or worse, sales speak) from our marketing messages, and we need to put human conversations front and center. With buyers bombarded by ads, emails, and cold calls, response rates continue to decline, but marketers are seeing drastic improvements by engaging in existing, meaningful conversations and talking to their audience as people, not just customers. For example, taking a look at some of the most successful B2B social media campaigns from 2017, we can see some common trends: highlighting actual people, leveraging relationships, and using simple, relatable language and imagery. Social is a great place to start, but this needs to be true across tactics, whether it's telling compelling stories in email campaigns or writing content that speaks to personal interests and concerns. It all starts with listening to the right conversations in the first place, and the most successful marketers will turn to social listening tools, intent data providers, and content analytics platforms to understand what the people in their audience care about most. Adam Hutchinson is the Head of Marketing at Socedo. Socedo helps B2B marketers discover, engage, and convert leads using real-time behavioral social data. It's time to strip out the jargon (or worse, sales speak) from our marketing messages.Sometimes, You Have To Pay To Play Chris Von Wilpert, Chief Content Sumo At Sumo Group If I channel the fortune-telling energy from Noah and answer related to content, I would say: â€Å"The most successful marketers in 2018 will use paid to promote their organic. There are so many great content creators out there today, the biggest shift will come from marketers who can master the skill of promoting their content profitably with paid traffic. The rest will die on the content pile of death.† Chris Von Wilpert is the Chief Content Sumo at Sumo Group  where he’s growing the Sumo.com blog from 100k/mo to 500k/mo unique website visitors. The most successful marketers in 2018 will use paid to promote their organic.Stand Out With Competition-Free Content Garrett Moon, CEO And Co-Founder Of , Author Of The 10x Marketing Formula The most successful marketers will create competition-free content that stands out. Content marketing isn’t living up to the hype. Instead of delivering upon its promises of extreme growth, we’ve plunged into the â€Å"trough of disillusionment.† Instead of creating â€Å"copycat† content- which is essentially copying and pasting examples from others- you need to embrace the 10x Marketing Formula. So what’s that? You need to ditch playing follow the leader and start thinking like scrappy startups. It’s results or die. And startups know this better than anyone. Instead of doing what’s safe and comfortable, startups embrace risk and innovation. They reward it. The 10x Marketing Formula is about finding the paths no one else has taken to differentiate yourself and ultimately grow your results 10 times over. The 10x Marketing Formula is about finding the paths no one else has taken to differentiate...4 Key Takeaways From Your 2018 Marketing Predictions First, let’s recap some of the broader 2018 marketing trends from these predictions†¦ ...in 2018, successful marketers will: Be agile, embrace new, and test:  There will (obviously) be new marketing trends that emerge in 2018. Instead of pushing all of your resources into these fads, test them, then embrace what works. Paying to promote your content may be part of this- as marketing enters the trough of disillusionment, your strategy needs to pivot. Scale what you know already works:  Just because new stuff will inevitably come doesn’t mean you should embrace it right away. What you’re already doing is likely already working†¦ so how can you scale it  to get even bigger results? This ties into optimizing old content  and repurposing it. Listen to their  audience, and measure their efforts:  To seriously understand what works while embracing the new (and continue doing what you know already works), you need to listen to your prospects and measure the return on existing marketing projects. This is huge. Successful marketers are 242% more likely to report conducting audience research  at least once per quarter. Personalize content across the customer life cycle:  It’s impossible to plan the funnel experience at a macro level. That said, every click, view, and action indicates a personal level of interest. Based upon that data, you can customize the experiences for specific people who are getting to know your business to strategically lead them closer to that point of purchase.The four things successful marketers will do in 2018 are ...^^^ If you remember the beginning of this article, I asked for this advice so I could use it at †¦ So†¦ What Is Planning For 2018? Well, I wouldn’t plan it if I didn’t predict it to be successful†¦ right? ;) So very soon, you’ll see the demand generation team here at (listed as prioritized): Personalize the content you receive based on your activity:  We’re already working on enhancing your experience with this blog and well beyond. Some of that includes testing new things, covering even more topics like change management, integrated marketing communications, pitching ideas to your team and boss, and a whole lot more. So look forward to it! Continue scaling what we know you love:  We’ll continue analyzing blog post success  and repeating home runs we know you’ll love. Part of that includes our historical optimization process where we update older content to seriously help you solve your biggest marketing challenges. In addition, I see more guides  in our future, more course  releases, and more webinars. Test new:  We have a couple more ideas for freemium tools that will complement the headline analyzer  and social message optimizer. *Insert shriek of excitement here.* An advanced marketing academy is on our radar. And†¦ of course†¦ we’ll publish that book we started  writing in 2017 that I predicted would happen  about a year ago (lol). And, of course, we’ll listen to you every step of the way. ;)

Friday, March 6, 2020

Sea Urchins and Sand Dollars Are the Round Echinoderms

Sea Urchins and Sand Dollars Are the Round Echinoderms Sea urchins and sand dollars (Echinoidea) are a group of echinoderms that are spiny, globe or disk-shaped animals. Sea urchins and sand dollars are found in all the worlds oceans. Like most other echinoderms, they are pentaradially symmetrical (the have five sides arranged around a central point). Characteristics Sea urchins range in size from as small as a couple of inches in diameter to over a foot in diameter. They have a mouth located on their upper part of their body (also known as the oral surface) although some sea urchins have a mouth located towards one end (if their body shape is irregular). Sea urchins have tube feet and move using a water vascular system. Their endoskeleton consists of calcium carbonate spicules or ossicles. In sea urchins, these ossicles are fused into plates that form a shell-like structure called a test. The test encloses the internal organs and provides support and protection. Sea urchins can sense touch, chemicals in the water, and light. They do not have eyes but their entire body seems to detect light in some manner. Sea urchins have a mouth that consists of five jaw-like parts (similar to the structure of brittle stars). But in sea urchins, the chewing structure is known as Aristotles lantern (so named for the description of Aristotles History of Animals). The teeth of sea urchins sharpen themselves as they  grind food. The Aristotles lantern encloses the mouth and the pharynx and empties into the esophagus which in turn connects to the small intestine and caecum. Reproduction Some species of sea urchins have long, sharp spines. These spines serve as protection from predators and can be painful if they puncture the skin. It has not been determined in all species whether the spines are venomous or not. Most sea urchins have spines that are about an inch long (give or take a bit). The spines are often rather blunt at the end although a few species have longer, sharper spines. Sea urchins have separate sexes (both male and female). It is difficult to distinguish between the sexes but males usually select different microhabitats. They are usually found in more exposed or higher locations than females, enabling them to disperse their spermatic fluid into the water and distribute it better. Females, in contrast, select more protected locations to forage and rest. Sea urchins have five gonads located on the underside of the test (although some species only have four gonads). They release gametes into the water and fertilization takes place in open water. Fertilized eggs develop into free-swimming embryos. A larva develops from the embryo. The larva develops test plates and descends to the seafloor where it completes its transformation into an adult form. Once in its adult form, the sea urchin continues to grow for several years until it reaches its mature size. Diet Sea urchins feed on algae for the most part although some species also feed occasionally on other invertebrates such as sponges, brittle stars, sea cucumbers, and mussels. Although they appear to be sessile (attached to the seafloor or substrate) they are capable of moving. They move over surfaces by way of their tube feet and spines. Sea urchins provide a food source for sea otters as well as wolf eels. Evolution Fossil sea urchins date back about 450 million years ago to the Ordovician period. Their closest living relatives are sea cucumbers. Sand dollars evolved much more recently than sea urchins, during the Tertiary, about 1.8 million years ago. Sand dollars have a flattened disk test, instead of the globe-shaped test sea urchins have. Classification Animals Invertebrates Echinoderms Sea Urchins and Sand Dollars Sea urchins and sand dollars are divided into the following basic groups: Perischoechinoidea - The members of this group were abundant during the Palaeozoic Era but today only a few members still survive. Most species of Perischoechinoidea became extinct during the Mesozoic Era.Echinoidea - The majority of living sea urchins belong to this group. Members of the Echinoidea first appeared during the Triassic Period.

Tuesday, February 18, 2020

The Benifits of Quality Early Childhood Education by using curriculum Thesis Proposal

The Benifits of Quality Early Childhood Education by using curriculum and literature - Thesis Proposal Example Last four decades witnessed an increasing attention directed to the education of children who are under five (Barnett & Boocock, 1998). With ongoing changes in family structures and lifestyles, the number of children who are cared for by someone other than a parent has steadily increased. On the basis of information provided by Barnett and Boocock, estimates suggest that almost 65 percent of mothers with preschool children are in the labor force. In 1995, 59 percent of all preschool-aged children within the US were in preschool care and education programs on a regular basis, including 67 percent of three-year-olds and 77 percent of four-year-olds (Hofferth, Shauman, Henke, & West, 1998). According to the study carried out by West, Denton, and Germino-Hausken (1998), US Department of Education (Doe) found that 80 percent of all children beginning kindergarten in the fall of 1998 had been in child care on a regular basis, and about half continued to be in child care before or after sch ool. Suggesting that, currently, the vast majority of children within the US spend much of their day away from their parents, with most attending a center-based preschool program prior to kindergarten. As reported by Yarosz and Barnett (2001), center-based preschool programs in 1999, were frequently attended by preschoolers throughout the US, with program participation at 70% at age four and 45% at age three. As described by Yarosz and Barnett, center-based programs are mostly labeled as child care, preschool, day care, and nursery school and are operated under a number of different auspices, including churches, independent non-profit, for-profits, public schools, and Head Start. According to West, Hausken, and Collins (1993), regardless of how preschool programs are described and labeled, most parents perceive such programs as educational. Further explained by Yarosz and Barnett, augmentation in parental education as well as income is directly related to an increase in the rate of enrollment and participation of children in preschool programs. The finding holds true with greater government support for programs targeting children in low-income families (example Title XX or Child Care Works). Additionally, as reported by Yarosz and Barnett, findings suggests that parents are less likely to enroll children under three in center-based programs, as parents tend to view infant and toddler care as less likely to influence later educational outcomes. Moreover, the implementation of preschool programs in public schools has recently increased. According to information provided by the National Center for Education Statistics (NCES)