Adolescence and Emerging Adulthood-Free-Samples for Students

Emerging adulthood has been reckoned as a phase in an individual’s life spanning from age 18 to 25 years that falls within the period encompassing late adolescence and early adulthood.   It has been designated as the age of identity exploration characterized by vital attributes such as instability, self-focus, sense of plethora of possibilities for the future alongside feeling in between adolescence and adulthood. This proposed distinctive stage has been found to vary significantly between developed and developing nations (Arnett, 2014). The normative social in addition to the psychological conditions are depicted by virtue of this stage that may be further equated and corroborated with the Erikson’s psychosocial theory of development which aims to emphasize on personality build up from childhood to adulthood through consideration of the external factors, society and parents (Syed, 2015). As per Erikson’s theory, a person’s life cycle is divisible into e ight interrelated stages that a person must pass through during his or her lifetime. The age group for emerging adulthood may be related to the young adulthood phase as described by Erikson. In this age group of young adulthood, people tend to seek companionship and love whereby psychological strengths rest on these virtues primarily. A crisis for intimacy over isolation often engulfs this vulnerable group. They are on the lookout for satisfying relationships and deep intimacy at this phase and in case of non-conformance to such ambitions, isolation might occur. Associations and bonding tend to be stronger with the marital partner and friends through nurturing (Dunkel & Harbke, 2017). Thus, it may be said that emerging adulthood and Erikson’s stage of young adult is essentially interrelated. Arnett, J. J. (2014).  Adolescence and emerging adulthood. Boston, MA: Pearson. Dunkel, C. S., & Harbke, C. (2017). A review of measures of Erikson’s stages of psychosocial development: Evidence for a general factor.  Journal of Adult Development,  24(1), 58-76. Syed, M. (2015). Emerging adulthood: Developmental stage, theory, or nonsense.  The Oxford handbook of emerging adulthood, 11-25.

Introduction; Vision, Mission, and Stakeholders Case Study

Introduction; Vision, Mission, and Stakeholders - Case Study Example A few years later Shultz bought the founders out and in 1992, Starbucks had grown to 150 stores across the Northwest and Midwest. Shultz took the company public raising over 25 million dollars. Starbucks' success was built on two things - the store experience (Starbucks' image) and the quality f its product. It really is a better cup f coffee the first one is so sacred that on Starbucks employees initiative the chain even prohibited smoking in its stores in Vienna, where cigarettes and coffee are inseparable, because Starbucks doesn't want anything to interfere with the seductive scent f fresh-brewed espresso. That's why top-management f Starbucks deeply believed that employees make the store that they work in. A Starbucks employee needed to be very knowledgeable, communicative, and helpful to the customers. Customers need to know the difference in the new roasted coffee Starbucks will offer. Well-educated employees will surely handle this requirement. Starbucks need to use powerful cultural motivations to drive the identification f opportunities. (Rae 2006) In Starbucks all employees are called "partners," signaling a level f responsibility maintained by few companies with sales in the billions f dollars. Anyone who has an idea uses a one-page form to pass it to the senior executive team--and gets a response. When the company pursues an idea, its author, regardless f tenure or title, is typically invited to join the launch team as a full-time member. New-style marketing organizations, by contrast, hire marketers not for jobs but for two broad kinds f roles: those f integrators and specialists. If communications are to be used effectively then there is a need to communicate aspects f the direction in which the organization intends moving and how it intends to achieve this. In other words, the business philosophy and its aims and objectives, often expressed formally through mission and vision statements, need to be communicated to particular audiences in a way that is synchronized and co-ordinated with the organization's other communication activities. In case f Starbucks mission sounds like this: "Establish Starbucks as the premier purveyor f the finest coffee in the world while maintaining our uncompromising principles as we grow". The development f the mission statement was the start f the company's marketing management initiative. Starbucks overall objective in the eye's f the leaders was defined. This mission does not want to jeopardize the quality, ambiance, or service due to expansion into a global marketplace. Besides writing a mission, Starbucks has outlined their guiding principles, which they follow in their business: 1. Provide a great work environment and treat each other with respect and dignity; 2. Embrace diversity as an essential component in the way we do business; 3. Apply the highest standards f excellence to the purchasing, roasting, and fresh delivery f our coffee; 4. Develop enthusiastically satisfied customers all f the time; 5. Contribute positively to our communities and our environment; 6. Recognize that profitability is essential to our future success. Starbucks chose the second one (Product Concept) and their success over the past 25 years has a lot to do with the quality f the product, which has attracted a loyal and growing following among consumers.

HR assignment for BP Essay Example | Topics and Well Written Essays - 250 words - 1

HR assignment for BP - Essay Example They are a very core part of the human resource management of any big company. Still under line managers, there are front-line managers who act as teams leaders and supervisors and report to the line mangers they work under. Having line managers makes the overall management function of a company simple and well coordinated (Gomez-Mejia and Robert, 2008). IT training has become an indispensable part of managing a big business with ease. It involves imparting computing skills to employees who run the virtual functions of a business. Today’s big businesses have immensely reduced paper-works and resorted to having very secure databases, and networked computer system which make global outreach not much of a hustle. In this front, BP conducts IT training on regular basis to ensure that the IT systems run effectively and are secure from hacking and other cyber-threats (Han et al, 2006). No business competes favorably today without integrating IT in their core operations. Training must be carried out from time to time in order to conform to the dynamicity of the computer world. At the end of such training, assessments need to be conducted to check if it was done in a manner that meets the prescribed standards (Proctor, 2011). Line managers and IT training are thus two different sections of a business, but that doesn’t rule out the fact they work harmoniously in order to achieve the goals of a company. They both are very important and must be run efficiently and