Friendship in The Kite Runner by Khaled Hosseini Essay examples -- Kit

Friendship in The Kite Runner by Khaled Hosseini Theme: Real Friendships are more than a stubborn act; they are actions that surround your soul in order to uncover the truth that you're seeking in a friend. Friendship, as understood here, is a distinctively personal relationship that is grounded in a concern on the part of each friend for the welfare of the other, for the other's sake, and that involves some degree of intimacy. As such, friendship is undoubtedly central to our lives, in part because the special concern we have for our friends must have a place within a broader set of concerns, including moral concerns, and in part because our friends can help shape who we are as persons. Given this centrality, important questions arise concerning the justification of friendship and, in this context, whether it is permissible to ?trade up? when someone new comes along, as well as concerning the possibility of reconciling the demands of friendship with the demands of morality in cases in which the two seem to conflict. In the novel, The Kite Runner, Khaled Hosseini explores the struggles that Amir faces that confront him on the path to manhood testing friendship. One of the highlights of their friendship is their competition in the kite fighting competitions that mark the start of winter in Kabul. Amir is a master kite fighter, and Hassan is a mysterious "kite runner? able to retrieve the fallen kites and bring them home as trophies. Amir and Hassan do wonderful things together like they are brothers, but still Amir tries to test Hassan?s loyalty all the time and still is afraid of accepting being Hassan?s true friend. ?Never Mind that we taught each other to ride a bicycle with no hands, or to bui... ...want to stay for a longer period of time with someone. But does this mean that we want to be friends with each other? Testing your friend?s loyalty in order to see how faithful they are is a fine idea, but when you get carried away it can cause negative feelings and possibly a loss of friendship. A real friend is not only a speaking mouth, but also a helping hand, and sometimes even a shoulder that you can depend on. A real friendship must be tested by a long period, sometimes for ten or more years. And of course, friendship can be promoted onto a higher level, such as love. If you both have love for each other, you will make good friendship. Amir?s ideal true friend was staring at him in the face all the time but it took a while for him to realize that Hassan was the one. Works Cited: Hosseini, Khaled. The Kite Runner. Canada: Random House, 2004.

Havmor Limited India Essay

INTRODUCTION TO HAVMOR ICE-CREAM PVT. LTD. Havmor Food Pvt. Ltd. is the industry where different flavors of ice-cream are prepared. Havmor Industries is the firm chiefly leading with processing of Ice-cream. But also makes other products. Havmor Industries is one of the famous Ice-cream producing companies in Gujarat. As today Ice-cream market has been more competitive due to many new entries in the fields but Havmor is still holding its position and command in the Ice-cream market. BACKGOUND AND HISTORY OF HAVMOR ICE-CREAM Havmor ice-cream began its branded life in 1944 in Karachi in undivided India. But by 1947 it became a popular brand. But in 1947, in the time of the partition, its founder Satish Chona had to join the exodus to India, with virtually no movable Assets. Searching for a new turf, he tired out Dehra Dun and Indore and finally settled down in Ahnmedabad. In India he had to again begin his work from the start. He started selling ice-cream at the Ahmedabad Railway Station. The founder began the brand named Havmor, their slogan was â€Å"Achai, Sachai, Safai† Today, Havmor ice-cream is a delicious facet of Western India’s daily life, and part of its market move. It reaches hundreds of thousands of consumer through 8 main outlets and 3800 plus dealers. Pradeep Chona, Son of Satish Chona, today heads the Havmor conglomerate. He has continued his father is quality obsession and streak of innovation. Pradeep Chona set off a series of changes in Havmor – in technology, in quality and hygiene standards in management in HRD and in the overall corporate environment. This re-engineering was completed by capacity expansions and a flourry of promotional activities, to maintain the company’s market presence in act in competitive firms.

Itb Syndrome

My condition 3is called ITB syndrome Explanation: ITB syndrome stands for Iliotibial Band Syndrome. This is a common thigh injury generally associated with running. The band is crucial to stabilizing the knee during running. The irritation usually occurs over the outside of the knee joint, at the lateral epicondyle. The iliotibial band crosses bone and muscle at this point; between these structures is a bursa, which should facilitate a smooth, gliding motion. However, when inflamed, the iliotibial band does not glide easily, and pain associated with movement is the result. SymptomsITBS symptoms range from a stinging sensation just above the knee joint (on the outside of the knee or along the entire length of the iliotibial band) to swelling or thickening of the tissue at the point where the band moves over the femur. The pain may not occur immediately during activity, but may intensify over time, especially as the foot strikes the ground. Pain might persist after activity. Pain may a lso be present above and below the knee, where the ITB actually attaches to the tibia. Who does this commonly affect? Endurance athletes are prone to developing iliotibial band syndrome.Athletes who suddenly increase their level of activity, such as runners who increase their mileage, often develop iliotibial band syndrome. But other activities that can cause this are biking, hiking or weightlifting (especially when doing squats). Treatment The iliotibial band can be rested, iced and compressed to reduce pain and inflammation, followed by stretching. Using a foam roller to loosen the iliotibial band can help prevent and treat ITBS. A compression wrap to mobilize the ITB where the tendon meets the knee is also key to reduce the inflammation.Another pain reliever would be a cortisone injection into the area, which is usually helpful, and it can also be curative. But for the more severe and treatment-resistant cases may require surgery to mobilize the band. Prevention Rolling out your IT band will help prevent this. While this exercise using a foam roller will help to alleviate IT band pain, it also helps prevent problems from starting in the first place. It's painful, especially if you're already having IT band issues, but after a week or two of consistent rolling, you'll notice less pain. Also a lot of stretching can prevent ITB syndrome.

Leading Culturally Diverse Teams

Leading Culturally Diverse Teams Introduction In keeping with the company’s philosophy and tradition of working with culturally diverse teams, managers are required to posses the knowledge of how to effectively handle these teams for optimal performance and productivity.Advertising We will write a custom essay sample on Leading Culturally Diverse Teams specifically for you for only $16.05 $11/page Learn More Any manager leading culturally diverse teams must clearly take into account the members’ cultural disposition in order to establish an effective mechanism through which all members can participate in achieving the goals and objectives set by the company (Foldy, 2004). Definition of Terms Culture: Although culture has various definitions, this handbook takes culture to mean â€Å"†¦a learned system of meanings that fosters a particular sense of shared identity and community among its group members† (Ting-Toomey Oetzel, 2001, p. 9). Cultural Diversity: This conc ept â€Å"†¦refers to identities such as race, ethnicity, nationality, religion, gender, and other dimensions of difference derived from membership in groups that are socio-culturally distinct† (Foldy, 2004, p. 530). Why Should Managers Bother with Cultural Diversity Issues A multiplicity of empirical studies have demonstrated that in the presence of effective integration processes, culturally diverse teams perform at least as well, occasionally even better than homogenous teams (Pitts Jarry, 2009). Other studies have demonstrated that business productivity yields superior outcomes when management practices are congruent with national culture, and when meaningful participation is promoted (Gwynne, 2009). The Challenges of Leading Culturally Diverse Teams Managers must realize that when members of diverse national or ethnic groups come together for work-related purposes, their basic templates for conducting co-dependent actions diverge greatly.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More These differences have the capacity to damage business relationships, communication processes, coordination and cohesion, as one person interprets another’s actions or behaviors in a manner which was not originally intended, and more important, neither person have prior knowledge that the misunderstanding has occurred (Pitts Jarry, 2009). Such a scenario limits the team’s capacity to perform up to its potential. Current literature on diversity effects demonstrates that engaging in faulty work processes will ultimately lead to a negative relationship between diversity and organizational performance by virtue of the fact that members in a team will find it difficult to work well together (Pitts Jarry, 2009). This process-oriented challenge prevent the team from generating outcomes that are equal or better to those generated by a team that did no t undergo a similar procedural challenge. Overall, it is a well known fact that â€Å"†¦managers set up their teams to fail because they themselves fail to help the team anticipate cultural differences and so see conflict in cultural, as opposed to personal or organizational, terms and fail to set norms for dealing with cultural differences† (Gwynne, 2009, p. 69). It is therefore recommended that managers leading culturally diverse teams should spend adequate time acquainting themselves with how to effectively manage these teams so as to trigger productivity and performance, and to ensure that goals and objectives of the company are adequately met despite varying cultural orientations. The Way Forward for Managers Leading Culturally Diverse Teams Below, this handbook highlights some of the issues that managers should be concerned with in their attempt to effectively manage culturally diverse teams. Managers must always make sure that every member of the team contributes his or her knowledge and capability to the team’s discussions through careful organization and management (Gwynne, 2009). For instance, tasks may be split into a number of components and each component assigned to a multicultural team.Advertising We will write a custom essay sample on Leading Culturally Diverse Teams specifically for you for only $16.05 $11/page Learn More Managers must always develop and implement effective mechanisms to break through the language barrier (Gwynne, 2009). For instance, managers may allow the team leader to organize small common-language teams to brainstorm issues and then have the most fluent member of the sub-team report back on the key findings or solutions. Alternatively, the team leader can encourage team members to discuss issues and challenges using their native language and then have other team members cooperatively translate the contents of the discussions. Managers must always assist the team to anticipate c ultural variations by setting norms and values that will reinforce coexistence of differences, compassion, trust, care, and meaningful participation (Gwynne, 2009; Pitts Jarry, 2009). In extremely difficult situations, managers must be prepared to request â€Å"†¦all team members to sublimate their cultural identities to that of the entire team by adopting super-ordinate goals based on their common interests† (Gwynne, 2009, p. 69). This approach not only encourages equal participation among team members, but also enhances the development of trust, effective communication networks, and social support. Managers, however, must take caution not to submerge the team members’ unique cultural identities in the interest of unity, not mentioning that they must guard against the inhibition of creativity within the team. To further promote trust and cordial working relations among team members, managers should embark on developing strategies and mechanisms through which fac e-to-face, synchronous communication is enhanced (Von Glinow et al., 2004). Lastly, managers must always posses the knowledge to select the right kind of communication tool so as not to occasion disdain, low morale, or trigger half-baked responses among the team members (Tim-Toomey Oetzel, 2009). Clarity, precision, elimination of ambiguity, and respect of cultural-specific verbal and non-verbal cues is therefore of immense importance.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Competencies Characteristics required to Lead Multicultural Teams Managers are required to demonstrate the following competencies and characteristics if they are to effectively meet the above objectives: Demonstrate adequate interest in learning about diverse cultures and business practices Be nonjudgmental in interactions involving multicultural teams Demonstrate adequate conceptual comprehension of the power of cultural differences Posses physical stamina and sense of humor Demonstrate an expanding range of actions and behavior Demonstrate commitment to the goals and objectives set by the company Reference List Foldy, E.G. (2004). Learning from diversity: A theoretical exploration. Public Administration Review, 64(5), 529-538. Retrieved from Business Source Premier Database Gwynne, P. (2009). Managing culturally diverse teams. Research Technology Management, 52(1), 68-69. Retrieved from Business Source Premier Database Pitts, D.W., Jarry, E.M. (2009). Getting to know you: Ethn ic diversity, time and performance in public organizations. Public Administration, 87(3), 503-518. Retrieved from Business Source Premier Database Ting-Toomey, S., Oetzel, J.G. (2009). Managing intercultural conflict effectively. Thousand Oaks, CA: Sage Publications, Inc Von Glinow, M.A., Shapiro, D.L., Brett, J.M. (2004). Can we talk, and should we? Managing emotional conflict in multicultural teams. Academy of Management Review, 29(4), 578-592. Retrieved from Business Source Premier Database

Finnish Culture of Michigans Upper Peninsula

Finnish Culture of Michigan's Upper Peninsula Tourists to the remote towns of the Upper Peninsula (UP) of Michigan may be puzzled by the many Finnish flags adorning local businesses and homes. Evidence of Finnish culture and ancestral pride is ubiquitous in Michigan, which is less surprising when taking into account that Michigan is home to more Finnish Americans than any other state, with the majority of these calling the remote Upper Peninsula home (Loukinen, 1996). In fact, this region has more than fifty times the proportion of Finnish Americans than the rest of the United States (Loukinen, 1996). The Great Finnish Emigration   Most of these Finnish settlers arrived on American soil during the â€Å"Great Finnish Immigration.† Between 1870 and 1929 an estimated 350,000 Finnish immigrants arrived in the United States, many of them settling in an area that would be come to known as the â€Å"Sauna Belt,† a region of especially high population density of Finnish Americans encompassing the northern counties of Wisconsin, the northwestern counties of Minnesota, and the central and northern counties of the Upper Peninsula of Michigan (Loukinen, 1996).   But why did so many Finns choose to settle half a world away? The answer lies in the many economic opportunities available in the â€Å"Sauna Belt† that were extremely scarce in Finland, a common dream to earn enough money to buy a farm, a need to escape from Russian oppression, and the Finn’s deep cultural connection to the land. Finding Home Half a World Away Like Finland, Michigan’s many lakes are the modern day remnants of glacial activity from thousands of years ago. In addition, due to Finland and Michigan’s similar latitude and climate, these two regions have very similar ecosystems. Both areas are home to seemingly ubiquitous pine-dominated mixed forests, aspens, maples, and picturesque birches. For those living off the land, both regions are located on beautiful peninsulas with a rich fish stock and woods full of delicious berries. The forests of both Michigan and Finland are home to a plethora of birds, bears, wolves, moose, elk, and reindeer. Like Finland, Michigan experiences bitterly cold winters and mild summers. As a result of their common high latitude, both experience very long days in the summer and significantly shortened daylight hours in the winter. It is easy to imagine that many of the Finnish immigrants arriving in Michigan after such a long sea voyage must have felt like they had found a piece of home half a world away. Economic Opportunities The primary reason Finnish immigrants chose to immigrate to the US was for the job opportunities available in the mines prevalent in the Great Lakes area. Many of these Finnish immigrants were young, uneducated, unskilled men who had grown up on small rural farms but did not own land themselves (Heikkil Uschanov, 2004). By Finnish rural tradition, the eldest son inherits the family farm. As the family plot of land is generally only large enough to support one family unit; splitting the land among siblings just was not an option. Instead, the oldest son inherited the farm and paid the younger siblings a cash compensation who were then forced to find work elsewhere (Heikkil Uschanov, 2004). The Finnish people have a very deep cultural connection to the land, so many of these younger sons who were unable to inherit land were looking for some way to earn enough money to buy land to operate their own farm. Now, in this point in history, Finland was experiencing rapid population growth. This rapid population growth was not accompanied by a rapid increase in industrialization, as seen in other European countries during this time, so a widespread job shortage occurred. At the same time, American employers were actually experiencing a labor shortage. In fact, recruiters were known to come to Finland to encourage frustrated Finns to immigrate to America for work. After some of the more adventurous Finns took the leap to emigrate and sailed to America, many wrote back home describing all of the opportunities they had found there (Loukinen, 1996). Some of these letters were actually published in local newspapers, encouraging many other Finns to follow them. â€Å"Amerika Fever† was spreading like wildfire. For the young, landless sons of Finland, immigration began to seem like the most viable option. Escaping Russification The Finns met these efforts to effectively eradicate their culture and political autonomy with widespread backlash, especially when Russia mandated a conscription law that forcibly drafted Finnish men to serve in the Russian Imperial Army. Many young Finnish men of conscription age saw serving in the Russian Imperial Army as unjust, unlawful, and immoral, and chose instead to emigrate to America illegally without passports or other travel papers. Like those who ventured to America seeking work, most if not all of these Finnish draft-dodgers had intentions to eventually return to Finland.   The Mines The Finns were wholly unprepared for the work that awaited them in the iron and copper mines. Many had come from rural farming families and were inexperienced laborers. Some immigrants report being ordered to begin work the same day that they arrived in Michigan from Finland. In the mines, most of the Finns worked as â€Å"trammers,† the equivalent of a human pack mule, responsible for filling and operating wagons with the broken ore. Miners were horrendously overworked and were subjected to extremely dangerous working conditions in an era where labor laws either didn’t properly exist or were largely unenforced. In addition to being completely ill-equipped for the manual component of mining work, they were equally unprepared for the transition from the completely culturally homogenous rural Finland to a high stress working environment working side by side with other immigrants from many different cultures speaking many different languages. The Finns responded to the massive influx of other cultures by shrinking back into their own community and interacting with other racial groups with great hesitation. Finns in the Upper Peninsula Today With such a high proportion of Finnish Americans in the Upper Peninsula of Michigan, it is no wonder that even today Finnish culture is so intricately intertwined with the UP. The word â€Å"Yooper† means several things to the people of Michigan. For one, a Yooper is a colloquial name for someone the Upper Peninsula (derived the acronym â€Å"UP†). Yooper is also a linguistic dialect found in the Upper Peninsula of Michigan that is heavily influenced by Finnish due to the masses of Finnish immigrants who settled in Copper Country. In the UP of Michigan it is also possible to order a â€Å"Yooper† from Little Caesars Pizza, which comes with pepperoni, sausage, and mushrooms. Another signature UP dish is the pasty, a meat turnover that kept the miners satisfied through a hard day’s work in the mine. Yet another modern reminder of the UP’s Finnish immigrant past lies in Finlandia University, a small private liberal arts college established in 1896 in the thick of Copper Country on the Keweenaw Peninsula of the UP. This University boasts a strong Finnish identity and is the only remaining university established by Finnish immigrants in North America. Whether it was for economic opportunities, an escape from political oppression, or a strong cultural connection to the land, Finnish immigrants arrived in the Upper Peninsula of Michigan in droves, with most, if not all, believing that they would soon return to Finland. Generations later many of their descendants remain in this peninsula that looks eerily like their motherland; Finnish culture is still a very strong influence in the UP.

How do Small-Medium Private enterprises contribute to the local Dissertation

How do Small-Medium Private enterprises contribute to the local economy in China -- look at ZheJiang Provice - Dissertation Example Research Method: To determine how private small-medium enterprises (SMEs) contribute to the short- and long-term development of Zhejiang’s local economy, triangulation method was used in this study. A total of 100 research survey respondents were invited to participate in an online research survey whereas a couple of research interviewees were randomly selected from the 100 research survey respondents. The couple of research interviewees were interviewed through video conferencing. Research Findings: H1 should be accepted but not H2. The presence of private SMEs in Zhejiang Province has an indirect positive impact on its social development. The short-term impact of private SMEs includes saving the jobs of millions of people and prevents thousands of SMEs from business closure. Long-term impact includes strengthening the business performance of the private SMEs which is necessary for future infrastructure development of this province. The long-term impact of its local governmen t intervention can help re-stablization of some of the private SMEs in this province. ... Establish a strong financial and institutional development; (2) Reduce regulatory and administrative Burden; (3) Encourage practice of foreign direct investment (FDI) Table of Contents Acknowledgement †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 2 Abstract †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..†¦. 3 Table of Contents †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..†¦Ã¢â‚¬ ¦. 4 1. Introduction †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 6 1.1 Research Aims †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦...†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 7 1.2 Research Objectives †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 8 1.3 Research Questions †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 8 1.4 Research Hypotheses †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 8 1.5 Scope and Limitations †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 9 1.6 Rationale for Selecting the Research Topic †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.†¦..†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 10 1.7 Si gnificance of the Study †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..†¦.†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 11 2 Literature Review †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦...†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 11 2.1 Historical Development of Private SMEs in China †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 11 2.2 Role of Private SMEs in China’s Economic Development and Creation of New Employment Opportunities †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦...†¦.. 13 2.3 Private SME Policies, Plans, and Programs in China †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..†¦.. 15 2.4 Common Challenges of Operating Private SMEs †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦...†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 19 2.5 About Zhejiang Province †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 22 2.6 Th e Case of SMEs in

The Issues Of Coca-Cola's Company Assignment Example | Topics and Well Written Essays - 500 words

The Issues Of Coca-Cola's Company - Assignment Example Coca-Cola was using 80 billion gallons of water annually. This became a massive concern. This concern triggered Coca-Cola to fight back but it also made them take a second look at their practices. Coca-Cola began to look at its role in managing water. They also showed that they were working their best to tackle this issue by inviting organizations such as the World Wildlife Fund to provide them with advice that could help them improve their environmental impact. They set up goals and comparisons that could help them meet standards that other companies were achieving in terms of water use. They donated money to organizations with water conservation programs. (Lawrence, Anne, & Weber, James, 2007) I believe Coca-Cola handled the environmental concerns very intelligently. They made sure to create a relationship with organizations that were working to improve water and environmental conditions. They addressed the fact that they needed to improve and made improvements. And they invested money into the cause and made consumers aware of this. This is how a good company handles criticisms. Coca-Cola realizes that they rely on water to continue manufacturing their product. They realize they also need customers and stakeholders to believe in their company. And they made sure to check all of the right boxes to maintain these relationships. (Encyclopà ¦dia Britannica, 2010) Google is another company that is making up for some of their environmental mistakes by setting a green example. Google is such a large company that its actions often come under the microscope. Instead of solely defending any of their procedures or actions they look to balance out the negative with the good in terms of environmental care.