Personal Background Essay Sample

Personal Background Essay SampleYou may have been thinking about writing a personal background essay and you want to know what sort of sample writing is available online. However, you don't really know where to get one. So how do you know which kind to go for? The best way is to take a look at some sample essays.What are they? They are the kind of essay you would write if you were a prospective employer or just someone who wanted to write an essay on a friend or relative. As a matter of fact, it's usually a bit of both. It would be impossible to try to do all the research that you would do for a personal history essay online. However, you can use a sample to get some ideas and inspire you in a specific direction.A personal background essay sample is often set in a fictional setting or in an actual place. So as long as you are familiar with English grammar and understand the written English language, you can be used to write it. You may have a number of examples ready.It helps to look at these samples as they will help give you some direction. This is especially true if you are not familiar with writing a personal essay and are trying to get ideas for it.Writing them can be easy and fun if you are inspired by them. You may be inspired to write your own essay, and then you might be surprised to see that it's easier than you ever thought. There are many people who take great pride in their background reports.Whatever format you choose, it should be clear what you are trying to convey in your background report. You may want to use your literary skills or perhaps you would like to draw a funny picture in the paper. The choice is yours.When you are in need of a background report, make sure that you stick to a very specific topic. You don't want to write something so general that you do a disservice to those seeking a personal background report. You also don't want to say too much that isn't relevant.If you really want to give a writer a hard time, don't write a backg round report on someone that already has a report written on them. You may think that you're doing a favor by writing about them, but this can also backfire and hurt your reputation.

Apple Inc., 2008 Case Study free essay sample

Executive Overview Apple has been established for over 30 years since Steve Jobs and Steve Wozniak founded Apple Computer in 1976. During Steven Jobs’s tenure as CEO, Apple’s mission was to bring an easy-to-use computer to market. However, Apple was not performing as good as Jobs projected, so he resigned in 1985. In the following 12 years, Apple experienced three different CEO’s and still could not be brought back to life. Under John Sculley, Apple worked to drive down costs by switching much of its manufacturing to subcontractors. But these efforts were not enough to sustain Apple’s profitability. During the Michael Spindler years, international growth became a key objective for Apple. Yet despite Spindler’s efforts, Apple lost momentum. Soon after Gilbert Amelio replaced Spindler as CEO, he proclaimed that Apple would return to its premium-price differentiation strategy. Despite some austerity moves, Apple lost its competitiveness and could not regain its share in the market. We will write a custom essay sample on Apple Inc., 2008 Case Study or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page In 1997, Steve Jobs came back again as the CEO of Apple. This time he had a new game plan, and Apple started to focus on the digital lifestyle for consumers. Internally, Jobs worked to streamline operations and to reinvigorate innovation. This proved to be Apple’s most successful business strategy to date because a once ineffective company now has ruled the computer world. In order to understand this situation, Apples competitive advantages and industry forces must be analyzed. Competitive Advantages Apple has been in business since 1976, and has built quite a few competitive advantages along the way. Obviously, innovation has been at the forefront of Apple’s ability to compete in the world market. Other than that advantage, brand loyalty, product differentiation, superior quality, and retail strategy are also its advantages when competing with other brands. Innovation Steve Jobs and Steve Wozniak sparked the PC revolution, making the world of computers on Apple’s head. The Apple II launched in 1978 drove the PC industry to $1 billion in annual sales in less than three years. Even if initially regarded as a toy by many other businesses, Apple soon revealed itself as a feasible substitute to the traditional mainframe. It continued to demonstrate its ingenuity. For example, it was the first to introduce a computer with color, a graphical interface, and many other firsts. These inventions defined Apple and its business strategies. On the basis of its all bundled package of hardware and software, Apple became synonymous with usability. Brand Loyalty In 1998, Jobs recognized that customers really wanted a Macintosh. Apples brand commitment is strong. Since 1970s, Apple user communities have been founded to connect together with enthusiasms. One of the main reasons to this is Apples ease of use. Adding extra hardware and software to a Mac is almost as easy as plugging speakers into a stereo system. Due to this advantage, Apple forms a strong relationship with its consumers, especially within the education and desktop publishing industries, which accounted for 60% and 80% of its market position respectively during the Spindler years. Product Differentiation Apple’s system continues to be one of the advantages because its closed operating system is not subject to the computer viruses and hacking that often destroy the Microsoft Windows operating system. In marketing its Mac products, Apple stressed characteristics that differentiated them form other PCs while also highlighted their interoperability with other machines. Apple trumpeted the Mac as an â€Å"Everything-ready† device that worked well with other devices. The feature of the closed system while incorporating well with other devices makes Apple more unique than other PCs. Superior Quality Apple’s high-quality bundled software distinguished the Macintosh line, such as iLife suite and iWork. In 2001, Apple introduced MAC OS X, offering a steadier environment than previous Mac platforms. In addition, Apple always urged its users to upgrade OS X every 12 to 18 months, with the aim of always providing a stable operating system to its users. Retail Strategy After Jobs returned to Apple, he revamped Apple’s distribution system, removing relationships with many smaller outlets and extending its presence in national chains. In 1997, Apple also started a website to sell its products directly to customers. Its retail strategy was regarded as a huge success. More importantly, people who visited the stores for iPod products usually checked the Mac too. This â€Å"halo effect† greatly benefited Apple’s Mac business. Porter’s Five Forces Analysis of Apple Current Competition Apple’s current rivalry is very competitive and intense. The PC industry has quite low switching costs, so the current competition is pretty high. Apple confronts tough competition from IBM, Dell, HP, and etc. Threat of Substitute Products The more differentiation of the product, the less likely the change to a substitute will happen. Apple’s operating system differentiation can always require higher pricing. However, owing to technology improvement, the â€Å"digital convergence† of PC and CE (consumer electronics) products has become more substantial in the PC market. Many different alternative devices have started to replace PCs. Therefore, this threat is becoming higher to Apple. Threat of New Entrants This threat is low since the existing companies have established powerful brand awareness. The computer industry is very saturated and new entrants would be reluctant to enter this industry. Bargaining Power of Suppliers There are two types of suppliers: microprocessors and operating systems with few sources as well as memory chips, disk drives, and keyboards with many sources. The bargaining power of the former one is high since there are mainly two sources: Intel and Microsoft. The bargaining power of the latter one is low since numerous suppliers exist in this industry. Bargaining Power of Customers As mentioned earlier, the switching costs are low. Such situation places the customers in a strong position that only companies with high product differentiation could increase the switching costs. Since product differentiation is one of Apple’s advantages to compete in this market, the bargaining power of buyers is not high to Apple. Conclusion Generally speaking, the PC industry is an intensely competitive segment. With technology undergoing paradigm changes, it could make life hard for Apple to deal with these shifts. These dynamics does not seem advantageous for Apple but simultaneously Apple has been able to maintain its technological brain and designer approach to walk away from this difficult position. Actually, Apple could transform some of these problematic features into opportunities. We all know that a key factor in bringing people into the stores is the popularity of the iPod. Most of the time, the purpose of People coming to the stores is not for Mac. No matter what brings customers to Apple stores, Apple should take advantage of this chance. This halo effect needs to be capitalized to the maximum extent. In addition, although some people complain Apple’s closed operating system, it is still seen as a secure, safe, and reliable system. Apple should try to make its system less closed, incorporating more other devices. Thus, people can use Apple more easily without too much restriction.

Faculty Merit Raises free essay sample

Before dispensing out the merit awards based on the professors’ performance. I decided to implement a new policy. This policy will be put into effective immediately due to wide range in salaries of the professors at the University. The new policy states the following rules in regards to the performance appraisal and merit awards for professors at Small State University: 1. Each professor at the University performance will be reviewed and appraised six months from the date of hire, upon completion of the probationary period at 12months, and annually thereafter. The annual anniversary date of hire or promotion will serve as the basis for the appraisal period. 2. Appraisal should be used as tools to encourage communication between professors and their direct supervisors. Evaluation interviews should also be used as a time to discus career development potential and advancement goals with employees (ex. Department Chair, Dean of the College, etc. ) 3. There will be a direct link between salary and wage increases and annual performance evaluations through a merit increase. We will write a custom essay sample on Faculty Merit Raises or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Professors that have not reached the maximum pay rate within the salary rate will be eligible for a merit pay increase of 0%-5%. Merit pay increases will not exceed the top of the pay range of the employee. Professors who would be eligible for a 4% or 5% merit increase due to an overall performance rating of Far Exceeds Standards, and who are at the top of their pay range or would exceed the top of their pay range with the implementation of the merit increase, will be eligible for a lump sum payment of up to 1% of their base pay. The lump sum payment will not exceed the amount the merit increase would have provided if the employee were not at the top of the range. The maximum lump sum bonus will be limited to 0. 5% for an overall score of 4% and 1% for an overall score of 5%. Also effective immediately in conjunction with the policy is the new Pay Scale for employees of the university: Profession Minimum Pay Rate Midpoint Pay Rate Maximum Pay Rate 1 (Administrative) $ 30,000 $45,000 $55,000 2 (Professors) $60,000 $85,000 $110,000 3 (Department Chairs) $ 115,000 $130,000 $150,000 4 (Dean of College) $ 150,000 $170,000 $ 200,000 *Career goals and advancement should be discussed during all performance appraisals, but once an employee is nearing reaching the salary cap for their position, the supervisor needs to discuss the changes of the merit awards to the employees. If the employees ops to stay in their current position that are fully aware they that they are still expected to meet and exceed job responsibilities although their merit award will decrease* Merit Awards Professor Houseman- Based on the new policy and their performance review, this professor is eligible for a merit award. The professor has not reached the salary cap for a professor’s salary. On the graphic scale the professor’s average was a 3. 66, which will be rounded up to a 4. The merit for this professor will be calculated as such: $92,000(current salary) X 4% (Merit award) = $95,680 Merit Award Dollar Amount: $3,680 Professor Jones- This professor stepped down from a previous position that was of a higher grade and salary than that of a professor. The professor did acquire a grant and that was taken into consideration during their performance. However, due to this professor already reaching the salary cap for a professor instead of receiving a 4% increase (professor’s average performance score was a 4), due to the new policy this professor will receive a merit of 0. 5% added to their current salary. 116,000(current salary) X 0. 005% (Merit Award) = $116,580 Merit Award Dollar Amount: $580 Professor Ricks- This professor also stepped down from a previous position that was of a high grade and salary than that of a professor. This professor’s average on the graphic scale was 4. Due to the new policy in place for those who’s salary is already above the cap; this professor will also receive a merit of 0. 5% added to their current salary. 135,000 (current salary) X 0. 005% (Merit Award) = $135,675 Merit Award Dollar Amount: $675 Professor Matthews- At this time this professor is not eligible for a merit award, due not having been at the university long enough. This professor will keep their current salary. Per the policy this professor is eligible for a merit appraisal six months from the date of hire, upon completion of the probationary period at 12months. Professor Karas- This professor is not at the salary cap, but is slowing approaching it. Due to the professor not at the salary cap, they will be receiving their full merit award, not the reduced rate. This professor was rewarded the teacher of the year award and has completed research as well. The average score of this professor from the graphic scale was 4, so they will receive a 4% increase. $100,000 X 4% (merit award) = $104,000 Merit Award Dollar Amount: $4,000 Professor Franks- This professor has tenure with the University but has not done any in the last four years; however they are still teaching. Though the professor is lacking in one of the important criteria they make up for it in the other. The average on the graphic scale for this professor was a 2, so they will receive a 2% increase $90,000 (current salary) X 2% (merit award) = $91, 800 Merit Award Dollar Amount: $1,800 Due to (2) professor stepping down from higher roles and a new professor being awarded a higher salary then other currently tenured professors. The salaries of the professors currently at Small State University will not be balanced. Changing the way merit awards are giving will allow for professors who currently have not reach the salary cap to earn more than their counterparts and catch up to their salaries. Also by not awarding the new employee a merit four months after starting the position, it sends the message that the employees have to ultimate â€Å" show and prove. † The University should not award that professor when they have yet meet the teaching and research criteria that the university measures. Also moving forward when hiring professors, the university should reward salary based on the new pay scale and ensure not award employees too close to the maximum point. Instead new hires should receive salaries between the minimum and midpoint range, to allow for them work up to higher salary levels based on their performance. Supervisors of the professors should speak to all employees about job advancements for those who are interested in moving up within the University and also would like to receive higher compensation. For the professors who stepped down from their position, they need to continue to exceed in the teaching and research measurement, if they do not met standards they should not receive any raises that year due to them already being paid more than many of their counter partners. References Gerhart, B. , Hollenbeck, J. , Noe, R. , Wright, P. (2013) Human Resource Management Gaining a Competitive Advantage. New York: McGraw-Hill Irwin