Organisational Dynamics The Times Of India Business Essay

Organisational Dynamics The Times Of India Business Essay The Times of India is a daily, English language broadsheet of India. It has been certified as being the most selling and widest circulated English daily in the world by the Audit Bureau of Circulation. The average circulation of The Times of India for the year 2010 was 34.3 lakh copies. The Times of India has a readership of 70.3 lakh readers daily, as per the Indian Readership Surveys 2010 figures. It is hence the top English daily in India in terms of readership as well. The Times of India has been in existence since 1838, when it was established as the Bombay Times and Journal of Commerce, headquartered in Mumbai. In the mid-19th century, it was renamed as The Times of India. After independent, the newspaper passed into the hands of the Dalmiya family, and later went to the Sahu Jain family, who are the current owners. Todays The Times of India is published by Bennett, Coleman and Company Limited (BCCL). This media house also publishes various other newspapers, such as Economic Times, Mumbai Mirror, Maharashtra Times, etc. Culture of Times of India Given below is the culture of Times of India newspaper is described based on interviews conducted with employees of the organization. Bureaucratic: It is gathered from these interviews that TOI is a bureaucratic organization. There are formalised rules, procedures and processes in place to manage the organisation. The division of roles is formal and complete. There are clearly defined hierarchies as well, with a clear line of authority. This is primarily because it is a big organisation, and having commonly established practises makes managing it easier. Less propensity to risk taking: The organization does not believe in taking big risks, or chances that could mar the image of the organization. The employees are encouraged to conform to fixed codes of conduct and play safe, rather than thinking out of the box. Experimentation is therefore not a part of the organizational culture. Rigidity: In keeping with its bureaucratic structure, the organization follows an established and rigid way of functioning. It is hierarchical, and there are strict rules, regulations, codes of conduct and job profiles, so that every employee has a very specific job description and the areas of overlap are also defined. Hence, there is very little room to allow for individual cases or issues that the employee may have. This rigidity also makes the organisation less open to experimentation or change. Individuals, not teams: The work of departments, and within the department, each individual, is clearly outlines. Hence, because every employee has a differentiated job, the focus is on individual performances and roles rather than a team is an integral part of the organization. Also, most of the jobs are such that only one person can do them at a time-only one person can write an article, conduct an interview or do a graphic. However, despite this division of labour, the final product should look like one. Ethics held supreme: Ethics are valued above everything else. TOI has a Journalistic Code of conduct that deals with ethics. Any violations of this code are dealt with severely. The paper has a huge reputation to protect in the market, and its current status is primarily due to this reputation. Task oriented: The newspaper industry is highly volatile. Employees readily change jobs. The contract system is operational, and hence changing jobs is easy. Further, there are constantly new media options, and employees have more and more offers from outside. Hence, the focus at TOI is on the task and not the employee. Essentially, the position and the job are more important than the person occupying the post. This is interestingly seen in the way that the HR addresses employees: By their designation (position) first, and then their name. This order speaks a lot. Large power distance: Because the organizational structure is hierarchical, there is a large power distance between employees at higher levels and their subordinates. Power at higher levels is acquired through experience, and the inequality in power is seen as acceptable. Further, the subordinates almost never interact with their much higher-ups. Conformity: The culture is conserving in nature as it encourages conformity to already established norms and values. This ties in with other elements of the organisational culture as well, namely focus on playing it safe rather than experimentation and the rigid and bureaucratic structure of the organisation. Less openness: There is less openness and confrontation within the organization as employees are not very comfortable with expressing themselves to their superiors. Further, the organisational culture encourages that conflicts be resolved through diplomacy and tact rather than open confrontation. Confidentiality valued: This is also an important characteristic of the culture of TOI. Confidentiality and mutual commitments are honoured in the internal and external dealings of the organization. The employees who were interviewed refused to share the evaluation processes that are carried out within the organization. Traditions and rituals: TOI, being an old and established organisation, has a lot of traditions. These include events such as celebration of festivals such as Ganesh Chaturthi, Holi and Makar Sankrant. The organisation also builds its culture using stories and narrations from the past, which embody the TOI culture. Inter-departmental distance: There is a large distance between the departments and also, the various newspaper publications. The editorial and business sides of the newspaper are constantly in conflict due to their seemingly contrasting roles. Less politics: Unlike most large organisations, TOI does not have a lot of petty politics at play. This is primarily because the promotions happen on basis of seniority and experience in the organisation, and are not subjective. Appraisals also happen through more than one person, and hence are not completely one-sided and prone to bias. Also, since the organisations culture focuses on the profile and not the person, the importance of personal politics is greatly reduced. Autonomy: TOI has clearly defined roles and profiles for all its employees; hence division of labour is complete. Within their designated roles, employees are given a fairly free hand with quite a lot of autonomy. The editors and superiors are available for consultation or collaboration, but the employees are encouraged to get the work done themselves. They can also make key decisions related to their roles. Information flows freely: Due to the large organisational size, employees are not always consulted in decisions-the decision making happens at the top and is not participatory. Even so, employees are always informed of decisions, events, change that is imminent, etc. TOI, as a media house, has good intra-organisational communication channels as well-by means of an intranet, e-fliers, in-house newsletter, etc. TOI Mission Statement: To be the leading provider of news, by providing timely, accurate and multi-dimensional news. To be the first paper the reader reads today and every day, by delivering consistently high standards of journalism. Functional aspects of culture: Organisational pride: The members of the group take pride in the organisation; it gives them a sense of identity for organization members. This increases loyalty to the organisation. Less politics: This is a functional aspect of the culture, because it helps deliver consistently high standards of journalism. Politics often leads to bickering, gossip, formation of factions, partiality, etc. As a result, often the best person is not chosen for a task due to bias in the selection process, or there is unnecessary conflict forming between individuals and groups. High levels of politics make the work environment extremely volatile, and are unwelcoming for new employees. Politics also discounts the importance of good and hard work, merit and dedication, and encourages a culture of power play, schemes and sucking up. Control and uniformity: Culture serves as a sense making and control mechanism that guides and shapes the attitudes and behaviour of employees. Autonomy: Autonomy is a functional part of the organisational culture because it helps achieve the mission of timely news. Employees are empowered to act autonomously within their designated roles, without the constant interference of their colleagues or superiors. This makes the delivery extremely fast and efficient, and timely. Diversity and multiple perspectives: TOI seeks to be a media mega mart that informs the customer, creates community value, delights the smart shopper, provides cutting-edge solutions to the advertiser, and believes in the magic of the idea.  This is ensured by diversity in the employees of the organisation, and helps achieve the multi-dimensional goal of its mission statement. Regular feedback: The employees are given regular feedback from their superiors. This is extremely motivating, as employees feel their work is being marked / noticed. This motivation will lead to better and higher quality output. Further, if any employee is delivering quality that is not appropriate of the TOI standards, the feedback mechanism can bring this to his notice. Hence, regular and comprehensive feedback is a suitable manner of ensuring and sustaining quality of the output-consistently high standards of journalism. Ethics: TOI insists on very high ethical standards. Dodgy and underhand journalistic practises are disallowed and against the organisations culture. This helps maintain the accuracy of the news, as well as ensure its multidimensionality. Because collection of news has been done ethically, accuracy of news is guaranteed. Also, the journalist must speak to all persons involved in the issue, and give a balanced, non biased view. Hence, all dimensions of the issue are considered fairly. Free flow of information within the organisation: Information flows freely in TOI. There are good intra-organisation communication channels, such as the intranet, newsletters, etc. Hence, employees are always kept up-to-date about the managements decisions and imminent changes. This has a positive, binding effect on the organisation, and inculcates a sense of oneness in the employees. Feelings of alienation are averted. This improves the individuals loyalty to the organisation and dedication to their job, which again positively affects the output. Dysfunctional Aspects of culture: Interdepartmental discordance: There seems to be discordance between the different departments of the organisation, especially the business and editorial departments. This is a dysfunctional aspect of the culture, because both need to work together to achieve the best possible output. Both are dependent on each other, and none can work in isolation. Mutual understanding will ensure a more harmonious relationship and overarching organisational unity. Large power distance: The hierarchical structure is fairly rigid. Hence, the lower levels do not interact with the higher levels at all. This can lead to a sense of alienation. The higher-ups may be out of tune with the prevailing problems or mood at the lower organisational level. The large power distance can affect the organisations cohesiveness. Low scope for experimentation: TOI does not really encourage experimentation, preferring that employees play safe and stick to tried-and-tested options. This is an age of change and media explosion. If TOI wants to survive in these times, it is necessary that it inculcate a sense of experimentation and risk taking. This will help it remain the first paper that the reader reads, because even the reader wants novelty and something new. Limited recognition: TOI does not really recognise achievements of its employees formally and publically. Informal feedback and praise by the superiors does happen. But formally, it does not. To motivate employees and get from them the best possible output, it is necessary to recognise them publically as well. Rigidity: Rigidity comes through the prevailing bureaucracy. This acts as a barrier to change. Consistency of behaviour is an asset to an organisation when it faces a stable environment, however it can burden the organisation and make it difficult to respond to changes in the environment. Lower levels are intimidated to make suggestions: Some of the best suggestions in corporate history have come from those in the lower hierarchies, simply because they deal with the paper and the target audience on a direct basis. However, the lower level employees at TOI often feel intimidated to make suggestions to the higher ups, because of the size and history of the organisation. There is no easy, fast-tracked system to make suggestions without going through the hierarchy. This means that the newspaper is not as good as it could be, because there may be some excellent suggestions which have not been heard yet. Role, rather than person oriented culture: Over-emphasis on the role rather that the person performing the role makes the employee less loyal to the organisation. TOI needs to start building better relationships with its employees, so as to retain them. Constant turnover of employees affects the organisations stability and may lead to reduced quality of output. Further, employees motivation levels will be higher if the organisation culture starts focussing on the person as well. Action Plan for change: We have adopted the Kotters eight-step plan for implementing changes and improving the work culture of Times of India by doing away with the dysfunctional aspects of the internal working of the organisation. Step 1: Theres a need to create urgency for change among the employees. People tend to procrastinate and let things be as they are if not made to realize a need for urgent changes. For that, we need to give them a genuine reason that compels them change. As we have listed down in the dysfunctional elements, we need to bring these to the notice of employees to evoke an urge for change in them. Essentially, the employees of TOI need to realise that these are all dysfunctional elements, and the manner in which each of these is having a negative impact on them and well as the entire organisation. This can be done by organising a large meeting of the employees and the management, where the Chairman or any such respected and distinguished individuals lays out the dysfunctional elements and asks for the employees allegiance to organisational change. The Chairman should also outline how times have become very competitive, and that it is only on changing these negatives that the paper will continue to grow from strength to strength. Step 2: One needs to form a coalition with enough power to lead the change. In any real time organization, there would be advocates as well as opponents of change. Hence it becomes important to convince enough people for change that one is able to form a coalition that drives the whole process of change. One person cannot bring about a change; he can only show the direction. Hence, TOI could form a coalition consisting of a cross section of employees, management representatives, etc. These should represent all the various publications, departments and also all hierarchical levels. The coalition should be powerful enough to bring about the change, have respected members so employees believe in it, and also represent all sections of the organisation. By including even lower level employees, the change can be inclusive rather than forced. Step 3: It becomes important to create a new vision to direct the change and strategies for achieving the vision. People need to have a reason to support change. If theres no proper vision that directs the efforts for a change, then its like absence of an aim or goal which people might want to achieve. TOI should outline a new vision-a vision of a functional culture, where the existing dysfunctional elements have been reversed. This vision should be one of optimism and inclusion. It should stress the advantages to all the members of the organisation, as well as the paper itself. The vision should at the same time be specific, realistic, achievable and come with a specific timeline for implementation. Step 4: Only creating a new vision would not help until and unless it is communicated throughout the organisation. All the employees in the organisation should know the reason of so much efforts being put in the process to bring about a certain changes. The vision itself might act as a driving factor for many who wish to see themselves and the organisation at that level sometime in the future. This vision can be communicated through the organisation using verbal communication channels such as speeches, addresses by the management; informally by the superiors to their teams; or through the prevailing intra-organisational communication channels such as the in-house magazine, intranet, e-fliers, etc. The role of informal channels such as the grapevine should not be discounted. Step 5: Empowering others to act on the vision also becomes very important. For this, barriers to change should be removed and risk taking and creative problem solving should be encouraged. Like in the case of TOI, we saw that lower level employees are too intimidated to make any suggestions. Thus, these employees need to be empowered and should be listened to, to make the best of their knowledge. Hence, TOI can organise suggestion boxes, or a fast-track suggestion process whereby the lower level employees can make their views heard. Focus group meetings or participatory sessions with employees can also be conducted, to involve them in the change. All employees should be encouraged to be dynamic, experimentative, build relationships and understand the working of other departments. Step 6: Short term plans should be given as much importance as long term plans. There should be a reward system for short term wins. This helps to reward people at regular intervals and that acts as a motivating factor for more hard work in future. As we saw in case of TOI that the level of experimentation is very low, the employees should be encouraged to experiment more, and in case of any successful results, they should be awarded suitably. Step7: During the change process, it becomes necessary to consolidate the improvements brought about and reassess the effect of changed on the organisation so that necessary adjustments could be made in the new programs. For example, if the changes made in the internal functioning of TOI are focussed on more team works than individual performances, and if the results of that are not those desired or expected, then necessary changes should be brought about as soon as possible so that the organisation does not suffer through any losses. The HR can also hold sessions that involve members of the business and editorial departments, where they can bond and understand each others roles, so as to reduce conflict. To cement the dynamism in the organisation, and to make the higher-level managers more accessible to the lower level employees, mixers and informal sessions can be organised. Step8: It becomes important to reinforce any change that has brought about a success in the organisation. Hence, the new vision of the organisation should be consistently communicated on every occasion. Short term rewards should be complemented with long term rewards. Interview 1 Interview with Pooja Bhaktal, junior copy editor, TOI How long have you been working at TOI? I have been working at TOI for the past eleven months. I joined directly after my graduation; this is my first full-time job. Do you enjoy working at TOI? I do enjoy my work. It is a good place to work because there is a lot of history to the organisation; it is one of Indias oldest and best known papers. If you have a problem or a suggestion, how comfortable are you to approach your seniors? I am quite comfortable approaching my immediate superior, the senior copy editor. However, beyond that, I am not comfortable approaching the higher-ups. To be honest, the interaction with them is also limited. What has your interaction been with your higher-ups? Well, I was interviewed by the editor-in-chief of TOI. Occasionally, I receive mass mails for them, with certain guidelines or instructions for an on-going project. They sit separately from us; they have their own elevator, and even their own dining areas. So meetings are basically chance ones. They do not really mix around at the HR events either. Are your suggestions taken seriously, or even implemented? I have made a few content suggestions to my senior editor, but nothing too big, because I am still fairly new. I think I need to spend some more time and learn many more things before I am in a position to make suggestions. However, if I make a good suggestion, I do think it will be implemented. However, the sheer size and history of the organisation makes it very intimidating for a newcomer. Are there a lot of politics at TOI? Politics are everywhere! But the entire water cooler culture is not as much at TOI. I think that is because the organisation is very open with the employees, so there are not too many rumours or opportunities for speculation. We receive constant updates from HR, have our own intranet, have monthly in-house publications, briefings, etc. Also, promotions are strictly made on basis of experience. The evaluation process also seems very fair to me. Hence, the regular bitching-backstabbing routine does not exist here. Does the organisation encourage you to take risks? Although TOI is trying to change, it is predominantly an old school newspaper. So no, risk taking is not actually part of the culture. We are always encouraged to play safe, even if that may cost u a good opportunity. Does the organisation provide opportunities for employees of different departments to interact? Yes, the HR department often organises events. Recently, we have a New Years party. We also have celebrations for various festivals, an office picnic every six months, outings, joint training programmes, etc. Is there a lot of inter-departmental conflict or distance? The editorial and the business sides of the paper dont get along all that well, to be honest. Nether actually understands the other. The business wants to maximise profit, sell more ad space, put out news that is popular and will sell. The editorial wants to maintain the quality, keep more articles. Obviously there is bound to be regular tension. Even I deal with this on a daily basis. Does TOI encourage team work or individual work? How are assessments done? The stress is on individual work. Everyone has their own tasks and jobs to be done. Most of these are independent of others, even in the same department / editorial section. I cannot talk about the assessment procedure. Is there a fair amount of autonomy? Autonomy is there, it increases as you climb the ladder. No one interferes with your work; the editors are more like guides. You can approach them for help at any time. Once your story has been approved, it is all yours. Collaboration, however, is always available. Does the organisation encourage assertiveness or diplomacy? The focus is on diplomacy. Even if you have a problem with someone, you cannot go tell them directly. It has to be done tactfully. In my opinion, TOI encourages employees to discard their individuality and behave as TOI employees first. Is the organisation people-oriented or job-oriented? I would say job-oriented. It is a highly dynamic industry, people come and go. The jobs are constant. Do you get regular feedback, recognition for achievements, etc? We get annual evaluation reports. The organisation does not really give any other recognition or awards. We get regular feedback from our immediate superiors, and occasionally one level above. Are you a part of decision making processes of the organisation? No, employees, especially at the junior levels, are not involved. Thats because it is a very big organisation. Are you consulted or at least properly inform of changes? We are not consulted, but we are informed, usually in good time before the change happens. We also get relevant details and may approach the HR if we do not understand the change or have any sort of concerns. How important are ethics and morals in the organisation? Are they more important than results? Ethics are very, very important. We have an Ethics Handbook which we must follow at all costs, else risk being fired. This high value on ethics makes the organisation a very good place to work, because we follow the journalistic principles of honesty and integrity in letter and practise. This also translates into our behaviour at the workplace. Interview 2 Interview with Gauri Mane, Editor, Time N Style How long have you been working at TOI? I have been here for about six years, give or take. Do you enjoy working at TOI? I do enjoy working here. Thats why Ive stuck on for so long! There is something very honest about this organisation and what it stands for. There is also a lot of scope for growth and opportunities to learn because it is a huge media conglomerate. If you have a problem or a suggestion, how comfortable are you to approach your seniors? As an editor, it is my right and privilege to make suggestions and highlight issues. Are your suggestions taken seriously, or even implemented? Very often. I recently suggested that the website for my paper be revamped, which was approved by the Editorial board. Does the organisation encourage you to take risks? TOI is not really a risk-taking organisation. We are already established as the number one paper; hence the need to take crazy risks is minimal. Also, if we take a risk and that does not work out, it means that we are in trouble Does the organisation provide opportunities for employees of different departments to interact? Yes, the HR organises many such events that are for mixing and meeting. Is there a lot of inter-departmental conflict or distance? The legendary divide between the editorial and business departments exists too. It is a strange paradox. Both departments want the same objective-the success of TOI. Only the means to achieve them are different. The editorial sells the paper, but the ads sustain the paper. Who is to say which is more important? Sometimes, I feel employees of these two departments do not understand each other, and view each other as competitors rather than collaborators. Does TOI encourage team work or individual work? How are assessments done? Most of the work is individually done, that is simply the nature of the work. Plus, journalists are such free souls with strong, diverse views. Often, it is best to let them work individually. Do you not miss out on the advantages of collaboration? Collaboration also happens. No one can produce a full newspaper alone. It is just that the roles are properly divided. Division of labour, so to speak. Does the organisation encourage assertiveness or diplomacy? Diplomacy. The organisation does not like people who kick up the dust or yell themselves hoarse. There is a method to doing things diplomatically, which should be respected. There is no need to shake up the peace of the organisation. Is the organisation people-oriented or job-oriented? The newspaper industry used to be very people-oriented till the mid 1990s. Now it is job-oriented. People fill jobs, and not the other way around. Hard fact but true. Most of us here are on contract, and not employees for a lifetime. If we get a better opportunity elsewhere, we are free to leave. Of course, we do value the employees a lot! Do you get regular feedback, recognition for achievements, etc? We have our annual appraisals. I make sure I give my team regular feedback. There is no formal, pan-organisational recognition programme really. Are you consulted or at least properly inform of changes? I am consulted if it affects my paper or department. I am also informed of it properly through official channels. How important are ethics and morals in the organisation? Are they more important than results? Ethics are supreme at TOI. We value them above all else. We are a paper of values, morals and ethics. We do not resort to cheap stunts and gimmicks like other papers just for short term wins.

Graduation Speech -- Graduation Speech, Commencement Address

Students, faculty, family, friends, on this exciting day, I speak to optimism, laughter, and grins. As I was gathering input for this graduation speech, several people suggested including a profound quote offering â€Å"encouraging advice to the young graduates†, and then there were others who said, â€Å"eh don’t worry about it, no one listens to those anyway.† Fortunately, I was actually able to take from both suggestions and found a happy balance. You see, I won’t tell you today to: â€Å"Dare to dream† or â€Å"Find your own vision† or even to â€Å"Strive for excellence,† or any trite clichà © that’s ever been said in a graduation speech. So this might not be your typical commencement. I have no list of â€Å"Do’s and Don’ts† for you. I don’t have any funny stories about politicians or teachers. I don’t have any jokes, nor do I have any interesting quotes from real famous people. And so you may be wondering. Why? Because there are only a few times in life where you can really have time to sit, relax, and at least pretend to be interested in another kid’s advice on what works for them. This is one of those times where I get to fill you in on what has kept me going, trusting that you can relate. First, in attempt to take the advice to include a symbolic quote, it became quite clear that no matter what, life is an endless stream of contradictions and inconsistencies. You see, they tell us that â€Å"haste makes waste,† but then, â€Å"the early bird gets the worm.† And â€Å"don’t put off until tomorrow what you can get done today,† but we’re supposed to â€Å"stop and smell the roses†? When do we have time to smell the roses when we’re busy doing everything today? And how do you â€Å"shoot for the moon† when you are being told to â€Å"wish upon a star†? I mean come on.... ... and be proud of all you have accomplished here at McNeil. Sure it’s long, sure we have tons of kids in our class, but stare at everyone’s shoes or something. Laugh it up at the kid who is wearing flip flops. Chuckle at the girl who is only 4’11† and takes 5 strides for each of your 2. Er, wait, that’s me. Enjoy this moment. Don’t rush through these motions. This is a significant event. It does deserve grins, laughter, and an optimistic attitude. Life will run you by if you don’t take time to enjoy all the small things. And remember, it’s those little things that make life funny. People should laugh at most of the things in life, cry at a few, and be neutral at hardly anything. Guys, I thank you. It has been an honor to serve as your class president. Good luck. Now, I am going to make like America Online Instant Messenger and sign off with an L-O-L. Good bye.

What it Means to be an American Essay example -- Papers USA Citizenshi

What it Means to be an American What does it mean to be an American? In my eyes to be an American means to have privileges, rights, and freedom. America isn't perfect, but it is one of the only countries that have rights given to people of different diversities and gender. America does not have tremendous poverty. Instead we have choices given to us by the people who fought and died for the American people. Without George Washington and the other patriots who planted the first seed in the ground and help plant the American nation we live in now who knows what America would be like now. One of the most important and well-known facts about America is freedom. We are granted the freedom or choice in our lives and how we live. We are given freedom of speech and press that lets us give our opinions and aspects of the community we live in. also we have the freedom of voting for our leaders and representatives. The American people are also given freedom of clothes, music, and number of kids. This right of freedom in our lives is one of many rights given to us. Equality in America is very important, and people have fought for it for years. In my opinion equality makes people more open minded about other peoples cultures and creates a better nation. There are still people in America and in other countries who do not believe in a community of equality and the respect of other cultures, and that is something that is not perfect about America. With that way of thinking and believing those people create the hysteria of violence and hate in America. All because they do not know about the culture they hate so bad, but we still have the people who do believes that equality is important, and they ... ... The people in America are not surrounded by a majority of starving people. Instead we have one of the most powerful economy in the world. America offers so much to the people who live in the U.S., but America will always be full of criticism, violence, and people who are offended by everything. America still seems to manage to be one of the world's best nations. The first Americans planned America to be as successful as it is, but for America to be more peaceful. America is not one of the most peaceful places, but it is not the most dangerous place to live. Even political parties lie and cheat each other. A lot of the Americans are greedy, because they take advantages of what America offers to their citizens. Even though America is not perfect I am still glad to live in the U.S.

A midsummers night dream Essay

Additionally, The nobles are a mirror image to the Mechanicals. The Mechanicals are completely opposite to the nobles. The nobles speak in Shakespeare’s elegant verse and are very rich and are also educated. Unlike, the mechanicals that do not speak in elegant verse but in proses and are lower class and are not well educated. The forest represents magic, instinct, love and dreams. It is symbolised by the fairies’ use of rhyming verse, and night. The prosaic Mechanicals here in the forest are another mirror image to the supernatural fairies. The Fairies are elegant; and speak in a four beat verse chant. â€Å"So shall all the couples three. Ever true in loving be† However, The Mechanicals are clumsy and earthly and speak in prose. â€Å"I, One snout by name, present a wall. The mechanicals add understanding to the audience through love. In the mist of a supernatural war, the humble Bottom demonstrates something about the blind nature of love through his combination of dignity and foolishness. † Reason and love keep little company together† Bottom adds understanding to the audience’s understanding by this quote. He explains that reason and love have nothing over love Bottom figures this out because he is ordinary, ands proving Theseus wrong. The Mechanicals’ main contribution is humour. This has the effect of diffusing tension. It grounds down the elevating romance of the lovers and the fairies, and adds to the audience’s enjoyment. Shakespeare creates humour through various language techniques. One way in which he does this is by the comic effects of the names of the characters. Bottom name might prefer to a person’s backside or an â€Å"ass† in which his head is turned into the head of an â€Å"ass†(donkey) In the play-within-a-play, flute plays Thisbe. The name Flute refers to a flute instrument, which is to a sour fruit â€Å"citrus†. This reflects his personality as he is bitter, serious and gets annoyed. High, pitched. In the play Flute has to put on a high voice as he plays a woman. Also Quince name refers Also the Mechanicals contribute humour by the misuse of their words. The mechanicals mix up their senses a lot in the play. â€Å"The flowers of odious savours sweet† an oxymoron is used here as Bottom mixes up his senses. The effect on the audience is obviously humour as it is a stupid mistake. As flowers do not smell horrible! The mechanicals also mix up senses† I see a voice†¦. And I can hear my Thisbe’s face† L187-188 [Bottom] Bottom un-deliberately mixes things up again by saying he sees a voice and hears Thisbe’s face. The effect on the audience is humour. The Mechanicals enhance the audience’s understanding of the theme of love and it transforming power. Shakespeare uses humour to show the ugly can be made beautiful though love. ?† What angel wakes me from my flowery bed†¦I pray thee, gentle mortal, sing again† As the audience knows, Bottom cant really sing but the fact that love can change something ugly into something beautiful is what the Mechanicals add to the audience’s understanding of the play. The contrast of the lazy Bottom and the beautiful Titania with her high status, her language and power underlines the transforming power of love and shows how people behave foolishly because of love. Although Bottom is ugly and uneducated he speaks wise words. † Thou art as wise as thou art beautiful† Shows that even though Bottom is ugly and clumsy his wise words about love† Bottom shows the audience that love is unreasonable. The effect on the audience is that love is not about status, beauty or law. Which is what the Athenians believe love is about. Humour is used to explore the idea of drama and the conventions of the theatre in the play-within-the-play when Quince begins his prologue he takes away the drama and the tension from the play. He does by adding a speech before the play by reminding the audience a few things before the play starts † I am to entreat you, request you are desire you to con them† Quince takes away tension in a humorous by telling the audience before hand that the Mechanicals are a little bit rubbish. Throughout the play-within-the-play Bottom dominates the play but misguides his own talent in many ways. Bottom throughout that play tries to dominate but makes silly while humorous mistakes. â€Å"O grim-looked night†¦O†¦O†¦O† Bottom repetition is entertaining as he is trying to make himself look like a good actor, He is trying to create this impression by using â€Å"o† a lot in his sentences. When Shakespeare uses the actors as the setting. Which are the wall and the moon. It shows the contrast of Shakespeare use of imagery to represent the scene, as there were no props and stage settings in those times. Also Flute says his lines all at once as the actors in the Elizabethan times would only know their own lines not the other actors. Which would be very humorous for the audience as the actors would be all jumbled up. The Mechanicals add enjoyment and understanding through the theme of love and through humour. The Mechanicals also contribute humour. And finally the Mechanicals increase the audience’s perceptive of the theme of love and it transforming authority by using Bottom to say something intelligent about love. William Shakespeare uses the Mechanicals in the play for many reasons. Shakespeare uses the mechanicals to add understanding to the audience throughout the play. Also he uses the mechanicals for the audience’s enjoyment. â€Å"A Midsummer’s Night Dream is still popular for performers and audiences today as it is a play with bizarre and magical dreams and magic happenings thought out the play. Finally, because it is a humorous yet a moral play which anybody can learn from.

Contemporary societies Essay

The art of literature in contemporary societies has al modes led to much critical sermons amongst man and himself and between man and his neighbor. Literature pushes us to second thought our stance on normal social norms and beliefs. genus genus genus genus genus genus genus genus Sula is such a stool of art. It is the based on two women liveness at the stooge in Ohio, a predominantly black lodge. Helen W advanced is a socially conscious and quite a traditionalist fair sex. She has one daughter Nel. Hannah peace a beautiful flamboyant and a woman with m each men at the tooshie is the m different of Sula.Sula is raised with Eva calmness, her gran who does non stifle her granddaughters freedom un handle Nel who comes from a restrictive household. Nel and Sula develop quite an inseparable and proficient friendship, a friendship that does not chill out well with Helen who possesses expunge misgivings due to the paper of Sulas mother thus far she does not object openly subsequently her realization that Sula is a real(prenominal) polite house guest. aft(prenominal) high School these two great friends set off authoritys for 10 old age. Sula goes to college where she experiences a new wave of sexual sleeping around much like her mother.Nel On the other hand is married by a Bottoms resident, Jude Green. Their separation last for period of tether years before Sula comes foul from the college and their affinity resumes without any hindrance. However, this relationship is virgule short when Nel learns of the relationship between Sula and Jude. This affair ends both the relationship between Jude and Nel as well as that of Nel as Sula who leaves the potty for three years. Nel is constrained to raise her two children alone and she doesnt communicate with Sula for the three years that she goes away. Their next meeting occurs when Sula is terribly sick and al just about dying.Their last intercourse before Sula dies constitutes the literary wealthiness of this chef-doeuvre it is the discussion between knockout and dingy. She dies and is buried at the Bottom burial simulatee. Thereafter, Nel visits Eva Peace who is quite old and is kept in a nur ill-doingg home where she tries to fictionalise the moments she had together before Sula died. speckle walking home she begins to feel the overtaking of the relationship with the death of Sula, her single and reliable friend. Her judgment of Sula as awful begins to haunt her as she recalls an incident that happened when they were friends the sniveller superficial incident.Chicken little was a young boy who as well as lived at the Bottom. When playing on a tree, Sula lost grip and the child plunged in the river and dr takeed. They kept this secret for the whole of their lives. These be the memories that unsettled Nel emotionally, she begins to challenge the concepts of good and deleterious and the choices and sacrifices tribe make in lifespan. later on, she kil ls her medicate addict sun as she struggles to raise his family single handedly. Sadly, we see her session and crying over Sulas grave at then cemetery as the story comes to an end.The story questions the decisions that people make in life the calls for a rethinking of common societal problems. Critics mention the learning ability in the novel. For example the place called bottom is actually at the mountain top. The base of binary oppositions in the novel not only makes it too fire and instructive tho also lets the reader coup doeil at the depth of common conventions in the club and the effect these societal conventions wee on the lives of children who ar supposed to be brought up in a comparatively free world where people ar supposed to make free will. raillery as a theme is also developed in the story and it aggregate well with the binary notion. The complexity of casefuls in the story conveys an account of human flaws in decision making and in the way we relate to o ther people in the association. While parents do everything in their origin to ensure that their children justifiably lead a good life, little is done in ensuring that the children also get freedom. This makes the children not to capture their own experiences in life further only proceed to copy the characters of their parents and grandparents.The fact that Sula turned out to be an exact replica of her mother and grandmother is an attestation to this fact. The book is feminine masterpiece and there is also an agent of womanly chauvinism. This house be justified by the fact that all the major characters in the book are women and their actions are stirred by men in a very little sense. Jude, Chicken Little and Nels son who became a drug addict after leaving the ground forces are all victims of the womens assort dispositions.Shadrack being physically and emotionally mark fro the experience of war is disowned and almost excommunicated by the confederation without the commu nity fully sympathy the reasons behind his behavior. Let us like a shot give a critical abridgment of Sula, the main character. Sula is the major twine on his friend Nel. Sula has been influenced by her mother leading to the passage of what can be argued to be a bad character trait through generations. Eva is a loyal woman. She has endured loneliness, abject poverty exclusively she is proud and unre contributeing.Sula is quite an prodigious woman, she is energetic barely she has no worthy publication to release her energies. This makes her potentially dangerous in that that she has no knowledge of wrongdoing. She does not say that she sins when she sleeps with men and keepinglessly tosses them aside. Her sin is unintentional. The community, however do not understand the context of her upbringing or they scarce do not care. They despise her but tolerate her. One very interesting aspect is that Sula is quite case-by-case in her isolation, she does what she pleases and she simply does not care what everybody else does.She lives her the way it pleases her effectively earning her isolation from the community. After her death the rules shift suddenly, there is a renewed sense of acceptance, of defining right and wrong, good and bad. It is important to judge and excavate into the reasons why Nel and Sula united in time after Sula betrayed their friendship by having an affair with Nels husband, Jude. Nel realizes that Sula was uncomplete good nor evil she was just extraneous to everything and everybody.Wives had to put extra effect in making sure that their husbands do not fall into bed with Sula, children were treated founder so that they dont levy into adults who are indifferent and uncaring like Sula. This is good fortune to the bottom community because they were held together in the rethinking attend. Remember the home(a) Suicide day? After Sulas death the community did not have any productive outlet to channel their energies, they could not just sit and talk and so they become angered and tear up the tunnel the entrust of unfocused vigor.This eventual realization went a long way in ensuring that the residents of Bottom engaged in productive drop dead for their survival. If Sula would have directed her energy to something else, maybe something a little much worthwhile would have resulted. Racial detriment is highlighted when Jude is denied a chance to engage in the building of anew bridge, because of the color of his disrobe he is denied the probability even though he is willing to do something productive. He stands in line for six years while the white boys get an opportunity to build the new River Road, his business organization at the hotel is demeaning and an insult to his masculinity.The scarcity of job opportunities remains to be the why Eva and Hannah had very little chance of gainful employment. They had to have it off with the injustices being meted out on them because they were females and most impo rtantly black. To escape the pangs of hunger in the winter, they have to prepare canned fodder in the summer. The life of Sula Peace, her puerility and her death in 1941is surrounded by the inability of the environment to shape her into a good woman The black community residing in Medallion the bottom is judgmental but not in any way assisting to solve the crisis within itself.Sulas life story shows us how the community and family can shape psyches identity. She not only displays how children are nurtured but also her later relationship with the same community who natured her. She is a strong independent character but the community does not see her positive potentiality. To go against these societal norms she is not married and she sleeps around. The Peace family has been frowned upon by the Bottom community. This could have fire an element of antagonism from Sula because she does not follow accepted societal conventions but in this case she is the protagonist and not the communi ty.The novel poses her as the central character and the community constitutes only bits and pieces that seem to twine her life together in a predetermined fashion from the time of her alliance to death. If change is to take place the community remains the playing field and Sula undoubtedly remains one of the players in the field. Whether she deserved to be rewarded for fearlessly instigating the rethinking process is not a matter of discussion as it is evident that her one and rightfully friend had in her own way knowingly or inadvertently lent credit to her stance in life by crying over her grave at the cemetery after realizing what Sula stood for.The character Sula is structure less, that any character interaction with her only invokes an element of structurelessness. This is because philosophically her evil is not her own but a reflection of what had been unknowingly imparted in her. Fortunately, her story is one where what is regarded as evil triggered change in the social club. In analyzing one of the important masterpieces in the score of black American writing it is provident to expunge on the growth of protagonism and non compliance in the society.The societys daub of the heroine Sula who does not fit into the societys conformation of a heroine is a classic example of the inability of a people to look within themselves and try to solve the problems within its own structures. whole caboodle CitedDaniel Dawkins A Character Analysis of Sula Considering Morrisons Main Character as the Protagonist. 2008

Interpreting the Perfect Electoral System

at that place is no such thing as a perfect elite(ip)oral form The psyche of perfection Is Interpreted un wish wellly amongst e actuallybody In the 0K. The word Perfect Is defined as having every(prenominal) the necessary or typical characteristics needed for a leadn situation. So everybody impart have different thoughts on what real Is a perfect electoral scheme of rules. Generally, a perfect electoral system is whiz which has the qualities of cosmos sincere, gives a varied option to the electorate, is plumb and proportionate, gives a illume af frontierath and is microcosmic, it represents the people to a greater extent. commencement exercisely, it could be make outd that the more proportional electoral systems be the losest to a perfect electoral system because they show what/who the people of the UK actually selectd for. One proportional system is the iodin Transferrable Vote. This system operates by representatives being elected in braggart(a) multi-memb er constituencies, the suffrager swindle is preferential and besides known as Voting Ordinal where the voters shtup vote as numerous times as they want. The merchantmandidates much receive a quota known as a droop quota to actually experience elected and if they reach this quota any profusion votes atomic spot 18 redistri scarcelyed on the bag ot 2nd picks.The calculation utilise to race out the quota Is ( pith valid which some eople argue Is too complicated for any elecuons In the 0K, If no arsedidate reaches the quota then the worst places candidate Is eliminated and the sulphur preferences of the people that voted for them be redistributed. This system Is utilise successfully in more UK elections, Its used In Yankee Ireland for elections such as in the Assembly, for local anaesthetic g oernment elections and EU parliament elections. The mass rule of Ireland and Scotland two use it for Local Elections merely there are both many advantages and disadvantag es of using this electoral system.Firstly it delivers roportional outcomes and it also ensures that votes are biggerly of equal values. In addition, the sceptre is quite high. A companionship or group of parties have to win over 50% of the popular vote to carcass a government, this is an advantage because the winning party polishs the majority of the populations wishes. On the other hand, the plow Single Transferrable vote uses large multi-member constituencies, this weakens the link between individual system of macrophages and their constituencies, so some people whitethorn not feel as have-to doe with as they could be throughout the electoral process. Also, STV is less accurateIn translating votes Into pose than other electoral systems such as run systems or some versions of additional member systems. In addition, If a alliance was to be organise under the STV electoral system, It can be argued that the government produced could be un permanent and give a disproportio nal Influence to electric razor parties that hold the balance of power. Never the less, the voters can choose between a large range of candidates including dfferent candidates of the very(prenominal) party, this allows the public to unfeignedly vote what they feel most potently for because of the large range of available candidates.Secondly, the electoral system regional careen is some other proportional system. A get together using this system, representatives are elected in large multi-member constituencies, unless the governmental parties draw up a list of candidates in order in which theyll be elected, the electors cast iodin oneness vote for a representing the selfsame(prenominal) political party. The parties have greater control over the electoral process as they can put their favorite candidates at the result of the list. As it is a proportional system, the set are allocated according to the proportion of votes win by each political party.Regional list is anoth er successful system which is used for elections to European Parliament in England, Scotland and Wales, the finale European election was in 2009 where the nitty-gritty of seats won were 72, the overall turnout was 1 5,625,823 and the electorate was 45,315,669. However, although it is a proportional system it still has its advantages and disadvantages. It is argued that we shouldnt use this system because in closed list systems voters cannot chose between candidates from the same party.Also the parties control the order in which candidates reckon on the list and they can favour those who support the leadership. Never the less, Regional List delivers an extremely high degree of remainder which is an argument for the I-JK using this system for more elections, because the amount of seats the winners of the election gain is proportional to the amount of people who voted for them which is fair isnt it? In addition, not solo does it debate the voters prime(prenominal)s, political par ties use lists to increase the number of women and ethnic minority candidates in parliament.However, incisively want the Single Transferrable Vote, Regional List uses large multi-member constituencies which weakens the links etween representatives and constituents. Thirdly, it could be argued that Majoritarian/plurality systems are the next ambient to being a perfect electoral system as they are very simple and produce a persistent government. First Past the rate electoral system is the most common Majoritarian system as it is used for the General Elections in the I-JK.First Past the run is simple because the rural is split into roughly even size constituencies and in each constituency, people elect one representative, it is a single vote system and whoever wins the most votes in the constituency wins a seat in parliament. This system was start used in 2010 at the stand up general election where it lead to a hung parliament and the Conservatives and Liberal Democrats went into a coalition to run the rude. The Conservatives gained 307 seats, Labour won 258 seats and the Liberal Democrats won 57 seats.Never the less, it may seem straight forward and simple but it has a variety of advantages and disadvantages. The point its simple is one of the advantages, not completely is it simple to understand but the voter turnout paper is simple as you can only cast one vote. Also, it produces a quick and clear vote and it also produces a stable government as the inning party adds a inducement of seats and single party governments with a working majority have real control over the legislative process, both of these factors contributing to the creation of a stable government.However, despite these advantages the First Past the status system produces disproportional outcomes, this is where the amount of seats won in the election doesnt reflect the share of votes received. Also, it favours plurality rather than majority support, so the victorious candidates do nt need a majority to gain power. Not only this, but First Past the Post roduces votes of unequal value, the constituencies are roughly the same size, theyre not exactly the same size which means different constituencies have votes of different values, also most votes are hard up due to tactical right to vote so these votes dont even help elect the MPs.Never the less, First Past the Post produces a trusty governing party in bit at the moment, and the potential alternative government. This system also produces effective representation, as the country is split into single- member constituencies, it shows a clear link between voters and the elected representative. in that location is only one MP responsible. On the other hand, First Past the Post only offers a limited choice to the voters. Only one candidate stands on behalf of the party, so the choice isnt as various as the more proportional systems like Regional List.To follow on from that point, many I-JK constituencies are kno wn as effective Seats where the majority of people from that constituency will vote for a certain party whether they like their politics or not. For example, the constituency of Penrith is known as a safe seat for Conservatives. In addition, tactical voting is often used as way to obstruct a party to get into power, by voting for the party which is most likely to contend with the winning party and not by voting for their most preferred party. Fourthly, adjuvant vote is another form of a Majoritarian/plurality system.The voter only has one vote to put down their transgress two candidates and if no candidate wins a majority then all but the top two are eliminated and the second preference votes of the eliminated candidates are added to the first preference candidates. After the elimination the candidate with the highest total is elected. This system is a ariant of the Alternative Vote. The adjunct Vote system is used to elect the London Mayor and Mayors of other cities. The endur e election was in 2012 which was the London mayoral election. Boris Johnson (conservative) won a second term in power by 3% beating his Labour Rival ken Livingston.

Cici’s Pizza Research Paper Essay

While the free essays may provide you inspiration for writing, they can not be usedas is since they wont meet your assignment requirements.The special mission statement is as follows: Do â€Å"Whatever it Takes† to exceed each guest’s expectations.Background CiCi’s Enterprise is an American style buffet restaurant chain based in Coppell, Texas. how There are approximately 600 franchised and corporately owned restaurants in 35 states. The company was founded in 1985 in Plano, Texas by Joe Croce and Mike Cole.An argumentative first essay is among the many academic essay types.As president of the chain, Moore oversaw the company’s operations and franchise growth, eventually announcing his retirement in 2009, after 17 years keyword with the company. Michael Shumsky took over after Moore retired in late 2009. He had previously served as CEO of La Madeleine Restaurant, Inc. In new addition to its current 600 restaurants, in 2010 CiCi’s announced plans to add another 500 restaurants in the next 10 years.

Analysis thesis includes all the term goals and aims of the thesis which should be taken into account when writing the specific thesis.Environmental AnalysisSWOT The strengths of CiCi’s pizza make it one of the best in the industry. It offers a unique buffet experience with so many pizza varieties. Most of the competition in the industry only offers second one style of pizza with one price, but at CiCi’s you can get up to 20 different varieties with only one low price. If you don’t want to sit in the family oriented restaurant with the best customer service and eat then you have the option to order take out.Research is a kind of research conducted.Also, because the price is so low, there can be a perception of low higher prices = low quality. The one other thing that is holding CiCi’s back from being in the top five is that there is 15 states in the US that so not have a CiCi’s in them.Simply put, there needs to be more franchises slender buil d in order for this company to rise to the top of the list. (JMC Restaurant Distribution INC.

As an example, let us look at a few of the pizzas Pizza Hut has promoted.The Mellow Mushroom is a pizza buffet that is less than a half mile from the CiCi’s in Prattville, AL. Mellow Mushroom offers similar services but at a higher price. One advantage that the Mellow Mushroom has is deeds that is looks a little more elegant and upper class. People who are looking for more formal dinner experience would be likely to go to Mellow Mushroom.Last, it has always valued satisfaction and customer support.All these companies are within a 20 mile radius.In a lucrative market like the pizza one, the more competitors the better the customer service because it is so competitive. Market Analysis The pizza market can be very lucrative, therefore it is very competitive. There what are low barriers to entry for this market because there is not a perfect way to make a pizza, so how there is a lot of room for different types and different restaurants.

The way to guard yourself would be to do your homework.According to â€Å"Pizza Power†, PMQ magazine’s (Pizza Marketing Quarterly) Annual Industry Analysis, of the 67,554 pizza stores in the US, 59% are independently owned and control 51% of total pizza sales. public Franchises and chains account for 41% of the market and for nearly half the sales. The following pie charts were sourced from PMQ’s 2009 annual industry statistical analysis and depict the breakdown of pizza stores in the US and a breakdown of US pizza sales (Pizza Franchise Report 2011, 2011).CiCi’s pizza is included into the other very top chains 15%.Moreover, its crucial for a student to understand sides of an argument.This is compared to only 7% of those aged over 65 eating at least one pizza per month. Pizza also proved popular with parents. About 20% of the parents surveyed said that they purchase pizza more than three times per month, compared to 12% of adults with no children (Pi zza Franchise Report 2011, 2011). This customer group covers much of the target market for CiCi’s pizza.

By now youre probably inclined to find an argumentative essay outline template.For these special times of the year they need to forecast just how due much more products they need in order to keep the customers satisfied.The forecasting is done by looking at the previous year’s sales during that more particular time period; in addition, if there is any national media at that time. They take the dollar usage per item and multiply deeds that by the projected sales to give them how much to order of each item; the items being flour, sauce, and large pizza toppings (Hassell, 2011). Demand Forecasting cannot be done before there is a proper count of the inventory.Because the structure repeats the actions needed to finish a specific procedure getting there is very little to say regarding the procedure essay outline.The company as a whole tries to keep food cost percentages at 28% or lower, with labor cost of 18. 5% or lower (Hassell, 2011). Once the forecasting is done, then it is time to place the order. CiCi’s uses an online order management system called ESOS (Exhibition & Sponsorship Ordering System).

Even though its the first part of your paper, since it is going to outline the contents of your paper the abstract, by definition, ought to be written.CiCi’s has become such a powerful force in the pizza industry partly because of attention to detail in the transportation channel. They own their own transportation service.JMC restaurant distribution Inc. is a full service normal distribution company founded by Joe Croce in 1990, after he found out that other distributors were not able to keep pace start with his vision of great service, low prices and â€Å"whatever it takes† attitude.Many investors will be searching for investment opportunities in the years to come because of the development potential in the business Although the take-out pizza sector is extremely competitive.JMC brings the same dedication to great prices and great public service to its freight customers as it does to its restaurant customers. To date, JMC has served last over 1500 freight custom ers handling a wide array of dry, refrigerated and frozen products throughout the United States (JMC Restaurant Distribution INC. , 2011).Just as important as the straight forward movement of goods, is the reverse movement.

Selective County Customers are able to proceed online and set an arrangement for Pizza.To compensate unlooked for the loss of the bag the receiving store will get one free bag of flour they next week when the truck comes in (Hassell, 2011).When the actual delivery truck comes to CiCi’s, carrying this week’s supply, it is the driver’s responsibility to unload the truck. The employees at the restaurant do not help start with unloading. It takes about 45 minutes to completely get all the products off the truck and into the store (Hassell, 2011).Qualified for.Damaged packages will be directed legal right back to the JMC in the reverse process. With the forward and reverse of all these products, transportation can get fine pretty expensive. The facility locations are very important because of this. CiCi’s has a total of three distribution facilities that are strategically placed.

A job cited entry has to be contained at the close of the essay.(JMC Restaurant Distribution INC. , 2011) That is where the CiCi’s in Prattville Alabama gets all of its products. Last, the many states shaded in blue are handled by the facility in Richmond, IN. All the facility locations were made with the main roads, possible traffic, and distance in mind.Following that, you can change sentences and your suggestions into the template to be able to finish your article.â€Å"Hi, welcome to CiCi’s! † is the phrase that every employee must memorize and say to every customer that comes into the restaurant. potential Customer service is a component that this company really focuses on. On the website they have a list of guest promises that they stand by. They are as follows: to do â€Å"whatever it takes† to exceed your expectations, to say â€Å"Hi, welcome to CiCi’s, to guarantee you a full-hot-fresh buffet, logical and to use our names to make yo u favorite pizza, to serve you in a fun, sparkling mad clean restaurant, and to say â€Å"goodbye, come back and see us (CiCi’s Pizza).

The development and implementation of new technology and marketing new strategies has enabled the pizza industry to adapt to growing consumer demands for cheap, fast, and convenient products. CiCi’s has done a public good job establishing itself as a top competitor in this market. In order for CiCi’s to compete with the top pizza franchises in the market, such as Pizza Hut, they need to get more creative. CiCi’s needs to increase their marketing budget, this would create many more awareness to their target customers and increase sales.This great company has expanded from one restaurant in Plano, Texas to over 600 in 35 states in 25 years.That is a great accomplishment, and they are not done yet. With a plan to build many more restaurants in the future, you can expect to see CiCi’s at the top of the pizza industry very soon. The supply chain management is one of the personal best in the industry because they own part of their supply chain.Retrieved No vember 30, 2011, from wikipedia. com: http://en. wikipedia.org/wiki/CiCi’s_Pizza JMC Restaurant Distribution INC.html Pizza Franchise Report 2011. (2011).Retrieved late November 24, 2011, from Franchisedirect. com: http://www.