Abstract This paper explains that department store shopping is an experience most women enjoy and many men hate; however, women are not the only ones who shop. The author points out that the priorities of the department store often depend upon who the buyers are and their gender culture and ethnic backgrounds. The paper relates that often different items are strategically staged to draw the interest of different buyers, such as beauty supplies are often placed in the front of the department store so it attracts the attention of women entering into the store.
Abstract This paper gives an extensive presentation of the Nordstrom's department store chain. First, the writer describes the history and background of the stores. This is followed by an analysis of Nordstrom's marketing strategy and its target market. Also described is the Nordstrom approach to merchandising, which involves dividing the store into departments to give the shopper the feeling of being in a smaller boutique. The author further develops Nordstrom's marketing and merchandising techniques by highlighting their Website. The paper concludes with the author's own suggestions for Nordstrom's to increase their sales and market share.
Outline:
History/Background
Market Strategy
Target Market
Lifestyle Departments Organization on Web Site Vs. Brick and Mortar
Alternatives
Sources
From the Paper "Nordstrom continued to grow and soon became the largest independent shoe chain in the United States. Entering the late 1960's, the company was looking to expand its retail chain by adding apparel. The Nordstrom sons bought a Seattle based clothing store, Best Apparel, and later merged the store with one of its shoe stores in Portland. The sons added children's wear and men's wear to the mix in 1966, finally making Nordstrom a one-stop store for the whole family. When the company went public in 1971, it formally changed its name to Nordstrom, Inc. Soon after, Nordstrom opened stores in California and eventually made a move to the east coast with the first store in McLean Virginia at Tyson's Corner Center."
Abstract This report analyzes the problem that the Department of Defense faced regarding the Y2K issue. The paper explores what course of actions they must undertake to tackle the problem. In the end the report summarizes conclusions and suggests recommendations.
Abstract This paper describes the organizational structure and the different levels of the U.S. Department of Health and Human Services and then goes on to point out the weaknesses and strengths of this type of structure. Next, the paper presents recommendations for improving the agency's structure based on the analysis provided of its structural weaknesses and strengths.
From the Paper "Another potential weakness with the structure relates to the range of departments within the structure. As noted, the National Institutes of Health has over 17,000 employees and a budget of over $27 billion. In contrast, the Agency for Healthcare Research and Quality has 294 employees and a budget of $309 million (U.S. Department of Health & Human Services, HHS: What We Do, 2003). The question this raises is whether the departments receive equal attention from the Office of the Secretary, or whether attention is related to size. If attention is related to size, it is possible to assume that the smaller divisions may be neglected. This could include not providing adequate control, supervision, or assistance."
Abstract This paper examines the U.S. Department of Defense Intelligence Agency, or DIA, whose original purpose was to coordinate the intelligence activities of the military services. The paper further describes some of the problems encountered by the agency due to its secretive function and competition among other intelligence organizations. These problems are analyzed in light of the agencies purpose and military affiliation. The paper concludes by illustrating the DIA's renaissance in the mid-1990's with the appointment of John M. Deutch as its new Director of Central Intelligence.
From the Paper "The DIA's history is a speckled one at best. Initially it was a rather obscure organization with very little real power. The reason for this was because it was supposed to be a coordinator of information gathered by other agencies, and even though the agencies were military in nature, as was the DIA, there was still a myriad of problems in gathering the respective data from those individual agencies. The agencies jealously protected their information, thereby rendering moot the DIA's attempts at clarification and enhancement of the data it was charged with coordinating."
Tags:Department, of, Defense, Intelligence, John, M., Deutch, DIA
Abstract This paper presents an analysis of the Department of Homeland Security. There are four research questions that are answered in the paper:1) Does the information collected through a thorough literature review regarding the creation of the Department of Homeland Security give individuals enough information about the Department and what it does? 2) What do individuals that are in the military think of what their government is doing with this department? 3) What do civilians think of what their government is doing with this department? 4) Will the Department of Homeland Security be willing to discuss their department, their objectives and what they feel has been accomplished? The paper presents a literature review, discussion and conclusion.
Table of Contents
Chapter One
The Problem
Introduction
Statement of the Problem
Research Questions/Assumptions
Main Question
Significance of the Study
Definition of Terms
Chapter Two
Review of the Literature
Introduction
Availability of Literature
Organization of the Literature Review
Literature Review
Summary
Chapter Three
Survey Methodology
Description of Research
Instrumentation
Data Gathering
Data Analysis
Limitations
Chapter Four
Presentation and Analysis of Survey Data
Presentation of Data
Analysis of Results
Summary
Chapter Five
Conclusions and Recommendations
Conclusions
Recommendations
Works Cited
From the Paper "It can be concluded from this study that it is necessary to work with the public more carefully to ensure that they understand the purpose of the Department of Homeland Security and what the Department really does when it comes to keeping them safe from terror. It appears that many people are dissatisfied with the job that is being done by the Department, but this could stem from the idea that there is simply not enough known about the Department and therefore it appears as though they are not doing anything. The military seems happier with the Department, and it is also likely that military individuals have a greater understanding of what the Department is actually doing."
Tags: public, safety, terror, threat, government, military
Abstract The paper attempts to explore how departments such as the District of Columbia, Boston and Las Vegas have coped with the challenges of policing the community, fostering community relations and creating an effective network of law enforcement officers. The paper examines how these departments deal with some of the unique challenges in their area. The paper then shows how community policing and increased sensitivity to previous charges of racial bias and corruption characterize all of these efforts to improve the quality of the departments.
Outline:
Metropolitan Police Department: District of Columbia
Metropolitan Police Department: The City of Boston, MA
Metropolitan Police Department: Las Vegas, NV
From the Paper "The police department in Washington, D.C. is in an unusual position, given that it is a city department, charged with protecting the safety and security of all residents and visitors, located in our nation's capital. It thus functions as a kind of showcase of the nation to many tourists from the nation and from abroad, despite its municipal character. Unfortunately, D.C. has had to cope with many challenges, including a high murder rate, in recent year. However, the department has shown admirable tact in dealing with many public relations problems recently, most notably the controversial issue of illegal immigration."
This paper discusses the human resource department and its function of creating and controlling the quality of work life (QWL), which individuals enjoy in a company especially in the areas of ethics, laws and discrimination.
Abstract This paper explains that, since the human resource department often makes the rules, it needs to be sure that these rules are the most current, given that local, state and federal laws change frequently. The author points out that generational differences and the way that individuals are being taught are affecting how human resource departments react to and deal with issues that they had previously not suspected would concern them. The paper stresses that, if no trust exists between the human resource department and the employees at all levels, violations of ethics and other problems will often go unreported for fear of losing one's job, which, in turn, will greatly lower the quality of work life (QWL), which employees want and deserve.
Table of Contents:
Introduction
What is the Human Resource Department?
How Human Resource Personnel Affect the Company's QWL
History and the Human Resource Department Human Resources and Changing Times
The Bridge between Employer and Employee
Affirmative Action and Discrimination
Conclusion
From the Paper "There have been different eras in politics throughout the years that this country has been around. Politics often greatly affects the Human Resource department of any company because it affects the rules and regulations that companies have to abide by. The poor reaction to Big Government that was going on in the 1980s is only one example of the political upheavals that have been faced in the not too far distant past. It may seem odd that what happens in the political arena would affect what happens in the Human Resource departments of companies."
This paper discusses that the fire department, the most important trauma-fighting service in the United States, has problems, which could be resolved by improving supervisory efforts.
Abstract This paper explains that the fire professionals have the highest stress factors in the United States, not only from the requirements of the job, but also deaths, accidents, racism, and sexism; therefore, adequate supervision is essential. The author points out that a lack of adequate supervision has made racism a problem in the fire department because, in many cases, supervisors simply do not know how to handle this problem and choose to ignore it; in other cases, supervisors are unaware that the problem even exists. The paper relates that women have been having difficulty being recognized as equals in the fire department because of issues such as physical strength, but many of the difficulties experienced by women in terms of equality in the fire department can be ascribed to a lack of unbiased supervision.
Table of Contents
Death in the Fire Department Racism
Women in the Firefighting Profession
From the Paper "Interestingly, heart attacks are the leading culprit in firefighter deaths, numbering 44%. The second leading cause of death is head trauma and internal injuries at 27%, while death directly related to fire (by asphyxia or from burns) accounts for the least amount of deaths, at 20%. These statistics are also related to age, with younger men more likely to die from injuries than heart attacks. Motor vehicle accidents also cause a substantial amount of firefighter deaths, numbering between 20 and 25%. It was found that only 21% of firefighters involved in these crashes wore their seatbelts. The USFA has also found that firefighter fatalities per 100,000 incidents have increased over the last twenty years. This factor is what inspired the study in the first place."
This paper discusses the roles and responsibilities of Human Resource (HR) departments, which are now strategic partners within an organization as the purveyor of the most important asset a company controls, the human asset.
Abstract This paper relates that the main objectives of the new HR department of a modern business is to maintain a qualified workforce, attract and retain the best employee and build a work environment in which the worker thrives and grows. The author points out that HR departments are increasingly realizing the need to review succession planning in the organization to ensure that critical positions in the organization always have trained and knowledgeable employees undertaking the task. The paper relates that the implementation of new ideas and evaluations of worker feedback can help make the organization more productive and efficient; HR departments are able to channel this information back to the functional departments where they can create the best results.
Table of Contents
Introduction
Discussion
Human Resource Planning, Recruitment and Selection
Human Resource Development
Compensation and Benefits and Worker Performance
Conclusion
From the Paper "The culture of the organization is also an important aspect that the HR department needs to understand. Ensuring that the culture and the work ethics of the workers selected for the company understand and fit together well is important. Human relationships especially in the work place are complex and the dynamic that exist between worker and management or between worker and another worker cannot be easily compartmentalized and segregated by the manager overseeing the operations in the organization. "
Abstract This paper examines the human resource criteria for the proposed federal agency, The Homeland Security Department. It looks at the history and characteristics of the merit system, as well as considers the political environment and the history of the debate and the Civil Service Reform Act of 1978.
Table of Contents
1. Introduction
2. History of The Merit System
3. Characteristics of the Merit System
4. Merit System Reform Human Resources and the Homeland Security Department 5. Reactions to the Homeland Security Department 6. Bibliography
From the Paper "Debate is currently underway in response to a proposed bill calling for the creation of the Homeland Security Department. This department is designed to integrate the various federal agencies that contribute to national security. One cause of debate is the human resource implications of the new system. This system asks for a flexible approach to human resources, but as will be seen, this is not a new concept. Human resources in the public service has been an issue for decades, yet for the last century the public service has been based on a system known as the ?merit system.? "
Abstract This paper examines how, in a country barely 230 years old, today, the New York State Banking Department is a veritable antique; it is the oldest bank regulatory agency in the nation, having been established in 1851. It looks at how, as one of the world's major financial centers with a majority of the nation's foreign bank branches, New York represents an enormous challenge for federal and state regulatory agencies and how the New York State Banking Department has far-reaching authority to ensure the safe and timely operations of these institutions. This paper provides an overview of the New York State Banking Department, a discussion of its responsibilities and activities over the years, followed by a summary of the research in the conclusion.
From the Paper "According to their organizational literature, the New York State Banking Department employs almost 600 full-time employees, about 73 percent of which are bank examiners; however, state taxpayers do not pay for bank regulation since the revenues to fund the Department's operating budget are derived from the fees paid to it by state-chartered institutions. Besides its main office at One State Street, Manhattan, the Department maintains an office in the state capital at the Empire State Plaza, Albany, and at 333 East Washington St, Syracuse, New York. Based on its need to regulate a majority of the nation's foreign banking institutions located in New York, the Department also has an overseas office in London (State of New York Banking Department, 2004). The Department is the primary regulator for state-licensed and state-chartered financial entities, including domestic banks, foreign agencies, branches and representative offices, savings institutions and trust companies and other financial institutions operating in New York including mortgage bankers and brokers, check cashers, money transmitters, and licensed lenders, among others."
Abstract This paper presents a historical background of the San Francisco Fire Department. The paper prefaces this with an overview of the first fire departments and societies, as they were called, in 18th century America. The paper focuses on one of San Fransisco's landmarks, the old Fire Station #21 building. The paper discusses the technicalities involved in the running of fire departments in general and Fire Station #21 in particular.
From the Paper "America's fastest growing city, Boston, didn't escape the fire problems of other cities. In 1631, only eight months after it was settled, the city had its first major fire. After the fire, city leaders issued orders that no man should build his chimney with wood or roof his house with thatch. In 1717, Boston established America's first fire department. Boston was years ahead in establishing a fire department because of the terrible fires the city had endured. The following year, a group of concerned homeowners banned together and formed the first fire society. This fire society was the building blocks for the volunteer firefighters. "
Abstract In order to evaluate whether the Pittsburgh Police Department is prepared in the event of another terrorist attack, this paper begins with a discussion of terrorism. The paper defines terrorism, explains why it is used and what types of terrorism are the most common and considers whether there any weapons a city police department could use against terrorism. The paper also examines the methods that other countries have used to deal with terrorism and how these could be modified to fit a free country and a modern city. Finally, the paper synthesizes all of the information gathered and looks at how it could be used by the Pittsburgh Police Department to effectively fight a terrorist attack.
Table of Contents
Introduction
What is Terrorism
Types of Terrorism (Weapons of Fear)
Other Countries and How They Handle Terrorism
The Pittsburgh Police and Terrorism
Conclusion
From the Paper "On September 11, 2001, no police department in the United States was prepared for a terrorist attack. Neither was the FBI or the U.S. Military. Despite having access to the greatest weapons and technology in the world, a religious zealot living in the caves of Afghanistan, caught the US with its defenses down and its security open. The US Military was busy digging out its surviving generals from the remains of the Pentagon and the World Trade Center had melted into a large metal ball of refuse right in the middle of New York City's famous financial district. The only thing the New York City fire and police departments could do was respond to the challenge. What made this most difficult was that New York City housed its central command at the same location that had been attacked and destroyed by the terrorists, the Twin Towers at the World Trade Center."
Abstract This paper explains that, for generations, nearly every fire department especially in more rural areas in the United States was volunteer; however, within the last fifty years, coinciding with the advent of automobiles, fire departments were able to cover a wider radius and became paid, professional civil servants. The author points out that, with organization, centralized training and government involvement, firefighting changed from dowsing flames to covering a wide array of emergency situations, rescues, code enforcement and public education. The paper stresses that the fire departments across the nation form a very close brotherhood dedicated to saving lives and are committed to making use of whatever resources are available to accomplish their goals of providing for the public's safety in all types of emergency situations.
From the Paper "Congress established the United States Fire Administration in 1974 within the same bill that created the National Fire Academy, which is managed by the USFA. Facing a dismal record of fire related deaths both to the general public and to the firefighters themselves, lowering the death rate became a primary objective. Almost thirty years later, the number of fire deaths has been reduced by half. The mission of the USFA continues to be "reduce life and economic losses due to fire and related emergencies." This mission is accomplished by providing public education, training to fire personnel, technology development, and data initiatives. The USFA is part of the Federal Emergency Management Agency and works with other federal agencies and community fire protection and emergency services to protect the public. They maintain the National Fire Data Center and operate the National Fire Academy, which offers both residential and distance education classes."
