A Ticket Booking System For Theatre

A Ticket Booking System For Theater The motivation behind the online ticket booking framework is to give another approach to buying film tickets ahead of time. It is a programmed framework. This paper presents a proper utilization of the Object Oriented examination and Design, we will show our framework by giving Use Case Diagrams Specifications, Activity Diagrams, Class Diagrams, Sequence Diagrams, State Machines and Communication Diagrams on the functionalities of the framework, additionally we will give some procedure depiction and information word reference. The objectives of our framework are: Record execution subtleties Record client subtleties Record tickets sold Print tickets Print address names for phone booking Assignment 1: Functional Modeling Distinguishing proof of Actors Use Cases Dissecting the current framework we made sense of that, there are two fundamental degrees to be canvassed in the framework. The degrees are Performance Planning and Ticket Booking. We utilized the beneath table to recognize the Actors and the Use Cases for the framework. Client Job Use Case Theater Manager Execution arranging Characterize the kind of the exhibition and name it. Execution booking Characterize date and time of the exhibition. Craftsman booking Book a craftsman for the exhibition. Ticket valuing Decide a cost for the ticket. Assistant Check plan Check the exhibition plan for a specific show out on the town. Check seat accessibility Checks for accessible seats Catch client data Record client subtleties Check ticket cost Check for ticket cost for specific show. Sell ticket Record tickets sold. Print ticket Print ticket for the client. Print address mark Print address mark for phone booking. Use Case Diagram Following graph shows the general perspective on the Ticket Booking System for Theater. Figure 1: Use Case Diagram (Performance Planning Ticket Booking) Use Case Specification Table 1: Use Case of Performance Planning Number: UC01 Req. Doc Ref: Name: Execution Planning Status: Entertainers: Theater Manager Pre-necessities: Client ought to be signed in the framework. Objective: Characterizing the exhibition type and naming it. Use Case Relationships: Extend:UC02, UC03 Include: Affiliation: Speculation: Depiction: File On-screen character Event 1 Client enters the name of the exhibition. 2 Client enters the kind of the presentation. 3 Framework checks for every single required datum section. 4 Framework associates with the database. 5 Framework composes information into the database. 6 Framework shows an affirmation message after fruitful database composes. Options: File Entertainer Event A 3.1 Enter required data. A 4.1 Check arrange network A 4.2 Check database network A 4.3 Check database client job A 5.1 Theater supervisor gets notice of fruitless activity. Table 2: Use Case of Performance Scheduling Number: UC02 Req. Doc Ref: Name: Execution Scheduling Status: Entertainers: Theater Manager Pre-imperatives: Client ought to be signed in the framework. Execution arranging (UC01) ought to be embedded into the framework. Objective: Characterize date and time of the presentation. Use Case Relationships: Expand: Include: Affiliation: Speculation: Portrayal: List On-screen character Event 1 Client chooses the ideal execution from the framework. 2 Client enters the date of the presentation. 3 Client enters the hour of the presentation. 4 Framework checks for every necessary datum section. 5 Framework associates with the database. 6 Framework composes information into the database. 7 Framework shows an affirmation message after fruitful database composes. Choices: Record On-screen character Event A 3.1 Enter required data. A 5.1 Check organize network A 5.2 Check database network A 5.3 Check database client job A 6.1 Theater administrator gets notice of fruitless activity. Table 3: Use Case of Artist Booking Number: UC03 Req. Doc Ref: Name: Craftsman Booking Status: On-screen characters: Theater Manager Pre-requirements: Client ought to be signed in the framework. Execution arranging (UC01) ought to be embedded into the framework. Objective: Book a craftsman for the presentation. Use Case Relationships: Expand: Include: Affiliation: Speculation: Portrayal: List On-screen character Event 1 Client chooses the ideal execution from the framework. 2 Client enters the name of the ideal craftsman. 3 Framework checks for every single required datum passage. 4 Framework associates with the database. 5 Framework composes information into the database. 6 Framework shows an affirmation message after effective database composes. Choices: List Entertainer Event A 3.1 Enter required data. A 4.1 Check organize availability A 4.2 Check database network A 4.3 Check database client job A 5.1 Theater supervisor gets warning of ineffective activity. Table 5: Use Case of Schedule Checking Number: UC04 Req. Doc Ref: Name: Timetable Checking Status: Entertainers: Representative Pre-imperatives: Client ought to be signed in the framework. Execution booking (UC02) ought to be embedded into the framework. Objective: Check the exhibition plan for a specific show out on the town. Use Case Relationships: Expand: UC01 Include: Affiliation: Speculation: Portrayal: Record On-screen character Event 1 Client chooses an ideal presentation and a date. 2 Framework shows an affirmation message for the accessibility of the presentation. 3 Framework permits the client to play out the following occasion (UC06). Choices: Record On-screen character Event A 1.1 Framework advises the client that the presentation is inaccessible on the ideal date. Table 6: Use Case of Check Seat Availability Number: UC05 Req. Doc Ref: Name: Check Seat Availability Status: On-screen characters: Assistant Pre-essentials: Client ought to be signed in the framework. Timetable checking (UC05) ought to be performed by the client. Objective: Checks for accessible seats. Use Case Relationships: Broaden: Include: Affiliation: Speculation: Depiction: File Entertainer Event 1 Client chooses an ideal exhibition and a date. 2 Framework shows an affirmation message for the accessibility of the seat. 3 Framework permits the client to play out the following occasion (UC07). Options: File Entertainer Event A 1.1 Framework tells the client that the seat is inaccessible for the ideal execution. Table 7: Use Case of Capturing Customer Information Number: UC06 Req. Doc Ref: Name: Catch Customer Information Status: Entertainers: Representative Pre-imperatives: Client ought to be signed in the framework. Seat checking (UC06) ought to be performed by the client. Objective: Record client subtleties. Use Case Relationships: Broaden: Include: Affiliation: Speculation: Depiction: File Entertainer Event 1 Client enters the name, address and phone number of the client. 2 Framework checks for every single required datum section. 3 Framework associates with the database. 4 Framework composes information into the database. 5 Framework shows an affirmation message after effective database composes. Choices: List Entertainer Event A 2.1 Enter required data. A 3.1 Check organize network A 3.2 Check database network A 3.3 Check database client job A 4.1 Client gets notice of fruitless activity. Table 8: Use Case of Checking Ticket Price Number: UC07 Req. Doc Ref: Name: Check Ticket Price Status: Entertainers: Representative Pre-imperatives: Client ought to be signed in the framework. Ticket evaluating data (UC04) ought to be gone into the framework. Objective: Check for ticket cost for specific show Use Case Relationships: Broaden: UC01 Include: Affiliation: Speculation: Depiction: File On-screen character Event 1 Client chooses an ideal presentation structure the framework. 2 Framework shows the characterized valuing for the ticket. Options: Record On-screen character Event A 2.1 Cost not discovered is advised to the client. Table 9: Use Case of Selling Ticket Number: UC08 Req. Doc Ref: Name: Selling Ticket Status: On-screen characters: Assistant Pre-requirements: Client ought to be signed in the framework. Check ticket value (UC08) ought to be performed by the client. Objective: Record tickets sold. Use Case Relationships: Expand: Include: Affiliation: Speculation: Portrayal: List Entertainer Event 1 Client chooses the ideal execution from the framework. 2 Client enters ticket selling date and the ticket cost for the ideal execution. 3 Framework checks for every single required datum section. 4 Framework interfaces with the database. 5 Framework composes information into the database. 6 Framework shows an affirmation message after fruitful database composes. Choices: List Entertainer Event A 3.1 Enter required data. A 4.1 Check organize network A 4.2 Check database availability A 4.3 Check database client job A 5.1 Theater director gets notice of fruitless activity. Table 10: Use Case of Printing Ticket Number: UC09 Req. Doc Ref: Name: Printing Ticket Status: On-screen characters: Assistant Pre-requirements: Client ought to be signed in the framework. Check ticket value (UC08) ought to be performed by the client. Objective: Print ticket for the client Use Case Relationships: Broaden: Include: Affiliation: Speculation: Depiction: File Entertainer Event 1 Client triggers the print order for the sold ticket. Options: File Entertainer Event A 1.1 Printer not discovered warning will be given to the client. Table 11: Use Case of Checking Ticket Booking Type Number: UC10 Req. Doc Ref: Name: Check Ticket Booking Type Status: Entertainers: Agent Pre-necessities: Client ought to be signed in the framework. Print ticket (UC10) ought to be performed by the client. Objective: Decide the ticket booking type. Use Case Relationships: Broaden: Include: Affiliation: Speculation: Depiction: File Entertainer Event 1 Client chooses the booking type to distinguish whether the ticket was reserved over telephone. Options: File Entertainer Event Table 12: Use Case of Printing Address Label Number: UC11 Req. Doc Ref: Name: Print Address Label Status: Entertainers: Agent Pre-necessities: Client ought to be signed in the framework. Ticket booking type (UC11) ought to be performed by the client. Objective: Print address

The A-Team Essay Example

The A-Team Essay The study of sorting social style began with the antiquated Greek doctor Hippocrates in 400 BC who perceived that we could be depicted as fitting into one of four disposition styles. This century, social hypothesis has been utilized to create self-appraisal tests that intend to give a knowledge into our conduct tendencies.Over the previous twenty years associations have embraced these self-evaluation instruments into their HR device kit(De Dreu et al. 2001). In the course of the most recent two decades I have dominatingly worked in a group situated condition inside the development business. I have had jobs that necessary me to both lead and follow the lead of others. As far as I can tell I have seen instances of groups functioning admirably together and groups not functioning admirably together. I feel just as great group elements at work are unmistakable and instinctive past any hypothetical explanation.This is the first occasion when I have ever considered the conduct parts of grou p elements and how my character factors in. Character union is fundamental to the adequacy and effectiveness of a group. The motivation behind this report is to more readily get myself as well as other people in a work group setting, by investigating self-appraisal instruments and thinking about the significant writing I plan to find progressively about my potential as a pioneer. 2. Self-Assessment utilizing Self-Assessment Exercise The self-appraisal devices I chose were: 1. Plate Personal Profile SystemThe Disk conduct model depends on look into by William Moulton Marston, in his book Emotions of Normal People. The word Disk is an abbreviation of the four essential elements of conduct as depicted by Marsden: * Dominance * Influence * Steadiness * Conscientiousness THE Disk appraisal device is as of now utilized in my working environment to help the board in creating successful work groups and furthermore to assist people with improving their relationship and relational abilities. I picked the Disk test since I am keen on building up my own self-awareness.It is imperative to take note of that I was asked to answer the inquiry (Assessment contribution) inside the setting of my present job and to ponder the outcomes as far as that job. I saw the consequences of this test as enlightening. There were three distinct stages to the consequences of the test. The principal result recognized that my own quality was in Steadiness, I was furnished with portrayals dependent on how the conduct measurement of Steadiness is described. The second stage to the Disk test was the dimensional power record, showing numerically the scale to which I was granted inside the setting of every one of the social dimension.Thirdly, the last phase of the test was identified with a great profile design, incorporating my outcomes from the four distinctive conduct measurement force lists and putting me into one of eighteen diverse exemplary profile designs. I think the exemplary profile design ascribed to me (professional) is precise for my present job as I am as of now utilized as a specialized official. For instance, I esteem capability in a particular zone; I’m propelled by being acceptable at something; I have unreasonable desires for others at times.It came as an unexpected that the test showed my objectives were self-awareness and that I dread not being perceived as a specialist. 2. Dutch Test for Conflict Handling I picked this test since I accept the manner in which we handle struggle in the work environment significantly affects how successful we are in our job inside the association. I was keen on getting some answers concerning how I handle struggle in the working environment so I could hope to improving or better dealing with my shortcomings and influence of my strengths.The Dutch Test for Conflict Handling is a self-gauge test which permits you to assess the degree to which you like to utilize every one of the five clash taking care of styles: * yield ing * trading off * compelling * critical thinking * keeping away from The assessment scale for this test was created from inquire about done via CARSTEN K. W. DE DREU et al (De Dreu et al. 2001). The configuration for the evaluation is included twenty inquiries posing to how one handles various parts of contention. The outcomes are as a scale for every one of the five clash dealing with styles.The scale appraises the degree to which you incline toward every one of the styles and looks at you to a scope of scores from an example. The aftereffects of my test gave me that my most favored clash dealing with style is Problem Solving, as the vast majority of the contentions in my present job are specialized in nature I can perceive how inclining toward this methodology would be the most valuable. I likewise scored high in the yielding style which additionally fits the kind of work I do, regularly subsequent to investigating the issues I can check whether in this case, another’s oi nt of view is a progressively fitting specialized arrangement and I will concur with them. Despite the fact that these two methodologies function admirably for specialized issues I face in my present job, as I progress in my vocation, to higher administration I notice the idea of contention getting progressively mind boggling. I should consider how I may create aptitudes that upgrade my capacity in the territories of trading off as opposed to yielding. 3. Review of important writing According to the Wall Street Journal, the utilization of self-evaluation tests are getting increasingly pervasive in today’s business world.Self-appraisal tests measure impalpable social and passionate measurements as initiative apparatuses. Lopez says that passionate knowledge empowers pioneers to direct their feelings in order to adapt successfully to pressure and conform to hierarchical changes (N Lopes et al. 2006). The acknowledgment for the future advantages of applying this hypothesis of se lf-evaluation is obvious through the work of these tests in business colleges, presently estimating and exploring Emotional Intelligence Quotient as a feature of the application procedure for new enrolments, trying to recognize future stars (Korn 2013).Cangas builds up that individuals from associations who take an interest during the time spent self-appraisal are probably going to build up a more profound comprehension of the major standards of constant improvement and an expanded inspiration to partake in ensuing improvement exercises (Cangas 1996). Constant improvement is characterized as a continuous exertion to improve items, administrations, or procedures. McKenna et al includes that there is a recognition that huge advantages are accomplished in associations where directors comprehend the enthusiastic knowledge of their employees.They compose that the advantages are better recruiting; vocation arranging; work position; just as upgraded joint effort and collaboration; better c orrespondence; progressively viable compromise; expanded occupation fulfillment and confidence; improved gathering adequacy; and generally speaking improvement in group and hierarchical execution. They do, nonetheless, proceed to clarify that almost no observational research has been directed to help the connection between understanding enthusiastic insight and the sketched out advantages. McKenna, Shelton, and Darling 2002). Other research shows that there is a significant connection between compelling group initiative and mindfulness. Sosik et al proposes that mindfulness bolsters a leader’s interpretation of direction and importance, transforming impediments into fortifying difficulties for businesses (Sosik and Megerian 1999). Following this Mayer et al asserts mindfulness may assist pioneers with bettering â€Å"hear† the passionate ramifications of their own considerations and the sentiments on others (Mayer and Geher 1996).In the article a meta-scientific audit of the connection between enthusiastic knowledge and leaders’ useful peace making by Schlaerth et al. It is recommended that, the capacity to precisely see and deal with our own feelings empowers one to build up the abilities required for understanding the points of view of others. With regards to hierarchical conduct, it is hypothetically connected to emphatically affecting on the remainder of the group. (Schlaerth, Ensari, and Christian 2013).Technical information is very frequently the central factor while evaluating the rules of colleagues in the determination procedure. Recruiting choices are regularly founded on candidates’ work encounters, abilities, and information, end choices are all the more frequently a consequence of individuals’ practices (Wagner 2000). As per McKenna et al It is broadly accepted that groups whose individuals have assorted conduct styles †for instance contemplative people and social butterflies, masterminds and sensors, indivi duals who are exceptionally confident and the individuals who are less self-assured †will be more viable than groups whose individuals need such decent variety of styles.It is likewise ordinarily accepted that work bunches whose people know about and regard one another’s differing social styles will in general experience improved correspondence and higher confidence, and that people whose workplaces most intently line up with their social styles will in general be increasingly fulfilled. Anyway they proceed to state that little research has been done that exhibits factually noteworthy contrasts between associations that us self-appraisal instruments contrasted and those that don't (McKenna, Shelton, and Darling 2002).Following this we could ask, is the self-evaluation test the most proper approach to accomplish this mindfulness? As indicated by Dunning et al one of the issues with utilizing information gave from self-evaluation apparatuses is, as a rule, people groups se lf-sees hold just a questionable to unassuming relationship with their genuine conduct and execution. The connection between's self-appraisals of ability and real execution in numerous spaces is moderate to pitiful in fact, now and again, different people groups expectations of a people results demonstrate more precise than that people self - predictions.They proceed to state that people groups general assessments of their aptitudes and character, for example, regardless of whether they are acceptable pioneers or verbally talented tend not to be fastened v

SEEING WAITRESS TWICE

SEEING WAITRESS TWICE This is the first half of this post and it was written March 5th, 2018 about our second time seeing waitress on March 3rd, 2018.  If you havent read the part that was posted before this, scroll down to the line! The last thing you heard from us was and we quote “ALSSSOOOOO, WE WOULD BE LYING IF WE SAID WE WERENT TRYING TO GET STUDENT RUSH TICKETS AGAIN FOR THIS UPCOMING SATURDAY WITH SOME MORE  FRIENDS  FRIENDS  FRIENDS  FRIENDS  FRIENDS  â€ -D.A. Twins 2/25/2018 (we imagine our words echoing after we throw them into the void of the interwebs…also shamelessly quoting ourselves in same post that this quote comes from) Well we held our end of the promise, and did in fact see waitress again this past Saturday!!! We invited our friend Charlotte M. ‘20 after having an angsty conversation at around 2 am in our angsty messenger chat that has an angsty title that shall not be named. Then, at the end of a meeting of a club we’re all part of, we invited Caroline B. ‘21, Charlotte’s fellow J entry friend!!! Saturday 3/3/18 11:30ish am We walked over to Macgregor. After some initial confusion about where to meet Charlotte and Caroline because, 1.5 years at MIT, and we still don’t know the structure/exits/entrances of MacG. (We did learn from Charlotte that the reason why MacG calls their living communities “entries,” is because they all have different entrances! *mindblown*). Eventually we all found each other, and began walking over to the T stop at Kendall. On the way, we talked about Waitress and other musicals and stuff! We get to the Boston Opera House at around 12:15ish, almost 2 hours before the show was starting! That’s exactly how much earlier we came to the Boston Opera House last week, and there was literally no line! But this time the line was out the door already! While this kind of discouraged us, we were determined to get student rush tickets! At this point, Danny mentioned a conversation he had with Alaisha A. ‘18, who actually went to the same high school as we did and who Charlotte knows through the MIT and Slavery course they both took. Alaisha said, in some context that Danny couldn’t remember, that when you want something really badly (like to get into a school or to get that job offer or, in our case, to get student rush tickets), to mentally “just claim it!” So that’s what we did! The four of us mentally claimed our tickets for Waitress! Unfortunately, this plan began to seem futile. A person who looked like he had some authority told everyone in line that there was no point to wait for Student Rush tickets past this point, gesturing towards an area about 5 people in front of us. This totally bummed us out! We were actually very VERY close to leaving the line at one point, because the same person came back 2 more times to repeat what he said the first time. But we decided to stay! By the time we got very close to the ticket booth, we accepted that we were not getting tickets, and decided to just ask the ticket booth person how much were regular priced tickets, just to seem like we weren’t waiting in line for nothing. But to our utter surprise, she said that there were still Student Rush tickets left!!!!! When she said that the seats would be in an obstructed view area, we all looked at each other and we’re just like “No prob bob! We will take them!!!” (Okay, that’s not exactly how it happened, but basically.) Mentally claiming our tickets worked! Thanks Alaisha!       Then!!! Something super fun happened!! Right after we got tickets, we heard a voice saying “Danny!!” We all turned around, and saw blogger-herself-in-the-flesh Afeefah K. ‘21!!! She was literally a couple people behind us, but we didn’t even notice until that moment! After some jumbled and excited conversation about blogging about this experience and taking a picture to document this super coincidental moment, we decided to wait for her and her two friends to get tickets. So the four of us stayed to the side, all very nervous and anxious to see if they’d be able to get tickets. After 3 minutes that felt like 15, we saw Afeefah and her friends walking from the ticket booth smiling, tickets in hand!! YESSSS!!!! We then met her friends, Rukia H. ‘21 and Yara K. ‘21! And then, we realized that we actually kind of knew Rukia before! Background Info: Wed 2/28/18 6:00ish pm We were catching up with our friend Habiba N. ‘20, which was really fun since we hadn’t spoken since before winter break! As we were wrapping up, someone stopped Habiba and whispered something to her. We kind of just walked in front, and when Habiba caught up to us, she said that her friend just asked her if we were the Waitress Twins! Apparently, she read our initial Waitress blog last week, and really wanted to see the show! That made us very happy! So, if you havent figured yet, Rukia was the friend that whispered to Habiba that day! We were really happy to see that our blog made Rukia want to go see Waitress!!! And we were even happier that she, Afeefah, and Yara happened to go for the same show we did!!! Then, another really cool thing happened! When we got to our seats, we realized that literally all of us were sitting in the same area!!!! We were not expecting this at all, because the first time we went, all of us were sitting separately. Then another cool thing happened!! (So many cool things haha) If you look at the above picture, there is an empty seat next to Charlotte. Well, that’s because the person who was sitting there, Jonathan, was taking our picture (Thanks Jonathan! (if you’re reading this)). Anyways, we met Jonathan when he joined the conversation we were having before the show started, and he was really nice! He’s a highschool sophmore who’s into musicals as much as we are! He asked us if we were planning to go stage dooring (the process of waiting outside the theater to get a chance to meet/get autographs from/take pictures with the cast members!) after the show. We were like, “Whhaattt you can do that here?!?!?” because we were under the impression for some reason that stagedooring is only a thing you can do after seeing shows on Broadway â„¢ in NYC â„¢. But apparently not! So then Jonathan offered to take us to the stage door after the show, because it was in a hiddenish location. He also commented on this post below! Thanks Jonathan!! Then the show happened! OMG honestly it was JUST AS INCREDIBLE as the first time! If you want to read about our favorite parts, go to the second half of this post! After the show ended, Jonathan took us to the stage door (Charlotte had to leave, and we lost Afeefah, Rukia, and Yara briefly in the chaos of leaving the theater. We ended up finding them at the stage door!)         From left to right: us with Lenne Klingaman (who played Dawn), us with Jeremy Morse (who played Ogie), us with Charity Angel Dawson (who played Becky) _____________________________________________________________________________________________________________________________________ This is the second half of this post, and it was written February 25, 2018 about our first time seeing waitress on February 23, 2018 As the people who read our blogger application (we think it was Petey, Elizabeth, Selam, Yuliya, Allan, and Erick (?)) know, we are OBSESSED WITH MUSICALS!!!! One in particular, Waitress by Sara Bareilles, has been our go-to feel-good musical for the past 1.5-2ish years. This musical, based on the 2007 film of the same name, centers around a waitress named Jenna who makes biblically good pies at Joe’s Dinner in the rural South. Jenna is stuck in an abusive relationship with her awful husband Earl, she is stuck in a cycle of “carbon copy” days of tips and coffee, and she is literally stuck in the middle of nowhere with no way to leave and only pies and baking to bring her peace and clarity. But when she finds out she is pregnant with Earls child, baking, for the first time in her life, cant mask her problems. The show then follows Jenna as she navigates her circumstances, and she might just fall in love with her gynecologist along the way. This show is about feeling trapped and lost and not knowing where to go. Its about being broken and finding the strength to quit doing what’s easy and start doing what you know is right. It’s about friends who are always there for you and that you are always there for. Its about “learning to love what on the inside.” It’s about feeling like “some things never change”, but then finding the hope and trust in the fact that “everything changes.” This short summary, however, does not nearly encapsulate how FREAKING BEAUTIFUL this show is. Please listen to the  soundtrack  to understand. Anyways, earlier this week our friend from MassArt, Lisa, invited us to try to get student rush tickets to see waitress at the Boston Opera House!!! We obviously said YESSSSSS!!!! We also invited another friend, and so the four of us got there two hours early before the 8pm show yesterday and landed 4 tickets!!!! AAAAHHHHH so we saw Waitress yesterday!!!!! ALSJLKDJHFLDSJAKHF and are stilllll SPEECHLESS from the whole experience!!!! In an attempt to be slightly less speechless (and to further procrastinate our what-classes-are-we-taking post), we are writing this blog about our favorite parts of the show!!!! (This may be slightly spoilery, but you have been warned.)       some amusing signs by the ticket booth 1) The show opened with a song about turning off your cell phones! (we turned them off right after recording this! haha) 2) SO A COUPLE WEEKS AGO, WE STUMBLED ON THIS VIDEO. It’s a college freshman, Mateo Lewis, majoring in musical theater analyzing the song What Baking Can Do! Highly recommend watching his analysis. IT HIGHKEY BLEW OUR MINDS!! Anyways, one of the things he said was about how Betsy Wolfe (the third Broadway Jenna) did something that neither the first nor second (Jessie Mueller and Sara Bareilles, respectively) did. In one of the riffs, Betsy Wolfe goes up to a C, which according to Mateo, is incredibly difficult to do vocally. And the actress who we saw playing Jenna, Desi Oakley, did that same Betsy Wolfe riff!!!!! When we heard it we were like YEESSS WE SEE YOU DESI! WE KNOW THAT THAT WAS JUST SUPER HARD TO PULL OFF, BUT YOU NAILED IT!!!!! SLAYYYYYY!!!!! 3) Earl, the abusive husband, had a BEAUTIFUL voice in the one song he sang. It was very weird because the character was an absolutely awful person.but then he started singing. We honestly liked the performance of this actor more than the one in original Broadway cast recording. But even so, our favorite part of this song in both this performance we saw and the cast recording was the one line that Jenna has. It’s a very short and sweet line- “Till the sun don’t shine. 4) OMG  DAWN IS ACTUALLY US. She is kind of awkward. She is kind of nervous. Kind of nerdy. And a bit obsessive. And she plays Betsy Ross in reenactments of the American Revolution. The last one isnt super us, because neither of us have played Betsy Ross, but its something we still appreciate about her haha 5) On the note of Dawn, her boyfriend (and later, husband), is actually the FUNNIEST CHARACTER OF ALL TIME. LIKE FROM WHAT HE SAID TO HIS GESTURES. SO GOOD. He, like Dawn, loves the American Revolution and plays Paul Revere. Their relationship is absolutely adorable and hysterical at the same time. 6) Becky, one of the other waitresses in the pie shop, with the SHEAR POWER OF HER VOICE willed the speakers and microphone to become louder. LIKE WE ARE NOT JOKING WHEN WE SAY WE COULD LITERALLY FEEL THE VIBRATIONS!! 7) Becky and Jenna were making jokes about having an affair with each other and then Becky says “Nah this aint no affair. This here is for life.” SO GOOD! SO WHOLESOME! THEIR FRIENDSHIP WAS SO BEAUTIFUL! 8) THE NURSE!!! THIS CHARACTER IS JUST ONE EXAMPLE OF WHY SEEING A SHOW LIVE IS SO WORTH IT! Shows like Waitress that aren’t made entirely of songs (like Hamilton or  The Great Comet  are), have so much GOOD dialogue. We didnt even know about this character, but she was hilarious. Here is a snippet:. Jenna, her doctor, and the nurse are in the office. The doctor asks Jenna if she has been taking her prenatal vitamins. Jenna replies, “Faithfully.” And the nurse, who knows what’s going on between the doctor and Jenna, replies in the sassiest voice, “Faithfully my a**” as she walks out of the room. This nurse character had a bunch more sassy and perfectly timed comedic moments, but that’s just one of them! 9) THE SET DESIGN WAS SO MAGNIFICENT!!! THEY HAD THIS ONE IMAGE IN THE BACKGROUND OF PHONE LINES! AND THEY USED IT SO WELL IN SO MANY SCENES, BUT SPECIFICALLY IT WAS USED AMAZINGLY IN SHE USED TO BE MINE!!! This is the song that Jenna sings at her lowest point. She had been saving up money and hiding it from Earl so she could enter her pie in a contest and win enough money to buy [herself and her] baby a knew life, but Earl managed to find the money. She begins singing this song in her living room. But as she continues singing, the walls of her living room get removed off stage, exposing the giant image of the rural countryside and phone lines. GOOSEBUMPS. The combination of Jennas emotional build and the set expanding left her seeming smaller, but sounding larger. It was absolutely heart wrenching and breathtaking at the same time. Here is the tony performance, which was done essentially how the show did it (minus the intro with Sara Bareilles on the piano).       random pictures to break up some of the text left: Dannys playbill and ticket right: Danny in foreground, Allan in background 10) PIE MONTAGES. This is something else you don’t get from the soundtrack!! Something integral to Jenna’s character is that she bakes pies to escape her world and cope with her problems. Every time something not ideal happens, she begins to invent a new pie. Purple lights turn on and fill the stage with a sense of curiosity and wonder. The spotlight trails Jenna. And we are now transported to Jenna’s mind per say. She narrates the ingredients, which are very unconventional, like chocolate and passion fruit or poppy seeds and ginger snaps. And two or three ensemble actors pour those ingredients into a bowl, as she poetically describes what they all mean to her and what they represent in that situation. A more concrete example would be really helpful to illustrate this better, but we can’t remember the exact lines from the show, and if we tried, we just wouldn’t do it justice. But hopefully that description made enough sense. 11) One of the first pies she invents in the show is “I don’t want Earl’s baby pie,” and the last one she invents, with her daughter Lulu this time, is “Lulu’s Strawberry Dream Pie.” These two pies are a really cool representation of Jenna’s progression as a character. First, she didn’t want a baby because she thought that it would only make her situation worse. But when she finally gave birth, it was her baby that gave her the strength to stand up to Earl, to tell him that she wants a divorce and to never see him again, right in that delivery room. And she not only named a pie after her daughter, but also her new pie shop Lulu’s Pies. another random photo 12) THE KARAOKE POST SHOW!!!! But first, some background info: All four of us were sitting in different places in the theater, because the tickets were student rush (aka leftovers). One row in front of Allan was this girl who looked like she was in middle or high school and her mom. Periodically throughout the show, the girl was affectionately resting her head on her mom’s shoulder, because the show was very much about mother-daughter relationships (with Jenna getting pregnant and initially not wanting the baby, but by the end of the show learning that she loves the baby more than anyone else.) So it was just very touching to see this show affecting this girl in the audience. After the show ended, there was a karaoke segment, which was very exciting because we have seen youtube clips  of this and knew it was a thing that happened after certain shows! AND NOW WE WERE LUCKY ENOUGH TO COME TO A SHOW WHERE THEY DID IT!!! Before the karaoke started, everyone in the audience was able to move closer to the stage because many people left right when the show ended. A little half way into it, we see that same girl (who we now know is named Nora) and her mom sitting somewhat near us. And as the host of the karaoke after show was picking the next name, the mom was shouting and chanting “Nora, Nora, Nora, Pick Nora!!” And Nora was trying really hard, but not succeeding, to cover her moms mouth and to make her stop. But moments later, the host said, “Nora!!! Is there Nora here?!” And then, the mom started laughing and pointed to her daughter and said, “Here, she’s right here!” We then see Nora, in a very relatable way (because we all have had those moments being embarrassed by our parents) walking reluctantly to the stage. The song she chose was She Used to Be Mine, which is THE song in Waitress. Before she started singing, one of the ensemble members stepped in and decided to start singing with Nora to make her less nervous. But the second Nora opened her mouth, you could tell she was an AMAZING singer!!! She was still nervous in the first half, so the ensemble member was helping her along, but towards the middle of the song she stepped to the side and let Nora shine!!! And Nora absolutely KILLED it!!! Like every high note! Every Belt! It was so CRAZY!!!!! And what’s even crazier is that out of all the people who were doing karaoke, she was the only one who was unprepared!! When she first came on stage and was choosing a song, she said “I’m being such a bad musical theater kid. This was my first time seeing Waitress and Ive never even listened to the soundtrack before this, so I dont know any of the lyrics.” EVERYONE IN THE AUDIENCE WAS SO ABSOLUTLEY IMPRESSED AND BLOWN AWAY BY NOT ONLY HER TALENT, BUT ALSO HER FEARLESSNESS!!! LITERALLY THIS WAS THE BEST WAY TO END THE NIGHT!!! THIS SHOW MADE US DUMB SMILE FOR LITERALLY 2 HOURS AFTER IT ENDED!!! ALSSSOOOOO, WE WOULD BE LYING IF WE SAID WE WERENT TRYING TO GET STUDENT RUSH TICKETS AGAIN FOR THIS UPCOMING SATURDAY WITH SOME MORE FREINDS!!! (edit from the future: we did in fact do this!!!!!!!)

Fact or Fiction Pocahontas Saves Captain John Smith

A picturesque story: Captain John Smith is innocently exploring the new territory when hes taken captive by the great Indian chief Powhatan. Smith is positioned on the ground, with his head on a stone, and Indian warriors are poised to club him to death. Suddenly, Powhatans young daughter, Pocahontas, appears and throws herself on Smith, placing her own head above his. Powhatan relents and allows Smith to go on his way. Pocahontas goes on to become fast friends with Smith and his fellow settlers, helping the English colony of Jamestown in Tidewater Virginia to survive its tenuous early years. Some Historians Believe the Story is Fiction Some historians believe that the story is simply not true. The earliest surviving account of the incident by Smith is quite different. Smith, who was known to go to great lengths to promote himself and his role in the early colony, only told the version of being saved by an Indian princess after she became famous. In 1612, Smith wrote of Pocahontas affection for him, but in his True Relation, he never mentions Pocahontas, nor does he describe any threat of execution when recounting the details of his expedition and meeting Powhatan. It was not until 1624 in his Generall Historie (Pocahontas died in 1617) that he wrote of the threatened execution and the dramatic, life-saving role Pocahontas played. Mock Execution Ceremony Some historians believe that the story reflects Smiths mistaken interpretation of the sacrifice. Apparently, there was a ceremony in which young Indian males underwent a mock execution, with a sponsor saving the victim. If Pocahontas was in the role of sponsor, it would go a long way toward explaining much of the special relationship she had with the colonists and Smith, helping in times of crisis and even warning them about a planned ambush by her fathers warriors. Some Historians Believe the Story is True Some historians believe the story happened largely as Smith reported it. Smith himself claimed to have written of the incident in a 1616 letter to Queen Anne, wife of King James I. This letter—if it ever existed—has neither been found or verified. So whats the truth? Well likely never know. We do know that Pocahontas was a real person whose help probably saved the colonists at Jamestown from starvation in the colonys first years. We have not only the story of her visit to England but also clear records of her genealogical ancestry to many of the First Families of Virginia, through her son, Thomas Rolfe. Pocahontas Age in Popular Images What is certain is that many Hollywood versions and depictions in popular art are embellishments even on the story as told by Smith. According to all contemporary accounts, although they are often depicted as young adults in love, Pocahontas was a child of 10 to 13 at the time she met Smith—who was 28. There is one charming report from another colonist, describing the young princess doing cartwheels through the marketplace with the boys of the colony—and causing more than a bit of consternation because she was naked. Was Pocahontas in Love with Captain John Smith? Some historians believe Pocahontas was in love with Smith. She was not present when Smith left the colony to return to England and was told he had died. These historians cite Pocahontas extreme reaction when she discovered Smith was still alive during a visit she made to England. Rather than romantic love, however, most historians believe the relationship was more along the lines of Pocahontas having a deep friendship and respect for Smith, whom she regarded as a father-figure. Another Pocahontas Mystery/Myth Another little possible myth having to do with Pocahontas is that she may have been married to an Indian man prior to marrying English colonist John Rolfe. A reference suggests that Pocahontas had previously married Kocoum, a captain of her fathers tribe, and even had a daughter with him, but the child died. As Pocahontas was absent from the colony for a few years, its entirely possible the story is true. Its just as possible though, that the girl who married Kocoum was another daughter of Powhatan who shared a nickname with Pocahontas (playful or willful one). The source identifies the girl as Pocahuntas...rightly called Amonate, so either Amonate was a sister to Pocahontas (whose real name was Mataoke), or Pocahontas had yet another name of her own.

Business Analysis A Financial Analysis Of AGT - 1029 Words

Financial Analysis AGT has experienced strong revenue growth the past 3 years with over 20% compound annual growth rate for that period. Though cost of sales has risen have kept pace, AGT has been able to maintain good EBITA margins. The company rebounded in 2015 from some slightly lower earnings per share which have been positive for the past 3 years. With positive net earnings AGT has been able to maintain its $0.15 quarterly dividend with the stock trading at a healthy 3% yield as of the close on November 24, 2017. We see this stable dividend as a positive signal to shareholders for both the current and future strength of the company. AGT is now in a much stronger and more flexible financial position after the recent issue of a†¦show more content†¦Inventory has also been well managed as evidenced by a 4.79 inventory turnover, above the 3.23 of SOY but once again half of the turnover of PBH. This is however not surprising given the global nature of AGT’s business relative to PBH. While the improvement in many of the key ratios in our forecasted financials suggests that managements strategy has the company headed in the right directions, we are particularly encouraged by our forecast for improvements to the liquidity and leverage ratios. Of note is the significant improvement in the debt to equity ratio from 3.17 in 2016 to a more reasonable 1.75 this year. The long-term debt to capital ratio is also forecast to drop from the current .58 to .45, in line with both PBH and SOY. Valuation AGT shares have performed very poorly over the past year down over 45% year to date. In comparison to both SOY and PBH we believe AGT shares are significantly undervalued. The shares of AGT trade a discount base on a EV/EBITDA, EV/Revenue and Price/Book. AGT currently trades at 9.2 times EV/EBITDA (2016) versus the average for the group at 15.4 times . At the average for the group AGT would be valued at $46 per share and at 14 times multiple, which is still less than what SOY is valued at, it would trade at $40 a share. In our DCF model we have calculated a value of $49 per share , suggesting the company is significantly undervalued. The weighted average cost of capital in our model is 5.58%. We have assumed aShow MoreRelatedEssay On Evaluating The Team Of Regular Basis1801 Words   |  8 Pagesroles in your organization? †¢ AGT has to catalog the key elements and skills which are required by the team to achieve the specified goals. Each member of the teams has to be measured against their offered expertise and traits. Organizing a company’s people is the most crucial and also the most difficult part. People are often unpredictable (Abdullah, 2014). The organization has to make sure that they have the right people appointed at the heart of increasing revenues. AGT should have executives that

The Lost Tools of Learning Free Essays

Response to The Lost Tools of Learning Sayers believed the main problem with modern education is that children aren’t being taught to think. She believed that public education does not teach students how to understand relationships between subjects, nor does the public system teach students how to make sense of the information they learned. She was frustrated that adults cannot properly debate a question, write a lucid article in the newspaper or think for themselves when it comes to evaluating propaganda or advertising. We will write a custom essay sample on The Lost Tools of Learning or any similar topic only for you Order Now Sayers was disheartened that students are learning everything except the art of learning itself. Her argument against our current education system reminds me of the saying, â€Å"Give a man a fish and he eats for a day. Teach a man to fish and he eats for life. † Instead of just teaching subjects we should be teaching thinking, arguing and how to express conclusions. If we teach students with a different approach which focuses on the art of how to learn something new and how to make connections among the subjects we learn, then we will be educated on a deeper level – not just having knowledge, but understanding and wisdom as well. The Trivium is Sayers answer to our problems with the current education system. The Trivium consist of three parts: Grammar, Dialectic and Rhetoric. These are not subjects studied individually, but methods of studying subjects. Grammar is the first part which involves learning the language and structure of a subject. Specifically, Sayers believed the Grammar stage should include observation and memorization of key concepts in Latin, Literature, History, Geography, Science and Math. For example, the grammar of History should include dates, events, anecdotes and personalities. Dialectic, or Logic is the next stage where a student learns how to use this language through analysis of the subjects. In this stage a student takes the knowledge from the grammar stage and begins to build a deeper understanding by reasoning and analyzing what he’s learned. Rhetoric is the third stage which involves being able to critique the subject – to speak and write intelligently and defend opinions and ideas about a certain topic or subject. In this stage students will put the things memorized from the Grammar stage into new context and the concepts they analyzed in the Dialectic stage will be synthesized with new insight and perspective. A student in the Rhetoric stage will be able to articulate his thoughts and opinions of a concept. Through the Trivium students are able to learn independently, analyze logically, think critically and communicate clearly. Each stage is a building block towards a deeper level of understanding. Integration of subjects is a key difference between classical education and instruction from the public education system. In the public education system, students are taught subjects in isolation. As they get older they are encouraged to specialize in one subject. By learning through the stages of the Trivium, students are able to understand that subjects aren’t isolated, but that everything is interrelated. As they progress through the stages of the Trivium, they learn how to make connections among subjects and put things they have learned into context together. Integration of subjects also makes new learning easier. Students who have learned how to learn can easily master a new subject. How to cite The Lost Tools of Learning, Essay examples

Management and Organisation on a Global Business Environment

Question: Describe about"management and organisation on a global business environment". Answer: Introduction Cultural differences are sometimes very difficult to observe and measure, but signified as the most important aspect in the globalised business market. According to Moran, Abramson and Moran (2014), the companies, which fail to understand the cultural value often lead to face strain relationships and embarrassing blunders. Moreover, the performance of the business can even dragged down due to such failure to understand of the cultural value of the nations. It is to be noted that the effects of such misinterpretation can sometimes cause the life-and-death situations for some of the globalised companies. Depending on such increasing demands of the economy, the global occurrences, prices, and supply chain management are impacted. De Mooij (2013) proclaimed that international trade is the major platform for the business traders to avail the opportunity to explore the services and products. In fact, various types of the goods and the services are available in the international market. It is to be indicated that the culture itself is considered as the group of people who have been working together for deriving benefits to their organisations. Aronczyk (2013) pointed out that national culture can be tangible or intangible during the team work performed by a group of the people. The cultural artefacts, norms, and values are somewhat connected to the diversified cultured people who are completely different to each other. The difference in the geographical position, religious development, and climate conditions are much prominent in such cases. One country includes diversified cultures and subcultures, which usually characterize the unique features of the organisational divisions (Wild, Wild and Han 2014). Such of these divisions are units, departments, different locations and so on. Working within a social group by collecting people is much promising for an organisation (Hill, Cronk and Wickramasekera 2013). In such cases, the focus on the societal benefits and the cultural differences would be preferable to maintain the organisational value. The study will be focusing on the understanding of the national culture, which is quite necessary for maintaining sustainability of the national and multinational company. The study will especially be focusing on the case of Woolworths Limited, which is the famous retail chain based on Australian retail market. Since, the company is trying to expand the brand efficiency by operating in the global market, it is important to understand the cultural value. The specification of the difference between the organisational culture and the national culture will be discussed in this study. Generally, it can be stated that the recognition of the dimensions would be signifying impact of the national culture that usually affect the globally operated corporations. Recognising these aspects will be conceptualised in the context of Woolworths. Purpose of the Study The major purpose of the study is to evaluate the importance of the national culture for the multinational corporations, which seek to operate the business globally. The focus on the subject matter is needed to be supported through the assimilations the conceptual discussions. Therefore, the study will be revealing the major components that are associated with the value of the national culture while operating the business in the global scenario. In addition, the comparison between the cultural traits in the national and international context will also specify the purpose of the study. Background of the Organisation Woolworths was found in the year of 1924 in Sydney and is renowned as the famous retail store in the Australian market. The company is even signifying the most trustable and recognised brands in the Australian Supermarket. The motto of the company is to create the world class customer experience with the establishment of the sustainability management. The diversified brands like Endeavour Drinks Group, Master Home Improvement, Woolworths Money, ALH Group, and Woolworths Rewards have created the significant impact on the customers (Woolworthslimited.com.au 2016). However, the company has been focusing much on the sustainability development to ensure the business expansion in the international market. The major focus of the company is thus reflecting the diversity management, which is associated with the cultural influences on the internationalized corporate scenario. The company has been even signifying the strengthened position in maintaining the corporate social responsibilities (Wo olworthslimited.com.au 2016). The excellent progress towards achieving the sustainability targets is quiet commendable and this has made the company trustworthy. More specifically, the different initiatives undertaken by the company to maintain the sustainability and promote the diversity program are reflecting the positive impact on the cultural values. However, the focus is needed to be based on the national cultural aspects, which are the major obstacles for the corporations operating globally. In keeping concentration on such aspects, the recommendations would be associated accordingly. Cultural Values in Woolworths Limited (Progress towards Sustainability Approaches) In considering the cultural values within the organisational context of Woolworths, it is required to understand the value of the cultures maintained in the organisational workforces. According to Ferraro and Brody (2015), the maintenance of the diversity is necessary within an organisational environment and this encourages the employees to determine their long-term career goals. Grant OBrien, the CEO of Woolworths stated, Whether someone is looking for a long term career, a technical skill, a casual job or just the chance to have a go, we can provide this for them. At Woolworths we are committed to having a diverse workforce (Woolworthslimited.com.au 2016). It is noted that Woolworth is marked as the first Australian retailer, which has introduced the leaves related to the parental purposes. It was recognized that in the year of 2013, almost 2,278 employees were benefitted with such leaves. However, the most significant movement undertaken by Woolworths was the signing of landmark a greement with Australian Government in the year of 2012. As per this agreement, the people with diverse background including people with disability, indigenous people, old workers, and the people with long term unemployment can participate in the work programs. Moreover, the agreement indicates that these employees will be able to avail the opportunity to get the proper training session based on the innovative job creation. In June 2011, the Reconciliation Action Plan was launched and it was observed the number of the indigenous employees increased up to 2,506. It is noted that the plan attempts to assist the prevention of the gaps between non-indigenous ad indigenous people working within the same organisational environment. There are four major pillars associated with the formulation of such plan and these are as follows: Relationships: The first focus is to establish the positive working relationships with both the internal and the external stakeholder groups and the leaders in the community. Opportunities: The continuous process is enabling the Aboriginal and Torres Strait Islander Australian for facilitating the raining, employment, business, and education opportunities with Woolworths. The initiative undertaken by the company is considering both the formal and the informal access to the work related programs. More specifically, working with the small businesses along with the community investment programs has been considering the high range of the stores with high indigenous customer base. Respect: The development of the cultural understanding within the business environment has been encouraging the company to avail more opportunities as well as creating several policies and protocols. Reporting: The Company has been concentrating on keeping the records, monitoring the progress, and tracking the efficiencies of the outcomes. The above segments are reflecting the workplace diversity and the cultural evaluation necessary for the sustainability management. The key highlights associated with the business practices are much remarkable. It is noted that almost 53.6% of the female workforces are associated with the organisational activities. In fact, the women are provided with the leadership roles to manage the organisational purposes (Dunning 2014). The maintenance of the flexibility in the workplace scenario is thus concerning the opportunity to establish the business in the international market by considering such cultural influences. Dimensions of the National Culture Geert Hofstede, the Dutch social psychologist introduced culture as the set of behavioural rules that are needed to be maintained by the group of people. He has identified the five diversified dimensions related to such cultural values and has taught the cooperation within the evaluation of the human essentials. These diversified dimensions included in the Hofstedes Model are discussed further: Power Distance: As opined by Brewer and Venaik (013), the power distance dimension is considered as the literal management layer that connects the employees with upper authority. It is to be indicated that the individual contractor needs to report to the manager, manager needs to present the report to the director, director to the vice president, and vice president report to the CEO of the company (Hill, Cronk and Wickramasekera 2013). Unger, Rank and Gemnden (2014) revealed that the Power Distance Index (PDI) is mainly concentrating on the degree of equality and inequality. PDI Characteristic Tips High PDI Centralized Organisation Identified gaps in author, compensation, and respect Complex hierarchy Acknowledging the status of the leaders. Low PDI Equality between the employees and supervisors Higher delegate Involving the decision-making process, which can be affected directly Table 1: Power Distance Index In keeping concentration on the higher PDI, it has been seen that the employees accept the inequality and the hierarchical distribution associated within an organisational scenario (Unger, Rank and Gemnden 2014). Employees need to understand the power specifications of the higher authority which drives the changes and lead the organisation towards progress (Venaik and Brewer 2016). More specifically, it can be mentioned that the cultural dimensions are representing the independent preferences for considering one state of affairs over another countries. The uniqueness of the individuals is therefore determined in this aspect. Zheng et al. (2012) even made a point in supporting such statement and it was stated that the culture is needed to be used by making the proper comparison between the power distances. Hence, the organisation may knock down the structural implication to connect the employees with the senior level. The power distance is even defining the ranking of the individuals in a society or in a company (Venaik and Brewer 2013). It has been seen that this is mostly used in the sociological and psychological studies. Some of the characteristics are associated with the power distance dimension in this Hofstedes model. The large power distance indicates the autocratic leadership, which describes the authoritarian decision-making (Ho, Wang and Vitell 2012). In such cases, the employees need to consider the power of the upper management and have to work as per their instructions (Venaik and Brewer 2013). Along with such autocratic style, this particular form is also described as the paternalistic management style and centralized authority. One can generally classify the power distance into low power and the high power. The point of view of the individual is necessary in this particular segment, which is indicating the different cultural value in the society. It is true that recognition of the high power distance is generally reflecting the reality of life (F ullan 2014). Within an organisation, the decision made by the higher authority can determine the organisational practices (Taras, Steel and Kirkman 2012). Hence, while one company is trying to operate the business globally, it is required to understand the importance of power distance. Difference between Small and Large Power Distance: The difference between such small and large power distance are structured in the table below: Small Power Distance Large Power Distance In the small power distance the use of power is needed to be authentic and subjected to the justified criteria of good or bad. The hierarchy is related to the inequality of roles and depended on the convenience Consultation is needed to be consulted Large power distance does not deal with legitimate functionality Hierarchy determines the existential inequality Larger power distance commands over the subordinates Table 2: Difference between Small and larger power distance In exploring the key concept of power distance, it can be inferred that if someone belongs to one culture that has been highlighting the high power distance; the person will view the society as the real form of the hierarchal power. In such cases, people tend to accept the reality and consider the authoritarian power and work accordingly (De Mooij 2013). The subordinates simply acknowledge the power of the superior people as per the hierarchy. People usually follow the leader to maintain their position in the society (Ferraro and Brody 2015). The orders received from the higher authority are hardly questions due to such power distance. Figure 1: Hofstedes five cultural dimensions Individualism: This dimension of the model has been signifying the unique characteristic attributes of the employees as well as the formulation of integrated collective group. In other words, it can also be stated that the individualism refers to the culture of the self-oriented members that reflects in their behaviour. Lim and Park (2013) pointed out that the culture of the individualists can be placed as higher value based attributes that determines the individual achievement and the self-interests. The collectivism is the opposite form of individualism (Berger 2014). In this aspect, the collectivism refers to the societal purposes, which has no link with the individual characteristics. The difference between the individualism and collectivism is presented further: Individualism Collectivism People usually are concentrating on their own selves and their current family People focus on extending families and protect them in exchange of the loyalties. Right of privacy Belonging stress Classified as individuals Classified as group Present their personal opinion Consulting with the group Task prevails over relationships Relationships prevails over tasks Table 3: Difference between Individualism and Collectivism Individualism is considered as the political philosophy, social outlook, or the moral stance that influence the moral worth of the individuals (Shafritz, Ott and Jang 2015). It has been seen that the individuals usually promote the practices that are necessary in accomplishing the pre-determined goals. It is even helpful for recognising the self-worth and makes a person self-reliable. The advocacies related to the individual interests are needed to be achieved through the preferences over any social group or a state (Taras et al. 2014). On the other hand, opposing the external interference upon the interests of others by the institutions or any society can also be considered in this segment (Antonczyk, Breuer and Salzmann 2014). The basic focus of the individualism is to define the fundamental premises, which consider the human individual as the primary importance. Therefore, the individualism is often described as the right of the individual to freedom and self-realization. The position of the individualism in a society can sometimes be controversial. On the contrary, it has been seen that the person can take the attempt to identify the self-interests depending on the personal needs (Ferraro and Brody 2015). In such cases, the individualists disobey the social structure in a prominent manner. Lee, Scandura and Sharif (2014) ensured that one of the most common traits on an individualist is the independent thinking. In fact, a form of ignorance can also be noticed in the behavioural trait of an individualist. Masculinity and Femininity: In considering the masculinity dimension, the societal preferences are depended on the achievements. Some of the researches related to this dimension are specifying the values based on genders. Firstly, it has been seen the value of the woman slightly differ from that of the value of men in the society. On the other hand, it is seen that the value of the men varies from one country to another by containing the assertive dimensions. In case of the internationalized companies, this assertiveness is also much required (Venaik and Brewer 2013). In some of the cases, the value of men determines the competitiveness in considering the value of the women. In feminine countries, the same modesty has been found while in the masculine country, the reflection of the competitiveness has been featured. The gap between the values of men and women is also being featured in such cases. However, the differences between the value of masculinity and femininity are presented f urther: Masculinity Femininity The maximum amount of the emotional and the differentiation between social roles are found. Fewer amounts of the emotional and diversified social roles are foreseen. Work usually prevails over the family members Maintenance of the balance between the family and work is recognised Men should be assertive and women may sometimes be assertive and ambitious. Both men and women are needed to be caring and modest Boys usually fight back and they never cry. On the other hand, girls usually cry and have not got the authority to fight back. Both the boys and girls can cry but they never should fight back. Sympathy is shown for the weak Admirations are for the strong personalities Both the mothers and fathers have to deal with the facts and the feelings Mothers deal with the feelings and fathers deal with the facts The number of children should be decided by the mother Fathers usually decide the number of the children Many woman can take participations on the elected political parties Few of the women have the authority to participate on the elected political parties. Religions are mainly based on the human beings Religions are mainly based on the gods and goddesses. Table 4: Differences between Masculinity and Femininity Unger, Rank and Gemnden (2014) mentioned that the masculinity is usually signifying the traits of the male as recognised by the society. On the contrary, as opined by Zheng et al. (2012), the femininity is considered as the traditional thoughts of conventional traits that are possessed by the individuals. Such of these traits are carefulness, supportive, and something surrounding the relationship attributes. It is to be notified that each of the types is responding to the societal matters in diversified ways. In case of the business companies, the audiences play such roles of responding in different manners (Budhwar and Debrah 2013). In this regards, the communicators need to realize the relevant culture that is needed to be accepted for surviving in a society. Masculine cultures are mostly depended on the male gender roles, which are mainly associated with the success, value, and competition. The assimilation of the power, dominance, assertiveness, and the material success is forese en within such traits of the behaviour. According to Moran, Abramson and Moran (2014), this particular dimension has been signifying the measurement of the organisational personality against the stereotypes culture of masculinity and femininity. Most importantly, one company with the nature of the masculinity is mainly operating the business with more assertiveness and the competiveness. On the other hand, the feminine culture within an organisation is mostly associated with the modesty and care approaches. Hence, the employees are always shown the ways of their leaders. If the leaders tend to focus on the masculine traits, the assertiveness as well as the competitiveness will be huge in amount. Similarly, the feminism culture would specify the modesty and caring accordingly. Following the path of the masculine nature would encourage the employees to be more competitive towards the competitors. Simultaneously, following the feminism within an organisation would lead the employees to wards acquiring the trait of tolerance and compassions. Uncertainty Avoidance: Lee, Scandura and Sharif (2014) explained that the uncertainty avoidance differs from the risk avoidance. The uncertainty avoidance is much influenced by tolerance for ambiguity. To be very specific, it can be mentioned that the indication of the uncertainty avoidance is justifying the extent of providing the comforts to the members of the cultural program. The application of several codes of conduct, rules, regulations, and laws are effective enough in preventing such uncertain situations. There are some of the classifications are seen between the weak and string uncertain avoidance. These are shown below: Strong Uncertainty Avoidance Weak Uncertainty Avoidance Involvement of the higher stress, anxiety, emotionality, and neuroticism Low stress, low anxiety, ease, and self-control. The inherent life seems to be surrounded with more threats that are needed to be solved out The inherent life is associated with acceptability and each of the day can be survived Require the clarifications and structured methods Quite comfortable with chaos and ambiguity Rules are required for the emotional state of mind if it is not being controlled. Written and unwritten rules are eliminated. Score is low in considering the well-being and subjective health Score is high in considering the well-being and subjective health Staying in jobs is tough and disliked Job can be changed frequently The belief in ultimate truth is associated with the religious views as well as the philosophies. Citizens usually feel more competent towards the authorities in case of the political scenario. Intolerance is found Tolerance is the major trait Table 5: Difference between Strong and Weak Uncertainty Avoidance Societies It is to be noted that people tend to control their lives as per their wishes and expectations. The societies, which are much fused towards the uncertainty avoidance, more likely to be attempting the predictable life. However, once they feel that they cannot get hold of such society or lives, they usually stop trying to chase their wishes. These people usually put their faith on Gods. The model of Hofstede deals with the measurement of the employees comfort level with the evaluation of the unstructured environments. When any of the surprising events take place, many of the people are unable to tolerate such conditions. In determining the organisational scenario, the structure is needed to be depended on the efficiency and safety (Zheng et al. 2012). Any organisation associated with the creative skills is much influenced by the cultural flexibility and problem solving traits. If the employee cannot find the required comfort while dealing with a global organisation, it will be harmful for the company to acquire the profitability. The employee who is much fond of planning each moment of the working life might get frustrated too easily in such situations. Long Term Orientation: The long term orientation usually refers to the degree to which people explain their extent of being inexplicable. This long term orientation is somewhat related to the nationalism and religiosity (Taras et al. 2014). This particular dimension is added currently and due to such reason, the information regarding such dimension is very less. However, it is noted that this particular dimension has the linking with the eastern culture in time of the Chinese leader Confucius (Venaik and Brewer 2013). The dimension is usually concentrating on the measurement of the long term values and is completely against of the short term values. In this structure, the leaders are highly respected. It has been seen that the employers with the lesser measurement of the long-term orientation signify the stability and maintain the customs, which is reflecting the reciprocating favours and rewards from others. The dimensions based on the natural culture are signifying the cultural value and the diversifications associated in the society (Schneider, Ehrhart and Macey 2013). Company like Woolworths need to identify the proper dimensions while expanding the business globally. Even though the organisational cultures are much influenced by the national cultures, there are some of the significant differences are also foreseen (Fullan 2014). The description of the differentiation between the organisational culture and national culture is provided further: Organisational Culture versus National Culture The superior strength of the national culture and the organisational culture depends on the consequences. It is to be indicated that whether it is national culture or the organisational culture, both have the significant impact on the lives of the people (Li et al. 2013). It is sometimes rare for the employees. In fact, the corporations which have been operating globally may face the potential challenges and conflicts in adjusting with such diversified changes. Brigham et al. 2014) pointed out that the culture of a country signifies the formal traits whereas the organisational culture mostly signifies the informal traits. The result derived from such shared values, behaviours of the population group, and preferences are different to each of the segments. In case of the formulation of of the sub-groups, the preferences are also different to each other. On the other hand, in describing the organisational culture, the establishment of the align behaviours and common values are taken into consideration as the benefits. Antonczyk, Breuer and Salzmann (2014) revealed other different forces can also shape the organisational culture. In many of the corporate firms, use of the corporate ethics guidelines and employee handbook is required. Apart from these, the written value definitions as well as the other tools are also necessary for determining this type of alignment with the national culture (Ferraro and Brody 2015). The previous researches cannot present the justified answer in defining the alignment between the organisational culture and the national culture. Some of the published results have presented some useful materials regarding such subject matter. However, the debate is based on the superiority of the power between these two cultures. It is to be indicated that there is no scope of assuming the strengthened capacity of the corporate culture, which sometimes create influence on the national culture (Cavusgil et al. 2014). When employees are trying to respond in focusing on the national culture, the conflict with the organisational culture takes place more prominently. Therefore, many of the corporations seek for recruiting only those who are compatible with their organisational cultures and perform the business practices accordingly (Berger 2014). Some of the changes in the several segments of the organisational culture are required in such cases. Simultaneously, some of the stages are needed to be developed accordingly for resolving such conflicts, which can make the foreigners feel much comfortable in dealing with the companies. However, the compromise with the national culture is much required in such cases. Some of the theorists developed the dimensions to evaluate differences foreseen in the national culture. It is to be interpreted that the influence of such diversified cultures may create the significant impact on the foreign employees while they have been dealing with the foreign stakeholders (Herzfeld 2014). More specifically, the managers usually face the potential challenges while recruiting people from different cultural background. Banks (2015) explained that the national cultures are mainly concentrated on the deep rooted value in determining the respective cultures (Ang and Van Dyne 2015). The cultural values associated with such aspect have been structuring the expectation of the people to maintain the strengthened and transparent relationship with the leaders. However, such of these expectations are needed to be balanced between the employees and the employers. In some of the cases, it is seen that the cultural distance cause the conflicts and problems for the companies, wh ich are operating the business globally. During the recruitment process, the company may ensure the benefits of establishing the unified organisational cultures (Shafritz, Ott and Jang 2015). The major difference between these two cultures is that while national culture is found to be associated with the values of the culture, the corporate culture is based on the diversified corporate practices. The international companies are needed to be accustomed with such cultural value that can be helpful in expanding the business across the borders and achieve the success accordingly (Cavusgil et al. 2014). The practices found in the national culture can sometimes be difficult in managing people to make them socialize. It is to be noted that not every company get benefitted y recruiting the people from diversified cultural background. The corporate culture has to cope with the differences existed in the national culture (Ang and Van Dyne 2015). On the contrary, many of the corporations usually exploit the cultural differences to und erstand the core value of the cultural competence. Necessity of the dimensional model The continuous changes in world may sometimes affect the cultural values for both the nationalism and the corporate aspect. Hence, it is important to create the dimension paradigm that will be helpful to understand the underpinning logic and diversified implications of change (Ferraro and Brody 2015). Some of the critics have presented their argumentative suggestions, which indicate that the dimensions are needed to be extended in considering the frequent changes in the Globe. However, while analysing the statistical concept, it has been seen that majority of the dimensions are already exist. Moran, R.T., Abramson and Moran (2014) explained that these statistical paradigms require the proper validation by ensuring the establishment of the effective correlation. The assimilation of the external measurement is also much required in such cases (De Mooij 2013). More specifically, it can be inferred that the huge numbers of the dimensions are generally small in structure. Scope for Woolworths in operating globally The above discussion has been specifying the dimensional view of the natural culture. It is true that Woolworths has been promoting the diversifying cultural programs for the organisation to maintain the sustainability. However, while expanding business in the international market, it is required to keep the concentration on the local culture. It is a retail chain and it requires the customer base for determining the achievement of the business objectives. While establishing the business infrastructure in the foreign countries or in the international market, it is required to identify the cultural traits of the local societies. The identification of their needs would be considered as the driving force for maintaining sustainability. However, in some of the cases, majority of the global corporations fail to manage the dimensional aspects. Being a local retail sector, Woolworths needs to keep the business standards high to operate globally. Dealing with the diversified cultured people is quite a difficult aspect to perform. In fact, while operating globally, the company would require the local people to be associated with the business practices. For example, if the western culture aligns with the eastern culture, the possibilities of conflicts may arise. More specifically, if Woolworths need to expand their business in Asian countries, the difference between the cultural traits may clash. In such case, the occurrence of any of the conflicts may prove to be much harmful for the business establishment. Conclusion The study has been considering the difference between the national culture and the corporate culture. To be very specific, it can be stated that the study has been featuring the impact of the national culture on the corporations, which are operating the business practices globally. The changes in the global market have been very frequent in these current times. The study is associated with the generalised idea of the business practices maintained by Woolworths, the famous retail brand in Australian market. It is to be noted that the comoany has been maintaining the cultural traits in a commendable manner. Therefore, the company has been promoting the diversity aspect to maintain the cultural differences among the employees and facilitate the business programs. 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