A Leader in On-Line Travel Services Essay Example for Free

A Leader in On-Line Travel Services Essay ? The travel industry is billion dollar a year business. Year round people from all walks fill the roads and departing plane seats in search of travel success. There is no doubt that the travel industry will continue to be in demand, however, while vacationers, business travelers and everyone in between anticipate spending a good chunk of change to get from point a to point b, no person wants to part with their hard earned money. Thankfully, some genius out there understood this. Along with the evolution of the technological advances came a miraculous source for locating the best deals in travel, from flights to hotels to car rental. Based on the number of travel websites available, no longer do discounted travel options belong solely to commissioned travel agents. Today, everyone from housewives to grandpas to beer-guzzling football fanatics have the capability of obtaining their own travel deals. Parented by Expedia, Inc and based in Washington State, Expedia. com revolutionized the way people travel the world, and as time continues, its services only get better. With a bit of research, a pen and some paper, soon-to-be travelers are able to decide what airline or hotel best suits their needs (and their wallets) all with just a few clicks of the mouse. While competitors such as Travelocity and Priceline offer much of the same services, Expedia. com continues to be a leader in the travel industry (PR Newswire, p. 1). Thousands of hotels, airlines and other travel accommodators have joined in to vie for the traveler’s business, and the wooing has resulted in deep discounts and sometimes little extras, such as free hotel nights. Expedia. om’s early days were a bit primitive, but as the demand for travel options increased, the business flourished. Expedia. com has become a household name among travelers and will continue to be a source for deal seekers around the world. Expedia. com’s big break came in 1996 when Richard Barton, who, at the time, was responsible for creating CD-ROMS for Microsoft, presented the idea of offering travel options on-line (NetIndustries, p. 1). Microsoft Network1 reluctantly began assisting in web exposure in order to generate business for the experimental company (NetIndustries, p. ). While discounted airline tickets were the only product Expedia was offering at the time, the investment Microsoft placed in technological innovations for the company greatly expanded the number of people coming across Expedia. com’s website. A few short years would prove that Expedia. com was not just some fly-by-night ‘dot-com’. In 1999, Microsoft Network spun off a portion of their interest in Expedia for public availability; a move that increased Expedia. com’s worth within hours (NetIndustries, p. 1). With success under their belt, Microsoft opted to sell its entire interest in Expedia. com to USA Networks, Inc. 2. Led by CEO Erik Blachford, Expedia. com is wholly owned by InterActiveCorp (PBM, p. 1). Teaming up with Classic Custom Vacations, Expedia Corporate Travel and Travelscape. com, Inc. , Expedia. com found itself in the perfect position to expand the types of travel services offered, and could continue fulfilling their mission of utilizing electronic sourcing in order to provide the best travel options to its users (About Expedia. com, p. 1). Services available through Expedia. com include discounted flights, hotel accommodations, auto rental, cruises and even vacation packages, all for domestic and international destinations. Additionally, the company offers guidance to travelers who are unsure of the type of travel they are seeking. By clicking the ‘activities’ tab on the website, destination seekers are able to view events taking place all over the world (Expedia. com, p7). Additional services include printable maps, an easy 1. Microsoft Network, a major software developer, assisted Expedia. om by providing technological resources, to include premium web exposure, which played a major role in Expedia. com’s growth. 2. USA Networks, a media based operator, changed its name to USA Interactive upon completing its purchase of Expedia. com. USA Interactive also owns Expedia. com competitor Hotels. com (SJP, 2002). to maneuver website and 24/7 customer service. Along with success, Expedia. com endured its share of struggles. In early operations, Expedia faced several lawsuits, including one from competitor Priceline. om for infringing on a patented â€Å"name your price† service. Other competitors, such as Travelocity. com were heating things up by adding new features and services to their websites. Expedia. com’s defense was to play-up the features and services they already used by launching a major marketing campaign using tags like â⠂¬Å"Don’t just travel. Travel right,† and â€Å"Where do you want to go today? † (NetIndustries, p. 1). While the marketing campaign was a success, profit success was short-lived when some airlines stopped paying commissions to on-line travel agents, including Expedia. om. While competitors such as Priceline. com tagged on hefty $10. 00 surcharges to customers using airlines who didn’t pay commissions, Expedia was able to negotiate with several airlines in order to avoid charging additional fees to customers, while continuing to offer those airlines’ services without feeling too much of a punch (NetIndustries, . 1). Overcoming these challenges, Expedia continues its success by utilizing a product line pricing strategy, which entails offering a variety of products at ranged pricing, or bundling packages and charging accordingly. A mere 11 years old, Expedia. com has become established nationally as well as internationally. Today, Expedia. com’s success continues. It employs 1,758 people, and averages sales at an estimated $590 million (NetIndustries, p. 1). The future includes focusing on the business traveler, whose needs are being met by providing the widest range of products possible, and offering little comforts such as the Expedia. com Cafe3. Cornering the market with the best deals, Expedia. com will continue to lead the on-line travel industry without missing a beat. A Leader in On-Line Travel Services. (2017, Feb 26).

Law enforcement Cameras Research Paper Example | Topics and Well Written Essays - 2250 words

Law enforcement Cameras - Research Paper Example Even so, the source cautions of how these cameras capture unintended images from private locations. Thus, despite its support for surveillance cameras, this source provides appropriate arguments for both sides of the divide on way privacy gets affected by surveillance cameras. This article uses the story of a victim of crime to illustrate the usefulness of police surveillance cameras in protecting people in the cities in America. On the other hand, it also discusses the limitation of this technology, including its inability to selectively capture what is useful to deter crime, thus bringing it out as a technology that invades privacy. As such, the research paper could borrow critical arguments on law enforcement cameras for protection and their limitation with regards to invading privacy. This book articulates pressing issues on privacy from the 17th Century to date, giving an account of how governments have abused some of its privileges. Of particular importance to this research paper is its discussion of the sophisticated cameras used for surveillance by the police. The ability of these cameras to peer through private settings provides the basis for argument for infringement of privacy by law enforcement cameras. In this article, Lynch discusses the use of cameras in traffic to reduce pedestrian fatalities. With a focus on New York City, the article educates on the powerfulness of these cameras in capturing images even in places considered as private. However, the author concludes by noting no evidenced reduction in pedestrian fatalities as a result of installation of these cameras. Apart from being useful in appreciating the functionality of surveillance cameras with regards to crime prevention, this source is also useful in arguing for law enforcement cameras as privacy invaders. This publication discusses the technological advancement in law enforcement, particularly

Analysis of Witan Pacific Investment Trust Plc- Fund Management Essay

Analysis of Witan Pacific Investment Trust Plc- Fund Management - Essay Example Witan Pacific is an investment trust that was established in 1907 as General Investors & Trustees Limited (GIT). The company then used to invest in a diverse range of assets. Following the 1929 market crash, the company shifted from equities to Treasury Bills, cash and British Government Securities. GIT merged with City and Gracechurch Investment Trust in 1975. GIT was renamed F&C Pacific Investment Trust in 1984. In 2005 it adopted a multi-manager approach where Witan Investment Services was entrusted with management of the operations and Aberdeen and Nomura became the investment managers of the company (Witan Investment Services Limited, 2012). Investment Objective The investment objective of the fund is to give its shareholders a portfolio of investments with a balance of assets in the region of Asia Pacific with the aim to outperform MSCI AC Asia Pacific (Witan Pacific, 2011, p.1). Investment Strategies In order to achieve the aim and objective, the fund has devised a set of strategies: In order to diversify risk and add value for investors, active multi-manager approach is used. The company faces the foreign currency exchange risk and equity market risks in emerging markets such as settlement risks with regional exchanges. Other risks include selection of investment managers and other generic risks related to specific country. The company does not use foreign currency hedging instruments but regularly report the sensitivity analysis of each foreign currency exposure. This might be due to the fact that using hedging instruments with underlying emerging markets currencies except yen may add to the existing inherent risks. Also the concentrated exposure to Japanese markets has been reduced from 2010 levels (figure 5). The investments are also more diversified on the basis of sectors (figure 6). The multi-manager strategy and regular reviews by the board have helped mitigate the equity market risks and settlement risks because of the different investment approach. Investment in fund with two different investment approaches diversifies risk by averaging the risk and return. Investment in two different funds will increase the costs for the investors. To manage the fund’s growth predominantly through return on capital. The NAV total returns over 1 year, 3 years and 5 years period are more than the benchmark return (figure 12). Over the five years, the NAV has been at premium to the share price of the trust over 5 years. The NAV total returns and total shareholder returns include dividends re-invested. Buy-back shares when the company’s shares are at a discount to the net asset value. The bought back

Brain Tumors and Work :: Medical Workforce Lesion Essays

Brain Tumors and Work Going Home after a brain tumor or lesion can be exciting, joyous, and fearful for the whole family. It can be hard to leave the security of your doctors and nurses, even though they are only a phone call away. Luckily social services can help homecoming along with the many laws protecting people with disabilities. Employment The workforce includes many individuals with psychiatric disabilities who face employment discrimination because their disabilities are stigmatized or misunderstood. Congress intended Title I of the Americans with Disabilities Act (ADA) (1990) to combat such employment discrimination as well as the myths, fears, and stereotypes upon which it is based. The Equal Employment Opportunity Commission ("EEOC" or "Commission")(2005)receives a large number of charges under the ADA alleging employment discrimination based on psychiatric disability. These charges raise a wide array of legal issues including, for example, whether an individual has a psychiatric disability as defined by the ADA and whether an employer may ask about an individual's psychiatric disability. People with psychiatric disabilities and employers also have posed numerous questions to the EEOC about this topic. The purpose of the ADA is to: (1) provide a clear and comprehensive national mandate for the elimination of discrimination against individuals with disabilities; (2) provide a clear, strong, consistent, enforceable standard addressing discrimination against individuals with disabilities; (3) ensure that the Federal Government plays a central role in enforcing the standards established in this chapter on behalf of individuals with disabilities; and (4) invoke the sweep of congressional authority, including the power to enforce the fourteenth amendment and to regulate commerce, in order to address the major areas of discrimination faced day to day by people with disabilities. The first employment lawsuit filed under the Americans with Disabilities Act of 1990 (ADA) was on behalf of a brain tumor survivor. In July 1992, Charles L. Wessel, Executive Director of AIC Security Investigations, was fired with one day’s notice after telling his company he had inoperable brain metastases from lung cancer. The Chicago-based company’s owner told Mr. Wessel that his position had been eliminated. On November 5, 1992, the EEOC filed this first federal ADA â€Å"test case† with their Chicago district office. The EEOC claimed Mr. Wessel was able to perform the essential functions of his role of executive director and that his firing violated Title I of the ADA. EEOC lawyers described the case as â€Å"a classic example of the type of

Generational Differences at the Workplace

The article that I have chosen for my assignment is called â€Å"Generational differences in the workplace: personal values, behaviors, and popular beliefs. † It was published recently in the Journal of Diversity Management. The main purpose of this paper was to identify the most significant differences between three generations of present employees: Baby Boomers, Gen X and Gen Y, using popular and academic literature. These differences were then analyzed using the results of the Rokeach Value Survey, which included 5057 interviews with people from every group. According to the results, the information received from the research was very similar to other widely-spread opinions on this topic. The differences found between these three generations were quite typical and this implies that managers have not only to remember about such age-specific diversity but put a lot of efforts to be able to successfully hire and retain employees from every above-mentioned group. People from these generations usually see the world in a very different way as they have been influenced by different factors during the age of making up of their personality. That is why they should be managed in specific ways, adjusted to their core values and desires and some of the possible ways are considered in the closing part of this article. Main part: According to Manheim (1953) a generation can be defined as a group of people born and raised in the same general chronological, social and historical context. Nowadays, many companies are faced with challenging problems concerning the rising amount of conflicts in the workplace between people of different age. This is one of the obstacles of the generation diversity, that should be treated very carefully as it has an enormous impact on the social life of any company. The article offers us a survey conducted among 5057 employees of various age in order to understand the principal distinctions between three generations, to better realize their core values, beliefs and expectations from life and, what is more important for the employers – their expectations from their jobs. As it was already mentioned in the Introduction these three generations are the Baby Boomers (born 1946-1964), Generation X (born 1965-80) and Generation Y (born since 1980). Baby Boomers present the largest group of employees nowadays. These are people who mostly rejected their parents' values in their earlier years. According to Loyalty Factor President Dianne Durkin â€Å"They invented work as self-fulfillment and proving themselves, and have defined themselves by their careers† (ref. â„â€" 4). Usually they can be described as self-absorbed, loyal and competitive workaholics. They usually have leading roles in the company, holding top-level management positions. In addition to this they are competent, effective but usually have quite conservative type of thinking and do not like to accept any changes. Generation X people are mostly very confident and independent, as the environment where they were brought-up had changed a lot. These children usually came home after school alone as their parents were working the whole day. And this was one of the main factors that led to the creation of a freedom-loving and self-reliant generation. According to the article â€Å"Managing Different Generations at Work† (ref. â„â€" 3) these people view work just as a job. They work to live, not on the contrary and they want to balance their lives. That is why they need to be given freedom and autonomy, maybe some support, but not the guidance. A clear mission and well-defined goals should be created for Xers. They are very cynical by nature and are usually not concerned with the words like loyalty and trust that is why they tend to change jobs very often. Probably the most interesting generation of these three is the last one – Generation Y, as these young people represent the future. This generation was brought-up on computers, internet and TV programs. They are optimistic, realistic, globally aware and easily accept diversity and innovations. According to the article â€Å"Get ready for a new type of worker in the workplace: the net generation† by MarkL. AIch, Ph. D (ref â„â€" 6) the members of the newest generation hold respect for people who can demonstrate expertise and knowledge, but not just thanks to someone’s rang or age. They are more interested in utilizing their expertise and skills, want to participate in decision making and have a need to collaborate and to establish an interconnectivity with others. This may also be confirmed by the article â€Å"Managing Generation Y† by Rick Weber (ref â„â€" 12) where he states that these people feel great about themselves. And when you think about how to prepare the next generation to move into leadership roles they are already thinking about buying the company. They also want to learn from others, because they are curious. So the best way to retain these young talents is to spend time in guiding, directing, and supporting them, and giving them the wisdom they cannot get from anywhere else. It is interesting to see some peculiarities in the results of the Rokeach Value Survey mentioned in the given article. According to its results, Family Security and Health are on the first two positions for every generation. Freedom is very important for both X and Y generations, but is quite insignificant for the Boomers. Gen X’s value for pleasure is higher than others, and Gen Y ranked Independence much higher than two other generations. Other significant differences in ranking preferences include Open-mindedness which has a very low position in the Boomers’ rank. As we can observe now, the results from the survey correlate strongly with a general description of every generation. Thus, we can state that there are some typical differences between Baby Boomers generation, Generation X and Generation Y which should obviously be taken into account by the managers who have to deal with employees from these various groups. They need to know what their workers want, what they need and how to occupy them as this is essential for the successful and effective work of the whole company. Implications: For sure, there are many challenges created by having multiple generations in the workplace, but if the correct approaches could be found, the goal of creating an efficient, effective and sustainable business model that uses the best qualities within each of the three generations can be achieved. Baby boomers are characterized as loyal hard workers usually taking high positions. They can be probably motivated by money, promotion options and social approval. Referring to the article â€Å"Managing Baby Boomers† by D. Quinn Mills and Mark D Cannon (ref â„â€" 8) this generation can be attracted and motivated by several approaches. First, it is important for managers to be sensitive to employees’ needs and interests and provide the variety of challenges and experiences to keep the job interesting. Another good tip is to treat them as professional because Baby Boomers usually consider themselves professionals and want to be respected for their individual skills. They like to have responsible tasks and have opportunities for further development. Some other steps could be to create individually oriented reward system, to provide opportunities to develop relationships adopt a more participative management style and try to reduce conflict through understanding. The distinctive features of Generation X are their independence, self-reliance and lack of trust. That is why managers should try to make their work more meaningful and fun. According to the article â€Å"Managing our future: The generation X factor† by Gary O’Bannon (ref â„â€" 9) managers need to support Xers’ style of thinking, learning and communicating, and respect the unique perspective they bring to the workplace. Maybe Xers should be granted more day-to-day autonomy and enough creative responsibility to imagine problems in their own terms. Here I would like to give an example of a global management consultant company Accenture (ref. â„â€" 11) that realized how time flexibility may significantly increase the level of satisfaction of their workers. For that reason they introduced an idea of Future Leave which gives the employees a possibility once in three years to take 1 to 3 months of self-funded sabbatical and use it as they wish. Some similar steps may be undertaken to satisfy Generation X’s necessity in independence, because it gives them time to rethink their values and feel more comfortable and appreciated. The Generation Y is raised on computers and constant changes in the world. Therefore they need to satisfy their high ambitions, curiosity and need of innovation. Referring to the article â€Å"The Net Generation Takes the Lead† (ref. 10) the trend in the companies should be toward networks, not hierarchies, toward open collaboration rather than command, toward consensus rather than arbitrary rule, and toward enablement rather than control. Learning has to be part of work and these people should always be given the possibility to offer new ideas, to innovate. They should be given interesting and challenging tasks, and in addition to this their opinion should be appreciated as they will never stay in a place where they do not have right to participate in decision-making and add value in the future of the company. However, simply because people are from same generation does not automatically mean they will all share the same generational characteristics. That is why managers should treat every person individually, based on who this person really is, but not on whom he or she should be according to their belonging to any kind of groups or generations. Only doing that way, the company will be able to manage diversity in a right way.

Movie Review Horror Movie Alien - 1368 Words

Horror is a film genre created to elicit a negative emotional response from the audience by playing upon primal fears. Usually, a horror film will entail many physical, but also emotional and psychological, elements in order to create an atmosphere that is ripe for creating these negative emotions. One such element often used within the horror genre is the ‘monster’, often the main antagonist figure in the film. As such, the monster is a large part of the make-up of the given film. The movie Alien, released on May 25th, 1979, is one such film that falls into this category of monster-driven plot. The ‘alien’ in the movie took years to design and months to physically create, and acted as a backbone, holding the movie together. To this day people know what you’re talking about when you refer to the ‘alien’, because of its creepily interesting allure, its ground-breaking design, and because of all the spin-off’s and sequels that it ins pired. Dan O’Bannon, a graduate of the University of Southern California, was the original concoctor of Alien. While working on Dune, a movie that later fell through, he became inspired and started writing a script entitled â€Å"Memory†. This 29-page script would be what he used, after Dune fell through, to start the project that would later be known as Alien. While he was working on the script for Dune he met many talented artists but, the one that intrigued him the most was a man by the name of H.R. Giger. In an interview O’Bannon explained hisShow MoreRelatedAnalysis Of The Movie The Bride Of Frankenstein 1514 Words   |  7 Pagesfor my input to help them compile their list of great horror movies. I decided that the best way to share my input is by choosing two movies from the horror movie genre and comparing and contrasting them to concluded which out of the two is a better horror movie. The first movie that I watched for this discussion is the Bride of Frankens tein, this movie was made in 1935 and directed by James Whale. The Bride of Frankenstein is a sequel to The movie Frankenstein which follows the after math of the suspectedRead MorePirates Of The Caribbe On Stranger Tides1246 Words   |  5 Pages Hollywood today spends more money on movies than ever before, with an average budget of $140 million per movie. Pirates of the Caribbean: On Stranger Tides; the most expensive movie ever made; cost approximately $378.5 million and that was five years ago. This isn’t surprising since history is witness to a rising trend in money spent on movies, even after adjusting for inflation, however, their impact on the industry isn’t as large as their budgets. Over the years, lower cost productions like B-MoviesRead MoreThe Horror Genre Of Horror Essay2741 Words   |  11 PagesIntroduction The horror genre is one of the oldest genres used in storytelling. 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Well everyone who has ever seen the movie Close Encounters of the Third Kind has had their own close encounter of some kind. Written and directed by Steven Spielberg and Produced by Colombia Pictures in association with EMI Films. Colombia Pictures the same year is credited with the production of four other films which include Bobby Deerfield staring Al Pacino, The Deadly Triangle staringRead MoreWomen Love Gore Too1693 Words   |  7 PagesKing the master of horror once said people love watching horror films simply because it keeps their sanity. â€Å"It may be that horror movies provide psychic relief on this level because this invitation to lapse into simplicity, irrationality and even outright madness is extended so rarely† (King). When people see a slasher f ilm, it gives them a chance to kill off â€Å"Annoying Bob† from the office in their heads. 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Human Body Systems Career Journal - 974 Words

Human Body Systems Career Journal 2015-2016 Entry #1 Activity: 1.2.3 Bone Detectives Description: Forensic Anthropologists helps to study the skeletal systems of people to determine the sex, ethnicity, and distinct characteristics of the dead skeleton they are studying. Definition for Forensic Anthropologist: As a Forensic Anthropologist you will be working with and investigating disease people. You will study the entire body as well as the skeletal structure and be able to get specifics as to who the body you are investigating belongs to and be able to differentiate the sexes and ethnicities though the dead body. You will need a Bachelor’s in anthropology or a higher degree in that area. They primarily work in universities or at forensic labs. They would help in the categorization of deceased bodies and determining who the body or skeletal system belongs to. They assist in cases where you need to find out who someone is for detective cases. 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