Marketing Conducting Industry Analysis

Question: Examine about the contextual investigation Marketing for Conducting Industry Analysis. Answer: Directing industry investigation through Porters Five Forces Model Intensity of providers: Suppliers of data sources that are works, materials, vitality, hardware and confirmation may have the option to charge the costs that concentrate benefits from their clients. It very well may be expressed that the providers of Fort Convenience may have the solid market power, on the off chance that they are concentrated. It very well may be seen that Fort Convenience is one of the independent ventures yet amazingly famous among the clients, it is normal that the organization may confront solid test from its providers (Armstrong et al., 2012). Intensity of purchasers: It is one of the verifiable truths that in the retail and basic food item industry, there is consistently solid rivalry. The purchasers of Fort Convenience have all the more purchasing force and this is relied upon to increment in not so distant future. Aside from that, it very well may be said that there are a few sites that permit the clients to think about cost of a similar item in various stores and this permit the clients to deal, particularly in private company (Cassar, Grosjean Whitt, 2013). Danger of new contestants: The danger of new participants is high; as Fort Convenience is a little organization and request of these normal items are in every case high among the clients. According to the law, any organization with explicit permit can undoubtedly bring section into this kind of market and along these lines it tends to be expressed that danger of new passage is high for this situation. The items that Fort Convenience offers to the clients are of high significance and in this way any organization can rival Fort Convenience (E. Dobbs, 2014). Figure 1: Porters Five Forces Analysis (Source: Fifield, 2012) Danger of inward industry contention: Fifield, (2012) has expressed this may occur through value rivalry or by non-value rivalry. It very well may be stead that there are six factors that favor value rivalry are as per the following. The structure of the market (if there are numerous venders), no item separation (homogenous items), the idea of the business procedure (clandestine, huge and uneven) and usage of limit (if overabundance), the idea of the purchasers or the purchasers (roused and fit purchasers) are these elements. Coles Supermarkets, Thai Mart Australia, Woolworths are a portion of the main basic food item and retail locations in Australia and New Zealand and along these lines interior rivalry among is high. From the conversation, it tends to be effortlessly expressed that little organizations face more difficulties that the enormous ones and Fort Convenience fall under little organization class (Gobble, 2012). Danger of substitute merchandise: Market examination expresses that danger of substitutes are high if there should arise an occurrence of Fort Convenience, as this little organization faces difficulties from some circuitous contenders like other comfort stores, pro basic food item shops, market of the ranchers and the shops of specific items like meat shop, milk shop, lager shop, etc. Distinguishing compelling promoting system that would be advantageous for Fort Convenience Post Convenience is exclusive shop and worked by 8 representatives. Notwithstanding, it is critical to specify that regardless of the size of the business, the organization is extremely well known among the clients and along these lines the administration of the organization needs to grow the business. They need to expand their deals by 20 percent every year for the following 5 years and in this way they are required to embrace successful advertising systems like market entrance and item advancement. Market entrance is successful in light of the fact that this is both a measure and a system. Post Convenience is as of now one of the acclaimed organizations and through market infiltration procedure it can bring section into Muslim market and Arabian people groups advertise. Aside from that, it very well may be expressed that through market entrance procedure, Fort Convenience would have the option to gauge the level of the market that the items and administrations can catch (Hollensen, 2015). Figure 2: Market Penetration (Source: Jiang et al., 2015) At first, they are required to concentrate on value entrance, as this may catch eye of the new clients. The workers liable for showcasing are required to shed significance on advancements, as this stands out of huge number of new just as existing clients. Other than showcase entrance, Fort Convenience is required to concentrate on item improvement. So as to have more clients to the stores, all the more new items are required to make accessible in the stores. Individuals now daily don't have colossal opportunity to shop and in this way like to get every important thing under one rooftop. This rule of present days clients is required to remember and this may assist the organization with gaining solid market position (Jobber Ellis-Chadwick, 2012). Distinguishing the situating procedure of the business Post Convenience is one of the little shops in New Zealand that works its business with the assistance of 8 representatives as it were. Regardless of the size, the organization is famous among the clients, as the clients of this shop profoundly normally like their administrations. It has been appear that the workers can without much of a stretch arrive at the clients through their viable promoting technique. When the clients go to the store, the representatives enlighten them concerning the items in subtleties and help the clients to a great extent. This assistance the clients feel esteemed and consequently they incline toward shopping from this organization. In the enormous grocery stores, clients by and large don't get this much consideration and then again to this circumstance, Fort Convenience has accomplished feasible situation because of their compelling situating technique (Kotler et al., 2015). Distinguish what sort of picture the business focuses to accomplish The workers of the organization give full consideration to the clients and focus to make the clients happy with both assistance and nature of the items. They do an exhaustive statistical surveying on the necessities of the clients and dependent on that, they sell the items. In this way, it very well may be expressed that Fort Convenience would attempt to make their picture as the vender of best quality products in the market. Fulfillment of the clients matter to them the most and in this manner they interface with the clients in the shop appropriately to know their inclinations and necessities. Post Convenience need all the clients know and feel that they esteem the clients most, as they realize that the clients are the key factor of accomplishment in business. Aside from that, they take care of accommodation of the clients too and in this way the clients can make installment through card other than money (Lee et al., 2012). Item methodology for the chose business Fortification Convenience offers a few every day items to the clients and as of late they have begun offering halal meat to their objective Muslim clients. Through market investigation, Fort Convenience has discovered that no other organization sells halal meat and there is a particular segment that needs to eat halal meat as it were. With the slow extension of the business, the organization has developed their rundown of selling items and at present, they are engaged to offer halal meat to their important Muslims clients. Aside from that, they are intending to broaden their number of accessible things to the clients, so they get all their necessary items under one rooftop (Masoud Hardaker, 2012). Subsequent to experiencing the items sold by Fort Convenience, it very well may be expressed that they are the development stage and meaning to arrive at development stage soon. The organization is getting a charge out of good deals and benefits now and hoping to expand their deals by 20% consistently for the coming future. In this manner, it tends to be handily expressed that Fort Convenience is at development stage. This is a result of the way that Fort Convenience can profit by economies of scale as far as creation, the net revenues alongside the general measure of benefit and these are soon to increment. This specific stage would assist the organization with investing more measure of cash in the limited time action so as to amplify the capability of this particular development stage (McDonald, 2013). In the event that emphasis is shed on the organization, it tends to be seen that Fort Convenience is one of the popular organizations that offer every day merchandise to the clients like milk, bread, meat, lager, rice, desserts, snacks, rolls, individual consideration and a lot more things. Be that as it may, among all these day by day important products, the organization concentrates more on milk and the nature of milk in the shop is high. Other than nature of milks, the shop sells various kinds of milk like chocolate milk, banana milk, strawberry milk and some different flavors also. Accordingly, it tends to be expressed that milk is one of their center items. For the most part, all the things of day by day need are their real items and halal meats for the Muslims are their increased item (Park, Hong Moon, 2012). Marking encourages any association to turn out to be progressively famous among the clients and this is valuable for referrals too. Rothaermel (2015) has expressed that marking advances acknowledgment effectively and brands help an organization to separate that from the current contenders. Above all, it very well may be said that brand enlightens individuals regarding DNA of the business and brand gives inspiration and bearing to the staffs. Along these lines, marking of the organization is basic for Fort Convenience. Limited time technique for the chose business It has just observed that Fort Convenience offers the need products to the clients and they esteem the clients profoundly. So as to arrive at progressively number of clients, they distribute news to the every day paper and the reaction is acceptable for this situation. Notwithstanding, it is required to specify that they disseminate flyers to the clients and their conveyance individual conveys the flyers to the clients house letter box. This is one of the viable advancement systems that the organization has so as to arrive at huge number of clients. Presently it very well may be suggested that Fort Convenience must concentrate on internet promoting, as individuals now daily incline toward web based showcasing because of absence of time I

Compromised Resin Bond Strength After Enamel Bleaching

Traded off Resin Bond Strength After Enamel Bleaching Impact OF DIFFERENT ANTIOXIDANTS ON REVERSING COMPROMISED RESIN BOND STRENGTH AFTER ENAMEL BLEACHING: AN IN VITRO STUDY Conceptual Over years, one of the most incessant grumblings that patients present with is that of recolored teeth. With the appearance of direct and quick methods the fever for grin makeovers has risen. Dying is the most preservationist treatment for stained teeth contrasted and different medications, for example, facade or crowns. Among the different bothersome impacts of dying is the post treatment traded off finish bond quality. The hanging tight period for holding methodology subsequent to blanching has been accounted for to shift from 24hrs to 4weeks. To beat this postponement in holding, a few cancer prevention agent specialists like 10% sodium ascorbatewith diverse application times after the blanching methodology have been utilized. Subsequently, the reason for this in vitro investigation was to assess and look at the impacts and adequacy of 10% sodium ascorbate arrangement, 10%î ±-Tocopherol arrangement, 10% grape seed separate arrangement and 10% guava seed extricate arrangement on t he security quality between composite sap and dyed lacquer following 10 minutes and 120 minutes of use. Presentation Discoloredteeth is a typical issue influencing individuals of different ages. Etiology is multifactorial and various surfaces of tooth can take various stains. With the approach in stylish dentistry, basic quick in-office and at home dying systems have gotten successful and popular.1To state in layman’s words the term ‘in office bleaching’means fading strategies that are completed in office. The interest of this procedure has expanded due to different focal points like: decrease in absolute treatment timeandgreater potential for guaranteed results that may upgrade persistent fulfillment and inspiration. It uses a gel or fluid of hydrogen peroxide (35-38%) or carbamide peroxide(35%).2 The disservices related with hydrogen peroxide as a dying operator incorporate extreme touchiness and gingival bothering, diminished lacquer microhardness andmicromorphological absconds due to demineralization.4,5In expansion, hydrogen and carbamide peroxide impact the holding of finish and dentin tissues when reclamations are applied following fading treatment.8 Different methods have been proposed to determine the clinical issues identified with post fading traded off bond strength.Barghi and Godwin10 treated blanched veneer with liquor before restoration,Cvitko and others11 proposed evacuation of the shallow layer of polish, Sung etal12 recommended the utilization of the cements containing natural solvents. Be that as it may, the general methodology is to delay any holding technique for a period from 4 daysto 4 weeks.13 To conquer this postponement in holding, use of different cell reinforcement operators like 10% sodium ascorbate, Vitamin E and Proanthocyanidins after the dying system have been proposed.14Vitamin E(î ±-Tocopherol), goes about as peroxyl radical forager and forestalls the engendering of free radicals in tissues by responding with them to shape a tocopherol radical. This radical is then oxidized by a hydrogen giver and therefore came back to its decreased state.15OligomericProanthocyanidins Complexes (OPC) are high atomic weight particles comprising of monomeric flavan-3-ol cathechin and epicathechin. They are found in high fixations in common sources, for example, grapes, guavas, lemon tree covering and cranberries. It is a normally occurringmetabolite and has been demonstrated to be protected as a cancer prevention agent in different clinical and dietary enhancements. Despite the fact that reviews have demonstrated the adequacy of sodium ascorbate9 and grape seed extract16 in inve rsion of diminished security solidarity to blanched polish, there is as yet a lack of research onvitaminE(ÃŽ ±-Tocopherol) and proanthocyanidines got from different organic products like guava as reasonable options in contrast to sodium ascorbate. In addition, considers have revealed garbled discoveries with worries to outright inversion of bond solidarity to benchmark levels following 10 minutes of application.17,18Therefore, increment in time of utilization and shifting the convergence of cancer prevention agents to kill the remaining oxygen is justified. Consequently, the reason for this in vitro examination was to assess and analyze the impacts and adequacy of 10% sodium ascorbate arrangement, 10%î ±-Tocopherol arrangement, 10% grape seed remove arrangement and 10% guava seed separate arrangement on the security quality between composite tar and blanched polish following 10 minutes and 120 minutes. The invalid speculation tried was that there is no distinction in bond quality decrease inversion after utilization of various cell reinforcements for various application times in the wake of blanching. MATERIALS AND METHOD Eighty newly extricated human perpetual maxillary focal incisors removed for periodontal reasons were gathered and washed in 0.9% unbuffered saline. Labial surfaces of these teeth were smoothed with 600 coarseness silicon carbide paper establishes were inserted in acrylic tar square so just the coronal parcel was uncovered. Singular molds of tooth colouredself fix sap were set up over the examples. Demonstrating wax was utilized as a separator, in order to hinder the undermines and furthermore to give space to cancer prevention agent arrangement on the labial surface of the examples. A modified tube shaped silver form of 3mm distance across and 5mm stature was likewise created. For planning of 10% cancer prevention agent arrangements, 10 gmsodium ascorbate powder(sd fine cHEM Limited, Mumbai)and 10 gmgrape seed extricate powder(Biovea, USA) were broken down in100ml of refined water.For readiness of 10% alpha tocopherol, 10 ml alpha tocopherol(sd finecHEM Limited, Mumbai) was disintegrated in 100 ml of ethyl liquor. Soxhlet extraction technique was utilized for the planning of10% guava seed extract.40 gm of guava seedswere set inside a thimble produced using thick channel paper, which was stacked intothe fundamental office of the Soxhlet extractor. The Soxhlet extractor was put onto a carafe containing 40 ml of ethyl liquor as extraction dissolvable. The Soxhlet was then equippedwith a condenser. The dissolvable was warmed to reflux. The chamber containing the strong material was gradually loaded up with warm dissolvable. At the point when the Soxhlet chamber was practically full, the chamber was automaticallyemptied by a siphon side arm, with the dissolvable getting down to thedistillation carafe. This cycle was rehashed commonly, more than 5 hours.During each cycle, a bit of the non-unstable compound broke up in thesolvent. After numerous cycles the ideal compound was amassed in thedistillation cup. After extraction, the dissolvable was expelled, by methods for a rotaryevaporator, 10 ml of thi s concentrate was then broken up in 100 ml of refined water to make 10 % guava seed extricate arrangement. Labial surfaces of seventy two examples were faded with Pola office one patient pack (SDI, Victoria, Autralia) as indicated by maker guidelines. The gel was then totally washed off with water. These examples were isolated into five exploratory gatherings and control gathering: Gathering I(n=16)treated with 10% sodium ascorbate arrangement Gathering II(n=16)treated with10% alpha tocopherol arrangement Gathering III(n=16)treated with10% grape seed remove arrangement Gathering IV(n=16)treatedwith 10% guava seed extricate arrangement Gathering V(n=8)treated with no cancer prevention agent arrangement Gathering VI(n=8)Control (unbleached examples) In light of use time of cancer prevention agents, bunches I-IV were additionally partitioned as: Subgroup A(n=8)Antioxidant treatmentfor 10 minutesimmediately afterbleaching Subgroup B(n=8)Antioxidant treatment for 120 minutesimmediately afterbleaching The cell reinforcement arrangements were invigorated after at regular intervals in subgroup B. Examples were then washed with water. Gatherings V VI didn't get any cancer prevention agent treatment. Labial surfaces of all examples of Subgroup An and B (Group I-IV), Group V and Group VI were scratched with 37% phosphoric corrosive for 15 seconds, trailed by washing with water for 20 seconds. Holding specialist (Adper single bond) was then applied and light restored for 20 seconds.Customised round and hollow silver form was put on the labial surface of every example and composite sap (Filtek Z 350 XT) was then positioned in three additions in order to have a last develop of 3mm measurement and 5mm stature. All examples after composite develop were put away in refined water for 24 hours and shear bond quality (SBS) testing was finished utilizing Universal Testing Machine (Banbros Engineering Pvt Ltd) at across head speed of 1mm every moment. Information was arranged and exposed to measurable examination. RESULTS Table 1: Mean Shear bond quality (MPa) in tests of Group I-IV The mean an incentive for tests in the wake of blanching and without utilization of any cell reinforcement specialist (Group V) was 43.63 MPa. The mean an incentive for tests in Group VI was 77.75 MPa. Bond quality of Subgroup IB (74.13+2.95) was seen as fundamentally higher (p+2.75). Bond quality of Subgroup IIB (75.88+3.04 units) was seen as higher than that of Subgroup IIA (55.13+1.81 units) and this distinction was seen as measurably critical (p Bond quality of Subgroup IIB (76.75+1.75 units) was seen as higher than Subgroup IIA (64.75+2.12 units) and this distinction was seen as measurably critical (p In spite of the fact that bond quality of Subgroup IVB (77.00+2.67 units) was seen as higher than that of Subgroup IVA (74.63+2.45 units) yet this distinction was not seen as factually huge. Table 2: Analysis of difference in subgroup A Examination of change and box plot from there on uncovered factually critical intergroup contrasts (p Table 3: Analysis of change in subgroup B Investigation of change and box plot from that point uncovered measurably critical intergroup contrasts (p Diagram 1: Intra bunch Bond quality of various gatherings Conversation Fading treatment centers around the utilization of specific kinds of oxidizing operators, for example, hydrogen pe

Price Discrimination Essay

A vender charging contending purchasers various costs for the equivalent â€Å"commodity† or segregating in the arrangement of â€Å"allowances† †remuneration for promoting and different administrations †might be damaging the Robinson-Patman Act. This sort of value separation may give supported clients an edge in the market that has nothing to do with their boss productivity. Value separations are commonly legitimate, especially in the event that they mirror the various expenses of managing various purchasers or are the consequence of a seller’s endeavors to meet a competitor’s offering. The Supreme Court has decided that value separation asserts under the Robinson-Patman Act ought to be assessed steady with more extensive antitrust arrangements. By and by, Robinson-Patman claims must meet a few explicit legitimate tests: 1.The Act applies to wares, yet not to administrations, and to buys, yet not to leases. 2.The products must be of â€Å"like grade and quality.† 3.There must be likely injury to rivalry (that is, a private offended party should likewise demonstrate genuine mischief to their business). 4.Normally, the deals must be â€Å"in† interstate business (that is, the deal must be over a state line). Serious injury may happen in one of two different ways. â€Å"Primary line† injury happens when one producer lessens its costs in a particular geographic market and makes injury its rivals in a similar market. For instance, it might be illicit for a maker to sell underneath cost in a nearby market over a supported period. Organizations may likewise be worried about â€Å"secondary line† infringement, which happen when supported clients of a provider are given a value advantage over contending clients. Here, the injury is at the buyer’s level. The essential mischief to rivalry at the purchaser level can be deduced from the presence of huge value separation after some time. Courts might be beginning to constrain th is induction to circumstances in which either the purchaser or the merchant has advertise power, on the hypothesis that, for instance, enduring serious damage is impossible if elective wellsprings of gracefully are accessible. There are two legitimate resistances to these sorts of supposed Robinson-Patman infringement: (1) the value contrast is defended by various expenses in production, deal, or conveyance (e.g., volume limits), or (2) the value concession was given in accordance with some basic honesty to meet a competitor’s cost. The Robinson-Patman Act additionally denies certain unfair remittances or administrations outfitted or paid to clients. Inâ general, it necessitates that a vender treat all contending clients in a proportionately equivalent way. Administrations or offices secured incorporate installment for or outfitting publicizing or limited time stipends, handbills, inventories, signs, exhibitions, show and capacity cupboards, extraordinary bundling, warehousing offices, credit returns, and prizes or free product for special challenges. The cost support doesn't make a difference if the segregation is in remittances or administrations outfitted. The dealer must educate all regarding i ts contending clients if any administrations or stipends are accessible. The merchant must permit a wide range of contending clients to get the administrations and stipends engaged with a specific arrangement or give some other sensible methods for support for the individuals who can't utilize the fundamental arrangement. An increasingly point by point conversation of these special issues can be found in the FTC’s Fred Meyer Guides. In specific situations, a purchaser who profits by the segregation may likewise be found to have abused the Act, alongside the dealer who gives the separation, if the purchaser constrained, or â€Å"induced,† the vender to concede a biased cost. Albeit confirmation of an infringement of the Robinson-Patman Act frequently includes complex legitimate inquiries, organizations should remember a portion of the fundamental practices that might be unlawful under the Act. These include: †¢below-cost deals by a firm that charges more significant expenses in various regions, and that has an arrangement of recoupment; †¢price contrasts in the offer of indistinguishable merchandise that can't be legitimized based on cost reserve funds or meeting a competitor’s costs; or †¢promotional remittances or administrations that are not for all intents and purposes accessible to all clients on proportionately equivalent terms. Under the Nonprofit Institutions Act, qualified not-for-profit substances may buy †and merchants may offer to them †supplies at discounted costs for the nonprofit’s own utilization, without disregarding the Robinson-Patman Act. The Health Care Services and Products Division gave an ongoing warning supposition examining the utilization of this exclusion to pharmaceutical buys by a not-for-profit wellbeing support association. Q: I work two stores that sell reduced plates. My business is being destroyed by goliath rebate chains that sell their items for not exactly my discount cost. What would i be able to do? A: Discount chains might have the option to purchase smaller plates at a lower discount cost since it costs the maker less, on a for every unit premise, to manage enormous volume clients. Provided that this is true, the producer may have a â€Å"cost justification† defenseâ to the differential valuing and the approach would not abuse the Robinson-Patman Act. Q: One of my providers is selling parts at its organization possessed store at retail costs that are underneath the discount value that it charges me for the parts. Isn’t this illicit? A: The exchange of parts from a parent to its auxiliary by and large isn't viewed as a â€Å"sale† under the Robinson-Patman Act. In this manner, this circumstance would not have the necessary component of deals to at least two buyers at various costs. †¢Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. Meaning of ‘Price Discrimination’ An evaluating methodology that charges clients various costs for a similar item or administration. In unadulterated value separation, the vender will charge every client the greatest value that the individual is eager to pay. In progressively regular types of value segregation, the vender places clients in bunches dependent on specific qualities and charges each gathering an alternate cost. Investopedia clarifies ‘Price Discrimination’ Value segregation permits an organization to win higher benefits than standard estimating in light of the fact that it permits firms to catch every single dollar of income accessible from every one of its clients. While impeccable value separation is unlawful, when the ideal cost is set for each client, blemished value segregation exists. For instance, cinemas for the most part charge three unique costs for a show. The costs target different age gatherings, including youth, grown-ups and seniors. The costs vacillate with the normal salary of each age section, with the most elevated charge setting off to the grown-up populace. Value Discrimination When you were youthful, did you ever arrange from the children’s menu in an eatery? At the point when a family with little youngsters goes to an eatery, they are frequently given a children’s menu notwithstanding the standard menu. In the event that they request two comparable things, one from every menu, they will find that the thing requested from the children’s menu will be somewhat littler, however its cost will be a lot littler. Truth be told, it would frequently be beneficial for the whole family to arrange from the children’s menu, yet they can't. Cafés typically just permit youngsters to arrange from it.1 Why do eateries use children’s menus? Economists question that eatery proprietors have a unique love for kids; they speculate that the proprietors see offering children’s menus as gainful. It tends to be productive if grown-ups who come to cafés with kids are, all things considered, more delicate to costs on menus than grown-ups who come to eateries without youngsters. Youngsters frequently don't acknowledge café food and administration, and regularly squander an enormous piece of their food. Guardians know this and would prefer not to pay a great deal for their child’s feast. In the event that eateries treat kids like grown-ups, the cafés may lose clients as families change to drive-through eateries. On the off chance that this clarification is right, at that point eateries cost discriminate.2 A dealer cost segregates when it charges various costs to various purchasers. The perfect type of value segregation, from the seller’s perspective, is to charge every purchaser the most extreme that the purchaser is happy to pay. On the off chance that the merchant in our imposing business model could do this, it could charge the main purchaser $7.01, the second purchaser $6.51, and so forth. For this situation the minimal income bend gets indistinguishable with the interest bend. The dealer will sell the financially effective sum, it would c atch the whole consumers’ overflow, and it would considerably expand benefits. The Simple Analytics of Monopoly-Repeated OutputMarginal CostMarginal Benefit Each vender would cost separate if there were not two significant impediments disrupting the general flow. To begin with, the dealer must have the option to recognize those purchasers who are eager to address a significant expense from the individuals who are most certainly not. Second, there must be significant trouble with ease purchaser to exchange to those ready to purchase at a high price.3 Because value separation is conceivably gainful, organizations have discovered numerous approaches to do it. Theaters frequently charge more youthful clients not as much as grown-ups. Specialists once in a while chargeâ the rich or guaranteed quiet more for administrations than they charge poor people or uninsured. Markets have a lower cost for individuals who trouble to check the paper and clasp coupons. A few organizations, for example, firms selling mixed refreshments, produce comparative items yet attempt to advance one as a glory brand with an a lot more significant expense. Electric utilities generally charge lower rates to individuals who utilize a ton of power (and subsequently most likely have electric ovens and water radiators) than they do to the individuals who utilize just a little power (and wh

Challenges, Opportunities. Problems Analysis and Emerging Conflicts - Free Essay Example

Challenges, opportunities. Problems analysis and emerging conflicts: The case studies presented demonstrates several challenges and opportunities. The common ones are summarized in the below table for easy reference prior to elaboration. Common Challenges Opportunities Case I limited resources managing expectations managing change + small institute, potential growth + ability to select suitable track + exposure and qualifications Case II Case III Firstly, the limited resources can be referred at the rightful allocation of resources and the proper distribution of work load and duties among individuals. To illustrate, all three cases show a limited number of faculty members handling various functional tasks, including administrative, educational, researches, et cetera. Secondly, in managing expectations, leaders and managers respectively in each situation have failed to recognize the future aspiration of their staff, while they were mostly concerned in the pursuit of balancing between the needs and the expectations of their institutions. Thirdly, the most significant challenge can be traced to managing change in context. This is a crucial element, since it is a must-have attribute associated with being a leader and or a manager to be able to anticipate future change and being prepared with a contingent plan, as to cope with the unexpected and maintain a smooth and effective operation of the institute. On the other ha nd, opportunities can originate from different areas. To exemplify the cases, the first shows a new small faculty, the second refers to a newly established department, while the last is concerned with new mission. The à ¢Ã¢â€š ¬Ã‹Å"newà ¢Ã¢â€š ¬Ã¢â€ž ¢ situation proposed can therefore be associated with ample of opportunities, such as potential career growth, better income, increased experience and qualifications. Moreover, all the case provide in a way a choice for choosing a suitable track that fit individual goal, provide exposure and possible promotion. It is commonly known that problems occur when a gap exist between a required situation and the actual one, or when expectations have changed. Alternatively, problems often lead to conflicts that emanate from different expectations between individuals. In the first case, the problem occurred as a result of budget cut. This unexpected change, led the Associate Dean to reconsider his plan of recruiting additional faculty mem bers and invest in a fully equipped laboratory to enable researches and development. Subsequently, this change affected directly the junior faculty member, first since work-shedding for some of the tasks performed is no more an option, and by the lack of basic equipment needed to conduct her researches. These fact led to a conflict, since either she would have to compromise and sacrifice her own private time to obtain the promotion she aims or she might lose her job. While in the second case, the problem took place when a faculty member was transferred to a new department and under a less cooperative, less guiding department head. The faculty member had collaborated and contributed to the overall mission of faculty in studies and publications, but her new manager did not recognize her efforts and instead accounted her for what her job description. The conflict aroused when the faculty member was subject to either succumb to pressure of new role or resign from her post. As for the third case, the problem originates as a result of large-scale change in faculty mission, to focus on practice dentistry to generate income and reduce costs. This fact has led to a perception of inequality in compensation between the two teams; tenure tack and clinical track faculty members. Conflicts emerged when tenure members believed that their counterparts would benefit more from this new approach considering that they are limited to one day in practice, while the clinical member complained about the lower base salary and the less flexible hours in comparison. Case studiesà ¢Ã¢â€š ¬Ã¢â€ž ¢ central issues and relevant management concepts: (Word count: 964 without headings) To better comprehend each case, it is essential to analyze and identify the related central issues prior to identifying a management theory that could be applied and or assist for each context Referring to case I à ¢Ã¢â€š ¬Ã¢â‚¬Å" à ¢Ã¢â€š ¬Ã…“the frustrated faculty memberà ¢Ã¢â€š ¬Ã‚ , the main issue dwell in managing resources, in particular the human element. Peter Drucker (2004) suggests that effective managers will follow certain practices, such as à ¢Ã¢â€š ¬Ã‹Å"what is right for the enterpriseà ¢Ã¢â€š ¬Ã¢â€ž ¢. This fact is visible since both the dean and his associate did their best to get in hold of Dr. Orsten à ¢Ã¢â€š ¬Ã¢â‚¬Å" a periodontist, which is considered as scarce resource for the faculty. However, this is not sufficient. An institute that faces shortage in faculty members shall consider effective ways in developing their staff. Many techniques are presented in this regards, including mentoring, motivating and performance counseling. Retrieved from the Journal of Dental Education, Kotter presented certain complementary activities associated with management includes recruiting, allocating resources and coping with complexity. Apparently, the dean and his associate have succeeded in recruiting, but they failed on other counts such as mentor ing. Alternatively, what seems to be a drawback in leadership here, may in fact be related to other factors. Rosemary Stewart (1982) suggested that in certain context, managers effectiveness may reside on key factors, and this case, the constraints imposed on Dr. Hightower by the resource limitations and perhaps the legal regulations pertaining the promotion committee and requirement for tenure, did not leave room for negotiations and forced their behavior that way. This can be confirmed by his sympathy towards to Dr. Orsten and his appreciation to her work performance through the given bonus. à ¢Ã¢â€š ¬Ã‚ ¦ As for case II à ¢Ã¢â€š ¬Ã¢â‚¬Å" à ¢Ã¢â€š ¬Ã…“the misdirected faculty memberà ¢Ã¢â€š ¬Ã‚  the central issue stems from lack of communication between the Dean and the different departmentsà ¢Ã¢â€š ¬Ã¢â€ž ¢ Chairs. The lack of discussion and feedback among them may have resulted in an unnoticed conflict. For example, the direction of the deanship towards more rese arches and studies, was not communicated across the board and notably did not obtain feedback from all participants. Instead, they may have used existing skills of some members without considering their future aspirations. Supplemented with further internal re-shuffle of faculty members, both facts have led to a different expectations, and lack of compatibility. Dr. Forester à ¢Ã¢â€š ¬Ã¢â‚¬Å" a motivated member, has had to struggle to obtain guidance from the head of the newly established department where she was transferred at. This fact had spilled its impact on de-motivation. Thus, during the process of reengineering tasks between tenure and the clinical, and the changes in faculty bylaws, none have considered the impact for such a change. One way that could have helped the leaders and managers to identify such a conflict, could have been attained trough a proper feedback of all involved and the expectancy theory. The course study materials suggest that when app raising a subordinate, a manager should not only provide feedback, but also consider receiving feedback. Perhaps that what Dr. Marino failed to do, irrespective of whether he had load of other duties. Moreover, the failure to understand the individual and provide a constructive feedback, has meant that the appraisal of Dr. Forester led to a destructive feedback. As a result, Dr. Forester who had high expectations for promotion and motivated by her contribution to the school is now left wondering whether to remain or leave the school. à ¢Ã¢â€š ¬Ã‚ ¦ As for the case of the faculty stuck in the middle, the fundamental issue is how to address conflicts when dealing with limited resources create a conflict between individuals and different groups of faculty members. To start with, the new direction of the deanship as to focus on income generating centers, that is the clinical practice whereby additional income may be generated, and reducing expenses may sound crystal clear. How ever, this decision as the case implies was neither communicated nor transparently conveyed to all stakeholders , in specific all faculty members regardless of their track. This major flaw in Leadership and management is the source of rift that created the conflicts between the school faculty members. To epitomize, the new strategy proposed stirred up the differences between the tenure and clinical tracks members. On one hand, those in tenure found their counterpart would more benefit from incentives from the practice of dentistry, while themselves are imposed limitations for one day practice. On the other side, the clinical members raised the issue of compensation gap between both tracks, and the less flexible weekly schedule. The perception of unfair practice could have been avoided, if for example the leadership encouraged open communication, being transparent about the reason of change, and encourage all members to discuss freely among them. Instead, they have list ened to each individually. Hence, what appeared to be a positive conflict, that is enabling recruitment of clinical track at low base salary with higher incentives from practice, have resulted in negative conflict by the different perception of inequality that both team have held on each other. Addressing these conflicts after its occurrence, may be harder and perhaps a better way to avoid it was to accommodate it as the case study showed that Dr. Middleman had nothing to offer except to listening- that is accommodating à ¢Ã¢â€š ¬Ã¢â‚¬Å" and was forced to deal with non-cooperative team, and a vacant position in his department. In similar situations, literature suggests that dealing with complexity and managing conflicts, require finding a resolution and a compromise. This can be achieved through negotiation. It involves joining people together, agree on a fair solution à ¢Ã¢â€š ¬Ã¢â‚¬Å" à ¢Ã¢â€š ¬Ã‹Å"holding the stick in the middleà ¢Ã¢â€š ¬Ã¢â€ž ¢, make concessions and achieve compromises on both sides. Action alternatives and proposed recommendations: (word count: 650- without heading) The action alternatives proposed in Case I, an à ¢Ã¢â€š ¬Ã‹Å"up or outà ¢Ã¢â€š ¬Ã¢â€ž ¢ option cannot be the right approach. To justify the statement, we shall consider different assumptions: If Dr. Orsten, unable to cope with responsibilities, did not allocate further time to pursue requirements, demonstrate skills needed for promotion, therefore she would fail to qualify for the tenure, hence forced to go out. Moreover, if Dr. Langley with no intention to continue at the new school, also left upon his contract expiry, the result would be catastrophic. Reason is the shortage of periodontist. A better approach to overcome this negative situation would consider different ways in which the deanship may conserve their human assets. Dr. Hightower could re-negotiate an incentive plan, alleviate and balance teaching tasks. Consequently shreddin g some obligations from the frustrated member. This would enable better time management and allow opting for researches and publications. As a matter of fact, setting direction is the essence of Leadership besides aligning people, motivating and inspiring them. Accordingly, these clues could lead to a favorable situation. à ¢Ã¢â€š ¬Ã‚ ¦ From what has been advanced in Case II, Dr. Forester is set to work after hours to attain excessive requirements of the new department, obtain a positive performance review and gain a promotion. Giving no options may not be the best solution. Simply because what has worked for Dr. Marino may not work for Dr. Forester, i.e. due to her personal family situation, she might not be able to commit to additional late night working hours. A better approach to tackle the situation, is reconsidering other clinical members who may willingly be interested in this department, and match the traits of Dr. Marino, i.e. sharp with no familial obliga tions. Moreover, exploit Dr. Foresterà ¢Ã¢â€š ¬Ã¢â€ž ¢s capabilities and skills that was found useful and needed in restorative department. The focus here will be on keeping all staff motivated, feeling secure and appreciated. One way to measure effectiveness of the Leaders is how well they manage to ensure harmony among their staff while maintaining the direction towards achieving objectives derived from the mission. à ¢Ã¢â€š ¬Ã‚ ¦ When reviewing case III, addressing limited resources via proposal of recruiting clinical members at lower salary base with higher incentive plan for dentistry practice, may not yield to wishful result. This has created conflicts between different groups. Accordingly, consequences could be catastrophic if a contingency plan is not initiated to contain this rift. An alternative approach is to consider what explicitly was mentioned within case abstract, à ¢Ã¢â€š ¬Ã¢â‚¬Å" à ¢Ã¢â€š ¬Ã‹Å"having transparent, open communication and confronta tionà ¢Ã¢â€š ¬Ã¢â€ž ¢ but under the leadership guidance. Instead of avoidance, the best strategy could be a collaborative approach. By transparently considering the whole package of benefits in front of all concerned, considering all factors such as years of tenure and experiences as well as other benefits openly would help bridging the gap and perhaps reaching agreement on sharing incentives adequately between tracks. In short, the school would need both team to achieve its mission. Subsequently, it needs to address incentive sharing generated by the additional income, then flexibility given to both parties, which would lead to a perception of equality. Furthermore, the committee should include an equal ratio from both sides. Conclusions list with explanation: (word count 310 à ¢Ã¢â€š ¬Ã¢â‚¬Å" excluding headings) To manage people requires more than aligning interests of individuals with the faculty expectations. Empathy and financial motivation are not conclusive in d ealing with change. Additionally, changes are part of our daily life and successful leaders shall always consider all possibilities and not be limited to what is set. In fact, the simple scheme of management skill as presented by Robert L. Katz (1986), include a related part of conceptual skills, and involves visualizing the enterprise as a whole. That is considering the relationships between its various parts, understand interdependence of human asset and recognizes that changes in once part impact other parts. Furthermore, when managing a new department implies transferring human resource, it is very essential to understand individualsà ¢Ã¢â€š ¬Ã¢â€ž ¢ career expectancy, obtain feedback from their previous superior and set a clear direction to them before they move onto their new role. Failing to do so, could result in losing a well performing member, and denying opportunities for those who may be well suited for new positions. In other words, there must be an analysis o f all potential candidates that specifically fit the required job, but not making a transfer without considering consequences that result in negative conflicts among participants, as implied in case II. Finally, in order to manage a limited resource, good leaders shall consider the potential impacts of their proposed solution on all parts of the institute. An ideal change, is a solution that serve the immediate problem and have positive impact on the overall organization. Hence, a solution has to consider the different stakeholders. In other words. not only the interest of the university to be looked at alone, but also the interests of all members including the clinical and tenure track faculty members. Only then, conflicts can be avoided and potential threats from mass exodus can be eradicated, as it was demonstrated in case III. (à ¢Ã¢â€š ¬Ã‚ ¦) Reference list: Comer, Robert W. et al (2002) à ¢Ã¢â€š ¬Ã‹Å"Leadership Strategies for Department Chairs and Program Dire ctors: A case Study Approachà ¢Ã¢â€š ¬Ã¢â€ž ¢, Journal of Dental Education, vol. 66, no. 4 Drucker, Peter F. (2004) à ¢Ã¢â€š ¬Ã‹Å"What makes a good executive?à ¢Ã¢â€š ¬Ã¢â€ž ¢, Harvard Business Review, pp. 58-63 Katz, R. (1986) à ¢Ã¢â€š ¬Ã‹Å"Skills of an effective administratorà ¢Ã¢â€š ¬Ã¢â€ž ¢, Harvard Business Review, March/ April, vol. 64, issue 2, p. 198 Kotter, J.P. (1999) à ¢Ã¢â€š ¬Ã‹Å" What effective general managers really doà ¢Ã¢â€š ¬Ã¢â€ž ¢, Harvard Business Review, March/ April, vol. 77, issue 2, pp. 145-59.

Visa E-1 para comerciantes bajo tratado (import-export)

La E-1 permite a los ciudadanos de ciertos paà ­ses obtener una visa de trabajo para desarrollar o dirigir en Estados Unidos un negocio de comercio (import/export). La primera condicià ³n de la visa es pertenecer a uno de los paà ­ses con los que USA tiene un acuerdo de ese tipo. Listado de pases cuyos ciudadanos o compaas pueden solicitar una visa E-1 Hay que ser de un paà ­s con el que Estados Unidos tiene un acuerdo de comercio que permite privilegios migratorios. Son los siguientes: AlemaniaArgentinaAustraliaAustriaBà ©lgicaBoliviaBosnia-HerzegovinaBruneiCanadà ¡ChileColombiaCorea del SurCosta RicaCroaciaDinamarcaEsloveniaEspaà ±aEstoniaEtiopà ­a  FilipinasFinlandiaFranciaGreciaHolandaHondurasIrà ¡nIrlandaIsraelItaliaJapà ³nJordaniaKosovoLetoniaLiberiaLuxemburgoMacedoniaMà ©xicoMontenegroNoruegaOmà ¡nPakistà ¡nParaguayPoloniaReino UnidoSerbiaSingapurSurinamSueciaSuizaTailandiaTaiwà ¡nTogoTurquà ­aYugoslavia Otros requisitos de la visa E-1 La persona o la empresa que solicita la visa tiene que tener ya un importante intercambio comercial con Estados Unidos. No sà ³lo tiene que tratarse de bienes, sino que tambià ©n pueden ser servicios. Ademà ¡s, USA debe ser la fuente o destino de mà ¡s del 50 por ciento del total de intercambio comercial que tiene el solicitante de la visa. La relacià ³n comercial de importacià ³n/exportacià ³n debe tener un valor econà ³mico sustancial. Las leyes de inmigracià ³n no dicen exactamente cuà ¡nto, pero sà ­ que debe ser relevante. El solicitante de la visa debe tener experiencia y conocimientos de negocio suficientes para desarrollar y dirigir el negocio. Por à ºltimo, esta es una visa no inmigrante, esto quiere decir que la persona a la que se le aprueba al visa tiene que salir de Estados Unidos una vez que su visa se cancele o no se renueve. Para quines estn pensadas estas visas Para ejecutivos y gerentes de empresas. Generalmente la visa es aprobada en 4-6 semanas.  A diferencia de lo que ocurre con la visa L-1 en el caso de la E-1 no es necesario demostrar haber trabajado con la empresa por dos aà ±os antes de aplicar por el visado.   Para trabajadores esenciales o especialistas. Si bien en estos casos es mà ¡s difà ­cil obtener la aprobacià ³n.   Pero si se consigue los trà ¡mites son muy rà ¡pidos: un par de semanas en la mayorà ­a de los casos. Visas para familiares de personas con una visa E-1 El cà ³nyuge y los hijos solteros menores de 21 aà ±os pueden solicitar una visa derivada. Pueden estudiar en Estados Unidos y solicitar un permiso de trabajo enviando el formulario I-765 al Servicio de Inmigracià ³n y Ciudadanà ­a (USCIS, por sus siglas en inglà ©s) y pagando la cuota correspondiente. Para las personas interesadas en traer a sus hijos con ellos a vivir en Estados Unidos es de interà ©s familiarizarse con los puntos bà ¡sicos del sistema educativo, antes de haber llegado ya al paà ­s y tener que escolarizar a los nià ±os. Ademà ¡s, se podrà ­a solicitar la visa B para los empleados domà ©sticos del titular de una E-1. Vigencia de la visa Indefinidamente mientras se pruebe el nivel sustancial de la relacià ³n comercial entre Estados Unidos y el paà ­s del solicitante de la visa. En principio se otorga por dos aà ±os, que se puede extender en incrementos de otros dos aà ±os. Pero se puede renovar tantas veces como se necesite. Por regla general cuando el titular de la visa E-1 viaja fuera de Estados Unidos y se vuelve a ingresar se otorga automà ¡ticamente esa extensià ³n. Pero esto no sucede con su familia que tiene visado derivado y debe pedir la extensià ³n antes de que su visa actual expire. Esto es muy importante para evitar quedarse en una situacià ³n de ilegalidad migratoria. Forma jurdica para la empresa y dnde crearla Existen 10 tipos de empresa que se pueden crear. Se puede elegir la mà ¡s conveniente. Asimismo, a la hora de crear un negocio conviene tener en cuenta asuntos como el monto de los impuestos locales y estatales y tambià ©n el nivel de vida, es decir, cuà ¡nto es el costo de la vivienda, alimentacià ³n, seguro mà ©dico, transporte, etc. No todos los estados brindan las mismas condiciones para hacer negocios siendo estos los considerados como mà ¡s pro-business. En Estados Unidos hay grandes diferencias geogrà ¡ficas y las condiciones de vida pueden ser radicalmente distintas en un lugar o en otro, como demuestra este listado de las 10 ciudades mà ¡s caras y de las 10 ciudades mà ¡s baratas.  Por lo tanto antes de elegir dà ³nde crear la empresa, es de obligacià ³n asesorarse.   Otras opciones cuando la E-1 no es posible o conveniente La visa E-2 para inversià ³n incluye algunos paà ­ses no presentes en el listado de la E-1. Es una visa parecida, pero diferente. Una de las cosas que hay que tener muy claras respecto a la E-2 es cà ³mo entender la cantidad a invertir. Si ni la E-1 ni la E-2 son opciones, estas  8 posibles visas para fundar una empresa en USA (startup). Ademà ¡s, hay mà ¡s de 20 paà ­ses que permiten obtener la ciudadanà ­a y/o la residencia a cambio de una inversià ³n. Las condiciones y los precios varà ­an.   Por à ºltimo, si se tiene un mà ­nimo de medio millà ³n de dà ³lares para invertir, la visa de inmigrante EB-5 es una opcià ³n. Se obtiene una green card (tarjeta de residencia) para el inversionista y su familia. Y si se decide asentarse en los Estados Unidos ya sea temporalmente con una visa o definitivamente con una green card es muy importante conocer desde el principio temas legales, migratorios y sociales que van a hacer la vida mà ¡s fà ¡cil.    Curiosidad Los hispanos somos en la actualidad el grupo minoritario mà ¡s numeroso en los Estados Unidos.   Estas son las 10 nacionalidades de hispanos mà ¡s exitosas en Estados Unidos. Este es un artà ­culo informativo. No es asesorà ­a legal.

Should Immigration Be Limited - 823 Words

Immigration: limited or unlimited? On the subject of immigration, one student at J.E.B. Stuart High School in Falls Church, Virginia commented, we make America more interesting (Swerdlow 61). As true as these words are, the question of how much more interest should be allowed to cross our borders each year, and what exactly defines an American these days puzzle the already 281 million residents who find comfort in the freedoms of America. America is a land of immigrants, also referred to as the melting pot of the world. However, the possibility that America s kettle is over-flowing concerns its citizens and some politicians. Ideas for capping immigration have been voiced in the past, but have not been heard. While some will†¦show more content†¦In the 2000 census, ten percent of Americans were born in other countries and in 1990, 32 million US residents spoke a language other than English at home, a number that has undoubtedly risen in the past 11 years (Swerdlow 46-47) . Although America has become the land of immigrants, tolerance is not always upheld in the school scene, where teenage students are more concerned about gossip and the latest styles of hair and clothes to recognize the greater need for an open-minded society. Many immigrant students come to America and assimilate very nicely to the ways of life, mainly because they have learned to speak English. About one fifth of high school immigrant students are not even literate in their native language, making the task of learning English much harder (Swerdlow 50). Immigrant students who struggle with English often drop out because they have become discouraged or need to work in order to help support their families (Swerdlow 51). They work for eight dollars and hour or less, taking the jobs that no one actually wants; restaurant work and house keeping for example (Swerdlow 60). 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HARD Summer Music Festival Review free essay sample

My summer was filled with constant excitement and action, but not one activity can compare to the experience I had at my very first HARD Summer. HARD Summer is an annual two-day music festival that takes place the first weekend of August and features over 100 electronic and alternative acts and emerging DJs. All ages are welcome, but the majority of those that attend are young adults to mid twenties. This year’s headliners included Jack U, Dillon Francis, Disclosure, Flosstradamus, and A$AP Mob. In addition to those acts, some of my personal favorites included What So Not, The Chainsmokers, and Clockwork. This year, the festival was held at Whittier Narrows Recreation Area. Music blasts nonstop from five different stages from 12pm to 11pm. People come from all over, some even by plane, to experience what it is that makes this sold out event so memorable. I attended my first music festival, Coachella, this past April. It completely changed my experiences of how I perceive music. I believe there is something special festivals provide for you; they allow you to feel the music, to live vicariously through the music. So, you could say I’ve been a festival junkie ever since. At first, I had my doubts of attending the HARD Summer music festival because none of my best friends were going, and the HARD lineup featured exclusively electronic house music, not the diverse variety of artists like Coachella. But on August 1 (the day before HARD Summer), my friend called me saying that he’d found me a ticket on Craigslist and that all I to do was say that I was in. Unfortunately, since I decided so last minute, I was only able to buy a ticket for the first day of the festival, but that one day alone was one of the most memorable days of my life. HARD Summer provided me with a different experience than that of Coachella; it provided me with a better experience. Don’t get me wrong, I loved every harmonious moment of Coachella, but HARD showed me a different kind of love. It taught me that it doesn’t matter what artist you’re listening to, how close you are to the stage, or even how hot and tired you are. I learned to love the moment I was in with the people I shared it with, even strangers. In fact it was the kindness and friendship of the strangers I met at the festival that showed me the true meaning of PLUR (Peace, Love, Unity, Respect) – a sort of chivalry used at these festivals, which ensures an enjoyable and memorable experience for all.I had a feeling of contentment throughout the entire day. This feeling reached its peak during the last set of the day (Jack U). As soon as their music started to blare throughout the crowd, almost simultaneously, it began to rain. I remember listening to the â€Å"Revolution† remix of Flux Pavilion’s â€Å"I Can’t Stop†, reaching my arms into the sky, and letting the rain fall all over me, as if it were falling to the beat of the music. As I entered the festival, I went in with no expectations. I, of course, was an avid fan of a majority of the acts, but because my attendance was so spontaneous I never had the time to build up the hype and excitement for the festival. I think the fact that I had no expectations is what made my experience so incredible. I can still specifically remember around 8pm when Axwell started his set at the main stage (Hard Stage). To be honest, Axwell was not one of the DJs I’d come to see that day; I just ended up being at Hard Stage when his set began. Coincidentally, my group and I ran into about four other groups of people we knew; one of these groups included my older brother and his friends. Together we created a combined group of about 20. For the first and only time that day, it seemed like every single person I knew at the festival was unified and sharing the experience together. Personally, it was an extra special moment for me because I had the opportunity to share it with my brother. I closed my eyes and smiled as he laid his arm around me and we both soaked in the music together. Even though I never intended on seeing Axwell that day, he ended up being my favorite set of the entire day, not because of the music, but because of the experience. HARD Summer to me was like a dirt wonderland, emphasis on the dirt. If I had to criticize one aspect of my overall experience, the only one that comes to mind is its inconvenient location.This is was the first (and hopefully only) time that the festival was held at Whittier Narrows. In years past, it’s always been held at LA Historic Park. This year’s location seemed a bit out of the way, and it was a project to get to and from the festival. Also, the land was nothing but dirt. This meant that for the majority of the day we were choking on dust kicked up by the feet of people dancing or jumping in the crowd. Nonetheless, this didn’t stop myself, or anyone else for that matter, from having the time of our lives. In the end, we embraced the dirt and kicked it into the air with satisfaction. HARD Summer was an experience I will never forget. I recommend this festival to all, for it is one not to be missed. However, I will say that if you are not a fan of this style of music, then I do not recommend attending. HARD Summer teaches you a new appreciation for music and friends. I’m glad I made the rash decision of becoming a part of this historic event, and I cannot wait until next year’s festival.