Why Use Social Media as a form of Recruitment?

Why Use Social Media as a form of Recruitment? Working title Social media recruitment: why use it at the Royal Veterinary College? Introduction The Royal Veterinary College (RVC) has commissioned me to evaluate social media recruiting strategies and possible future opportunities to ensure they remain competitive in the recruitment market. Within this proposal, I will outline the context of the research which will provide more background information of social media recruitment and the RVC. I will then provide a summary of an initial literature review which will define the focus and scope of the research project about to be undertaken (Gray 2014). An appropriate research approach and the way in which I intend to carry out my research will be detailed along with how I intend to analyse the date obtained. Possible issues and limitations will be discussed and possible solutions to overcome them. I will propose timescales of the project milestones and finally provide a conclusion. Context Established in 1791 and based at two sites in London and Hertfordshire, the Royal Veterinary College is one of 7 veterinary schools in the UK. A key part of their overall strategy is to be the first choice for those seeking to work in the veterinary, biosciences and One Health Higher Education sector (RVC 2015). The Human Resources (HR) strategy is aligned to the overall strategy to support its objectives and, as such, a key part of the HR strategy is the capacity to attract and retain talent at every level of the organisation from the local, national and international markets in which we compete will remain fundamental to our success (RVC 2015). The utilisation of social media to attract talent is an ever-increasingly popular topic within the HR profession so the HR team are keen to explore its value to help achieve this HR objective and to ensure they remain competitive in the recruitment markets. The HR team are also keen to discover if utilising social media for recruitment bring s other cost and administrative efficiency benefits. As a previous member of the HR team at the College who has seen their current online recruitment process grow and develop for the organisations needs, I am interested in discovering if and how it can be further adapted to utilise social media, whether it can provide a competitive edge in the race for talent and whether this would be a valuable use of their resources. I am expecting that the RVC should have at least some element of social media recruitment presence but, given the diverse nature of its employees and their differing backgrounds and professions, whether social media can provide value to all its recruitment campaigns remains to be seen. Literature Review This literature review will guide the development of my research topic. As Gray (2014) states In order to advance our collective knowledge, a researcher has to understand what has gone before. In seeking to do this I have reviewed numerous relevant literature related to the use of social media for recruitment and common themes were noted and formed the basis of my literature review. An important part of any Human Resource Management (HRM) strategy is the effective recruitment of its staff which the Chartered Institute of Personnel and Development (CIPD) (2016) state as central and crucial to the successful day-to-day functioning of any organisation. In an ever-increasingly competitive business environment, organisations are taking a more strategic approach to the staffing of their organisations (Taylor 2014). When Tim Berners-Lee created the World Wide Web, it was not long before it added a new dimension and new opportunities in the recruitment field with the advent of online recruitment which first started in the mid-nineties. Commentators were quick to advocate its use due to the perceived efficiency benefits of as opposed to purely paper-based recruitment. Seminal research by Capelli (2001) stated that, while online recruitment was increasing in popularity due to the reduction in recruitment costs and time saved, its successful use was only achieved by those who fundamentally changed their recruitment process by using online media to market the organisation and build relationships with candidates to create talent pools. The advent of social media enabled organisations to take this marketing concept further by enabling organisations to promote its brand leading to more, better candidates by giving insight into recruitment the process and what it is like to work there (People Management 2013). In addition, social media enabled direct communication with target candidates resulting in a higher probability that a vacancy will be brought to the attention of someone who is ideally qualified to fill it (Taylor 2014). Contemporary research by Schmidt and Landers (2016) also suggest that outgoing social media messages can enhance organisational attraction and recruit more and better applicants by sharing corporate values to increase the reputation and visibility of the organisation. These benefits are why 54% of employers are engaging in social m edia for recruitment (CIPD 2013). The outlined suggested benefits are an attractive prospect. However, little research has been undertaken to establish what the internal costs are of maintaining a social media presence i.e. required time spent per day and training staff in the use of social media costs. This valuable information will form part of my initial research methods which will be to establish what, exactly, the RVC would like to gain from utilising social media for recruitment and what the current capabilities of doing so are. An additional, and controversial, use of social media in the recruitment process is using it to screen potential candidates. Contemporary research by Schmidt and Landers (2016) show no link between social media traits of potential candidates and job performance and they recommend that, until more in-depth research is undertaken in this area, social media is better used for recruitment and building a brand than as a selection tool. However, screening candidates in this way is can provide recruiters with a valuable source of information not found using traditional techniques (Davison et al. 2012; Kluemper 2013). Further research in this area by me regarding the potential benefits and risks to recruiters at the RVC of using such an approach to social media will enable me to make a balanced recommendation on whether screening candidates should be undertaken at the RVC. Another consideration when utilising social media for recruitment is the impact it has on equality and diversity (E D). Taylor (2014) and Iddekinge et al. (2013) state that organisations should not solely use social media for recruitment as it is predominately used by women and the younger generations. Rather, it should be used in conjunction with traditional methods. As a higher education establishment with E D considerations high on the agenda, further research and understanding of the RVCs E D commitments and objectives must be taken into account and aligned to before any recommendations are made. With such fast-paced advancements in social media and technology in general, it would be wise to also assess the implications of future developments in social media recruitment to ensure any recommendations provided are future-proofed. One well documented development that promises to have a big impact on social media recruitment is bid data and analytics which Schmidt and Landers (2016) believe will improve the HR discipline by providing it with a wealth of valuable information with which to make decisions. Regarding recruitment, this information seeks to help recruit more suitable candidates. What resources are needed to utilise big data and analytics, and in what capacity it would be suited to the RVC is will form part of my research. Schmidt and Landers (2016) also advocate working with internal IT professionals to help guide and shape the future of human resource management and this relationship, and whether more formal relationships arrangements are required at the RVC, will als o form part of my further research. Methodology I have chosen to conduct this research in a case study format as a case study generates multiple perspectives through multiple data collection methods (Lewis 2003) which I will need to use to ascertain the different perspectives of different people regarding the suitability of using social media recruitment at the RVC and its general use i.e. recruiting managers, HR, recent recruits and other organisations. As Gray (2014) states the integration and contrasting of these different perspectives can build a rich and detailed understanding of the context. The case studys epistemological approach taken will be constructivist since I will be the creator of my own knowledge by discussing and analysing and incorporating peoples different perspectives on social media recruitments suitability at the RVC, rather than discovering it in an objectivist fashion. The question of whether to use Social Media Recruitment at the RVC will heavily depend on the perspectives (data) of RVC staff and similar organisations and I anticipate that the focus and direction of this research will also be led by them. A suitable methodology to use for this case study that will enable this is grounded theory which enable the development of a theory by discovering, developing and provisionally verifying through systematic data collection and analysis of data pertaining to that phenomenon (Strauss and Corbin 1998). Common methods of research used in grounded theory are interviewing and focus groups which will be a valuable way to obtain viewpoints and opinions of my research subjects. Along with the qualitative research methods of interviews and focus groups, surveys to seek opinions would also provide valuable perspectives of social media recruitment and this mixed method of research will provide a richer, contextual understanding of the phenomenon being researched (Hansen et al, 2005) Method I will initially conduct face to face interviews with recruiting managers from each of the differing staff groups within the College and the Operations Manager in HR, as well as conduct a face to face focus between the team of 5 HR Administrators, to ascertain exactly what they are hoping to gain from utilising social media recruitment. This is an important first step in my case study is it will not only enable me to gain a company specific perspective on what is required and feasable but focus the next stage of my research and data collection to ensure it is relevant to their needs. The interviews will be conducted in a semi-structured format which will enable me to understand their experiences, opinions, attitudes, and enable me to probe where required (Gray 2014). They will also enable me to obtain a more well-rounded picture of their requirements, as opposed to other data collection techniques like structured interviews questionnaires which have minimal interaction between the in terviewer and interviewee. A focus group has been chosen for the administrators it will generate group dynamics within a group of differing individuals (Gray 2014) and enable me to understand the degree of consensus (Morgan and Krueger 1993) of what is deemed a valuable use of social media at the administrative level. The good working relationships with HR and recruiting managers already built while working at the RVC will also help facilitate their agreement to being interviewed and their willingness to interact positively and constructively. Analysis of this information as described in the data section of this proposal will guide the construction of a relevant, anonymous questionnaire which will be emailed to all staff recruited in the past year, estimated at 225, in the form of a descriptive survey to ascertain their job seeking behaviors, their opinions of social medias use by employers as a selection tool and their preference for future developments. The survey questionnaire will also enable me to gain an insight into ED considerations. Recent recruits are most valuable as opposed to other people as they have already been recruited with the RVCs objectives in mind so will be most like the future RVC candidates the RVC hopes to attract. A questionnaire is preferred as it will enable me to question many respondents at a low cost and at a time and place that suits them (Gray 2014). In addition, a questionnaire can assure their anonymity, which will help facilitate their honesty and willingness to participate. Finally, I will seek the current stance, future plans and thoughts of other Higher Education Institutions (HEIs) in the UK of the use of social media recruitment by way of a survey for the HR Operations Managers. This will give me a broader picture of how social media is used for recruitment in the education industry and enable me to make recommendations on whether or not social media recruitment can provide competitive advantage. I will seek as many organisations as possible to provide me with the most accurate picture possible. This will require a questionnaire rather than other methods of research which I will be able to send to all HEIs via email in the UK. The subject area is not particularly contentious so I would not expect anything more than a minimal level of risk in causing harm or damage in the cause of my research. However, informed consent will be obtained prior to any of the three research methods suggested to ensure research participants are provided with sufficient and accessible information about my project so that they can make an informed decision as to whether to become involved, or not, (Crow et al., 2006). Data My initial research of interviews and focus groups with managers and HR will help narrow the focus of my case study by generating common themes and requirements of social media recruitment. To attain these themes, I will use thematic analysis which will help generate descriptive data from the information provided as opposed to similar methods like content analysis which is more data driven. The themes will then direct what questions to include in my questionnaire to recent employees which will be recorded to enable me to focus on the questions asked. While unknown at this point, the questions will be phrased in such a way as to concur, or not, with suggestions and requirements from the interviews and focus groups and to attain additional viewpoints and suggestions from a candidate perspective. Once obtained and transcribed, the information will be analysed for relationships, common themes and additional suggestions to that of the recruiting managers and HR. The types of data yielded will determine the appropriate analysis and statistical tests (Gray 2014). However, whether nominal or ordinal, this categorical data will be put in a descriptive statistical format which will enable analysis of the frequency distribution. The questionnaire for surveyed organisations will be developed and analysed in the same way. All information gathered from my research will be stored securely on my laptop which is password protected. Possible Problems and Limitations While my previously created relationships with staff at the RVC will help encourage availability, access to the Operations Manager and a recruiting manager from each of the staff groups may be problematic due to low availability during the period that I undertake my research. Good forward planning and the fact that the purpose of the case study is to seek new, and more efficient, ways to help them recruit the staff they need will help encourage them to be available. Availability of all of the HR Administrators at the same time for a significant period of time may also be problematic. However, they have a specific time and date every week that they keep clear in their diaries to have team, and other ad-hoc, meetings which will improve the chances of availability. I have the potential to bias the interviews. I can prevent this by ensuring my interview techniques are consistent, with regard to my tone and duration of interview, to all research subjects. Bias may also occur from the interviewees as the less technically savvy may feel obligated to advocate its use for fear of being seen to be not keeping up with technological advances. A broad range of questions highlighting the positive and negative consequences of using social media recruitment will help to reduce this. The questionnaire may yield a low response rate. However, the estimated population of 225 staff recruited in the past year may be high enough to ensure a low response rate still generates enough responses to make analysis of the answers worthwhile. If not, a re-distribution of the survey with an added monetary incentive may increase the response rate. Another possible issue with the survey is that people may act differently in reality to the responses given in the questionnaire. A call for honesty and highlighting the fact that the questionnaire is anonymous may alleviate this. As with the survey for recently employed staff, the survey for HR Operations Managers at other organisations may also yield a low response rate. There are currently 131 HEIs in the UK and a low response rate may not yield enough responses with which to anaylse. In addition, motivation to respond may be low due to their current work obligations and responsibilities taking a higher priority and their reluctance to divulge any information which may provide reduce their own, or provide the RVC with, competitive advantage. To help improve the response rate, I will offer to provide all respondents with a free summary of my own findings of the survey which they may deem valuable for their own recruitment strategy planning. Main Tasks and Timescales I will use a Gantt Chart here with the following timescales: January starting report, start ethics form. February to March literature review. April to May Data collection. June Initial Analysis. July -Draft to Alan. Conclusion While social media recruitment is only starting to be researched in-depth and the real value, or not, and all possible pitfalls may not be immediately apparent, such benefits as highlighted in the literature review can not be ignored and the RVC can not afford to fall behind its competitors who use social media recruitment to help attract the best talent. However, this case study will ascertain the real value and viability of social media recruitment at the RVC, now and in the future, and provide recommendations, or not, of its use. References Morgan and Kryeger 1993 Crow et al., 2006 HEFCE http://www.hefce.ac.uk/workprovide/unicoll/heis/ Holton, J. A. (2009). Qualitative Tussles in Undertaking a Grounded Theory Study The Grounded Theory Review, 8(3), 37-49. Dick, B. (2005). Grounded theory: a thumbnail sketch. [On line] Available at http://www.scu.edu.au/schools/gcm/ar/arp/grounded.html Glaser, B. (1992). Basics of grounded theory analysis. Mill Valley, CA: Sociology Press. Allan, G. (2003). A critique of using grounded theory as a research method. Electronic Journal of Business Research Methods. 2(1). Lewis (2013) Strauss and Corbin 1998 (Hansen et al, 2005)

Improve my writing skills

Most famous music curses of all the time The â€Å"Gloomy Sunday' Curse â€Å"Gloomy Sunday† was a song written by Roses Serves, a Hungarian composer . The break-up with his girlfriend in 1933 left him such depression that he wrote this obsessive sorrowful melody. A few months after Gloomy Sunday's coming-out, a record label agreed to buy † the dead song† and published it in many big cites in the world.However, Serves turned out to be a very unlucky man. Weeks after the publishable of Gloomy Sunday, there was many scary strange stories around it. In Berlin, a man complained to his friends that he was really obsessed by Its disconsolate melody and lyric. He was soon diagnosed with autism and then ended his life with a gun. Just about one or two days later, again in Berlin, the police found a girl hanging herself in her own room and surprisingly, there was a piece of the song's lyrics on her bed .In the same year, hundreds of cases like that happened in Hungary, Fra nce and America, then spreader to the whole world. In many nations, Gloomy Sunday was even banned but the more it was banned, the more popular it became. In January 1968, Serves also committed suicide . It sounds disgusting and unbelievable, right? I must admit that the melody is very scaring but then nothing happened to me. I'm still alive and I'm standing here, talking with you. Researchers showed that music can have an extraordinary impact on humans' behavior.At that time, America and the Europe was in such a hard period that the economic crisis, unemployment and war increasing had a strong effect on people's spirit, pushed them Into a state of pessimism and depression In life. In conclusion, Gloomy Sunday used to be regarded as the last straw that broke the camel's back, but finally, there's o curse or no secret around this song. Now, we can freely enjoy it. The â€Å"Buddy Hold Curse February 3, 1 959 Is commonly referred to as The Day The Music Died, because on that day, one of the rockers who had pooled in the trend of rock and roll , died In a plane crush during The Winter Dance Party tour.It also is known as the start of the â€Å"Buddy Holly Curse,† as many musicians and people involved in Holly and his music have also met untimely deaths. For example, Ronnie Smith, the vocalist who was hired to replace Holly on the tour. Became a spectrally patient after the last performance, ND a few years later suicide. Then, David Box, a member of Holly's band, also tried to start a solo career, but like Holly he died in a plane crash at the exact same age of 22. After Holly's death, his wife miscarried their only child.From there, the curse spread to Gene Vincent and Eddie Cochran, who both were very close to Holly. Another unlucky man who reportedly went out to see the film about this rocker, The Buddy Holly Story on September 7, died exact on Holly's birthday! The â€Å"Robert Johnson† Curse Have you ever heard about Robert Johnson? He is known for his â€Å"curse† almost as 1 OFF Mississippi Delta blues style . The story of the curse is that Johnson met a large black man ( the Devil) at a crossroads on the outskirts of some unknown town, at midnight .It was at that crossroad where he exchanged his soul for the Devil to become a great blues performer. Of course , it was only a rumor until people gradually believed the curse when Robert Johnson died at his 27, also at a crossroad! Moreover, many artists like Lanyard Snyder and The Allan Brothers died after covering Roberts famous song † the Crossroad†. Some said the situation could have been a coincidence, but for entries, no one could explain why so many people who involved Robert Johnson died at the same years.The â€Å"Flowerpot Mac band † Curse There have been stories of many cursed bands,however, the most famous of the cursed bands would have to be Flowerpot Mac, whose album Rumors sold over 19 million albums in the US. Flowerpot Mac was actua lly founded by Peter Green, who took too much acid in 1970, left the band, and was committed to a mental hospital. Then, slide guitarist Jerry Spencer took too much drug in 1971 and Joined a sex cult ( gig phi) 2 years later on a tour, then-guitarist Danny had strange gestures like peeping beating his head against the wall and unconsciously making fun of the band to the audience.It was so sad that later he became a criminal and ended up dying homeless. Do you see a pattern here? More recently, the guitarist Bob Weston died of an aneurysm( etc Eng much) in 2012, and in the same year the second guitarist Bob Welsh killed himself because of clinical depression.

British Satellite Broadcasting: the Beginning of the End

Entrepreneur Research Paper Adriel McBride DeVry University December 17, 2012 TABLE OF CONTENTS Introduction 3 Abstract 3 History behind BSB 4Reasons for Failure 5 Analysis 7 Works Cited 10 British Satellite Broadcasting: The beginning of the end IntroductionMany companies fail within the first two years of opening, according to small business administration which is seven out of ten, and 51 percent last at least five years. Starting a business is not an easy task, there are tons of things that have to done in order for it to be around for more than a couple of months or years. Unfortunately, that’s the case with the company I chose, British Satellite Broadcasting. Abstract British Satellite Broadcasting (BSB) set out to establish a television company that provided direct airing to television services from a satellite to the United Kingdom.Which it did from 1977-1990 and had its first broadcast on March 25, 1990, most of the time was used towards creating a policy to hav e British be able to broadcast via satellite (Holden, 1998). The company had to merge with Sky Television in November of 1990 to form the British Sky Broadcasting (BSkyB’s). History behind BSB In 1977 the development of British satellite broadcasting policy started, a meeting was held at the World Administration Radio Conference for a hearing for the division of broadcasting frequencies.During the meeting the administration assigned each country five high-powered channels for direct broadcast by satellite for domestic use. In 1982 BSB was awarded with two channels through the British Broadcasting Corporation (BBC) and in 1983 it started to negotiate with the Independent Broadcasting Authority (IBA) to join a joint-venture with other countries and start a joint satellite service but failed in 1985 (Holden, 1998). It was said that the government insisted that the BBC should pay for the cost of constructing and launching a dedicated satellite. The hearing concluding in 1992, whi ch followed the Conservative Party’s fourth consecutive election victory and BSkyB’s successful, momentous bid for the rights to screen live English Premier League football matches† (Holden, 1998). The BSB had one main competitor which was Sky broadcasting, it had an advantage over BSB and proved that its system gave sufficient picture quality and many viewers didn’t want to wait on a promise that was vowed by BSB for excellent programming. Many customers compared the competition between the rival satellite companies to the format war between VHS and Betamax home video recorders and chose to wait and see which company would win outright as opposed to buying potentially outdated equipment† (Holden, 1998). BSB mission was to create a satellite dish to broadcast high quality television programming for the British and hopefully expand to other countries. The reason BSB failed can be related to a lot of things but mostly money. Before BSB and Sky merged, Sky debuted first which hurt BSB, Sky provide a cheaper dish, which made it even more difficult for BSB.In January 1989 BSB experienced higher than expected cost that were required to achieve their planned air date. That caused them to push back their fall launch date. This resulted in delays for developing a new semiconductor chip required for its satellite dish receivers, which raised their cost to ? 131 million (Holden, 1998). Many say that if BSB would have launched first they could possibly still be around. Sky and BSB were in financial trouble and after BSB collapsed in November 1990, they were forced to merge.That is how the BSkyB came about, no more BSB it was over and a new company had begun which was marketed as Sky TV. Reasons for Failure British Satellite Broadcast failed for a number of reasons one was the lack of financial stability and commitment. BSB was spending millions of dollars on equipment for receivers so they can be available for purchase. But they were slack ing in the production department because they needed more money to make sure they had quality programming but missed their deadline. By the time they finally launched people had already turned to the competition because they were tired of waiting.When a promise is made to consumers it’s best for the company to do everything in their power to oblige them or otherwise they will lose their support and money. That’s exactly what happened with BSB they were focused on quality which was great but couldn’t provide it in a timely matter. Their competition offered a cheaper product and adequate quality which was better than nothing. The merge only helped Sky stay alive and killed BSB because they took all of BSB quality equipment and satellites and created something great.But if BSB would have kept their commitment/ launch date it could have been a different outcome today. So it kind of boils down to customer satisfaction, which is always a big part of a business success . When BSB couldn’t make good on their promise it reflected badly on the company and made their consumers wonder if they were really up for the challenge. For example take a gamer that is anxiously waiting for a new Xbox game console to come out and is schedule for release in May but is pushed back to August, a lot of loyal customers will be let down and possibly turn to PlayStation which new console came out when vowed.They may not lose a lot of of customers but it could cause a ripple effect for the ones that did chose to get a PlayStation instead. That is what happened with BSB, they had satisfied customers when they finally launched but not enough to keep them in business. Another thing that caused them to fail was not having the sufficient operating funds. The owners didn’t estimate how much money they would need to accomplish what they set out to do. It is always important to know how much money your business will necessitate, that includes the starting cost and staying a business.That was not well executed when the owners of BSB started the company which was a major cause of why it failed. Too much money being put into the company but not enough coming in. They had major financial issues they caused them to basically turn over their business to their competitor. That is never how an entrepreneur plans their business to turn out especially a few years after starting. While a lot of people were still happy with the 5 channels that they had globally, a lot of people were also tired of having only 5 possible things to watch and so they got Sky as soon as it was available.As it turned out, hundreds of thousands of people got Sky before BSB even launched (William, 2011). Most of the people who were interested in having a greater choice of channels had already opted for Sky. There was hardly anyone who still wanted a DBS system left for BSB to sell their service to. As a result, BSB launched with only a few hundred systems installed, and never re ally increased beyond that. The real cause of their failure can probably be laid at the door of the IBA.While they never intended for BSB to fail, they locked BSB into a contract to build and launch satellites, implement new picture systems which were not standard in the UK (and still aren't today) and do other things which Sky were not required to do (Holden, 1998). This resulted in severe hold ups which allowed Sky to eat up almost all of the market that BSB was aimed at. While BSB were busy launching satellites and awaiting delivery of MAC equipment, Sky had launched and was building up a growing customer base (Holden, 1998).Analysis BSB could still be around if it wasn’t for the IBA contract and making unrealistic goals. If BSB would have started out with a less expensive product they could probably still be in business. They wanted too much too fast, the best quality and products that cost some big bucks that they did not have. Therefore it hurt them, a better plan and t eam would have set them above the rest. Better planning in general could have prevented the business from failing. They could have cut out every unnecessary expense and reduce the expenses. Became a saver with cash and collect every dime owed to them.Finally they could have started selling their products and service at a discounted price until they built up a loyal customer base. If the entrepreneur would have recognized the company was failing before it was too late, he could have taken actions to turn around the business. The business owners and leaders should have taken every action necessary to first preserve their own interests and salvage/protect personal assets associated with the company. Protecting the business assets is critical for survival of any company. The idea of satellite broadcasting was great but not well implemented nor calculated.BSB wanted to give customers better than what they were receiving from the competitor but didn’t go about it the right way. The y started off spending way too much money and still coming up short. When developing a new product it takes lots of inputs such as money, skills, energy etc. that is supposed to add value to their product output (Hatten, 2009). The four major functions of managing a business is planning, organizing, leading, and controlling (Hatten, 2009). Within those four boundaries BSB went wrong with at least three which were planning, organizing, and leading.I didn’t choose controlling because they really had no control of their project because of the IBA. If they would have never signed the contract with IBA and stayed with the BBC things could have turned out differently. IBA demanded services that BSB just couldn’t provide. Even with that being the case, if the entrepreneur was better at leading he could have had a strategic plan to keep his company alive while pleasing the IBA as well. That could have been done by trying to develop one of the requirements at a time. The best t hing to do would have been to get working satellite receivers on the market.Then see how well they do by getting feedback from the consumers and find out what could be done to improve the service and products. After they obtained enough information on what was wrong with the â€Å"prototypes† that was first released they could start improving the devices and making it available for sale and send an upgrade device to the customers that already had a receiver. Sometimes it’s about taking a chance with a bad product versus failing as company altogether and putting out a few bad receivers. There are tons of companies that started off horribly but still made a profit and are now at the top.For instance Sprint Wireless, everyone including myself hated their phones and service back in the 1990’s but now in 2012 they are one of the top cellphone providers. They accomplished that by staying afloat during the rough patches and critiquing there services and products. BSB s imply wanted to be the best and provide excellent programming and quality but didn’t plan accordingly. Having a great plan and knowing how to execute it can be what makes a business succeed. BSB had a great plan but just couldn’t meet the expectations.Sometimes less is more, if they would have started a little smaller and worked its way up I believe Britain’s would be watching British Satellite Broadcasting instead of Sky TV. Works Cited Brown, M. (2009). Sky tv's launch: ‘a wing and a prayer' . Blog, Retrieved from http://www. guardian. co. uk/media/organgrinder/2009/feb/04/sky-tv-early-years Pnakaj, G. (1997). Entry and deterrence in british satellite broadcasting. The mitt press. Retrieved from http://people. stern. nyu. edu/abranden/EntryAndDeterrenceBritishSatellite. pdf Hatten, T. (2009). Small business management. (4 ed. , p. 460; 536).Boston, MA: Houghton Mifflin Company. Holden, W. (1998). The history and development of british satellite broadcast ing policy, 1977-1992. (Master's thesis)Retrieved from http://etheses. whiterose. ac. uk/552/2/holden_1998. pdf Feder, B. (1990, December 20). Murdoch's time of reckoning. New york times. Retrieved from http://www. nytimes. com/1990/12/20/business/murdoch-s-time-of-reckoning. html Williams, G. (2011, March 2). News corporation and bskyb: What price remedies? Campaign for press and broadcasting freedom. Retrieved from http://www. cpbf. org. uk/body. php? id=2462&selpanel=1

How To Memorize Chemistry

When you learn chemistry, its much more important to understand the concepts than to memorize structures, elements, and formulas. However, rote memorization has its place, particularly when you are  learning functional groups  (or other organic chemistry molecules) and when youre trying to keep names of reactions and structures straight in your head. Memorizing wont guarantee you a great grade on a test, but its an important tool to use. Theres more than one way to do it. Here are some of the best (and worst) ways to memorize chemistry. Memorizing Chemistry Using Repetition As you become more familiar with a word/structure/sequence, it will become easier to remember it. This is the memorization method most of us use. We copy notes, use flashcard to recall information in a new order, and draw out structures over and over again from memory. Does it work? Absolutely, but its a time-consuming process. Also, its not a practice most people enjoy. Since attitude affects memorization, the old tried-and-true method may not be your best bet. So, the key to effective memorization—whether its for chemistry or any other subject—is to not-hate the process and to make the memory mean something. The more personal the memory is to you, the more likely you are to remember it for a test and still recall it years down the road. This is where two more effective memorization methods come into play. Memorizing Chemistry Using Mnemonic Devices A  mnemonic device  is just a fancy phrase meaning memory device. The word comes from the ancient Greek work  mnemonikos  (meaning memory), which in turn comes from the name Mnemosyne, the Green goddess of memory. No, a mnemonic device not an appliance you tape to your forehead that transfers information into your brain. Its a strategy or method of remembering information that ties information to something meaningful. An example of a non-chemistry mnemonic you may know is using the knuckles of your hand to remember how many days there are in each calendar month. Another one is saying Roy G Biv to remember the sequence of  colors in the visible spectrum, where the first letter of each word is the first letter of a color (red, orange, yellow, green, blue, indigo, violet). Mnenomics are especially useful for memorizing lists. An easy method is to make a sentence or a song by taking the first letter of a word in a list to make a new work. For example, a mnemonic to memorize the first elements of the periodic table is Hi, he lies because boys can not operate fireplaces. This translates into hydrogen, helium, lithium, beryllium, boron, carbon, nitrogen, oxygen, fluorine. You could choose other words to stand for the letters. Another periodic table example  is The Elements Song. Here, the words actually are the elements, but learning them to the tune helps make the process easier. Using Memory Palaces To Memorize Chemistry Memory palaces (also known as methods of loci) may be the best way to remember chemistry (or anything else). To use this method, you place unfamiliar concepts or objects into a familiar setting. In order to start building your chemistry memory palace, start by associating items you know youll use over and over with a meaningful object. Which object you choose is up to you. What helps me remember might be completely different from what you might use. What should you remember? Elements, numbers, concepts for types of chemical bonds, states of matter... it is completely your choice. So, lets say you want to remember the formula for water, H2O. Start by giving meaning to the atoms, hydrogen and oxygen. You  might think of hydrogen as a blimp (used to be filled with hydrogen) and oxygen a young child holding his breath (thus depriving himself of oxygen). So, remembering water to me might be a mental image of a boy holding his breath while watching two dirigibles in the sky overhead. In my mind, there would be a blimp to either side of the boy (because the water molecule  is bent). If you wanted to add more details about water, I could put a blue ball cap on the boys head (water in large volumes is blue). New facts and details can be added as wish to learn them, so a single memory might hold a wealth of information. Using a Memory Palace To Memorize Numbers Memory palaces are incredibly useful for memorizing numbers. While there are several methods of establishing the palace, one of the best is to associate numbers with phonetic sounds and then make words out of a sequence of numbers. This is an easy way to remember long strings of number, not just simple ones. Here is a simple phonetic association, using consonants: Number Sound Memory Tip 0 s, z, or soft c zero starts with z; your tongue is in the same position to say the letters 1 d,t, th one downstroke is made to form the letters; your tongue is in the same position to say the letters 2 n n has two downstrokes 3 m m has three downstrokes 4 r 4 and R are near mirror images; r is the last letter in the word 4 5 l L is the Roman number 50 6 j, sh, soft ch, dg, zh, soft g j has a shape similar to the curve of a 6 7 k, hard c, hard g, q, qu Capital K is made of two 7s back to back, on their sides 8 v, f I think of a V8 engine or the drink V-8. 9 b, p b looks like a rotated 9, p is a mirror of 9 :The vowels and the other consonants are free, so you can form words that make sense to you. While the table might seem daunting at first, once you try a few numbers, it begins to make sense. After you learn the sounds, youll be able to remember numbers so well it will seem  like a magic trick! Lets try it with a chemistry number you should already know. If not, now is the perfect time to learn it.  Avogadros number is  the number of particles  in a mole of anything. It is 6.022 x 1023. Choose show sand tsunami. sh o w s a n d t s u n a m i 6 0 2 1 1 0 2 3 You might make an entirely different word using the letters. Lets practice in the reverse. If I give you the word mother,  what is the number? M is 3, o doesnt count, th  is 1, e doesnt count, and r is 4. The number is  314, which is how we would remember the digits of pi (3.14, if we didnt know it). You can combine images and words to remember  pH values, constants, and equations. The act of making an association between the fact you are remembering and the memory helps to make it stick.The memories will stay with you, so using this method is better than copying notes over and over and over. Repetition does work for short-term cramming, but for lasting results make your memorization mean something to you.