Answer the questions for Cases Essay Example | Topics and Well Written Essays - 2000 words

Answer the questions for Cases - Essay Example The analysis of these above mentioned three concepts by Build-A-Bear executives enables them to devise effective innovative strategies and plans that fulfill all the basic demands of their clients while simultaneously resulting in increased brand awareness, customer satisfaction and loyalty. The Build-A-Bear workshop actually believes in selling an experience or personalized entertainment to its clients than just selling an ordinary product or a service for some money. Build-A-Bear is actually a workshop that allows preteens to create their teddy bears through a step-by-step production process. The first step is called â€Å"Choose me† in which a child pick an unstuffed animal followed by a second stage known as â€Å"Stuff me† in which a child a child operates a foot pedal that blows in the amount of fluff. Third stage â€Å"Hear me† is about including a voice box followed by a â€Å"Stitch me† stage in which the animal is stitched. The last two stages are known as â€Å"Dress me† and â€Å"Name me† stages in which a child has to cloth his or her animal and finally give it a nick name of their choice respectively. This workshop actually shares adorable memories of creating and preparing an animal in exchange of money. The entir e process is not only enjoyable but it is being remembered by young that later compels to try this workshop again and again. The marketing management concept of Product Development best describes the Build-a-Bear workshop. This concept is actually a business growth strategy that aims to generate excessive revenues by offering new products to existing group of customers. The additions and offerings of new products such as mini-scooters, mascot bears, in-store galleries of bear-sized furniture, spider costumes and sequined purses based on innovative ideas of customers greatly contributed in company’s success and goal accomplishment. Furthermore, the workshop is coming up with further innovations,

Statistics Essay Example | Topics and Well Written Essays - 500 words

Statistics - Essay Example Else, it will have to have an error of (+ or -) $10 with a reduced confidence level of only 67%. This shows that the estimate that could be obtained within the existing budget is not be sufficient to prepare accurate revenue forecasts. For fairly accurate revenue forecasts, accuracy in the survey of $10 error and a confidence level of 95% can be considered as adequate. For this, a minimum of 9,600 cardholders would have to be sampled. Therefore it is recommended to increase the budget to $48,000 that would give the above confidence level and error. If this is not feasible, refer to the below table which lists all other possible ways forward.The next best alternative would be to upgrade the budget by $5,000 and gain a survey result with an error of (+ or -) $15 and a confidence level of 90%. If the confidence level expected is 98%, 98% of the distribution must lie between Z=–2.3263 and Z=+ 2.3263 of the standard normal curve. (From the table Percentage points of the normal distribution. for p = 0.01, z=2.3263) p=

Chapter Six Reading Response Assignment Example | Topics and Well Written Essays - 250 words

Chapter Six Reading Response - Assignment Example For instance, the bronze figure of Siva figure represented the Hindu god in a dance pose as a symbol of ritualistic devotion of the Hindu. It is quite fascinating to learn how people had diverse ways of religious devotion. Secondly, the Amber Necklaces of Eastern Asia were a symbol of good luck, happiness and as a charm against evil. The good associated with it is quite fascinating. The two works of art that I responded to most negatively were The Bayeux Tapestry and the Stc-Foy Reliquary. Though they are useful representations of the religious transformation and influence of the 10th century in Europe, they period was marked by several Christian-Muslim wars. The one monument I would want to know more about is the statues of Moai Ancestors figures found in Polynesia Island. I equate their significance to the pyramids of Egypt which has images of their early rulers. I would imagine how the rulers must have looked like. The monumentality of the statues exhibits some respect and

Teens Marriage Essay Example for Free

Teens Marriage Essay People under the age of eighteen should not be allowed to get marry, because at the end of the day they’re still teenagers. Even though they are young adults, they still don’t get the meaning of being married and I dont think they would be mature enough to take that responsibility, their mentality is not ready yet to play that role. Many young adults marry so young because of various reasons. Numerous of teenagers get marry because of pregnancy. However, it’s almost never the case of marrying someone because of love, which is the way many marriages should be based on. Sadly it is not. Pregnancy is the most common reason why young adults get married so young. Some guys feel that if they get their girlfriend pregnant, that it’s their job to take care of their responsibility, which should never be the case. If you and your boyfriend/girlfriend are not ready to take the big step by getting married and supporting each other, then you should never feel that it’s what you have to do for the baby. It will only cause more confusion for the kid. A seventy percent of this kids, when their parents get divorced they end up doing something bad, like getting into drugs or alcohol. So its way better if you don’t get married at a young age. Today’s generation of young adults live their lives so differently. In the United States, half of teen marriages dissolve within fifteen years of the marriage. The reason of this is because many young adults jump right into marriages without any experience. For instance, I’m pretty sure that when teenagers under the age of twenty get married their usually just leaving their parents care and aren’t use to taking care of themselves as far as paying bills, groceries, car insurance and other things that come along with being a responsible adult. When you move out and get married things change. If you want to be supported by your spouse then you have to do the same. Never jump right into a marriage if you’re not ready, it’s only going to make the marriage worst and it will end earlier than you had anticipated on. As a conclusion, there is an overwhelming body of evidence to demonstrate that marriages between young partners simply do not last. At 16, you cant drive, vote, serve actively in the Army, drink or buy cigarettes. Clearly, someone who is not of an age to be given full responsibility for their life should not be encouraged to marry and start a family. We need to accept that teens, whilst being normally sexually active, are simply not mature enough to marry. This is why I think that people under the age of eighteen should not be allowed to get marry.

Video games and violence Essay Example for Free

Video games and violence Essay As of the month of March 2013, 208 children have been arrested for violence this year (â€Å"Each Day In America† 1). Could violent video games be to blame? Some say there is a correlation between the two and others say that violent video games are good for a child’s health and well-being. Based on true statistics on a correlation between violence in children and violent video games, all this controversy over violent video games and behavioral problems is wrong. The rise in the video game industry and violence statistics share no direct correlation (Lovell 1). That is because the video games are not the problem. Video games have been on the rise since the 1970’s and has been rising in popularity and size ever since. Violence on the other hand has been rising and falling way before video games started. Even now that video games have taken an enormous step in popularity, violence has been rising and falling way out of correlation with the video game industry. Violent video games have even been proven to hold real-world benefits for children and their developing brains (Trudeau 1). Video games have been tested and proven to improve hand-eye coordination and even attention span. Tests had been done on children who did not play video games and children who did, and the ones who performed the best when it came to tests on coordination, vision, speed, and attention where the children who played video games. Studies have even shown to improve different skills such as receiving and storing new information better and creative idea formation in the ones who play video games. Many people, though, say that violent video games lead to violence in children and adults since the rise of the video game industry. These people have been proven wrong on many accounts by many statistics. Violence has not steadily risen since the rise of the video game industry and video games have also not been formed around violence, but were developed for entertainment and video games also have a wide variety of themes. People have also said that violent people who have publically shown their violence play violent video games and the video games are the cause of that. If that is true then what about all the other people who play violent video games and show no signs of violence what so ever? The controversy over whether violent video games lead to violence or not should not be held at all and this topic should not be in question. Multiple studies have shown that violent video games can be good for you, and an enormous majority of people who play them never do something violent from influence by the games. Recent statistics have even shown that there is no correlation at all to violence and the rise of the video game industry. The cause could be in other things, but video games are being targeted and always have been targeted ever since their popularity grew. The love of video games and inspiration by them has been growing even more despite this blame. Violence is not inspired by video games, but many great things are. Works Cited Childrens Defense Fund. Each Day in America. N. p. , n. d. Web. 27 Mar. 2013. Lovell, Nicholas. If Video Games Cause Violence, There Should Be a Correlation between Game Sales and Violent Crime, Right? Games Brief. N. p. , n. d. 6 Aug. 2010 Web. 27 Mar. 2013 Trudeau, Michelle. Video Games Boost Brain Power, Multitasking Skills. NPR. NPR, 20 Dec. 2010. Web. 27 Mar. 2013.

Example Answer On Multinational Corporations And Complexity

Example Answer On Multinational Corporations And Complexity Multinational corporations (MNCs), in their effort of globalisation normally face complexity that caused by multiculturalism and geographic dispersion. There are three characteristics of complexity in globalisation. 1) Multiplicity reflects the need of MNCs to be responsive to different viewpoints, public opinion concern and government rules and regulations. 2) Interdependence will means all operation and business activities are interrelated that can not be treated alone. 3) Ambiguity means the lack of information clarity that will lead to difficulty in interpreting events and people. Complexity in the international operating environment will then lead to various global challenges. It is difficult for MNCs to achieve organizational effectiveness and sustainable competitive advantage locally as well as globally if it is operating without an efficient and systematic HRM practices that align with the business strategy. Paine Co. which is building its international presence is facing some HR issues and challenges that typically will happen in MNCs. From the case study, the following main HR issues had been identified. TABLE 1: MAIN HUMAN RESOURCE ISSUES FACED BY PAINE CO. A. Communication Do not have a clear view of the corporate mission statement and vision set within the group. Lack of communication channel between the management and the employees. Do not have get-together among staff for idea exchange and employees feedback sessions. B. Recruitment, selection and retention Decentralised recruitment policies. Do not have good image branding and company reputation. C. Performance management and reward system Do not have well designed performance review and appraisal system. D. Training and development Do not provide staff intensive training for all new employees. Do not have further on-job or off-job training for improvement of skills and knowledge. Do not have interchanging of staff between subsidiaries. Communication being one of the most important components in human life is also the key of success for HR management. Effective communication is essential throughout an organization to ensure transpire of all information and knowledge sharing can be achieved. Communication is also vital for the organizational objectives setting. Effective communication between the employer and employees can lead to a greater understanding in achieving organizations goal. Study by Lindholm, N. (2000) found that it is important to communicate the company goal and job objective clearly to the host-country employees in MNCs to increase their job satisfaction. Jack Welch, the CEO of General Electric Co. (GE) had introduced the informal culture across the company. The Informal by Jack Welch means violating the conventional chain of command, creating communication across all layers of the organization and everyone can talk to the boss. During his tenure as GEs CEO, Jack Welch organized a lot of corporate events that provide opportunities to all the employees to get-together and at the same time the management can communicate the company values and vision effectively to the employees. Besides that, Jack Welch also made unexpected visits to plants and offices abroad as well as scheduled luncheons with his managers to achieve good leading, guidance, and influence the behaviour of complex organization. The weakness in communication within Paine Co. can be seen in a few contexts. The communication problems started from their international expansion with some of the subsidiaries running on decentralised basis. There are no common strategies and objectives been set and communicate across all subsidiaries in the overall business operation. There is also no interchange of people between subsidiaries which can help to promote knowledge sharing and team spirit. Collecting workplace feedbacks from employees can facilitate in creating two-way communication which is important in an organization. Annual staff opinion survey is one of the methods that can be introduced to collect feedbacks from employees. In Paine Co., the occasion that consultants from France made direct complaints to their MD bypassing their local manager had shown the lack in proper channel of communication within the organization. Besides that, Ferguson as the MD of Paine Co. did not emphasize on knowledge sharing and t eam work but only see personal results and performance as the key factors of determining the business success. Therefore, overall synergy can not be achieved for a greater sustainable competitive advantage. Human assets are important for service industry as their people are core part of the source of services that have direct visibility from a customer point of view. Stringent recruitment and selection processes must be implemented to ensure the right people are to be engaged. Employers reputation and corporate branding are other crucial factors that will affect the recruitment and selection process. Highly talented people are always looking for their employer of choice in seeking their job for better career advancement. Singapore Airlines (SIA) for example had been the employer of choice for many educated young people due to their reputation as a service leader in the airline industry. On the other hand, SIA adopts a highly rigorous and stringent selection process which the applicants are required to meet various criteria from outlook appearance, age ranges, academic qualifications as well as physical attributes. The stringent selection process is to ensure the right people bee selecte d for the right job and at the same time improve the service quality of the organization. In this case, Paine Co. failed to carry out the best-practice in the recruitment and selection strategies. The company has had problems in developing a brand with a good company image in Germany, both for clients and staff. While facing the problem in recruiting good staffs, at the same time it also fails to retain the talented young employees. These have affected the efficiency and smoothness of the project and business operation and at the same time will incur higher cost for recruitment purpose. As recruitment and retention of employee is another challenging task in IHRM. Employers need to select the right people and put them to the right jobs, as well as managing their performance effectively and at the same time retain the quality employees from leaving the organizations. Only the right people will take the organization where they need to go. Hadhiphanis (2010) highlighted three issues that need to be considered by management when recruiting employees: Value of experience and s kills for the proposed position; behavioural and technical competencies based in making hiring decision; and pre-screen candidates before interview. While for retention of staff, Hadhiphanis (2010) again suggested that three strategies need to be carefully implemented in order to ensure the company provide better value to their employees as compare to their competitors. Options of remuneration, fringe benefits and rewards system to employees. Clear in communicating expectations and ability to gauge the performance against expectations. Rotational assignments, career development and planning as well as financial support (job-related and non-job related) to employees. The implementation of good staff recruitment and retaining strategies will not only build good employees capability for today but also for the future. Paine Co. should identify the needs of their employees and should not assume employees in every country having the same needs. Most of the time, the employees needs are reflected in the social-economy and culture of the country. Besides that, employees needs will not be the same all the time and review should be carried out periodically to ensure the HR practices are being implemented correctly to suit the current conditions. As for the performance management and reward system (PMRS) in Paine and Co. Although employees bonus and rewards are performance based, the final decision still subject to the senior management discretions without going through a proper appraisal and performance review system. Therefore their bonus system is not well-regarded. Performance management (PM) was defined as a HRM process involving constant evaluation of individual and corporate improvement progress against the predetermined objectives which are correlated to the company business strategy (Dowling et al., 1999 cited by Lindholm, N., 2000). The extrinsic and intrinsic motivations, understanding of job task and job satisfaction of the employees are mainly influenced by PM practices of a company (Lindholm, N., 2000). PM that is properly planned and implemented will also help in the objectives setting, reducing job errors as well as maximizing employees satisfaction and motivation in achieving not only individual job objective s but also align with the companys business strategy in achieving organizational goals. Evidence from research had shown that cultural differences among countries will affect the elements in implementing PM. PM practices will not be successful if MNCs implement and standardize their PM policies at both home country office and the overseas subsidiaries without consideration the cultural differences among the countries. Hofstedes cultural dimensions theory had been applied by researchers in their studies in relationship between the cultural differences and the transferability of PM as well as job satisfaction in MNCs. Lindholm, N. (2000) suggested that PM system should be modified to suit to the culture of host-country. Modular type PM system that can suit to different cultures in different countries can be developed to improve the job satisfaction and performance of host-country employees. Besides that, the design and implementation of a fair performance evaluation system by taking host-country employees feedback into consideration is crucial to create job satisfaction o f employees in MNCs. IHRM issue is one of the greatest challenges for all MNCs. Even world class companies like General Electric Co. and Black Decker Corp. will face some challenges in managing HRM issues when it first going global. Mendenhall, M.E et al, (2003) had identified the following Big Five global HR challenges for MNCs. Enhancing global business strategy Aligning HR issues with business strategy Designing and leading change Building global corporate cultures Developing global leaders The implementation of good IHRM practices has become very crucial in the success of all organization regardless their sizes and industry (Ulrich, 1997, cited by Nicolaou, N. and Costea, E.S). The fit of this type of culture HR system shall be given more attention in order to create an effective organization. In todays highly competitive globalization business environment, human resource become the main assets of an organization and therefore the implementation of IHRM strategy is the key to the success of the organization and its continuous competiveness in the global market. ANSWER FOR QUESTION 2: Barlett and Ghoshal (2000, cited by Harzing, A.W and Ruysseveldt, J.V., 2004) highlighted the three types of strategic objectives for MNCs are: meeting the challenges of global efficiency; multinational flexibility, and worldwide learning. Porter (1990, cited by Truong, et al, 2010) pointed out that the most significant source of competitive advantage for an economy is a skilled, flexible and well-educated workforce. While Heneman et al. (2000, cited by Truong, et al, 2010) stated that HR is important for all types of organizational sustainability. Many companies had realised the importance of strategic HR practices but only a few can implement it strategically in conjunction with the business strategy to gain competitive advantage (Schuler R.S MacMillan I.C, 1984). The following table shows the core components of HR practices that had been identified and the proposed HRM strategies in order to help Paine Co. in building their corporate business strategy to gain long-term competitive advantage. TABLE 2: CORE HRM COMPONENTS, CURRENT STATUS AND PROPOSED STRATEGIES FOR PAINE CO. HRM Core Components Current Status Strategies Recruitment and Selection Recruitment and selection procedures not regulated or standardised Do not have clear and stringent criteria in selection To use value-based hiring method To carry out proper job analysis and description Specification of minimum criteria in selection Standardisation of recruitment and selection procedures (i.e. interview, psychometric test and social test) Compensation and Benefits Remuneration system not standardised or according to industry standard To carry out industry remuneration review To introduce profit sharing scheme Performance Management and Reward System Do not have proper appraisal review system Rewards do not reflected on the individual performance No relationship between reward policy and corporate business development strategy To carry out KPI as PMRS To create link between goal-setting and performance achievement Training and Development Do not have proper training and development program To have intensive training for new staff To provide continuous training throughout employment Retention of Talents Lack of support from management to staff Lack of communication between employer and employees Lack of motivation Do not have succession plan To create multiple channels for information sharing To rewards the staff with innovative ways To carry out employees satisfaction survey To develop career advancement plan for employees Schuler R.S and MacMillan I.C (1984) suggested two ways for HRM practices to help in gaining organizational competitive advantage: by helping themselves and by helping others. They also clarified that good HRM practices should be first be targeted within the company before implement to the external parties (i.e. customers, suppliers, distributors). Strategic HRM practices should be ideally integrated with the business strategy of an organization in building long-tern competitive advantage. Wirtz, J., et al, 2007 believed that The wrong people are liability. Recruitment and selection is an important process in HRM that will decide whether the right person will be doing the right job at the right place. Value-based hiring method can be utilised by Paine Co. in their recruitment and selection process. A detail job analysis and job functions description should be carried out before determining the selection criteria in their recruitment exercise. Other than qualifications and experiences, criteria like physical attributes, social and emotional competency should also be considered when selecting their consultants who are the front-line staff that serve their clients. Therefore, other than structured interviews, psychometric tests and social competency tests should also be included in the screening process to ensure high quality consultants are recruited. By having stringent selection criteria, the uncertainty of hiring the right applicants with the expected qualities will be reduced. In long run, the cost for recruitment and selection process can be reduced due to the increased in efficiency of recruitment and selection process. Besides the selection and recruitment process, Paine Co. also facing problems in managing their compensation and benefits as well as PMRS. It is suggested that profit sharing scheme to be introduced to the consultant advisers and senior consultants. This will encourage employees to be part of the business partners and increase their commitment towards the company performance. While for PMRS, Paine Co. should implement the Key Performance Indicator (KPI) system to ensure fair evaluation of performance review and structured appraisal throughout the whole group. Implement of KPI system will not only guarantee fair treatment to all staff but also make the objectives setting and performance management process more effective. Training is one of the key components of success for service industry like Paine Co. For organizations that are seeking competitive advantage through HR, Khandekar, A., and Shama, A. (2005) suggested that they should design their HR systems so that human resources can be utilised efficiently and enabling knowledge been used by employees to maximize their organizational competitive. In this situation, Paine Co. is suggested to plan and provide an intensive training program to all its new employees before they carry out their duties. Intensive training programs are effective HRM tools because it can help the newcomers to master their jobs which probably causing fewer anxieties among them. Besides that, company values, objectives and the expectations from the employer can also be clearly communicated across to the new staff through intensive training. Subsequent off-job and on-job trainings should be planned and provided regularly throughout the employment period to improve knowledge and skills of employees. The training and development program is part of the strategic HR management that is essential for Paine Co. to obtain sustainable service excellence and long-term competitive advantage in the industry. Last but not least, the talents retention is another area that needs to be strategically implemented. Tobia, P.M (1999) mentioned that lowering turnover of staff will increase profits of a company. Besides that, only employees who are motivated and satisfied with their working conditions are able to produce good services and products for better competitive advantage in the industry. Many young consultants in Paine Co. left the company by joining the competitors proofed that its employees are not satisfied with their working conditions as compare to the competitors. Paine Co. need to improve the provision of resources to the employees in carrying out their duties. Implementation of some long-term retention programs such as innovative and fair PMRS; people friendly policies and carry out employees feedback survey will definitely help in reducing staff turnover rate. Opportunity for career advancement is another determinant of retention success. Succession plan and career path plannin g is important to retain talented employees and increase productivity. By implementing all the above proposed HRM strategies will not guarantee the ultimate success of the company in achieving the long-term business competitive advantage if there are no continuous reviews and improvement plans on its strategies. Besides a good HRM systems, products and brand differentiation; focus orientation; global thinking; a sensitive radar system; perpetual spirit of innovations; social and environmental responsibilities are some of the other criteria for MSCs to become a real World Class Company and achieve long-term business competitive advantage. All the above mentioned criteria will need to link people with the strategic needs of the business as people is the most valuable asset of an organization. If the business needs of an organization can be clearly identified and be integrated effectively with the HRM practices, long-term sustainable competitive advantage will not be far from achievable. REFLECTION Planning and formulating the HRM practices with business strategy for competitive advantage will be meaningless if the management do not understand the basic needs of their employees. Therefore, communications play an important role in the analysing and understanding the employees behaviour so that the right HRM practices can be strategized. All employers know what the company goals are, but not everyone is able to articulate their products or services with the market-place effectively to determine the types of employees needed. The needs-matching process to get the right person to do the right job is another great challenge in HRM. Another concern will be the consistency in the implementation of the best HRM practices in an organization. Only long-term consistency in the practices can bring great results and achieve sustainable competitive advantage instead of just short-term success. Commitment from the top management is an important factor that will determine the success. Total organizational commitment can not be achieved without starting from the top and working down. If the top management started to demonstrate good practices, concern and commitment to their job and products, the employees will also begin to follow the same practices and further synergizing their contributions to perform for sustainable competitive advantage. END ABBREVIATIONS GE General Electric Co. HRM Human Resource Management IHRM International Human Resource Management KPI Key Performance Indicator MD Managing Director MNCs Multinational Corporations PM Performance Management PMRS Performance Management and Reward System SIA Singapore Airlines

Food Addiction in America Essay -- Compulsive Eating

Addiction is a dependence on a substance in which the affected individual feels powerless to stop. Millions of Americans have addictions to drugs, alcohol, nicotine, and even to behaviors such as compulsive gambling and shopping. Recent studies suggest that millions of Americans are addicted to food, as well. An average American is bombarded daily with random propaganda to try to sell what some would consider "perfection". Most American citizens try to emulate those fictional characters in celebrity magazines. The truth is a lot of those pictures are air-brushed and some of the individuals have had extensive cosmetic surgery and other medical procedures done to look that way. This media manipulation is the main cause for the many eating disorders and the people addicted to them. For most people eating is a satisfying experience. But for some, eating is an impulse. Men and women of all ages force themselves to eat too much or too little, and experience incredible psychological pain when they do. Body weight and image become a fixation that damages relationships and has severe health consequences. Food addiction is a disorder characterized by obsession with food, the accessibility of food and the expectancy of pleasure from the intake of food. Food addiction involves the recurring consumpti on of food against the individual’s better judgment resulting in loss of control and anxiety or the limitation of food and obsession with body weight and image. In today’s society the worth of a female is based upon her age, her body size and her looks. The male’s worth is based on the amount of money earned or inherited, and athleticism. These images of â€Å"perfection† have been engraved in people’s minds, forcing them to believe that if they can’t live up to the same standards it will mean that they’re not good enough. This is a main cause of most disorders and addictions. Some addictionologists believe that society contributes to the development of addictions by establishing unreasonable or unreachable criteria for worthiness. Individuals who are under chronic emotional distress like negative feelings of self and inappropriate methods for dealing with emotional stress use food disorders. There are three main types of food addictions, anorexia nervosa, bulimia nervosa and compulsive overeating. Anorexia Nervosa is characterized by extreme fear of gaining weight and ... ...ds brings more shame onto the individual causing the cycle to restart. Meanwhile the individual’s state of mind is also being psychologically damaged. The person becomes depressed because the image that the individual sees in the mirror does not match the image seen on television. This causes a decrease in self-esteem and confidence. The guilt, shame and low self-esteem causes binge eating and the cycle begins all over again. These eating disorders are highly addictive causing Americans a high state of panic. The treatments used for every one of the disorders are different. Anorexia depends on hospitalization while on the other hand over eating doesn’t require it at all. All three disorders require some sort of therapy to deal with the psychological damages and to prevent further complications. These three illnesses are affecting a lot of America’s adolescence as well as the adults. Despite the caution and awareness people have to exercise when dealing with such addictive disorders there are treatment facilities that can help. In an y case, it cannot be overemphasized how important treatment is, the sooner, the better. The longer the behavior exits the harder it is to overcome.