Website Analysis Web Analytics Tools - 910 Words

Web Analytics tools like Google Analytics provide a myriad of metrics that users can benefit from in order to enhance their business capabilities. These tools enable users to measure a broad range of web data from visitors, bounce rates, page views, conversion rates to dashboards, custom reports, and goals. It can be sometimes confusing to make sense from all the web data obtained. Some users utilize basic features of the web analytics tools and some others utilize complex features to crunch the data based on the specific business requirements. Sometimes users spend superabundant time to analyze complex data that really has not value. In order to make data crunching simpler and effective, Avinash Kaushik, the author of the best-selling†¦show more content†¦That is the ‘what’ part of the analysis. It enables to measure Visits, Visitors, Time on Site, Bounce Rate, and so forth. As Avinash Kaushik mentioned in his blog, â€Å"The objective is to get really smart a bout clickstream analysis and get to really truly inferring the intent of our site visitors.† The second component of the Trinity mindset is Outcome Analysis which is the ‘so what’ element of the analysis. It is one of the most important things to understand the true goal of the website. Essentially, a website attempts to serve 3 types of outcomes: †¢ Increase revenue †¢ Reduce cost †¢ Improve customer satisfaction/loyalty All the analysis and resource for the website focused on these three elements. Everything that users do on the website needs to deliver against these outcomes regardless of what kind of website users have. As Avinash Kaushik stated in his book, instead of paying attention to how many visits a website had, users should ask themselves about the Conversion Rate and Revenue Trends metrics if they do e-commerce. Similarly, the one should look at Depth of Visit metric if they are a content site. In fact, it plays a great role to know that which metric should be used to analyze. The last component of the Trinity mindset is Experience which stands for the ‘why’ element. This element is very critical to understand the voice of the customer, why they are doing the things they do. With the help of surveys, remote usability

Life - 1486 Words

Case Study on tort of Defamation (Relevant to AAT Examination Paper 6: Fundamentals of Business Law) Alfred Chan, Solicitor There has been an increase in the number of defamation cases which have gone to court. In the two scenarios cases that follow, both of which are taken from recent court cases, we can see examples of legal issues in defamation and how one can approach them. Hopefully this will improve your technique in answering problem-solving type questions. First to refresh your memory, in defamation: 1. The plaintiff has to prove a. the statement is defamatory and it refers to him b. there is publication of the statement c. whether there should be special damages for slander. 2 The defendant can defend by showing the statement†¦show more content†¦You will have to explain further in your script. Has there been any malice? The rationale behind qualified privilege is that there are circumstances when there is a need, in the public interest, for a particular recipient to receive frank and uninhibited communication of particular information from a particular source. If a person’s dominant motive is not to perform this duty or protect this interest, he is outside the ambit of that defence. He can however show to the court he genuinely believes (even if stubbornly) what he uttered. This would impact on what the court thinks his dominant motive was. So you can see this is not an open and shut case as it first appears. You should form a view to the outcome and justify it by sufficient explanation. (Note: in the fair comment defence there is a similar but not identical concept of malice.) ************************* -2- CASE 2 Defame Daily is a newspaper with a wide circulation. One day it ran a front page story ‘Solicitor feared to have absconded with clients’ funds’. There was also a photo of the front of an office bearing the name ‘Money Ho Co’ next to the story. The newspaper published the article based on information given by a caller to its hotline but it did not verify the facts. Later it found it had made a mistake and immediately published an apology. The sole proprietor of the firm Money Ho was pregnant during this period. She was depressed and this led to a pre-term delivery.Show MoreRelatedA Puzzle Of Life And Our World Life Essay1119 Words   |  5 PagesA Puzzle of Life Time has a way to teach us the moment where our two different perspectives of life- spiritual life and our world life, contradicts each other. As an American author of science fiction, RAY CUMMINGS, said, Time is what keeps everything from happening at once. After time gives us the chance of getting to know our spiritual life, it is mostly seen that our world life contradicts with it. The night was freighting and rainy. The deep, rumbling noise that was heard in the sky duringRead MoreLife Is A Matter Of Life1464 Words   |  6 PagesThe concept of life itself is quite simple. Biologically the purpose of life is far less open to interpretation, remaining in the general area of keep living and reproduce so to keep life going. However, it is when people try to add significance and value to life that things become convoluted. Why is that? Because one may say that the value of life is one thing, then another may say something else. But which one is right? Both and neither—to put it simply. In that there is neither a wrong nor rightRead MoreTheodore Roethke s Life And Life936 Words   |  4 Pagesowned a local greenhouse, where Roethke spent a lot of his childhood days working and playing. He referred to the greenhouse as â€Å"my symbol for the whole of life, a womb, a heaven-on-earth† ( ). The greenhouse played a huge role in his poetry. Roethk e implies that only after death of the self can people come to realize the true purpose of life, love. Roethke always had stored in the back of his mind â€Å"the idea that personal selves were not the focus of time on earth†( ). Therefore, peopleRead MoreLife and Death1191 Words   |  5 Pagesman and his girlfriend, Jig, who have a disagreement in the train station on the subject of whether to keep the unborn child or to abort. However, the author uses binary opposition of life and death to portray the polemic argument a couple encounters regarding abortion. As a symbol for the binary opposition of life and death, he represents the couple’s expressions, feelings, and the description of nature. One can analyze the story of â€Å"Hills Like White Elephants,† in the form of the structuralistRead MoreChallenges of Life735 Words   |  3 PagesChallenge is an inevitable fate in human’s life. People often find themselves in challenges of different magnitude unexpectedly. Challenges can be as easy as waking up early in the morning to a situation that could put one’s life in jeopardy. People always have a yearning to advance themselves in whatever things they want to pursue in life, but nothing in this world seems to be achievable without some sort of challenge on the way. Although people these days tend to perceive the negative influenceRead MorePlato s Theory Of Life And Life Essay1786 Words   |  8 Pagesis able to compare this thought of opposites onto his idea of what soul and life are. He argues that in order for the soul to continue on living, it will never bring death onto it because it is the opposite of living (Phaedo, 105d-e). So then, Plato is n ow able to prove that the soul is immortal. So to summarize this construct, Plato originally points out that since death is the opposite of life and soul always brings life, then there is no room for death to be apart of the soul. Therefore, the soulRead MoreMotivation Is Life514 Words   |  2 PagesMotivation is continuity for life. While there are many difficulties in life they can be overcome. Motivation is our value of life. There is not a single person with ought the ability to motivated, unless they are dead. Moving on in life is easier with motivation. In an article by Chris Jones Roger Ebert fought through cancer and had motivation to live. â€Å"That is true no matter what our problems, our health, our circumstances. We must try†. (Jones 34) Roger Ebert was a fighter of cancer who wasRead MoreMy Life As A Healthy Life915 Words   |  4 Pagesfor work. When life is getting a little out of hand, or things aren’t exactly going the way we want, what is usually the answer? Well, for those who have been blessed with the mentality that everything will work out if it is meant to, just sitting back is the answer. For those of us that have the oh so joyful type A personality, the answer to these problems usually involves a list, some stress eating, and a whole lot of goals. While this may work in some areas, living a healthy life is a problem thatRead MoreEternal Life2633 Words   |  11 Pagesto avoid it. For as well all know, life is short but death is forever. So since th e beginning of time, we have done whatever we can to avoid this enemy, this plague and our ultimate plight, which all of humanity must face, death.. Throughout history mankind had been trying to â€Å"cheat† death. Either by making deals with the devil for eternal life, deals with God for the same, seeking the fountain of youth, developing new technologies to extend human life, exercise, diet, medication, you nameRead MoreLessons of Life Essay632 Words   |  3 PagesAll through life, we experience various occasions when decision-making become necessary. A number of them present themselves in difficult forms and at crucial points. Most of the verdict we take will eventually figure and describe our track of lives. These are what we refer to as lessons of life. Choices never present themselves in an easy way. In some instance we are always forced to pay a price to achieve something. This implies that we are trading for an outcome we are seeking. Period, actions

Essay about Mackinder or Mahan - 2123 Words

Who is more useful for understanding contemporary Geopolitics: Mackinder or Mahan? Use a major power to illustrate your points. In the current century that we live, the world is becoming a smaller place from the effects of technology and globalisation. In the 19th and 20th century, the theoretical works of Mahan and Mackinder were drivers of geopolitical thought. Both theorists’ have a similar framework where they studied political power, military strength and how they were affected by geographic space. In the modern era, geopolitics is very similar to traditional thought, which is why these theorists, in particular Mahan, are arguably still applicable to contemporary geopolitics. The ideologies that are held together by Mackinder and†¦show more content†¦His second trident, grammar, provides the rules of preparing for warfare and naval readiness. It consists martially and operational in nature, through production and overseas markets and bases. Holmes and Yoshihara (2010) come to appreciate the relevance of Mahan’s logic, more than his grammar. The grammar of combat is out-dated, providing that the last fleet engagement was at the Leyte Gulf in 1944. An extremely relevant question regarding the United States’ need for an immediate fleet is extremely relevant. An interesting discussion made by Holmes and Yoshihara (2010) addresses the questionable issue about the United States needing to have high-end ships and criticises the mindset in which the nation has regarding contemporary geopolitics and outcomes for the future of naval warfare. Mahan used six principles that primarily affect a nations ability to become a powerful sea power: geographical position, physical conformation, extent of territory, size of the population, character of the people, and character of the government. Parker (2003) stated these conditions â€Å"were valid requirements for national power in the late 19th century, are valid requirements for national powerShow MoreRelatedAnalysis Of Mahans Advocacy For Sea Power Against Mackinders Views On A Nations Economic Prosperity And Security1709 Words   |  7 Pageswritings of Mahan and Mackinder are often portrayed as two purist theories opposing one another. Scholars pit Mahan’s advocacy for sea power against Mackinder’s insights into the benefits of land power and soon the real genius of both is lost. (For examples, see Dodds and Sidaway 292, 2004 and Colls 238-239, 2002 as cited in Dodds and Sidaway 293, 2004 and Holmes and Yoshihara 25, 2005). In truth, in almost every respect, Mahan’s and Mackinder’s views are complementary. While Mahan does emphasizeRead MoreList Of Abbreviations And Abbreviations10695 Words   |  43 Pagesand controlled the sea routes. This made them conquer most of Europe, parts of Africa and the Middle East for their own imperial growth. Centuries later, Sir Halford Mackinder (1904) came up with the ‘heartland’ theory which stated that,‘the more the vast lands a state acquired the more powerful the state would became.’ Alfred Mahan (1890) came up with the ‘sea power’ theory which stated that,‘by controlling the waters and all its sea routes, the more powerful the state would become’ (kivoto, 2012)

Performance Management for Human Resource

Question: Discuss about thePerformance Management for Human Resource. Answer: Work-Life Flexibility will Replace the Work Life Balance Introduction It is identified that flexible working practices are highly preferred by the employees in the current days. It is evident that the employees who work in the corporate office have to deal with increasing pressure at the workplace. This could sometime harm their personal or family life and even it could affect their performance. Therefore, some organizations have taken the initiatives to resolve such issues; thereby, the organizational productivity remains as desired. Thus, to expect desired outcome from the employees, it is essential to take care of the basic needs and demands of the employees. One such care would be the initiative of developing a flexible work practice for the employees. Some organizations think of their personal and family life. The firm provides them flexible working hours and develops open management style. Thus, the employees could openly discuss the issues with leaders that they face at the workplace. The major purpose of the report is to understand how the chan ges of work life flexibility that influence the work life balance. Such change could emerge with certain challenge for the employees, leaders and individuals at other significant positions. Conversely, it could bring in certain opportunities to all. Hence, the report focuses on those challenges and the opportunities providing an intensive analysis through evaluation. Implications for Employees It is identified that change of workplace flexibility are often proved to be effective especially for the employees. The employees sometimes report that they are more productive as well as more engaged in their work while they gain the ability to keep the balance of demands with the other aspects of their lives. As put forward by Putnam, Myers and Gailliard (2014), improvements in physical as well as mental health are associated with the workplace flexibility. There have been certain benefits associated with such change. The existing studies demonstrate that flexible work arrangements could reduce the stress since the employees tend to work flexibly are found to be more satisfied with the jobs as well as more satisfied with their lives. In such context, Coenen and Kok (2014) commented that the employees who have a high work-life fit fare better than the employees who have moderate as well as low levels of work-life fit. These employees could engage themselves more effectively and les s likely to search for a new job. On the contrary, flexible working practices could do more harm than good to workers because they encourage an always on which carries a heavy psychological toll. Working away from the office or part-time could isolate employees from social networks as well as the career opportunities. Hence, Dastmalchian, Blyton and Adamson (2014) argued that flexible working polices could raise the risk of poor working conditions as well as cause the resentment among the colleagues. The existing findings are emerged with a blow that implies that organizations are in the attempt of enabling people to achieve an effective work-life balance in rich economies. However, the existing studies also ensure that flexible work practice helps to reduce negative spillover. Hence, the spillover is treated as the techniques by which attitudes as well as behavior carry over from one role to another. As opined by Berg, Kossek, Misra and Belman (2014), spillover between the work as well as family life could be consid ered as negative or positive. This may include the work-family conflict or the work-family enhancement. It is further identified that these two dimensions of spillover could co-exist to some extent. This indicates that a job that provides a high extent of negative. So, changes of work flexibility helps to keep this balance. Additionally, the existing studies have also focused on work-family balance due the changes in the work flexibility. Hence, Thomas (2014) opined that work family balance has two different dimensions including the work interference with the family as well as family interference with the work. Based on this concept, it can be added that characteristics of the job as well as the workplace might have a positive as well as negative effect on family life. On the other side, aspects of an employees family conditions could affect employees performance as well as attitude towards the work. In addition to this, it is also observed that the availability of flexible work arrangements could help the employees to increase the work-family balance that could provide the organizations and thee employees with certain benefits. HRM Implications As opined by Sheehan (2014) the flexibility is about an employee as well as the company making changes for the purpose of meeting the business goals and needs. To positively support this statement, Cooke, Saini Wang (2014) commented that flexibility enables both individuals and the organization by applying changes on time with an effective manner. The studies confirm that flexibility needs to equally effective to organizations and the workers and provides the positive outcome. Human resource management specifies the practices used by the managers as well as HR workers and automated systems to deal with people. It is identified that HRM practices include performance management, training, payroll and employee benefits administration. Thus, changes of work flexibility may influence the HRM practices, as HR policies guide the overall performance of the employees. As company Popaitoon and Siengthai (2014), HRM practices could satisfy employees as well as motivate them to contribute to organizations intellectual aspects. When it comes to building a flexible workplace, the HRM practices are observed to be reflecting shifting demographics in the workplace. The workers in the current days expect different conditions than the employees who observed the corporate balance in the previous decades. The organizations take the initiative of developing the diverse workplace and the impact of HRM on the diverse workplace can be related to employee flexibility. This happens the organizations want to retain workers, they provide flexible workplace, which may include flexible design of work environment and work assignment. The flexible work practice helps to develop the communication among the employees. The HRM policies are effective when the employees find flexibility in the workplace Additionally, the HR managers and the employees could differently, as in flexible work environment, the people have less workplace issues. The employees significantly focus on their performance collaborating with HRM policies. In addition to this, if the HRM policies are effective for the employees or they provide the employees with certain benefits that meet their needs and demands, they could return positive outcome to the employer. However, Kramar (2014) commented that flexible work practice sometimes could damage the workflow as the employees are often observed to be negligent towards their job role and responsibilities. Nevertheless, the existing studies research efforts have mentioned that consensus has not been yet attained on the outcome of flexibility. At the organizational level, it is observed that previous studies report both positive as well as negative relationship between different aspects of flexibility and performance. Most importantly, HR managers have to perform la rge responsibilities including the flexible working hours to providing the employees appraisal based on their performance. If the HR department of the firm is not able to perform the essential role, the flexible workplace could be a disaster for the organization. Thus, it can be added that HR managers have to play a significant in controlling the operation. The HR managers of the firm must have to keep a close eye on the performance of the employees to avoid the possible drawbacks. The previous studies confirm that successful managers could implement HRM practices as well as help the individuals increase feelings of being competent and skilled in their position. This could also positively influence the employees. The workers under positive managers tend to feel encouraged. Implications for Leader and Managers Leading organizations understand realize that the profitability and variety of their business relies on their ability to positively influence the stakeholder groups that eventually determine the organization. As commented by Jackson, Schuler and Jiang (2014), if an organization treats its workers effectively, it could deal with the customers effectively; thus, the organizations gain the profits. However, when the flexibility in the workplace are implemented, the leaders responsibilities increase. The managers of the organizations have to measure the performance of the employees. The workers may carry a state of negligence towards the role and duties; additionally, the open management style could negatively affect the employees. Hence, the managers might not feel they are valued to the employees below their position. Thus, the leaders have to keep the track of all employee performance. It is identified that Armstrong and Taylor (2014), most leaders consider that there are certain benefits for organizations as well as employees are the outcome of flexible working. As put forward by Chandra (2012), almost 85% of the employees feel that allowing employees to work flexibly improves employee wellbeing. On the contrary, Kossek et al., (2014) mentioned that it helps to retain the employees and increase organizations ability to attract talent. In addition to this, apart from appealing to employees as well as boosting their wellbeing, the managers also believe that flexibility helps to address the customer expectation of round-the-clock customer service. The managers of large organizations have seen to be believing that flexibility makes a positive environment. It is observed that with flexible working, the experience is the key to success. Thus, it can be mentioned that those who are inexperienced are possibly concerned about the impact; it might have on the teamwork and t he productivity. In addition to all these, it is also observed flexibility in the workplace is effective for the leaders, as when the organizations are in the need of implementing changes, they could easily implement the changes. It is found out that organizations often face the resistance of change from the employees due to autocratic leadership style in the firm. In such context, the leaders do not have to deal with any such large barriers when they need to implement the changes. Moreover, it is also learnt that managers could implement the possible small changes in the organizations. In fact, the small issues of the employees can be treated effectively with possible care. As put forward by Shanafelt et al., (2015), flexible work practice could save time for the managers. This means it could be time effective when the managers of the firms to implement sudden initiative. Additionally, by developing a flexible workplace, the organizations could understand their employees effectively. Hence, the mana gers play the role of enabling as well as embedding workplace flexibility. The managers of the organizations have to play the role of ensuring employees are aware of their rights and responsibilities around the flexible work. The leaders provide the workers with support as well as build a team culture based on their performance, loyalty and outcome. Conclusion and Recommendation On the completion of the report, it can be added that flexible work practice largely influences the work life balance of the workers. The workers gain the opportunities of learning skills and gaining knowledge, as the open management style is such platform where employees become helpful t each other. The above-presented discussion indicates that employees become beneficial because of the flexible work practice. Recommendation While applying flexible work practices in the workplace, it is necessary for the leaders or the firm to consider the mix approach. By implementing a mix approach in the workplace, the firm benefits the employees providing them with flexible working hours. Flexible working hours could largely be beneficial for the female workers, as they could manage their families. In addition to this, it is recommended that the organizations could develop the recruitment practices on how to stimulate the recruitment market for payment as well as high quality flexible workers. These high flexible workers should be hired for the organizations to avoid possible hazards in the workplace. Reference List: Armstrong, M., Taylor, S. (2014).Armstrong's handbook of human resource management practice. Kogan Page Publishers. Berg, P., Kossek, E. E., Misra, K., Belman, D. (2014). Work-life flexibility policies: Do unions affect employee access and use?.Industrial Labor Relations Review,67(1), 111-137. Chandra, V. (2012). Worklife balance: eastern and western perspectives.The International Journal of Human Resource Management,23(5), 1040-1056. Coenen, M., Kok, R. A. (2014). Workplace flexibility and new product development performance: The role of telework and flexible work schedules.European Management Journal,32(4), 564-576. Cooke, F. L., Saini, D. S., Wang, J. (2014). Talent management in China and India: A comparison of management perceptions and human resource practices.Journal of World Business,49(2), 225-235. Dastmalchian, A., Blyton, P., Adamson, R. (2014).The Climate of Workplace Relations (Routledge Revivals). Routledge. Jackson, S. E., Schuler, R. S., Jiang, K. (2014). An aspirational framework for strategic human resource management.The Academy of Management Annals,8(1), 1-56. Kelly, E. L., Moen, P., Oakes, J. M., Fan, W., Okechukwu, C., Davis, K. D., ... Mierzwa, F. (2014). Changing work and work-family conflict: Evidence from the work, family, and health network.American Sociological Review,79(3), 485-516. Kossek, E. E., Hammer, L. B., Kelly, E. L., Moen, P. (2014). Designing work, family health organizational change initiatives.Organizational dynamics,43(1), 53-63. Kramar, R. (2014). Beyond strategic human resource management: is sustainable human resource management the next approach?.The International Journal of Human Resource Management,25(8), 1069-1089. Popaitoon, S., Siengthai, S. (2014). The moderating effect of human resource management practices on the relationship between knowledge absorptive capacity and project performance in project-oriented companies.International Journal of Project Management,32(6), 908-920. Putnam, L. L., Myers, K. K., Gailliard, B. M. (2014). Examining the tensions in workplace flexibility and exploring options for new directions.Human Relations,67(4), 413-440. Shanafelt, T. D., Hasan, O., Dyrbye, L. N., Sinsky, C., Satele, D., Sloan, J., West, C. P. (2015, December). Changes in burnout and satisfaction with work-life balance in physicians and the general US working population between 2011 and 2014. InMayo Clinic Proceedings(Vol. 90, No. 12, pp. 1600-1613). Elsevier. Sheehan, M. (2014). Human resource management and performance: Evidence from small and medium-sized firms.International Small Business Journal,32(5), 545-570. Thomas, K. J. (2014). Workplace technology and the creation of boundaries: The role of VHRD in a 24/7 work environment.Advances in Developing Human Resources,16(3), 281-295.