Southwest Marketing Strategy Essay -- essays research papers

Southwest Airlines is the industry leader in low cost airfare. They began its operation in 1971 with three Texas based routes and began interstate routes in 1978. When Southwest entered the market in 1971 they employed a market penetration pricing approach. They wanted to provide the best service for the lowest possible price. They saw that if they cut out certain unnecessary benefits they could lower their ticket price to a level far below that of the competition. They do not have in flight movies, meals, or first class sections. This strategy has been very cost effective and Southwest passes the savings on to the customer. They chose to focus on pleasure travelers and low-income travelers opposed to business travelers. This allowed them to take advantage of a market, which was often ignored by other airlines. Southwest is not concerned with the prices of other airlines. They do not engage in pricing to meet competition, or pricing below competition. CEO Herb Kelleher stated, â€Å"We’re not competing with other airlines. We’re competing with ground transportation.† This philosophy has led them to be very successful because they are priced below the competition, but don’t raise their prices when the competition does. Cost controlling is very important in the airline industry. Southwest is very good at controlling their costs. They offer a no frills service for people who want to get to their destination for as little as possible, and are not concerned about the bells and whistles like in-flight movies. Southwest also realized that when their planes are on the ground, they aren’t making money. They decided to keep their planes in the air as much as possible and have worked hard to keep a low turnaround time. They manage to unload passengers and load new passengers for the next flight within twenty minutes, which is shorter than the industry average. Southwest also uses only one kind of plane, the Boeing 737, in order to reduce costs of parts and training employees to use different types of planes. All of these methods have lowered the cost of operations for Southwest and allowed them to have a profit of $4.7 billion, which is twice that of United Airlines. And because they are so efficient they can pass the savings on to customers. There is no first class at Southwest and therefore all the customers are treated the same. They all receive the same level of atte... ...ly buy Southwest’s inexpensive tickets. College students also aren’t concerned about in-flight movies, meals, or other perks. Southwest would crush the competition in that route and make a large profit. Even families going on vacation would fly Southwest Airlines to Mexico. It is cheaper than other major airlines and it is a respected airline, unlike some no name airlines that run flights to Mexico. Advertising would be best done on television because America has become lazy and watches too much TV. They should advertise their great customer service by having customer testimonials and pictures of smiling customers and employees. They should also advertise during family oriented shows, because they are a form of inexpensive travel that a family could take advantage of. In conclusion, I feel that Southwest has taken advantage of its inexpensive flights and family oriented atmosphere to prevail despite the September 11th tragedy. Southwest has been a profitable business for 26 consecutive years and has twice the profits of United Airlines. They have been doing a great job providing customer service and will continue to be successful as long as they continue with their current plan.

Humility in Lifeand Business

Humility is the one characteristic human trait that is the most elusive, as it cannot be obtained through effort, work, or education. The reason it is so difficult to obtain is because the more you aspire for it, the more it will go away from you. Have you ever heard a person state, â€Å"I have finally become a humble person! † The statement alone is a signal that humility has not been gained. It is something which has to be inculcated from the very beginning in one’s life. For this to happen, it follows that the right family values play a very important role. Humility is a trait that lets a person be grounded, no matter what the situation is. It’s considered a virtue in many religious and philosophical traditions. Humility is multi-dimensional and includes self-understanding and awareness and openness. Humility stops the ego or arrogance from creeping in to our minds and it is a great team building asset and vital in a business. In business there are people who work for you, you pay them wages for them to deliver the amount of work entrusted to them, to achieve their KRA’s so as to say. But by no means does that give the employer the right to treat them in a non-humane manner. Respecting the human resource today, the people who work for you whether it be a manufacturing facility or a services concern, is imperative. The respect will come as an offshoot of humility, in the belief that not only ones leadership but also the people who work for you are the two wheels which draw your chariot of success. Leaders, who want to inspire followership, need to demonstrate not simply their accomplishments but their character. Take pride in what you have done, but use it as a platform to bring people together to do greater things, e. g. increase sales and improve quality. Use your leadership for something other than self-aggrandizement. We must understand that as humans, it is natural for us to have our faults and to realise the things which we do well and ones which we do not. This is the first step to self realisation and the stepping stone to humility. In a way it helps you to think beyond yourselves and see the larger picture. Hence, it is considered an important characteristic, one to be believed and practised. C. K. Prahalad, the renowned management guru said â€Å"Leadership is about self-awareness, recognizing your failings, and developing modesty, humility, and humanity. † It is essential to acknowledge what others do. Few have said it better than legendary Alabama coach, Paul â€Å"Bear† Bryant. â€Å"If anything goes bad, I did it. If anything goes semi-good, we did it. If anything goes really good, then you did it. That's all it takes to get people to win football games for you. Practice that attitude always, especially when things are not going well, and your team will rally together because they want you to succeed. In short, humility breeds humility. It is the same in business and in life. Success plays a critical role when it comes to humility in Life. In the journey of life, achievement of success- expected or unexpected can boost anybody's ego and put them in a spot of complace ncy. Furthermore milestones of success are keenly anticipated. Subsequent successes are hugely welcomed but at that point of time, the occurrence of any possible failure can really demoralize the person. In the case of the humble ones, the wings of airs are rarely obtained. Even in times of adversity the humble ones stay put. Humility can bring more success in the long run. The lesson remains that it always pays to be more grateful than to be more proud. It is human to want more in life, to be ambitious and to go to lengths to achieve your goals. But in this process we often choose the path of ruthlessness and become shrewd. This path has provided success more often than not to most people who have resorted to using it, which in turn gives us the return present of PRIDE. We loose the art of humility that was one of the first lessons taught to us as children, and as the saying goes ‘Pride comes before a fall. ’ Each one of us is a blend of our personal and professional lives and as I see myself part woman and part businesswoman, I have realized the importance of humility in everyday life. Sometimes I learnt it the hard way, but it was a lesson well learnt. I have realized that in family situations and at my work place whenever I was faced with a difficult situation and I choose to be angry or arrogant, I was not able to achieve the desired results. People respond better to love and compassion as compared to criticism. I learnt that when I changed my attitude in situations in which I otherwise used to be angry or proud to one where I was humble, I got better results! We have to try not to let our achievements in life get to our heads. I met with a time in my life when everything was falling apart my work, my health and my personal life and I had nothing but my attitude to blame for it. I considered my small achievements as big, people were doing much more work than I was and keeping silent about it. Their humility was giving them the necessary cover and capacity to do better while I was collapsing under the weight of my attitude. But only when you reach your lowest point can you rise back up. I hit an all time low, met with an accident, and was laid up in bed for 9 months. This forced rest gave me the opportunity to ponder over my life. Life taught me the best lesson I have learnt the hardest way. I was left at the mercy of others, I could not walk or move without help. This helplessness broke my pride to bits. In these 9 months in bed, I realized that my attitude of pride has given me nothing but anger and failure. When I got back onto my feet, I slowly started to change my ways. As they say ‘charity begins at home’ I started by changing my attitude towards my family and friends. I became more forgiving and adopted an Attitude of Gratitude towards daily things. Seeing my changed attitude my family changed their attitude towards me. Difficult situations became easier and life started to seem easy. As I saw a change in family situations I realized how this could change troubled situations at work as well. I started by being more soft spoken and humble towards people at work – my employees and my clients of course. Even when I saw a difficult situation I did not act on impulse and on success I was not proud. I tried to look at every achievement as a stepping stone towards more and kept my calm. The frequency of my achievements grew considerably and I was able to think better with a sound mind. This new found clarity gave me immense satisfaction and peace of mind. I was happier, more loved and respected among family and co-workers and since then I have tried to make it my way of life.

Gender Discrimination in the Workforce

Although there have been decades of hard won civil rights gains for women, we do not yet live in a gender blind society. Sexism perpetuates a cycle of unfulfilled aspirations among women. Public policies are being scrutinized under ever stricter legal microscopes, and an atmosphere of unease about the future pervades our national consciousness – â€Å"a future beset with economic challenges from abroad, technological innovation at home, a demographic revolution in our workforce, and a re-stratification of society. † Restrictions on women’s access to and participation in the workforce include the wage gap and the glass ceiling.We will discuss the following laws that have helped women make important strides in the workforce, cracking (but not breaking) the glass ceiling so they could climb up the corporate ladder: the 1963 Equal Pay Act, Title VII of the 1964 Civil Rights Act, Executive Orders 11246/11375, the 1968 Age Discrimination in Employment Act, and the 1978 Pregnancy Discrimination Act. In addition, we will provide reasons for the continuing network discrimination against females, a recent case study of pervasive gender discrimination resulting in a 152. 5 million dollar ettlement by one well known employer who was sued, and steps women can take to continue making strides toward an equal opportunity workforce. Legislation requiring equal pay for women was first introduced in 1945 in acknowledgement of women’s war work. Business owners and labor organizations succeeded in thwarting the effort, in part because of the perceived need for women to leave the labor force to create vacancies for returning servicemen. By the end of the 1950’s, policymakers were becoming concerned about insufficient use of â€Å"womanpower†.In 1963, Congress passed the Equal Pay Act as an amendment to the Fair Labor Standards Act of 1938 to require employers to pay equal wages to men and women doing â€Å"equal work on jobs†¦which [re quire] equal skill, effort, and responsibility, and are performed under similar working conditions†. The Equal Pay Act was the first federal effort to bar discrimination by private employers on the basis of gender. The Equal Pay Act has limitations in its enforcement of protecting women – for full-time, year- round workers, the 2009 American Community Survey median earnings for women were 78. 2 ercent of men’s earnings – $35,549 compared with $45,485. Furthermore, women’s earnings were lower than men’s in all of the 50 states. One year after passing the Equal Pay Act, Congress passed the 1964 Civil Rights Act, which made it unlawful to discriminate based on a person’s race, religion, color, or sex. Title VII attacks sex discrimination more broadly than the Equal Pay Act extending not only to wages but to compensation, terms, conditions, or privileges of employment.Thus with the Equal Pay Act and Title VII, an employer cannot deny women equal pay for equal work, deny women transfers, romotions, or wage increases, manipulate job evaluations to regulate women’s pay, or intentionally segregate men and women into jobs according to their gender. In 1971 Reed v. Reed became the first case that the Supreme Court would uphold Title VII to, thus protecting women from sex discrimination. One year following the passage of the Civil Rights Act of 1964, President Lyndon B. Johnson issued Executive Order 11246 as a directive as to how the act should be interpreted and followed. Executive Order 11246 prohibited public and government sector employers from iscriminating based on race, color, religion, or national origin, but not sex. Executive Order 11246 was amended by Executive Order 11375 on October 13, 1967 after sexual harassment became an issue. Sex would now be included as a category that could not be discriminated against by an employer. Executive Order 11375 meant to ensure that women would not be exploited sexuall y to advance their careers. Women were to now be protected in the workplace from supervisors and coworkers who did not take into consideration the concept of personal space or offensive language and conduct.Legal regulations now banned these behaviors and legal action could be taken if they did occur. Executive Order 11375 meant women should no longer have to worry about being discriminated against in the workplace in terms of being hired or released. Executive Order 11375 meant that Affirmative Action (of Executive Order 11246) now applied to women as well. Affirmative Action is an organization’s active effort to find opportunities to hire or promote people in a particular group (in this instance, women). Affirmative Action plans must consist of an equal opportunity policy statement, an analysis of he current work force, identification of underrepresented areas, the establishment of reasonable, flexible goals and timetables for increasing employment opportunities, specific a ction-oriented programs to address problem areas, support for community action programs, and the establishment of an internal audit and reporting system. Contractors receiving more than $10,000 from the federal government must take affirmative action, and those exceeding $50,000 must develop a written affirmative action plan for each of their establishments. The plan must be in place within 120 days of the beginning of the contract.Employers whose contracts meet minimum size requirements must engage in affirmative action to ensure against discrimination. Employers must consider all qualified individuals for employment, must choose without regard to gender (now a protected category), and must engage in outreach to encourage the broadest possible group of qualified individuals to enter the supply or applicant pool. In 1967 Congress passed the Age Discrimination in Employment Act. The ADEA branches from the debate on Title VII of the Civil Rights Act of 1964, which prohibits discrimina tion on the asis of race, color, national origin, or sex, but not age. President Lyndon Johnson strongly believed that age was a growing issue among Americans. This law prohibits discrimination of men and women employees over the age of 40 and forbids companies to base employment decisions solely on an applicant’s age. The Equal Opportunity Commission enforces this act but there are still many complaints filed yearly from workers who are experiencing discrimination because of their age. For many years, elderly workers have felt that they are losing out to their younger coworkers.The Age Discrimination in Employment Act attempts to eliminate the gap between younger and older employees. The Age Discrimination in Employment Act applies to businesses with 15 or more employees working 20 or more weeks per year including employees in state and local government, federal government, employment agencies, and labor organizations. The ADEA helps protect unlawful discrimination of older individuals that can occur when applying or interviewing for jobs. The Age Discrimination Act protects employees by prohibiting employers to include age preferences or limitations in job applications and advertisements.Under the ADEA it is not expressly forbidden to ask an applicant’s age, but it is closely examined to make sure the query was made for a legitimate purpose. Despite the Age Discrimination Act, The Supreme Court recently changed what qualifies as successfully proven age discrimination. Companies come up with multiple reasons why an employee is terminated without mentioning age, when in actuality the employee’s age is the only factor. Seniors are a growing population and many are planning to work past their retirement age. Discrimination against age is not only affecting individual employees but ociety as a whole. An employee now has to prove that their age was the sole reason for their employer’s actions, therefore older workers can barely fight or prosecute age discrimination. In 2007, 60-year-old Oklahoma City Teacher Judy Jones filed an age discrimination suit against the superintendant who eliminated her teaching position and reassigned her to an office job as a principal. Judy’s salary decreased and benefits were affected during her second year as principal, while school directors and the superintendant himself frequently commented on Judy’s age and retirement plans.The district court rejected her claim because she â€Å"could not show sufficient evidence† that her age was the sole reason for her relocated position and reduced pay. There have been successful outcomes to Age Discrimination lawsuits as the U. S. Equal Opportunity Commission recently charged two companies with age discrimination. A 70-year- old pharmacist at the Honolulu Kmart was awarded $120,000 after higher management habitually commented on, and wrote about, her elderly age, causing her humiliation and compelling her to retire. In a nother case, a 75-year-old qualified receptionist was fired based on ge after her second day at work at Red Rock Western Jeep Tours Inc. She filed a lawsuit and it was settled in a $35,000 payout. The Pregnancy Discrimination Act of 1978 defines discrimination on the basis of pregnancy and childbirth or any other form of illegal sex discrimination. This act is meant to ensure that no woman will be subject to non-hire by an employer due to pregnancy. She is to be treated the same as any other individual and is to be guaranteed benefits and accommodations based on the same policies and procedures as any other employee with a disability.Pregnancy discrimination occurs when expectant mothers are fired, not hired, or otherwise discriminated against due to their pregnancy or intention to become pregnant. Common forms of pregnancy discrimination include not being hired due to visible pregnancy or likelihood of becoming pregnant, being fired after informing an employer of one’s pregn ancy, being fired during maternity leave, and receiving a pay dock due to one’s pregnancy. In 1978, the U. S. Congress passed the Pregnancy Discrimination Act, an amendment to the sex discrimination section of the Civil Rights Act of 1964. The Pregnancy DiscriminationAct states that discrimination on the basis of pregnancy, childbirth, or related medical conditions constitutes unlawful sex discrimination under Title VII. This clause covers employers with 15 or more employees, including state and local governments. Title VII also applies to employment agencies and to labor organizations, as well as to the federal government. Women who are pregnant or affected by pregnancy-related conditions must be treated in the same manner as other applicants or employees with similar abilities or limitations. An employer may not single out pregnancy related conditions to determine an mployee’s ability to work. However, if an employer requires its employees to submit a doctor’s statement concerning their inability to work before granting leave or paying sick benefits, the employer may require employees affected by pregnancy-related conditions to submit such statements. If an employee is temporarily unable to perform her job because of her pregnancy, the employer must treat her the same way as any other temporarily disabled employee. Pregnant employees must be permitted to work as long as they are able to perform their jobs.If an employee has been absent from work as a result of a pregnancy-related condition nd recovers, her employer may not require her to remain on leave until the baby’s birth. An employer also may not have a rule that prohibits an employee from returning to work for a predetermined length of time after childbirth. Employers must hold open a position for a woman who has been absent due to pregnancy-related issues for the same length of time jobs are held open for employees on sick or disability leave. Any health insurance provided by an employer must cover expenses for pregnancy- related conditions on the same basis as costs for other medical conditions. An employer need ot provide health insurance for expenses arising from abortion, except when the life of the mother is endangered. Pregnancy-related expenses should be reimbursed exactly as those incurred for other medical conditions, whether payment is on a fixed basis or a percentage of a specific amount. The amounts payable by the insurance provider can be limited only to the same extent of amounts payable for other conditions. No additional, increased, or larger deductible can be imposed. Employers must provide the same level of health benefits for spouses of female employees as they do for spouses of male employees.Pregnancy-related benefits cannot be limited to married employees. Benefits must be provided for pregnancy-related conditions to unmarried women if benefits are provided to employees for other medical conditions. If an employer provides any be nefits to workers on leave, the employer must provide the same benefits for those on leave for pregnancy-related conditions. Employees on leave because of pregnancy-related conditions must be treated the same as other temporarily disabled employees for accumulation and crediting of seniority, vacation calculation, pay increases, and temporary disability benefits.A case that was important to the creation of the Pregnancy Discrimination Act was Muller v. Oregon (1908). The Supreme Court upheld a decision limiting women to 10 hour workdays based on the idea that â€Å"performance of maternal functions† made women inherently incapable of the same work that men did. In the 1950s and 1960s, laws in several states prohibited women from working and others banned their hiring for some length of time before and after birth. Reasons for the continuing network discrimination against women include myths about female workers, conscious and unconscious stereotyping and biasing applied by ma ny white en who are desperate to keep their competitive edge over women, and inadequate reporting and dissemination of information pertaining to glass-ceiling issues. The following myths about female employees, despite being disproved, still exist: women executives refuse to work long hours or relocate, and many women executives take leave of absences (and that those who go on federally and state protected maternity leave have suddenly lost professional credibility upon becoming pregnant or taking temporary leave). Statistics show women executives work 56 hours per week on average – the same as their ale counterparts. Only 14 percent refused to relocate as compared to 20 percent of the men.Only one-third of female executives surveyed had ever taken a leave of absence and 82 percent of these were for maternity leave or other family reasons protected under FMLA. Finally, there can be a twisted perception that women executives lose their professional credibility upon becoming pr egnant or taking maternity leave – an â€Å"out of sight, out of mind† mantra held by their bosses. Furthermore, a pregnant woman obviously has priorities outside of work and a selfish mployer may have the unreasonable expectation of work being a sole priority. Research suggests that an underlying cause of the glass ceiling is the perception of many white males â€Å"that they as a group are losing – losing competitive advantage, losing control, and losing opportunity as a direct consequence of inclusion of women. † There is also a â€Å"difference† barrier â€Å"manifested through conscious and unconscious stereotyping and bias. † People who do hiring feel most comfortable hiring people who look like them. Recruiters for high-status jobs are predominately white males who then hire other white males from the same socio- conomic status, which helps perpetuate their over-representation in the best jobs. Governmental barriers include the collec tion and disaggregation of employment related data which make it difficult to ascertain the status of various groups at the managerial level. There also continues to be inadequate reporting and dissemination of information pertaining to glass ceiling issues. Most importantly, there needs to be consistent monitoring and enforcement of laws and policies already on the books. The following case demonstrates how costly illegal gender discrimination can be to employers:In May 2010, a jury in the U. S. District Court for the Southern District of New York awarded a record $250 million in punitive damages to 5,600 female sales employees in a sexual discrimination case after Novartis Pharmaceuticals Corporation (â€Å"Novartis†) took the lawsuit filed against them to court – and lost. In July 2010, the parties reached a $152 million settlement agreement of the plaintiffs’ claims of gender discrimination in the terms and conditions of their employment, including compensat ion, promotion/promotional opportunities, reviews, and pregnancy leave. The terms of this greement allow for full compensation of former and current female employees dating from 2002-2010, ensuring that every woman who worked at Novartis over the past 8 years was compensated fairly.As part of the settlement, Novartis must also spend an additional $22. 5 million over the next three years on anti-discrimination policies, programs, and training, as well as on strengthening its employee complaint process. Novartis was ordered to increase its Human Resource and Employment Relations staff within nine months of the effective state of the settlement agreement – ensuring that there would be ne Employment Relations Investigator for every 1,000 Novartis employees. A Compliance Master would be appointed as an external specialist for the New York Federal Court to monitor Novartis’s compliance with the settlement agreement’s terms and conditions. Steps that women can take to continue making strides toward an equal opportunity workforce are to show themselves as decision makers, risk-takers, and players. Furthermore, a female manager should do her best to remove gender biases from her own business practices by not comparing her employees to men at the top.In Conclusion, women are just a few steps closer to being looked at as equal to men due to these legal acts. Women now have fewer restrictions and more rights within the workforce. The 1963 Equal Pay Act and 1964 Title VII brought women higher pay and more equal opportunity. Women are now seeing the benefits of Executive Order 11375 which included protection from any sexual harassment. In 1967 the Age Discrimination in Employment Act was put into place to include age from discrimination, and women benefited from the insistence that age should not prevent a capable and qualified person from working.In 1978 the Pregnancy Discrimination Act was implemented so that pregnancy did not determine a womanâ€℠¢s ability to work; it also ensured that she received the same benefits as anyone else with a disability. Furthermore, even today women are fighting to have fair rights within the workplace. Even with the legal clauses, women are faced with stereotypes and glass-ceiling barriers. In order for women to overcome the problems they are tackling, to truly be protected and to have the rights that they deserve, there must be constant reinforcement of the laws that are currently in place.

Constitutional Law Essay

Constitutional Law May be deemed elusive and immaterial when the constitutions in Consideration are either dead, hogwash and unrealistic. Critically analyze the above statement using relevant case law and statutory provisions. In looking at the above statement, I will attempt to define constitution, Constitution Law and constitutionalism and try to look into how the governments of the world especially Africa and the West, more specifically Kenya and the United states of America have tried to uphold constitutionalism and on the other hand how lack of it has brought the disregard of the constitutions by in most cases, the ruling elites and hence the statement† Constitutional Law May be deemed elusive and immaterial when the constitutions in Consideration are either dead, hogwash and unrealistic†. A constitution is a set of laws either written or unwritten that govern the relationship between the different organs of a government that is the Executive, Judiciary and the Legislature and the relationship between the government and the governed in a given state or country. This is the supreme law of any given state. Constitutional Law is that branch of law that governs and guides constitutional interpretation and implementation as well as sets down the relationship between different entities of a state namely the executive, the legislature and the judiciary. It is essentially a body of law derived from a country’s written constitution that lays down and guides the duties and powers of the government, and the duties and rights of its citizens and residents. All States can be said to have some form of norm that governs the relationship between the arms of the government and a government and its people, however the problem comes in in implementation of the said norms.

Features of the Aircraft Design Essay Example | Topics and Well Written Essays - 2250 words

Features of the Aircraft Design - Essay Example Although composite materials weigh less than aluminum and have more corrosion resistance, which will lower maintenance, composite materials also have more failure characteristics in high-energy crashes (Langevin, 2003). Composite materials are brittle, and lack plasticity following an impact, so that a change in configuration may be needed in an aircraft design to ensure that crashworthiness criteria are met. There are load-limiting devices that can be implemented so that the loads transmitted to passengers during a crash will be minimized. The structural assembly can also be modified to decrease transmitted loads. Aircraft subfloor systems can be developed with high-strength materials that hold the passenger seats during impact, and also contain a crushable layer that will absorb energy. The crushable layer is most important in the vertical direction, for improving human tolerance of the impact. This subfloor platform will also distribute loads across the fuselage evenly. Energy absorbing seats are also effective at reducing loads transmitted to passengers. A comparison of two similar real-life crash events shows that energy absorbing seats and restraint systems can mean the difference between walking away and not surviving (Langevin, 2003). Another aspect of an aircraft design’s crashworthiness is its ditchability, or its ability to emergency land in water. There is usually a great loss of life in ditching however; statistics show a 60% survivability during ditching (Kebabjian, 2006) - some sources list a much higher survivability rate. Intentional ditching of commercial aircraft is rare and often occurs after fuel exhaustion; small aircraft ditching is much more common. As far as aircraft design considerations go, large underwing turbofans have been seen as having problematic ditchability ("Fall-back System...", 1999). In our aircraft design, engines mount above or on the wing, and there shouldn’t be the same ditchability problem.

Linear Programming . Optimal Output and Calculation of Shadow Prices Essay

Linear Programming . Optimal Output and Calculation of Shadow Prices Using Graphical Approach Manually - Essay Example manage its operations well. Brass Ltd. manufactures two types of products – Masso and Russo which incur machining and assembly costs in their production. There are constraints on the availability of machining and assembly hours which are 700 hours and 1000 hours respectively. The capacity is fixed and the cost on the same is incurred irrespective of the usage. The maximum allowed production of each product type is 400 units. The selling price and costs incurred for the two products are available. The time spent on each machine for each product is also available. The company needs to know the optimal production of each product type to maximize profit. It also needs to gauge the impact of increasing production marginally on the profitability. There are certain inherent assumptions involved while formulating the above Linear Programming Model. The first assumption is that the constraints and the objective function can be represented through linear equations. In other words, the constraints on machining hours, assembly hours and the maximum production are directly proportional to both the number of Masso and the number of Russo. The second assumption is that the production of Masso is independent of the production of Russo and hence the impact of their production on the constraints as well as the objective function is perfectly additive. The third assumption is that the immediate objective of the firm is to recover the variable costs on the manufacturing of the two products and therefore fixed costs of machining and assembly are not considered for model formulation. Ideally, these fixed costs are distributed over the number of products manufactured. For obtaining a solution to the above model, the 6 inequalities shown above are plotted on a graph as shown in Figure 4.1 (www.maths.unp.ac.za). The two constraints regarding machining and assembly hours are plotted as straight lines. The two constraints on the

AIR Pollution Outline Example | Topics and Well Written Essays - 500 words

AIR Pollution - Outline Example The trend in such industrialized countries is therefore a proof of the low socio economic factors prevalent in the countries despite their strong economies as the discussion below portrays. While obesity refers to the increase in body weight, research continues to prove that poor people are more susceptible to obesity than their wealthy counterparts are. Such is a worrying correlation since it proves that large sections of the populations of the developed countries are increasingly becoming poor (Correl,2010). Obesity is a lifestyle complication and therefore arises when people cannot afford appropriate lifestyles. The increase of fast food cafes in such developed economies as the United States and the United Kingdom is an economic factor that does not only point to the rising poverty levels but also makes citizens more vulnerable to obesity. Fast food cafes dispense foods high in fat some of which are never cooked in appropriate conditions. However, the foods are cheap and convenient to most of the people in the countries who spend most of their active hours at work. Such people lack adequate time to exercise thus burn the excess calories they obtain from such foods a feature that heightens their risks of obesity. The rising cost of living in the industrialized economies compels the poor to work hard thus lacking time to exercise and burn the excess calories (Drewnowski, 2013). Despite such, the group continues to rely on fast foods thus increasing their risks of becoming obese. Furthermore, obesity sustains the cycle of poverty in such families since it increases the chances of the people suffering many other diseases, which require adequate funds to manage. Despite such close relationships between poverty and obesity, other researches continue to prove that obesity arises from social factors and is not therefore a proof of the rising poverty levels in such countries. Proper nutrition for example is a cultural problem in the United States a feature that