Genre Analysis Jenny Mollen - 1156 Words

IRichard Her 9/19/17 English 109W Final Draft Genre Analysis Jenny Mollen, an American actress and New York best selling author, once said, â€Å"I think the power of persuasion would be the greatest superpower of all time† (â€Å"Jenny Mollen Quotes†, n.d.). In other words, if you are able to persuade someone, you can basically get anything you want. Today, many expert writers utilizes genre conventions to state their purpose and to persuade their audience. First of all, what is a genre convention? Genre convention is defined as a communication or a connection for writers and readers through the structure, reference, or language of an essay. For example, if a famous science author wrote a scientific journal article, then the†¦show more content†¦In the article, the most repetitive word that was used was biotechnology. When the word â€Å"biotechnology† appears, the author usually describes the negative or positive effects of it. An example is when the author stated, â€Å"Biotechnology cannot provide secure foo d and reduce poverty during the development world.(Lesik,2017)† Therefore, this will inform and make the reader understand that biotechnology is being discussed in the paragraph. Another language that the author used was their â€Å"point of view†. The author used the third person point of view to provide evidence for his article. By using the third person point of view, it made his article sound more effective and scholarly, because he does not use the words, â€Å"I† or â€Å"we†. The second genre convention that the author used was structure. For a scientific journal article, the structure usually contains different sections such as an introduction, material/methods, data, results, and a conclusion. The purpose of having this structure is to organize the information, and to make it easier to identify for readers. In my article, the article has the same structure, but it does not have the same sections that were listed above. Instead, it have sections such as a problem setting, research objective, key search finding, and a conclusion.The problem setting section provided a brief introduction of the problem regarding to genetically modified organisms. For that section, it is stated that genetically modified organisms

Presentation and Store Design Category Free Essays

About Sephora Sephora is the leading chain of perfume and cosmetic stores in France and the second in Europe. There are over 1,600 Sephora stores in 27 countries, and over 340 of those have opened in North America since the first US store opened in 1998 in New York. Sephora is the originator of the open-sell prestige cosmetics model, which affords clients the ability to test and access any product in the assortment. We will write a custom essay sample on Presentation and Store Design Category or any similar topic only for you Order Now Across the categories of Makeup, Fragrance and Skincare, brands are presented within a unified Sephora-driven presentation format to enable cross shopping, and clients are encouraged to touch and test all products. That point of differentiation is an essential part of our retail proposition and brand essence, and has proven effective in enabling clients to explore the complete range of brand offerings by category. In complement to this interactive and unified presentation of each brand in Sephora’s product mix, clients are guided through each world’s products with anchor presentations. These presentations highlight trends, explain how to combine products to customize a makeup look or skincare regimen, and bridge into potential service consultations or class registrations with our cast of experts. While much success has come from the breadth of products offered to clients, we have also discovered that the candy-store effect can be overwhelming. Clients love the access and choice, but frequently crave guidance to hone their selections. So balancing bounty with points of access is key to navigating our stores and assortments. Sephora aims to serve as a beauty editor, offering a vast array of products, but providing a curated point of view that helps each client delve into the selection best suited for her. THE STORE DESIGN CHALLENGE Sephora has a strong market presence in Makeup, Skincare and Fragrance, but is most known in North America for its Color (the internal term for the Makeup category) shopping experience. This model defines the brand and the remainder of the store’s format. The unbridled product access, the ability to trial any product in the store, and the sense of fun and interaction remain popular and engaging for our clients. But Sephora is interested in exploring how its Color experience might evolve to better evoke trends, more deeply engage clients in meaningful product exploration, and offer a less static feel from one client’s visit to her next. This challenge is to rethink the store’s formula for Color, preserving the defining and differentiating aspects of the opensell cosmetics model, but updating its look, feel and client experience. Students are to identify what they think is essential from the current in-store model, articulate the opportunities for evolution based on the added advantage created in the client’s shopping experience and engagement with the brand, and then propose a holistic concept presenting the evolution of the total Makeup department. The updated look, feel and client experience should allow implementation across the range of existing stores. Store sizes overall range from 3,800 to 6,000 square feet on average, with Color comprising approximately half the store. Entries should include a suite of core fixtures and features, complemented by interchangeable elements, with the demonstrable ability to reconfigure into a variety of spatial conditions. The fixturing suite should be unified in language, but may articulate through a range of elements and presentation methods. Modularity is essential, as is solving for the challenges of presenting small-scaled products in an organized and inviting way. The See-Try-Buy model at the heart of the Sephora store concept must be inherent in all presentation solutions. Sephora will supply the approved corporate logo, as well as its brand mark and red Pantone match, The Flame. The Sephora name is derived from the fusion of the Greek god Sappho with the biblical figure Zipporah, and the Flame is the representation of her enduring spirit. Along with the word mark and Flame, Sephora’s black and white stripes are a globally iconic branding element, used with purpose as part of the storefront architecture. Derivations and references to these brand codes may be considered in the design of the fixturing programs, but should be treated with a level of sophistication. Sephora stores are black and white, with judicial use of red accents. Color may be introduced through graphics or visual merchandising, but all store fixture elements must adhere to this branded color palette. Complementary metal finishes are permitted, as are variations in the materiality and proportional relationship of the brand colors. GENERAL REQUIREMENTS †¢ The current fixture program is composed of two core fixtures. A â€Å"linear† – the store’s base wall unit – and a gondola – the makeup category’s base floor unit. Sephora creates these base modules, and then ndividual brands work with Sephora to customize the tray components to each season’s assortments and stories. These trays are updatable and interchangeable to any position within the linear and gondola system; this function must be preserved in the design concept. †¢ Limitations of the current fixture program include a lack of flexibility to create more varied spatial configurations and presentations, a static graphic communication system, and an overall feeling of being fixture-heavy and cumbersome. Fixtures should focus more on the product and storytelling. Objectives within each of the brand’s feature presentations include: focus and articulation of current trends and the latest product innovations; clear secondary presentations of core product groupings such as eye shadows, foundations, and lip products; a forward presentation of each product available for the client to test, backed by packaged and accessible selling stock; and additional back-stock storage in each unit. †¢ The newly proposed core fixture solution needs to provide for a base system that preserves an underlying framework to each brand’s presentation while evolving how the brands can express their trend and product stories. The overall department is punctuated by highlight areas. Here Sephora presents a curated assortment of the best of a product segment, such as mascaras, or highlights a larger trend, such as nail art. Design proposals are to reconsider how trend and highlight areas function and are integrated into the â€Å"brand library† of the overall department. These areas should be flexible for frequent updating, encourage play and trial as well as shopping and learning, and be designed to enable varied configurations over time. †¢ The total store is anchored by the â€Å"Beauty Studio,† the destination for clients to receive cast-assisted consultations. Design proposals should thoughtfully integrate the experience of experimentation and trial throughout the revamped Color experience. Clients should always feel exposed to looks, trends and product innovations, with the ability to try the products individually, in groups or with cast assistance. †¢ Sephora’s virtual presence has grown. It is the leading online beauty retailer, with a loyal following across all forms of social media. The virtual experience with the brand affects the in-store shopping experience, so students should consider digital integration across the Color experience. The area should range from 1,600 to 2,500 square feet, comprising a mixture of wall and floor fixtures. PRESENTATION REQUIREMENTS AND FORMAT †¢ Each entry should be submitted in an 8-1/2 x 14 bound booklet, not to exceed 12 pages. †¢ The design may be hand-drawn, rendered, photographic, and/or computer-generated. †¢ Students also must submit a copy of their design in PDF form at entry on a CD. A PDF version of the booklet is also required. †¢ The submission should address the general requirements above at a scale and composition determined by the student. A written concept statement limited to two paragraphs must highlight the unique fixture design, the rationale for design decisions, material selections, and the demographic for whom the design was made. GENERAL INFORMATION AND ENTRY REQUIREMENTS †¢ This competition is open to undergraduate college students only. †¢ Students may only enter ONE category; either the visual merchandising category or the store design category. †¢ The student’s name and school name is not to be visible anywhere on the presentation pages or cover. Each entry must include a printed entry form and disclaimer clipped to the back of the entry. †¢ Each entrant must complete and submit an online copy of the entry form as well. †¢ Students must also submit a copy of their entry on a CD or DVD in a PDF format with the entry. Please make sure to label the CD or DVD. †¢ Students are advised to keep a copy of their entries, as entries will not be returned. Entries must be received by 5:00 p. m. Pacific time on Tuesday, Oct. 29, 2013. Sephora PAVE Entries Attn: Paul Loux Hillary Washington 525 Market Street, 32nd Floor San Francisco, CA 94105 How to cite Presentation and Store Design Category, Papers

Professional Portfolio In Australia

Question: Discuss about the Professional Portfolio In Australia. Answer: Introduction In Australia, most of the hospital registered nurses are sourced majorly by the newly graduated nurses who have completed their Nursing degree. The retention and recruitment of newly registered nurses are therefore one of the most important considerations in the country care system (Cummins, Denney-Wilson, Homer, 2016). Newly registered nurses normally require a great support in their process of transition from students to professional nurses. This is in the alignment of the expectations of any newly registered nurse in Australia. Any newly graduate nurse will wish to be absorbed into the national graduate program which will provide him or her with first begin clinical practice (Cummins, Denney-Wilson, Homer, 2016). However, due to government financial problems and other challenges, most new graduate nurses end up failing to get a grad program and thus opt to work in other fields like aged care homes(Jacob, McKenna, DAmore, 2014). Those who get may have various challenges like working in states they did not prefer(Jacob, McKenna, DAmore, 2014). Some travel and find other nursing jobs oversea in other countries. This study seeks to demonstrate what literature say about current nursing jobs in New South Wales (NSW), how graduates can get into grad programs and other alternatives, what are the challenges for those who get grad programs in other states and the challenges faced by those who do not get grad programs. In addition, the study seeks to analyses negative and positive effects of working overseas for newly registered nurses, the impact of working in aged care homes other than in hospitals and how the lack of career opportunity affect nursing in Australia. Problems Facing Nursing Jobs in New South Wales The Australian Nursing and Midwifery Federation (ANMF) reported in 2014 that around 3000 nursing graduates usually misses jobs in each year. Due to that reason, ANMF pulled together some nursing and midwifery leaders plus the key stakeholders in nursing employment so as to try and solve the problems facing nursing employment and new graduates absorption in Australia(Jacob, McKenna, DAmore, 2014). In 2016, ANMF conducted a survey and find out that poor and low rate employment of nurses is due to various reasons which include global financial crisis, increase in immigration of labor force, high disconnections between the government and university and hospitals plus poor workforce and planning(Missen, McKenna, Beauchamp, 2016). The extent of the problem and how the reduction should be reduced was declared unknown since the government has failed to establish a clear method of employment of newly graduated nurses. As reported by Ms Buttler , the ANMF assistant general in 2015, there has been a failure in negotiations with the government and private employers who currently run graduate programs since they have failed to produce exact number of newly registered graduates they can take in each year , what is the main challenge and how it can be solved out(Missen, McKenna, Beauchamp, 2016). Up to date, there has been no national framework developed to handle how those graduates will be employed in any state in Australia. Due to those reasons many newly graduate nurses end up having challenges regarding employment or getting a grad program after graduation("Nurses union says 3,000 graduates cannot find work", 2017). In 2014 only there were approximately 15% of all midwifery and nursing graduates that were left unemployed. According to ANMF, about 60% of graduates in Tasmanian plus 72% in Queensland was left unemployed in 2013("Nurses union says 3,000 graduates cannot find work", 2017). Furthermore , About 400 graduates in Western Australia, 800 graduates in Vitoria and about 280 in South Australia were left without jobs by end of 2013. In addition, when the government budget is affected, the health industry is normally affected most. This usually results in fewer hospital beds allocation and thus fewer nurses are needed("Nurses union says 3,000 graduates cannot find work", 2017). For example, due to budget cuts in 2011, many hospitals have drastically reduced numbers of beds resulting to very few graduates getting the employment positions("Nurses union says 3,000 graduates cannot find work", 2017). Nursing Grad Programs The grad program in Australia is a yearly transition program where a nurse typically enters into the workforce. The transition program is important to newly registered nurses since it adds practical skills to nurses so that they can be competent enough to become professional nurses. Currently, there are high numbers of newly registered nurses in the country which have led to an increase competition to the already available placement(Cummins, Denney-Wilson, Homer, 2016). The major benefit of most of the transition programs is that they provide high chances of employment retention thus those who get such chances tend to have minimal stress in securing jobs(Ray, Zupper, Lincoln, Snyder, 2015). There are two major ways to find those graduate programs in Australia. First and most common is by online application service of which all newly graduate nurses apply through the gradconnect services. The other is by directly applying to a hospital that is not in the grad connect list since it does not mean they do not offer grad programs(Ray, Zupper, Lincoln, Snyder, 2015). The GradConnect consist of all hospitals and health care services participating in the grad program(Cummins, Denney-Wilson, Homer, 2016). For one to eligible to a graduate program, one must be in his final year of university completion or has all qualification of a newly registered nurse(Walker, Earl, Costa, Cuddihy, 2013). The following details are needed in the process of application; Copy of identification card, a photo of identification, evidence of residency in Australia, contact details, completed clinical reports, immunization reports, and referees. Graduates then are subjected to a face to face intervi ew where the following are checked; interests to patient care and welfare, ability to demonstrate learned skills into clinical practice, professionalism and ability to follow rules and ethics(Walker, Earl, Costa, Cuddihy, 2013). It is important to perform a good research to where a newly registered nurse wishes to have a grad program. Some hospital has a metro- rural exchange programs where one spend six months in the metro facility and six months in the rural facility. Others have specialty nursing exchange programs where a graduate will spend six months in general practice nursing and six months in mental or aged care setting. Registered nurses are expected to select four clinical areas in which they will major during the grad program. Unsuccessful applicants into the grad programs always have other alternatives where they can apply to other healthcare organizations such as private hospitals, aged care facilities as well as disability care facilities(Stanley, 2014). This is one of the most stress full situations for any newly graduated nurse as those other organizations do not have a promising job security as the grad programs(Stanley, 2014). In addition to that, there are few eligible private organizations and aged care facilities that can provide a newly graduate with the required experience, knowledge and skills for a better transition in a professional nurse. Aged care facilities have become one of the major areas where those who fail to get a grad program tend to practice (Walker, Paliadelis, 2016). This is due to the fact that there is an increasingly aging population in Australia thus new nursing opportunities are been generated day in day out (Walker, Paliadelis, 2016). Most of the aged care facilities give adequate support to newly graduated nurses including the debriefing sessions, ongoing education and adequate practice (Walker, Paliadelis, 2016). However, old care facilities have the monotonous practice where graduates normally spend their transition period dealing with aged patients only who are suffering from chronic diseases. In addition, the scope of practice is also wide with no specific allocations(Walker, Paliadelis, 2016). The other problem that may arise with grad program is when one is posted to a different state other than the current state. Moving to a different area normally is accompanied by problems with housing and neighborhoods ("Working Virtually", 2015). Different states have different environments which may predispose some graduates into diseases. Other than that, beginning a new socialization and adoption to new rules and policies is hectic and stressful. In addition, those nurses who get interstate grad programs are usually separated from their families thus reducing a family bond which is important in human beings ("Working Virtually", 2015). Working as Newly Registered Nurse The transition from newly registered nurses into professional nurses is a challenging process where in some cases about 50% of new graduates normally left their first position within the first year. Most of the phenomena in clinical settings are extremely shocking although they are also part of the transition (Osborne, 2014). The current nursing practices have demonstrated that there are a lot of challenges and frustrations to newly registered nurses working in hospital settings. In Australia, new graduates either in the grad programs or private sectors are expected to demonstrate evidence-based learning into practice (Osborne, 2014). Although the graduates have finished the minimum requirements and competencies to enter into practice, various studies suggest that new graduates normally lack enough judgment and clinical skills to provide competent and safe practice(Hamilton, 2013). In that case, newly registered nurses are normally under supervision. Practical educator nurses and more expert nurses with experience are the ones who offers support to newly graduate ("Careers Jobs", 2013). Graduates working in hospitals grad programs must understand the roles of professionalism and what they should do in the hospital and what they should not do as within their scope of practice(Hamilton, 2013). Newly registered nurses should have enough theoretical knowledge and be ready to demonstrate into practice showing high levels of interests and eagerness to learn from experienced nurses and other health care professionals ("Careers Jobs", 2013). In addition to that, new graduates should be able to understand that there are traumatic phenomena in the hospital and should learn on how to cope with them professionally. In addition, newly registered nurses have an obligation to practice within the standard of practice demonstrating clear communication and understanding of cli nical practice (Osborne, 2014). Working in Overseas Some of the qualified Australian nurses tend to look to career opportunities oversea to expand their clinical experience and to earn more. Unlike in Australia, some countries like in the Middle East countries which include the United Arab Emirates and Saudi Arabia offers good tax-free income with furnished accommodation and subsidized airfare(Kishi, Inoue, Crookes, Shorten, 2014). Others countries like Sweden have high job absorption rate making nursing jobs in such countries convenient and less stressing. In the United Kingdom, agent nursing is common and most nurses have a variety of options making the health industry to be very marketable and flexible(Kishi, Inoue, Crookes, Shorten, 2014). Some of the benefits why nurses tend to work overseas include becoming experts in international nursing, earning more money while still seeing the world, enjoying a different type of working conditions and finally returning o fresh work opportunities. In addition, working in oversea as a young nurse normally propels your career faster as compared to working in Australia (Pickersgill, 2012). However, all oversea opportunities need thorough investigations before making any arrangement in traveling. Some of the midwifery conditions may include working with people suffering from HIV, poor working conditions and in areas with other highly infectious diseases (Pickersgill, 2012). In addition to that, various countries have different cultures and some like in the Middle East have strong Islamic laws that can make one not to enjoy most of his free will. In addition, when nurses leave for other career opportunities to other countries their jobs in Australia are terminated and can only come back to start a fresh (Osborne, 2014). Conclusion Nursing jobs in Australia are scarce and highly competitive. Due to that reason, each and every year hundreds of graduates are left unemployed. The grad program was established to allow nurses to practice in the transition period and at the same time securing a future place to work. However, getting a grad program in Australia is a problem since not all students are taken. Those who are taken can work interstate which is a problem due to many inconveniences. Those newly graduates nurses who do not get the grad programs tend to work in aged care facilities which normally provide less experience. Working as a newly graduate nurse is different since they are under supervision and are not expected to have wide knowledge in clinical decision making. Some nurses tend to work overseas due to the fact that there are numerous advantages like free tax income, availability of work and flexibility of jobs. References Careers Jobs. (2009).Nursing Standard,23(40), 62-63.dx.doi.org/10.7748/ns.23.40.62.s58 Cummins, A., Denney-Wilson, E., Homer, C. (2016). The mentoring experiences of new graduate midwives working in midwifery continuity of care models in Australia.Nurse Education In Practice. https://dx.doi.org/10.1016/j.nepr.2016.01.003 Hamilton, H. (2013). New graduate identity: Discursive mismatch.Contemporary Nurse,20(1), 67-77..doi.org/10.5172/conu.20.1.67 Jacob, E., McKenna, L., DAmore, A. (2014). Senior nurse role expectations of graduate registered and enrolled nurses in Australia: Content analysis of open-ended survey questions.Contemporary Nurse,48(2), 212-218.doi.org/10.1080/10376178.2014.11081943 Kishi, Y., Inoue, K., Crookes, P., Shorten, A. (2014). A Model of Adaptation of Overseas Nurses.Journal Of Transcultural Nursing,25(2), 183-191.doi.org/10.1177/1043659613515716 Missen, K., McKenna, L., Beauchamp, A. (2016). Graduate Nurse Program Coordinators perspectives on graduate nurse programs in Victoria, Australia: A descriptive qualitative approach.Collegian,23(2), 201-208.doi.org/10.1016/j.colegn.2015.03.004 Nurses union says 3,000 graduates cannot find work. (2017).ABC News. Retrieved, from https://www.abc.net.au/news/2014-05-24/thousands-of-nursing-graduates-unable-to-find-work/5475320 Osborne, K. (2014). Lack of hospital handover is making our jobs harder, say district nurses.Nursing Standard,28(40), 9-9.doi.org/10.7748/ns.28.40.9.s7 Pickersgill, F. (2012). Opportunity awaits abroad.Nursing Standard,26(26), 62-63. .doi.org/10.7748/ns2012.02.26.26.62.p7705 Ray, N., Zupper, S., Lincoln, M., Snyder, J. (2015). Graduate Nurse to PACU Nurse Resident: Developing an In-Depth Orientation for the Graduate Nurse.Journal Of Perianesthesia Nursing,30(4), e29.doi.org/10.1016/j.jopan.2015.05.079 Smith, C., Fisher, C., Mercer, A. (2011). Rediscovering nursing: A study of overseas nurses working in Western Australia.Nursing Health Sciences, no-no.doi.org/10.1111/j.1442-2018.2011.00613.x Stanley, D. (2014). Perceptions Of Clinical Leadership In An Aged Care Residential Facility In Perth, Western Australia.Health Care: Current Reviews,02(02).doi.org/10.4172/2375-4273.1000122 Walker, A., Earl, C., Costa, B., Cuddihy, L. (2013). Graduate nurses' transition and integration into the workplace: A qualitative comparison of graduate nurses' and Nurse Unit Managers' perspectives.Nurse Education Today,33(3), 291-296. https://dx.doi.org/10.1016/j.nedt.2012.06.005 Walker, H., Paliadelis, P. (2016). Older peoples experiences of living in a residential aged care facility in Australia.Australasian Journal On Ageing,35(3), E6-E10. .doi.org/10.1111/ajag.12325 Working Virtually. (2015).Clinical Nurse Specialist,29(2), 64-65.doi.org/10.1097/nur.0000000000000116