Convict in Great Expectations Essay

Great Expectations starts off with Pip, the young poor boy-whose parents are dead-who lives with his aunt. He is poor and his aunt treats him badly and harshly. One day down at marshes by the churchyard Pip come into contact with a convict who is supplied food by Pip, later on the convict gets caught and this is the last we hear of him for a while.  One day he gets asked to go and play with Estella’s at Miss Havisham’s house in return for money. Miss Havisham was a lady who was going to get married and get let down on the day of the marriage. Miss Havisham has never seen daylight since; she does her best with help from Estella to break as many male hearts as feasible. The novel continues with Pip being a poor person and he visiting Estella’s but one day his luck changes. He receives a lot of money-becoming a gentlemen- from an anonymous benefactor, but Pip thinks is benefactor is Miss Havisham but he later comes to realise that his benefactor is the convict he met on the marshes.  The convict later traces Pip to London and illegally comes to meet him. The convict then tells Pip that he is Pip’s benefactor, much to Pip’s disenchantment. Pip then tries to get the convict back home to New South Wales (Australia) but they get caught and the convict gets sentenced to death but dies of a natural death before his allocated death. In a way Pip was happy that the convict (Magwitch) died of his natural death because it was less painful than being hung. Magwitch became a convict with a collaborator called Compeyson but Compeyson got a shorter sentence because he was a gentleman; â€Å"And when we we’re sentenced, ain’t it him as gets seven year, and me fourteen, and ain’t it him as the Judge is sorry for†.As Compeyson was a gentleman the judge blamed his wrongs on Magwitch, the peasant. Magwitch and Compeyson became enemies from that day forward. The differences between the two convicts’ sentences are symbolic to what was happening to convicts in the real world at the time of Dickens and this was the only way of pointing this out to people without getting into trouble. If you were rich then you got treated well whereas if you were poor you got treated badly; you were considered to be lower than the rich are. In this essay I will be examining how imperative the role of Magwitch is in Great Expectations. The ways in which his character develops, the way in which he makes Pip’s character develop and how he affects the plot’s development.  Magwitch has four major manifestations in the novel. Firstly he appears in the marshes by the courtyard where he first encounters Pip. Secondly when Magwitch comes to visit Pip in London to tell him that he is Pip’s benefactor. Thirdly when Magwitch goes to trial for trying to escape back home to Australia. Lastly when Magwitch dies in the infirmary. In each of these four sections I will be discussing how Magwitch’s appearances affect Pip’s feelings and the plot development.  Charles Dickens wrote this novel, but wrote in first person, we are told the story through Pip hence all our knowledge of Magwitch comes from Pip and we are always told Pip’s feelings. This style of writing is important because it makes us as the reader for sorry for Pip. During the opening chapter web meet the convict for the very first time. The convict comes over as a malevolent person; â€Å"The man, after looking at me for a moment, turned me upside-down and emptied my pockets. There was nothing in them but a piece of bread.† When Pip says â€Å"nothing in them but a piece of bread† we get the idea Pip didn’t need the bread but the convict obviously did and hence the later friendship. Pip’s fear for the convict continued throughout the first meeting; â€Å"I earnestly expressed my hope that he wouldn’t, and held tighter.† This meeting between Pip and the convict is in the churchyard and it is dark and rainy which creates an image of a typical horror genre. The darkness also suggests pathetic fallacy towards the convict’s feelings; the weather is dark and so is his manner towards Pip. The rain suggests imagery and pathetic fallacy towards Pip’s feelings; it is raining and Pip is raining, he is crying; â€Å"and beginning to cry was Pip.†

Canada and Cannabis Prohibition Essays

Canada and Cannabis Prohibition Essays Canada and Cannabis Prohibition Essay Canada and Cannabis Prohibition Essay The prohibition of cannabis needs to stop, now. In Canada, possession of any quantity of cannabis is illegal and punishable by up to six months in federal prison, unless it has been prescribedby a doctor. Recreational cannabis should be legalized in Canada because it will reduce criminal activity, it is already very commonplace in society, it is a very effective and safe alternative to many modern medications, and it will bring in billions of tax dollars to the government. The legalization of recreational cannabis use would drastically alter the criminal justice system. It is no secret all prisons are overcrowded. According to an infographic recently released by the Federal Bureau of Prisons, over 50 percent of inmates currently in federal prison are there for drug offenses. To put things into perspective, in 1970, only 16 percent of inmates were drug offenders. â€Å"Between October 2012 and September 2013, 27.6 percent of drug offenders were locked up for crimes related to marijuana, followed by powder cocaine (22.5 percent), methamphetamine (22.5 percent), crack cocaine (11.5 percent), heroin (8.8 percent) and other (7.2 percent), according to the Sentencing Commission.† (Miles ). Legalizing recreational cannabis would cut down on half of all drug-related arrests. Instead of having these mostly innocent men and women locked up, they could be could be contributing to society and paying taxes. If any skepticism arises when the fact that legali zing cannabis would have a positive impact on the criminal system, just ask Colorado. All forms of cannabis use were legalized in January of 2014 in the state of Colorado, and they are enjoying the benefits: â€Å"Just three months after Colorado voters helped pass the legalization of cannabis, Denver is enjoying a 14.6% decrease in crime from the same time last year† (Sarich ). Legalizing recreational cannabis would reduce crime rates and save the failing prison system. Moreover, cannabis use i

Change is a consistent issue for the modern organisation. Discuss the various ways in which the employee may offer effective resistance to this change. The WritePass Journal

Change is a consistent issue for the modern organisation. Discuss the various ways in which the employee may offer effective resistance to this change. Abstract Change is a consistent issue for the modern organisation. Discuss the various ways in which the employee may offer effective resistance to this change. : 1). Whilst change is often viewed positively, this is not always the case and change is sometimes resisted by employees. This happens for a number of different reasons with one of the main ones being surprise. Employees generally don’t appreciate changes being made unexpectedly as it provides them with a threatening sense of imbalance in the workplace (Kreitner, 2008: 434). A lack of understanding and a lack of skills are further reasons why employees may want to resist change and unless effective training on change is provided, employees will most likely view positive changes negatively (Kreitner, 2008: 434). The various ways in which the employee may offer resistance to change will be discussed in this essay by analysing a range of models and frameworks that help to establish the effectiveness of change. Introduction Employee resistance to change can be undesirable as it places an obstacle in the way of business development and organisational change. However, there are certain circumstances where employee resistance to change is viewed in a positive light. By resisting change and demonstrating their reasons for doing so, employees may actually be encouraging change by offering alternative solutions and options. As pointed out by de Jager; the idea that anyone who questions the need for change has an attitude problem is simply wrong, not only because it discounts past achievements, but also because it makes us vulnerable to indiscriminate and ill-advised change (de Jager, 2001: 25). Therefore, whilst some may consider employee resistance to change disrespectful and unfounded (Piderit, 2000: 26), others may be consider it to be very effective, very powerful and a very useful survival mechanism (de Jager, 2001: 25). An employer may want to instigate organisational change that is inappropriate or wro ng and just as conflict can sometimes be used constructively for change, legitimate resistance might bring about additional organizational change (Folger and Skarlicki, 1999: 37). This essay will demonstrate how employees can offer legitimate resistance to change by suggesting alternative organisational change structures that will help to promote sustainability and assist in business development. This will be done by looking at various organisational change models and frameworks that will provide employees with the ability to resist change by offering additional options, which they believe will be in the best interests of the organisation. Employee resistance may lead to proposed change initiatives being revaluated by management who may then consider the most appropriate change for the business, as recommended by the employee. The process of change within an organisation isn’t just about creating a change that individuals will be able to resist, but rather the transition that will accommodate the change (Bridges, 1991: 3). Unless transition occurs, it is unlikely that the change will be effective. It is thus important that employees are capable of resis ting change so that they can offer alternative solutions that may be better suited to organisational needs. Consequently, employee resistance to change is an important contributor to implementing effective change within an organisation. Main Body Burke-Litwin Model (1992) The Organisational Transformation Process, developed by Burke and Litwin (1992: 1), is one of the main models that can be used to implement change within an organisation. Employees can use this model to offer resistance to change by offering alternative solutions that would be better suited to the organisation. Employees can use this model to show the various drivers of change by ranking them in terms of importance (Jex, 2002: 442). The most important factors are featured at the top, with the lower layers becoming progressively less important. By using this model, an employee will be able to demonstrate that all of the factors for change are interrelated and that a change in one factor will affect a change in all of the other factors. Organisations therefore have to consider whether the impact a change will have upon the other factors will help the business to remain sustainable (Hertwich, 2006: 10). As the external environment is at the top of the model, this is the main factor that is likely to influence change. An employee can resist change by offering an alternative solution that takes into account the needs of the external environment (World Commission on Environment and Development, 2011: 1). Porras and Robertson’s Model (1992) Porras and Robertson’s Model of Organisational Change was developed in 1992 to help individuals understand how to approach organisational change. This model is similar to the Burke-Litwin model in that it suggests that the external environment is the main influencer of organisational change. However, this model also suggests that the objectives of the organisation are the main drivers of change and that organisational arrangement, physical setting, social factors and technology all contribute to the changing environment of any organisation. In effect, an employee will be able to rely on this model to effectively resist change by signifying how the change is not in accordance with the overall objectives of the business. Instead they can offer an alternative change solution that is more akin to the organisational arrangement and physical setting of the business as well as social factors and technology. A change can be offered that improves the performance of the organisation, wh ilst also seeking to advance individual development. Hence, as has been established; â€Å"behaviour change is the key mediating variable in organisational change† (Jex, 2002: 444). If an employee can demonstrate that individual behaviour will be modified in accordance with the needs of the external environment, organisational change will most likely occur. As this model focuses on individual behaviour, desired work behaviours will   be better achieved, which will affect the disposition of the organisation overall. This theory does not, however, focus on modern ways of thinking and subsequently fails to adapt to take into account the changing environment. Lewins Force Field Analysis The Force Field Analysis model, developed by Lewin in 1951 will help an employee to resist change by providing a framework which looks at the restraining factors (forces) to change. In this analysis, there are two different types of forces, which are forces for change (driving forces) and forces against change (resisting forces). An employee can use the resisting forces to prevent a particular change from happening and use the driving forces to offer an alternative change. These forces can help the employee to alleviate any problems that are likely to arise with change management by helping the organisation to understand the effects a change will have upon the organisation. In demonstrating why a particular change should not take place, the employee will be required to show that the restraining forces exceed the driving forces. If this can be ascertained then the organisation change should not take effect. If the employees want to propose an alternative change, they will be required to show that driving forces of the new proposed change exceed the restraining forces. If they can establish this, then the new change should take place as it would be considered beneficial to the organisation. This model is useful to frame a process of change as it is easy to understand, though it seems as though each stage could in fact be expanded so that individuals can understand the process of change a lot more easily. Porters Generic Value Chain Analysis The Value Chain Theory, developed by Michael Porter, helps organisations to decide whether changes to the structure of the organisation are required (Porter et al; 2007: 706). An employee can use this model to demonstrate how the organisation does not need the change it wants to resist. The employee can do this by analysing the activities of the organisation, and the costs associated with them, to decide whether the proposed activity is profitable or not. The value chain activities consist of primary and support activities. Whilst the primary activities consist of inbound logistics, operations, outbound logistics, marketing and sales and service, the support activities consist of procurement, infrastructure, human resource management and technological development (Porter et al; 2007: 706). The aim of reviewing these activities is to consider whether the customer can be offered a level of value that exceeds the costs of the activities, resulting in a profit. This will also depend upon whether the organisations activities can be performed efficiently. By using this concept, the employee will be able to demonstrate that the customer cannot be offered a level of value that exceeds the cost of the activities and that no profit can be obtained from the change as a result. This is an effective way an employee will be able to resist change as it provides the employee with the chance to demonstrate how the proposed change does not have any profitable value. Nonetheless, it is likely to prove extremely difficult for an employee to implement this model due to the fact that employees will not have access to certain information about the organisation and the change. Change Analysis Process Because of how important it is for organisational changes to be properly analysed before they are implemented in order to minimise any associated risks, an employee could employ the change analysis process to deny the changes they wish to resist. Because an organisation needs to be able to adapt to change (Brier et al, 2011: 1) the identification and codification of change scenarios is necessary for the change process to take effect. The process of change requires organisations to adapt to current situations, as opposed to the creation of solutions (Brier et al, 2011: 1). The change analysis process can therefore be used analyse the change by considering the impact the change is likely to have and then subsequently considering whether it should be approved or denied. In resisting change, employees can use this analysis process to put forward their reasons why the change ought to be denied. Whether an employer will take into account the views of the employee is another matter and it s eems as though the employee will still be required to overcome many obstacles when putting forward its views and opinions. Realistic Evaluation Model The Realistic Evaluation Model could also be used to demonstrate the ineffectiveness of the proposed change. This will provide the employee with the ability to demonstrate the impact the change will have upon the organisation through proper evaluation. This model is suitable for employees to offer effective resistance to change as the evidence will be based upon realistic ideas and concepts about the change. A proper assessment can then be made about the ineffectiveness of the change so that it can be resisted (Rycroft-Malone et al, 2010: 38). This model is quite similar to Lewin’s Force Field Analysis in that it will enable the employee to review what is expected from the change, whilst also identifying any problems. The employee will also be able to put forward any associated risks with the change, which will most likely ensure that their resistance is effective. This approach provides a useful framework for helping employees to develop explanations about why the change shou ld be resisted, which it will then be able to present in a coherent way† (Rycroft-Malone et al, 2010: 38). Summary/Conclusions Given the impact organisational change has upon employees, it is unsurprising that resistance to change will often occur. Whilst such resistance to change can have a negative impact upon the organisation, it can also be considered positive on the basis that employees may be encouraging further change by offering alternative solutions and options. In resisting change employees may consequently be able to demonstrate alternative options for change, which may generate better ideas that are more suited to organisational needs. Not only do organisations need to be able to satisfy the needs of its consumers, but they will also be required to satisfy the needs of their employees. This will not only promote the success of the business but it will also lead to economic growth. Employees need to be able to identify and develop change strategies which help to meet organisational objectives and prevent undesirable changes from being made. Any risks that are associated with change will be capable of being overcome by the adoption of alternative change structures. In order to effectively resist change, employees will thus be required to adopt various change management models and frameworks so that they can offer appropriate solutions to the proposed changes. Not only will this prevent undesirable changes from being implemented, but additional strategies will also be developed. In resisting change, employees will be able to demonstrate that the possible risks associated with the particular change outweigh any benefits. Once this can be established, it is unlikely that the organisation will implement the change and any alternative suggestions will most likely be welcomed. It is important that organisations listen to the views of employees as they may be able to offer solutions that are more applicable and better suited to the needs of the organisation. References Bridges, W. (1991). Managing transitions: making the most of change. Reading, MA: Wesley Publishing Company. Brier, J. Rapanotti, L. and Hall, J. G. (2011) Problem Based Analysis of Organisational Change: A Real World Example, [Online] Available: mcs.open.ac.uk/jb9242/jbwebpapers/submittediwaapf06paper.pdf [18 August 2014]. Burke, W. W. and Litwin, G. H. (1992) Transformational Change and Transactional Change. Explanation of the Casual Model of Organisational Performance and Change, [Online] Available: 12manage.com/methods_burke_litwin_model.html [18 August 2014]. de Jager, P. (2001). Resistance to change: a new view of an old problem. The Futurist, 24-27. Folger, R. Skarlicki, D. (1999). Unfairness and resistance to change: hardship as mistreatment, Journal of Organizational Change Management, 35-50. Jex, S. M. (2002) Organisational Psychology: A Scientist-Practitioner Approach London: John Wiley Sons. Kreitner, R. (2008) Principles of Management, London: Cengage Learning, 11th Edition, London: Business Economics. Lewin, K. (1951) Field Theory in Social Science, New York: Harper and Row. Piderit, S.K. (2000). Rethinking resistance and recognizing ambivalence: a multidimensional view of attitudes toward an organizational change. Academy of Management -794. A, 783. Porter, M. E., Marciano, S., and Warhurst, S. (2007) De Beers: Addressing the New Competitiveness Challenges, Harvard Business School Case 0-706-501. The Times. (2012) The Organisation and Change, Operations Theory, [Online] Available: http://businesscasestudies.co.uk/business-theory/operations/the-organisation-and-change.html#axzz2H6FILJP6 [18 August 2014]. Walonick, D. S. (1993) General Systems Theory, [Online] Available: statpac.org/walonick/systems-theory.htm [18 August 2014]. Wendell, F. and Bell, C. (1999) Organisation Development, New Jersey; Prentice Hall.

Species and Its Descendants

Species and Its Descendants Species and Its Descendants Species and Its Descendants By Mark Nichol An assortment of diverse words stem from the Latin word species, which had two distinct meanings, one of which is â€Å"a particular kind, sort, or type†- the pertinent sense for the following terms. special: This word, coming into English from Old French, originally meant â€Å"better than ordinary† but later acquired the additional senses of â€Å"marked by a distinguishing quality† and â€Å"limited in function, operation, or purpose†; the noun specialist carries the latter connotation in describing someone with a narrow set of skills. The variant especial, taken from an Old French term meaning â€Å"important† or â€Å"preeminent†- treated in Modern French as spà ©cial- originally had the same meaning as special but later acquired the additional senses of â€Å"particular† and â€Å"peculiar,† as well as â€Å"intimate.† The adverbial form, especially, is now much more common than the adjectival form. specie: This technical term for coins, as opposed to paper currency, stems from the phrase â€Å"in specie,† meaning â€Å"in the actual or real form,† which in turn derives from an identical-looking phrase in Latin that means â€Å"in kind.† (The notion is that coins actually have monetary value, whereas paper currency merely represents such value.) species: Species denotes a distinct type of life-form, but this biological sense was preceded by multiple now-rare connotations such as â€Å"appearance,† â€Å"notion,† and â€Å"resemblance.† Originally, it was associated with a classification in logic. specific: This word, meaning â€Å"particular,† â€Å"precise,† or â€Å"special,† is an antonym of generic, just as, in biology, a species is more, well, specific than a genus. (Like species and specific, genus and generic are related.) specious: This term has undergone the most deviation from its original sense, which is â€Å"fair† or â€Å"pleasing.† (It stems indirectly from the Latin word species by way of speciosus, which means â€Å"good-looking† or â€Å"beautiful.†) Now, it pertains to superficial attractiveness or false validity or value. spice: This unexpected descendant of special, which denotes plant products used to season foods, derived from a later sense of species in Latin of â€Å"goods or wares,† pertaining to spices as a commodity. The additional, centuries-old, figurative sense of â€Å"something that provides relish or zest† survives, but the meanings â€Å"sample† and â€Å"trace† do not. The second sense of the Latin term species, derived from the verb specere, is discussed in this post. Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Vocabulary category, check our popular posts, or choose a related post below:When to Capitalize Animal and Plant Names15 Words for Household Rooms, and Their SynonymsOne "L" or Two?

Philosophy of Plato and American Culture Research Paper

Philosophy of Plato and American Culture - Research Paper Example There are so many diverse cultures all around the globe which are based on some philosophies which can still be observed in the 21st century. Plato was one of the philosophers whose philosophy is eminent in the Western culture and it can be said that today’s American culture emanates the philosophy of Plato in a number of ways. According to Alfred North Whitehead, the safest generalization of the different characteristics of the Western culture is that it is based on the philosophy of Plato. The philosophy has not been adopted in a systematic way but it can be easily seen that the scattered ideas of Plato have been included in the culture (Lachs & Talisse, 2008). Platonism had already developed for a period of two millennia after Plato’s death after it had any influence on the American philosophy. There are a number of ideas found in the works of Plato that have played significant role in the development of American philosophy. The main three ideas that have influenced the American philosophy the most are; the importance of formal understanding of mathematics; the conception of nature as in process and the conviction that because of the roles of form in natural processes, value is a part of nature. Following is the comprehensive analysis of the influences that the philosophy of Plato has on the American educational structure and society in general. Plato’s Philosophy and American Education System American culture is influenced by Plato philosophy in some way or the other. There are a number of ways in which American culture intersects with Plato’s philosophy. One of the main examples is the system of State and education. Plato founded the basic concepts for a number of subjects which have been developed over time and they are taught in the educational institutes of America. Dialogues of Plato have been used in a wide range of subjects which include; mathematics, ethics, philosophy and logic. There are a number of ways in which people come across the philosophy of Plato, sometimes without even realizing it. Plato’s philosophy is considered to be the foundation for the democratic philosophies of education as he proposed a whole system of education. Plato always encouraged education in his philosophy and his teachings can still be observed in American culture. According to Plato; children with talent should be selected by the State from all the social classes regardless of the social position of the children. Plato considered children as the assets of the State and he suggested that the State should educate the children in order to make them eligible for the right kind of service to the State. Children should be educated in such a manner that they become fully trained for the kind of service they are to perform in the future. Plato suggested that the educated children may serve in; military services, city management and dialectic. The State should take the responsibility of the education of such talented ch ildren. According to Plato, the children should go through a comprehensive educational training which begins with gymnastics, music, and mathematics. Plato gave significant importance to the concept of mathematics and this philosophy of Plato has influenced American culture in a number of ways. The development of scientific methods in America

Feilds write up Case Study Example | Topics and Well Written Essays - 1500 words

Feilds write up - Case Study Example Fields’. The size of the company was enormous. Their preparations’ styling was different of baking from frozen dough the croissants, bread, hot soups and sandwiches, which was taken as an extended business from Mrs. Fields’ cookies. Naturally the company wanted to get the leverage of its MIS system, which was not updated to absorb the different administrative functionaries of LPB, as it was customized to absorb the administration work of the famous Chocolate Chip Company in the MIS system of Mrs. Fields’ Cookies. It was taken for granted that without changing the design of the MIS system to accommodate the overhead functions related to accounting, finance personal, human resource, training, and development of the acquired company, Mrs. Fields’ Cookies would be able to leverage from the current MIS system successfully. Assuming and finding myself in the position of an LPB store manager, I should be a puzzled lot. The mechanism that I was accustomed to work in was suddenly snatched just like a sheet from under one’s feet. Finding none of the reported to staff at the senior level could be detrimental to the organization’s financial health and affect performance in all departments. As stated by Randy, the organization structure of LPB was traditional in comparison to robust IT applications employed by the IT department to organically control the empire of cookies stores expanded worldwide. Before removing the 50 overheads of the acquired company, whose store manager I am supposed to be, it would be like crippling the whole structure of the newly acquired company without replacing or changing the system wide practices. At least some technical training was needed to be imparted to the staff to become accustomed to the work processes of organization sub structures under mechanistic and org anic structure heads. Store managers under Mrs. Fields’ Cookies organization structure were

Marketing plan Term Paper Example | Topics and Well Written Essays - 5000 words

Marketing plan - Term Paper Example SWOT analysis-------------------------------------------------------------------------8 6. Market positioning (BCG Matrix analysis)---------------------------------------10 6.1 Identifying the significant trends in the market--------------------11 7. Competitors------------------------------------------------------------------------------11 7.1 Differentiating Cool Pals from the closest competitors----------13 8. Micro-economic environmental factors--------------------------------------------14 9. Marketing and Branding strategies-------------------------------------------------14 9.1 The Products and its primary characteristics------------------------14 9.2 Branding strategies-----------------------------------------------------16 10. Advertising and integrated marketing communication-----------------------17 10.1 The effectiveness of the advertising and measurements-------17 10.2 Measurement of the advertising affects---------------------------19 10.3 The promotional strategies---- ---------------------------------------20 10.4 Measuring customer satisfaction------------------------------------20 10.5 The gaps in customer expectations and experience-------------21 11. Pricing and distribution strategy----------------------------------------------------21 11.1 The pricing strategy----------------------------------------------------21 11.2 Penetration versus Skimming pricing--------------------------------23 11.3 The other pricing tactics-----------------------------------------------24 11.4 Ethical and legal issues related to pricing---------------------------24 11.5 Distribution channel and strategy------------------------------------25 12. Future plans-----------------------------------------------------------------------------26 13. Conclusion-------------------------------------------------------------------------------26 14. Work cited------------------------------------------------------------------------------27 Introduction: Marketing is the pre-sales a ctivity which gives the live to a product so that it can be accepted by the customers. It is a phenomenal function which gives the identity to a product. Products are the tangible and intangible physical entities which cater to the needs and wants of the human society. Products are salable only after they blend with the virtue of the marketing activities. This particular paper focuses on the 360 degree marketing activity for a company which manufactures and retail innovative toys for the kids. Brief about the company: Cool Pals is the company which is expertise in manufacturing and innovating toys for the kids. The demographic profile chosen for the products of Cool Pals are boys and girls both aged between two to eighteen. The name itself presents the affection towards the kids. The company is in the market for the last four years. The primary markets are USA and Canada. The lion part of the revenue comes from the US market. The company is one of the most innovative toy making comp anies in the market. The sell their products through exclusive Cool Pals stores across USA and also through some selected retail outlets in US and Canada. The company is relatively new in the segment. However, it is privileged with the 15 percent market share in US toy market. The main successful formula of the