Language Is A Way Of Life Essay - 1509 Words

When you think of language you may not realize that language and thought both collide and compliment each other. Language is unique as we are born into the world, we begin to develop and learn the language that is bestowed upon us as we are growing. Language gives people a glimpse into the lives of individuals, because different places have different languages and ways of speaking. Language isn’t only who we are, language represents what we’re thinking and where we are from as people. Language is not only the verbs and words we use, the colors we see and the way people speak also tie into language and thought. Language is special because throughout the world there are different languages and different ways people speak. There is even sign language that is unique in it’s own way because it doesn’t involve speech. Language in itself is a way of life and vital in day to day lives, it influences our thought process, helps us communicate our thoughts, helps us decode what others say to us, and shapes our perception. As a matter of fact, i was reading an article by Lera Boroditsky as she talked about how language indeed influences our thought process and that people who speak different languages will think differently. People who speak different languages also think it, and that goes for us English speakers as well. When people think, they think of; sounds, images, smells, shapes, etc, which makes it hard to explain when trying to explain it through words. You can always thinkShow MoreRelatedImportance Of English Language Arts Essay745 Words   |  3 PagesWhat is English Language Arts? How does it differ from English, the language itself? English Language Arts is not a language, but it is the study of communicating thoughts. Every subject is important in school; each demonstrates a particular skill in education, but Language Arts builds complexity of a person’s learning. Speaking, reading, and writing are all components of languag e arts. Having these skills are important; the first thing an interviewer notices is one’s ability to articulate, and learningRead MoreAnalysis Of James Baldwin If Black English IsnT A Language, Then Tell Me What Is930 Words   |  4 PagesJames Baldwin† If Black English Isn’t a Language, then Tell Me What Is† In â€Å"If Black English Isn’t a Language, Then Tell Me What Is† James Baldwin argues that black English provides a distinctive view of experience. Baldwin reveals the way language shapes and is formed by life’s circumstances. According to Baldwin, a language allows a group to define and express who they are from their own point of view, instead of having their reality expressed by another group. He used examples like how peopleRead MoreLanguage: Helen Keller, Frederick Douglass , Amy Tan1635 Words   |  7 PagesLanguage is a very import part in our life, we carry it with us through all the steps, processes, moments experiences of our life, language built us and make us grow and the most important thing is that it grows with us, changes, modifies itself, and becomes more appropriate and specific. As we pointed out language help us to create and understand the world around us, gives meaning to everything and gives birth to emotions and feelings; a world without language would be meaningless and very lonelyRead MoreHunger of Memory, by Richard Rodriguez1459 Words   |  6 PagesCultural Communication Language is a communication method that makes everything easy to communicate with others. The language barrier is the biggest challenge and hurdle of most people whom their English is a second language. Growing up in a family with parents that only speak another language could be viewed very similarly to a double-edged sword. This challenge with society forces people to learn the English language. Although there a lot of difficulties with the second language, eventually the transitionRead MoreComing Into Language Essay example1070 Words   |  5 PagesComing into Language â€Å"There is more pleasure to building castles in the air than on the ground.† This quote by Edward Gibbon illustrates the intensity of writing and what gratification it can hold. When one writes, they are not confined to one certain formula. A person is able to express their thoughts and feelings in any way they choose. Language is a border for many people in that some cannot comprehend a certain language, understand how to use it, or recognize what is being said to them. On theRead MoreRelationship Between Language And Culture1678 Words   |  7 PagesLanguage in Culture The relationship between language and culture is as old as mankind itself. Throughout the centuries, people and their living practices have evolved, resulting in wide-reaching changes in socialite culture. According to many individuals around the world, language is one of the epitomes of life, a source of connection to or divorce from the face of public. Anyone who has had to navigate through the plethora tongues around the world knows that the revelations of the Tower of BabelRead MoreLanguage Bridges And Barriers Of Language1435 Words   |  6 Pages Language Bridges and Barriers Language can be a barrier or a bridge depending on how one facilitates its use. Being monolingual hinders communication with others who speak a different language while being bilingual can create a bridge between nations, ethnicities, and cultures. Unfortunately, this â€Å"bridge† is being threatened by legislation that impedes minorities, the first amendment, diversity, and the quality of education received in the U.S. Therefore, my stance is that the U.S. should notRead MoreLanguage : The Power Of Language1575 Words   |  7 PagesThe Power Of Language What is the meaning of language? How big the role of language in your life? Have you ever realize the impact of language in your life? In my opinion, language is not as simple as people seen in general. Usually the way people see language just as a tool for communicating with others. For me, behind the general usage of language, it also has a big role in our life because a language has the power to stand and show each person’s identity. Inside the Gloria Anzaldua’s essay â€Å"HowRead MoreDecolonizing The Mind By Ngugi Wa ThhiogO Summary1197 Words   |  5 Pagesimages, conditions a child to see that world a certain way, the colonial child was made to see the world and where he stands in it as seen and defined by or reflected in the culture of the language of imposition.† When reading â€Å"Decolonizing the Mind† was published by an African author named, Ngugi wa Thiog’o†. He takes an interesting approach on how he captures his audiencesâ₠¬â„¢ attention, he does this by showing the impact of simply changing ones language can have on a community as a whole. Ngugi uses variousRead MoreThe Language Came Into My Life1061 Words   |  5 PagesOct23, 2015:â€Æ' â€Å"The Language Came into My Life† is an autobiography of the Hellen Keller- a woman who lost her hearing ability and vision when she was an 18 months old baby. The loss of the two very important senses pushed her into a very critical situation where she had a very limited interaction and understanding of the world. She had a very small world based on her own perception, where she had her parents, siblings and some other things, but she was unable to have a name for the things she could

Clash of Virtues in Othello Essay - 2292 Words

Clash of Virtues in Othello Perhaps it is just human nature, but people have a way of going to absolute extremes. Whether exhibiting severity in the way one loves, or the way one is loyal, or the way one strives for ambitions, people, in general, have a tendency to take their emotions or actions all the way. Its an exhibition of passion. Being an expert on the human condition, no one knows or can illustrate this better than Shakespeare. Particularly in his tragedies, Shakespeare very precisely defines aspects of the human condition. He additionally exhibits the polarity of those conditions, and the consequences when they interact with their opposites. Shakespeares beautiful tragedy Othello is a particularly good example of†¦show more content†¦But Iago goes into an in-depth explanation of how he plans to feign loyalty to Othello to accomplish his own ends (which are never specifically identified). He also disparages those who are honest and true to their masters and superiors. The fact that the play op ens like this sets a negative tone for the rest of the action to follow. The viewer immediately is confronted with a face of evil. That face is the one to take the audience by the hand and lead it through the horrible action of the play. Evil becomes the framework for the play right off the bat. Opening the play this way also taints the audiences view of Othello. Though he does so soon enough, at this point Iago has not yet discredited himself. The audience, in this early point in the play, has no reason to refute what he has to say about Othello. This provides for the audience to form preconceived notions about Othello, and puts him in the context of evil. Shakespeare could have put this scene after the audience meets Othello, making Iago a secondary character, thus making his evil a secondary influence rather than the driving force. But by leading off the work with notions of hatred and betrayal towards Othello, Shakespeare puts Iago, and forces of evil, in the drivers seat for the action of the play, and diminishes the value of Othellos honor and innocence. Iagos control (as opposed to title character Othello) suggests that what he representsShow MoreRelated Traditions and Values of Western Culture Essay1696 Words   |  7 Pagescountry. People enter our country with their own heritage which can not be taken away but they must be willing to learn the culture of the new country where they live. Rose says that This painful but generative mix of language and story can result in clash and dislocation in our communities, but it also gives rise to new speech, new stories, and once we appreciate the richness of it, new invitations to literacy(107). The literature of the past helps to explain our history. These works expand on theRead MoreHomosexuality in Victorian and Elizabethan Literature.6608 Words   |  27 Pageslike the Victorian era, had its own view of homosexuality. Iago, a man with the tongue of a serpent, is believed to be homosexual, and because of his homosexuality, he brings to fruition the tragic deaths of the the main charact ers in Shakespeares Othello. These depictions of homosexuality and gay men are not far from what really happens to them in todays society, and are also not far off from the arguments that are used in opposition of their lives and lifestyles.There is the argument of NurtureRead MoreGp Essay Mainpoints24643 Words   |  99 Pagesstarlet, that she wishes to be a â€Å"role model† for girls. Nude photos scandal. Parents whose children are ardent fans of the High School Musical franchise dismayed and condemn her BUT Hardly her intention human and fallible †¢ Celebrities, by virtue of the other privileges they enjoy, should bear greater social responsibility as equal exchange †¢ Media just as culpable (for seeking attention-grabbing story to ensure wider readership) for deliberately sensationalizing these negative behaviours

Management and Employment Relations Free Essays

string(88) " cultivations of mutual respect and confidence between employers, employees and unions\." The history of management is being traced with difficulties and it is only seen as a modern conceptualization. This difficulty contributes to its ideally possiveness nature. In premodern past context it is traceable back to Sumerian traders and builders of the pyramids of ancient Egypt. We will write a custom essay sample on Management and Employment Relations or any similar topic only for you Order Now Full exploitation and motivation of slaves faced problems. Many pre-industrial enterprises in their small-scale nature were never compelled to face issues of management. With increased scale of commercial operations devoid of mechanized record keeping and recording, management functions were unavailable. Management as an act involves the process of directing and controlling a group of people for purposes of achieving coordination and harmony of the group towards attaining a goal, which is far beyond the scope of individual efforts. Potential human resources, financial resources, technological resources and natural resources are deployed and manipulated through management[1]. The possibility of personifying the act of management also exists whereby the person or a team of persons performing this act is or are referred to as management and has to do with power by its nature and position. Functionally, management entails the art of getting things done through people: action of weighing a quantity on regular basis and adjusting the initial plan and the action taken to reach the overall intended goal. The functions and roles of management therefore entail planning, organizing, leading or motivating and controlling or coordinating all resources in the working place[2]. Management falls under the following categories: human resource management, operations or production management, strategic management, financial management and information technology management.   Human resource management carries the grater weight in employment relations. Its importance is seen in understanding and developing its context concept, to assess and explain its impact on organizational performance and employment well being and to contribute to the dissemination of good practice. The role of management in employment relations can be explained by the context of communication in the work place. Employees must be treated with applicable laws and regulations of the countries and regions in which it operates. Communications between management and employees is essential in conveying management policies to employees and encouraging employees to voice their options[3]. This impacts the active rather than passive agency role of the management being the representative of the employer. These concepts are of vital importance in employment cycle. Employment in this context refers to the contract between two parties one being the employer and the other one the employee. The employee refers to a person in the service of another. Under any contract of hirer express or applied, oral or written where the employer has the power or right to control and direct the employee in the material details of how the work is to be performed[4]. In a profit oriented setting the aim of the employer is creation of valued produces at reasonable cost, and providing rewarding employment opportunities for employees. In unprofit setting the ultimate goal is to keep faith of the donors. Other areas of employment include the public and household sectors. It is in view of this harmony that the active role of the management should be felt in any working environment. Communication between management as the employers’ representative and employees should show shared responsibilities called co-determinations. There are specific areas of concern and address during the discussion between the two parties they include; pay of wages, bonuses, the work environment, disputes, work schedules, grievances, health and safety, working hours and production targets. The aim of these discussions is an achievement of a more harmonious working relationship sometimes-major employment relations dispute may arise. Whenever problems start to arise in a company a successful management-employment relations involve striking a balance in nearly all situations. The employer has the right to manage that is the ability to plan for the future so that the company can continue moving to make profits and to keep employees motivated. Form the employees’ viewpoint best possible conditions must be secured and good living standards made not a dream. High labour turnover, bad time keeping, high levels of absenteeism, slackness of individuals, poor working, deliberate time working in similar practices are evident in situations where employees are unhappy with the working conditions[5]. Other evidences of discontent will be revealed in complain, friction, ignoring rules and apathy for unappropriate management system to gain the intended meaning must strive to attain the following qualifications: attraction of the most qualified employees and matching them to the jobs for which there are best suited since this is significant for the success of any organization[6]. However, there arises some technical problems in many large enterprises due to their size this aspect of too large size of an enterprise deter possible close contact between top management and employees this connection is otherwise provided for by human resource managers training managers and labour relations managers. In an effort to enhance immorality and productivity while limiting job turnover, helping organization increase performance and improve business results they are of vital help to the organization they also help the firms effectively in using employees skills, provide training and development opportunities, improve those skills and improve employees satisfaction with their jobs and working conditions. Dealing with people through physical interaction is an important part of the job although some jobs in the human resources field require only limited contact between the people outside the office. The importance of management in employment relations on an active capacity is further highlighted through creation of labour unions and its incorporation in the constitution in the name of labour laws. This has been evident in all regions countries and states all over the world for the purpose of improving the quality of working life for individuals and creates condition for business success. Employers, employees and unions must deal with one another in an honest and open atmosphere. This in essence bears results such as follows: promotion of good employment relation and cultivations of mutual respect and confidence between employers, employees and unions. You read "Management and Employment Relations" in category "Essay examples" It also sets the environment for individual and collective employment relationships. It also sets out requirements for the negotiation and content of collective and individual employment agreements. It also provides prompt and flexible options for resolving problems in employment relations. There are a number of undiresable trade union action such as withdrawal of good will, go slow, working strictly to the rules set out in work rule books and sticking rigidly to only doing tasks set out clearly in a job description, refusing to work overtime, going on a strike and many others[7]. All this actions reduce companies’ profitability and its ability and fulfill orders, they harm employment prospects, reduce wages of employees they lead to festering discontent and cause problems for customers and economy as a whole. This is a practical scenario in the current working places and it reflects negative picture of interaction in the working places. It is therefore, very important to create a harmonious working environment for the benefit all the concerned. Good practices and models of a harmonious working practice should be exhibited in a true structure of employment relation. In an effort in building trust as a manager it is paramount to display the following characteristics: keeping promises, have ethics, telling people the truth, being fair and honest, treating employees as adults while showing appreciation for their ideas and for the work they do, involve employees in planning and problems solving, give employees important work and support them to implement. In an effort to achieve a successful structure of management – employment relations’ labour or employment laws have been enacted. Labour laws Labors laws also known as employment laws refers elaborately to a body of administrative ruling and prescient which focuses to address the legal rights and restriction on the working people and their organizations and as such it mediates may aspects of the relationships between trade unions, employers and employees. They are in some countries restricted to ununionized work places, as is the case in Canada. But in most other countries no such restrictions is made. Two broad categories of labour laws exist; collective labour law which relates to tripartite relationship between employee employer and union. Individual labour law concerns employees’ rights at work and through the contract for work[8]. Employment laws include all areas of the employer employee relationship except the negotiation process covered by labour law and collective bargaining. It consists thousands of federal and state statues, administration regulation and judicial decision.   Most of these laws such as minimum wage regulation were enacted as protective labour legislation. The functioning and origins of labour laws is oriented towards strikes, pickets, boycotts, unofficial industrial action Labour laws in Australia The federal parliament in Australia is empowered by the constitution to make laws concerning conciliation and arbitration for the settlement and prevention of industrial disputes extending beyond the limit of any one state. The laws made with respect to trading and financial corporations fall within the limits of the commonwealth and foreign corporations. Industrial relations systems and wages setting have been enhanced by this system also known as work choice, which came into operation in 2006[9]. Work choices legislation act in Australia The most comprehensive shakeups of industrial relations since federation were the results of the successful introduction and passing of work choices legislation in Australia in December 2005[10]. The industrial and employment circulars underwent permanent and long-term changes. These changes are explained in the following dimension: federal systems of industrial relations were successful and completely replaced with the unitary system of industrial relations: an emphasis on Australian economy away from the wages and conditions; transitional arrangement and changes to Awards and Agreements; awards were reduced drastically, Australia Fair Pay Commission was set up with the main aim of determination of minimum wages and conditions of employees, the powers of Australian Industrial Relation Commission were greatly reduced to an extent of being rendered redundant, flexible work practices were introduced and the ability to cash out some benefits such as annual leave[11]. The consequences were some problems with work place health and safety application; new dismissal provision which were less straightforward as they may have been trumpeted. New transmission of business rules that is buying and selling business plus all the people incorporated in the business. Union restriction and the scrapping the no disadvantage test. All these changes brought about complexity and consequently bearing some effects on businesses along the following orientations. Small business holders were subjected to the understanding of the broader concepts of employer obligations to the employees applicable to their unique business situation.   The employers take great care before taking a step towards termination of an employee’s service. Great care, advice and consultation became a prerequisite since the work place legislations empowered the employees to claim compensation against unlawful dismissal and discrimination. These laws applied to the especially small business with as less as a hundred employees and therefore constitute the retail in Australia. The workforce legislation in Australia further favoured these minority employees in the retail industry in a sense that the cost of defending discrimination and dismissal claim by the employer is dramatically higher than the unfair dismissal itself. In conclusion; the changing of the awards and agreements provided for by the work choice legislation added a layer of complexity to the businesses which extended upto the end of the transitional face which extended up to five years. An investor intending to buy a business was supposed to be ready for the transmission of business changes and the business owner had to grapple to the new layer of complexity. References Catanzariti, J. Baragwanath, M. 1997. Workplace Relations Act: A User-friendly Guide. Manly, NSW, Newsletter Information Services. Cranny, C., Smith, P. Stone, E. 1992. Job Satisfaction. New York: Lexington. Creighton, B. Stewart, A. 1994. Labour Law – An Introduction. 2nd Ed. Leichhardt, NSW. Federation Press. Guite, T. 1999. Strategic Human Resource Management. 3rd Ed. McMillan Publishers. London. Lee, M. Sheldon, P. (eds.). 1997. Workplace Relations, Workplace Law Employment Relations. Sidney. Botterworths. Mullins, L. 2005. Management and Organizational Behaviour. 7th Ed. Harlow. Prentice-Hall. Nilson, C. 2003. How to Manage Training: A Guide to Design and Delivery for High Performance. 3rd Ed. New York. Amacom. Pocock, Barbara Masterman-Smith, Helen. 2005. Work Choices and Women Workers. Journal of Australian Political Economy No.56. Teicher, J., Lambert, R. O’Rourke, A. (eds.). 2006. Work Choices: The New Industrial Relations Agenda. Sidney, NSW: Pearson Education Australia. Walter, J. 2006. Strategic Management. Theory: An Integrated Approach. McMillan Publishing Ltd.          [1] Walter, J. 2006. Strategic Management. Theory: An Integrated Approach. McMillan Publishing Ltd. PP.70-73. [2] Nilson, C. 2003. How to Manage Training: A Guide to Design and Delivery for High Performance. 3rd Ed. New York. Amacom. PP.103. [3] Mullins, L. 2005. Management and Organizational Behaviour. 7th Ed. Harlow. Prentice-Hall. PP.51-58. [4] Catanzariti, J. Baragwanath, M. 1997. Workplace Relations Act: A User-friendly Guide. Manly, NSW, Newsletter Information Services. PP.17. [5] Guite, T. 1999. Strategic Human Resource Management. 3rd Ed. McMillan Publishers. London. PP.41-43. [6] Cranny, C., Smith, P. Stone, E. 1992. Job Satisfaction. New York: Lexington. PP.31-34. [7] Lee, M. Sheldon, P. (eds.). 1997. Workplace Relations, Workplace Law Employment Relations. Sidney. Botterworths. PP.27-37. [8] Creighton, B. Stewart, A. 1994. Labour Law – An Introduction. 2nd Ed. Leichhardt, NSW. Federation Press. PP.9-16. [9] Teicher, J., Lambert, R. O’Rourke, A. (eds.). 2006. Work Choices: The New Industrial Relations Agenda. Sidney, NSW: Pearson Education Australia. PP.103-125. [10] Pocock, Barbara Masterman-Smith, Helen. 2005. Work Choices and Women Workers. Journal of Australian Political Economy No.56. PP.124-143. [11] Teicher, J., Lambert, R. O’Rourke, A. (eds.). 2006. Work Choices: The New Industrial Relations Agenda. Sidney, NSW: Pearson Education Australia. PP.103-125.    How to cite Management and Employment Relations, Essay examples

Corporate Level Strategy for Eastman Kodak Co- myassignmenthelp

Question: Discuss about theCorporate Level Strategy for Eastman Kodak Co. Answer: Introduction Fujifilm was founded in the year 1934 as the first Japanese producer of photographic film, headquartered in Tokyo, Japan. The organization was first based as a form of government plan and with time as it grew so did its technology. All across the years, the company has branched into both commercial and consumer products that is inclusive of printing, photography, data storage devices and life science, all the while having a strong hold on their product line that they are most famous for. In the 1960s, the company was just a regional presence, starting to broaden its focus internationally and playing a distant catch-up to photographic film leader Eastman Kodak Co. However, Kodak went on to become bankrupt and Fujifilm overcame the industry crisis accredited from digitization and is still continuing their growing streak by means of shifting the attention of the management resources from their traditional business to new areas. Fujifilm has been able to transform themselves from being a narrow photographic film supplier to a diversified organization with significant health care and electronic operations (Fujifilm Global 2017). This assignment would be focusing on the analysis of Fujifilms approach inside the changing market and the way they have formulated their stratagem. Most importantly, Fujifilm has been able to implement a successful strategy that has assisted them in maintaining their leadership in film photography, all the while establishing supremacy in apparently unusual business areas for a photo film company. The focus would be on how they have managed innovation and expanded their research and development to broader applications for creating emerging business opportunities in industries like healthcare, electronics and cosmetics. The focus would also be on the analysis of the way they have adapted their portfolio, leveraged their resources and competencies, and have structured the organization through this change. The Initial Situation In the year 2000, the conventional photographic film-related business accounted for approximately 60% of the operational profit in the whole business of Fujifilm. However, after that the demand of camera films saw a drop of 90% in the next 10 years as the digital revolution went on sweeping the world off their feet and ultimately the sales of the photographic film business fell to 1% of the whole sales of Fujifilm in 2011. All of these happened only just in one decade. The first digital moment came in 1975 in the photographic film industry when Kodak found the worlds first digital camera. Incongruously, the technology they presented was the initial cause of the large market shrink inside the photographic film business beginning from 2000 that eventually led Kodak to bankruptcy (Reuters.com 2017). The business segments of Fujifilm include information solutions, imaging solutions and document solutions. In 2000, when the photographic film business was at its peak time, 54% of their whole sales came from their photographic imaging solutions business (that is inclusive of analogue film associated business) and the remaining 46% came from information solutions business, which is inclusive of medical equipment or electronic materials. In the year 2015, the structure of the business in sales with their three core businesses has seen a large change to 38.3% for information solutions segment, 14.5% inside the imaging solutions category, and 47.3% for document solutions that are majorly operated by the allied company Fuji Xerox (Inagaki and Osawa 2012). Kodaks failure The main reason behind the failure of Kodak is that the organization acted like a conventional change resistant Japanese firm at a time when Fujifilm acted like a flexible American one (Estrin 2015). On closer examination of the transition made by Fujifilm away from film brought upon understanding as to how they did it, especially after a lawsuit was filed by Kodak against the Japanese firm with allegations regarding patent infringement. In this context, Kodak has been attempting to monetize their RD in their one core business, which is photography, as their digital imaging sector is accountable for around one-fifth of Fujifilms revenue, across half a decade ago. The success of Fujifilm can act as a warning for American firms regarding the danger of attempting to take the easy way out it should be competition across ones marketing instead of just taking the difficult way of new product development and new businesses. Simultaneously, it also acted as a reminder for the Japanese execu tive that their consistent moroseness and defeatism is inappropriate the organizations of the country are all properly placed for succeeding provided they are willing to reform their businesses. In the 1980s itself Fujifilm had a realization that photography would be going digital. Similar to Kodak, there was a continuation of milking benefits from the films sales, investments in digital technologies and attempts at diversifying into new areas. As late in the 2000s, Fujifilm was counting on a smooth 15 or 20-year decline of film not the simple and sudden free fall that was happening. Inside one decade itself, the film went from 60% of Fujifilm's profits to actually nothing (Munir 2012). The realization came to Fujifilm that they required developing in-house expertise in their new business. In comparison, Kodak was into believing that their core strength lies in branding and marketing and that they have the option of simply partnering or buying their way inside new industries like chemicals and drugs. At the time when sales from the film developing segment and printing was acquired with the help of installation of kiosks for printing digital photos. When Fujifilm had their own system, but Kodak required needing someone for partnering with their firms - and therefore sharing the income. Additionally, Fujifilm got the option of applying the kiosk technology inside their other business in their digital imaging division, which Kodak could not as their technology was not owned by them. Fujifilm was able to strike a deal like where to position their kiosks in Walmart stores, which has given the scale. At present, Fujifilm has control over more than 49% of the photo finish market in America, even though Kodak has a share of juts 15$ in accordance with IBISWorld, a research firm (Economist.com 2012). Fujifilms portfolio Fujifilm has also concentrated on the application of their technologies in different new areas. Fujifilm has been one of the market leaders in the industry till the early millennium due to the emergence of the technologies like digital camera and mobile phones. However, the organization was able to restructure their products and organization which has facilitated the organization in gaining market share. They had diversified their product portfolio so that they can compete with Kodak and the other companies in the market (AM Vermeulen et al. 2016). The new Market segment includes medical diagnosis imaging system and cosmetics, information solution segment has been one of the market industries which growing at a rapid rate. Fujifilm was able to capitalize on this market growth an expand their business in this market segment. The information solution segment consists of products which are used in pharmaceuticals, medical systems, life sciences, regenerative medicine, industrial product s, flat panel display materials, medical systems, graphic systems and recording media. Cosmetics focus The cosmetics category commenced in the year of 2006 which can be considered as the initiation of the structural reform of the organization. Astalift series belongs to the skin care product segment and was launched by Fujifilm in the year of 2007 which facilitated the organization in entering the cosmetic industry. The organization has extended their product line to include base makeup along with the skin care series. Astalift has grown to be a global brand and is still growing in international market segments such as in china, European countries, south-east Asia, and japan (Hill, Jones and Schilling 2014). However, it may seem that there is nothing in common between the photographic and the cosmetic industry. Therefore, the critical evaluation of the process of the industry suggests that the organization has been looking for similarity in production methods and the components. The manufacturing of the analog film is quite similar to that of the cosmetics. The thickness of the photographic films is 0.2mm which is similar to the thickness of hair. The photographic films require long term stability, functionalities and retention of moisture which shows that the products are quite similar to the hair products sold in the market (Strong et al. 2014). This unique way of developing the photographic films and collagen is one of the basic necessity of the cosmetic industry. Collagen is one of the key constituents of the cosmetic industry and thus the organization was able to enter the market of the cosmetic industry with their expertise in this field. Fujifilm launched the medical diagnostic im aging system which of the technology of a digital camera and is one of the key requirements for the healthcare industry. This was the industry which Fujifilm could capitalize on as the process of image technology provided them with competitive advantage in the market. Fujifilm was able to maintain their sustainability in the market because of their flexibility and adaptability with the change in the market conditions (Malatesta and Smith 2014). Healthcare focus Their expertise in nanotechnology for the placement of chemicals into films was continued over to the application of cosmetics to facial skin. Prior knowledge regarding photosensitive materials has assisted with fine chemicals and industrial materials. At present, Fujifilms medical imaging equipment business is fast expanding and has procured several firms in this sector, that included the paying of $1 billion for SonoSite,which is an American ultrasound equipment maker. Due to all these Fujifilm has become a much more diversified organization than Kodak. Possessing a long-term vision, the company has invested a lot. This has disruptive for the organizations; short term profitability, but the risk paid off (Fujifilmholdings.com 2017). Fujifilms approach There are mainly two type of approach which are being followed by the organizations, one is the strategic choice and the other is the deterministic approach. The strategic choice states that the organization will have equal amount of control on the market environment and the consumers and the deterministic approach states that the organization does not have any control over the market environment. This is a classic example of two organizations who were rivals but one was unable to maintain the sustainability in the market (Pisano 2017). Fujifilm was following the strategic choice approach which helped them to identify the future trends in the market and at the same time they were flexible enough to adapt to the changes in the market situations. They were able to convert their weaknesses in to their strengths through the use of innovation in their business model. However, Kodak believed in the deterministic approach which means that the organization was not flexible enough and they we re too over confident (Fujifilm Global. 2017). They chose the easy way out but the end resulted in bankruptcy of the organization, they believed that they had the monopoly on the market and this had led to their downfall in the market. Fujifilm did the hard work which paid off for the, but in case of Kodak, they were to find shortcuts in the market to gain competitive advantage in the market. Leadership has also played an important role in this context as the efficient leadership of the company has guided them to reach a platform of sustainability and competitive advantage in the market. However, the leaders of Kodak were short sighted and arrogant which has led to the downfall of the organization (Estrin 2015). Recommendations As Fujifilm did back at the time of Ebola outbreak in West Africa, they need to help the world with their expertise in chemicals and machinery for helping with disease treatments. Similar to the anti-influenza drug that they created, they require to produce mass amounts of drugs that can used for curing life-threatening diseases. They need to make full use of their corporate makeover and use the diversification for lowly restructuring their organizational structure. Conclusion Thus, the report provides a contrast of the two rival organizations Fujifilm and Kodak who were competing in the market for the majority of the market share. However, innovation and hard work is a major factor for the development of the organization. Fujifilm was able to make the changes to their organizational structure and make use of their weaknesses to not only maintain their sustainability but gain competitive advantage in the market. Kodak lost their market place due to the easy way they took and were unable to use innovation in their business model which suggests that organization will have to keep on doing the hard work and be far sighted so that they can make use of the innovation in order to develop new products with the help of research. Thus, the report will conclude with by saying that Fujifilm has shown various organizations that it is possible to completely transform their business if they are willing to do the hard work. The contrasting practices in both the rival org anization has provided an apt example of showing how flexibility in an organization is important and can provide the organization with competitive advantage and sustainability in due time. References and bibliography AM Vermeulen, P., Zietsma, C., Greenwood, R. and Langley, A., 2016. Strategic responses to institutional complexity.Strategic Organization,14(4), pp.277-286. Economist.com. 2012.Sharper focus. 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