Situation Of Mcdonalds KFC

Situation Of Mcdonalds KFC McDonalds is one of the best international retailers in providing fast food services to its customers. Providing world class fast-food in more than 100 countries is the core idea of McDonalds. McDonalds provide its services in whole of the world. Mc Donalds are local and independent franchisee which is owned and operated globally. In the globally popular restaurant industry in approximately all the countries where it is operating its services McDonalds holds a major part of the share. COMPANY B : KFC Kentucky Fried Chicken is called as KFC. It is a fast food restaurant chain whose headquarteres is in Louisville, Kentucky, United States, which specializes in fried chicken and even in burgers and wraps. KFC secondz over Mcdonalds as an American icon, it is the the worlds largest fried chicken chain and the second largest restaurant chain, with over 17,000 outlets in 105 countries and territories. Founder of KFC is Harland Sanders, who began to sell fried chicken from his roadside restaurant in Corbin, Kentucky during the Great Depression. The pioneer of the restaurant Sanders is the one who brought in franchising concept, with the first Kentucky Fried Chicken, the franchise opening in Utah in the early 1950s. Its rapid development saw it grow too large for Sanders to handle, and he slowly sold the company to a group of investors. Even after that also Sanders image was still used for branding; Sanders had been made a Kentucky colonel after the success of his first restaurant, and he worked as a goodwill representative for the company until in a while before his death. KFC had mixed success in 1970s and 1980s at home as it went through a series of corporate owners who had little or no familiarity in the restaurant business, although it continued to expand in overseas markets. KFC was sold to the spirits firm Heublein in the early 1970s, who were taken over by the R.J. Reynolds corporation, who sold the chain to PepsiCo. PepsiCo transformed its restaurants division by also including Pizza Hut and Taco Bell, as Tricon Global Restaurants, which was later called as Yum! Brands. The chain primarily sells fried chicken pieces and variations such as wraps,chicken burgers and starters, as well French fries,coleslaw, desserts and other soft drinks, often supplied by PepsiCo. Its most famous product is fried chicken pieces, seasoned with Sanders 11 herbs and spices Original Recipe. The precise nature of these ingredients are unknown, and represent a remarkable trade secret has been kept on this delicious recipe. The famous slogan for KFC is finger lickin good, which has later been replaced by So good, and Nobody does chicken like KFC. China and US,its home country together contain around half of its outlets which are KFCs two major single markets. INTRODUCTION OF LEADERS COMPANY A: JIM SKINNER James Alan Skinner was born 1944 in Illinois. He is an American business executive. He was the Vice Chairman and CEO of McDonalds Corporation. Skinner began his career with McDonalds in 1971 as a restaurant manager trainee in Carpentersville, Illinois. Skinner graduated high school in 1962 at West High School in Davenport, Iowa,[2] he went on to start serving nearly ten years in the United States Navy, Skinner began his career with McDonalds as a restaurant manager trainee in Carpentersville, Illinois in 1971, and since then has held numerous leadership positions. He never graduated from college.[3] He started out like so many other teenagers, working as an entry-level crew person at the old McDonalds on Brady Street in Davenport.[4] Prior to becoming CEO, Skinner was President and Chief Operating Officer of the McDonalds Restaurant Group with corporate management responsibility for Asia, Middle East and Africa (AMEA), and Latin America. Prior to that, he was responsible for McDonald s Japan Limited, their second-largest market. Skinner held numerous positions in the U.S. Corporation, including Director of Field Operations, Market Manager, Regional Vice President and U.S. Senior Vice President and Zone Manager. LINK: http://en.wikipedia.org/wiki/Jim_Skinner COMPANY B: ROGER EATON Born in South Africa, Eaton moved to Australia in 1984.[2] Prior to becoming President and Chief Concept Officer of Kentucky Fried Chicken (KFC), he was Senior Vice President/Managing Director of YUM! Restaurants International South Pacific from 2000 to 2008.[1] In April 2009, he appeared in an American commercial promoting the introduction of Kentucky Grilled Chicken to the KFC menu.[3] In May 2009, he appeared again in an American commercial to announce the ending of the free Kentucky Grilled Chicken that was promoted earlier. Due to overwhelming success, the company could not afford to honor the coupons, and Eaton had to announce later compensation for the coupons.[4] http://en.wikipedia.org/wiki/Roger_Eaton Roger Eaton became President of KFC Corporation in early 2008. Eaton is an international restaurant industry veteran and has been with Yum! Brands for 12 years. Prior to taking on the top job at KFC, Roger was Chief Operating and Development Officer for Yum! Since 2000, he has served as Senior Vice President/Managing Director of Yum! Restaurants International South Pacific (SOPAC). Earlier in his career, Eaton was Regional Operations Director of KFC SOPAC, General Manager of KFC New Zealand and Finance Director of KFC SOPAC. Under his leadership, SOPAC has had 27 consecutive quarters of profitable same store sales growth, as well as a consistent above target new restaurant builds. http://topics.wsj.com/person/E/roger-eaton/802 Roger Eaton serves as Yum! Chief Operations Officer, a position he has held since late 2011. Roger has also served as Chief Executive Officer of KFC U.S. after serving as President of KFC Corporation. Eaton is an international restaurant industry veteran and has been with Yum! Brands for 12 years. Prior to his roles at KFC U.S., Roger was Chief Operating and Development Officer for Yum! Brands. He has also served as Senior Vice President/Managing Director of Yum! Restaurants International South Pacific (SOPAC). Earlier in his career, Eaton was Regional Operations Director of KFC SOPAC, General Manager of KFC New Zealand and Finance Director of KFC SOPAC. Under his leadership, SOPAC had 27 consecutive quarters of profitable same store sales growth, as well as consistent above target new restaurant builds. http://www.yum.com/company/srofficers.asp CURRENT SITUATION OF THE COMPANYS COMPANY A: MCDONALDS http://www.aboutmcdonalds.com/content/dam/AboutMcDonalds/Investors/Investors%202012/2011%20Annual%20Report%20Final.pdf first paragraph COMPANY B: KFC http://www.yum.com/annualreport/ first paragraph meaning of a leader: A leader is a person who influences a group of people towards the achievement of a goal. http://www.vtaide.com/gleanings/leader.htm LEADERSHIP IN COMPANY COMPANY A: MCDONALDS Truly a charismatic and transformational leader, many attribute McDonalds turn-around in the past few years to the efforts of Skinner; not only did he revitalize the organization, but he reinvented the fast food business with a new vision and direction (Hume, 2007). Early in the turn-around, he was one of the architects of the Plan to Win initiative which renewed McDonalds core focus of store operations. His election to the CEO post provided some stability and faith for the organization. Hume notes that one of the key elements to his success was his vast experience with overseas markets that gave him great diversity exposure which was crucial for the global corporation. This diversity has definitely helped giving McDonalds a competitive advantage, and was paramount in the global communication between employees and customers (Daft, 2008, p. 334). One of his noted achievements during his tenure in regards to leadership was fighting the McJob stigma; he made employees feel important and began to promote the various positions in a brighter light through advertising campaigns (Hume, 2007). In terms of Mr. Skinners philosophy, he is primarily focused on customer satisfaction. He believes that is necessary to first meet customer expectations and then focus on the restaurants themselves. The philosophy also includes keeping things simple and manageable for each store while making sure that everyone is aligned around that one idea. The idea is directed towards making a good appearance, caring about how the restaurant looks and how you present yourself. Another important aspect of his philosophy is the fear of complacency. Therefore, he encourages creativity, but also wants to make sure that people do not lose track of the chains primary objectives (Hume, 2007). Thus, there is a strong focus on coming up with good, creative strategies, and then putting the full effort into successful execution. For Mr. Skinner, a companywide initiative is always a must, and never a maybe. Skinner is also a man of values and ethics: When McDonalds was blamed for the obesity problem, he helpe d direct the company to take responsibility and help create a solution rather than pass the blame. Thus, Skinner can be seen as a moral leader and symbol of doing the right thing for McDonalds (Daft, 2008, p. 169). Finally, one of Skinners continuing main goals is talent management and leadership development (Hume, 2007). This involves critical tasks such as reorganizing individuals into different roles and identifying potential leaders to be awarded additional responsibility. While many of the Mr. Skinners values are not easily discernable on surface, his leadership was seen at the restaurants observed. The care regarding customer satisfaction was most obvious, employees were always polite and the restaurant was very clean. During some observations, employees were seen talking with regular customers beyond the normal service interactions, demonstrating some level of intimacy between them. In addition, almost all employees seemed well mannered and presented themselves well. There seemed to be a high level of morale, even with the more menial and custodial positions, which was unexpected in a fast food restaurant. In many of the locations visited, there were employee recruitment signs on the door that listed benefits; however, the application process was online. While more efficient, perhaps a stronger focus on in-person recruitment would help improving morale and result in more applications. Improving Employee Effectiveness One may initially believe that there is not really much that can or even needs to be done in order to improve efficiency in McDonalds restaurants; however, good leadership involves constantly reinforcing a brighter vision of the future and increasing value for both customers and employees. An employee should not think that just because they cook fries or flip burgers, that they cannot make a difference. Rather, by encouraging creativity and leadership even at this lowest level, the next great executive may emerge. It is important to turn each restaurants employee into a productive team member. In order to increase productivity and employee commitment, we propose several measures. The first measure would be to create a program to encourage creativity among restaurant managers, owners, and operators. In fact, the iconic Ronald McDonald was not developed by Ray Kroc or anyone at corporate, but by the owner of a local franchise (Walker Scott). Rewards should be available for coming up w ith new ideas at the restaurant level. As owners and managers are the ones who are actively involved with the day-to-day operations, they have a greater vantage point for implementing successful changes. In order for such a program to be successful, there must first be some educational programs like workshops. At the regional level, managers and owners can be brought together and taught about creative ideas. This will encourage thinking outside of the box, and furthermore can introduce individuals to the practice of creative swiping, which is a process of copying the best ideas whether they be from within your industry or from completely unrelated fields (Peters, 1987). After properly motivating the owners and managers, there should be a trickledown effect to the restaurants employees. In addition to the trickledown effect of targeting the managers, we would take steps to directly motivate individual employees as well. On this front, one of the first steps is to truly understand each and every employee. Some employees may only be working at McDonalds temporarily, but for others this may be the only available job opportunity. For such individuals, they want to maximize their job satisfaction. We would implement a program similar to those in large corporations where employees are able to set specific goals and explain their rationale for working at McDonalds and what they expect from their employment. This process would show employees that they can do more than flip burgers, for example develop leadership and management skills which can be invaluable regardless of future career plans. Managers and/or owners would apply Vrooms Expectancy Theory in this case; the attention and treatment of each employee should be personalized (Daft, 2008, p. 235). Managers would theref ore develop a plan with each employee to increase his intrinsic satisfaction, while at the same time increasing that employees productivity. Building on our focus on individuals, we would also implement a scholarship and education program. We want our employees to represent us well within our restaurants and throughout the world. We would offer high school and college aged employees a greater number of college scholarship opportunities in return for quality work and demonstration of leadership potential. Younger workers are often harder to motivate directly, but the opportunity to have someone else paying for your education is always a great motivator. The program would reward quality work such as customer service and punctuality, as well as creativity and the ability to dream like a leader. Employees must be sponsored by a manager or owner and would have to write an essay answering a question that instigates them to think creatively about how we as a corporation could improve. This would motivate even the youngest and most inexperienced ones. In fact, this could create an upstream effect on the whole restaurant or corpor ation, increase team cohesiveness and help encouraging those who are older or in higher positions to also think about making the entire organization better (Daft, 2008, p. 239). The winners would make a positive impact on the organization and earn the extrinsic reward of a scholarship. In subsequent years, this would encourage other young employees to also pursue this opportunity, be a first-class worker and think creatively about the organization. http://www.managementparadise.com/forums/foundation-human-skills-f-h-s/221122-leadership-style-mcdonald-s.html COMPANY B: KFC

APN Interviews: Caring, Competency, and Compassion Essay

The healthcare system is ever changing and the need for advanced practice nurses will be in demand. I had an opportunity to interview two advanced practice nurses. Jolene and I met at her home in St. Charles, IL Jolene graduated from the University of Colorado at Denver in 2005 with a master’s degree in nursing and was granted the title: Family Nurse Practitioner (FNP). She got married and accepted a position as a Primary Care Provider at VNA Health Care in Aurora, Ill. VNA Health Care is a federally qualified health center serving the uninsured. In the year 2000, Jolene’s mother was diagnosed with breast cancer. As a loving daughter, she supported her mother through a cancer free journey today. From this experience, Jolene came in contact with all kinds of nurses and because she loves people of all ages, she became inspired to be a family nurse practitioner. I met Linda at her office at Women First in Aurora, Il. In 1974, Linda graduated from Northern  Illinois Unive rsity with her BSN in nursing. Linda worked many years as a nurse in woman health, especially in the OB Department at Provena Mercy Center in Aurora, Il. In 1980, after her daughter entered grade school, Linda decided she wanted pursue a master’s degree in nursing. In 1983 she graduated from the University of Illinois with a master’s degree in nursing and earned the title: Certified Nurse Midwife (CNM). Linda has worked in many in woman’s health practices with physicians and in 1997 established Woman First, Inc., which specializes in midwifery care and woman’s health from puberty to menopause. Linda entered nursing because with her mother being an RN she was exposed to nursing growing up. When she was working as a labor and delivery nurse at Provena Mercy Center and personally experienced midwifery care with her daughter’s birth, this inspired Linda to become a certified nurse midwife Jolene and Linda’s typical day in the clinic are similar because they see patients. In family practice, Jolene will see 40 patients a day, ranging from school physicals, to immunizations, to managing uncontrolled diabetic patients. At Woman First, their practice is different because of OB care. Along with providing routine health care to women, CNMs take an on-call schedule at the hospital to give labor support and help mothers deliver their babies. They also make hospital rounds with the practice’s inpatients and participate in committee meetings for woman health. Caring and Compassion ring through the practices of these two APNs. At the VNA Health Center, Jolene is happ y with her practice and the support she receives from the VNA family. She feels if she can educate diabetic patients, manage their care and listen to them, evidence from her practice shows the patients are more compliant. Jolene practices with in her role as a FNP meaning she takes a holistic approach: (mind, body, and spirit). Over 20 years Linda has pioneered midwifery care in the Aurora area. She was one of the first CNMs to deliver babies in the hospital setting using labor support and delivery of her patients. The hospital has supported midwifery are for more than 20 years. Linda loves being a CNM. She feels very fortunate to practice and give comprehensive healthcare to women and to empower them to make fully informed choices in their health care. Evidence has shown a decrease of cesarean sections and increases of healthy birth outcomes at Woman First. The APNs sit for certification exam based on knowledge and the need to practice safely in NP specialty area.  Jolene obtained certification from the American Nurses Credentialing Service (ANCS), a national certifying body. She received the title of Family Nurse Practitioner (FNP). Linda became certified through the American College of Nurse Midwives Certification Council (ACNMCC), and granted the title of Certified Nurse Midwife (CNM). Recertification for the FNP is every 5 years and for the CNM is every 8 years. Jolene and Linda have full prescriptive authority and may prescribe schedule II-V but require some degree of physician involvement. The medication schedule II-V involves controlled substances and non- controlled substances. Each practitioner has a DEA and NPI number. The DEA registration is required to prescribe controlled substances and NPI number is required on all non controlled substance prescriptions. Linda explained having full prescriptive authority gives her the freedom to practice midwifery care. Pregnant patients have the option to choose natural childbirth, a birth with some medication, or even epidural anesthesia. In order for APN’s to practice in certain situations in Illinois APNs need collaborative agreements. Jolene commented that she has a supervisory collaborative agreement with a family practice physician at the VNA health center.It is a legal document between the physician and FNP stating the relationship and similar unique practice skills of each individual. Linda has had a collaborative agreement with the same ob./gyn physician for the past 20 years. They have built a close professional and personal relationship to give woman excellent health care. The purpose of this agreem ent is having specific guides for CNM care, protocols and standing orders including prescriptive authority. Both women described their credentialing and privilege process within the VNA health center and at Proverna Mercy Center. Jolene went through an interview process with the human resource department and the medical director of the health center. She supplied them with her application, licensure, education, and documentation of experience and clinical competency. The process was different for Linda because clinical privileges at Provena Mercy Center involve a detailed processing. Credentialing is the first process; same as Jolene the credential and competency documents are supplied  through the HR department. The difference in Linda’s process, she received a recommendation from her sponsored physician and extensively interview with the medical review board. The result of the interview and information supplied is used to make a decision to grant privileges Both Jolene and Linda had a 90-day period of time focused on professional practice under their collaborative physicians. With ever-changing health care in APN practices active membership and participation is needed in professional’s organizations. Jolene expressed she is not a member of the American College of Nurse Practitioners (ACNP) because of personal financial problems. Linda is a member of the American College of Nurse-Midwives (ACNM). The example Linda gave was the ACNM is moving toward integrating certified midwives (CMs) with certified nurse midwives (CNMs). She is very interest in the legislation on this issue. Along that discussion I asked about furthering ones education to Doctor of Nursing Practice (DNP). Jolene commented in the future she would like to pursue her DNP along with her becoming a nurse midwife. The DNP is necessary because the APN scope of practice will widen and more education is needed. Linda received her DNP in 2012 at the University of Illinois. Linda took the clinician expert track in the DNP program because, later in her career, she may want to teach in the clin ical setting. Jolene and Linda are both passionate about their practices—and proud of their contributions to patient recovery. Jolene feels she has helped the underserved and enjoys the variety of disease management. She had a Hispanic man with uncontrolled diabetes. She expressed that patients with chronic diseases tend to have a fatalistic attitude. Jolene, through persistence, convinced him to seek nutritional consults and diabetic education, which caused the man to commit to be compliant and have healthy lifestyle. With Jolene’s help, the man realized he was going to die if he did not take care of himself. Linda contribution to midwifery and woman care is many years of delivering babies, not all deliveries are happy. Some babies are stillborn or babies are born premature, and some with undiagnosed congenital anomalies. Part of  Linda’s spiritual belief is that all babies are gifts from God and all life is precious. An example she related to me was about a Hispanic patient screaming in the labor room. The woman already received some medication for pain. The nurses were getting frustrated at this patient because of the constant yelling. This patient was not a typical midwife patient. Linda was on call when this woman came into the hospital through the emergency room with no prenatal care. Linda came to see the woman and sat down at the bedside and held her hand gently and stroked it her hand. The woman never cried out, Linda did labor support and delivered her baby. After the baby was born, the woman told Linda in broken English that when she touched her the fear lifted from her . It was a pleasure to interview these 2 caring professional women from different APN career paths. Learning about their inspiration entering nursing, sharing day to day details, and the emotion expressed in their compassion for each area of practice. Gaining knowledge of the educational and credentialing process to insure competency in practice and patient safety. Lastly, hearing the personal accounts of their contributions and rewards for giving exceptional patient care.

Did the Bretton Woods Conference help the world economy after World War II?

The occurrence of wars all over the world induced various alterations to the economic situations of all countries and states on the globe; therefore, the conclusion of World War 1 left nations without much of a choice but to work hard to improve their typical stable economies. This then led to the emergence of the gold mechanism, enabling world-class nations to have their economies stabilized once again. In this system, every nation’s currency had to gather the help of other nation’s money and mineral stores to a particular extent.However, the gold mechanism resulted in the breakdown of communications among the economies of nations, leading to the Great Depression which happened during the early 20th century (James, 1996). So the nations could negate the impacts of this financial distress, each country made initiatives to improve the efficiency of their goods and services due for exportation; this was meant to minimize the nations’ deficits through deflation of t heir money. This mechanism however, looked to be perfect only when the nation’s deflation level is quicker and more stable than others.The consequence is that the fighting for global deflation significantly increased, resulting to major losses of different businesses, tremendous lack of job opportunities, unfair inflation rates and the loss of trust on financial institutions. While certain meetings have been accomplished in the early 20th century to find solutions to the global financial dilemmas that have been the major impacts of the Great Depression, all of these meetings did not bore any significant results.After the conclusion of World War 2, the countries came to the realization of the immediate importance to establish a mechanism that will help control all operations of economies. Particularly, this very creative financial mechanism will take over the evaluation of global economic initiatives. This then led to the meeting at Bretton Woods in America. The significant ac hievement of the meeting is the establishment of two primary world institutions. The Bretton Woods ConferenceThe meeting in Bretton Woods happened in 1944, and there were a total of 44 nations present during the meeting. The main goal of this meeting was to establish changes and initiatives within global money flows and economic interactions. The strategy to establish the Bretton Woods mechanism was suggested by two leading economic experts during that period: John Maynard Keynes, a leading economics expert based in the UK, and Harry Dexter White, the American secretary of treasury.As stated by both economics experts, the establishment of the Bretton Woods mechanism is a daunting and difficult endeavor because the economic policies have to be agreed upon by each and every participating nation (Hallerberg, 2004). The formulation of the Bretton Woods strategy resulted to the establishment of America as a superpower. In comparison to other countries and taking into consideration the tr emendous consequences of the recently concluded World War, America still possess the financial stability that other nations crave for.Aside from having an astounding amount of mineral stores, the American money during that period was the money with the most stable buying privilege. The World War 2 relegated all nations based in Europe into having to suffer from huge financial deficits in spite of the fact that they had the most mineral stores given to America; therefore, the emergence of America as a superpower did not came as a shock to everyone. This situation was used then by the Bretton Woods mechanism in selecting the American currency as its primary monetary unit, upon which all member countries agreed in unison.The mechanism is under the control of two primary organizations: The International Monetary Fund (IMF) and the World Bank. These organizations had also been founded in America. The mechanism functioned through the application of stable exchange rates utilizing the Amer ican currency as the primary monetary unit (Bordo, 1993). The major mechanism that identified its functions was based after the strategic ideas of White and not Keynes. With these circumstances and with the other elements under consideration, the superb power of America over the Bretton Woods mechanism was obvious.Effectiveness in relation to its Objectives Based on the situations identified above, here is no doubt that the primary goal of the Bretton Woods is to give aids with regards to the financial stability of countries globally as well as initiate financial strategies for growing and emerging countries. These goals are primarily attained through the allotment of loans that can be attained by all member countries. The long duration of functioning of the Bretton Woods mechanism proved that these goals had been attained.One of the proofs was that the situations of global monetary currencies changed in accordance with level that most nations can afford in the previous and succeedi ng years. Aside from these, the Bretton Woods era also resulted in the establishment of unreal growth in terms of financial opportunities (Culpeper, 1997). It has also been proven that the growth of the financial opportunities during the Bretton period had been valuable. Specifically, the level of inflation was minimized in accordance to the basic level for each country excluding Japan.Through the initiatives of these organizations the goal of enhancing profit was attained as the development of GDP during that period had been larger as compared to any other economic period; moreover, the level of interests, with the help of the Bretton Woods organizations, is still strong and affordable. Aside from these tremendous benefits, the goals of both organizations had been attained through their consistent initiatives and application of beneficial economic policies, particularly for growing countries.For example, the World Bank has an organization under its control called Multilateral Inves tment Guarantee Agency (MIGA) which primarily offers loans to enable that start of various programs of the growing countries. Loans for political initiatives are also being given by MIGA in order to give protection for investors against abuse and corruption. This results into the fulfillment of programs since all delays caused by financial problems are being stopped. Through MIGA, growing countries are also able to encourage and manage their economic policies and programs, enabling the stability of their economies (Boughton, 1995).Composed of almost all nations globally, the purpose of the existence of the International Monetary Fund (IMF) is based on the provision of global economic interaction through the establishment of a global evaluation organizations, which will do all the monitoring, support and communications regarding financial dilemmas and current news. Its primary goal is to help in the emergence of global trade in order to attain profitable options and abundance of job opportunities. It is also the goal of the IMF to guarantee the fairness of the trading, thereby, eliminating the possibility of unfair competition.Its objective is also based on the deletion of complicated policies that prevent the establishment of payment mechanism for economic transactions (Helleiner, 1996). Most significantly, nations having economic dilemmas are provided with chances to solve them with the guidance of the IMF and its current economic conditions. The foundation of the World Bank is an integral factor in the worldwide economic mechanisms, especially among growing nations. As an important organization that provides economic support, growing nations are able to gain access to loans annually.Through its highly-qualified personnel, money and information database, the World Bank has the capability to help each growing nation towards attaining a manageable plan and program to counter poverty (Battilossi, 2005). The primary goals of the organization involve the enhanceme nt of the growing nations’ ways of survival as well as the deletion of mediocrity. Primarily, is objective is to manage the financial plans and programs of the growing countries and give ample financial aid.

Steve Jobs Commencement Speech Review - Free Essay Example

Sample details Pages: 3 Words: 1025 Downloads: 2 Date added: 2017/09/19 Category Business Essay Type Argumentative essay Tags: Steve Jobs Essay Study Essay Did you like this example? Javier Hernando Ortega Cuellar Universidad Nacional De Colombia Philology and Languages: English Written Communication IV August 20 – 2010 Steve Jobs Commencement Speech’s Review. â€Å"Im honored to be with you today for your commencement from one of the finest universities in the world. Truth be told, I never graduated from college, and this is the closest Ive ever gotten to a college graduation. Today, I want to tell you three stories from my life. Thats it. No big deal. Just three stories. † With these humble words, an American magnate and inventor, initiates an address which really shows the personal characteristics of a successful but simple man; who has learnt from every single event in his life and has followed his own heart’s feelings towards a likely future for himself. The speech is divided in three parts, as he said. Three different stories which converge in one idea – Do what you love and Love what you do – that is an invitation for every alumnus of Stanford University. Jobs takes his personal life lessons and shares his thoughts and experiences in order to encourage people to feel a real passion for their professions without caring about superficial matters. His first story is very revealing. It is called â€Å"Connecting the Dots† and while he advances in his narration, people are able to understand the real meaning of this title. Jobs talks about his parents; he was adopted by a couple who promised to his biological mother he would study in a university. It turned out to be that the university was Reed College, the place in which he studied only one semester and then dropped out. He had no idea of what he wanted to do with his life and it did not make any sense to spend his parents’ money in such an expensive college. However, he did continue studying, he studied calligraphy and he found this was beautiful and artistical, he found it fascinating. In this point we can  "connect the dots†. Every single dot is a meaningful event in his life and each one of these resembles its consequences in the present. Even though dropping a degree and studying calligraphy did not seem very promising, hese events made possible the creations of fonts for the Macintosh and this meant a transcendental trend for computers from that moment on. Jobs’ second story is about Love and Loss. This is a story that shows how an unpleasant happening in your life can lead you to new, and perhaps better, opportunities. Jobs says that he was lucky to find early in life what he loved to do and this had to do with the birth of Apple in his parent’s garage and its huge growth in a little time. When Apple was a whole company, Jobs was rejected from it; all of those years of effort and work had gone with the wind. Nevertheless, as he expresses, that was the best thing that could ever happened to him; it marked the beginning of one of the most creative periods of h is entire life. In this period Jobs got involved with the birth of Pixar and NeXT, which later would be his access to Apple again. In this period he also met the woman who would become his wife. Jobs argues that his love for his profession was the key to keep going, to start over and succeed again, so he invites people to find what they love and stick to it firmly. The third and last story is titled â€Å"Death† and it gives another useful tool to make decisions in life. As he tells how close he was to death because of a pancreas cancer, he gives two important advice: live each day as it was your last day and do not waste your time living someone else’s life. The first one is already well known, but Jobs speaks with authority because he was close to the end of his life and this made him understand that at the end of everything there is nothing left to lose. The invitation is about taking risks in life, being brave enough to follow your heart and intuition. This h as to do with the second advice, following your own rules takes you away from dogmas and believes which are nothing else but someone else’s thoughts. In the very final part of the address, Jobs describes a publication called â€Å"The Whole Earth Catalogue†. This book represented a bible in that time; it was made with neat tools and great notions. He found once a phrase under an advertisement with a picture of an early morning country road, he remembers it clearly: â€Å"Stay Hungry, Stay Foolish†. He was the same age as the alumni in the public and from that moment on, he wished that for himself. Thus, in that commencement day, he wished that for them. In this spot we can look backwards and connect the dots of the whole speech. If you want to know what will come for you in the future, analyze what you have done in the past and calculate the consequences of it. Do what you love and Love what you do is the main and guiding thread of the whole speech and is dee ply related with every single statement mentioned. First, without caring about the possible projections that any activity has, do what your inner voice tells you to; it already knows what is meant for you to do. Second, stick to this love and you will not be crashed for traumatic events in life; if you really know what you love to do, it does not matter how many times you fall, just keep trying and keep going with it, you will see how far you will get. Third, you love what you do, so it will worth to do it, even if it is the last day of your life. Different to waste your time by following external ideas which do not satisfy your own expectations. I consider all of these advice very accurate and wise while yet they seem obvious or simple. Simple things mean more than what any person expects. Don’t waste time! Our writers will create an original "Steve Jobs Commencement Speech Review" essay for you Create order