College Education Essay Example | Topics and Well Written Essays - 500 words

College Education - Essay Example Some of the most important aspects of a college education is an improvement in written and verbal communication skills, project management skills including scheduling and sticking to deadlines, and the ability to carry out broad interdisciplinary research. All these are useful in the course of a career and cannot be found to that extent in the case of a high school education. One of the most important factors that recommend college education is the recognition it has from the professional and the industrial world. Job providers use a college degree as a standard on which to evaluate a prospective employee. A basic bachelor's degree is a minimum requirement for most well-paying jobs in the industry, and there is a glass ceiling on those who do not have a college education. The U.S. is gradually moving away from being a manufacturing economy to a knowledge-based economy, and a bachelor's degree today has almost the same value as high school education had half a century earlier. In a gl obalized economy where more and more jobs are being outsourced to Asian nations, the only hope for a good job for a student is to take college education as an obvious option. Your college education keeps you company well into your career, in terms of skills that you learned which were not seen as immediately useful, but come in handy mid-career, when you are eying that promotion or considering changing jobs. It can be your safety net, sturdy enough to fall back on, just in case you come upon hard times in life.

MKT Assignment 02 Essay Example | Topics and Well Written Essays - 750 words

MKT Assignment 02 - Essay Example Gucci. Prada. Louis Vuitton. Coach. Herms. Chlo. Not anymore. Price - a meaningless word in accessories and leather product industry - is one now echoing deep. Interestingly, feminine sensibility has changed at industry's heels or, conversely, has prompted an unlikely change. Handbags - a long-standing feminine companion, a stamped LV projected for all eyes to see - have given way to shoes. In response to current crisis, major brands are working out marketing strategies stressing less on "new" and more on loyalty to existent classic offerings. Wall Street Journal Magazine qualifies current economic crisis as "Fact": Evidence suggests that after a long shopping hiatus last winter and spring, consumers have been tiptoeing back into stores to buy shoes, handbags and sunglasses, selectively [emphasis added]. (Bannon) "Selectively" is, in fact, telling. Indulgent consumers, losing huge financial assets, are psychologically speaking no longer interested in luxury per se but to keep up an image damaged hard in elite circles. In response, industry giants are adjusting to perceived shifts. Thus, a Prada bootie priced at $800+ during shopping splurge heydays now costs $495. Yet, bags are a standalone symbol for femininity - hence industry's, led by Louis Vuitton's, marketing strategy to enhance brand image of classic models. Saks Fifth Avenue and Chlo are following suit. Interestingly, an industry traditionally geared up to high-end, well-off, older consumers is currently turning to 18-to-25-year-olds stamped -by luxury industry - as "bunkie". Coach's Poppy - featuring sequins, jewels, bright colors, logos and metallics - is a clear example. Notwithstanding Coach's turn to, well, "bunkies" Poppy's features still retain an industry's hold [Insert Your Last Name] 2 on luxury values. Thus, in a mix of new market segmentation and pricing strategies, accessories industry eyes unlikely (untapped) markets during business-as-usual days. Yet, some big brands (e.g. Bottega Veneta) still refuse, at all costs, to compromise on price and stress more on quality and value. Consistently, Italian manufacturers show reluctance to offshore - an indication of still entrenched Italian all-in-the-family business culture. Major retail stores in major markets such as U.S. have, however, responded more briskly catering to more diverse global consumer segments. Indeed, one great opportunity current economic crisis offers to accessories industry leaders is including broader global market segments formerly inadequately served. Historically, market segments for accessories industry have taken as central to global marketing strategy North America, Western Europe, Australia, and Russia. As part of global marketing strategy, global brands such as mentioned above have enjoyed constant featuring in major fashion weeks in Paris, London, Milan and New York. Comparatively, little attention has been directed to emerging fashion weeks in Middle East (e.g. Dubai Fashion Week) and Indian Sub-Continent. In current global economic situation rethinking global marketing strategies becomes a mandate not only for expansion and growth but even for survival as global tastes

Career Planning in Human Resource Management

Career Planning in Human Resource Management Untill recently talents or employees can join an organization with the expectation of staying there for their entire career, now life long careers are a thing of the past. Employees lacking worldly experience and understanding still believe that they are immune to the ongoing reductions because they are doing a good work and adding value to the organization. However rapid technological change, increasing completion, relentless restructuring and downsizing mean that high performance no longer protects the employees form the termination or dismissal. People increasingly will move from one opportunity to another opportunity without regard to the traditional job boundaries. Realistic career planning forces employees to foresee problems and opportunity and to be proactive. Career planning and development involves two process of career planning and career management. Career management is integral to Human Resources planning. But Human Resources planning and career management do not exist or are not integrated in some organization. Career planning and development should be seen as a process that aligns the skills and interets of the employees with the need of the organization. This means that career must be strategically managed so the skills that are demanded by the organization strategic business objectives are understood and a workforce with a matching profile of skills is developed. Career planning and development play an important role in ensuring that the organization has a knowledgeable workforce together with a competitive advantage. Human Resources planning and career planning and development The important reasons why organisation and employees are paying more attention to career planning is because there are EEO legislation and AA pressures,employees educational level and aspirations are rising, employees are more concern about their quality of life, employees are transiting from vertical careers to lateral careers and a global talent war is created by the shortage of skilled workers. Components of Career planning http://www.docstoc.com/docs/8714685/Career-Planning-1 The Goal: Matching individual and Organization needs A career development program should be viewed as a dynamic process that matches the needs of the needs of the orgazation with needs of employees. Employees responsibility Each and every employee should be concerned about his her own career planning and development, but many employees ignore this , preferring it to leave it to the organisation.By adopting such a passive stance employees give up their future career by limiting their future employability.This reduces the employees chances of achieving their career goals.Therefore employees has to take initiate in finding such oppurtunities and ways for career planning and development. Though some of the organisation provide in house traning and develop, this is often provided for the purpose of the organisations needs and not for the needs of the individual employees.Individula career planning menas that employee him/herself should find his/her own vocational interests,weakness present skills, ability levels and finally the career goal. The Organizational role http://www.authorstream.com/Presentation/shengvn-65920-session-8-career-development-education-ppt VERY IMPORTANT Effective and proactive HR manger will recognize the importance of the career planning and development and will satisfy the organizational and employees needs.If the HR department is fully awrae of the organisation HR needs,career chances and traning and development oppurtunities than the HR department is well placed to promote career planning amoung employees ORGANIZATIONS NEEDS Strategic Operational Current competencies Employee turnover Future competencies Absenteeism Market changes Talent pool Mergers, etc Outsourcing Joint ventures Productivity Innovation Growth Downsizing Restructuring INDIVIDUAL NEEDS Personal Professional Age/tenure Career stage Family concerns Education and training Spouse employment   Promotion aspirations Mobility Performance Outside interest Potential Current career path CAREER MANAGEMENT What is career development? Career development is which an individual takes personal improvements which he/she undertakes to achieve a personal career plan.Career development is also important for the organisation to create and maintain a continuos learning environment. Factors in career development For a successful career development and growth include the following important factors. Exposure: if the employee wants to succed, the employee has to become known to the top or the senior management.Employees can be known to the senior management through performing superior work performance, giving presentations, report writing, taking initiate in and involveing organizations special events in organisng and arranging them in addition individually involveling company training and development programmes and social events. Performance: Employees who perform the job up to the management expectation will be well recognized by the department heads and the senior management, but employees who performa badly will also be rescognised but for the career development oppurtunities are less likely to be offred to them. Qualification: Strong correlation exsists between graduate earnings and the experience and the konledge that they have. Employer reputation: Some organisation have an strong reputation that is well known around the globe as breeding ground for high potential employees.Therefore employees getting a job in these companies will be an important factor for a successful career and for a long term employability. Mentor: Successful managers will have a mentor or a sponsor who helps advance their career by offering advice, providing instructions and opening career oppurtunities. Benefits of Menotoring Mentoring provides the structure for the groeth and development of all employees within an organisation. Mentoring plays an important role in motivating the employees and improves the employees job satisfaction. Mentoring also helps to impress the corporate values of the organisation. Mentoring also helps to avoid discrimination over women by helping them to overcome the gender related barriers to advancement. Helps companies and organisation to encourage and capitalize on diversity by identifying talents. Women sometimes find them excluded from mentoring, this is because mentoring is repetadly or frequently based on personal relationships that is built outside the working hours. Development: Rapid expansion of skills and knowledge makes the employee more valuable, where the employee will be more attracted and appreciated by the management. Language skills: The internationalization of business and the development of global business, business organisations seeks employees that not only speak English fluently but competency in a second language, and the more languge the employee know the more the better. Networking: It is extremely important for the employee to maintain or build a network of contacts with the people who are likely to be useful for the his/her career devellopement. Goal setting: A succeseeful career planners are extremely self motivated.The have pre identified what goels they need to achieve and what they have to do to reach and achieve it. Computer skills: Computer literacy is an important skill, having that far better than other l is a competitive advantage amoung other employees.Intodays world high skilled employees must be technology capable. Fainacial planning skills: To savvy employees understand that there is no life long employement gurantees. Apperance: Apperaence plays an important role in compensation and career success. Factors involved in career development system Needs In this step it defines the present system.It involves conducting a needs assessment as in a training programmes. It estabilhes roles and responsibilities of all employees and the organization.By identifying the needs it helps to establish, the target groups,mission or philosophy of the programe,cultural parameters, determine organisation receptivity and commitment and support for the career development. Vision The career system need to have a relation with the intervention. The vision creates a longterm philosophy. Design intervention for the organization, its employees and managers. Organize and make nessecary career information that is required to support the programme. Establish the objectives of the programme. Action plan To achieve the vision an action plan must be developed.And also the top management support is nessecarily important. Create a survey programme Establish a consultancy or advisory group. Asses resources and competencies. Involving the advisory group in the programme design, implementation, and for the evaluation and monitoring. Results Identifying Career Opportunities and Requirements Begin with competency analysis It is important for any organisation to learn its jobs carefully in order to identify and assign weights to the knowledge and skills each one requires.This can be achived with job analysis and evaluation systems such as those used in compensation programs.The system used at sears measures three basic competencies for each job, such as the know-how, problem solving and accountability.Know how is divided in to three respective categories of knowledge: technical, managerial and human relations.Problem solving and accountability also have different types of dimensions.The scores of each of the above competencies are assigned to each job and total value is accumulated for each job. Identifying Job Progressions Once the skill demands of jobs are identified and weighted according to their improvement , it than possible to to plan job progressions. Employees without any experience (new employees) will typicall assign a starting job. When the employee get experience from the current job, than the new employee can be promoted to a post that requires more knowledge and skill. most organization concentrate on developing job progression for managerial, professional and technical jobs.But these organizations also can develop job progression to types of jobs.When job progressions are develop it serve as a baisi for developing the career paths of the individual employees. Organisation can also make informative and attractive brouchers providing information in regarding the career paths that are available in the organisation for the employees. Recognize lots of possibilities Career development and planning systems were once primaly focused on promotions and advancement. However in todyas ever changing business ennviroment and the flatter o organizations and employees career development can occur in several different ways, which includes transfer to a from one place to another, demotion due to lack of competence and experience and job promotion to a better position or to a senior position within the organization. To provide the above possibilities HR policies have to be flexible enough to adapt and willing to help to support the career change. Promotion Promotion is the change from the current position to a position that is high level within the organisation assigned with more responsibilities. The position that was promoted provides the employee lots of benefits based on the responsibilities; it increases the pay, RR etc.The three principal criteria for determimg promotions are merit, seniority and potential. Transfer A transfer is the placement of an employement of an employee in another job for which the duties,responsibilities, status and renumerations are approximately equal to those of the previous job.A transfer can provide an individual to prepre for an eventual promotion.Trasfers make the path way for the employees to aquire more knowledge by tranfering from one organisation to another, to a different group, transferring to aboard or work shift.A transfer can also be a demotion, which the employee moves to a low level postion from the current position that can provide development oppurtunities. Relocation Services Relocation services include a range of internal business process that the HR department engage to transfer the employee, employees famility or the entire department to new work location.Relocation also include help in moving, selling a home, learning a new culture etc. Outplacement Outplacement is type counseling that is given help the employees that are terminated to locate or find a new career.The consultation provided by the consultant vary but it includes, career evaluation, termination procedures , phycological appraisals, interview traning preparing resumes, certain techniques to search for jobs etc. Dual Careers As more women are entering the workforce HR managers has to develop specific policies and programmes for accomodationg the dual career aspirations of employees and their spouces.HR mangers has to particularly pay attention to the implications of an employed spouse when providing career counseling to an employee.Dual career couples need to be flexible , to be mutually committed to both careers to adopt coping mechanisums to develop the skills of career planning.Therefore inturn organisation can provide flexible work schedules, effective career management, counseling, child care support etc. Career plateau Career plateau menas that high points in ones career where the probability and the motivation is minimal.When this happens the employees finds it difficult or trapped which it unables to achieve further advancement.If an employee is avoide plateauing it is difficult for the employee to get adapated and develop in the face of change or transition. Intodays business environment employees are now reaching pletaues earlier than before, it is extremely important for the organizations and individuals today to prepare to cope with the phenomenon successfully.and most importantly when there is sign of impending plateuea are observed. Significant decline in the competiveness is less if the organisation accept responsibility for employee development and if the employees are willing to invest time for their development. Work family conflict Work family conflict is commonly exsisting isn dual-income family and single parent family.People today are facing problem in identifying the deffrence or what is meant bu success and how to balance work and family.Specially for women it is difficult to balance the work and family responsibilities because the job demand competes with the traditional family demand being the mother, wife etc.Other than women, men also face the same problem if they place the family first, therefore they have to face lots of problem with their co-workers and with the company. http://www.scribd.com/doc/18002097/Career-Planning-and-Development What is career management? Career management is the process of designing and implementing goals, plans and strategies to enable the organization to fulfill the employee needs which this allows the individual employees to achieve their career goals. It is also the process whereby the employee indentify their own interest values and their own weakness and strengths And also the individuals establish action plans to achieve their career goals. .In todays global world each and every organization felt the need of career planning and development. The reason why career management is important because if the organization fails to motivate their employees to plan their career, the organization will face the following issues, such as loss or shortage of employees to fill the vacant positions, commitment by the employees become lower and high training cost. The career management process includes: Self assesement: employees determine the values, interests,aptitudes and dehaviroual tendencies.The self assessment is uaully involves phsycological tests. Reality check: Using the available information employees identify how the organisation or the company evaluate their skills and knowledge and where they fit in the companys plan. Goal setting: in this process employees establish and develope longterm and short term onjectives. Action plan: After the individual establish his/her goal, the individual developes an actional plan determimg how they will achieve their short and long term career goals. Employee role in career mangement The employees individually has to initiative to ask for feedback from managers and peers in regarding their skill in the work place and their strengths and weaknesses. This will help the individual employees to further improve their performance where improvements is needed. The employees have to seek challenges by gaining exposure to a range of learning opportunities. The employee has to Interact with employees from different work groups and organizations inside and outside the company environment. The employees has to create visibility through good performance skills HR managers role in career management The HR manager to provide relevant information to the employees in regarding the training and development opportunities that are available in the organization. The HR manager has to help the employees for to search for jobs. The HR manger is responsible to provide counseling services to the employees who have career related problems. Organization role in Career mangement Oraganizations or companies are responsible to provide nessecary resources needed by the employees for their career planning. Career planning workshops Workshops offer similar experiences that are provided in the workbooks.Comparing to workbooks, workshop has several advantages to employees, such as the employees has the chance to dicuss their ideas, concerns, attitudes and plans with others in similar situations.Diffrent workshops has different focus. Some workshops focus on the employees current job performance and development plans.And some focus on broader life and career plans and values.Career workshops assit the employees to learn how to make decisions, find career planning information, set career goals and bbuild confidence and self esteem within the employees. Career planning workbooks These workbooks are prepared by the organization to guide their employees through systematic self estemm of values,abilities, personal development plans and interests. Career couselling Career counseling is usually done by HR department. Career counseling involves talking with employees with their personal interests and goals, about their current job activities, their personal skills and career development objectives.In some organization career conselling is done annually and partially.Career counseling is usually  voluntary.

A Clean, Well-Lighted Place by Ernest Hemingway :: essays research papers

A Clean, Well-Lighted Place by Ernest Hemingway "A Clean, Well-Lighted Place" by Ernest Hemingway is a story which emphasizes on three age groups that each have a different view of life. By analyzing the three different points of view, we see Hemingway’s perspective of an old man. The short story is about an old man that sits in a very clean bar every so often who drinks away at two o’clock in the morning and is the last one to leave. There are three waiters: one is a young man, one is an older gentleman, and the last is a very old man. All the waiters see him in a different way based on their age. The young waiter was in a rush to close the bar an hour earlier because there was only the lonely old man in it. It was two a.m. and the bar is supposed to close at three. This young man throws the old man out of the bar just so he can go into bed with his wife. The young man has absolutely no respect for the older man who is deaf. He yelled at the old man saying, "You should have killed yourself last week." The waiter treats him like an obstacle as if he is slowing down his life. The second waiter introduced is a middle-aged man. He does not say much, but it seems as though that this is because he does not want to get in a fight with the younger waiter. All he does is ask the young waiter questions, as if the middle-aged waiter was sort of stuck in a catch twenty-two. The middle aged man felt for the old man but could not express his feelings to the younger waiter. Lastly, there is the old waiter. He is some where around the age of the old man that sat at the table. He definitely feels for the man at the table because he knows what it is like to be old and lonely. The waiter says, "I am of those who like to stay late at the café, with all those who do not want to go to bed. With all those who need a light for the night." The waiter knows that the café/bar is a very nice place for people at night, especially the old, because it is clean and well lit. He says, "Each night I am reluctant to close up because there may be someone who needs the café.

Survival of Pi

In the novel Life of Pi, Pi goes through an unexpected journey for 227 days that adjusts his morals and needs to survive. Pi depends on his survival by over looking his morals, having faith, and creating his own version of the situation rather than facing reality. The human mind will go to great lengths to escape itself out of traumatic real life situations. Survival is the state of continuing to live or exist, typically in spite of an accident, ordeal, or difficult circumstances. Pi is faced with a serious situation involving death of loved ones, and the need to survive.The actions humans do to survive seem extraordinary and unimaginable. Pi’s needs to survive alter his life style. To begin with, Pi grew up a vegetarian as well as his brother Ravi, and his mother. The whole journey, Pi was surrounded by food and water but unfortunately the water was salt water so it was undrinkable and Pi could not apprehend any fish nor wanted to eat any. Pi had to depend on fish and turtles to give him some nutrients for survival. Pi believed eating meat was morally wrong. In Pi’s second story, he was surviving on the boat with a young sailor, a cook, and his mother.The cook could no longer sustain his humanity and he turns to cannibalism because he considers it the last option. The whole journey, before Pi was stranded on the lifeboat he was given food, water, love, and all the essentials to survive. On the lifeboat Pi fended for himself and had to change his morals and lifestyle to survive. Once Pi survived his journey and was interviewed by Mr. Chiba and Mr. Okamoto, Pi informs them, with: â€Å"I know my survival is hard to believe. When I think back, I can hardly believe it myself. † (223) Pi was against all odds of his journey to live, and survived.Faith is an important factor of Pi’s survival. Furthermore, faith is a significant factor in Pi’s survival. Pi should have passed away several times but faith kept him remaining on his jour ney. Pi is unsure of what religion he believes in. He is Hinduism, Islam, and Christian. Pi believes all religions lead to the same God. Without faith, Pi would have given up multiple times but Pi knows his life has a meaning. Pi understands out loud, â€Å"Only fear can defeat life. † (161) This quote explains how Pi believes faith can keep you surviving as long as you have faith in yourself.After the ship sank, and Pi remarkably survived he verbally realized, â€Å"Every single thing I value in life has been destroyed. † (108) The trauma Pi is going through is fierce and too much to tolerate. Pi lost all of his family, left his home and friends, and is now gone astray out at sea. He has lost everything and anything close to him. By believing in the three different religions, Pi shows that he is strong with a high spirit, which helps him survive out at sea. Pi had knowledge from three different religious groups, so he always had help and a solution to all of his probl ems.Faith is powerful. Faith gave Pi a reason to keep going and not to give up. Lastly, Pi created a ‘second story’ so he didn’t have to face the reality. People can often prepare a story to convince people and themselves that it actually happened, so they can escape reality and believe in this fantasy. Pi created Richard Parker so he didn’t feel alone; Richard Parker was a figment of Pi’s imagination. Richard Parker is the will inside Pi for survival. Richard Parker was Pi’s fighting source. Richard Parker killed the hyena after the hyena killed the zebra and orangutan in the second story.Richard Parker only comes out of hiding when Pi becomes angry after seeing his Mother (orangutan) and young sailor (zebra) be killed by the Chef (hyena), I think when Richard Parker comes out of hiding that demonstrates Pi’s fighting source coming out of his personality. Throughout the book, aspects of Richard Parker come out in Pi. For example, Pi s tarts eating meat even though it is against his morals and beliefs, his personality becomes strong like a tiger because he becomes in charge and doesn’t let Richard Parker take control.Pi created the second story and Richard Parker so he could escape reality. Pi would not have been able to survive without Richard Parker. Richard Parker killed the chef for Pi. Without each other, Pi and Richard Parker would have died. In retrospect, Pi survived under adverse and unusual circumstances. Pi would have not survived without overlooking his morals, having faith, and creating his own version of the daunting situation. The actions humans do to survive seem extraordinary and unimaginable. Pi’s needs to survive alter his life style.

Burton Snowboards: A Marketing Assesment Essay

Snowboarding is a wintertime sport that is rapidly growing in popularity. The founder of the sport, Jack Burton Carpenter, is amazed at the success of the snowboarding market and contributes the success of the market to his determination of foreseeing snowboarding becoming a popular winter sport. The following assignment will describe with specifics the environmental forces influencing the snowboarding industry, the differences in marketing goals in comparison to Burton Snowboarding’s early years with that of today, and will describe each element of Burton Snowboarding’s marketing mix. The environmental forces influencing the snowboarding industry includes the following: Demographic: Baby boomers will retire or have already taken early retirement; therefore recreational activities will increase greatly. Recent retirees will give up most of their spare time, (that was normally set aside for work), for leisure and recreational activities. The snowboarding market is targeting teenagers’ usage of their products. Therefore, if the snowboard industry wants to keep the teenage audience interest in their products they must maintain its image. In order to keep their image safe, the industry must sell to high profit organizations and not low budget markets such as the bi-way, (who knows what the bi-way would want with snowboards but it’s a good example of a low budget market). Economic- Business Cycle: Sales of snowboards will be high during times of prosperity, (when the economy is at its peak). Adding more appeal on snowboards, (examples: a new look, upgrade, new products and more uses for the product), during times of prosperity in the economy will help to expand the snowboard market. Widening the snowboard market makes the consumer more aware of the product and thus adds to the sales on the product. Economy- Inflation: Since the majority of the consumers buying snowboards are teenagers, inflation rates will affect their buying power. Teenagers receive minimum wage and thus will not have adequate funds to purchase a snowboard  for recreational expenditures. Social: People are more concerned then ever about being healthy and fit and more and more people are looking to new unique ways of getting their health needs met. Location: The snowboarding market must be situated in or around accessible snowboarding facilities or areas. E.g. Ski resorts, mountainous regions and places that receive an adequate amount of snowfall. The elements of marketing mix that Burton snowboards cover includes price, product, and distribution, marketing communications and customer service. The following is a more specific outline of each of the marketing mix elements. Price: Burton Snowboards range from $300-$1000, more expensive then low named brands but shows that quality, effort and workmanship has been placed into the creation of each individual board. Product: Burton added a new line of protection equipment for the upcoming snowboarding season, including such products as: styling helmets, pads and hats. The helmets are improved from last year’s models and now contain: venting ports, micro fit adjustments, a wide-angle view (for safety) and removable earpieces. Distributions: Burton snowboards can be purchased at any local retail that specializes in snowboards, (the locations nearest us includes: Sports Swap 2045 Young Street and Sporting Life 2454 Young Street), and at ski resorts allowing snowboarders (rental only). Marketing Communications: Burton Snowboarding has created an image that is appealing to teenagers. Burton is using this image to attract this age group by advertisements, Internet sites, and articles in popular teen magazines and by sponsoring local youth events. Customer Service: Burton Snowboarding has created a safer snowboarding experience for its users, by introducing safety products such as helmets and pads. In the early years of developing the snow boarding industry, Burton tried to gain acceptance from fellow skiers. Burton tried to persuade ski resorts of allowing snowboarders to use their ski resorts. Burton got its big break in 1983 when Vermont Stratton Mountain allowed snowboarders to use its slopes. Burton hoped that by opening opportunities to snowboarders on ski resorts that the sport would gain acceptance from the consumer, and thus open the snowboarding market.Burton is now at the leading edge of snowboarding, and its products cover the largest variety of boards, ranging from: Free riders, pipe boards, novice and expert lines of boards. Burton also sells snowboarding equipment along with its line of boards; this helps with consumer’s convenience and helps to gain more profit for the company. Burton has put together a non-profit organization that helps under privileged kids learn to snowboard. All equipment and professional instructing are available. Burton hopes to promote the product and show the consumer that it cares about the community, all which will reach more target markets