Impact of Tourism on the Hula

Impact of Tourism on the Hula Introduction: The performances of Hula represent traditions, histories customs of Hawaiian Culture. The nature of tourism industry impacts on the art of Hula as the performance is represented. The representation of Hula is modified and reduced to meet tourists expectations.ÂÂ   When most tourists think about Hula, the first impression in their mind is the head moving Hula dancer doll which is placed on the dashboard of American cars. Hula is being performed knowing the knowledge and the interest level of the tourists about the Hawaiian culture. Traditional hula was performed by men and women together, however, now only female dancers perform on stage wearing coconut bras and grass skirts, therefore, the Tourist Art is a useful term to describe the representation of Hula at tourist venues in the Asia-Pacific region. (Brush, 2005) Hula is ancient Polynesian dance which is performed by chants bodily gestures. This dance form was developed by Polynesians who settled in the Hawaiian Islands. Hula has become the symbol of Hawaii and the culture of Hawaiian people. The hula is performed by both men and women but as per the claim of Hawaiians, it was only performed by the men. The Hula only represents the dance form of Hawaiians, all other Polynesian cultures have their own dance forms. For example, The Samoans dance form is called the sasa or lapalapa, the Maoris dance form is called haka, the Tongans dance form is called lakalaka and the Tahitians dance form is called aparima. There are many types of hula in the Hawaiian culture but two main types hulas Hula Auana and Hula Kahiko are more famous than the others. Hula Kahiko is an ancient form of hula which was performed by the Hawaiians wearing traditional costumes and signing ancient chants before western came to Hawaii. Hula Auana was developed with the involve ment of westerns in 19th 20th century. This art form was performed with the westerns outfits and musical instruments like guitar and drums. In the 19th century, with the influence of Christianity hula started disappearing and became a forgotten art. The hula was changed and recreated drastically in the beginning of 20th century and became a commodity performed for tourists, such as the Kodak Hula Show. The traditional hula was preserved by only a few practitioners in the community. (Lakainapali, 2004) The tourism industry developed in the mid of 19th century with the advancement in the aviation industry. And with the same new class of people called Tourist was born with the desire to explore the world and different culture. The hula was transformed into Tourist Art when it became a paid performance to entertain the tourists. The Royal Hawaiian hotel changed the performance of Hula to increase tourists interest into how and who can perform the Hula in front of the tourists. The normal tourist was looking to visit Hawaii in search of Island Life and how Authentic people live with nature and live their life. The tourists were visiting Hawaii to see the life before modernization. So the performances were recreated in order to increase interest level of the tourists which alienated locals and the local Hawaiian people started thinking that these performances are only designed for the tourists only and it created a negative impression. To the Hawaiian people the image of hula girl is de meaning. Tourists believe that the hula girl and represented hulas are Authentic Hawaiian. However, These performances are nothing but the adopted version of the original hula. Another reason for the hula modification was to manage and complete the hula representation on time and within the tourists time schedule. The tourists are visiting Hawaii for the limited period of time where they expect to know about Hawaiian life and culture as much as possible. As their time is divided among different activities they are going to do on the island, they have very limited time for the hula performance. The traditional hula was unnecessarily sexualized and made sensual, the movement of hips and legs in dance steps are seen as sexual by the visitors. As per the writer Molly Brush, till 1950s the hula was transformed totally into tourist commodity. In 1920s the hula was performed in the theaters in solos, this performance was performed by mainly local Hawaiian people in Hawaiian language and dances were allowed to have their original look which made hula authentic. However, in 1950s the hula was shifted to outdoor stage and was performed by a large number of dancers. They also added the Tahitian fire dance into the performance to increase the element of interest and entertainment. The hand movement and gestures were changed and by the time it was no longer preference of individuals, all the dancers had to move hips and hand gestures at the same time. Once the hotel started charging the tourist for the for the hula performance, it became the most profitable tourist attraction. The tourist from 1920s was not looking for entertainment; they were in search to know the culture. The tourists wanted to see every dance to perform hula as per their own creative ways and ideas.ÂÂ   However, now it was converted to solely entertainment. (Brush, 2005) On October 12, 1963, the theme park was opened in Oahu Hawaii with name of the Polynesian Cultural Center. The PPC was established by Mormon Church in forty acres of land with theater, gift shops, restaurants and the seven Polynesian villages representing the culture of different Polynesian islands such as Hawaii, Samoa, Fiji, Tahiti, Tonga and Aotearoa. Each village was build with the different replicas of different islands demonstrating the crafts, daily customs and arts. The PCC claimed itself living museum and preserves and demonstrates and art and culture of Polynesia. (Purpose And History Of Polynesian Cultural Center) The center started charging tourists forty dollars and promised tourist to show the islands as they hoped the way it would be. However, these activities were performed by the Mormon Church College students who are pretending be real Polynesians and doing traditional activities in authentic native dresses. The PCC was started getting criticism from historians and anthropologists for earning revenue in the name of preserving culture and authenticity. As per the writer T. D. Webb, tourist art is the art which is recreated for the tourists and the purpose of this art to provide entertainment, souvenirs, and mementos to the tourists. The intention of producing a Tourist art to gain economic benefits and to increase business based on cultural tourism. The PCC and The Royal Hawaiian Hotel has produced this tourist art to create audiences which are the tourists and to earn revenue out of it. The article of Molly Brush was in brief about how hula was modified from 1920s to 1950s and how the changed tourists requirements changed the form of hula. The idea and definition given by T.D. Webb seem more comparable to the term tourist art.ÂÂ   (Webb, 1994) The authenticity means which is original, real and genuine. However, everyone has a different argument when it comes to authenticity in the tourism. It is very difficult to create cultural tourism which is suitable to all tourists needs. Authenticity is divided between two forms, product, and experience. The authenticity of the product can be easily measured such as crafts, carvings, and paintings which a tourist can buy in a physical form. And the other form of authenticity is experience, which is very crucial, this authenticity can be in form of plays, dances, and culture that tourist can see and feel. In the 19th century, when tourists interest increased in Hawaiian culture, the Royal Hawaiian Hotel started performances of hula as a commodity as a staged authenticity. Staged authenticity is when host organization recreates the form of a culture which is representing local culture, values, and lifestyle of the local people. Culture, values and traditions are valuable to local peopl e which are being ignored and beings less important against that tourist wants to see and would like to pay for. (Taylor, 2001) Conclusion: The commoditization of hula is the result of religious changes, modernizations and colonialism. And the Royal Hawaiian Hotel took the opportunity and changed hula performance into commodity. The most tourists visiting Hawaii are interested in Hawaii Culture and would like to know the authentic culture of Hawaiian people. The regular tourist and Hawaiian people, who are leaving in Hawaii from many years, are disappointed that the hula is being forgotten art and they are unable to see authenticity. Many native Hawaiian believes that its very important for tourists to respect Hawaiian culture and for the same the tourists should experience the real native Hawaiian culture. Tourism plays very important role in recreating the way tourists will know the new culture and different people. Its a responsibility of people who are involved in tourism business to present correct way of cultural tourism. They might claim that tourism has increased visitors in Hawaii and its beneficial for the econ omy of Hawaii, however these businesses had only created jobs in Hawaii as Waiters and Maids. The performance of hula can be impressive even without sexualized costumes.

Why Did Hitler Hate the Jews?

In this book the end of more than three decades of historiographical research on Nazi Germany is talked about by one of the period’s most distinguished historians. The book brings together the most important pieces of Ian Kershaw’s research on the Holocaust for the first time. The writings are arranged in three sections—Hitler and the Final Solution, popular opinion and the Jews in Nazi Germany, and the Final Solution in historiography. Vail-Ballou Press. Binghamton, New york. In this book, Anti-Semitism that spread quickly is talked about.The author, Yehuda Bauer shows how Hitler’s actions affected the Holocaust in a way that anyone could understand. Survivors of the Holocaust are also introduced in the book. History about concentration camps, the inmates of them and stories told by inmates are told to readers. Scholastic Inc. Danbury, CT. 2001. This book shows inside one of the most tragic events of history, the Holocaust. It gives you a description of t he history of the Jews, Christians and the history of Anti-Semitist. David Crowe allows you to see how Adolf Hitler was able to bend to the mind of many Germans and Nazis. 008 Westview Press. Boulder, Colorado David M. Crowe. In this journal, Hitler’s Anti-Semitism is shown through many different views. Some people have recognized Hitler’s actions against the Jews as pure evil and nothing more or less. Many see his actions as simple immoral. Whereas others believe that you could look deeper into it, as if there are deeper reasons behind Hitler’s morals. 2008. Analytic Press, Inc. Hillsdale, NJ. In this book, the top 10 choices of history to Ian Kershaw are chosen. A choice by Hitler happens to be one of them.Although it may seem as if it has little to do with his hatred for Jews, it plays a part in the war; which would tie it in with his Anti-Semitism. Hitler decides to declare war on the U. S. after the attack on Pearl Harbor and it turns the odds against him. Important decisions are told about not only Hitler but Stalin, Roosevelt and etc. 2007. The Penguin Press. New York, NY In this online passage, one would say that Hitler’s hatred for the Jews was from jealousy. He was an aspiring artist and at the time many Jewish people were getting the spotlight in the artistic field, which Hitler didn’t like.He did not want politics soiled by Jewish people and believed that an Anti-Semitist economy was best. http://www. jewishvirtuallibrary. org/jsource/Holocaust/hitler. html Martin Gilbert narrates the story of Jews during the time of WWII in the form of a picture book. This book shows the good days, the bad days, the horrific days and the days where Jews were uplifted and joyful. The tragic history of the Jewish people during the Holocaust is seen through the books in picture form, allowing one to understand the record of the Jews during the 20th century. Schocken Books. New York, New York.

Obesity With Emphasis On Childhood Obesity - 2278 Words

Since physical activities can help a child and obesity and illness from child obesity, keeping a child active and healthy can eliminate on child obesity. What is becoming a widespread in young children these days, childhood obesity; it is on the rise and we must take care of this issue now? The topic that was chosen to discuss was obesity with emphasis on childhood obesity. The reason that I chose to discuss this topic is because I am a teacher for young child with an Early Head Start program and we strive to educate the children about safety, development, health, etc. Health is really important for children as they grow, it helps to develop the body and the brain as well. I was always told that you have to watch what types of foods and drinks that you intake because it can be hazardous to your health. Working with children has always been a passion and one day I would hope to continue on after the completion of my degree in Education and or my own center. Since schools, most fast food restaurants and parents seem to play an essential factor in the conflict with youth obesity, it is important that educators are aware of the health risks and it is important that educators learn what can be done to change the state of affairs when it comes to the health and nutrition of children. As an educator, it is important that I am able to educate the children and t he parents on why it is important that a child stays healthy and at their average weight. I plan to showcase the causesShow MoreRelated Causes of Childhood Obesity Essay1271 Words   |  6 Pages When speaking of her 8-year old daughters obesity, a prideful mother replies Oh its no big deal, she just still has her baby fat. Unfortunately, chances are that the daughters obesity is not caused by her baby fat, but can be contributed to a combination of diet, genetics, and a sedentary lifestyle. Studies show that obesity among children 6-17 years of age, has increased by 50% in the last 20 years, with the most dramatic increase seen in children ages 6-11 (Axmaker, 1). This obvious epidemicRead MoreEssay on Preventing Childhood Obesity in Australia1427 Words   |  6 PagesIntroduction â€Å"During the past two decades, the prevalence of obesity in children has risen greatly worldwide. Obesity in childhood causes a wide range of serious complications, and increases the risk of premature illness and death later in life, raising public-health concerns.† (Ebbeling, Pawlak Ludwig, 2002 p.471) Currently in the Australian community and schools there is an obesity epidemic in young people with many children doing less and less physical activity then advised. â€Å"In 2007-08 theRead MoreCauses of Childhood Obesity Essay1291 Words   |  6 PagesCauses of Childhood Obesity Works Cited Axmaker, Larry. Childhood Obesity Should be Taken Seriously. Online Posting 24 November 2004. Accessed 9 April 2005. 1-4. Bastin, Sandra. Perils of Childhood Obesity. American Academy of Pediatrics Quarterly. Volume 31 (11/2001): 44-49. Retrieved Medline 9 April 2005. 1-5. Buffington, Cynthia. Causes of Childhood Obesity. Beyond Change: Information Regarding Obesity and Obesity Surgery. Volume 17 (12/2003): 12-17. Retrieved AcademicRead MoreObesity As A Body Mass Index ( Bmi )1458 Words   |  6 Pagesoverweight and obesity is caused when an energy imbalance between energy consumed and calories expanded takes place. The cause for this energy imbalance is often complex, resulting from the multifactorial interactions between genetics, overeating, slow metabolism, medications, and physiological factors. Obesity can be measured in several ways; the most widely used technique is BMI. Body Mass Index (BMI) is a measure of size based on a person’s mass and height (NHLBI, 2015). 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One related it to the low socioeconomic status of the caregivers (SEP) and this study/research was conducted in Pitt County, North Carolina. The other research, four childhood obesity perceptions among African-American caregivers in a rural area Georgia community relates overweight/obesity on the parents’ level of education, income, eating habits and lack of physical activitiesRead MoreWhy has Childhood Obesity Become a Paramount Problem in the United States?1609 Words   |  7 Pages According to the Center for Disease Control and Prevention, â€Å"Childhood obesity has more than doubled in children and tripled in adolescents in the past 30 years,† (â€Å"Childhood Obesity Facts†). The monumental question that researchers seem to be asking is why the increase now? 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Organizational performance determined by knowledge, skills and abilities of employees - Free Essay Example

Sample details Pages: 11 Words: 3171 Downloads: 4 Date added: 2017/06/26 Category Management Essay Type Argumentative essay Did you like this example? Introduction With a growing competition among businesses, it became evident that organizational performance is to a large extent determined by the knowledge of its employees, their skills and abilities (Breaugh Starke 2000). The employees these days are the real assets of a company as it is the employees who contribute towards the success of a company/organization. The changing demographics of the working environment from the last decade have witnessed a growing trend among employees to change employers. Don’t waste time! Our writers will create an original "Organizational performance determined by knowledge, skills and abilities of employees" essay for you Create order This created a situation wherein employers were left short of talent and experience by the sudden departure of staff(s). There is also a current skill shortage in the global labour market and it is very difficulty to get the right person with the right skill and attitude for a job. As a result of this organizations are involved in a talent hunt and fierce competition for skilled professionals in the market (Katoen Macioschek 2007). It was realized by the employers that they needed to come out with something very attractive to attract future employees and keep the current workforce (employees) happy. Recruitment and retention of a skilled and talented workforce is a major challenge faced by organizations these days and is recognized as a strategic business challenge (Gurtheridge et al 2005). One of the ways to enhance recruitment and selection is to use the company as a strategic tool to attract employees. Employer brand is one of the strategic tools and plays a crucial role in bu sinesses these days. It is one of the most powerful tools used by companies to attract employees. Brand stands for a particular standard and quality of product or service that a company or organization produces or delivers. Customers like to purchase brand, employees like to work for brand names and investors like to invest in established brand names. Employer brand is used by HR practitioners frequently these days as a tool to attract new recruits into joining the company and hence it plays a significant role in the recruitment and selection processes. Employer brand in HR is analogous to the fulcrum of a lever in mechanics, and using this brand HR professionals market the company to its potential employees. The concept of employer branding clearly differentiates companies in todays business world and provides them the necessary impetus to approach, attract and retain the most talented employees (Katoen Macioschek 2007). It helps build the concept of employer of choice among po tential and present employees. Not only it attracts and recruits new people, but it also helps to retain talents in the organization, which is very vital for businesses to grow and sustain. In the words of Sally Humpage, CIPD employee relations and diversity adviser, Employer branding is increasingly being used to help attract, recruit and retain talent within businesses, issues which are seen as top priorities for HR. Attracting and engaging the best individuals is no easy task in a continuing tight labour market. (Peacock 2007) The better the quality of employees and new recruits, the more advantage an organization has over its rivals, i.e gives them competitive advantage over its rivals. Research Aim Objective The aim of this research is to find out the impact an employer brand has on attracting employees to a company, i.e the extent to which employer brand can be used to influence recruitment and selection. The objectives of this research is to find out about the concept of a brand employer, the power of a brand, how brand is used as a tool by employers and the benefits that organizations reap from developing an employer brand. Research question The research questions follow from the research objectives and are as follows: How to build and develop a brand? What are the advantages of being a brand employer? How does employer branding enhance recruitment and selection? Chapter 2: Literature review 2.1Brand The American Marketing Association defines Brand is a name, term, design, symbol, or any other feature that identifies one sellers good or service as distinct from those of other sellers. A brand may identify one item, a family of items, or all items of that seller (Kotler 2003) Kotler (2003) defines brand as a complex symbol that can convey up to six levels of meaning in reference to the attributes, benefits, values, culture, personality and the type of the user of a product/service. A brand identifies itself with its services or products and differentiates itself from its competitors (Kotler Pfoertsch 2007). The stronger a brand is the more profit it makes and the easier it becomes for it to attract employers, customers and investors. 2.2 Employer branding CIPD (2010) defines employer brand as an organization marketing activity with regards to it existing and potential employees in what it has got to offer them. It is a very powerful tool used by organizations for attracting employers and for people management. In the context of this assignment employer branding can be defined as the image of the company that is portrayed through the eyes of its employees, present and potential future employees. Employees look for brand names and look to enroll with an employer that is a known brand and has a good reputation among employees. 2.3 Creating and managing an employer brand These days companies are very much aware of the importance of creating an employer brand and effectiv e branding strategies to manage employer brand. Creating and managing a corporate brand is a challenging role for HR professionals. A proper management of corporate brand ensures that the reputation of the company is intact and even enhanced. This reputation is that which is perceived by the general public about the company, not what the company thinks about it. It gives the company competitive advantage over its rivals which helps to attract employees and talent and also retain them. According to Balmer (2001) there are three virtues in managing a corporate brand, namely clearly communicating the promise of the corporate brand, differentiate the corporate brand from its competitors and enhancing the reputation of the brand. 2.4 Applicant attraction (Recruitment selection) In todays competitive business environment, every company wants to recruit the best candidates for the job. This is not an easy task as currently there is a global skill shortage in specialized fields and companies are competing with each other in talent hunt. Thus there needs to be a special appeal to employees to join a particular company (a brand). Recruitment is a process of attracting potential candidates to the organisation (L.V.D. Wagen 2006). A recruitment campaign involves identifying the human resource needs of the company, placing advertisements, job specification and details to source candidates. The better the reputation of the company (brand), the easier it is to attract employees. An important problem faced by a lot of companies/employers is the volume of applicants applying for a job and a significant number of them being not the level of expertise and experience required by the employers. Employer brand and its reputation helps to filter a lot of unwanted applicants and hence enhance a streamline process of attracting applicants. Employees are essential to success of any organization and it is very important that quality applicants are attracted. Recruitme nt and selecting employees incur a significant cost in attracting new talents to the company. The stronger the brand is, the higher the profile of the company and the more attractive it is seen as an employer (Miller Muir 2004). Employer branding influences the labour market by attracting applicants. As a result those companies do not have to devote much resources to attract talent. Selection Selection is the process of choosing the most suitable candidates (L.V.D. Wagen 2006). This process starts when the candidate is interviewed for the post and the process ends with the candidate being offered the contract of employment. It is much easier for a brand employer to select the right candidates from a pool of candidates because people want to work for brand employers. 2.5 Employer Value proposition The reason why a talented employee would want to join and stay with an organization (David Maister 2010). Employers need to create an environment as such so that employees valu e them and realize that there is a chance to learn, develop and grow inside the organization. Every employer, be it current, new or potential employer wants to see it in a brand. It helps to attract talent (new employees) and also creates an atmosphere of stability (retention) among current employees. 2.6 Employer of choice An employer of choice comes from creating a great working environment where every employee feel valued and respected, in which a bondage develops between the company and the employee where that extra effort is put in by every single employee to strive for the best (Joyce 2004). In order to become an employer of choice, an organization needs to be more professional in recruitment activities in the mind of skilled and experienced job seekers (Katoen Macioschek 2007), offer an attractive employment or employer brand (Martin et al 2005). Being an employer of choice can make a significant difference to organizational performance, in attracting new recruits to w ork for the company (their employer of choice). 2.7 Motivation Motivation of employees plays a big part in organizational performance and success of an organisation. Employer brand is a motivation in itself and more and more talented people will be in a position to take up employment with a brand employer, considering the offer is attractive enough (Telfer 2008). A brand employer would be in a better position to offer attractive employment offers to its employees. Along with the financial package, career progression opportunity is also regarded as a key motivator. With branded companies there is the scope for career progression and future development. The ease of communication of todays world spreads this message spreads very quickly into the labour market and acts as a motivator for future employees. 2.8 Talent retention There is a current global shortage of talented and skilled people. Hence it is very important for companies to retain quality staff, i.e the specialist skilled people. A good work environment and satisfaction at work place for employees is key to them staying with their employer (Mitchell et al 2001). Brand employers value the importance of specialist skilled people. It also goes to show that the employees are satisfied with the employer and sends out a positive signal to potential employees. 2.9 Financial performance The financial performance or financial strength of a company/brand is indirectly related to Human resources practices like recruitment and selection in company. The employer brand value increases with its financial performance. This does increase organizational health which in turn provides job security (Paauwe Boselie 2005) by attracting and securing talented employees. Chapter 3: Research Methodology The chosen company for research is Wipro Technologies, India The desire of the researcher should be to achieve the desired research results, or to put it into otherwise, answer the research questions an d to satisfy the research objectives. In this chapter the research approach will be discussed, the type of research that will be chosen, the methodology adopted, the choice of research strategy and the data collection methods and techniques. Lastly the ethical issues involved and the limitations in conducting the research will also be explained. 3.1 Research Approach The research approach is often regarded as the first step towards a research design. Hence it is very important to choose the right research approach as it influence the methodology chosen for the research and also the data collection methods and techniques. The approaches are classified as inductive and deductive. In the deductive approach a hypothesis is stated (Applied Research Methods for Business Management, MBA Coursebook, Version 2.0, University of Sunderland. P.42) and a research method and strategy is designed to test the hypothesis (Saunders et al 2009). In the inductive approach the researcher collec ts the data, analyses it and develops a theory based on the data analysis (Saunders et al. 2009). The approach that will be chosen here is the inductive approach. This is because the research is an investigation into the perception of employer brand in an organization and the extent to which it influences recruitment and selection. This research cant be possible without collection of data and analysis of data. The importance of employer brand and the extent to which it enhances recruitment and selection can then be based on data analysis. Also inductive research is particularly suited to study of human behaviour in organizations (G. Lancaster 2005) and offers flexibility with regards to sample size and data type in a research (G. Lancaster 2005). 3.2 Type of research According to Lekvall and Wahlbin (1993) there are mainly five types of research, i.e descriptive, explanatory, exploratory, predictive and prescriptive. The nature of the problem that is researched determines the choice of the type of research (Zikmund 2003). In this research the researcher is unsure of the precise nature of the problem (Saunders et al. 2009) which points out to the fact that this research is exploratory in nature. An exploratory study is also a valuable means of finding out what is happening, to seek new insights, to ask questions and to assess phenomenon in a new light (Robson 2002). 3.3 Research strategy In choosing the research strategy the most important thing to remember is whether the chosen strategy will be able to answer the research questions and meet the research objectives (Saunders et al. 2009). There is also no fixed research strategy attached with descriptive, exploratory or explanatory research. In the words of Saunders et al. (2009), these research strategies are also not mutually exclusive. The strategy used for this research is a survey (questionnaire) strategy. It is quiet a popular strategy in business studied related researches. It is frequently u sed to answer who, where, what, how much and how many questions (Saunders et al. 2009). It also facilitates the economic collection of a large amount of data from a large number of respondents (Saunders et al. 2009). The questionnaire will be sent to the employees, recruitment managers and HR managers at Wipro technologies. About 40 sets of questionnaires will be sent to obtain a sizeable sample. 3.4 Methodology adopted The methodology is normally chosen from quantitative, qualitative or a combination of quantitative and qualitative methods often called the mixed method. According to Clark (1998), while quantitative methods involve measurement of some kind, qualitative methods are concerned with verbal responses. In this research, the quantitative data is very important as without it the researcher cannot form any idea about the importance and perception of brand with Wipro Technologies and to how much it would enhance recruitment and selection at Wipro Technologies. However q uantitative data is numeric in nature, while the responses that will be gathered for the research from the HR department of the 2 branches of Wipro will move towards a qualitative approach for the research. The qualitative data is also an important ingredient for the research analysis as it would obtain information such as views, attitudes, opinions, behavior (Malhotra 1996) Eriksson Wiedersheim-Paul 2001) of the respondents in the research and to get a better understanding of the research problem from within (Denscombe 2003). It was decided that a combination of quantitative and qualitative methods would be suitable for this research. 3.5 Data collection The primary data will be collected using the survey (questionnaire) strategy. The questionnaire will be sent out in an email to the HR department of the 2 branches of Wipro Technologies in Kolkata and Pune. There is limited work on the perception of employer brand and its use as a strategic HR tool to enhance recruitment and selection, especially in the context of Wipro Technologies. There is also very less secondary data available on this research topic in the textbooks. However the various articles, journals and publications, research work done by previous students on employer branding provide a thorough understanding of the literature for this project. 3.6 Data analysis The raw data available from the survey (questionnaire) need to be converted into information that is meaningful satisfies the research questions and meets the research objectives. G. Lancaster (2005) concludes that important and relevant information may be missed if data is not analysed properly and the research will give results that will not satisfy the research objectives. This will lead to a complete waste of time, effort and money (if any involved) on part of the researcher. Hence it is imperative that data is analysed effectively so that meaningful conclusions can be drawn that are consistent with the research objectiv es. The primary data for this research will comprise both qualitative and quantitative data. It is quiet clear the quantitative and qualitative data analysis techniques will be used for the respective data types. The quantitative data for the research will be analysed using tables, diagrams and charts, which in a way will facilitate the comparisons among the various variables used for the research which will help to draw the research findings and conclusions. The raw data will be tabulated and plotted using spreadsheets (excel). 3.7 Ethical issues involved One of the primary things that the researcher should consider when embarking on the research is the ethical implications that come along with the research. The ethical considerations might start from choosing the topic, but in most management research it is largely involved in the data collection from the target population. As Saunders et al. (2009) points out that the most important ethical issue to consider from a resea rchers point of view is that the choice of research topic, the data collection for the research should not cause embarrassment, harm or any material disadvantage to the respondents/participants/target population in the research. 3.8 Limitations to the research One of the main problems associated with conducting this research has been the geographical difference between the researcher and the company of choice for research (Wipro Technologies in India). The researcher is in London, while the data for the research is coming from India. It was very hard to focus the research on a UK based company because of the stricter corporate regulations and the data protection acts in UK. The researcher comes from India, has associations with people in Wipro technologies in India, hence has chosen the company for the research. Wipro Technologies has many branches in India and the time frame available for the research was also not enough to get response from all metropolitan city branches. Th e researcher wrote to the HR departments of 6 major branches of Wipro, Kolkata, Chennai, Bangalore, Mumbai and Delhi. While there was positive response as regards to the survey (questionnaire) that was to be sent, in the end only the HR departments of branches in Kolkata and Pune responded to the questionnaire. The responses from the HR departments (email response) also took time. The other major problem was the four and a half hours of time difference existing between UK and India. This caused some delay in communication. Source: https://davidmaister.com/blog/229/Employer-Value-Proposition. Source: https://www.cipd.co.uk/Bookstore/_catalogue/CorporateAndHRStrategy/1843980576.htm Judith Leary Joyce, 2004, Becoming an Employer of Choice Mitchell, T.R., Holtom, B.C., Lee, T.W. (2001) How to Keep Your Best Employees: Developing an Effective Retention Policy. Academy of Management Executive, 15 (4) :96- 107. Philip Kotler, Marketing Management, eleventh edition, 2003, Prentice Hall