School Vouchers Essays - Education Economics, Alternative Education

School Vouchers Education School Vouchers There has been a lot of debate recently over the use of school vouchers. Voucher programs offer students attending both public and private schools tuition vouchers. It gives taxpayers the freedom to pick where their tax dollars go. In theory, good schools will thrive with money and bad schools will lose students and close its doors. Most people feel that taking taxpayer money from public schools and using this money as vouchers for private schools is a violation of the constitution. Most private schools in America right now are run by religious organizations. There has been a lot of controversy over this issue mainly because of the importance of an education in a modern society. School choice initiatives are based on the premise that allowing parents to choose what schools their children attend is not only the right thing to do, but is also an important way for improving education. Instead of a one-size-fits-all model, School choice programs offer parents various options from which to pick the educational settings they believe will work best for their child. However, there is Supporters of school vouchers claim that it levels the educational playing field for lower income families who would have the option to send their kids away from an ?ineffective? poorly funded public schools. Some lower class families feel that their kids would have a better chance with a tuition voucher to go to a private school where more money is spent on education. Many feel that vouchers would undermine public schools, by taking away public money for smaller class sizes, teacher training and innovative curriculum. Also, many feel that vouchers would erode the support for public education. In Milwaukee, voucher schools say they do not give special services to students with disabilities. Most of the voucher schools refused to sign a letter that they will honor constitutional rights such as free speech and due process. The letter stated that the schools would not discriminate on the basis of sexual orientation, pregnancy, or marital status. Despite the controversy surrounding vouchers, the private school choice movement may be gaining support. In June of 1999, The Florida legislature approved a plan to give children in the state's worst schools taxpayer-funded tuition payments to attend qualified public, private, or religious schools. While state-accepted programs that provide public money for students to attend private and religious schools are already in place in Cleveland and Milwaukee, the Florida action is important because it is the first comprehensive voucher plan to be approved by a state. However, this year, a Florida judge struck down the Florida's legislature year old program that allows students to get away from troubled and poorly funded schools. The Judge stated tax dollars may not be used to send the children of this state to private schools, the Judge ruled. He based his decision on the 1998 amendment that Florida voters added to the state constitution declaring an efficient, safe, secure and high-quality system of free public schools to be a paramount duty of the state. Judges in a lower court have had mixed rulings on this issue. Some judges have upheld the voucher programs and some have struck them down. This issue is yet to be decided by the US Supreme Court and continues to cause debate until the Supreme Court settles it.

Free Essays on Learning And Development

Learning and Development Learning and development of children needs to be met in many different ways. I saw this through observing and viewing the Seasons of Life Video’s. In observing I saw that teachers have to be aware of each child’s present level of functioning. This determined the manner in which they were taught and how praise or discipline was administered. Therefore, how a child learns and develops. In viewing the Season’s of Life videos I saw that there are many cultural, gender, and social class issues in today’s world. In the classroom, these things need to be addressed very carefully and tactfully. Children’s diversities should be nurtured and embraced not criticized in order for the children to develop properly. Through the years I have become increasingly aware that I learn best as a visual learner. This is shown in Artifact 1. Not everyone learns the same. Teachers have to develop many different teaching styles to accommodate each child. I saw this in an observation I did with a special education class. Each child took turns working on a number activity. Every time a new student came up the teacher explained the activity a different way. Because the teacher knew how these children learned, she was best able to show the children how to do the activity in their learning style. In today’s growing world, students and teachers need to have knowledge of computer and presentation skills. As anyone can already tell, I have computer skills. I think it is very important for schools to have students on computers a certain amount of time a week. Presentation skills are also something good for students to have. Many times in student’s lives, they will be able to use presentation skill. Through an observation, I saw this being taught. The students each had to put together a science project and present it on a certain night. They also had to use the computer for doing some things for this p... Free Essays on Learning And Development Free Essays on Learning And Development Learning and Development Learning and development of children needs to be met in many different ways. I saw this through observing and viewing the Seasons of Life Video’s. In observing I saw that teachers have to be aware of each child’s present level of functioning. This determined the manner in which they were taught and how praise or discipline was administered. Therefore, how a child learns and develops. In viewing the Season’s of Life videos I saw that there are many cultural, gender, and social class issues in today’s world. In the classroom, these things need to be addressed very carefully and tactfully. Children’s diversities should be nurtured and embraced not criticized in order for the children to develop properly. Through the years I have become increasingly aware that I learn best as a visual learner. This is shown in Artifact 1. Not everyone learns the same. Teachers have to develop many different teaching styles to accommodate each child. I saw this in an observation I did with a special education class. Each child took turns working on a number activity. Every time a new student came up the teacher explained the activity a different way. Because the teacher knew how these children learned, she was best able to show the children how to do the activity in their learning style. In today’s growing world, students and teachers need to have knowledge of computer and presentation skills. As anyone can already tell, I have computer skills. I think it is very important for schools to have students on computers a certain amount of time a week. Presentation skills are also something good for students to have. Many times in student’s lives, they will be able to use presentation skill. Through an observation, I saw this being taught. The students each had to put together a science project and present it on a certain night. They also had to use the computer for doing some things for this p...

Make a Glowing Ice Sphere Using Ice

Make a Glowing Ice Sphere Using Ice There are a few different ways you can make a non-toxic glowing ice sphere. You can even make a glowing crystal ball that you can float in a bowl of punch to drink. Glowing Ice Sphere Materials The most important item for this project is a mold that you can use to make a sphere of ice. You can use a plastic snap-together ball, meant for making your own holiday ornaments or you can fill any hemisphere containers to put together two halves of a sphere. Look for ice cube trays that make rounded ice, small bowls, large measuring spoons, melon ballers, etc. Plastic and metal containers work well; dont use any container made from thin glass, since it may shatter when you are freezing the ice. How to Make Water Glow for the Ice You have a few different ways to make your ice glow. Tonic Water - BlueTonic water glows blue when it is exposed to a black light due to the fluorescence of quinine, the ingredient which gives tonic water its characteristic flavor. You can freeze tonic water and float your ice sphere in a punchbowl. This type of glowing ice is completely safe to eat or drink. Highlighter Water - Any ColorIf you squeeze the ink from a non-toxic fluorescent highlighter pen into water and pour it into a mold, you can get an icy sphere that glows brightly under a black light. Although the ice is non-toxic, it isnt good to eat or drink. Use highlighter ink when you want a wide selection of colors or want brightly glowing ice. Glowing Ice - Greenish YellowIf you mix a little non-toxic glowing paint into some water and make an ice sphere, you will have an ice ball that glows in the dark for an extended period of time. This type of ice makes a great snowball. Shave the ice or slush it up in a blender, pack it into a snowball shape, expose it to a bright light , then turn out the lights and have a snowball fight in the dark. Watch a YouTube video tutorial showing how to make a glowing ice ball and see what they look like.

Carmen Jones Essay Example | Topics and Well Written Essays - 1000 words

Carmen Jones - Essay Example Carmen Jones was a 1943 musical which was later adapted to film in 1954. Much of the original cast was African American during a time in this country when segregation was still prominent. This fictional story is centered around one character by the name of Carmen Jones and is done so in musical fashion. Carmen Jones is a young woman who makes parachutes for the flyboys in the American military. Incidentally, Carmen falls in love with one flyboy in particular named Joe. Joe however, is initially in love with another girl by the name of Cindy Lou. Joe intends to marry Cindy Lou on his next day of leave only to spurn Carmen’s jealousy enough to cause her to destroy a parachute. Since the parachute is government property, Carmen is in danger of getting in to trouble for doing so, so she must flea and does so with Joe. As they run off together, Carmen is able to both enchant and seduce Joe, who quickly forgets about Cindy Lou. As a result, Joe does not return to his post as he is s upposed to and therefore is court marshaled. Carmen in the meantime, meets a boxer in a saloon who invites her and her friends to attend his next boxing match. At first, Carmen does not consent to go but then later sees the wealth bestowed on her friends by Husky the boxer, and so therefore decides to accept the advances of Husky while rejecting Joe altogether. While at the apartment of Husky the boxer, Carmen has her cards read to her wherein she learns that death is soon coming for her. Additionally, Joe is confronted with Cindy Lou who wishes fro him to return to her and marry her. He rejects her completely as he is in love with Carmen. Incidentally, it is Joe who comes for her shortly after this in hopes of convincing her to come back to him. When she rejects him, he kills her thereby fulfilling the prophecy of the cards. In looking at the multi-layered themes of this piece, there is a lot to

The importance of banqueting and what type of events there are and how Essay - 1

The importance of banqueting and what type of events there are and how banqueting fits in - Essay Example Many guests introduce each other during a banquet and thus one can consider banqueting as a social event. Here you meet new people and make friends. Even the marketers, now days, use banqueting to promote and advertise their products. Many marketers even hold lucky draws and other brand activities during a banquet and all of this signifies the great importance that banqueting holds for people of our generation. A special event is a one-time event and does not recur on a continuing basis. This makes it unique and it basically held for the purpose of ground breaking, grand opening or other significant moments in life. Concerts and job fairs are also considered as special programme because they cannot be repeated or reproduced. Since, special events are one-time events, special management techniques are required to make these events a success. Many people suffer from improper management of these events which kills the purpose of these events. Therefore, planning these events is the key. You need to make sure that you have the resources and manpower to arrange and successfully host the event. A good starting point in the event management is developing a check list of the resources that you need. A written checklist is important because it can be referred to in the future and important details are not forgotten. Once the event is successfully stage, you need to take some time after the event to evaluate the significance of the event, that is how well it was hosted and stage. For this, a written document is better because you can write down the details while still fresh, reducing the chances that you forget your mistake and they might reoccur again. These steps make events unique and fulfill the purpose of ho lding special events. Banqueting fits in any event as a closing gesture, and signifies the end of an event. The food that is to be

Benefits and Compensation in Human Resources

Benefits and Compensation in Human Resources What are your benefits is the first thing many applicants ask. Benefits indirect financial and nonfinancial payments employees receive for continuing their employment with the company are an important part of just about everyones compensation. They include things like health and life insurance, pensions, time off with pay, and child-care assistance. Most full-time employees in the United States receive benefits. Virtually all employers offer some health insurance coverage. Employee benefits account for between 33% 40% of wages and salaries (or about 28% of total payrolls). Pay for time not worked is the most costly benefits, because of the large amount of time off employees. Compensation is a primary motivator for employees. People look for jobs that not only suit their creativity and talents, but compensate them-both in terms of salary and other benefits-accordingly. Compensation is also one of the fastest changing fields in Human Resources, as companies continue to investigate various ways of rewarding employees for performance. It is important for small business owners to understand the difference between wages and salaries. A wage is based on hours worked. Employees who receive a wage are often called non-exempt. A salary is an amount paid for a particular job, regardless of hours worked, and these employees are called exempt. The difference between the two is carefully defined by the type of position and the kinds of tasks that employees perform. In general, exempt employees include executives, administrative and professional employees, and others as defined by the Fair Labor Standards Act of 1938. These groups are not covered by minimum wage provisions. Non-exempt employees are covered by minimum wage as well as other provisions. It is important to pay careful attention to these definitions when determining whether an individual is to receive a wage or a salary. Improper classification of a position can not only pose legal problems, but often results in employee dissatisfaction, especially if the employee believes that execution of the responsibilities and duties of the position warrant greater compensation than is currently awarded. When setting the level of an employees monetary compensation, several factors must be considered. First and foremost, wages must be set high enough to motivate and attract good employees. They must also be equitable-that is, the wage must accurately reflect the value of the labor performed. In order to determine salaries or wages that are both equitable for employees and sustainable for companies, businesses must first make certain that they understand the responsibilities and requirements of the position under review. The next step is to review prevailing rates and classifications for similar jobs. This process requires research of the competitive rate for a particular job within a given geographical area. Wage surveys can be helpful in defining wage and salary structures, but these should be undertaken by a professional (when possible) to achieve the most accurate results. In addition, professional wage surveys can sometimes be found through local employment bureaus or in the pages of trade publications. Job analysis not only helps to set wages and salaries, but ties into several other Human Resource functions such as hiring, training, and performance appraisal. As the job is defined, a wage can be determined and the needs for hiring and training can be evaluated. The evaluation criteria for performance appraisal can also be constructed as the specific responsibilities of a position are defined. Other factors to consider when settling on a salary for a position include Availability of people capable of fulfilling the obligations and responsibilities of the job, Level of demand elsewhere in the community and/or industry for prospective employees, Cost of living in the area, Attractiveness of the community in which the company operates, Compensation levels already in existence elsewhere in the company. There are many federal, state, and local employment and tax laws that impact compensation. These laws define certain aspects of pay, influence how much pay a person may receive, and shape general benefits plans. The Fair Labor Standards Act (FLSA) is probably the most important piece of compensation legislation. Small business owners should be thoroughly familiar with it. This act contains five major compensation laws governing minimum wage, overtime pay, equal pay, recordkeeping requirement, and child labor, and it has been amended on several occasions over the years. Most of the regulations set out in the FLSA impact non-exempt employees, but this is not true across the board. The Equal Pay Act of 1963 is an amendment to FLSA, which prohibits differences in compensation based on sex for men and women in the same workplace whose jobs are similar. It does not prohibit seniority systems, merit systems, or systems that pay for performance, and it does not consider exempt or non-exempt status. In addition, the United States government has passed several other laws that have had an impact, in one way or another, on compensation issues. These include the Consumer Credit Protection Act of 1968, which deals with wage garnishments; the Employee Retirement Income Security Act of 1974 (ERISA), which regulates pension programs; the Old Age, Survivors, Disability and Health Insurance Program (OASDHI), which forms the basis for most benefits programs; and implementation of unemployment insurance, equal employment, workers comp, Social Security, Medicare, and Medicaid programs and laws. For the most part, traditional methods of compensation involve set pay levels (wage or salary) with regular increases. Increases can be given for a variety of reasons, but are typically given for promotions, merit increases, or cost of living increases. The Hay Group points out that there is less distinction today between merit increases and cost of living increases: Because of the low levels (3 to 4 percent) of salary budget funding, most merit raises are perceived as little more than cost of living increases. Employees have come to expect them. This base pay system is one that most people are familiar with. Often, it includes a set salary or wage, a set schedule for merit increases, and a set benefits package. Benefits are an important part of an employees total compensation package. Benefits packages became popular after World War II, when wage controls made it more difficult to give competitive salaries. Benefits were added to monetary compensation to attract, retain, and motivate employees, and they still perform that function today. They are not cash rewards, but they do have monetary value (for example, spiraling health care costs make health benefits particularly essential to todays families). Many of these benefits are nontaxable to the employee and deductible by the employer. Many benefits are not required by law, but are nonetheless common in total compensation packages. These include health insurance, accidental death and dismemberment insurance, some form of retirement plan (including profit-sharing, stock option programs, 401(k) and employee stock ownership plans), vacation and holiday pay, and sick leave. Companies may also offer various services, such as day care, to employees, either free or at a reduced cost. It is also common to provide employees with discounted services or products offered by the company itself. In addition, there are also certain benefits that are required by either state or federal law. Federal law, for example, requires the employer to pay into Social Security, and unemployment insurance is mandated under OASDHI. State laws govern workers compensation. As businesses change their focus, their approach to compensation must change as well. Traditional compensation methods may hold a company back from adequately rewarding its best workers. When compensation is tied to a base salary and a position, there is little flexibility in the reward system. Some new compensation systems, on the other hand, focus on reward for skills and performance, with the work force sharing in company profit or loss. One core belief of new compensation policies is that as employees become employee owners, they are likely to work harder to ensure the success of the company. Indeed, programs that promote employee ownership-and thus employee responsibility and emotional investment-are becoming increasingly popular. Examples of these types of programs include gain sharing, in which employees earn bonuses by finding ways to save the company money; pay for knowledge, in which compensation is based on job knowledge and skill rather than on position (and in which empl oyees can increase base pay by learning a variety of jobs); and incentive plans such as employee stock options plans (ESOPs). Compensation programs and policies must be communicated clearly and thoroughly to employees. Employees naturally want to have a clear understanding of what they can reasonably expect in terms of compensation (both in terms of monetary compensation and benefits) and performance appraisal. To ensure that this takes place, consultants urge business owners to detail all aspects of their compensation programs in writing. Taking this step not only helps reassure employees, but also provides the owner with additional legal protection from unfair labor practices accusations. Todays competitive business environment is forcing companies to rethink how to attract and retain top talent without sacrificing business goals. Employee compensation and benefits are an employers primary tools to attract and retain talented employees, but they are facing more scrutiny now than ever. Plan fiduciaries are under increased pressure to adhere to rigid standards in light of recent corporate scandals. Waves of employee benefits legislation and regulation threaten to swamp employee benefit plan administration. Many companies are faced with unmotivated employees whose poor attitude can greatly affect the growth of the company. By introducing incentives, companies can boost employee morale tremendously. A few examples of employee incentives are paid vacations, company sponsored social activities, stock options, and bonuses or pay increases based on performance. These are just a few activities that can lead to a more productive work environment. HR is usually faced with suggestions but is unable to put them into company policy. The most challenge Human Resources department facing is employees turnover. Meeting the demands of todays changing business environment requires building and retaining a loyal and motivated staff. Therefore, finding and keeping quality employees so as to reducing turnover is one of the key challenges of HR department. Employees who feel theyre underpaid will also feel theyre undervalued and are more open to potential offers from outside firms. To a firm, the effects of turnover can be costly. The time and money it takes to recruit, rehire and retain can quickly cut into a firms bottom line. Besides the costs, especially for the high-technology companies, employees turnover means high risks of losing its important technologies and clients. To develop a loyal, motivated workforce and keeping turnover at a minimum, the first step is finding and hiring good people. Therefore, Its crucial to have a recruiting strategy in place. Secondly, it certainly takes more than money alone to attract and retain skilled professionals, its helpful to offer competitive compensation packages, for example: to be flexible and tailor compensation to individual employees; pay a little more than prevailing salaries at other firms; acknowledge your employees contributions as frequently as possible; offer staff members opportunity and reward them when they succeed. Thirdly, creating an employee-friendly work environment also play a role. The implication is clear: The more enriching your work environment, the more likely you are to retain a staff of satisfied, productive employees. The single most challenging issue facing HR executives today is the benefits package a company offers to its employees. Such benefits as retirement plans, healthcare, family leave plans and vacation time are becoming increasingly important to employees. However, such benefits are costing companies a tremendous amount of money each year and its on the rise. Human Resource executives must find a middle ground that will not only please its employees, but also be affordable to the company. The most challenging HR issue facing companies today is the ability to offer a competitive incentive package. Employees today want to work for a company that offers reasonable salaries, excellent health benefits, a pension plan and comprehensive 401k plans. Not to mention tuition reimbursement, child care centers, fitness centers, life insurance, and the all-important paid time off. Each of these perks is very costly to the company, but without them the quality of their workforce would be sacrificed. Companies seem to be adding more benefits to attract and retain employees, but with the increases in the cost of these benefits who know how long they will last. HR executives need to understand their company and be able to offer as many benefits as possible without hurting the profitability of the company. If you own your own business, your employee compensation and benefits package can be the deciding factor for many potential employees. And its not just the money. To make your company competitive and attractive to job candidates, you have to offer an exceptional total benefits package. That makes it a very important part of your business planning and management process if you hope to hire (and keep) top employees. Of all the disciplines in the human resources field, compensation is one of the most complex. Handling compensation issues requires knowledge of employment trends, the value of experience and credentials for various positions and industries, negotiation skills, company budget and the organizations bottom line. Economic conditions also play an important role in compensation and benefits issues. Addressing compensation issues can range from developing competitive wage scales to weighing the advantage of bonus and incentive payments. The term compensation means financial payments such as wages and salary paid to employees. Compensation also includes bonus and incentive payments, raises and company stock awarded to employees. Compensation specialists often have knowledge of both compensation and employee benefits. This is one reason why human resources departments sometimes combine compensation and benefits into one departmental function. HRs efforts to integrate compensation strategies and practices are a key component of successful mergers and acquisitions. In todays whirlwind of mergers and acquisitions (MAs), everyday HR issues such as employee compensation may get blown aside as countless financial and legal priorities take center stage. However, recent research suggests that HR could play a greater role in successful MAs, and, the earlier HR gets involved, the better. Depending on the circumstances of the deal-and the compensation policies of the merging companies-HR may be called on to splice disparate payment plans into a program that fits the new organization, or HR may have to discard the original plans and then create a program from scratch that complements the merged entities. Either way, old and new employees will be concerned about what is happening with their pay, so HR also must develop an effective communications plan to inform and reassure them. Compensation represents the largest of all expenses in most organizations, and it is in turmoil. The Federal governments statements are inconsistent and have resulted in much uncertainty. Executive Compensation is a global issue, including who is an executive, CERP implications, and long and short-term incentives. While some employers are reducing hiring and merit budgets, freezing salaries, decreasing bonuses and pay, passing on of benefit costs, and gasp cutting out 401k contributions they should also remain concerned about holding on to their most talented employees when the economy recovers. With decreasing revenues, sales compensation structures are being revised, such as the trend away from a revenue basis to a profit basis. Then there are the changes in 401(k) and other plans Companies are cutting their match, and the IRS is providing guidance. It is the biggest pain of Compensation and Benefits how to introduce the fair and transparent compensation policy to the organization. In the public sector, this issue is quite easy to solve as their compensation scheme are pretty rigid and people get used to them. But in the large corporations the transparency and fairness of the compensation policy can be a real issue to the employees. The organizations usually know what it means to have a fair and transparent compensation policy. But the pressure of the business and the constant need to change makes almost impossible to make the compensation policy transparent and fair to all the employees. It needs a lot of time and effort. Fair Compensation Policy needs a clear definition of job descriptions and job profiles in the organization. The value of each job must be evaluated and the organization must develop a clear system of jobs within the organization. In this stage the HRM is under a big pressure as the managers know about the impact of the job evaluation to the real salaries and bonuses. The whole system must be clearly supported by the Top Management of the company. When the organization has a clear system of job evaluation and all the job positions are put in the correct order, the organization can develop the Fair Compensation Policy. The fair compensation policy takes the following inputs, job, evaluation, job market situation, business strategy, preferences of the organization. Based on the inputs the HRM can prepare the fair compensation policy, which enables the company to reach better performance. The HRM is responsible for the correct setting and keeping the rules during the procedure of creation of the fair compensation policy. The fair compensation policy means the fair value of each job in the organization and clear process of reaching this fair value. Transparent Compensation Policy is about opening the rules for the compensation policy to employees. When the employees have a chance to understand the principles of the compensation policy and they can take them as fair to them, you are successful in the implementation of the Transparent Compensation Policy. The Transparent Compensation Policy is about the courage to open the rules and the compensation policy must be ready to be open. In case, the compensation policy is not fully implemented and the employees are not fully in the compensation range, it is very dangerous to make compensation policy transparent. Honestly, these basic rules about the Fair and Transparent Compensation Policy are easy to write, but very hard to follow in the real business life. But every HRM should implement Fair and Transparent Compensation Policy to support the performance of the business and to increase satisfaction of employees.

Current Market Conditions Competitive Analysis Essay

Before investing time, money, and resources into new product development, every company must fully understand the existing market competition. Analyzing competitors in depth will help a company determine future potential success of the new product segment. Though Keurig is the industry leader in coffeemakers and coffee portions, they too experience factors affecting supply and demand. In addition, Keurig often sees many attempts to compete with their product. However, it is important to note that even the competition has great potential. The critical points of researching the current market include knowledge of any issues that may affect long-term profitability as well as how the company can compete in the market. With successful research and analysis, the company can consider ways in which they can maximize their success and profit-making potential in their new market. Keurig Products Founded in 1992 by John Sylvan and Peter Dragone, the Keurig leads today’s market with a single brew technology that revolutionized the way many people drank morning coffee (McGinn, 2014). The chosen name â€Å"Keurig† means a form of excellence and is a name Sylvan found in a Danish-English dictionary (McGinn, 2014). The company took years to develop with minimal success and changed hands in 2006 (McGinn, 2014). Green Mountain Coffee Roasters, Inc. purchased Keurig in 2006 and turned the company into a multi-billion dollar company (Keurig Green Mountain, Inc., 2014). In the 2010 fiscal year, Keurig sold more than $330 million worth of single-cup brewers and more than $800 million worth of the single K-Cups (McGinn, 2014). What began as an office-based machine is now available in more than 9,000 retail stores for the home (Keurig Green Mountain, Inc., 2014). The Keurig is a single-portion machine that brews a consistent single cup of coffee every time the machine runs a cycle. Through patented technology, the Kuerig system includes three components unique to the company (Keurig Green Mountain, Inc., 2014). The three components include their unique single-cup brewer, the patented K-Cup, and one of the largest selections of gourmet  teas, coffees, and hot cocoas (Keurig Green Mountain, Inc., 2014). First, the brewer combines the precise amount of water with temperature and water pressure for consistent flavor every brew time (Keurig Green Mountain, Inc., 2014). Second, the K-Cups combine roaster specifications with filters and barriers to produce the most flavorful and consistent cup of coffee with every brew (Keurig Green Mountain, Inc., 2014). Last, the Keurig system offers more than 170 varieties with blends from 12 brands (Keurig Green Mountain, Inc., 2014). Defining the Market According to Mifflin (2014), the Keurig system offers something that many of the competitors do not. Keurig offers the ability to brew fresh cups and blends for less than ten cents per cup (Mifflin, 2014). The savings with this system is significant in that competitors cost around $.45 to $.50 each with similar types of single coffee pods and capsules (Mifflin, 2014). Because of this cost saving, yet advanced technology, Keurig’s target market includes both employees of the corporate world and households. The methods and strategies of their market include not focusing solely on the commercial office segment, but including the household as well as the home office segments. The Keurig plans included a successful rollout into the commercial and home office segments, which then can provide a springboard for the launch into the household segment. Keurig has many competitors but Starbucks seems to be the biggest threat. Starbucks is known for their gourmet coffee. Starbucks provides up scaled fresh vanilla bean coffee along with other wonderful brands. With this economic state Starbucks prices has caught up with them which caused the demand to decrease. Starbucks was forced to face reality and lower there price and even close a couple of stores along with reducing staff. This proves that the cost of the coffee is elastic and if the price is too high then the demand will decrease. Even with success there are factors that affect demand such as availability, competition, developments and costs. Due to the increasing demand for the Keurig system, consumer prices continue to rise. Many consumers argue that a case of 15 K-Cups cost an inexpensive $9.99, while others argue that one can purchase a 31.5oz of Colombian ground coffee for the same price. To stay ahead of the competition and attempt to fight some of the arguments, Keurig also produced the My K-Cup product. The My K-Cup product allows the consumer  to use the machine without purchasing standard K-Cups and instead use store-bought grounds to brew a single cup of coffee. In addition to the factors affecting demand are the factors affecting the supply. Neejan (2014) speaks of economics in general in that when the supply will increase if and when foreign producers enter the market. Just as well, Nee jan (2104) speaks of technology in that with the improvement of technology, productivity will rise because production can become robotic. Neejan (2104) concludes that for the same amount of costs it is possible to supply more of the product, thus the supply curve will shift to the right. This effect Keurig because if the supply decrease then the demand will increase. It the product is not present the consumers will shop where the supply is this means a lost in revenue. According to â€Å"Market Equilibrium† (N.A), â€Å"graphically, changes in the underlying factors that affect demand and supply will cause shifts in the position of the demand or supply curve at every price. Whenever this happens, the original equilibrium price will no longer equate demand with supply, and price will adjust to bring about a return to equilibrium.† This relates to Keurig given the scenario the outcome could be the same .Keurig has a lot of competition everything about the product Keurig has to be aligned. The competition lies with the store who can prepare the coffee and have it readily available. Also, the machine is not portable, and the competition could have an advantage for convenience when it comes to outside the home workers. Issues and Opportunities That Affect its Competitiveness and Long-Term Profitability Price elasticity of demand is an important factor for any firm’s profitability. It measures the responsiveness of consumers to a change in the product’s price (Colander, 2013). If consumers are very responsive to a change in price demand is elastic, while demand is inelastic if consumers are relatively unresponsive to a change in price (Colander, 2103). The more inelastic the demand is, the higher prices companies can charge for the product with higher profits. A key factor in determining the price elasticity of demand is the availability of substitutes. Some available substitutes include Mr. Coffee, Bunn, and Bloomfield Because of multiple  substitutes, technological innovation is critical. Through technological innovation, Keurig can differentiate its product from substitute products. By differentiating with new technology, Keurig can reduce the price elasticity of demand and make demand inelastic. Doing so allows for an increase in profits and works in direct relat ion to the creation of the K-Cup technology. With the cost effectiveness and reliability of the Kuerig, issues can arise that will affect the long-term profitability of the product. For example, in 2009 alone, the Kuerig coffee maker sold well over 2,000,000 units, equaling to significant labor costs associated with the product (CITATION). The amount of physical labor required to build the units, coupled with the multiple variations of models, proves high capital costs within manufacturing. For example, in initial years temporary workers constructed the K-Cups (CITATION). After Green Mountain Brewing Coffee Brewers acquired the company, a top priority became hiring full time employees to produce K-Cups at a much faster rate (CITATION). Additional issues with the Keurig product include the waste of K-Cups and an increase in competition. According to one consumer, the K-Cup is producing a significant amount of waste for landfills (Gordon, 2014). The products are not biodegradable or recyclable and any means of trying to do so comes with a price from Keurig (Gordon, 2014). Though the company is addressing some of the economic concerns, many consumers feel that the company focuses more on profits than sustainability (Gordon, 2014). Also, as new Keurig systems enter the market with an attempt to address specific issues, consumer prices only continue to rise. Simple and basic competitive systems such as the Mr. Coffee brewing system range around $75 to $100 (CITATION). Howeve r, competitive Keurig models can cost as much as $250.00 (CITATION). When considering future challenges of Keurig, there is an issue of cost in comparison with competitive models, but also with the concept that kitchen appliances come and go as a fad product (McGinn, 2014). The real strength of the Keurig system in terms of revenues is in fact not the brewing system, but instead the continued sales of the K-Cup (McGinn, 2014). Factors Affecting Variable and Fixed Costs Variable costs are those costs that change as the output changes (Colander, 2013). In contrast, fixed costs are those costs that remain constant and are  not affected by production volume. As the total cost of brewing a Keurig cup of coffee can range from ten to fifty cents, this cost is a fixed cost that remains constant in total. This cost is not affected by volume of production, but vary on a unit basis. The base unit saves ten cents by one brewing their own grounds (Mifflin, 2014). As consumers consider costs, one can calculate that with brewing 200 cups per day, the consumer will save $20 per day, $140 per week, totaling $7,280 per year. By using individual blends, Keurig provides a significant savings to the consumer. Labor costs are variable depending on a number of factors, including the number of brewers and number of K-Cups. Labor costs may increase to meet supply and demand of the units. To offset some of the labor costs, Keurig introduced the My K-Cup to the market, the refore decreasing the labor costs for standard K-Cups on the market. Controlling some of the labor cost will have to be born at the market and choosing to use your own blend as shown above will save a significant a lot in return to offset labor cost (THIS REDUCES CONSUMER COSTS, NOT THEIR LABOR COSTS). Supply and demand comes into play when you sent wages, just as it does when companies determining the price of products. If there is a shortage of workers unfortunately, wages will have to go up to attract a good worker, but if there is not the shortage wages, labor will be reasonable, and the cost of productivity will go down. (twist, 2010) (THIS SITE DOES NOT LOAD PROPERLY AND RELATES TO THE HOUSING MARKET) Recommendations on Maximizing Profit-Making Potential Perfect competition refers to markets that do not have participants large enough to have the market power to set the price of a homogenous product (Colander, 2013). There is always room for growth and changes to increase the profit making potential for companies and still stay competitive in the market. In order to compete successfully and remain profitable, a company must have a competitive strategy. A critical step in the strategy is having a lower cost producer, meaning that the company will produce or manufacture their product for the lowest possible cost without losing any of its value. This type of strategy will provide the company with a cost advantage that is comparable or relative to its competitors. The results of Keruig utilizing these recommendations will provide the Keurig with two options. First, they can undercut their competitors, thus resulting in the increase of their  share on the market. Second, they can continue selling their products at a price that is similar to their competitors, which would result in them having a higher profit margin. Keurig does not need to limit or sacrifice the quality of their product which may lead to a decrease in sales. Rather, Keurig can reduce their costs with a few options. Keurig can purchase more efficient production equipment, purchase other fixed or capital assets to increase efficiency, or do away with one or more of their cost producing activities. In addition, Keurig can source less expensive raw material suppliers, reduce employee overtime costs, or reduce the amount of waste in their products. Conclusion References Colander, D. C. (2013). Microeconomics (9th ed.). New York, NY: McGraw-Hill. Gordon, A. (2014). Opinion: Keurig needs to brew up solutions for wasteful K-Cups. Retrieved from http://thelantern.com/2014/02/opinion-keurig-needs-brew-solutions-wasteful-k- cups/ Keurig Green Mountain, Inc.. (2014). Corporate profile. Keurig. Retrieved from http://www.keurig.com/in-the-news/2010/~/media/Files/News%20And%20Media %20PDFs/keurig_CoProfile.ashx McGinn, D. (2014). The buzz machine. Boston.com. Retrieved from http://www.boston.com/ business/articles/2011/08/07/the_inside_story_of_keurigs_rise_to_a_billion_dollar_coffe e_empire/ Mifflin, M. (2014). Single serve brewer buying tips and Keurig brewer features. About.com. Retrieved from http://housewares.about.com/od/coffeemakers/qt/Keurig-Brewers-and-Single-Serve-Buying-Tips.htm Neejan, S. (2014) What are the factors affecting demand and supply? Answers. Retrieved from http://www.answers.com/Q/What_are_the_factors_affecting_demand_and_supply