Starbucks Company Research Paper Example | Topics and Well Written Essays - 2500 words

Starbucks Company - Research Paper Example The Company’s mission is to â€Å"inspire and nature the human spirit-one person, one cup and one neighborhood at a time.† The company has dedicated itself to serving people with the best coffee that the prevailing market can possibly offer. Starbucks’ main goal is to ensure that all their coffee is grown and natured under high quality standards, which they realize through the use of ethical sourcing practices. The intended suppliers of the company’s coffee personally tour its coffee firms in Africa, Asia and Latin America in order to select arabica beans of highest quality. Once the buyers have selected the beans, they are brought to the company’s roasting plants where experts bring out the rich flavor and balance of the beans via Starbucks Roast TM signature. Starbucks is committed to conducting its business responsibly and conducting themselves in ways that earn their partners, customers and neighbors respect and trust (â€Å"Starbucks Company P rofile†). The purpose of this paper is to describe how Starbucks Company uses the four management functions: Planning, organizing, influencing and controlling to achieve its goals. Starbucks Planning function Effective planning helps an organization in achieving its goals and objectives. The process often commences with the reviewing of the organization’s current operations and identifying the loopholes that need to be operationally improved. As such, planning encompasses the envisioning of the outcomes to be achieved by the organization and the necessary steps for achieving desired success. Success is often measured in terms of goals or financial terms including high rating of the organization based on the satisfaction of their customers. All businesses including Starbucks require a plan in order to grow and survive in their respective industries. Plans are significant in guiding Starbucks to accomplish its desired goals and objectives. The planning process is an essen tial element of an organization’s performance as it helps a business and its managers in determining processes needed to achieve the goals of the company. In any competitive industry, it is difficult to encounter businesses as frequently as is the case with Starbucks. The Starbucks Company has retails located in each and every street corner, a factor that places its retail shops right at the doorsteps of its customers. This makes it extremely convenient for consumers to buy a cup of coffee at a premium price while home, at the office or out for a fun day. The company’s functional plan organized along with its business plan has helped it to achieve a near monopoly in the coffee industry. Executive managers and company employees work hand in hand to ensure their customers are satisfied. Starbucks does not only train its employees on the hard production skills, but also on the soft skills on how best to interact with the customers and other stakeholders. Soft skills are s uch as donning an inviting smile or creating a friendly eye contact with the potential customers. In terms of legendary service, the Company remembers its regular customers and their preferred drinks. Starbucks is a service oriented companies that ensures a high degree of customer contact and visibility. It is of great significance for the company to continue training their employees with the sole aim of perfecting their service to both casual and regular customers since it is

Organ Donation Essay Example | Topics and Well Written Essays - 500 words - 2

Organ Donation - Essay Example Usually, the organs are taken from people who have died, or from brain dead patients. In other instances, close relatives, donate their body parts so that their loved ones can survive (Ebadat et al., 2014). In this speech, an argument is made about the positive nature of organ donation, and the need to educate people. Support for organ donation comes from the chance that a dead person has to make a positive difference for the living. A person, who has died in an accident, can give a second chance to another person. Some diseases such as dialysis require expensive treatments, besides placing the patient through trauma and pain. Organ donation can help to remove such issues. The recipient can perhaps rest more easily, if he knows that the organs will be donated to another person. The donor and his family can find comfort in knowing that though their loved one has passed away, the death is not in vain (Brown et al., 2010). Organ donation requires consent from the donors, either through explicit consent or through presumed consent. Explicit consent is a written and signed consent, given by person or close surviving relatives, allowing the organs to be donated. Presumed consnet is controversial and it assumes that a dead person would be willing to donate the organs. Healthy humans have two kidneys, and it is possible to lead a normal life even with a single kidney. However, many people are averse to this concept, and they refuse to refuse to sign any documents giving explicit consent, and on their death, relatives refuse permission to let the organs to be harvested . There is the fear that the organs would be used by criminals, and by people from other religious and ethnic backgrounds (Moraes et al., 2009). The practice of organ donation has unfortunately become embroiled in controversies through the illegal sale of body parts. Poor people are often enticed with money to donate their organs, and some

EADs-BAe merger case analysis (Corporate Finance) Assignment

EADs-BAe merger case analysis (Corporate Finance) - Assignment Example Even though the companies had not revealed benefits and a detailed business structure for the merger it is believed that negotiations with the respective states had not reached that level. The two firms were optimistic that the merger would have built a strong case to pass to the owners of the business. This discussion will address the valuation of the two firms using various models, the motivation and strategy evaluation, the response in the security market and corporate governance analysis to seek ways of making such moves successful and establish the reasons behind the failure. Strategy and Motivation Analysis The motivation of the proposed merger were based on global rivalry, share in the market by the firms, the level of complimentarity, variation in the industrial structure like offsetting of the monopoly. BAE was also believed to be the springboard that would enable EADS to have its biggest jump it craved for in the Northern American continent (Jane's Defense Industry, 1900; p . 75). BAE has a chief role in the manufacture of military equipment as it was noted that 95% of the BAE systems total sales were related to military sales. BAE also plays a vital role in the production of military aircraft such as the Typhoon fighter and the Tornado fighter bomber. The terms of the negotiations were that EADs was to offer 35 billion Euros which was 12% bid premium even though the new ownership was to be divided on a ratio of 3:2 in favor of the shareholders of EADS. In case the term was favorable to BAE it would shape the likelihood of the merger’s success. The US state would also call for disposal of asset upon the merger strategy which was set for security review. There are no current plans to divest any of the company’s operations in the United States as a section of merger with EADS according to the spokesman of BAE (Spulber, 2007; p. 3). EADS and BAE had a deal to have cost savings without necessarily giving details in regard to the scale and the manner in which they might be generated. Amongst the potential opportunities was the potential to accumulate more sales as the network by BAE in the export markets was immense such as ties with India, Australia and Saudi Arabia which would open doors for the EADS. The benefits from the merger were meant to extend over widening markets and that the firms were to target industrial benefits and operational synergy in all joint business. The likely synergy from the merger comprised of a minimum synergy which could be derived as the value of the pre-merger of both companies + the synergy = pre-merger security value + the number of shares for the post-merger. Taking S = Synergy and taking data on 11th September where the EADS share price was 29.30Euros while the number of outstanding shares as at 31st December 2012 being 8.21 billion shares, it then stipulates that the pre-merger value for EADS was 26 billion Euros. Conversely, taking the share value for BAE on 11th September, 2012 as 4. 75Euros and the number of outstanding shares on 31st December, 2012 as 3.59 billion, it applies that the premerger value for BAE is 17.05 billion Euros found as 3.59X4.75 Euros (Financial times, 2013; p. 1-7). Now; by taking the pre-merger security price = the average price of the stock prior to the merger to be EADS + BAE It concurs that

Working in the kitchen area Essay Example for Free

Working in the kitchen area Essay The advert could also include other material that might attract a wider net of suitable candidates. For example, it might briefly outline the philosophy of the organisation, its positive attitude to disabled people, or its commitment to family friendly policies.  In general, the advert should be presented so that it captures reader attention, arouses interest in the company, creates desire and incites readers to action. A good advertisement will attract prospective candidates but deter those who would be unsuitable to meet the specifications of the job. It is also essential that the job advert conforms with equal opportunities legislation. There are several different methods used by businesses to compile a short list of candidates. Most typically, applicants are asked to return curriculum vitae (CV), a completed application form or a letter of application. Sometimes they are asked to supply two, and occasionally all three, of these different means of job application.  These applications are then used to assess the strengths and weaknesses of applicants, which allow the business to draw up a short list to go through to the final stage of the selection process. At this point, there is a further piece of recruitment documentation used within the interview process a form of recording and assessing the strengths and weaknesses of each candidate during the interview. This is considered as part of an in depth look at interview techniques. The whole interview process is very important for McDonalds because they want their organisation to attract and recruit the highest calibre people available.  Having recruited them its crucial that McDonalds then go on to develop and motivate them, meaning they can perform to their highest potential. McDonalds are keen to give recognition to their staff and reward them according, this then motivates them to work harder and achieve more with McDonalds, this is done by giving them a employee discount card, they also give them service awards every 3, 5, 10, 20 years you have stayed with McDonalds, each time they will get something special, such as a holiday trip, more time off work, McDonalds will then hope that this scheme will keep employees on board for many years, as theres always something else for the employee to achieve, having employees stay longer for McDonalds is also a priority so for them, this is because it saves a lot of money as they dont have to go through the recruiting and training process, for employees to stay longer they will try to recruit friends or family members of existing employees. Another scheme they use to give recognition and to motivate staff is employee of the month / year awards. This rewards consistent hard workers by giving extended holidays and by also putting their name, picture and McDonalds location on a plaque with other contenders for the award, McDonalds know there are other fast foods stores potential employees could join, so thats the reason why McDonalds offer competitive pay and benefits to their staff, for instance in the first year alone McDonalds offer 3 pay reviews, so if a member of staff has excelled they will get an pay rise as an incentive to work, added to this they also get a private healthcare and free life assurance after 1 year. At McDonalds the staff can become bored due to the repetitiveness of the work, therefore McDonalds need to ensure that their employees are motivated and there is good morale, otherwise they can potentially suffer of poor performance, as a result poor performance can lose the business a lot of money and may deter customers away from there branch. So to make sure employees are happy with their job McDonalds may consider introducing job rotation to the member of staff if they feel he/she is capable. E.g. more outgoing people are more suited to working on the tills and checking over customers, while less talkative or those who can handle pressure are better suited to working in the kitchen area.  Motivating staff isnt just about incentives, it has much to do with the way employers treat and manage staff.

Examining The Benefits Of Globalisation Economics Essay

Examining The Benefits Of Globalisation Economics Essay Globalisation has benefited everyone. It helped all the people to increase their living standards, brought advantages to organisations and businesses and enabled economies to develop. Discuss. Proponents of globalisation are of the view that it has benefited everyone and helped to pull millions upon millions out of poverty. However a close analysis of the affects of globalisation tell a very different story. While it is true that globalisation has benefited many, it has had an equally devastating effect on the lives of many others and made true development more of a mirage rather than a reality (Dunning, 2003). This essay will critically analyse and discuss the benefits and disadvantages of globalisation and will conclude by either agreeing or disagreeing with the above statement. Even though globalisation is the buzzword today, it has been in existence in some form or another for over a century. After World War II many regions of the world that were reeling from the devastating effects of the war, came together to create trade agreements that would help each of those regions to grow in the post war era. The European Union is one such trade agreement as is the NAFTA agreement, GATT, APEC, ASEAN and many others. Due to the advances made in technology, especially in the telecommunication industry, globalisation saw a rapid increase in the latter part of the 20th century (Guillen, 2001). The ultimate goal of globalisation was to liberalise formerly closed economies, integrate national economies and create one huge global economy that would not only decrease trade barriers and increase trade and corporation but would also help poorer and developing nations to become industrialised thus uplifting the living standards of billions (Grewal, 2006). While the goals and objectives of globalisation are noble, such goals and objectives are not very easy to achieve. Even though the above may look good in theory, in reality it is easier said than done and usually causes more damage to economies, the social fabric of nations and the environment as a whole (Suà ¡rez-Orozco Qin-Hilliard, 2004). With the onset of globalisation in its current form, which began in the late 1980s and has been gathering steam, many manufacturing organisations in the west have seen their profitability increase. The reason for this positive effect on the bottom line has been chiefly due to the fact that globalisation allowed these companies to relocate their manufacturing plants to developing countries, where labour is cheap. In doing so they were able to reduce the cost of the products and become more profitable. While such a relocation, may have benefited the developing economy where the plant was relocated to, it left huge numbers of individuals unemployed in its home country (Helbling, Batini Cardarelli, 2005). Thus it can be stated that while one economy gained jobs and was able to uplift the living standard of many, another economy lost jobs, which had an equally devastating effect, while the company in question continued to earn profits and prosper. During the 1990s and to date, India is one such country that has benefited immensely from globalisation. Throughout the past decade or more many European and North American, technology companies have outsourced their software development to India, which rose up to the challenge and has become a global IT giant. While such a growth in employment has benefited the country and helped to create a new middle class, globalisation has not been as favourable to its closest neighbour Sri Lanka. Sri Lanka with a literacy rate of 90% has seen much foreign direct investment in the garment sector. While this has helped the country to keep unemployment levels down, the semi-skilled or low skilled nature of the jobs that are available to its citizens does not help the country to grow and prosper to the level that globalisation has aided India (Schmidt Hersh, 2000). On the contrary, Sri Lanka has seen a severe increase in underemployment of its university educate youth, who due to the lack of white collar jobs, have had to resort to working in the garment industry (Kiggundu, 2002). As is apparent from the above, while globalisation benefits one segment of the population, its affects are not equal, on the contrary they are mixed, thereby it can be stated that the above statement is not accurate in its view of globalisation. Proponents of globalisation often cite the fact that increased demand for export from developing countries, create an inflow of foreign exchange revenue and increases employment opportunities, which in turn helps the country to develop (Bhagwati, 2004). While this is true to some extent, there is an equally disadvantageous side to this phenomenon. In order for employment opportunities to increase in an economy, it requires output growth to exceed productivity growth. At the same time for profitability to increase, it needs productivity growth to outpace output growth. This conflict in the two, results in companies opting to increase productivity at the expense of output growth. Thus even though the developing economies have bent backwards to attract foreign direct investment by providing tax cuts, capital and natural resources etc, in the hopes of boosting domestic employment and earning foreign exchange revenues. The companies that enter the country usually plunder the capital and n atural resources made available to them (Samli, 2002). And instead of making use of the labour that is available to them, they automate their production processes to a great extent. Further they return much of the profits earned to the parent company and its shareholders who are often resident in developed economies (Smith Debrah, 2002). Here again it is apparent that while globalisation has helped businesses to develop and become more profitable, the benefits of globalisation are often enjoyed by the developed economies, rather than the developing economy that were supposed to benefit, in the first place. As a part of the initiative to liberalise an economy, most developing economies were forced to reduce welfare spending in terms of healthcare, education and social assistance. Further in order to attract foreign direct investment into the country, most of these economies were required to relax their stringent labour laws, which have resulted in the exploitation of workers (Murshed, 2002). While it is true that many multi-national companies are now operating in developing economies and have helped to increase employment levels within the country. The lack of strong labour laws, allow these companies to pay meagre wages to their employees and not a living wage as is the ethical thing to do. This combined with the lack of universal health care and education has a devastating affect on the workers (Brysk, 2002). While they may have a job and are able to earn a living, their wages are usually insufficient for paying for more than food and rent. Thus making it impossible for this segment t o educate their children adequately (Mittelman, 2002). Thereby causing a vicious cycle, where the children end up in low skilled or semi skilled jobs much like their parents and unable to breakout of poverty (Midgley, 2007). The lack of education and healthcare also has a catastrophic affect in the long term for the economy, as it will never be able to make the leap from being a developing economy to a developed economy as long as its citizens lack a strong education (Micklethwait Wooldridge, 2001). Further this lack of education not only will increase the wealth disparities within the economy, but it will also continue to increase the disparity between developed and developing nations in the long run. Based on the discussion above it is apparent that globalisation has been very advantageous to businesses. While it is a fact that some countries like India and China have benefited immensely from globalisation and seen the prosperity of their citizens increase to unprecedented levels, other countries have not been so lucky. On the contrary, globalisation has succeeded in further increasing the social challenges faced by these countries and pushed the dream of becoming a developed economy further out of their reach (Micklethwait Wooldridge, 2001). Therefore it can be stated that the statement Globalisation has benefited everyone. It helped all the people to increase their living standards, brought advantages to organisations and businesses and enabled economies to develop is only partially true.

The Essence Of Mbo Business Essay

The Essence Of Mbo Business Essay The use of management objectives was first widely advocated in the 1950s by the noted management theorist Peter Drucker. It can be defined as a process whereby the employees and the superiors come together to identify common goals, the employees set their goals to be achieved, the standards to be taken as the criteria for measurement of their performance and contribution and deciding the course of action to be followed. The essence of MBO is participative goal setting, choosing course of actions and decision making. An important part of the MBO is the measurement and the comparison of the employees actual performance with the standards set Ideally, when employees themselves have been involved with the goal setting and the choosing the course of action to be followed by them, they are more likely to fulfill their responsibilities. THE PROCESS OF MBO: Management by objectives (MBO) involves setting specific measurable goals with each employee and then periodically discussing his/her progress toward these goals. The term MBO almost always refers to a comprehensive organization-wide goal setting and appraisal program that consist of six main steps: Set the organizations goals. Establish organization-wide plan for next year and set goals. Set departmental goals. Here department heads and their superiors jointly set goals for their departments Discuss and allocate department goals. Department heads discuss the departments goals with all subordinates in the department (often at a department-wide meeting) and ask them to develop their own individual goals; in other words, how can each employee contribute to the departments attaining its goals. Define expected results (set individual goals). Here, department heads and their subordinates set short-term performance targets. Performance review and measure the results. Department heads compare actual performance for each employee with expected results. Provide feedback. Department heads hold periodic performance review meetings with subordinates to discuss and evaluate progress in achieving expected results. MBO appraisals are suitable for measuring quantitative and qualitative output of high-level employees. High-level employees such as managers generally report to directors, according to hierarchy and the chain of authority present in many organizations. Therefore, managers and the directors or executives they report to often work together to establish MBO goals for this type of appraisal. Performance Appraisal : A Look Employers use performance appraisals to measure both the quantity and quality of production. Performance appraisals typically are conducted annually, and employers often base decisions about salary raises, wage increases and year-end bonuses on employee performance. An MBO appraisal is just one method among several types of performance measurement tools. Others include: Graphic Ratings Scales, Narrative Evaluations, 360-Degree Appraisals, Peer Evaluations, Forced Ranking Or Differentiation Appraisals. One well-regarded and widely used approach to performance appraisal is called MANAGEMENT BY OBJECTIVES (MBO). By definition, under this method, you evaluate your employees on the basis of results. MBO is more than performance appraisal its a construct for managing the entire organization. Its breadth includes the organizations vision, values, strategies, goals, and performance measurement. MBO (management by objectives) methods of performance appraisal are results-oriented. That is, they seek to measure employee performance by examining the extent to which predetermined work objectives have been met. MBO begins with managers at the top of the company setting goals. Then managers and employees at each successively lower level develop their own goals. Employees goals are designed to support the goals of their own managers. In this way, the entire organization is linked together in the pursuit of objectives. The focus is on outcomes that are clear, specific, measurable, and supported by action plans, benchmark dates, and deadlines. All aspects of the goal-setting process also apply to the employees personal and developmental goals, such as building their skills or knowledge base. Once an objective is agreed, the employee is usually expected to self-audit; that is, to identify the skills needed to achieve the objective. Typically they do not rely on others to locate and specify their strengths and weaknesses. They are expected to monitor their own development and progress. After employees meet with their managers to establish their goals and action plans, the employees return to work newly energized and focused on specific short-term and longer-term targets. Simultaneously, their managers monitor the employees performance, provide coaching and support, remove barriers or help employees overcome them, and make adjustments and course corrections as necessary. The employees performance and progress are clear, measured, documented, and transparent every step of the way. Employees are highly motivated through MBO because theyve been able to actively participate in the process of setting goals, instead of simply having the goals dumped on them. Their involvement in this type of decision-making helps meet many of their higher-level needs for accomplishment, achievement, recognition, and self-worth. MBO brings a wide range of advantages to the appraisal process: It helps build relationships between managers and employees. MBO includes a great deal of contact and communication between managers and their employees, which builds camaraderie, communication, and trust all key elements in strengthening teamwork. It fosters a comfortable climate in the workplace. MBO helps build an atmosphere of respect and trust within a given department and beyond. Because managers work directly with employees to identify and solve problems, MBO improves the quality of decision-making and problem solving. Its fair. Employees are evaluated on the basis of their performance and attainment of goals, which is regarded as fair and energizing. Its quick and easy. Performance evaluation forms associated with MBO are a breeze to complete. Typically, they spell out each objective as established at the beginning of the cycle, and then provide a space for the manager to summarize the results. Some MBO forms also include a scale that asks for a numerical assessment of the employees success in meeting their goals. These scales guide the managers in the rating process by including specific descriptions of excellent, good, fair, and poor levels of goal attainment. Management by Objectives and performance appraisal: The MBO approach overcomes some of the problems that arise as a result of assuming that the employee traits needed for job success can be reliably identified and measured. Instead of assuming traits, the MBO method concentrates on actual outcomes. If the employee meets or exceeds the set objectives, then he or she has demonstrated an acceptable level of job performance. Employees are judged according to real outcomes, and not on their potential for success, or on someones subjective opinion of their abilities. The guiding principle of the MBO approach is that direct results can be observed, whereas the traits and attributes of employees (which may or may not contribute to performance) must be guessed at or inferred. The MBO method recognizes the fact that it is difficult to neatly dissect all the complex and varied elements that go to make up employee performance. MBO advocates claim that the performance of employees cannot be broken up into so many constituent parts as one might take apart an engine to study it. But put all the parts together and the performance may be directly observed and measured. CONCLUSION: Although OD emphasizes the macro aspects of the organization, the individual is not ignored. In fact, individual developmental aspirations are identified and integrated with management development; managerial needs are translated into personal development objectives and action plans. Management by Objectives, the widely acclaimed and applied approach to management, has undergone considerable change over the years. In its early development, MBO was primarily an appraisal tool. Next, it integrated individual needs with organizational objectives. MBO was then expanded to include long range, strategic planning. But to remain a viable and effective managerial system, MBO must continue to evolve. New knowledge, where appropriate, must be merged with MBO. The inputs to the organization are transformed through the MBO process to produce the outputs. To be sure, this new MBO model is complex, but so is management. MBO must continue its evolutionary path and continue to aid, not add to, the work of the manager.

Israeli Etgar Keret’s The Bus Driver Who Wanted to be God, and Iranian

Abstract Colonization most assuredly produced altered states of consciousness, in which the fundamental sense of â€Å"rightness† was understood to be subjective and culturally constructed, rather than naturally true. In conjunction with this realization came the idea that identity is not something personally owned, but rather, something inscribed upon a body or culture by an agent of power. In this case, identities were projected onto the natives by the imperialists. The colonial enterprise, particularly the European imperialist projects in the east, has forever changed concepts of identity, otherness, and power in both the Occident and the Orient. Both sides were indisputably and irrevocably altered; however, the effect upon native cultures (the colonized) was far greater than the effect on the imperial cultures (the colonizers). European colonizers were able to cherry-pick the greatest parts of â€Å"new† culture—their art, their music, their architecture, or their cuisine—and adopt or adapt it to modern imperial life. In many ways, the cultural practices and artifacts of a newly colonized civilization were treated like the natural resources (oil, silk, spice) the Europeans were there to gather: they mattered only in their usefulness to the empire. Unlike their imperial counterparts, however, the native peoples had no choice which customs and practices to adopt, and which to discard. The sheer military might and natur e of the colonial enterprise demanded that the colonized completely adapt to the social and cultural norms of the empire. In essence, then, the colonized were forced to lead a life of double consciousness, wherein they participated in customs and practices and obeyed laws and regulations in which they did ... ...periences with Western ideology, Etgar Keret and Marjane Satrapi offers methods for claiming identity that do not revolve around blind attempts to return to cultural roots. Works Cited Ghanem, Mary, and Jihad Makhoul. "Displaced Arab Families: Mothers' Voices on Living and Coping in Postwar Beirut." Journal of Middle East Women's Studies 5.3 (2009): 54-72. Web. 10 Dec 2009. Keret, Etgar. The Bus Driver Who Wanted to be God. New York: St. Martin's Press, 2001. Print. Said, Edward. Orientalism. New York: Random House, 1978. Print. Satrapi, Marjane. The Complete Persepolis. New York: Pantheon, 2003. Print. Troen, S. Ilan. "Frontier Myths and Their Applications in America and Israel: A Transnational Perspective." Journal of American History 86.3 (1999): 55 paragraphs. Web. 10 Dec 2009. . Israeli Etgar Keret’s The Bus Driver Who Wanted to be God, and Iranian Abstract Colonization most assuredly produced altered states of consciousness, in which the fundamental sense of â€Å"rightness† was understood to be subjective and culturally constructed, rather than naturally true. In conjunction with this realization came the idea that identity is not something personally owned, but rather, something inscribed upon a body or culture by an agent of power. In this case, identities were projected onto the natives by the imperialists. The colonial enterprise, particularly the European imperialist projects in the east, has forever changed concepts of identity, otherness, and power in both the Occident and the Orient. Both sides were indisputably and irrevocably altered; however, the effect upon native cultures (the colonized) was far greater than the effect on the imperial cultures (the colonizers). European colonizers were able to cherry-pick the greatest parts of â€Å"new† culture—their art, their music, their architecture, or their cuisine—and adopt or adapt it to modern imperial life. In many ways, the cultural practices and artifacts of a newly colonized civilization were treated like the natural resources (oil, silk, spice) the Europeans were there to gather: they mattered only in their usefulness to the empire. Unlike their imperial counterparts, however, the native peoples had no choice which customs and practices to adopt, and which to discard. The sheer military might and natur e of the colonial enterprise demanded that the colonized completely adapt to the social and cultural norms of the empire. In essence, then, the colonized were forced to lead a life of double consciousness, wherein they participated in customs and practices and obeyed laws and regulations in which they did ... ...periences with Western ideology, Etgar Keret and Marjane Satrapi offers methods for claiming identity that do not revolve around blind attempts to return to cultural roots. Works Cited Ghanem, Mary, and Jihad Makhoul. "Displaced Arab Families: Mothers' Voices on Living and Coping in Postwar Beirut." Journal of Middle East Women's Studies 5.3 (2009): 54-72. Web. 10 Dec 2009. Keret, Etgar. The Bus Driver Who Wanted to be God. New York: St. Martin's Press, 2001. Print. Said, Edward. Orientalism. New York: Random House, 1978. Print. Satrapi, Marjane. The Complete Persepolis. New York: Pantheon, 2003. Print. Troen, S. Ilan. "Frontier Myths and Their Applications in America and Israel: A Transnational Perspective." Journal of American History 86.3 (1999): 55 paragraphs. Web. 10 Dec 2009. .