Marketing Essays (1062 words) - Business, Marketing, Free Essays

Promoting Essays (1062 words) - Business, Marketing, Free Essays Chapter1 Presentation 1.1Background of study Showcasing is a social and administrative procedure by which individual and gathering acquire what they need and need through making and trading items and incentive with other. Its exercises are intended to address the issues and the desire for the general public. Social needs changes a the general public turns out to be progressively advance. With the assistance of advertising idea exchanging, bringing in vital merchandise and sending out products is conceivable. Promoting idea assists with satisfying the need and want of clients. Advertising is worried about gathering needs and giving advantage to clients, society and the firm. Kathmandu electronic store is one of the electronic store in our area. It disseminates its merchandise to its last clients. This store contributes in the improvement of showcasing idea in our general public. This stores fundamental target is to win greatest benefit by fulfilling the clients. 1.2Objective of study The principle goal of setting up this report are: 1.To know the selling and purchasing process in the market. 2.To realize the value rundown of electronic things accessible in the store. 3.To comprehend what sort of exercises are acted in the electronic store. 4.To know the fundamental thought process of the retailer. In this manner, these are a portion of the goal of making this undertaking. 1.3Significance of study This examination is valuable to the agent, clients, open might be legitimately or in a roundabout way natural to the electronic store. Scholastic capability, understudies will get the chance to visit reasonable field to know the detail data. We can legitimately include in posing inquiry, seeing the electronic store for social affair data and information. 1.4limitation of study 1.Due to absence of time and assets we were unable to get nitty gritty data. 2.The examination is situated in essential information accessible from web, auxiliary information are itself restricting component. 3.Due to absence of data picking up zone. 1.5Research Methodology So as to make concentrate progressively solid both essential and auxiliary sources has been utilized in gathering information, realities and statics. Be that as it may, a large portion of the examination depends on the essential information. Auxiliary information has likewise been utilized to some broaden. Different photos taken and the poll are the wellspring of essential information where as the course book, web, notice, report, and so on are the optional information utilized in gathering data. Chapter2 Information Presentation and Analysis This part presents the information those are significant for making correlation and examination. This section is likewise identified with summing up the gathered information and arranging the in such a way, that they answer the exploration questions. 2.1 List if electronic things accessible in Kathmandu Electronic Store. As we went to visit kathmandu electronic store we got the chance to see different sorts if electronic things in the store. Rundown of some gadgets stores accessible in the store are recorded underneath: S.noList of things 1.Fan 2.Iron 3.Television 4.Radio 5.Laptop 6.Computer 7.Speaker Table no. 2.1 List of Electronic Items in Kathmandu Electronic Store 2.2 Price of electronic things from year 2011 to 2015. In this previous five years there have been radically change in cost of electronic things because of changing advertising condition and change in the flavor of clients decision. The table underneath shows the changing pricelist of a portion of the electronic things in recent years. S.noName of itemYear 2011Year 2012Year 2013Year 2014Year 2015 1.FanRs. 3500Rs. 3500Rs. 3700Rs. 3800Rs. 4000 2.IronRs. 2500Rs. 2500Rs. 2700Rs. 2800Rs. 3000 3.TelevisionRs. 20000Rs. 22000Rs. 22000Rs. 25000Rs. 28000 4.RadioRs. 25000Rs. 22000Rs. 22000Rs. 21000Rs. 20000 5.LaptopRs. 45000Rs. 500000Rs. 52000Rs. 55000Rs. 55000 6.ComputerRs. 20000Rs. 20000Rs. 21000Rs. 20000Rs. 19000 7.SpeakerRs. 4800Rs. 5000Rs. 5000Rs. 53000Rs. 5500 Table no. 2.2 cost of electronic things from year 2011 to 2015. Chapter3 Rundown, Conclusion and Recommendation This part endeavors to sum up, give convincing and interesting outcome to the entire investigation. As the need of the investigation, the end and recommendation would be of incredible assistance for the concerned gatherings. This section is isolated into various parts to be specific synopsis, end, and proposal which are: 3.1 Summary This task was led so as to discover the job of purchaser gadgets in nepalese market. This undertaking shows the detail of advertising technique, for example, clients evolving request, rundown of new things accessible in the market, cost of the things, and so on. So as to do this undertaking an example electronic store Kathmandu Electronic Store was chosen. A poll was set up to think about the example store. We get the definite data of the store from the secretary Mr. Rakesh Shrestha. From the meeting we become more acquainted with following subtleties of the electronic store: 1.Kathmandu Electronic

Management theories Research Paper Example | Topics and Well Written Essays - 1000 words

The board speculations - Research Paper Example The conduct of association individuals impacts the two its working, structure and the standards on which the association can be overseen. There has been sufficient proof from the investigations that human components are the principle factors in the disappointment or accomplishment of an association. In many investigations, it has shown that individuals want to be counseled as opposed to getting data or requests. Less flexibility on the utilization of intensity is liked. The components that are the establishment of the social administration hypothesis and how the hypothesis recognizes the jobs and the aptitudes of the chief are as clarified underneath (Davies, 2010). The conduct of an individual is firmly associated with that of the gathering to which he has a place. The person’s change in conduct is shown by the gathering he has a place with, as he watches the work standards endorsed by the gathering (Brandon, 2006). Casual administration rather than formal authority of the organization’s chiefs is vital for implementing and setting the standards of the gathering of execution. An administrator or pioneer can be progressively worthy to the subordinates on the off chance that he applies the majority rule style of initiative. Another component is cooperation of the workers. In the event that the subordinates are allowed to take an interest in foundation of objectives, there will be a positive effect on their disposition towards work. At the point when laborers are associated with structuring, arranging the occupations and deciding, they will oppose less, changes that are affected in the work procedures and innovation (Davies, 2010). Another component is that normally, most people are inspired without anyone else advancement and poise and in this, they appreciate working. Administrators should distinguish and offer basic conditions that are helpful for the satisfactory and legitimate utilization of the individual potential. The demeanor of the chief towards the conduct of the laborers should be sure. He should realize that the normal

Lets Grow 4 Steps for Successful Employee Development - Focus

Let’s Grow 4 Steps for Successful Employee Development - Focus In terms of People Management, we have quite a big challenge ahead of us at MeisterLabs. For starters, we have the ambitious aim of growing our workforce from 30 to 50 employees within the next four months. Plus, were not just looking to grow in terms of team size. Were also looking to grow and develop each team member individually. In this article, I’ll take you through the four main employee development aims of our employee talks here at MeisterLabs, based on the theories of  Morgan W. McCall’s book, High Flyers: Encouraging employees to get to know themselves better, including their strengths and weaknesses Finding alignment between the qualities of team members and our company strategy Developing opportunities for growth and professional development Ensuring that outcomes are communicated company-wide and follow-ups take place. I’ll refer to ‘People Management’ throughout, where others might use ‘Human Resources Management’. However, with our focus on employee development, the term People Management seems more appropriate for our approach at MeisterLabs. 1. Encourage Your Employees to Get to Know Themselves Better Your company can only get as far as your workforce, and your workforce can only get as far as you support your team members to develop. Employee talks are central to this workforce development, as they include reflection and feedback on the strengths and weaknesses of each team member. Spanning further than technical skills, the talks also cover feedback on interpersonal issues. For MeisterLabs, a team member’s ability to efficiently cooperate is just as important from a company-perspective. As a result, during our employee talks, we evaluate technical and interpersonal competencies, as well as leadership competencies where applicable, based on scales and additional comments an approach suggested by Nagler Löffler in their book Strategisches Talentmanagement. In order to do this, we provide all team members and team leads with an assessment form, a section of which looks like so: The form lists a number of attributes, varying from ‘quality of output’ to ‘the ability to manage deadlines and projects’. We then choose to combine employee self-reflection with managerial assessment, by asking team members to first self-assess, confidentially rating themselves on a scale of 1 to 5 for each attribute. This assessment is then accompanied by an assessment by their direct manager, as we ask team leads to rate each of their team members, using the same list of attributes. The outcome of these assessments Fortunately, we found that how we think critically about ourselves and reflect on our own potential for improvement is likely to underline the points made by the direct managers. We also established a few key areas for both employee improvement and employee strengths. Following the talks, areas that required improvement included: For some employees to be more open to feedback in the future For certain team members to show clearer leadership as team managers For some team members to be more succinct during meetings and presentations. As a result, we can now work to provide opportunities for training in these areas, in collaboration with the relevant team members. There were also many clear strengths that came out of the talks, which we, as an organization, can build upon, including: The constant curiosity of our employees and their interest in questioning and improving our development processes A team members deep knowledge of Marketing practices and leadership potential A tech lead’s ability to coach developers in a way that helps them excel every day. Just before the talks, we also held our first Employees of the Year award, to highlight the strengths and work of three team members in particular. 2. Find Alignment Between Employee Skills and Company Strategy Before thinking about where employees should progress to within the company, it’s important to first establish what the company needs. This involves clarifying the following questions: Where is the company going and what is the strategy? Which challenges come with that strategy? And which experiences do our current employees need this time next year, in order to be able to cope with challenging times? Not only is it important for retaining talented team members to share the company strategy regularly, it’s also crucial to develop your employees accordingly. As a result, our employee talks provide an opportunity to propose these potential areas of growth to our team members, to show how we could see their roles developing, in line with overall company direction. 3. Develop Opportunities for Growth â€" Together For our positions in software development, we’ve aimed to develop career pathways for each of our employees. Within MeisterLabs, our developers can grow from Junior Developer to Intermediate Developer, to Senior Developer. As a Senior Developer, you either function as an expert working individually on big features or you can proceed down the leadership path. These roles come with specific skills and responsibilities and we use our employee talks to share these potential pathways with team members, explaining how we see them progressing. In other departments, employees have much more diverse skill sets and tasks, which is why we put more focus on goal development and measurement. Coming back to the theories of Morgan W. McCall, he argues that in order to shape desired behavior, managers should set goals, measure them and hold their employees accountable. In growing companies, goals can often be aligned with employees’ skills and interests. However, it’s also important that you’re supporting team members to work on their weaknesses, through training programmes and professional development opportunities. Research shows  that professional development is usually divided into three parts: learning on the job, internal resources, and external education events. 1. 70% of professional development happens on the job. However, this will often require managers to become coaches to their employees. Managers need to encourage team members to complete tasks slightly outside of their comfort zone, as well as allowing them to fail. In our employee talk sheets, after defining goals and measurements (e.g. being clearer about key points in meetings, to provide a better understanding to all participants), we would discuss concrete steps to reach that goal (for example, opportunities to practise public speaking). 2. For the next 20% of professional development, we have internal resources at hand. Not only do we hire bright minds to work independently on projects, but we also look to hire people based on their ability to help and teach one another. As a result, we’ve developed a table of mentors and mentees based on coaching abilities and discussions during the employee talks. Mentors can be simply approached by mentees when they encounter a problem on the job, or teams can schedule bigger tutorials for a couple of interested people. This is how we spread knowledge about programming languages, project management, inclusive leadership and business English, amongst other skills and attributes. 3. The final 10% of employee development happens at formal educational events, such as the Reactive Conf or the Railsconf two conferences that a number of our developers will be attending, as well as other opportunities for external training. In short: Besides the evaluation of technical and interpersonal skills, weve developed a plan together with team members that enables our employees to reach their goals within a year, including via in-house and external support. 4. Make the Outcomes Official The week of employee talks was a marathon. However, we were really pleased with the outcomes, which include: Each employee receiving access to their own employee talk sheet that communicates their evaluation and goals, measurements, concrete steps and learning support. To communicate our decisions company-wide, we developed an Org Chart using MindMeister. During a company-wide meeting, we explained the main goals of each employee and officially announced a new layer of middle management. We’re not the only start-up that seeks to stay agile while still seeing the value in clear management roles… Finally, we published a table that connects mentors with mentees,  for team members seeking in-house training and support. So what’s next for People Management at MeisterLabs? Follow-ups will take place every three months to support our employees on their way. Having heard from one of our Tech Leads and our Product Manager that people seem to have gained motivation following the employee talks, I believe that People Management at MeisterLabs is already on the right track… Staying Agile5 Best Practices in Software Project Management Download The Free White Paper Let’s Grow 4 Steps for Successful Employee Development - Focus In terms of People Management, we have quite a big challenge ahead of us at MeisterLabs. For starters, we have the ambitious aim of growing our workforce from 30 to 50 employees within the next four months. Plus, were not just looking to grow in terms of team size. Were also looking to grow and develop each team member individually. In this article, I’ll take you through the four main employee development aims of our employee talks here at MeisterLabs, based on the theories of  Morgan W. McCall’s book, High Flyers: Encouraging employees to get to know themselves better, including their strengths and weaknesses Finding alignment between the qualities of team members and our company strategy Developing opportunities for growth and professional development Ensuring that outcomes are communicated company-wide and follow-ups take place. I’ll refer to ‘People Management’ throughout, where others might use ‘Human Resources Management’. However, with our focus on employee development, the term People Management seems more appropriate for our approach at MeisterLabs. 1. Encourage Your Employees to Get to Know Themselves Better Your company can only get as far as your workforce, and your workforce can only get as far as you support your team members to develop. Employee talks are central to this workforce development, as they include reflection and feedback on the strengths and weaknesses of each team member. Spanning further than technical skills, the talks also cover feedback on interpersonal issues. For MeisterLabs, a team member’s ability to efficiently cooperate is just as important from a company-perspective. As a result, during our employee talks, we evaluate technical and interpersonal competencies, as well as leadership competencies where applicable, based on scales and additional comments an approach suggested by Nagler Löffler in their book Strategisches Talentmanagement. In order to do this, we provide all team members and team leads with an assessment form, a section of which looks like so: The form lists a number of attributes, varying from ‘quality of output’ to ‘the ability to manage deadlines and projects’. We then choose to combine employee self-reflection with managerial assessment, by asking team members to first self-assess, confidentially rating themselves on a scale of 1 to 5 for each attribute. This assessment is then accompanied by an assessment by their direct manager, as we ask team leads to rate each of their team members, using the same list of attributes. The outcome of these assessments Fortunately, we found that how we think critically about ourselves and reflect on our own potential for improvement is likely to underline the points made by the direct managers. We also established a few key areas for both employee improvement and employee strengths. Following the talks, areas that required improvement included: For some employees to be more open to feedback in the future For certain team members to show clearer leadership as team managers For some team members to be more succinct during meetings and presentations. As a result, we can now work to provide opportunities for training in these areas, in collaboration with the relevant team members. There were also many clear strengths that came out of the talks, which we, as an organization, can build upon, including: The constant curiosity of our employees and their interest in questioning and improving our development processes A team members deep knowledge of Marketing practices and leadership potential A tech lead’s ability to coach developers in a way that helps them excel every day. Just before the talks, we also held our first Employees of the Year award, to highlight the strengths and work of three team members in particular. 2. Find Alignment Between Employee Skills and Company Strategy Before thinking about where employees should progress to within the company, it’s important to first establish what the company needs. This involves clarifying the following questions: Where is the company going and what is the strategy? Which challenges come with that strategy? And which experiences do our current employees need this time next year, in order to be able to cope with challenging times? Not only is it important for retaining talented team members to share the company strategy regularly, it’s also crucial to develop your employees accordingly. As a result, our employee talks provide an opportunity to propose these potential areas of growth to our team members, to show how we could see their roles developing, in line with overall company direction. 3. Develop Opportunities for Growth â€" Together For our positions in software development, we’ve aimed to develop career pathways for each of our employees. Within MeisterLabs, our developers can grow from Junior Developer to Intermediate Developer, to Senior Developer. As a Senior Developer, you either function as an expert working individually on big features or you can proceed down the leadership path. These roles come with specific skills and responsibilities and we use our employee talks to share these potential pathways with team members, explaining how we see them progressing. In other departments, employees have much more diverse skill sets and tasks, which is why we put more focus on goal development and measurement. Coming back to the theories of Morgan W. McCall, he argues that in order to shape desired behavior, managers should set goals, measure them and hold their employees accountable. In growing companies, goals can often be aligned with employees’ skills and interests. However, it’s also important that you’re supporting team members to work on their weaknesses, through training programmes and professional development opportunities. Research shows  that professional development is usually divided into three parts: learning on the job, internal resources, and external education events. 1. 70% of professional development happens on the job. However, this will often require managers to become coaches to their employees. Managers need to encourage team members to complete tasks slightly outside of their comfort zone, as well as allowing them to fail. In our employee talk sheets, after defining goals and measurements (e.g. being clearer about key points in meetings, to provide a better understanding to all participants), we would discuss concrete steps to reach that goal (for example, opportunities to practise public speaking). 2. For the next 20% of professional development, we have internal resources at hand. Not only do we hire bright minds to work independently on projects, but we also look to hire people based on their ability to help and teach one another. As a result, we’ve developed a table of mentors and mentees based on coaching abilities and discussions during the employee talks. Mentors can be simply approached by mentees when they encounter a problem on the job, or teams can schedule bigger tutorials for a couple of interested people. This is how we spread knowledge about programming languages, project management, inclusive leadership and business English, amongst other skills and attributes. 3. The final 10% of employee development happens at formal educational events, such as the Reactive Conf or the Railsconf two conferences that a number of our developers will be attending, as well as other opportunities for external training. In short: Besides the evaluation of technical and interpersonal skills, weve developed a plan together with team members that enables our employees to reach their goals within a year, including via in-house and external support. 4. Make the Outcomes Official The week of employee talks was a marathon. However, we were really pleased with the outcomes, which include: Each employee receiving access to their own employee talk sheet that communicates their evaluation and goals, measurements, concrete steps and learning support. To communicate our decisions company-wide, we developed an Org Chart using MindMeister. During a company-wide meeting, we explained the main goals of each employee and officially announced a new layer of middle management. We’re not the only start-up that seeks to stay agile while still seeing the value in clear management roles… Finally, we published a table that connects mentors with mentees,  for team members seeking in-house training and support. So what’s next for People Management at MeisterLabs? Follow-ups will take place every three months to support our employees on their way. Having heard from one of our Tech Leads and our Product Manager that people seem to have gained motivation following the employee talks, I believe that People Management at MeisterLabs is already on the right track… Staying Agile5 Best Practices in Software Project Management Download The Free White Paper

Themes of Hope in The Hunger Games by Suzanne Collins and...

Hope is an important component where ones life revolves around in a society. Its also expected to be seen with confidence without any fear behind. Therefore, hope isn’t something that can be wished upon the stars at night; instead, one has to create a passion or believe within themselves in order to see their path towards hope. As a matter of fact, everyone has hope inside of them but its only them who can release that inner emotion into the air and believe that without it our life is directionless. The two dystopian works, The Hunger Games by Suzanne Collins and â€Å"Harrison Bergeron† by Kurt Vonnegut demonstrates a similar theme where there is hope for change in society; however, The Hunger Games conveys hope for change by rebellion against an oppressive government control through the motivation of winning the game with the desire to survive whereas â€Å"Harrison Bergeron† mentions hope for change for freedom of individuality over equality through rebellion against an oppressive government control. In the film, The Hunger Games directed by Gary Ross shows the protagonist, Katniss Everdeen as a strong well-skilled District 12’s female tribute who carries hope along to survive in the arena among other tributes to rebel against an oppressive government control. Throughout the film we can see how Katniss gets motivated by her loved ones back at home as well as her District 12’s members. For instance, Katniss’s younger sister, Prim gives strength when she gives the mocking jay pin

Gang Violence Effects On Recidivism Through...

Gang violence: Effects on recidivism through rehabilitation programs The Problem In recent discussions of gang violence in prison, a controversial issue has been whether programs can lower recidivism rates. On the one hand, some argue that Gang violence can not be deterred from this perspective, it is understandable to see where society could see how gangs could be a lost cause. On the other hand, however, others argue that there is a possibility to help change them for the better and it can start with youths. Controversy, others, such as an article written by Scott, T.-L., Ruddell, R. et al. give us a reference to another country Canada which shows us the risk, needs, and the potential for prison rehabilitation for female gang†¦show more content†¦Likewise, in Canadian Female Gang Inmates by Scott, T-., Ruddell, R they quote from Mackenzie and Johnson article, â€Å"(2003) described these offenders as ‘‘aggressive, antisocial women with poor education and employment experiences’’ (p. iii). Prison gang members are also though t to actively undermine there habilitative elements of correctional programs as well as challenge staff authority (CSC, forthcoming; Winterdyk Ruddell, 2010) ( Mackenzie, A., Johnson, S. L. (2003).† So just what can be done to rehabilitate gang members back into society? Relevance Gangs and gang violence are a major concern to the corrections system. While gangs are still prominent then there will be a continuum of more negative influence going into the system. Cases like for example the Black Guerrilla gang are not unusual where a gang will influence the system in such a way that it will go haywire. In their case, for example, the tables were turned when guards began to listen and go along with inmate behavior. If by being able to limit gang activity within a prison and using that time away from their gangs to rehabilitate them it may be possible to lower the rate of recidivism. In corrections, it is known that inmates that live in prison for a longer period are shown to not be as violent as short-term inmates. In Prison Gang Policy and Recidivism: Short-term management Benefits, Long-term, Consequence Marie Griffen mentions a scholarly article that brings up some information as mentionedShow MoreRelatedPrison Corrections1450 Words   |  6 Pagesdon’ t it will lead to an early grave from stress† (Cowey, 2012). This statement is true from the highest position of authority to the lowest position. 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Anne Hutchinson and Puritan Leadership Free Essays

Anne Hutchinson and Puritan Leadership Anne Hutchinson was a strong willed and intelligent woman that lived in 1637 in the Massachusetts Bay colony. She opposed both John Winthrop, governor of the colony, as well as the Puritan church leaders who had a different set of beliefs from her, and made up the court of elected officials that assisted the governor. She was banished from the colony in 1638 on charges of blasphemy, because she claimed to have direct and divine inspiration from the Holy Spirit, in a Puritan community it was thought that only preachers and other church leaders could see God, this idea was known as the covenant of works. We will write a custom essay sample on Anne Hutchinson and Puritan Leadership or any similar topic only for you Order Now Anne Hutchinson was a believer in the covenant of grace where God could show himself to anyone at anytime. Anne Hutchinson had a bold personality, many problems with Puritan leadership and their beliefs, and was banished from the colony on charges of blasphemy in a controversial trial. Anne Hutchinson was a very confident and bold woman, and unlike many other women in colonial lifestyle she spoke her mind. Her intellect was very strong, and she outwitted Governor Winthrop and the jury of her trial for many days. She believed very heavily that men and women were equal in the eyes of God, and thought that the covenant of works being preached by the Puritan preachers was incorrect. Anne Hutchinson was an excellent speaker, which was demonstrated in her court trial where she bashed most of the charges against her with her high intellect. Hutchinson also led discussions on the sermons from the Puritan preachers with other women after church using her interpretation of what God was really trying to say. Anne Hutchinson was a strong believer in predestination an, idea developed by John Calvin. Predestination is the belief that God has already chosen those few people for salvation. In her interpretation Anne Hutchinson thought that actions did not matter towards salvation because God had already made his choice, this theory is also known as the covenant of grace. She opposed the Puritan Ministers who for the most part thought and preached that if you do and achieve certain things then God will save you, ideas from the covenant of works. That is why she held discussions on sermons for her followers, after she received divine inspiration from God, because she felt that Puritan preachers were not interpreting God’s word correctly. After openly and publicly disagreeing with the teachings of the Puritan preachers and holding her discussions about their sermons Anne Hutchinson was taken into court by Governor John Winthrop on counts of disturbing the peace and slandering the ministry. After a long and back and forth trial Anne Hutchinson was charged with blasphemy and sentenced to banishment from the colony. The trial was controversial because she really had not done anything illegal, but because of the notion that women should be submissive to men in the colonies, and her defying the church were strongly frowned open especially by men. It was also a male dominated society, so Anne Hutchinson did not ever really have a chance for a totally unbiased trial. Such as the one Roger Williams received, he was tried for some of the same things Hutchinson was tried for, but because of his gender probably received more of a fair trial because of his gender. Williams was not banished from his colony, where Hutchinson was banished from the Massachusetts Bay colony on the charges of blasphemy. She was convicted of this because in the beliefs by the Puritan preachers only preachers and other church leaders could receive any type of divine inspiration, so being a woman it was impossible for her to receive any divine inspiration. Anne Hutchinson was still very important though as she helped found the colony of Rhode Island with her beliefs. She was a very strong confident woman taking care of her 15 kids in the Rhode Island wilderness. And even though she did not receive a totally fair trial, because in that time period it was frowned upon for anyone to speak out against the church especially a woman she had a lasting impact on the way men thought about the intelligence of women. Anne Hutchinson was a woman who had a bold personality and although being a Puritan herself believed that Puritan preachers were wrong, and was eventually banished to Rhode Island for it. How to cite Anne Hutchinson and Puritan Leadership, Essay examples

A True Inspiration free essay sample

Everybody has that one idol that they love the most; the one they feel helps them through everything. For me that person is Justin Bieber. He taught me to follow my dreams and to never say never. He encourages me to believe in myself. Justin inspires me to make a change in the world because he donates to a lot of charities every chance he gets. It’s inspirational to see how he lives every moment of life with a smile on his face. He is an angel sent to earth to make a lot of girls happy. Justin isn’t another teen sensation; he’s going to be around for a long time. Not many people have an everlasting effect on me but he does. He has inspired me to not let others put me down. He handles the haters so maturely. They say mean things but Justin kills them with kindness and he doesn’t let their opinions bother him. We will write a custom essay sample on A True Inspiration or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page He has also inspired me not to settle for less than I deserve in terms of boyfriends because he thinks every girl is a princess and should be treated like one. He taught me that anything is possible with a little belief and perseverance because he has performed with strep throat and a broken foot, he has thrown up on stage and walked into glass walls, he even had an infection in his vocal cords; the bottom line is that the show goes on no matter what. I will always support Justin no matter how many mistakes he makes or what changes he goes through because no one can do for me what he has done. His confidence and determination to succeed have taught me to believe in who I am. He inspires me to love my mom even more because him and his mom lived in an apartment and they only had each other. When he got signed to a record label, Justin promised to buy his mom a house someday because she could never afford one.