Banana Republics Footwear

Banana Republic's footwear brand is Banana Republic. Banana Republic in Paragon of Orchard Road is more unique as it has only one store. The categories I will write are their footwear. Banap Republic is a subsidiary of Gap. The company was previously a catalog retailer specializing in hunting-themed clothing created by Mel and Patricia Ziegler. It eventually changed the name to a luxury clothing retailer. Banana Republic Banana Republic is a barrier-free luxury that offers modern, affectionate, relaxed and diverse styles for men and women all over the world. Banana Republic is designed for luxury at an affordable price. Banana republic products include clothing, handbags, jewelry, perfumes and eyeglasses. The Banana Republic was founded in 1978. Also, since 1997 Banana Republic Factory is operated. Banana Republic Factory Store sells high-end design and fashion at a high price. Banana is the most popular fresh fruit in the United States, related to Miss Kikita and Carmen Miranda, Ban ana Republic, and Banana Republic clothing store. But what does the increase in US banana consumption have on banana production areas in Central America? In this crisp and interdisciplinary study John Soluri combines agronomy, anthropology, political economy, and history to track the symbiotic growth of the export banana industry in Honduras and the mass market of American consumers. Since the banana 's first appearance in the American market in the 1870' s, Soluri examined the tension between small producers and shippers who led the early trade.

Family Law Case Study Example | Topics and Well Written Essays - 1250 words

Family Law - Case Study Example At the outset, Derek needs to realise that cohabiting does not have certain legal rights the way marriage or civil partnerships do. Thus, Saadya death implies that Derek will not just inherit anything automatically, but only those assets the two owned jointly (Herring, 2011, p. 80). S. 2(2) of Law Reform (Succession) Act 1995 allows claims by the surviving cohabiting partner, if the cohabitation has lasted for an uninterrupted period of no less than two years prior to the other cohabitant death. Additionally, cohabitants do not possess rights when it comes to intestacy based on Administration of Estates Act 1925, and as such, when one partner dies and leaving a will behind, then that partner property will pass on, in accord with the stipulations on the will. In this case, the will still remains valid since Sadya and Derek did not enter into a marriage or a civil partnership so as to revoke the will. However, Derek can still apply for consideration in the estate of his deceased cohabitant. Nonetheless, Derek rights are next to nil, as he will not automatically accede to everything. The law states that everything will be executed according to the valid will, and as such, most of Sadya assets will go to her estate and siblings, instead of Derek automatically. Moreover, Derek cannot be able to apply as an overseer of Sadya estate as he is not considered a relative (Probert & Blanpain, 2011, p. 109). Likewise, the surviving cohabiting partner is to a lesser degree well positioned than a marriage spouse, in claiming beneficial interest, when it comes to property which is registered in the sole name of his partner, as reiterated in James v Thomas [2007] EWCA Civ 1212. When it comes to the house, it is considered as typical rule of contract, pas sage, equity and trusts, and does not make a variation between married and unmarried couples, as stated in court cases Pettit v Pettit [1970] AC 777, and that of Gissing v Gissing [1971] AC 886. Accordingly, since the house is under a tenant in common ownership, Derek and Sadya do not have equal rights to that home. That is why the 75% house ownership will pass to Sadya estate as stated in the will (Burton, 2012, p. 198). The fact that Sadya transferred the house into their joint names holding as tenants in common, with Sadya owning 75% and Derek owning 25%, this fulfils the condition of conveyance towards joint names of cohabiting couple, with clear declaration of their individual beneficial interests (Stack v Dowden [2007] 1 FLR 1858). However, given that they have a son, Derek can ask the court based on s.30 of Family Law Act 1996, to transfer the property into his name under occupancy rights. But, the court will allow this only when it observes that, it will be in the best inter ests of Kane. Anything else registered under Sadya sole name, implies that Derek will not claim any beneficial interest in that property. The law is clear that when an unmarried cohabiting partner dies, the other partner will not just simply inherit their partner assets, acquire a portion of their partner finances, or even pension automatically without a will. Therefore, even though Derek has an unlimited access to money in their joint savings accounts, in which both of them contributed money under their joint names, he has no right to access money in Sadya separate bank accounts. Furthermore, the balance in such accounts will be the property of Sadya estate, and which cannot be accessed until the estate is fully settled. Nevertheless, a percentage of the savings will be considered when calculating the value of the estate. Any savings from housekeeping money will belong to the person who provided the money (Burton, 2012, p. 200). When it comes to provisions of occupational plus pers onal pensions for Derek and his son, this will depend on the regulations of Sadya scheme. This is because a cohabitant partner cannot depend upon his or her deceased partner contributions, for the intentions of

Human Resources Organisational Change and Development Essay

Human Resources Organisational Change and Development - Essay Example This is a real case study of a merger between these two companies. Both the companies were multinationals having offices in various parts of the world. However, this case study refers to the change management problems encountered in Pakistan. The change process was first adopted in other countries and implemented as is in Pakistan after their success. During the year 2004, the Group Sanofi-Synthelabo and Aventis merged to create Sanofi-Aventis. Sanofi-Aventis operates within the Pharmaceutical preparations sector. The Group's principal activities are the research, production and distribution of pharmaceuticals. It has operations in more than one hundred countries worldwide on 5 continents. Consolidated sales of 25 billon euros and 4 billion euros Research & Development expenditure based on 2003 reported figures Sanofi and Aventis are both well known pharmaceutical companies. However, with time, their certain geographical operations centers have become non-productive and year after year are unable to deliver the same performance as it used to. There are various factors that made this merger necessary including: The management of both the companies i.e. ... Increase in price of labour, minimum wage laws THE REASON TO CHANGE Change Objective: - The basic objective was to successfully create the worlds third largest pharmaceutical group. INDUSTRY LEADERSHIP According to the last IMS report Sanofi-Aventis is the 3rd largest company worldwide and number one in Europe. The market share of 5.6% is also amongst the highest in the industry. Research and Development Expenses at Sanofi-Aventis are among the top 3 in the industry. Their growth rate of over 11.4% as reflected by IMS and market share of 4.6% is among the top in the industry. Their sale is approximately 3+ billion The management of both the companies i.e. Aventis and Sanofi realized that this would include a complete change management program to be devised keeping in mind the individual nature of the organizations internal cultures. This change management program had to be devised in such a way as to minimize dissatisfaction and job insecurity in the current human resource employed at both the companies. For this purpose, both the companies decided to opt for planned change. According to Stephen P. Robbins, "planned change, refers to change activities that are intentional and goal oriented" The planned change programs to be implemented at both the organizations were to encompass the following spheres: Changing structure, or in essence redesigning of organizational structure. The critical issue faced was duplication of human resources at similar parallel positions. For these cases the candidate with the better profile including education, technical expertise, years of experience and skills up gradation , would retain the old job designation, responsibilities, whereas the other candidate would be offered a