Looking for Alaska Book Report - 803 Words

Looking for Alaska Looking for Alaska is a novel by John Green and is about a young man named Miles Halters. The book is set in Alabama at the boarding school, Culver Creek High School. Miles loves memorizing the last words of famous people and is looking to seek his â€Å"Great Perhaps† in his life. After moving into his dorm Miles meets Chip, or also known as The Colonel. The two moves the Colonels’ furniture into the boys’ dorm. Soon after Miles gets the nickname, Pudge, just to be ironic since he is tall and skinny. The two boys’ go to meet Colonels long time friend Alaska Young , and Pudge is instantly taken aback by Alaskas beautiful. The three go out by the lake and smoke since it is against school rules to smoke in the dorms and the†¦show more content†¦The night she died she was on her way to her grave. The novel ends with the group of friends remembering Alaska and putting her to rest. She always wanted to make up the â€Å"best prankâ €  Culver Creek has ever seen. Pudge, Colonel, Takumi, and Lara did that for their friend by hiring a stripper to do a speech at a function at school. After getting past the grief of losing the love her never had, Pudge writes about her saying she will always live on in his and his friends memoryShow MoreRelatedLooking for Alaska - Miles Eulogy931 Words   |  4 PagesLooking For Alaska Book Report – Eulogy Hello everyone. I would like to thank you all for coming to honor our friend, Alaska Young. I am Miles Halter, known to most as Pudge. I transferred to Culver Creek Boarding School from Florida to ‘seek a Great Perhaps’, to leave behind the insignificant things I was doing, to seek something that was perhaps greater. I collect people’s dying words and â€Å"I go to seek a Great Perhaps†, were the last words of Francois Rabelais, but unlike him, I did notRead MoreAnalysis Of The Book Pudge 1717 Words   |  7 Pageshe is. He is introduced to the Colonel s friends; Takumi Hikohito, Lara Buterskaya, and the breathtaking Alaska Young. Pudge grows closer to his new friends as they go through experiences such as pranks, school, basketball games, smoking and drinking. Pudge learns the most important part of these friendships is trust. He grows closest to the Colonel, and develops a mad crush on Alaska. Alaska is wild and unpredictable, but also intelligent and affectionate; this makes her alluring to the curiousRead MoreThe Catcher In The Rye by J. D. Salinger and Looking For Alaska by John Green1729 Words   |  7 Pagescharacterized by cautious and withdrawn juveniles. Much like the Millennials, the Silent Generation was plagued by complications from a terrible economy and war. Regardless, multiple reports suggest that the Silent Generation was the happiest generation in American history. The Catcher In The Rye and Looking For Alaska, two American novels about young adulthood, provide an insight on the commonalities and differences between these two generations and their unique American experiences. The two novel sRead MoreAn Analysis of Looking for Alaska by John Green2904 Words   |  12 Pagesï » ¿Looking for Alaska is a book about a boy named Miles that goes away to a private school called Culver Creek were he meets a group of friends that he starts to hang out with throughout the year. He becomes very good friends with everyone and they begin to let him in on their secret spot called the smoking hole, where they all smoke their cigarettes without getting in trouble. Soon he starts to get a crush on a girl named Alaska, which seems to already have a boyfriend. As soon as Miles starts toRead MoreAnalysis Of John Green s Life2198 Words   |  9 PagesNew York Times best selling books and two major motion pictures. Some of Green’s work includes Looking for Alaska, The Fault in our Stars, Paper Towns, and Abundances of Katharine’s. John Green is one of the greatest young adult authors, vloggers, producers, and actors of our time. John Green was born on August 24, 1977 to Mike and Sydney Green in Indianapolis, Indiana. His family and him also spent a lot of their time in Florida, where most of the characters in his books came from. Green attendedRead MoreThe Indigenous People of Alaska2813 Words   |  11 PagesAlaska is different. When compared to the contiguous United States of America the differences are pronounced and occur in almost all aspects of life. The differences even extend to the original inhabitants, to the way they survived, treaties with the United States government, current way of life, and education. An overview of the historical approach to education as well as the current changes will hopefully provide insight into what works and what does not work in educational settings in rural AlaskaRead MoreChris McCandless is a Tragic Hero1005 Words   |  5 PagesIf you attempted to talk him out of something, he wouldn’t argue. He would just nod politely and then do exactly what he wantedâ⠂¬  (Krakauer 182). Chris did exactly as Carine stated he would when someone tried to stop his trip to Alaska. Chris understood what the trip to Alaska would entail but decided to continue anyway. He was confident in his abilities and constantly felt the need to challenge those abilities. According to Jon Krakauer, â€Å"He had a need to test himself in ways, as he was fond of sayingRead MoreJohn green Essay example6063 Words   |  25 Pagesvideos. He won the 2006  Printz Award  for his debut novel,  Looking for Alaska,  and reached number one on a  New York Times Best Seller list  with  The Fault in Our Stars  in January 2012. Green was born in Indianapolis to Mike and Sydney Green  and his family moved three weeks after he was born  to  Orlando, Florida.  He attended Lake Highland Preparatory School  and  Indian Springs School  (which he later used as the main setting for  Looking for Alaska),  a boarding and day school outside of  Birmingham, Alabama  andRead MoreCase Analysis : Tax Evasion1143 Words   |  5 Pageshusband commits tax evasion and obstruct the Internal Revenue Service audit. I looked through some tax laws using the book South-Western federal taxation and applied to the case. In this case, we learned that it is not difficult to deceive personal expenses as business expenses. It is the responsibility of the Internal Revenue Service (IRS) audit to identify and correctly report these expenses and revenues correctly, as well as the taxpayers to prove the appropriate documents. The issue is thatRead MoreShining A Light On Eyewitnesses1617 Words   |  7 Pagespsychol ogical factors, including memory. When it comes to memory many think that it is like a tape recording that we can pluck from our brain whenever we need to. Memories are not exact recordings of an event. Siri Carpenter and Karen Huffman in their book Visualizing Psychology explain that â€Å"[M]emory is a constructive process through which we actively organize and shape information as it is being processed, stored, and retrieved† (176). This may often lead to biases and errors. The three stages that

Kfc Strategies - 1502 Words

2. How would you describe KFC’s international strategy? Which cross-border synergies can KFC reap and how locally responsive is the company? KFC’s international composition provides an exemplary mix of international entry strategies. The company enters a foreign market either by a greenfield entry by establishing a company-owned foreign subsidiary (21 %) or by a joint venture (10 %) (figure 10.2 in the book). However, in most of the cases, KFC expands it global franchise-network (69 %). In Latin America, KFC illustrates this mix, too. The entries into Mexico and Puerto Rico, accessed firstly because of their geographical and social proximity to KFC’s home country, were established through company-owned subsidiaries, where small markets in†¦show more content†¦Actually, the foremost reason for KFC to have franchises in some countries is that these are ‘owned and operated by local entrepreneurs who have a deeper understanding of local language, culture, customs, law, financial markets, and marketing characteristics’. In order to illustrate the demand for local responsiveness for KFC, exam ples are given for the fairly diverse countries that were analyzed in question 1, as well as some examples that are taken from the case. The following is based on the possible country differences as mentioned in the textbook. Differences in market structure: KFC deals with globally present as well as locally based competitors in a different way in each country. For instance, in Mexico KFC has to deal with McDonalds, Wendy’s and Burger King, as well as native ‘El Pollo Loco’, where in Brazil it has only one international rival McDonalds, with a powerful local competitor ‘Habib’s’; Differences in customer needs: For instance, KFC’s customers in Puerto Rico are mainly tourists with an American taste palate, where Chilean customers will mainly be locals with different preferences. Worldwide, KFC is relatively more successful in Asia and Latin America where chicken is a traditional dish, in South America usually combined with rice and beans (or beans and rice, which is totally different); Differences in buying behavior: If this depends on income, there should be distinct differences between, for instance, Chile and Peru. OnShow MoreRelatedKfc Strategy2041 Words   |  9 Pages This report focus on KFC ( Kentucky Fried Chicken) to evaluate KFC’s success in creating value and delivering value to customers in terms of four elements of marketing mix including product, price, place, and promotion. This report also shows what make KFC create differences from other competitors, such as: McDonald and Pizza Hut. In particular, this report will research information from some websites which related to KFC in Australia where a large of people buy KFC every day has. FinallyRead MoreKfc Marketing Strategies20155 Words   |  81 PagesI become a KFC franchisee? Initial Franchise Fee =   Monthly Service Fee (Royalties) =   Advertising = $45,000 (if you open a KT multi-brand restaurant, the fees will be $75,000)   5 percent (5%) of Gross Sales 5 percent (5%) of Gross Sales (Includes national and local contributions) The above amounts do not include the initial investment required to construct the restaurant building, training expenses, grand opening expenses or opening inventory. Please refer to the KFC Franchise DisclosureRead MoreMarketing Strategy for Kfc5183 Words   |  21 PagesIntroduction. 2 Market Analysis for KFC. 5 THREATS OF KFC IN MAURITIUS. 18 Opportunities to develop and create the following in Mauritius. 20 Reasons for KFC to go overseas. 26 PESTEL Analysis. 26 Competitors Actions. 29 THE problem that KFC is facing. 29 Strategies developed to overcome the crisis. 30 New Strategies that can be adopted for the Relaunching of KFC products. 31 References. 34 Introduction. Kentucky Fried Chicken, better known as KFC, is the largest chicken restaurant chainRead MoreMarket Strategy for Kfc Japan1245 Words   |  5 PagesMarket Strategy/ Focus Marketing strategy is a method of focusing an organizations energies and resources on a course of action which can lead to increased sales and dominance of a targeted market niche. A marketing strategy combines product development, promotion, distribution, pricing, relationship management and other elements; identifies the firms marketing goals, and explains how they will be achieved, ideally within a stated timeframe. Marketing strategy determines the choice of target marketRead MoreKfc Marketing Strategy in Mauritius2103 Words   |  9 Pages INTRODUCTION KFC Corporation, based in Louisville, Kentucky, is the world’s most popular chicken restaurant chain, specializing in Original Recipe ®, Extra Crispy ®, Kentucky Grilled Chickenâ„ ¢ and Original Recipe Strips with home-style sides, Honey BBQ Wings, and freshly made chicken sandwiches. Every day, more than 12 million customers are served at KFC restaurants in 109 countries and territories around the world. KFC operates more than 5,200 restaurants in the UnitedRead MoreMarketing Strategy of Kfc4922 Words   |  20 PagesPreface This report focus on KFC marketing strategies, its marketing environment , demographicfactor ,marketing factors. We designed a report to provide a brief description about itsmarketing mix its major competitors in Pakistan. We also discuss four P’s of marketing their marketing tools.In addition to it, this report includes a research base survey on KFC. We all have triedour level best to fulfill all the requirements mentioned to us. Now its depend upon thereader to read it carefully andRead MoreCase Study - Kfc China Strategies1303 Words   |  6 PagesCase Study 1 Introduction Since KFC opened the first outlet in Beijing in 1987, the fast-food giant has occupied its dominant position in China(Bell and Shelman 2011). As KFC expands rapidly in China, it formulates specific strategy aiming to Chinese customers and accomplishes unprecedented success. Among all the strategies, the localization strategy and the different operation management contribute significantly. While analyzing such strategies, benefits and weakness both emerge and some questionsRead MoreKfc vs Nandos Marketing Strategy6628 Words   |  27 Pagespeoples wants. It also tries to assess influences on the consumer from groups such as family, friends, reference groups, and society in general. In this essay, we will assess the effects and outcomes of the promotion and advertizing strategies of Kentucky Fried Chicken (KFC) and Nando’s. We will analyze their promotion and advertizing campaigns; their failures and successes; and lastly, what the public have to say about the two organizations. KENTUCKY FRIED CHICKEN Harland David Sanders was born SeptemberRead MoreBusiness Strategy-Kfc Company Overview 11080 Words   |  5 PagesKFC Company Overview KFC Corporation  (KFC, founded and also known as  Kentucky Fried Chicken) is a chain of  fast food restaurants  based in  Louisville,  Kentucky  in the United States. KFC has been a brand and operating segment, termed a  concept[2]  of  Yum! Brands  since 1997 when that company was spun off fromPepsiCo  as Tricon Global Restaurants Inc. KFC primarily sells  chicken  pieces,  wraps,  salads  and  sandwiches. While its primary focus is  fried chicken, KFC also offers a line of grilled and roastedRead MoreKfc Marketing Fundamental1686 Words   |  7 PagesPolitical 5 1.1. Carbon tax 5 1.2. Minimum wages 5 2. Social Cultural 5 3. Economic 6 IV - Conclusion 6 V - References: 6 I - Introduction KFC, which has full name as Kentucky Fried Chicken, is one of well-known fast food brand names in the world due to their effective marketing strategies. To create good marketing strategies, KFC needs to understand the market by conducting a market research and collecting information about micro and macro environment. Therefore, they can influence

Allegory of the Cave V Pleasantville Free Essays

The movie Pleasantville is very symbolic. It is a movie that could be interpreted a number of different ways. Most will agree, however, that the basic point of the movie concerns the subject of change. We will write a custom essay sample on Allegory of the Cave V Pleasantville or any similar topic only for you Order Now But we can also see the movie as a modern version of Plato’s Allegory of the Cave. From this point of view, Pleasantville depicted in black and white represents the cave, while color represents the world of enlightenment beyond the cave. Before David and Jennifer become Bud and Mary Sue, everything in Pleasantville is apparently perfect. Everyone lives their day-to-day lives without any problems. Pleasantville seems to be a place of perfect bliss. Everyone in the little town lives a life of safety, happiness, but also ignorance. Outside of Pleasantville, there is disorder and unhappiness. At the beginning of the movie, David is the typical â€Å"loser† at school; he is unhappy with his life. His sister, Jennifer, is a promiscuous teen. All of these scenes are in color. In Pleasantville, however, before the town is ruined, everything appears in black and white, and all the people are apparently content with their lives. For example, nothing here can catch fire, and the firefighters only have to rescue cats out of trees. The basketball team always wins and players on the team make every single shot. After David and Jennifer are introduced to the peaceful, harmonious town of Pleasantville, however, the flawless, isolated, but ignorant community is turned upside down and ruined. When Bud tells Skip that his sister wouldn’t want to go out with him, for example, Skip suddenly can’t make a shot, and is thus unhappy for the first time. When Betty Parker learns about sex, a tree catches fire, and funnily the firemen do not know what to do, and only respond when they think that there is a cat stuck in a tree. Towards the end of the movie, people start to riot. They destroy the burger place, and they burn piles of books. There is total chaos and disorder. The original peaceful community is lost when the contagious disease of enlightenment, represented by color in this movie, is introduced. One could argue that this movie portrays change and enlightenment as a good thing, but there is also substantial evidence that this movie is showing change as a bad thing. The laws of entropy apply in this movie. Pleasantville exists in a delicate balance of perfect order, but when new things are introduced to throw off the balance, everything naturally turns to chaos and disorder. How to cite Allegory of the Cave V Pleasantville, Essay examples

Provisions of Law

Question: Would the conduct have the effect of destroying or seriously damaging the employment relationship? Answer: Provisions of Law in Unfair Dismissal As per the provisions of law in UN, the employers can discuss the exit interviews held with their employees can be used against them in any tribunal meetings. This new rule formed need to deal with various situations where prejudice is not applicable as when the two parties are not in conflict S49 ERA 1996 Employment Rights Act (ERA) 1994 states that an employer cannot dismiss his employee on unfair grounds (Legislation.gov.uk, 2014). Stages for Unfair Dismissal The various stages of UN are eligibility, iniquitous reason, logical dismissal and justified reason. Eligibility Criteria in Dismissal The eligibility criteria for UN are working for a definite period which qualifies for an usual reason on unfair grounds. For example, if the employment date of the person is beginning before 6 April 2012, he can claim after he has completed one year of service. If an employee joins after 6 April 2012 he can claim the dismissal period that is after two years of employment (Gov.uk, 2015). Yes, the applicant is an employee who is working in the organization of this Section 230(1) of the Employment Rights Act is applicable. Employment Rights Act As per Section 230(1) of ERA 1996, an employee can be referred to an individual who works under a contract of employment in the workplace. This definition is not right, so the court has conducted numerous tests to justify an employee. The important aspects attached to an employee are: For an individual to be an employee ha has to work under contract The work provided to the person has to be carried personally to him only The two parties i.e. management and employee have to have the mutual understanding to work together (Thompsons.uk, 2005). The employer has to command the employee to work in the given direction Contract of Employment A contract of employment is formed between an employer and employee in the workplace and it is an agreement made between them for fulfilled by an employee such as: Duties and Responsibilities to be content Conditions for employment in office timings The terms of the contract must be satisfied from both the ends until he is being dismissed by providing them prior notice. This offer provided to him is valid when he accepts the contract and the points have to be written down within a legal procedure (Gov.uk, 2014). But, the terms of the contract will end on the day when the employee leaves the company. Contract of Service It has already been stated above that a contract is formed between the employee and employer when he is in service. The rights and responsibilities of employee under contract of service are as follows: The worker is controlled by the owner for performing the task given to them by their manager The employee has flexible working hours and a definite place to work in organization The worker has to complete his task alone, and no substitute will be available in his place Every employee is entitled to fundamental rights such as leaves, maternity rights, allowances, The individuals are themselves liable for the work they perform and in case of any error occurred they need to correct it From the Case of Market Investigations Ltd (MIL) vs. Minister of Social Security MIL is a market research company who recruited full-time interviewers but also for handling most of the work it employed casual interviewers (Hmrc.gov.uk, 2015). The fact that came out that interviewer was having access to all materials of interview guide and the workers accepted every work. They had a flexible approach to work where the employer asked them to work for 10 to 14 days and were allowed to send any other substitute. This period continued for 81 days in which Mr. Irving worked for 61 days and eight half days, but the payment was made daily with expenses. When he started working, he was accompanied by his supervisor and the contract did not have any holiday in any case whatsoever. In the meantime the organization decided to dismiss Mr. Irving from service. On this matter, Minister of Social Security said he worked under the contract of service, but the company was against the decision. As believed by Cooke J, he was under various contracts as in the first case if he is wor king for himself he is working (Cabrelli, 2010). Secondly, it stated that control is significant in nature and at the last Cooke J the company had the policy of no substitute and the service provided is under contract. As per page number 187, there were no leaves entitled to them which stated contract period is small, and this is not enough for deciding employment status. Yes he is excluded No, he has not crossed qualifying period of continuous employment Constant Employment Unremitting Employment can be defined as working with the same employer without taking any break. The individual can be absent from work if he has taken one of the following reasons given below: Sick Maternity Leave Temporary Lay Off Taking breaks Redundancy Payment For providing them flexible work requests This employment is calculated from the day of work the individual has joined and some breaks attended by the employee are (Gould and Rubenstein, 2008): Annual Leave Overseas of employment with the same company Have joined military services like Air Force Lock-out of employers When a professional body is being taken over by another corporate body The time is taken for unfair dismissal and employee being replaced Yes, it affects the service as in the case of strikes it is not included in continuous employment as breaks. For example, if an employee is working for 20 days in a month and in which 5days are stricken, so they actually worked period is 15 days. Effective Date of Termination (EDT) is really applied as per the notice, and without notice it wont be affected. 1. Dismissal The law of unfair dismissal comes under Employment Rights Act 1996 as it can happen as per the notice or without providing notice to the employer (Acas.org.uk, 2015). In cases where the employee has committed a big crime such as fraud or sexually harassed an individual who attracts dismissal at the same time. It depends on the policy of the organization. The employee might refuse a job in any other location, or if the fault is of the organization, the goodwill will be down. This generally depends on the type of words i.e. abusive languages for dismissing the worker that may attract harsh words. The test applied in checking the reasons for dismissal had to pass through two stages- dismissal for the fair reason and dismissal decision made with fairness. Thus, it states that the notice taking place for an employee is valid and was the process fair in treating the claim. The action which the organization took should be written down by following the grievance policy. In the case of Tanner vs. Keen, the boss used abusive words to an employee by stating him with harsh words and dismissing him right way (Anthonygrant.com, 2014). The tribunal who handled the case said the employee did not receive approval for joining the office. He was in the shocking state as how could an employer state such words to a worker in the organization. 2. 95(1) (b) As per ERA in 95(1) (b) states that an employee can be dismissed by an employer when the period is limited, and if it gets terminated it will not be renewed again for further process. For example, if an individual contract is coming to end while she is on maternity leave and the contract would not be renewed. In the case of maternity leave, she can claim non- discrimination case which is not linked with her leave for renewing the contract. If the contract is not renewed due to redundancy, the employer will have to give her any other role as per her suitability. The employee will join the office after her maternity leave again. 3. Constructive Dismissal It is different from regular while terminating a contract for employment as in this the employee terminates the contract, not the employer. This process takes place by resigning the contract, and it is purely based on employees attitude and behavior (Richardson, 2001). As in this termination, the employer is defined as Repudiator breach and the employee treat himself as dismissed from the services. This termination can be about a case that is going for a lengthy period which results in breaching of trust and confidence. As per Western Excavating v Sharp the case deals in labor law where Mr. Sharp was not paid continuously for five days as he was off duty. The Employment Tribunal said he was facing financial stability, so the case was if the employer was guilty from his part and the fairness was wrong on their part. The mutual trust has been broken that affected employer and employee relationship by judging wrong decision on their part. As on case of France v Westminster City Council it was informed by his employer that the work from home option should be stopped. France resigned from the service with UD case and tribunal stated it as informal on their part and out of her contract terms (Eversheds, 2003). It is happening in this case of traveling, and it was found no breach of contract took place. This breach is anticipatory as the time allocated is within time. In the case of in reasonable accusation of theft (Robinson), the employer Marks Spencer had put incorrect charges on BBC director and producer for stealing pork and 60million of peppered steak. When seen in video footage it was found a 15 years younger boy committing the crime, so he asks for 5,000 for compensation and money spent in spending from their store. The store guards are too be blamed for the conduct for not trusting him. The retail giant Mr. Robinson he said it was withdrawn on May 27. It shows their behavior as they have not yet found guilty on their part for being sorry for the crime committed (Silverman, 2014). Fair Reasons for Dismissal A firing can be considered as unfair until and unless the employer can provide substantial grounds to justify the dismissal except the cases that involves constructive dismissal. Thus the employer to justify the dismissal has to prove certain facts: He needs to provide evidence that the dismissal was related to one or more of the reasonable basis that have been put forward by the legislation (Mann, 2011). He also needs to prove that he has followed just procedures and have acted in reasonable way. He also needs to disprove the allegations of the employee if the employee claims that he has been dismissed in an unfair manner. Thus, the logical reasons by which dismissal can be conducted are as follows: Capability This includes various issues on the part of the employee like absenteeism, persistent absence for reasons like injury, illness and lateness (Richardson, 2002). Competence The employee can be dismissed by the ability to perform the task. However, in this case, it is important that the employee should be made aware of the standards that are expected of him and these standards must be relevant to the tasks for which he has been hired to perform. Qualification Dismissal by talent can be on two grounds: Either the employee has misled the employer at the time of joining regarding his qualification. The company has made various attempts to make the employee obtain further qualification, but he failed to achieve. Conduct The employee can be dismissed by gross misconduct. Redundancy The employer needs to show that there is redundancy situation within the organization, and thus, the dismissal is fair. Contravening the law The employer can dismiss the employee if the continued employment contravenes the law (Richardson, 2002). So this can be illustrated with the assistance of dismissed following a single act of negligence with the help of the example of the case of Alistair Ltd v Taylor. In this situation, the pilot while landing the plane crashed it and thus he was dismissed by incapability to perform his task. However it is important in such cases there are two elements which is necessary to be satisfied and they are: Whether the employer genuinely believes that the employee lacks the competence for performing his task. Whether there exists a reasonable ground for the above belief. However, in present case it has been observed that, the pilot has committed only one offence, and his previous employment history was clean, but there were various grounds on the basis of which the employer can consider him incompetent to perform the task and the company also can not like to increase the further vicarious liability by employing him in case he can commit the mistake again. But on the other hand, it is also important that the employer needs to provide ample opportunity to explain his conduct. Retirement As per the Employment Equality (Age) Regulations 2006, the employee cannot be dismissed unfairly by giving them a reason of age. So if an employer tries to depend upon retirement for the dismissal of the employee, it is important that he need to follow the regular procedures that have been set in the Age Regulations (Sargeant, 2006). In this case, the employer needs to inform the employee at least six months before the dismissal, the date on which the employer wants the employee to retire. Moreover, it is also the fact that the employee possesses all the right to make a request to the company to work beyond the age of retirement, and this can be referred to as the six month rule. Again the section 98 of the Employment Rights Act 1996 has also been amended for including a fair reason for dismissal in the context of retirement. So as with every other reason for dismissal, it remains the same case that the employer has to show to the Employment Tribunal the reason for the dismissal (Wil liams, 2008). Reasonableness of Dismissal It is important on the part of the employer to prove the fact that the dismissal has been based upon reasonable grounds under the S.98(1) i.e. the reason for being dismissed should be fair and transparent. After that the employer needs to emphasize upon S.98(4). It proves the fact that it need, to be tested whether the company has acted in a reasonable manner or unreasonable way while treating the real reason as sufficient evidence in the context of the dismissal of the employee. Again S.98 (4) (a) also carry forward a test of reasonableness and S.98(4)(b) puts forward the fact that the test should be as per the statements found by equality and merit of the case involved. The equity can be referred to as the natural justice, procedural fairness; the persona circumstances of the employee various other matters that are related to common sense and common justice (M. R. F., 1976). On the other hand, S.98(4) put forward two tests that need to be satisfied and they are the reasonableness test under s.98(4)(a) and the second one is the equity test under s.97(4)(b). Again there are two general principles, but they are interconnected. The first principle is that for stating dismissal against an employer should be valid and reasonable. The dismissal taking place should be within a range to accuse the boss. The second principle is that while applying the test it is important for the tribunal that he do not substitute their standards of reasonableness taking into consideration the case of the employer, rather they should emphasize upon effectively applying the standards of the hypothetical, reasonable employer (OHiggins, 1973). Correct Approach It is observed that the judicial guidance as per the context of the given act and the usage of section 98 (4) of the Employment Rights Act 1996 regarding the dismissal of the employee by misconduct is very much well-known and in also well settled. The key principles are as follows: While conducting a test to analyze the reasonableness of the decision for dismissing the employee, the tribunal is bound to take a decision that is fair for both the parties depending upon the reason the employer is stating. Again it also needs to be considered whether the employer has taken his actions within the as per the reasons cited against misconduct which is found to be guilty on the employee part under consideration (Dworaczek, 2006). Again it is also not the same to say that the decision on the part of the employer regarding the dismissal of the employee can only take place for a reason that is justified on his part The tribunal is not having the rights to judge whether the decision took too dismissal is correct or incorrect from the employers point of view. Fair procedure No specific procedure has been laid down by the employment legislation that needs to be followed by the company while dismissing an employee. However, case laws have revealed the fact that the employer must have good reasons and the disciplinary procedures that need to be carried out in such a manner that it appears fair to the employee. However some general rules are as follows: The relevant provisions of the agreement of the employment should be followed. The employee should be informed regarding the problem, and a disciplinary action could be taken. The employee should be provided the opportunity to hire a representative to be present at the conduct meeting The employee should be given a chance to nearby his point of view. The allegations on the employee should be investigated thoroughly and in an impartial manner (Kiely and Hor, 2008). The employee should also be facilitated with a genuine opportunity to improve. During the trial period, the employee can be provided a notice of dismissal. The employees should be treated in an equal manner in the same circumstances. If the employer decides to dismiss the employee through a fair dismissal procedure, he must be given a reasonable amount of notice to the employee. References Acas.org.uk, (2015). Fair and unfair dismissals | Acas advice and guidance | Acas. 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