Why did Henry VII win the Battle of Bosworth Essay Example

Why did Henry VII win the Battle of Bosworth? Paper There are a number of reasons why Henry VII won the Battle of Bosworth. Whilst there were political, military and economic reasons why Henry won, the political reasons held more weight. There were long term political reasons that contributed significantly to Henry’s success. For instance, the marriage arranged by Elizabeth Woodville and Margaret Beaufort that united Henry and Elizabeth of York. The marriage was publically announced by Henry in 1483 in the Rennes Chapel, Brittany. The marriage not only strengthened Henry’s claim to the thrown and increased his legitimacy, which was very important at this point in History, but it also increased Henry’s support. It did this by uniting the support of Elizabeth and Margaret who had previously been enemies. This gave Henry support on the Battlefield from not only Lancastrians but some Yorkists that had supported Edward V too, which naturally contributed to his victory as he had more people in England supporting him. Henry’s exile to Brittany was also important in Henry’s success. During his 14 year exile in Brittany, Henry had been gathering a court in Paris as well as collecting troops for an invasion. It can be argued that due to the opinion that Henry Tudor might be useful in further negotiations with England, Henry VII had the support and protection of the Duke of Brittany. The implications of this and befriending welsh exiles were hugely beneficial to Henry. Through having this support Henry was able to collect 1,500 French mercenaries, over 1,000 welsh soldiers and had the support of 400-500 loyal welsh exiles. We will write a custom essay sample on Why did Henry VII win the Battle of Bosworth? specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Why did Henry VII win the Battle of Bosworth? specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Why did Henry VII win the Battle of Bosworth? specifically for you FOR ONLY $16.38 $13.9/page Hire Writer This support contributed largely to his total army of around 5,000. Without this support it seems that Henry would barely have had an army at all, so his exile to Brittany was hugely important to his win at the Battle of Bosworth. Perhaps what is just as important to take into account as Henry’s support, was Richard’s lack of support. Through Richard’s usurpation of the throne he had made many enemies. It caused splits in the Yorkist party and caused fear and doubt within the people. He had failed to win the full support of the nobility and had dropped in popularity even further after the introduction of his policy which involved him putting northerners in southern counties. In addition, with the speculation that Richard had murdered his nephews in 1483, his popularity only dropped further. Richard’s decrease in popularity meant that people who no longer supported Richard would therefore support Henry, adding yet again to Henry’s support which contributed to him winning the Battle of Bosworth. There were also short terms political reasons behind Henry’s win. For instance, the role of the Stanleys on the battle field. It was arguably the turning point of the battle when the brothers, who had remained impartial surveying the battle waiting to see which army would take the lead, decided to enter it on the Lancastrian side. Having made up nearly half of Richard III’s army, this addition of 6,500 soldiers to the Lancastrian army resulted in it being the bigger army of the two sides. They had a tactical position on the field, one brother on each side of the field, which meant when they attacked William, they could attack him from both sides. It was a combination of having more soldiers and the Stanley brother’s strategic location on the battle field that then led to Richard’s death and the end of the battle. There were some short term military reasons as to why Henry won the Battle of Bosworth. Henry’s uncle Jasper Tudor was able to assist him with his military expertise however it was largely down to military luck and chance that Henry was victorious. Despite Richard the III having more troops that were better equipped, considerably more cavalry, the advantaged position on Ambien Hill and vastly more experience of battle, the first hour of the battle was evenly matched. This made Henry lucky, as the odds were heavily against him. It could be argued it was also Henry’s luck that the Stanley brothers joined his side. However, when stalemate occurred Henry rode across to the Stanley’s to offer persuasion to join the Lancastrian side. The fact that the Stanley’s did eventually join the battle on Henry’s side provides evidence that Henry’s confidence as a military leader by being forward thinking and taking his initiative could instead be responsible in gaining the Stanleys support rather than it being completely down to luck. Richard’s tactical errors in the battle also contributed to why Henry won. Richard lost the opportunity to gain advantage in attacking Oxford by being too hesitant. This resulted in Oxford launching the first attack on Norfolk who was then killed. Richard’s risk taking could either show him as a tactical leader, or a reckless one. However his risk in charging down from Ambien hill to attack Henry with the aim to potentially end the battle backfired on him as it resulted in his death as he had played into Henry’s hands. It is therefore reasonable to conclude that Richard’s risk taking was yet another tactical error on his part, which helped Henry VII win. As well as political and military reasons, there were also economic explanations as to why Henry won the Battle of Bosworth. In order to have the resources and equipment for battle, large amounts of money were needed. Henry was able to gain the necessary economic support from Charles VIII of France due to Charles hoping this would distract Richard III from sending help to Brittany. It was this economic support that gave Henry VII the best chance in battle which therefore contributed to his victory. It is clear to see that without doubt that the political reasons for Henry winning the Battle of Bosworth not only outnumber the military and economic reasons but they are of greater importance too. The military reasons hold little significance due to the nature of the battle. This is effectively put by Charles Oman, writer of The Art of War in the Middle Ages that the Battle of Bosworth â€Å"can hardly be taken for serious military study- since it was not settled by strategy or tactics, but by mere treachery†. In addition to this, the economic reason was only one piece in the jigsaw puzzle to why Henry won, whereas the political reasons, both long term and short, made larger contributions to the victory as a whole not only in the build up to the Battle, but during the Battle itself.

International System of Measurement (SI)

International System of Measurement (SI) The metric system was developed at the time of the French Revolution, with standards set for the meter and kilogram on June 22, 1799. The metric system was an elegant decimal system, where units of like type were defined by the power of ten. The degree of separation was relatively straightforward, as the various units were named with prefaces indicating the order of magnitude of the separation. Thus, 1 kilogram was 1,000 grams, because kilo- stands for 1,000. In contrast to the English System, wherein 1 mile is 5,280 feet and 1 gallon is 16 cups (or 1,229 drams or 102.48 jiggers), the metric system had obvious appeal to scientists. In 1832, the physicist Karl Friedrich Gauss promoted the metric system heavily and used it in his definitive work in electromagnetics. Formalizing Measurement The British Association for the Advancement of Science (BAAS) began in the 1860s codifying the need for a coherent system of measurement within the scientific community. In 1874, the BAAS introduced the cgs (centimeter-gram-second) system of measurements. The cgs system used the centimeter, gram, and second as base units, with other values derived from those three base units. The cgs measurement for the magnetic field was the gauss, due to Gauss earlier work on the subject. In 1875, a uniform meter convention was introduced. There was a general trend during this time to make sure that units were practical for their use in the relevant scientific disciplines. The cgs system had some flaws of scale, especially in the field of electromagnetics, so new units such as the ampere (for electrical current), ohm (for electrical resistance), and volt (for electromotive force) were introduced in the 1880s. In 1889, the system transitioned, under the General Convention of Weights and Measures (or CGPM, the abbreviation of the French name), to have new base units of meter, kilogram, and second. It was suggested starting in 1901 that introducing new base units, such as for electrical charge, could complete the system. In 1954, the ampere, the Kelvin (for temperature), and the candela (for luminous intensity) were added as base units. The CGPM renamed it to the International System of Measurement (or SI,  from the French Systeme International) in 1960. Since then, the mole was added as the base amount for substance in 1974, thus bringing the total base units to seven and completing the modern SI unit system. SI Base Units The SI unit system consists of seven base units, with a number of other units derived from those foundations. Below are the base SI units, along with their precise definitions, showing why it took so long to define some of them. meter (m) - The base unit of length; determined by the length of the path traveled by light in a vacuum during a time interval of 1/299,792,458 of a second.kilogram (kg) - The base unit of mass; equal to the mass of the international prototype of the kilogram (commissioned by the CGPM in 1889).second (s) - The base unit of time; duration of 9,192,631,770 periods of the radiation corresponding to the transition between the two hyperfine levels of the ground state in the cesium 133 atoms.ampere (A) - The base unit of electrical current; a constant current which, if maintained in two straight parallel conductors of infinite length, of negligible circuit cross-section, and placed 1 meter apart in vacuum, would produce between these conductors a force equal to 2 x 10-7 newtons per meter of length.Kelvin(degrees K) - The base unit of thermodynamic temperature; the fraction 1/273.16 of the thermodynamic temperature of the triple point of water (the triple point is the point in a phase diagr am where three phases coexist in equilibrium). mole (mol) - The base unit of substance; the amount of substance of a system which contains as many elementary entities as there are atoms in 0.012 kilograms of carbon 12. When the mole is used, the elementary entities must be specified and may be atoms, molecules, ions, electrons, other particles, or specified groups of such particles.candela (cd) - The base unit of luminous intensity; the luminous intensity, in a given direction, of a source that emits monochromatic radiation of frequency 540 x 1012 hertz and that has a radiant intensity in that direction of 1/683 watt per steradian. SI Derived Units From these base units, many other units are derived. For example, the SI unit for velocity is m / s (meter per second), using the base unit of length and the base unit of time to determine the length traveled over a given period of time. Listing all of the derived units here would be unrealistic, but in general, when a term is defined, the relevant SI units will be introduced along with them. If looking for a unit that isnt defined, check out the National Institute of Standards Technologys SI Units page. Edited by Anne Marie Helmenstine, Ph.D.

HRM315-0703B-06 Managing Human Resources Phase 3 Discussion Board Essay

HRM315-0703B-06 Managing Human Resources Phase 3 Discussion Board - Essay Example enowned psychological theorist from the 20th Century, describes his Hierarchy of Needs, involving five psychological factors which drive employee motivation. Under this theory, once basic physiological needs are met (such as food, water, or simply the existence of a paying career), the employee then requires safety in order to maximize their potential. After meeting needs for safety, belonging is the next tier on the hierarchy, followed by esteem needs, finally reaching self-actualization as the pinnacle of their total capabilities (Morris & Maisto, 2005). Basically, Maslow suggests that motivating employees can be as simple as supplying a secure, well-paying job and giving employees positive feedback regularly when they exceed or meet corporate expectations. This satisfies their psychological needs for security and esteem, allowing them to explore establishing quality peer relationships to reach their fullest potential, thus boosting total productivity. Research has uncovered that equity builds internal motivation within employees, involving perceived fairness regarding their receipt of business rewards equal to their total contribution to the firm (Mathis & Jackson, 2005). If employees feel they are working quite hard for the company, perhaps exceeding expectations, but are not receiving an equitable bonus or compensation reward, they will likely have lowered morale and be non-productive, even angry employees. With this in mind, it is extremely important to the business that managers maintain close monitoring and association with employees who are routinely productive so as to offer fair reward to the employees who deserve it. Many managers, also, tend to forget the importance of non-verbal communication when they are dealing with employees. This is the sending and interpretation of messages with emotional content including facial expressions, eye contact, and tone of voice (Gomez-Mejia, Balkin & Cardy, 2005: 638). Managerial posture often indicates whether the

A Segment from the film Finding Nemo Essay Example | Topics and Well Written Essays - 1750 words

A Segment from the film Finding Nemo - Essay Example Finding Nemo is one of the most successful animation film blockbusters. It was released in 2003 worldwide and took the entire world by surprise. Its stunning animation, the astounding undersea sceneries, Marlin Clownfish, Nemo (Marlin's son with one fin shorter than other), Dory the Regal Tang with short-term memory loss and all other characters won the heart of every animation film lover of all ages. The film presents a fully realized underwater world with bright & attractive colors and very natural dynamics - fish/tortoise movements, hydraulics, underwater illumination effects, rigid body dynamics (like the boat movement), underwater explosions, etc. The story structure is excellent with seamless connectivity among all scenes. The film is produced by Pixar Animation Studios & Walt Disney Pictures, written by Andrew Stanton, and directed by Lee Unkrich & Andrew Stanton. The film grossed about $864.62 million worldwide in 2003 which is one of the largest revenue any animation film ev er made. Pixar Animation Studios have many such successful 3D animation films at their credit. The primary process that they follow comprises of fourteen steps:- Story Idea is Pitched, Text Treatment is carried out, Storyboards are drawn (sketches), Voice recording is carried out, the virtual reels are created on the software, the artists create the look & feel, 3D Modeling is carried out, the sets are created (using computer graphics), the shots are laid, animations & behavioral aspects are added, the sets & characters are superimposed with appropriate shading, lighting of the scenes is carried out, the final computer data is rendered and finally, the finishing touches are carried out.. They were discussing their eggs when a barracuda attacked and killed Coral and ate all the eggs except one. The only egg that survived got partially damaged as a result of the attack and Marlin promises that he will never leave it - and named it as Nemo as per the wish of his wife before death. The following scene is the introduction of the film - by Pixar Animation Studios & Walt Disney Pictures.  

Religious Discrimination Essay Example for Free

Religious Discrimination Essay Religious discrimination under Title VII as defined by the U. S. Equal Employment Opportunity Commission (EEOC) involves treating a person unfavorably because of his or her religious beliefs. The law protects not only people who belong to traditional, organized religions but also others who have sincerely held religious, ethical or moral beliefs. The law forbids discrimination on the basis of religion in any and all aspects of employment. This includes hiring, firing, pay, job assignments, promotions, layoff, training, and benefits. Title VII also prohibits workplace segregation based on religion, such as assigning an employee to a non-customer contact position because of actual or presumed customer preference. Title VII also addresses reasonable accommodation in relation to religion. The law requires that the employer must reasonably accommodate an employee’s religious beliefs or practices, unless doing so would cause more than a minimal burden on the employers business. For example, if an employee needs to be off work on Sunday mornings to regularly attend church services it would be the responsibility of the employer to reasonably attempt to accommodate this need. An accommodation for this could include paying another employee to cover the Sunday morning shift, even if it requires paying overtime. Or the employer could hire an additional employee to be able to cover the shift. Since Title 7 of the United States Civil Rights Act was passed in 1964 there have been several judicial decisions that have molded the way this law in interpreted and applied. The first such court case that I came across was the case of Welsh V. United States which brought into question what types of beliefs can be used to obtain conscientious objector status when being selected to go to war. In this case the prosecutor was convicted of refusing to accept induction into the armed forces; he did claim conscientious objector status but did not base this decision off religion. He did not claim to believe in a deity that would morally keep him from fighting in a war, he instead asserted his own personal moral opposition to any conflict in which people are being killed. He alleged that the sincerity of his belief should qualify him for exemption from military duty under the Universal Military Training and Service Act. The Act allowed only those people whose opposition to the war was based on religious beliefs to be declared conscientious objectors. However in a 5-3 decision the court allowed Welsh to be declared a conscientious objector even though his opposition was not based on religious convictions. The implication this case has on Human Resources Management is that HR personnel must be aware of the broad scope of beliefs that will be protected under Title 7. Whereas before this case only majorly defined religions such as Judaism and Catholicism would be protected you now see religions such as scientology seeking protection under the law. Another relevant case would be Seshadri v. Kasraian which established that an employee bringing a religious discrimination claim does not need to belong to an established church. Another case that has shaped this law and impacted human resource management was Campos v. City of Blue Springs. In April 1996 Campos was hired as a crisis counselor for the Blue Springs Police Department’s Youth Outreach Program (YOU). At the time she did not have the advanced degree as required by the written job description, but her supervisor told her that she would have until February 1997 to obtain her degree and guarantee her position. She was also guaranteed via verbal contract that she would be paid an extra $10,000 per year for support group work, she would be a team leader within three months, and she would be an assistant director within six months of starting her full-time employment. She began working in October 1996, enjoying her job until she disclosed to her supervisor that she observes tenets of Native American Spirituality, not Christianity. Campos claimed that immediately her supervisor’s behavior towards her changed; she was unfriendly and critical, excluded her from employee meetings, and told her that she may not have been a good fit for the job. After failing to show up to work due to attending a mandatory meeting to obtain her dissertation, which was required by her employer, Campos received so much scrutiny from her supervisor that she resigned. After her resignation, Campos filed suit against the City, alleging that she suffered from employment discrimination based upon her religion, sex, and national origin. The charges of sex and national origin discrimination were eliminated, and the case was submitted to the jury on the theory that Campos was constructively discharged because of her religion. On April 13, 2001, the jury awarded Campos $79,200 for back pay and compensatory damages. The district court denied the Citys Motion for Judgment as a Matter of Law, or in the Alternative, for a New Trial, and awarded Camposs attorneys 90,556. 20 in fees and $11,825. 41 in expenses. This case has implications on Human Resources Management today because it establishes that employment decisions cannot be made based on whether or not an employee or potential employee agrees or disagrees with the employers religious views. One relevant business that comes to mind is Chik Fil A and their openly Christian beliefs. Even though they include Christian values in the core content of their mission statement and business plan they know that they cannot make any employment decisions based on religious affiliation. In Eatman V.  United Parcel Service in 2002 the company’s policy of requiring its drivers that had unconventional hairstyles to wear hats was called into question. The plaintiff was required by the company to wear a hat while on the clock because his hairstyle of choice was dreadlocks, a hairstyle where sections of hair are hand-rolled together in tight, interwoven spirals. After putting a lot of thought into the decision, Eatman, who is black, began wearing locks in February 1995 as an outward expression of an internal commitment to his Protestant faith as well as his Nubian belief system. At this same time he also became enlightened about locked hair and its connection to African identity and heritage. The position that his supervisor at UPS took on his hair was that the company uses common sense to determine which hairstyles are not businesslike; he finds ponytails, Mohawks, green hair, carved shapes, and locked hair—short or long—unacceptable. And there were currently 19 other drivers at this particular UPS that were required to wear hats to cover their unconventional hairstyles, including others that had dreadlocks. Even though Eatman claimed that the policy was discriminatory the jury did not rule in his favor. It was ruled that Eatman’s hairstyle was dictated by a personal choice. Nowhere in his religious texts did it dictate in any way that followers of the faith must wear their hair uncovered in dreadlocks. The implications of this case are actually pro employer and pro Human Resource Manager. It shows that not every claim that an employee makes based off of religious need has to be immediately catered to. There are cases where the request can be frivolous and off topic of religion, in which case the employer does not need to go out of their way to make accommodations. Another very interesting court case that I came across was EEOC v. Union Independiete De La Autoridad De Acueductos y Alcantarillados De Puerto Rico. I found this case to be very interesting because it stipulates that employees cannot pick and choose which parts of their religion they wish to follow and which ones they do not. In this case the issue was whether or not a Seventh day Adventist’s objection to union membership was the product of a sincerely held belief. Although the religious foundation of the Seventh day Adventist faith’s opposition to union membership has long been recognized, there was evidence that this employee often acted in a manner inconsistent with his professed religious beliefs. He was divorced, took an oath before a notary upon becoming a public employee, worked five days a week (instead of the six days required by his faith), and there was some evidence that the alleged conflict between his beliefs and union membership was a moving target. This case seemed important because is forces the employee to prove that religion is vital part of their life. It keeps them from claiming that they are Christian for the sole purpose of being off on Christmas, or from claiming that they are Catholic only to be off on Easter. It not only keeps people from faking being religious but it also helps to ensure the sanctity of those who actually are as religious as they claim to be. And the final court case that I found addresses sincerely held beliefs that have not always been there but can conceivably come about. In the case of E. E. O. C. v. Ilona of Hungary, Inc. an employee sincerely believed that she should refrain from working on the Jewish holiday of Yom Kippur even though she had not frequently celebrated Jewish holidays in the past. Her rise in faith was brought on by recent family events such as the passing of her mother-in-law and father, the birth of her son, and her husband’s rising faith. The court decided that these were significant enough to have caused a change in lifestyle and that she did believably have a real change of faith. After reviewing all of the cases mentioned above, along with numerous others, I have found that the topic of religion isn’t nearly as â€Å"black and white† as most would assume. There are many grey areas: What constitutes religion, how do you know if someone legitimately believes in their religion, and what aspects of someone’s lifestyle are pertinent to their claimed religion are just a few examples of where courts have to make a decision that will affect the way this topic is viewed for years to come. With the world become more and more diversified every day the topic of religion and all others under title 7 will continue to be tested and pushed to their limits. It is the job of the Human Resources Management team to be on high alert of potential discrimination cases and have all employees properly trained on these matters to ensure it does not happen at their company.

Bullying and Violence in Public Schools Essay -- Religion in Public Sc

Bullying and Violence in Public Schools Although bullying has always been a problem in schools, it has more recently become a bigger crisis with vicious consequences. â€Å"However it is defined, bullying is not just child’s play, but a terrifying experience many schoolchildren face everyday. It can be as direct as teasing, hitting or threatening, or as indirect as exclusions, rumors or manipulation† (Garrett 2). Most kids do not think certain actions are classified as bullying, yet they do not realize the severity of the way they treat their peers. What they may see as â€Å"joking around† can be viewed as them being a bully, and they may even be hurting someone’s feelings without realizing the effect that they have. This can then lead to school violence, which is a prevalent issue in today’s society. There are many causes to bullying and school violence and many effects as well. However, if dealt with properly, there are ways to solve these prevailing problems. â€Å"One in seven children is a bully or the target of a bully, according to the National Association of School Psychologists† (Garrett 34). Therefore, it is important that everyone understands what causes this much bullying to occur. One of the first things influencing kids is violence in the media. â€Å"Countless studies have determined that there is an irrefutable link between violence in the media and violent behavior in children, argues former secretary of education William J. Bennett† (Grapes 57). Popular culture seems to have an enormous effect on the young, and a lot of times it is not in a positive manner. For example, many television shows and movies show violence in school. The movie Scream is about two high school students who are trying... ...or problems, especially in today’s society. There are many reasons why these issues arise, and many negative effects that stem from them. It is pertinent that solutions are brought about so that children can stop being hurt. â€Å"In our quest to provide the quality education that our children deserve, this problem can no longer be treated lightly† (Garrett 2). If this problem of the present can be turned around to make a brighter future, school will be a safer place where all students can be comfortable and able to succeed. Bibliography Garrett, Anne G. Bullying in American Schools: Causes, Preventions, Interventions. Jefferson, NC: McFarland & Co., 2003. Grapes, Bryan J. School Violence: Contemporary Issues Companion. San Diego: Greenhaven Press, 2000. Hurst, Marianne D. â€Å"When It Comes to Bullying, There Are No Boundaries.† Education Week. 24 (2005): 8.

Blue Ocean Study

What is Blue Ocean Strategy? by Nattida Sae-Iw MBA Student What is Blue Ocean Strategy? Let’s start with the metaphors To understand the term of Blue Ocean, imagine a market universe composed of two sorts of oceans: Red Oceans and Blue Oceans. Red Oceans represent the existing market space which is known market. Companies in red oceans are competitive-base; they are fighting each other and aim to get a bigger market share from their competitors. The world now is globalized, the competitions are fiercer than ever, they are battling on the same demand thus this is bloody competition.That’s why it’s called red oceans. Blue Oceans are new, defined as unknown market space. In blue oceans, competition is irrelevant because the rules of the game are waiting to be set. Blue oceans are the opportunity for highly profitable growth. The space is new, no battle so it’s clear market, that’s why this is called Blue Ocean. Productivity ManagementCreativity Managem ent Companies are always successful in the red ocean. How many companies tend to follow the right side of the diagram? Most of companies are tending to follow the left side as that’s normal practice and easier.The right side is a risk taking and companies are trying to avoid it. The red ocean is always matter and is a fact of business life. However, with exceeding demand and more competitors, companies need to go beyond competing. To grow business opportunity, the companies need to create blue oceans. Unfortunately, blue oceans are uncharted and large. Without guideline and frameworks to create blue oceans is seen to be risky. Therefore, there are some methodologies to help on how to create them. According to the article, it can be summarized that the basic structure of creating blue oceans are as follows: Focus on Future, answer yourself with these questions whether you are ready to create blue oceans. Simple questions you need to challenge you are really blue color. How Blu e is your strategy: 1. Creating new demand instead of striving to do better than competitors 2. Looking for non-customers instead of getting a bigger share of customers 3. Challenging assumptions and reconstructing industry 4. Voluntary participating self- initiated teams 5. Executing strategies while conserving time and resources †¢ Strategies Canvas – Capture both current state and also demand side of alternatives 1.Do dimension on graph: value factors that are important, what your industry focuses on. Graph the company then graph for your own 2. Look at the frameworks 3. Try to answer 4 questions (New value curve) and review what does the industry curve look like? And what does your company’s curve look like? Then apply four actions frameworks to build a winning strategy. Reduce: Which factors should be reduced well below the industry’s standard? Eliminate: Which of the factors that the industry takes for granted should be eliminated? Raise: Which factor s should be raised well above the industry’s standard?Create: Which factors should be created that the industry has never offered? Blue Ocean is not about taking risk and also not avoiding risk. It’s maximizing opportunities and minimizing risks. Blue Ocean focuses on six different risks that are associated with formulations strategy. o Search risk – How you come up with the right idea? o Planning risk – Not just let strategic tools store in document shelf. Create a big picture and make it visualized. o Scale risk – To make sure you are going out to the ocean, not just a pool and try to reach beyond existing demand. Business model risk – Get the strategic sequence right o Organizational risk – Strategy must come together with good resources. o Management risk – Motivation which is associated with people’s attitudes and behaviors. 4. Execute – After lying out the tools and frameworks in the formulation and then mot ivating people to act on and execute a blue ocean strategy. In short, Blue Ocean is about changing in what current industries believe, and create new value to serve customers, that’s called â€Å"Value Innovation†.Focusing on non-customers and find out why they are non-customers then provide high value to them and change them from non-customers to be your customers (Create and capture new demand). Besides, the creation of Blue Ocean is about driving costs structure down while driving value up for buyers. This systematic process is all about Blue Ocean point of view. ———————– Managing cost Quality Control Assets Utilization Operational Efficiency Growth/ Innovation Creativity methods New Brand Development Global Reach