Tesco Supermarket Management

Executive Summary This paper evaluates how elements such globalization, organizational culture and structure, leadership, change management, decision making processes, communication strategies and motivational methods affects Tesco plc in organizational and people management. These are important elements in ensuring the success of any organization.Advertising We will write a custom report sample on Tesco Supermarket Management specifically for you for only $16.05 $11/page Learn More The discussion has revealed how globalization caused the corporation to expand its tendrils to other emerging markets. Tesco has been involved in acquisitions and takeover bids to maintain its competitive advantage. In organizational culture, it has been revealed that Tesco has a strong commitment to its customers to deliver quality products and high quality standards of services. The paper has also discussed how the corporation switched from a functional to a divisional orga nizational structure to enable it effectively manage its global operations and the massive number of employees. The ever changing global economic environment forced the corporation to adopt an organizational structure that could foster cost-effectiveness, organizational efficiency and employee commitment. The corporation’s leadership style is about influencing individuals to achieve more for the company rather than sorely relying on the leader to make achievements for the company. These and many other issues are discussed in the paper. Introduction Ever since Tesco plc was founded by Jack Cohen in 1919, it has been able to sustain its growth to become a globally recognized grocery and general merchandising retail chain. During its formative years, Tesco specialized in serving the UK market mainly in food and drink. Over the years, the corporation has increasingly diversified its product lines to include clothing, food products, consumer electronics, telecommunications, music download services, financial, flower delivery, legal, online diets, software, and car insurance services (Datamonitor, 2004 p.12). It is the purpose of this paper to critically evaluate how globalization, organizational culture and structure, leadership, change management, decision making processes, communication strategies and motivational methods influence the retail chain in people management.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Globalization and its Effects Globalization is the name given to the various processes that aims at enhancing the connectivity and interdependence of the global markets and businesses (InvestorWords.com, 2009 para. 1). The forces of globalization have enabled Tesco to transform its operations from a local business entity into a global business organization. The effects of globalization have seen Tesco diversify in both geographical locations and prod uct range (Hutchings, 2005, p. 349). The corporation’s geographical expansion started in 1995, when the corporation commissioned a retail store in Hungary. To maintain its competitive advantage in international markets, the retail chain opened other outlets in Ireland, the Czech Republic, Kingdom of Thailand, Taiwan and the Republic of South Korea in the 1990’s (Datamonitor, 2004 p. 5). Due to globalization, the corporation had to expand its tendrils to reach other emerging markets inline with the global trends. This entailed using a lot of investments to expand internationally since little potential for further expansion existed in the already saturated British market. Tesco has been involved in acquisitions and takeover bids to maintain its competitive advantage. In essence, the corporation enters emerging markets by acquiring performing retail chains. In 1994, Tesco acquired both Global TH and WM Low and Co. In 2004, the corporation concluded its acquisition of the 40-plus Adminstore group (Tesco Merger, 2004, para. 2). This acquisition enhanced the dominance of the corporation in the UK retail market. The corporation has been affected by issues dealing with government policy especially in its international destinations. Issues dealing with tax regimes, labour laws and work policies have always challenged Tesco’s quest to conquer international markets. However, Tesco have relied on stringent management practices to boost its performance internationally. The 2004 financial statistics on Tesco revealed that it was a market leader in six of the twelve countries it had invested in (Datamonitor, 2004, p. 15).Advertising We will write a custom report sample on Tesco Supermarket Management specifically for you for only $16.05 $11/page Learn More Organizational Culture and Structure Price (2007 p. 101) argued that a well formulated organizational culture coupled with effective organizational structure should be vie wed as reference points for people management. Tesco plc has contracted over 440,000 employees in over 3,700 retail stores around the world (English, 2009 p.1). In this perspective, Tesco must have a resilient organizational culture and a flexible structure to effectively demonstrate their core business interests in countries exhibiting a multiplicity of diverse cultural orientations, business etiquettes, leadership styles and techniques of conducting business. Organizational culture details how work is perfumed in the business entity, and lays the groundwork for acceptable and non-acceptable behaviours and actions (Cranwell-Ward et al, 2002 p. 365). At Tesco, the management has realized that workers are more likely to achieve happiness if the core values and beliefs of the corporation are aligned with their own. According to Tesco’s CEO Sir Terry Leahy, the corporation’s future success will be dependent on its own values. Presently, the corporation’s organizati onal culture has enabled it to achieve success in areas where other supermarkets have failed. Tesco shares a strong commitment to its customers to deliver quality products and high quality standards of service (Williamson, 2000, para. 10). Its vision of excellence has enabled the organization to achieve success in many areas. The corporation’s staff members exhibit positive attitudes towards the customers in addition to showing high standards of professionalism, respect, self-regulation, pride, continued improvement, openness, team spirit and partnership. Tesco employs a flexible style of working to permit for additional trading hours. However, staff members are always left with the leeway of deciding the times they would like to work. These fundamental values are critical to the success of Tesco. The illustration below shows how organizational goals, leadership abilities and organizational culture are aligned to achieve success. Figure 1: alignment framework of goals, leader ship attributes and organizational cultureAdvertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Organizational structure is used to describe how individuals and tasks are arranged within a business entity in order to help the organization in meeting its fundamental objectives (Hofstede Hofstede, 2005 p. 252). According to Industry experts, Tesco supermarket practise a strategic business unit (SBU) model of organizational structure in order to enhance the level of competitiveness within individual market areas and across geographic regions (Hutchings, 2005 p. 354). The retail chain utilizes a four-part growth strategy, namely the core UK business, international services, non-food services and retailing services (Tesco, 2009). These growth strategies can be perceived as people management systems (Price, 2007 p. 64). During its formative years, Tesco utilized the functional organizational structure (Wentling, 2004 p. 172). Its stores in the UK were divided into comparatively simple components since it had not undertaken comprehensive diversification of both products and geograp hical locations (Hutchings, 2005 p. 351). In terms of people management, this structure is advantageous since employees can clearly understand the corporation’s operations, command structures, and tasks and responsibilities. The corporation switched to a divisional organizational structure to enable it effectively manage its global operations and the massive number of employees. Under the divisional organizational structure, various departments and stores are divided into self-contained components, able to respond to environmental stimuli on their own (Prince, 2007, p. 188). The ever changing global economic environment forced the corporation to adopt an organizational structure that could foster cost-effectiveness, organizational efficiency and employee commitment (Prince, 2007, p. 184). The divisional organizational structure has greatly assisted the corporation in managing the human resources under its disposal in addition to managing its market entry and product offerings to fit individual market segments in diverse countries (Hutchings, 2005 p. 353). In terms of people management, the divisional structure has enabled Tesco’s employees to achieve team spirit, and has enabled the customers to easily identify with the organization’s products and services based on the geographical area of operation (Prince, 2007 p. 188). Also, this arrangement gives managers the opportunity to develop broad skills needed to drive the organization’s agenda forward. Indeed, the retail chain has successfully used the divisional structure to coordinate and reconcile its operations, decisions, and strategies, both at the corporate level and the business unit level (Prince, 2007 p. 188). Through divisional structure, Tesco has successfully ventured into international markets by making adaptations to the local culture rather than attempting to impose their products and services to the local populations. Leadership Tesco has employed a combination of good leadership, effective management, and a lean business model in its quest to rise above its competitors especially in the UK market (Bono Heller, 2006 para 1). Tesco’s leadership ethos is reflected in the corporation’s organizational culture. In a 2007 interview, Tesco’s CEO Sir Terry Leahy argued that leadership should be about influencing individuals to achieve more for the company rather than sorely relying on the leader to make achievements for the company (Benjamin, 2007 para. 9). According to the CEO, leadership should be about motivating and influencing employees, and challenging them to achieve more for their own objectives as well as for the objectives held by the organization. By any standards, the above leadership style can be termed as transformational. In leadership theories, transformational leaders inspire their followers to rise above their own self interest for the purpose of accomplishing the objectives set by the organization (Tejeda et al, 20 01, p. 41). As of February 2009, Tesco had over 400,000 employees working in over 3,500 stores globally. To manage such a huge number of employees, leaders must have the capacity to instil a profound and long-lasting effect on the subordinates. Leaders must also have the capacity to deal with old challenges in new ways. To deal with such a huge multitude of employees, leaders must be charismatic, and must be able to provide vision and instil a sense of pride on the subordinates. Consecutive studies have revealed that transformational leadership is correlated to organizational success (Tejeda et al, 2001, p. 43). The leadership style used in Tesco can be used to demonstrate why the corporation have continued to grow even in the face of economic challenges. Leaders such as the CEO and other departmental leaders using situational leadership have been able to communicate high expectations to the employees, not mentioning the fact that they have been at the forefront in offering individu alized attention and promoting rational thinking among employees. These are some of the basic tenets of transformational leadership. Change Management Organizations must increasingly adapt to the forces of change if they are to survive the harsh business environment of the 21st Century. Innovation and creativity are two components that have enabled Tesco to negotiate the changes occasioned by both internal and external environment. Many supermarkets have made mistakes by not recognizing their trading environments. However, Tesco has developed innovative strategies that enable the corporation to account for its customer’s buying habits that change with seasons. Some branches are known to hold a sequence of Customer Question Times, where customers are invited to ask questions (Williamson, 2000 para. 6). Such innovative undertakings enable the retail chain to learn about new environments, trading and business practices, customer buying practices, and the perceptions and values h eld by the customers regarding the corporation. Such an arrangement enables Tesco to be proactive in dealing with the factors that leads to change. Decision Making Processes Different types of decision making processes are needed for diverse situations. At Tesco, the customer is placed at the heart of any decision-making process. According to Drive (2004 p. 7), all decisions made by Tesco’s management are supposed to be rational, accountable and transparent. Although major decisions are expected to come from the top managements, store managers always involve the workers in decision making. Brief meetings are convened to offer the workers an opportunity to give their inputs and share their challenges and problems with the management. The collaborative decision making not only ensures that the corporation remains ahead in its quest to conquer the retail markets but it also offers the much needed motivation to the employees. However, the decision on whether to implement the sugg estions made by the employees rests sorely on the managers (Cranwell-Ward et al, 2002, p. 146). Communication, Negotiation, Conflict Resolution, and Motivational Methods Tesco Plc has always recognized that open communication channels and open door policy are fundamental to its success. The management has also recognized that well-motivated employees are vital for the sustained success of the organization (Cranwell-Ward et al, 2002, p. 146). Tesco started a review of work methods in the 1990’s to with the challenges of an increasing variety of products and services. The review, also known as FUTURE program aimed at opening the channels of communication for effective management of workers. In addition, the program was aimed at freeing the employees so that they could achieve more for the organization. At Tesco, every worker has been given the opportunity to identify and voice the challenges faced, including suggesting solutions in an open and structured manner. This serves to motivate employees to achieve more for the company while working in an environment where the freedom of communication is guaranteed and respected. Through the FUTURE program, workers are offered the opportunity to negotiate for the tasks and duties done on behalf of the organization and how such duties could be streamlined, improved or stopped if they have no value addition. Again, this kind of freedom and responsibility serves to heighten motivation levels on the part of employees. According to Cranwell-Ward et al (2002), â€Å"the consultation and involvement process, combined with additional communication results in a release of energy and enthusiasm in staff as they become aware that their views are appreciated and ideas actioned† (p. 146). The management also uses feedback and regular communication to enhance elevated states of motivation and productivity. At Tesco, routine and tools that enhance more face-to-face communication on individualized basis enhances motivation on the part of employees even in times of intense organizational change. Team meetings are also used by the management to brief and consult employees on a variety of issues relevant to them. These open communication channels ensures that conflicts are solved through amicable ways and employee-management relations remains cordial. Consequently, employees are able to attain high motivational levels to propel the corporation into new heights in terms of performance. SWOT Analysis In strengths, Tesco is the leading British retailer based on the local market share and global sales. In addition, the corporation ranks among the three largest worldwide retailers based on both revenue and profits (Tesco, 2009). The corporation’s multi-format capacity will ensure its continued growth in both food and non-food market shares. Tesco’s diversification into non-food items such as insurance, internet and banking services have only served to increase the corporation’s financial clout. Tesco.com is the leading online supermarket globally. What’s more, the corporation have been able to build a formidable brand image that is associated with quality customer shopping experience, trustworthy goods and products, and excellent value for money. In weaknesses, Tesco has often been accused of overly relying on the UK market. The corporation has a lot of opportunities especially in the non-food retail sector. According to industry experts, the corporation can continue to use its low cost structure coupled with improved merchandizing expertise to make significant inroads into the non-food market share, especially in electronics, internet and entertainment. Tesco’s threats arise from the external operating environment, stiff competition from peer supermarkets, economic crises and mergers of supermarkets especially in the UK. Conclusion According to the discussion above, it is evident that Tesco will achieve monumental growth in the coming years since it has successfully fended of the 2008 economic crises despite undertaking aggressive expansion programmes (English, 2009 p.1). While the corporation’s financial clout and customer base looks stable for now, immense opportunities for growth exists in the future due to the way its organizational culture, structure, decision making processes and leadership has helped the supermarket to manage people – both employees and customers. Tesco’s management of the above elements have inarguably enabled it to foster cost-effectiveness, organizational efficiency and employee commitment. Consequently, Tesco is headed for better times in the future due its effective strategies in both organizational and people management. List of References Benjamin, T. (2007, March 19) Transcript: Terry Leahy, CEO of Tesco. CNN.com. Retrieved from http://edition.cnn.com/2006/BUSINESS/09/13/boardroom.leahy/index.html [31 October 2009] Bono, E., Heller, R. (2006) Tesco Management. Retrieved from http://www.thinkingmanagers.com/companies/tesco.php [31 October 2009] Cranwell-Ward, J., Bacon, A., Mackie, R. (2002) Inspiring Leadership: Staying Afloat in  Turbulent Times. Cengage Learning EMEA Datamonitor. (2004) Tesco Plc. Retrieved from http://people.exeter.ac.uk/wl203/BEAM011/Materials/Lecture%204/TESCO%20Company%20Profile.pdf [28 October 2009] English, S. (2009, October 6) Tesco Keeps its Crown as Results Beat City Forecasts. The  Ã‚  Evening Standard. Retrieved from http://www.allbusiness.com/economy-economic-indicators/economic-conditions-recession/13160802-1.html [28 October 2009] Hofstede, G., Hofstede, G.J. (2005) Cultures and Organizations: Software of the Mind, 2nd Ed. London: McGraw-Hill. Hutchings, I. (2005) Tesco in the Czech Republic. In M. Terterov J. Reuvid (Eds) Doing  Business with the Czech Republic. GMB Publishing Ltd. ISBN: 9781905050550 InvestorWords.com. (2009) Globalization. Retrieved from http://www.investorwords.com/2182/globalization.html [ 31 October 2009] Price, A. (2007) Human Resource Management in a Business Context, 3rd Ed. Cengage Learning Business Press. ISBN: 9781844805488 Tejeda, M. J., Scandura, T. A., Pillai, R. (2001) Transformational leadership. The  Leadership Quarterly, 12, 31-52. Tesco plc (2009) Welcome to Tesco Plc. Retrieved from http://www.tescocorporate.com/ [28 October 2009 Tesco Merger approval Criticized. (2004) Retrieved from http://www.foodanddrinkeurope.com/Retail/Tesco-merger-approval-criticised [31 October 2009] Wentling, R.M. (2004) Factors that assist and Barriers that Hinder the Success of Diversity Initiatives in Multinational Corporations. Human Resource Development International, Vol. 7, No. 2, pp. 165-180 Williamson, V.A. (2000) Business in times of Change. The Irish Times. Retrieved from http://www.business2000.ie/pdf/pdf_3/tesco_3rd_ed.pdf [31 October, 2009] This report on Tesco Supermarket Management was written and submitted by user GorillaMan to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Intransitive Verbs Definition and Examples

Intransitive Verbs Definition and Examples In  English grammar, an intransitive verb is a  verb (such as laugh) that does not take a direct object. Contrast with a transitive verb. Many verbs have both a transitive and an intransitive function, depending on how they are used. The verb ​write, for instance, sometimes takes a direct object (Shyla writes an essay every week) and sometimes does not (Shyla writes well). Examples and Observations My little mother . . . saw me and fainted.(Maya Angelou, Mom Me Mom. Random House, 2013)Fern had not arrived for her usual visit.(E.B. White, Charlottes Web. Harper, 1952)It rains, the leaves tremble.(Quoted by Rabindranath Tagore in The Religion of Man, 1930)We must have the courage to be patient. . . . If you fell down yesterday, stand up to-day.(H.G. Wells, The Anatomy of Frustration, 1936)Overhead the swallows of Sarlat swooped and dove around the medieval houses.(Fenton Johnson, Geography of the Heart. Washington Square, 1996)Sometimes imagination pounces; mostly it sleeps soundly in the corner, purring.(Attributed to Leslie Grimutter)My heart aches, and a drowsy numbness painsMy sense, as though of hemlock I had drunk.(John Keats, Ode to a Nightingale)I cut down trees,I skip and jump,I like to press wild flowers.(Terry Jones, Michael Palin, and Fred Tomlinson, The Lumberjack Song. Monty Pythons Flying Circus, 1969)The woman with the short, upcurling hair slept in a twisted si deways heap.(Martha Gelhorn, Miami-New York. The Atlantic Monthly, 1953) The Difference Between Intransitive and Transitive Verbs Most people already know something about verb constructions in the form of a dim memory of the distinction between intransitive and transitive verbs. Intransitive verbs like snore appear without a direct object, as in Max snored; it sounds odd to say Max snored a racket. Transitive verbs like sprain require a direct object, as in Shirley sprained her ankle; it sounds odd to say Shirley sprained. (Stephen Pinker, The Stuff of Thought. Viking, 2007) Intransitive Complementation Some verbs are complete in themselves and do not require any further elements to make their meaning complete: although there may be further elements in the sentence, these are not essential. This is called intransitive complementation. It involves verbs such as: appear, arrive, begin, break, come, cough, decrease, die, disappear, drown, fall, go, happen, increase, laugh, lie (tell an untruth), matter, rain, rise, sneeze, snow, stop, swim, wait, work. (Ronald Carter and Michael McCarthy, Cambridge Grammar of English. Cambridge University Press, 2006) The Intransitive Use of Be Intransitive verbs are verbs that do not take an object or subject attribute in the sentence. Also note that the verb be, when followed by an adverbial expressing place or time, is used as an intransitive verb.(Marjolyn Verspoor and Kim Sauter, English Sentence Analysis. John Benjamins, 2000) He is running.He is reading.He is turning around.He is in London at the moment.

Marketing Portfolio Project Essay Example | Topics and Well Written Essays - 2000 words

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International Intellectual Property Law Essay Example | Topics and Well Written Essays - 2000 words

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Employee Relations Essay Example | Topics and Well Written Essays - 3000 words - 3

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Poems By Ann Bradstreet And Edward Taylor Ann Dudley Bradley was an American writer who was born in the year 1612 and lived for 60 years and died in 1672. Among her many works that she wrote included the poem titled The Prologue. She is best remembered as the first American poet to be published during colonisation of America. Edward Taylor was born in Sketchley, Leicestershire, England in 1642 and he lived for 87 years till in 1729. He too was an American poet during the colonisation of America. A Pastor and a Physician, one of his poems published was titled Prologue. The prologue by Ann has eight stanzas and each stanza has six lines, the stanzas of the poem have been arranged in a simple and clear manner; while in comparison with the prologue by Edward, written in 1939 from Preparatory Meditation has five stanzas and six lines. The first and the third line of every stanza have been indented left. Ann Bradley in her poem in the first stanza seems to despise the tendency to praise and adore war, captains and the kings and th eir cities and wealth that are as a resultant of war. She seems not to be able to compel herself into taking her pen and paper and praise them. (For my mean pen are too superior things). To her, it is the duty of poets and historians to set the facts straight. In her poem there is a thin line between the facts of history and the illusions of the kings and captains plus their wealth: and there worth will not be deemed by her writing. The perception of Ann and the emotions of her heart seem to look down about the colonisers good way of life (great bartas sugared lines) and she feels saddened about the state of her fellow Americans in the middle of plenty. In the Prologue by Edward Taylor, the poet seems to ask God a rhetoric question, that its very obvious like a clear sky that the dust that is on the earth (men) can not outweigh the totality of the grand mountains (superiority of God) on the earth caused its not their design nor show that can befit the grandeur of the divinity. To hi m he is self-agreeing that being handed a moistures pen (pen that is ready to be written with) will guide him in giving a wonderful praise to the lord. In the second stanza, he glorifies a pen that has been expectedly made for writing using a super refined ink that can even write on the most unlikely surface (in crystal leaves) where it can write ferociously till the writer stops. Both writers seem to praise the art of writing in bringing out their perception and in glorifying heavenly and in seeking self worth. (2nd stanza for Edward and the fifth and the sixth line of the first stanza for Ann.) In the fourth to the sixth stanzas, Ann Bradley states that they do not expect, any expressive language (rhetoric) from the school boys nor music (sweet consort) from old musical equipments (broken strings) nor a beauty that dance to their tune and so her thoughts also sings out but all this is in vain as whatever the issue at hand, it is not reversible as cause nature made it so. These has made her to dislike the Greek who through art discovered that there desires can be partly fulfilled by art to a certain extent , but at the end of the day an injured brain does not accept therapy.( the fifth stanza). The poet is intolerable to every nagging tongue that prejudices her hand that writes and scorns at her work just because of the superiority of her works and because sh e is female. This brings about the theme of gender bias and inequality through her works (Who says my hand a needle better fits.)and its her duty to prove them wrong through her works ( a poets pen all scorn) even though proving them wrong through her works will lead them to stating that her works and intelligence are not original but its plagiarized( last two sentence of the sixth stanza) Edward Taylor, in the third to the fifth and the last stanza refers himself to be the crump of dust that is so low in the society and its only through his pen that he can bring himself to the level of the praise and high life like the mountains and these he is to do through praising of the Lord through written poems written in the most refined if inks (Â  And Write in Liquid Gold upon Thy Name; My Letters till Thy glory forth doth flame.) He continues by stating that no one should attempt to neither break down his endeavours nor laugh at his works. He applies to the lord to inspire his works and may glory be given to the lord who may have mercy to all those that are looking down at his works of praise (Nor laugh Thou them to scorn but pardon give). For if glory is given then it will last (Thy dust shall live.) And that the people should be careful not to scorn at the short coming of his works as they are still part of his works. (They being Slips slipped from Thy Crumb of Dust.) Edw ard as the crump of dust seeks God( the mountain) to guide him so that he can show case his prowess and give praise and glory to the almighty god (the last stanza)In the last three stanza for Ann Bradley, she looks back at the ancient Greeks who were mild in there treatment of there women but they are still pretenders (Else of our sex why feigned they those Nine). To her Greeks are Greeks and that men should stop waging wars to prove to the women as they have an advantage and they will always excel, all that women are seeking from the men is some respect and acknowledgement for all that they do( Yet grant some small acknowledgement of ours) For even the birds that fly the skies fly high but catch their prey and that men can stop looking down the women achievements then women achievement including her works is bound to bring more wealth to the men by simply acknowledging them.( last stanza) . To conclude both writers are looking at the art of writing as a means of fulfilling there de sires. For Ann Acknowledgement from men and for Edward praise to the lord.

Mr. Mefisto - Foreign Language Essay :: Foreign Language Essays

Abstract Mr. Mefisto. Before asking who he is, the first question must be, he exists or not? I did not meet him directly, face to face, but I heard a lot about. If you ask people who knows they will give you all kind of answers. They will tell you that, he us good, bad, obedient or is THE GOD. My opinion is that it do not exists by it self, it exists as a relation between you and the World. If you are not in Harmony with the World, you are under his power. D-ul Dracu , Inainte de a te intreba cine e Dracul, cred ca trebue sa te intrebi daca intradevar exista. Eu nu m-am intalnit cu el, fata in fata, dar din timpuri stravechi si pana astazi, multi spun ca intradevar exista. Fortale Binelui si Fortele Raului. Cu Achriman fiind "intunericul absolut" si Christos "Iubirea Vie". Sunt persoane care ar trebi sa stie. Chistos a scos un demon dintr'un om si l-a bagat intr'o ciurda de porcii. In zilele noastre Papa Paul Ioan II zice " Demonul exista, are regatul sau, are un program bine stabilit †¦." iar Papa Benedict XVI, zice "Dracul e o prezenta misterioasa, dar reala, personala, nu simbolica" . Asta e convingator ? O idee interesanta apare la Gnostici ("comoara" Templarilor e probabil o copie a Evangeliei apocrife a lui Toma) cu Simeon Magnus si bineinteles cu Valentinian in "Imnul Perlei" Dar mai ales in critica Legei Mozaice prin "Scrisoarea catre Flora" a lui Ptolomeu, "Lumea nu a fost creata nici de Dumnezeu Tatal si nici de Satana, ci de Demiur g". Ceace ar putea explica dece Dl Dracu exista. Sau dece Seful Ingerilor s-a razvratit inpotriva lui Dumnezeu. Daca exista inceputul exista si sfarsitul. Daca exista Ying exista si Yang. Tot nu sunt absolut convins, dar sunt inclinat sa accept, pentru ca stiu ca ceva e Bine si ceva e Rau. Nu stiu de unde stiu, dar cred ca e in legatura cu idea de "Just" si "Injust" Cred ca e just ca Socrate sa se si e injust sa furi bomboane dela copii. Acum cand de bine de rau, cred ca Dl Dracul exista, as vrea sa stiu cine si ce e. Nu cred ca e sarpele care a ispitit-o pe Eva. Am vazut in o catedrale din Gubbio, o fresca cu tentatia Evei. Sarpele avea maini si merge pe 2 picioare.