How to Make Complaints for ESL Students

Politeness is universally appreciated, even when making complaints, no matter what language a person speaks, but in learning English as a Second Language (ESL), some students may struggle with formulas and functions of certain English phrases meant to politely start a conversation involving a complaint. There are a number of formulas used when complaining in English, but its important to remember that a direct complaint or criticism in English can sound rude or aggressive. For most  English speakers, its preferred that others express their dissatisfaction indirectly, and introduce the complaint with an amicable introductory clause such as Im sorry to have to say this but... or excuse me if Im out of line, but... It is important to note, however, that these phrases dont directly translate into Spanish so understanding the basic function of words like sorry go a long way to introducing ESL students to the polite way to go about making complaints in English. How to Start Complaints Amicably In Spanish, one might start a complaint with the phrase lo siento, or Im sorry in English. Similarly, English speakers typically start their complaints with an apology or indirect reference to propriety. This is largely because politeness is a major element of English rhetoric.   Some phrases that English speakers may use to start complaints politely: Im sorry to have to say this but...Im sorry to bother you, but...Maybe you forgot to...I think you might have forgotten to...Excuse me if Im out of line, but...There may have been a misunderstanding about...Dont get me wrong, but I think we should... In each of these phrases, the speaker begins the complaint with an admission of error on the speakers part, relieving some of the assumed tension between speaker and audience by letting the listener know that no one involved is blameless. Whether it be because of  contrasting ideas  or just because a speaker wants to say no nicely, these introductory phrases can be helpful to maintain respectful rhetoric in conversation. Forming a Polite Complaint After ESL students understand the concept of introductory phrases to complaints, the next important element of conversation is keeping the complaint itself polite. Although being  imprecise or vague  does have its benefits when complaining, clarity and good intentions go a lot further in maintaining the cordiality of conversation. Its also important not to come across as attacking while making a complaint, so the complaint itself should start with phrases like I think or I feel to indicate that the speaker isnt accusing the listener of something as much as he or she is starting a conversation about the disagreement. Take, for instance, an employee who is upset at another for not following the company policy while working at a restaurant together, that person might tell the other Excuse me if Im out of line, but I feel like you may have forgotten that closing waiters need to refill the salt shakers before leaving. By introducing the complaint with an apology, the speaker allows the listener to not feel threatened and opens up a conversation about company policy instead of scolding or demanding that person do their job better. Redirecting focus and calling for a solution at the end of a complaint is another good way to address the issue. For instance, one might say Dont get me wrong, but I think it might be better if we focus on this task before doing the one youre working on to a coworker who is not working on the right part of a project.

Germanys Sex and Gender Roles Essay - 1080 Words

Germanys Sex and Gender Roles What is it that makes up our identities? I mean us, not only Americans but other cultures as well, the entire world. When tracing back my family tree I learned that I am of half-German descent with a quarter French and another quarter Irish in me. I also think it is safe to say that a majority of the population reading this is of European lineage. I don’t say this to discriminate, only to be specific in the telling of my story. The story I am about to recite is about humans and about one of our basic needs for survival. Some will argue, saying that sex is not at all a basic need but let’s face it, without sex you wouldn’t be reading this intriguing article right now, and the world would be†¦show more content†¦My anonymous female source simply explained that in today’s western world women fantasize about the fairy tale relationship. You know the one, where the prince comes and carries the princess away on his horse. So, most women dream of this fairy tale love, one where they feel safe and protected. Yes, I’m sure women appreciate today’s male who helps out with the kids and the housework, but they fantasize about that robust prince who will rescue her and conquer her and make her his property. That fairy tale moment reminded me of Germany’s situation once the Berlin Wall fell. In Peter Schneider’s work The German Comedy, Peter explains what he refers to as the Deep Freeze Theory. In simple terms this theory is the belief that on the East Side of that wall the people were almost frozen in time with no room for progression because of their strict government. Just on the other side though the westerners were much more advanced in terms of technology and especially more advance in the role of men in the household. These western men were household helpers, no longer did the wives wait on their spouse hand and foot. The eastern men however were frozen in a past time. 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Business Culture of UNIQLO-Free-Samples for Students Myassignment

Question: Discuss about the Business Culture of UNIQLO. Answer: Background of UNIQLO and its environment Uniqlo has achieved accolades and glory by serving unique quality apparels to the Customers. The company caters to the fashion sense of men, women and kids separately. The company has its outlets spread in Australia, Canada, china, France, Germany, Hong Kong, Indonesia among others. Conscious approach of the employees towards the maintenance of quality, innovation and purchasing power of the customers makes the company unique in its business (uniqlo.com, 2017). This consistency has enabled the company to expand the business in each and every corner of the world. As a matter of specification, delivering quality apparels to the customers have enhanced the reputation of the company. Exposure of collaborative working by the skilled and the experienced professionals has enhanced the standards of the apparels to an international level. Along with this, the company pays special attention to the privacy of the customers. Similar to the other companies, UNIQLO has introduced privacy policy. The main aim of this policy is to protect the personal information that the customers are collecting or sharing online (uniqlo.com, 2017). Agreement to the terms and conditions is essential for the customers in order to get access to this policy. With the alterations in the business, the directives of the policy are undergoing noticeable changes. Cookies and web beacons are used for preventing the leakage of the contents generated by the customers for the launched apparels. Apart from this, the customers are provided with the access to SSL (Service Socket Layer), which alarms them about the security of their private information. These details reflect the conscious attempts of the company personnel towards the preservation of the organizational culture (uniqlo.com, 2017). This consciousness enhances the roles and responsibilities of the staffs in terms of creating a positive image in the minds of the customers. For this, the personnel make best efforts to adopt proper communication channels for conveying the news of the newly launched apparels to the customers. These advertisements enhance the relationship between the company and the customers. Countering this, joint ventures with the shareholders, results in the introduction of lucrative deals, trades and transactions, which helps UNIQLO to lure the customers towards the brand image (uniqlo.com, 2017). Different outlets have different unique selling propositions, which results in the joint success of the company. Typical components of the propositions are leadership skills and abilities and enhancing the sales revenue, which enhances the brand image of UNIQLO (uniqlo.com, 2017). Introduction Culture is an important element for companies and organizations in terms of achieving customer loyalty, trust and dependence. Commercialization of culture, customs and traditions contradicts the placement of business and culture in the same alignment. On the contrary, assuring the customers about the safety and security of their personal contents enhances the roles and responsibilities of the managers (Wong, Tseng Tan, 2014). The managers are entrusted with the responsibility to abide by the cultural values. This adherence safeguards the companies and organizations from crisis and challenges. Non-compliance to the policies compels the companies and organizations to encounter issues like scandals, which degrades the hard earned reputation (Riivari Lms, 2014). The current assignment attempts to shed light on unethical claims made by anti-poverty group regarding the approach of UNIQLO towards the preservation of the stakeholders and shareholders human rights. Corporate social responsibility is an essential component of the organizational culture. Ensuring the wellbeing of the customers enhances the corporate nature of the marketing personnel. On the contrary, focusing on the betterment of the authority degrades the personality of the personnel amidst the customers. In view of these aspects, the claims made by the anti-poverty group regarding the immature behavior contradict the true essence of the aspect of corporate social responsibility (Ecouterre.com, 2017). The issue was published in an article entitled, This Way to Utopia. In response to this, a group of business critiques known as War on Want voiced out their opinions regarding the illegal joint ventures with the suppliers to inflict harsh treatment upon the workers. Similarly, this assignment, from the various perspectives, assesses the intensity of the issue and alarms the businessmen about the importance of preserving the organizational values and culture. Exertion of harsh press ure on the workers is against marketing ethics, which snatches away the basic human rights (Ruiz Martnez, 2014). Rationale behind the selection of Hofstedes five Cultural dimensions In the 21st century, the companies and organizations aim to attain the hot seat by putting the customer benefit at stake. This motive contradicts the true essence of culture. The adverse impact on the purchasing power of the customers represents the selfish attitude of the marketing personnel in terms of enhancing their corporate social responsibility. The article taken into consideration is a live example of this issue. Anti-poverty group making claims regarding the organizational event seems striking. When they should be protesting for societal upliftment, they are protesting against the unethical behavioral conduct (Ecouterre.com, 2017). Countering this, these protests might be for a relative, who works in UNIQLO and is subdued under the pressure of the higher authorities. The main aim of the protest is reforms for the existing situation. On the other hand, the marketing team of UNIQLO lacks this understanding. The propositions of the article affirm the absence of oriental approach towards the issue. In-depth insight on the specifications of the issue can be provided by bringing Hofstedes cultural theory into the discussion. According to Hofstede, culture is the conglomeration of several corporate minds. On the other hand, collaborative participation in discussions gives rise to conflicts, which degrades the standards of organizational values (Huhtala, Kaptein Feldt, 2016). In view of the considered article, the protests and claims regarding the concealment of the ethical considerations is justified. Concealing the undertaken steps is against the business ethics. Transparency needs to be maintained in the execution of business activities. Absence of this transparency broadens the gap between the professionals and the professional development. Herein lays the appropriateness of the first dimension of power as proposed in the cultural theory by Hofstede. For proper maintenance of culture, the marketing managers of UNIQLO need to reveal matured behavior in terms of guiding the team members (Uniqlo.com, 2017). Emerging successful in giving proper guidance to the team members attaches the perspective of stab le relationship to the aspect of power. Upon the entrance of the employees, they are entrusted with the responsibility to ensure the wellbeing of the customers and the colleagues. This generates a closely knit family feeling. Typical example of collectivism is the presence of unity and coordination between the functional units of UNIQLO. In contrast to this, individualism has two connotations. One, it can be related to the perspective of enhancing the professionalism through the attainment of large scale customer satisfaction (Warren, Gaspar Laufer, 2014). On the other hand, it can be considered as the selfish motive of the personnel to grab hold of the hot seat amidst the competitive ambience of the market. Delving deep into the aspects, individualism can be considered as broader version of collectivism, where the employees are provided with a chance to leave a mark by matured and professional conduct. The third dimension represents the statistics of the employees- masculinity and femininity. Here, culture has different connotations for male and female employees. Countering this, there is a common goal and that is to respect the viewpoints of the other. Masculinity possesses the tendency to reveal more authoritative power on the female employees. This limits the chance of the female employees for voicing out their talents (DeBode et al., 2013). This creates disparity, which contradicts the true essence of culture. The fourth dimension is Uncertainty Avoidance Index. This dimension assesses the approach of the public domain towards ambiguity regarding the events of the surrounding. The main aim here is to make estimates regarding the doable in terms of maintaining pace with the current trends. Herein lays the appropriateness of firm and strategic approach towards the execution of business activities (Chun et al., 2013). The fifth dimension of culture is orientation, which is crucial in terms of tacking the issues, which comes the way of companies and organizations including UNIQLO. In order to achieve positive outcomes, short term goals are identified, which improves the focus. Emerging successful in this direction enhances the confidence regarding envisioning long term goals. This enhances the confidence of the personnel regarding the capability to do challenging and enduring tasks (Lu, 2014). The penultimate dimension projects the relationship between indulgence and restraint. Indulging in experimentation with the existing products and services enables the personnel to lure the customers to a great extent. Within this, restraining from the acts, which compels the personnel to encounter complexities, bestows an opportunity to sustain the market position within the competitive ambience. Linking the theory with the organizational analysis Claims regarding unethical behavior put the reputation of UNIQLO at stake. Herein, the essence of culture attains a negative connotation. The source being the anti-poverty group aggravates the complexities of UNIQLO in terms of their corporate social responsibility. Concealment of revealing unethical behavior can be considered as the misultilization of the provided power to the managers (Mo Shi, 2017). This incapability broadens the gap between the organization and the customers, negating the efforts of the personnel in terms of efficient execution of the business activities. Herein, lays the appropriateness of the word distance as proposed in the name of the dimension. Viewing it from the other perspective, distance can also be related to the detachment of the managers from their professional development due to the exposure of such irrational behavior with the stakeholders and shareholders (Shin, 2012). Collaborative protests by the anti-poverty group and the business critiques make UNIQLO personnel mere creatures. In other words harsh blows from the opponent party, such as these groups and labor unions, makes the fate of the company personnel a tragic one, as they are given the status of culprits for hiding the unethical and irrational behavior. Countering this, the aim of these protests is to make the managers realize that they have interplayed with the human rights of the employees, which can be considered as a negation of their individuality (Crane Matten, 2016). This negation, irrespective of the gender of the employees attaches an interrogative parameter to the societal existence of these employees. Lackadaisical attitude towards alteration of the plight would bring uncertainty and ambiguity to the market position of the company. This ambiguity degrades the sanctity and purity of the workplace environment, which limits the scope and arena of the employees in terms of revealin g their talents towards efficient execution of the business activities. For this, strategic approach towards creating short term goals is needed for systematizing the business activities. Delving deep into the issue, overburdening the employees might be a result of the absence of oriental approach towards the execution of business activities (Valentine, Fleischman Godkin, 2015). In view of this absence, setting short term goals is not justified, as it would lead to the achievement of negative outcomes. Therefore, the managers need to reveal matured behavior in terms of meeting with the board of directors for creating concrete plans regarding restoration of the lost glory and honor. Indulgence in activities like survey and feedbacks possesses flexibility to bring to the forefront the areas, which needs modification. Spontaneous approach towards rectification of these drawbacks would enhance the individuality of the managers as well as the employees (Yang, Ding Lo, 2016). Collective output in this regards would take the individual attempts of UNIQLO personnel; however, it would enable the company to achieve successful completion of the projects within the stipulated time. Countering this, unity and cooperation between the functional units is crucial for managing the crisis in an efficient and effective manner. Comparison of similar events with Hofstedes Five Cultural dimensions Shedding light on one particular incident compels the readers to take one particular stance. However, on the other hand, developing a comparative study between similar instances broadens their perspectives. Speculation of the various instances leads them to come up with a conclusion, which is the result of their individual efforts. The following section sheds light on the issue of slave labor encountered by Zara, one of the biggest fashion retailers. As a matter of specification, Zaras outlet in Brazil has been accused of indulging in unethical slave working conditions. Designation of the employees as slaves is interplay with their individuality (Forbes.com, 2017). This is one of the grounds, which ties both the issues in the same thread. However, the only difference lies in the discovery. UNIQLO is accused of concealing the unethical behavior whereas the issue of indulging in adoption of unethical working conditions degrades the hard earned reputation of Zara. The differentiation in the nature of the instances enhances the clarity of the readers, especially the businessmen regarding the proper utilization of the provided power (Jacobs et al., 2014). Outsourcing the operations of more than 30 plants aggravates the intensity of the issue. Delving deep into the word accusation, it can be related to the word claims made by the ant-poverty group regarding the concealment of the unethical behavior. The statements of the representations project hostility between the personnel of Zara, which is also evident in UNIQLO due to the incapability to manage the crisis in an efficient and effective manner. This is one of the other grounds, where the cultural dimension of power attains a negative connotation (Forbes.com, 2017). As a matter of fact, outsourcing the organizational resources, for illegal activities restricts Zara from expanding their business into the foreign market. The assumption in the previous sentence projects the functionality of the penultimate cultural dimension. On the contrary, if the business plants were used according to the rules and regulations, the employees would not have been compelled to forgo their professional development by becoming the slaves of the masters. Moreover, absence of authorizations, in case of the plants, tags the issue under courtly intervention, as the human rights of the employees are involved. Upon discovery, it was found that the immigrant workers of Bolivia were engaged for manufacturing garments for some other company. This created discrepancies between the managers of Zara and their stakeholders (Forbes.com, 2017). Indulging in this type of illegal activities is considered as the violation of the identified and specified values. This violation degrades the personality of the personnel, which nullifies individualism, the second dimension of Hofstedes culture theory. However, delving deep into the issue, the protests projects the collaborative attacks of the business critiques in order to destroy the individual efforts of Zara personnel. The breaches of contract aggravate the complexities of both Zara and UNIQLO in terms of culture (Ng, Lam Feldman, 2016). The contract can be accounted as one of an integral part of the organizational documents. Disobeying the propositions of this document adds an interrogative parameter to the organizational culture. This interrogation does not even spare the business environment of UNIQLO. Here, if LO in the name of the company can be considered as LOW, this reduces the uniqueness of the initial portion. The name Zara symbolizes a female name. However, in view of the slavery, it is a shame for the race women. Viewing it from other perspective, it is a nullification of the femininity as proposed by Hofstede in his third cultural dimension (Resick et al., 2013). In view of the slavery issue, it is a kind of domination for the women employees, which degrades their individuality. Here Hofstedes cultural dimensions get a backseat. Pondering upon the working conditions, pressurization limits the individual efforts of the employees. Supporting them for doing unethical acts sets a bad example in the minds of the employees for their managers. Hostility between the employees and managers destroys the workplace sanctity, which nullifies the urge of the employees to reveal better performance. This nullifies the aspects of safe and comfortable working conditions in case of both ZARA and UNIQLO. Countering this, safe and comfortable working conditions would have safeguarded both the organizations from these unwanted issues (Trevio et al., 2014). This is a matter of willingness, which needs to initiate from the inner self of the marketing managers. This inner willingness seems absent in the case of both the organizations, which projects the helplessness of the managers in terms of regulating the employees for extracting the needful. For this, rational approach is needed so as to preserve the individual sentiments of the employees. Emerging successful in this task reflects the proper utilization of power in case of the managers of both the organizations. Effective and judicious utilization of the provided power fades away the uncertainty regarding the execution of business activities (Lam et al., 2015). Clarity in the execution of the business activities would have reduced the distance between the organizations and success. However, this clarity was missing, which is due to the absence of strategic vision. Conclusions In the 21st century, people are blindly running in the rat race for grabbing hold of the hot seat. This situation projects a selfish motive for enhancing the professionalism by putting the needs, demands and requirements of the stakeholders. Viewing it from the other perspective, this kind of approach adversely affects the purchasing power of the stakeholders. Most importantly, it destroys the sanctity and congenial ambience of the workplace, needed for enhancing the productivity. Countering this, maintenance of workplace culture is crucial in terms of luring foreign investors in large scale. Within this, ethics gains an important position. However, the issues of concealing the unethical actions like slavery are a shame for business as a whole. This is rather interplay with the individual talents of the employees. Portrayal of individualism in the previous sentence summarizes the whole of the dimensions proposed by Hofstede. Countering this, there are six dimensions, which complete t he aspect of culture and the previous sentence just speaks of one. Counter arguing this, preserving of the individual sentiments of the employees reflects the proper utilization of power by the personnel, which fades away uncertainty and distance between the organizations and the success stage. In order to achieve maintain the sanctity and decorum of the workplace; the managers need to reveal strict approach towards regulating the performance of the employees. This can be achieved by developing efficient, effective and flexible strategies. The employees need to be involved in the decision making process, which would attach value to their talents. This would add firmness in the implementation process. After the implementation, measuring the approach of the employees and stakeholders would reflect the effectiveness of the adopted strategies. This relates with the evaluation, which would bring to the forefront the major areas, which needs modification. Inner urge, willingness and eagerness to alter the business environment would help both the organization especially UNIQLO to attract many customers on the grounds of cultural diversity. References Chun, J. S., Shin, Y., Choi, J. N., Kim, M. S. (2013). How does corporate ethics contribute to firm financial performance? The mediating role of collective organizational commitment and organizational citizenship behavior.Journal of Management,39(4), 853-877. Crane, A., Matten, D. (2016).Business ethics: Managing corporate citizenship and sustainability in the age of globalization. Oxford University Press. DeBode, J. D., Armenakis, A. A., Feild, H. S., Walker, A. G. (2013). Assessing ethical organizational culture: Refinement of a scale.The Journal of applied behavioral science,49(4), 460-484. Ecouterre.com (2017), New report accuses UNIQLO of hiding human rights behind ethical claims, Retrieved 7th August 2017 from https://www.ecouterre.com/new-report-accuses-uniqlo-of-hiding-human-rights-abuses-behind-ethical-claims/ Eisenbeiss, S. A., Knippenberg, D. (2015). On ethical leadership impact: The role of follower mindfulness and moral emotions.Journal of Organizational Behavior,36(2), 182-195. Eisenbeiss, S. A., van Knippenberg, D., Fahrbach, C. M. (2015). Doing well by doing good? Analyzing the relationship between CEO ethical leadership and firm performance.Journal of Business Ethics,128(3), 635-651. Forbes.com (2017), Zara accused of alleged slave labor in Brazil, Retrieved 7th August 2017 https://www.forbes.com/sites/andersonantunes/2011/08/17/zara-accused-of-alleged-slave-labor-in-brazil/#4a2a3e611a51 Gao, Y., Gao, Y., He, W., He, W. (2017). Corporate social responsibility and employee organizational citizenship behavior: the pivotal roles of ethical leadership and organizational justice. Management Decision,55(2), 294-309. Huhtala, M., Kaptein, M., Feldt, T. (2016). How perceived changes in the ethical culture of organizations influence the well-being of managers: a two-year longitudinal study.European Journal of Work and Organizational Psychology,25(3), 335-352. Jacobs, G., Belschak, F. D., Den Hartog, D. N. (2014). (Un) ethical behavior and performance appraisal: the role of affect, support, and organizational justice.Journal of business ethics,121(1), 63-76. Lam, C. F., Liang, J., Ashford, S. J., Lee, C. (2015). Job insecurity and organizational citizenship behavior: Exploring curvilinear and moderated relationships.Journal of Applied Psychology,100(2), 499. Lu, X. (2014). Ethical leadership and organizational citizenship behavior: The mediating roles of cognitive and affective trust.Social Behavior and Personality: an international journal,42(3), 379-389. Mo, S., Shi, J. (2017). Linking Ethical Leadership to Employees Organizational Citizenship Behavior: Testing the Multilevel Mediation Role of Organizational Concern.Journal of Business Ethics,141(1), 151-162. Ng, T. W., Lam, S. S., Feldman, D. C. (2016). Organizational citizenship behavior and counterproductive work behavior: Do males and females differ?.Journal of Vocational Behavior,93, 11-32. Resick, C. J., Hargis, M. B., Shao, P., Dust, S. B. (2013). Ethical leadership, moral equity judgments, and discretionary workplace behavior.Human Relations,66(7), 951-972. Riivari, E., Lms, A. M. (2014). Does it pay to be ethical? Examining the relationship between organisations ethical culture and innovativeness.Journal of Business Ethics,124(1), 1-17. Ruiz-Palomino, P., Martnez-Caas, R. (2014). Ethical culture, ethical intent, and organizational citizenship behavior: The moderating and mediating role of personorganization fit.Journal of Business Ethics,120(1), 95-108. Shin, Y. (2012). CEO ethical leadership, ethical climate, climate strength, and collective organizational citizenship behavior.Journal of Business Ethics,108(3), 299-312. Trevio, L. K., den Nieuwenboer, N. A., Kish-Gephart, J. J. (2014). (Un) ethical behavior in organizations.Annual Review of Psychology,65, 635-660. Uniqlo.com (2017), About us, Retrieved on 7th August 2017 from https://www.uniqlo.com/sg/# Valentine, S., Fleischman, G., Godkin, L. (2015). Rogues in the ranks of selling organizations: Using corporate ethics to manage workplace bullying and job satisfaction.Journal of Personal Selling Sales Management,35(2), 143-163. Warren, D. E., Gaspar, J. P., Laufer, W. S. (2014). Is formal ethics training merely cosmetic? 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Tennis Essays - Anatomical Terms Of Motion, Elbow, Serve, Strike

Tennis Serve Biomechanics The tennis serve is the stroke that puts the ball in play and is often referred to as the most important stroke in the game of tennis. It has become a principle weapon of attack and is used to place the opponent on the defensive by forcing a return from the weak side or by moving the receiver out of position. A good strong serve can sometimes be the basis of winning a game of tennis. I have included eight picture sequences to illustrate the tennis serve. Represented in picture A is the stance of the serve. In this part of the serve, the person needs to take a position sideways to the net, about three or four feet to the right center mark behind the baseline. The left foot is two to three inches behind the line, the toes pointing toward the net post. The back foot is parallel to the baseline and spread conformably from the front. Pictures B and C represent the preparation phase. In these pictures, the execution of the ball toss is performed. The ball toss is the key to a well-executed serve: a good release consistently places the ball in the proper hitting position. A poor release can throw off timing and ultimately cause a bad serve. In pictures D-F the action phase is represented. In picture D of the action phase, the elbow reaches a position slightly higher than the shoulder, then the elbow bends and the racket head drops down behind the back into what is called the "back scratching position." In picture E, the ball should be at its maximum height of the toss before striking it. In picture F, the last of the action phase, the movement of striking the ball is explosive in an upward and forward motion until contact Pictures G and H represent the follow through. In the follow through the action is performed up and out, not down, in the direction of the intended target area. The follow through is a natural continuation of the stroke. A good follow through will help prepare for the next step in approaching the net for a return. Kinematics is defined as the study of motion. It is compiled of different bodily planes and different joint motions. In the beginning of the serve, during the stance (picture A), the feet are outwardly rotated. The hips and the trunk are extended. The left shoulder is slightly flexed along with the right shoulder and the shoulder girdles are slightly abducted. Both of the wrists are pronated with the elbows slightly flexed. During the preparation (pictures B and C) the feet are still in an outwardly rotated position. The hips slightly abduct with the trunk still in full extension. The shoulders are abducted, with slight elevation of the shoulder girdle. Both elbows are extended, but the right wrist stays in a pronated position and the left wrist is supinated. During the action (pictures D-F) the right foot inwardly rotates along with it performing planter flexion but the left foot stays in an outwardly rotated position. The hips are adducted but then they shift to abduction. The trunk starts in hyperextension then get fully extended and slightly rotate to the left. Both knees flex but the left knee extends while the right knee stays flexed. The left shoulder goes from flexion to extension while the right shoulder performs high diagonal adduction. The left elbow goes from extension to flexion and the right elbow goes from flexion to extension. The left hand goes from supination to pronation while the right hand stays in a pronated position. Finally, during the follow through (pictures G and H) the left foot inwardly rotates along with some planter flexion. The right foot inwardly rotates and goes back to a naturally flat position. Both hips are flexed along with the flexion of the trunk and it's rotation. The left shoulder remains in an extended position but the right shoulder follows through with the high diagonal adduction, while both shoulder girdles perform abduction. The right elbow slightly flexes but the left elbow extends. The knees go from flexion to a greater degree of flexion. The kinematics of the tennis serve is a complicated thing, it consist of many laws and principles. One law is the law of inertia and the principles deal with motion, force and projectiles. These laws and principles can be applied to a skill, for example the tennis serve. The first principle deals with stability. This principle consist of smaller groups dealing with mass,