Marketing Management Essay Example for Free

Marketing Management Essay Executive Summary What if I told you that you can get stylish clothing and accessories and the only catch was that you have to clean out your closet? If you said yes, then Jenny’s Closet Party is the dynamic answer for you. Jenny’s Closet Party LLC is designed with you in mind, by creating the ultimate â€Å"Girls Night Out† experience, combining fashion, food, and fun while mingling amongst friends. Uniquely swapping from one fashionista’s closet to another and the remaining items are donated to a local charity. Sounds the perfect win-win scenario right? Jenny’s Closet Party, â€Å"A great excuse to clean out your closet†. First Step: Upon receipt of an invitation or retrieval of flyer, specific details will be highlighted as to a theme, what items are being requested, deadline for dropping of your items and also what you should expect the day of the event. Go through your closet and find articles of clothing or accessories that you would like to swap. The items must be in style, of good quality and condition. Some of the categories (depending on theme) may include: clothing, shoes, earrings, scarfs, jackets etc. Second Step: Bring the items to the Donation Center at the Porter County Expo Center two weeks prior to events (Fridays) from 9:00 am – 5:00 pm. At this time you will be given a voucher at this time in which you will redeemed for tokens to shop with the day of the event. Third Step: The day of the event doors will open an hour and thirty minutes prior to shopping. At this time while mingling, you can enjoy complimentary wine and horderves that will be accompanied with light music to enhance your fun filled evening. Also, vouches can be redeemed for tokens during this time. Fourth Step: Prior to the scheduled shopping time, guest will be reminded of how  all this works, rehashing the guidelines that were laid out on the initial invitation/flyer. Guests are encouraged to keep what they have donated anonymous while picking. However, displaying and sharing their great finds amongst everyone creates sure excitement. Once the shopping time has been launched, participants will be able to go in rounds and selected two items at a time (to keep it fair) to purchase with tokens. Final Step: When the event is over and guests have gone home, the remaining items will be rounded up donated to a local women’s shelter. Sales Forecast During the first two years of business, Jenny’s Closet Party anticipates generating $300,000 from endorsements and corporate sponsorships. Each member of this company is responsible for the minimum of two sponsorships ($500) in order to reach our strategic goals. We expect to generate the most sales during the summer months. Environmental Analysis Jenny’s Closet Party LLC is a small company whose headquarters is located at 2143 Freedom Street Portage, Indiana; however, events will be hosted at the Porter County Expo Center located at 217 E. Division Road Valparaiso, Indiana. The company consists of eight employees; 5 full-time and 3 part-time employees. Jennifer Smith (CEO) will provide the executive leadership and oversee operations of every entity of the company. She will also be instrumental in developing strategies, vision and key performance indicators, to ensure goals are being met. She will be the face of the organization and will concentrate with building rapport and relationship with businesses. Taquanna White (Business Manager) will work closely with the CEO, manage the day-to-day business operations. Serve as our technical expert with keen knowledge in finance and computers. Serves as back up in absence of the CEO a, ensures tasks are being carried out, mentors and manage staff. Bonita Sims is the (Bookkeeper). Her responsibilities include keeping track of financial transactions, audits, payroll, procurement and inventory. Georgia Manuel (Head of Marketing) is our fashion expert. She will be in the community, charge of sales and marketing  and maintaining our Social Media/Blogging keep the company abreast of the latest trends and fashion news. Dionne Payne (Administrative Worker/Hostess) serves as supportive staff doing: project coordination, prepare reports, meeting arrangements, manage calendars, answer phones calls and serve as a hostess at the events. Our three part-time employees will assist with preparations leading up to the event as well as working on the day of the event. Competitive Forces: Jenny’s Closet Party has been facing challenges over the last few years with consumers shopping in the thrift and resale arenas. The once known dismal second-hands stores offering outdated clothing have become the ultimate treasure hunt for unique finds at a great price. Much of the recent growth can be attributed to young shoppers, many of whom are passing on trips to the mall in favor of thrift stores (Tully, 2012). Resale stores offer a variety of unique finds at a fraction of the cost of retail stores and propose great risk to new startup companies like Jenny’s Closet Party. The Goodwill industry is a well-known non-profit organization that has been around for over 100 years. There huge targeted audience loves bargain shopping who are drawn by shopping incentives and those by who donate to their cause of giving back to the community. â€Å"We provide employment, job training and other community-based programs for people looking to advance their careers, build their skills and further their education† (Goodwill Industry International, 2014). Economic Forces: With a fluctuated economy and staggering unemployment rates many consumers have become more frugal with how they spend their money. Although the retail industry has experienced growth, the resale industry is blossoming and is making great head way to become the new trend for preferred shopping. While many businesses close their doors every day, resale remains healthy and continues to be one of the fastest growing segments of retail (NARTS, 2014). Consumers are seeking cleaver ways to save money and the affordability of shopping at malls with high markup priced garb is not an option. With millions of people looking for ways to save money in tough economic times, a growing number of consumers have turned to resale shops to find their clothes, furniture and household goods (Tully, 2012). The  Northwest Indiana Region’s Gross Revenue Product (GRP) over the past 3 years (2009-2011) has gradually increased by 3%. Porter County’s population is 166,557 (2008-2012) with the median household income was $62,457 compared to the states average of $48,374, of this population 50.95% are women (U.S. Census Bureau, 2014). Over the course of the year, household purchases rose by 0.5 (U.S. Department of Commerce, 2014). This shows that women in the Northwest Indiana Region have buying power which has influentially contributed to the region’s economic growth. Technology Forces: Technology is rapidly evolving and is unprecedented in the business industry. Technology is vital and plays a major role in the success or demise of a company; ultimately impacting processes, pricing, promotions and placement of products and services. Technology force is used just about in every capacity of a business operation, from finances, book keeping and cash registers down to marketing. Social Media mediums such as Pinterest, YouTube and Facebook are some of the most popular ways in which technology has to connect with consumers. Retailers with Wi-Fi allows customers to use their Smart Phones to research products, compare prices, and download coupons with apps to make purchases. Due to the rapidly growing competition of on-line shopping, in-store retailers and swapping businesses must set themselves apart by meeting the customers’ needs and provide them with the ultimate one-on-one experience and technology can effectively help with this. Legal and Regulatory Forces: Jenny’s Closet Party is a limited liability company. A legal limited liability company is a hybrid-type of legal structure that provides the limited liability features of a corporation and the tax efficiencies and operational flexibility of a partnership (small business association 2014). Although, LLC’s have similar characteristics as corporation and partnership, the government does not hold them accountable to the same standards, structure and tax laws. To start an LLC one should research and decide what type of business they would like to organize. Specific documents to establish a business should be filed with the Secretary of State to start a business (procedures may vary from state to state). Information submitted should include: Business name, registering, creating agreements and articles  of incorporation. Once the company has been incorporated you will required to secure licensures, permits, EIN number, tax status and other required paperwork. Once all the necessary paperwork is complete and the business is established, the next steps should include obtaining insurance and doing the necessary footwork to get the business up and running such as networking, creating the brands image, and securing the necessary finances. Political Forces: The political forces that have a direct effect on Jenny’s Closet LLC and other business are the stability or instability of the government, economic/trade policies, tax rates and different events that happen in our communities and throughout the nation. These factors can affect how consumer spending. Consumers are more incline to shop at stores like Jenny’s Closet and resale outlet stores. The resale, consignment and thrift store industries has boomed in the aftermath of recession in the 1990’s. For this included an increased need for households to sell unused items for cash and reduced quantities of disposable income that made it necessary for people to shop at cheaper outlets (NARTS, 2014). Social Cultural Forces: As society and cultures change, so should your business. In order to have a successful business, one must recognizes and adjust (according to the current times) in order to succeed. Some socio-economical dynamics that businesses must adapt to as the world evolves: demographics, marketing/advertisement, trends (staying on top of consumer preferences) and external factors that may require adjustments within the company.

Huck Finn Novel Analysis :: essays papers

Huck Finn Novel Analysis I. Setting The story of Huck Finn begins in his hometown of Hannibal, Missouri. Then the setting changes to Jackson Island because Huck decides to run away and live there. After that the setting changes to the Mississippi River and various towns alongside, when Jim and Huck decide they are heading to a state where Jim will be free. The setting immediately reflects the tone of the book because the book is written in a southern dialect and the story is set in the south. The setting is crucial to the actions in the book. If Huck lived in a state where slaves were free, then there would have been no need for Huck and Jim to travel the Mississippi looking for a state where Jim would be a free man. If they had not traveled up the Mississippi then there would not have been any adventures of Huck Finn. II. Characters The protagonist in this story is Jim, a runaway slave. He always looks out for those around him, especially Huck. The three other major characters in the story are Huck Finn, the king, and the duke. Huck Finn is the main character in the story and Jim’s best friend. The king and the duke are thieves who force Huck and Jim to let them on their boat. Jim and Huck are dynamic characters. Their personalities and feelings on issues change throughout the story. The king and the duke are static characters. They are greedy thieves only out for themselves and they remain this way throughout the entire story. Two minor characters in this story are Mary Jane and the Widow Douglas.

Ilm M4.01 Essay

Managers have subordinates – people who operate at levels below the managers’. 10 In summary10 Leadership and Adaptability10 4. Communication and interpersonal relationships11 4. 1 Explanation11 4. 2 Barriers11 5. Development opportunities12 5. 1 Personal style14 5. 2 Personal development16 M4. 01: Understanding the management role (Work based assignment) 1. Introduction 1. 1 My Role – Principle Desktop Engineer †¢ Medway Council. The council employs around 7,000 people in a wide variety of general and specialist roles. Staff are based in the two main offices: Gun Wharf Chatham Maritime and Civic Centre in Strood. As well as in schools, social services centres and leisure, countryside, heritage and arts centres. †¢ My role within the organisation is Principle Desktop Engineer. I currently have a team of 8 engineers and an apprentice. †¢ The main purpose of the job is to manage the desktop engineer team, providing an effective and efficient desktop service to Medway Council. A full Job description (JDQ) is listed at appendix 1. 2. Medway Council[1] Medway Council is a unitary council responsible for providing services, including education and social services, in Rochester, Strood, Chatham, Gillingham, Rainham, the nearby rural areas and the Hoo Peninsula. The council also ensures that people comply with regulations, supports business and tourism in Medway and works to include everyone and regenerate the area. Services People who need services can find information on our website or at the council’s main offices, the town centre contact points as well as in local papers and radio and in the free magazine for residents, Medway Matters. You can also pay online for many services, including council tax, rent and parking fines and also complain if services are not up to your expectations. Decisions Decisions about our services are made after asking people for their views about, for example, what core values should underpin decisions and much more. Councillors make decisions about everything from refuse collection to regeneration of the area. It is their job to ensure that services are provided cost effectively, where they are needed and without discrimination. Council meetings are publicised in advance and members of the public are welcome to attend. Partnership Working in partnership with others to tackle problems effectively and campaign is co-ordinated through the Local Strategic Partnership and set out in the community plan. Other examples of partnership working are the Children and Young People’s Partnership and Community Safety Partnership (CSP). Employer As an employer of around 7,000 people, Medway Council offers full and part-time career opportunities. 2. 1 The council’s vision †¢ The Council’s vision for Medway is that Medway will be thriving, confident and healthy, a place where people are proud to live, work and learn. There will be opportunities for everyone to achieve and succeed, and to get the most out of life. We will celebrate the diversity of our communities, tackling disadvantage in all its forms. The local economy will grow an increasing number and range of jobs created by the expansion of existing businesses and the attraction of new ones. With a University for Medway offering opportunities for all local people, we will have a highly educated and skilled workforce, able to meet the needs of employers. Economic prosperity and progress will not however, be achieved at the expense of the environment. People living in Medway will enjoy a high quality of life, with decent, affordable housing. There will be a responsive transport system, helping to reduce traffic congestion. We will improve the environment and maintain it for future generations. †¢ This can only be achieved through the participation of all – the community, the Council, businesses and others sharing ambition and responsibility. We will listen to local people and jointly take pride in improving the place where we live. Networks of voluntary groups working with local people will be encouraged. Medway Council will provide high quality services, always working to improve value for money. Over and above this the Council will consult and involve local people so that decisions are taken on spending limited resources together. The Council will co-coordinate partnerships across boundaries to achieve common objectives. Medway Council will seek to set an example as a good and fair employer. †¢ Medway matters â €“ there is no limit to what we can achieve. Working together we will shape the future of Medway and create an environment of flourishing communities with people who fulfil their potential. . 2 Organisational structure The council is made up of two directorates: †¢ Children and Adults †¢ Regeneration, Community and Culture An additional partnership with NHS Medway includes: †¢ The Public Health Directorate An organisational chart can be found at appendix 2 with a management role table at appendix 3. 2. 2. 1 Functional areas and managerial roles in relation to its purpose Under the Medway Council Personal Development Review (PDR) there are several personal qualities and attributes (PQAs) which middle managers are assessed against: Commitment to diversity and integrity – promoting and managing diversity and demonstrating a fair and ethical approach in all situations †¢ Openness to change – proactively supporting change, seeking opportunities to pr omote improved organizational effectiveness †¢ Confidence and resilience – consistently projecting and promoting a confident, controlled and focused attitude in highly challenging situations †¢ Working with others – leading, involving and motivating others both within Medway and in the community †¢ Effective communication – communicating effectively oth orally and in writing †¢ Commitment to development – committed and able to develop self, individuals and teams to improve organisational effectiveness †¢ Problem solving – understanding and applying relevant information to make appropriate decisions which reflect key priorities and requirements †¢ Situational awareness – maintaining an active awareness of the environment to promote safe and effective working †¢ Commitment to excellence – leading groups to achieve excellence by the establishment, maintaining and managing performance requirements †¢ Planning and implementing – creating and implementing effective plans to deliver a range of organizational objectives †¢ Political/organizational awareness – recognizing the potential political impact and implications of actions from a strategic perspective These are primarily for operational staff but there is an expectation that all middle managers fulfil these roles. 2. 3 Stakeholders and their objectives A stakeholder is any individual or organisation that is affected by the activities of a business. They may have a direct or indirect interest in the business, and may be in contact with the business on a daily basis, or may just occasionally. Our main stake holders are: †¢ Members – they are elected, accountable and drive values and activities. †¢ Staff – they will be interested in job security and pay. †¢ Agencies – Shools, NHS, Housing, Police, Highways, Waste and Building Control. †¢ Other authorities – SE7, a partnership of seven councils that have committed to working together to improve quality of services and to achieve savings. Stakeholders have an interest in the company but do not own it. I would suggest that most people would say the public would be the main stakeholder as the end-user. However there is a stakeholder matrix which is used to assess how much power and influence they have to an organisation. Using this then influences how much attention/priority the organisation should allocate to each. [pic] 3. The role of management in achieving goals To achieve its goals and ensure that the stakeholder’s interests are continually analysed and met, the council employs middle managers. The council goals can only be achieved if everyone works as a team and supports the council vision and values. Middle managers are an important component of this team. Middle managers have a responsibility within the organisation to implement at an operational level, the policy and programs set out by the senior managers and directors. They have a strong impact on the outcome of customer satisfaction, employee satisfaction and the efficiency and development of the organisation. Middle managers within the company also act as role models who interpret and represent the company; they communicate and track the different goals and policies ensuring information flows up as well as down. 3. 1 Responsibilities of middle managers Middle managers relay strategic objections from senior managers to their subordinates. They set local targets, review and evaluate, and report back to senior managers. Communication is therefore crucial in the organisation to ensure everyone fully understands their roles and responsibilities. Middle managers play an important role in promulgating information to their staff from senior managers in an appropriate manner and understandable language to ensure duties are carried out efficiently and effectively, as we have a duty as â€Å"public servants† to provide value for money. In essence they make it â€Å"real†. Various systems are in place to enable middle managers to provide evaluation on targets to senior managers, and provide data for Best Value Performance Indicators (BVPIs). Adair’s Action Centred Leadership model can be used to show how middle managers can show achievement towards the organisation’s goals: By Achieving the Task By Developing the Team By Developing Individuals Importantly as well, Adair set out these core functions of leadership and says they are vital to the Action Centred Leadership model: Planning – seeking information, defining tasks, setting aims †¢ Initiating – briefing, task allocation, setting standards †¢ Controlling – maintaining standards, ensuring progress, on-going decision-making †¢ Supporting – individuals’ contributions, encouraging, team spirit, reconciling, morale †¢ Informing – clarifying tasks and plans, updating, receiving feedback and interpreting †¢ Evaluating – feasibility of ideas, performance, enabling self assessment Following training, Medway Council middle managers are involved in recruiting staff, conduct appraisals and performance management and absence management, in accordance with service procedures. Middle managers are specialists within their department or team. . 3. 2 Leadership/Management styles How you talk to your staff, how you motivate, how you delegate, how you solve problems and how you make decisions will depend on you view your role as a manager or as a leader. The table at appendix 4 lists the different styles. 3. 3 To lead or to manage You need both. The old proverb says that leadership is doing the right thing; management is doing things right. The difference between the two is not as sharp as the saying would suggest, and both are required for effective corporate growth: leadership risk creates opportunities while management strictness turns them into tangible results. â€Å"If your organization is not on a journey don’t bother about leadership – just settle for management† advises John Adair. â€Å"There is a direct correlation between the way people view their managers and the way they perform† [2] Leadership vs. Management What is the difference between management and leadership? The biggest difference between managers and leaders is the way they motivate the people who work or follow them, and this sets the tone for most other aspects of what they do. Many people are both. They have management jobs, but they realize that you cannot buy hearts, especially to follow them down a difficult path, and so act as leaders too. Managers have subordinates – people who operate at levels below the managers’. Leaders have followers, leaders do not have subordinates – at least not when they are leading. Many organizational leaders do have subordinates, but only because they are also managers. But when they want to lead, they have to give up formal authoritarian control, because to lead is to have followers, and following is always a voluntary activity. In summary The table at appendix 5 summarizes the differences between being a leader and being a manager. This is, of course, an illustrative characterisation, and there is a whole spectrum between either end of these scales along which each person can range. Leadership and Adaptability We know that what will inspire or motivate one staff member, will not inspire or motivate another; managers therefore need to be adaptable in their responses to staff. 4. Communication and interpersonal relationships 4. 1 Explanation[3] Interpersonal communication is a crucial part of your everyday life, yet you probably rarely think about the way in which you interact with other individuals. DeVito defines interpersonal communications as â€Å"communication that takes place between two persons who have an established relationship; the people are in some way ‘connected’ Thus, as interpersonal communication can occur between romantic partners, business associates, doctors and patients, etc. , it permeates our lives. Often, you devote your interpersonal interactions to attempts at influencing the other individual in some way. 4. 2 Barriers One thing I’ve seen as an inhibitor is people like to communicate in different ways. So as a manager, we need to really seek to understand for each person, what they prefer. Some may like short 1-1 sessions that focus on quick communication of facts. Some may like longer communication sessions and be comfortable talking about personal life. Some may want weekly 1-1s, some bi-weekly. Trying to tailor the communication style in personal interactions is important. Another inhibitor I’ve seen is globally dispersed teams where communication can often take the form of instant message conversations and emails. I find that at least on occasion, suggesting a quick 5 minute call to cover something can really be of value – allows a more personal level of communication and can also allow for â€Å"off topic† communication which can help people connect. Management is based on communication but being able to transfer that into drivers, performance, motivation and sustainability needs leadership and empowerment skills. It is the basis of trust building. You can give someone a reprimand or praise and even both over a coffee and with genuine commitment you have a strong bond to build on. It converts into motivation when focused right. It’s not just about communicating – it’s about several crucial interplays of trust, motivation, inspiration, support and leadership. The main barriers we come across are solved on a trust related basis. Even a simple barrier like arriving late for work is a mountain without trust. Bottom line is each team player is different – respect will give you the ability to enter and discuss. Trust will aid the action plan†¦ then follow up and reward progress mechanisms facilitate team building and mentoring. 5. Development opportunities Every council employee has a PDR covering: †¢ Performance over the last 6/12 months, achieved objectives/targets, areas of good performance. †¢ Areas of performance to be developed further or any other problems or constraints. †¢ Agreed priority objectives/targets for next 12 months (including any Corporate Plan objectives/targets). †¢ Review of development and training over last 12 months. †¢ Agreed future development. †¢ section/department/authority. †¢ Manager’s comments. †¢ Employee’s comments All managers will manage differently as no two people are the same. However if a manager is able to critically appraise their own performance they will be able to identify areas to be developed, or at least to be aware of. The Johari Window (Loft and Hingham) is a widely used model for understanding and training self-awareness, personal development, improving communications, interpersonal relationships, group dynamics, team development and inter-group relationships. [4] [pic] 1. The public area contains things that are openly known and talked about and which may be seen as strengths or weaknesses. This is the self that we choose to share with others 2. The hidden area contains things that others observe that we don’t know about. Again, they could be positive or negative behaviours, and will affect the way that others act towards us. 3. The unknown area contains things that nobody knows about us – including ourselves. This may be because we’ve never exposed those areas of our personality, or because they’re buried deep in the subconscious. 4. The private area contains aspects of our self that we know about and keep hidden from others. 5. 1 Personal style The main two styles used by myself now are Negotiating and Facilitating I carried out a self-assessment and had three of staff carry out the assessment for comparison. All four assessments are fairly well balanced showing my main two styles are: Negotiating and Facilitating. Appendix 6 is my self-assessment. Appendix 7 is an assessment by one of my senior engineers. This shows a lower result for Directing and a higher result for Laissez-faire when compared to the other two staff assessments. This person is experienced, knowledgeable and trustworthy and has pride in his work. Appendix 8 is an assessment by one of my junior engineers. This shows an increase in Directing and a small decrease in Laissez-faire. This person is competent but still requires a little coaching at times. Appendix 9 is an assessment by a fairly new member of staff. This shows a significant increase in Directing and a small decrease in Laissez-faire. This person being fairly new to the team still requires Directing while he gets used to the policies and working practices of the organisation. From the assessment results, it is clear that my main two leadership styles are Negotiating and Facilitating, this fits in well with the organisation and is both encouraged and supported by the business. I believe I use the following styles: †¢ Style 1 – the directing or telling leader. This style I use on new members of staff and for projects that are high priority and need to be completed by the book. †¢ Style – 2 the coaching or selling leader. I use this style when dealing with the every day workloads, I have two senior engineers who manage the internal and external work queues seperately. I leave them to orghanise there own schedule but monitor both queues and expect feed back from them. †¢ Style 3 – the supporting or participating leader. I use this style during when I have smaller projects that I can delegate to my engineers knowing that they are fully capable of achieving the goals laid down. †¢ Style 4 – the delegating leader. I use this when I delegate more complex projects to my senior engineers knowing that they are fully capable of achieving the goals set out and will seek my advice/approval if any changes are required during the project. 5. 2 Personal development My areas for self improvement would be: 1. Communication, change leadership is enhanced when leaders communicate a little at a time, as often as possible, in as many different ways as possible, and providing as many different perspectives as possible. Once team members have built their own personal model of the future and have checked it out against the reality of what is happening on the ground, so that they can once again begin to make their own decisions, the communication process will have served its purpose. This could be achieved by allowing time for more team meetings to pass on any changes that may be in the pipeline, get an update on how the team feel in general. What has worked – can we improve on current working practices to give an improved and more efficient service to the organisation. What hasn’t worked and why, analyse where the task went wrong and see if it can be avoided in the future, lessons learnt. Finally to give praise/rewards where/if appropriate. 2. Self awareness, more patience with both team members and customers, being an autocratic leader for 20 years leaves its mark. My own personal development plan can be found at appendix 10 Possible organisational improvements: 1. Review working practices on a regular basis and try to improve on them making work more productive, efficient leading to a more effective service to the organisation [pic][pic] ———————– [1] Medway Council website [2] Adair, 1997 [3] DeVito, J. A. (2004). The interpersonal communication book, 10th ed. Boston: Pearson-Allyn & Bacon. [4] Google Images

Killer Charles Ng - A Master of Legal Manipulation

(Continued From Profile of Sadistic Killer Charles Ng) Ng Changes His Identity to Mike Komoto As investigators uncovered the grisly crime scene at the bunker, Charles Ng was on the run. Investigators learned from Leonard Lakes ex-wife, Claralyn Balasz, that Ng contacted her shortly after running from the lumberyard. She met with him and agreed to drive him to his apartment for clothing and to pick up a paycheck. She said he was carrying a gun, ammunition, two fake I.D.s in the name of Mike Komoto and that she let him off at the San Francisco airport, but did not know where he was going. Busted On Shoplifting In Canada Ngs movement was traced from San Francisco to Chicago to Detroit and then into Canada. The investigation uncovered enough evidence to charge Ng with 12 counts of murder. Ng managed to avoid authorities for over a month, but his poor shoplifting abilities landed him in jail in Calvary after he fought with the arresting police and shot one of them in the hand. Ng was in a Canadian jail, charged with robbery, attempted robbery, possession of a firearm and attempted murder. U.S. authorities became aware of Ngs arrest, but because Canada had abolished the death penalty, extradition of Ng to the U.S. was refused. U.S. authorities were permitted to interview Ng in Canada at which time Ng blamed Lake for most of the killings at the bunker but admitted to being involved in the disposal of the bodies. His trial for the robbery and assault charges in Canada resulted in a sentence of four-and-a-half years, which he spent learning about U.S. laws. Cartoons Drawn By Ng Tell All Ng also entertained himself by drawing cartoons depicting murder scenes, some that contained details of killings that replicated those that went on at Wilseyville that only someone involved in the murders would have known. One other factor that sealed little doubt of Ngs involvement in the pairs killing spree was one witness who Ng had left for dead, but survived. The witness identified Ng as the man who attempted to kill him, rather than Lake. Ng Is Extradited To The U.S. After a six-year battle between the U.S. Justice Department and Canada, Charles Ng was extradited to the U.S. on Sept. 26, 1991, to face trial on 12 murder charges. Ng, familiar with American laws, worked relentlessly to delay his trial. Ultimately, Ngs case became one of the most costly cases in U.S. history, costing taxpayers an estimated $6.6 million for the extradition efforts alone. Ng Begins To Play With The U.S. Legal System When Ng reached the U.S. he and his team of lawyers began to manipulate the legal system with endless delay tactics that included formal complaints about receiving bad food and bad treatment. Ng also filed a $1 million malpractice suit against lawyers he had dismissed at various times during his pre-trial hearings. Ng also wanted his trial to be moved to Orange County, a motion that would be presented to California Supreme Court at least five times before it was upheld. Ngs Trial Finally Begins In October 1998, after 13 years of various delays and $10 million in costs, the trial of Charles Chitat Ng began. His defense team presented Ng as being an unwilling participant and was forced to take part in Lakes sadistic murder spree. Because of the videos presented by the prosecutors showing Ng forcing two women to engage in sex after threatening them with knives, the defense admitted that Ng merely participate in the sexual offenses. Ng insisted on taking the stand, which allowed prosecutors to submit more evidence that helped define Ngs role in all aspects of the ghoulish crimes that went on in the bunker, including murder. One significant piece of evidence presented were pictures of Ng standing in his cell with the telling cartoons he had sketched of the victims hanging on the wall behind him. A Fast Decision From The Jury After years of delays, several tons of paperwork, millions of dollars, and many of the victims loved ones deceased, the trial of Charles Ng ended. The jury deliberated for a few hours and returned with a verdict of guilty of the murder of six men, three women, and two babies. The jury recommended the death penalty, a sentence that trial Judge Ryan imposed. The List of Known Victims Other pieces of bone found on the property indicated that over 25 other people were killed by Lake and Ng. Investigators suspect that many were homeless and recruited to the property to help build the bunker, then killed. Kathleen Allen and her boyfriend, Michael Carroll.Investigators believe that Kathleen was lured to the cabin when Lake told her that Michael had been shot. Kathleen was one of the two women who appeared on the video as Lake and Ng mentally and physically tortured her, eventually raping and killing her. Michael was a suspected drug dealer who at one time was a cellmate of Ngs at Leavenworth.Brenda OConnor, Lonnie Bond and baby Lonnie Jr.Brenda and her common-law husband, Lonnie, were next door neighbors of  Leonard  Lake. Brenda was shown on the video begging for knowledge of her babys welfare while the two taunted her and threatened her and the life of her baby if she failed to cooperate with their sexual demands. It is believed that at the time the video was made, Lonnie and Lonnie Jr. had already been killed.Harvey Dubs, Deborah Dubs and baby Sean Dubs.It is believed that the family was murdered after Lake answered an advertisement for camera equipment that Harvey was selling.R obin Scott StapleyRandy JohnsonCharles The Fat Man Gunnar - Leonard Lakes best man.Donald Lake - Leonards brother.Paul Cosner - The owner of the Honda. Charles Ng sits on death row at San Quentin prison in California. He advertises himself online as a dolphin caught inside a tuna net. He continues to appeal his death sentence and it may take several years for his sentence to be carried out. Return to Profile of Charles Ng Source:Justice Denied - The Ng Case bu Joseph Harrington and Robert BurgerJourney into Darkness by John E. Douglas