William Shakespeare s The Tempest - 1267 Words

Government legislation has always been a social topic throughout the years. Thus, the bond in which a government creates with its people is vital in order to create a functioning society. This has led many scholars to provide social commentary on government legislature, allowing complex issues to be portrayed in different mediums, generating a greater audience. During the Enlightenment Era, William Shakespeare’s writing were a form of social commentary on the English Government. Endorsed by the king, Shakespeare’s works told tales of tragedy and whimsy, incorporating both fiction and nonfiction elements. One trademark of Shakespeare s plays were the subtle allusions to the concurrent events in the English government. This is evident in†¦show more content†¦The purpose of revealing its metaphorical nature is to display the true purpose and meaning of Shakespeare’s famous final play. The play attributes supernatural powers to the Prospero, the protagonist, allowing him to be able to convey his actions and regain his lost dukedom. In The Tempest, there are various tricks and illusions that unravel on the island. In context to the era, magic and witchcraft were slowly displacing itself from the mainstream practices. Nonetheless, Shakespeare attributes this characteristic to Prospero. These conjurations all stem back to Prospero and his goal to returning things back to the natural order. In his time on the island, Prospero uses magic to bully the island and its inhabitants. These actions are abusive to nature. Prospero’s character contrasts that of other Shakespearean roles because his actions and intentions are selfish and controlling in nature. This is because his character is modeled after a selfish monarch. As previously stated, Prospero uses his power to manipulate people and events on the island. These acts of magic could relate those powers given to governmental legislation. Governments have always possessed the ability t o prevent social disorder through surveying and policing the public. Social commentary around the abuse of these powers root back to their origin. Similarly, Prospero appears as a king ruling over the island. Although merely illusions, these actions creates an unstable relationship with

positives and negative effects of the fashion - 1420 Words

Positives effects of fashion We can argue whether or not the fashion industry has more of a positive or negative effect on people of today, regardless we can agree that the fashion industry has grown to become very popular and influential. It seems as if everyone is trying to pursue a career in this field. Here are 10 positives of the fashion industry. 1. New designs- designers are able to create new designs for those people who have a love for fashion. It is an enjoyment they feel when seeing a new trend get started because fashion is unpredictable. 2. Discovering new talents- It is always a refreshing to see a new and creative designer come into the spotlight. Fashion is a very competitive industry and at times trends are†¦show more content†¦Stealing, robbing, and use of other ill means to become fashionable is not uncommon among youth today. Non-Conforming: Fashion craze makes people non-confirmist. Just to prove them different and unique, they adopt any style. Fashion is Outward: Albert Einstein always wore the most old and worn-out clothes. Once he said that â€Å"If most of us are ashamed of shabby clothes and shabby furniture, let us be more ashamed of shabby ideas and shabby philosophies.... It would be a sad situation if the wrapper were better than the meat wrapped inside it.† Clothes are also the wrapper of our inner self. They can project us in a negative or positive manner. Sometimes people interpret others in a wrong way because of their outward appearance. Fashion Victims: The terms fashionista or fashion victim refers to someone who slavishly follows the current fashions. Many young girls and boys follow certain fashion in the same manner without thinking whether it looks good with them or not. Fashion Changes: Fashion, by definition, changes constantly. The changes may proceed more rapidly than in most other fields of human activity (language, thought, etc). 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Labour Relation Act Assignement free essay sample

Course: Principles of Human Resource Management Section: Industrial Relations Assignment: Individual Assignment Question 1 How employee can be dismissed for poor performance In today’s work environment it is important that the employees meet the competitiveness of their organisation’s market locally and globally. To have employees that are not performers (Dead Woods) can cost the company an arm and a leg. Poor performers can cost companies a lot of money, not only due to service but due to mistakes they make. More over dealing with them take up a significant part of management time. Most organisations do not have a system that addresses, and deal away with poor performers openly and honestly. In these sections we will be looking at the best way to issue a dismissal by following the right process. When dismissing an employee it is important that you prove that there is a good reason and the right procedure is followed. LRA recognise that the reason for dismissal can fall into the following categories 1. The Operational requirement 2. The conduct of the employee 3. The capacity of the employee The poor performance of the employee falls within the incapacity category not the conduct as some other managers’ turn to confuse this when addressing poor performance problems. The dismissal will be as result of incapacity therefore the Performance Management procedure must be followed not the disciplinary procedure. This is not advisable because the Code of Good Practise: Dismissal (Section 8 of the LRA) provides different guideline for procedure to be followed when dealing with an employee who is not performing to the required standard. It is important to have a separate procedure and guidelines for managing poor performance so that management is not misled into using the disciplinary approach instead of Performance Management Procedure when dealing with dead woods (Poor Performers) in the organisation Setting up standard that is expected from Employees As an employer you are entitled to set the reasonable standard that both the employer and employee agree upon. This is normally done with the Performance Management process by means of performance appraisal (standards). The standards need to be clearly communicated to the employee. There must be an evaluation of these performance standards on a timely basis preferably quarterly. It is important that the employer provide the employee with sufficient instruction of how to perform the tasks he is suppose to do and how the employer requires those tasks to be done. The employer must provide the employee with the training unless the employee has been hired with the basis that he has certain qualification. The employer must provide also the guidance along the way on how to meet the set standards to which the employee needs to improve. The following shows how the performance standards are set when an employee under performed (IDP for under performers) * Set the performance KPA areas for the job that requires the employee to deliver * Set the targets and time frame for the targets * Give the employee a specific list of task The most important aspect for a fair dismissal to be taken into consideration is wether Procedural fairness and Substantiative Fairness is fairly applied. Below are these facts that you need to establish before finalising the dismissal of an offender (poor performer). Procedural Fairness This relate to the process used for discipline or dismissing an employee, the processes includes 1. Giving of counselling and prior warnings 2. Process followed prior corrective meetings or disciplinary hearing 3. Process followed at the actual corrective meeting or disciplinary hearing including the way in which the employee is given the opportunity to answer to the charges Substantive Fairness This relates to wether there was a fair reason for dismissal. This refer purely wether there was a substantial gist on the decision to dismiss or impose a penalty The substantive fairness test must meet the following rules 1. Did the employee break a workplace rule? 2. Was the rule or standard valid or reasonable 3. Was the employee aware, or could reasonable be expected to be aware of the rule or standard 4. Did you apply the rule or standard consistently 5. Was the dismissal an appropriate sanction for the contravention? If all the steps above have been followed, it is assuring that the dismissal will be substantially fair Poor performance infringement must be dealt with via a process of more than one to three warnings at progressively higher levels of severity, depending on the adherence or compliance of the infringement. The warning accumulated on a progressive basis can culminate in a disciplinary hearing and a possible dismissal. In the case of poor performance only the infringement of the similar kind accumulated in the line of progression stand a reason to a discipline. The standard generic corrective procedure to be followed . Make sure that the infringement occurred and has been committed by the employee in question, that is to have a proof that the employee under performed 2. Meet privately with the employee and explain the poor performance, ensuring the employee understands and making summarised notes of the entire corrective meeting discussion 3. Give the employee the opportunity at the meeting to put his reasons for poor performance 4. Carefully consider the his reason for poor performance and decide on the facts and balances of probability as at to wether the employee is guilty or not 5. Inform the employee of the decision and reason for it 6. Inform the employee of what is expected in future and how his progress towards meeting the requirement will be measure and monitored 7. Consider what assistance within the reason the employer can render to overcome obstacles 8. Inform the employee that he will be issued with a first or final written warning 9. Issue the employee with the warning on the official warning Form of the company which has the letter heads. The warning letter must confirm, clearly and concise the following * Date and time for the corrective meeting that was held and a brief summary of the employees explanation of his case * What is expected of the employee in future and any agreement reaches * What the employee is been warned of, that is the employee must be clearly warned of the poor performance and the consequence of more sever discipline if he does not improve If the employee performance was found to be unacceptable after the first warning then 1. Remind the employee of the standard of employment required at the first meeting 2. Stipulate the steps to be taken by the employee to ensure the achievement of the required standard 3. Offer the employee counsel, advise and other assistance toward improving his performance 4. State the additional steps where relevant, to be taken by the employer towards the improvement of the employees performance. This must include actions such as Training, Supervision, or removal of obstacles if there is any 5. Issue the employee with the second warning The warning must also contain The date and time of the corrective meeting that was held and a brief summary of the employee’s explanation of his poor performance * The nature of the complaint and the level of warning * What is expected of the employee in future and any agreement * What the employee is been warned of, * What the employee is been warned of, that is the employee must be clearly warned of the poor performance a nd the consequence of more sever discipline if he does not improve 6. Make sure that the performance was poor and unacceptable, as per the performance management captured 7. When all is exhausted and the employee still under performed despite the effort attempted to remedy his under performance arrange for final performance hearing or a meeting at which the has the chance to be heard before making a final decision to dismiss 8. At this stage the employee must be allowed to be represented by a co-employee or a shop steward 9. Keep a record of the last meeting at which you take the decision to dismiss in case the employee refers a dispute and there is a need to prove that the dismissal was fair 10. The letter must stipulate the reason for dismissal, which in this case is incapacity to perform his duties. Explain to the employee that his have the right to refer the matter to CCMA or Bargaining Council and provide him with information such as contact number and address of such an office. Example of a real work place case Ragman Lesilo (not real name) was employed by Company, as Support Engineer. During the first few months of employment everything runs smoothly. However, we begin to discover that the tasks that have been set are not being performed properly within the acceptable standards. For instance, all the work that he has done need to be redone by another support engineer because of quality, created mistakes, seems to struggling on understanding concept that he claimed to understand when he joined the company. He does not finish his tasks in time and efficiently and always been reprimanded for not delivering. He has failed to maintain the required standard of performance as set in his performance appraisals He is aware of this as we hold regular weekly meetings; his performance standard is a way too low as compared to other engineers with the same roles. He knows as well that he is expected to know that he should maintain an acceptable level of effectiveness and efficiency in terms of Support function and competence while performing his role. Substantiative Aspect we took into consideration He was given a reasonable opportunity to improve. Several formal discussions regarding his failure to maintain the required work standard before dismissal becomes an option. He acknowledged in the discussion that he knew he breached a work standard. We gave him an opportunity to improve by providing support in form of training, coaching and mentoring. Evaluation was done after 3 months and there was no improvement base on the standards that we agreed upon. We had a discussion with him to make him aware that his performance has not improved and gave an opportunity to deliberate his side of the story, with the balance of probability we ruled out the story as not a mitigating factor that contributed to his poor performance. We finally summarily realises that there have been an accumulation of factors on the same offence of poor performance which he has been receiving written warning. Due to the poor work performance been an ongoing, we warranted a dismissal and we applied it as a last resort. Procedural Requirements we took to consideration * We provide Ragman appropriate evaluation, instruction, training, guidance and counselling * We investigated to establish the reasons for the unsatisfactory performance and tried remedy the situation * We briefed the employee about his right to refer his dispute to CCMA I believe this warrant a fair dismissal that qualifies both procedural and substantiative fairness Question 2 Discuss Industrial relations under the Labour Relations Act 66, 1995 (as amended by Act 2, 2002) emphasizing on the following The right to strike Definition of a Strike, it is a partial or complete concerted refusal to work or retardation or obstruction of work by persons who are or have been employed by the same employer or by different employers for the purpose remedying a grievance or resolving a dispute in respect of any matter of mutual interest between and employer and employee. The strike is considered a lawful when it is protected; there are procedural requirements that must have been complied with before the employees may embark on a strike. The requirements are Step 1: The dispute must have been referred for conciliation A dispute of mutual interest must be referred to the CCMA or bargaining council Chapter 5 (Section 64(1)(a)) LRA, and the employee acquire the right to strike if a certificate of outcome stating that the issues has been issued or 30 days period has elapsed since the referral was first received by the CCMA or barging council Step 2: They must have given the intention to strike The employers must be served with the notice of intention to strike from employees or union in a form of writing at least 48 hours before the strike commences. The notice should indicate when the strike is going to begin. The notice must be served to the relevant bodies that are party to the dispute. Step 3: If the issue in dispute concerns a refusal to bargain, employees or unions must have obtained an advisory arbitration award. The employees must have obtained an advisory award before the issue out notice of intention to strike from CCMA or Bargaining Council. There is a limitation to the right to strike which is applicable to essential services But there are certain circumstances when employees can embark on a protected strike without following the procedure as set out above (Conciliation and Notice Procedure as prescribed in Section 64(1) of LRA. If an employer unilaterally introduces changes to the employees’ term and conditions of employment, employee can refer the dispute and require the employer not to implement the change or remove the changes if the employer already implemented the change. In this case if the employer does not comply within 48 hours the employees can immediately engage on a strike without following the procedure. Example Macdonald introduces a 24 hours service without consultation process and notifies employees within short notice, this change impact all the employees and they are not happy about this decision. The employees are angry and decide to strike. Under normal process the employee will have to issue a notice of intention to strike and refer the dispute to conciliation. However as this situation is regulated by Section 64(4), the employee may in referral to the dispute require McDonalds to stop implementing the 24 hours service and if already implemented the change then McDonalds has 48 hours to comply. Then after complying McDonalds must maintain the status quo for 30 days from the date of referral during this time the normal conciliation process will take place to deal with the dispute. Secondary Strike is a conduct to further a strike to support a strike by other employee against their employer. In this case the employees do not have grievance or dispute with their employer and does not have a direct outcome of the dispute. The Secondary Strike must comply with the following three requirements for it to be protected 1. The primary strike by the primary employee must be protected 2. The secondary employees must give their employer at least seven days; notice of the secondary strike 3. The nature and extent of the secondary strike must be reasonable in relation to the possible direct or indirect effect it could have on the business of the primary employer Fundamental Labour rights contained in the constitution of South Africa Chapter 23 of the constitution which was passed and came into effect in 1996 after the new dispensation was to close the gap of the imbalance of labour relation in South Africa which existed prior 1994. Black South African labourers though they were majority they experienced marginalization in relation to labour relation and labour law among other things from the Afrikaner Nationalism leadership. An example of the strict act that was meant to have black workers under tougher and strict control with regard to abour relations was the amendment of the 1956 Industrial Conciliation and other laws that where racially biased. The Constitution contains a Bill of Rights, Chapter Two, which enclosed the rights of all South Africans. The following fundamental labour rights are enshrined in the Constitution as the majority of black South African where deprived this rights in a long time 1. Everyone has the right to fair labour practices. 2. Every worker has the right a. to form and join a trade union; b. to participate in the activities and programmes of a trade union; and c. o strike. 3. Every employer has the right d. to form and join an employers organisation; and e. to participate in the activities and programmes of an employers organisation. 4. Every trade union and every employers organisation has the right f. to determine its own administration, programmes and activities; g. to organise; and h. to form and join a federation. 5. Every trade union, employers organisation and employer has the right to engage in collective bargaining. National legislation may be enacted to regulate collective bargaining. To the extent that the legislation may limit a right in this Chapter, the limitation must comply with section 36(1). 6. National legislation may recognise union security arrangements contained in collective agreements. To the extent that the legislation may limit a right in this Chapter, the limitation must comply with section 36(1). These rights where meant for employment protection which is applied to all employees who ordinarily work in South Africa. Therefore, the legislation also covers employees who work partly outside South Africa and partly inside South Africa. It also applies regardless of the stated governing law of any employment contract or the nationalities of either the employee or the employer. With the help of labour unions orchestrating this legislations in several sectors of employment they have been a positive benefit which seen a lot of black workers being able to realise the reward financially, personally and socially with regard to Industrial Relations issues. The right to freedom of Association Chapter 2 of the LRA sets out basic labour rights. Amongst this right there is Freedom of Association, the right of employees and employers to join and participate in the lawful activities of unions and employer organisations respectively. On the employee’s side, the right to freedom of association protects against interference, state interference and the union discrimination on the part of an employer. Now that the unfair labour practices remedy has been limited to individual employees, considerable union attention is now given to the anti-discrimination provisions contained in the LRA (Labour Relation Act) and the EEA (Employment Equity Act). The Constitution recognises the right to freedom of association, the right to form and join a trade union and the right to participate in trade union activities These rights alleviated victimisation among majority of black and few of white employees. Most of the employers respects their employees and treat them with dignity due this legislation being in place. The violation of this legislation is punishable by law and as such employee, unions or employers will respect the Freedom of Association as legislation. The difference between protected and unprotected strikes Protected Strikes| Unprotected Strikes| Comply with section 64(1)(a)(b) of LRA, Procedural| Contravene section 64(1)(a)(b) of LRA, Unprocedural strike| Strike over un-prohibited issues| Strike over prohibited issue| Employee cannot be dismissed unless for operational reasons| Employee can be fairly dismissed| Cannot institute a civil proceeding against employees| Can institute a civil proceeding against the employees| Question 3 Discuss the dispute resolution mechanism of the Labour Relations Act third party intervention (after all internal procedure have been exhausted) indicate all the key steps that need to be followed The external dispute resolution process in a sequential order Third party Intervention 1. CCMA / Bargaining Council 2. Conciliation 3. Arbitration 4. Labour Court 5. Labour Appeal Court Definitions Commission for Conciliation, Mediation and Arbitration (CCMA): It is a body appointed by parliament to resolve labour disputes between employees and employers Bargaining Council: Is a body that established and properly registered for a particular sector. Its function is to determine by agreement between employers and trade unions in the specific sector and it attend the resolution for disputes in that sector. Conciliation: Is the process that takes place at the CCMA and at Bargaining Council, it is essentially a negotiation process whereby the parties should try to reach settlement agreement to resolve a dispute Arbitration: Is the process that takes place at the CCMA and at Bargaining Council if conciliation has not been successful. Both the Arbitration and conciliation are conducted by neutral officials (Commissioners). CCMA/Bargaining Council When the employee seeks external third party intervention for his dispute, he will refer the matter to the CCMA or the Bargaining Council. Certain Bargaining Councils are authorised to conciliate and arbitrate labour disputes in the same way as CCMA would. Below is a graphical representation of dispute resolution process Step 1 Step 2 Step 3 Step 4 Step 5 Referral to the CCMA| | Conciliation| | Arbitration| | Labour Court| | Labour Appeal Court| | | | | | | | | | Or Step 1 Step 2 Step 3 Step 4 Referral to the CCMA| | Conciliation Arbitration| | Labour Court| | Labour Appeal Court| | | | | | | | There are circumstances where Conciliation and Arbitration process is handled as one process on order to save time and money for both parties and CCMA. This is shown in the above tables on step 2. Conciliation Process Conciliation falls within the CCMA procedure but LRA does not provide the guideline or give proper definition. It is effectively a settlement negotiation; its idea is for the ex-employee and employer to try reaching mutual acceptable settlement. Form 7. 11 is used to register this referral at the CCMA. At this stage the conciliating mediator is appointed to mediate the dispute in order to conduct the fact finding exercise and to make recommendations to both parties (Section 135 of the LRA). The ex-employee, Employer and a presiding Commissioner attend the conciliation process which is conducted along informal lines. The trade union representative may accompany the ex-employee while the employers as well might bring along the company representative. At conciliation no legal representative is permitted. The consolation process normally begins with opening statement from both parties, in which each side gives details of their respective cases and specify what remedy they require. The important thing about this process the proceedings are without prejudice (what each parties say in this session could not be used against each other). The advantage of the settlement at this stage is that it makes a win/win situation. If the dispute is resolved at conciliation the Commissioner will issue a certificate to indicate settlement. After the signing of the certificate of settlement neither party can withdraw from the agreement without written consent of the other party. In case that the parties do not resolve the issue, it can then be referred to CCMA for Arbitration or the Labour Court. Arbitration When no settlement is reached, the matter is then referred to Arbitration within 90 days of certificate of non-settlement being handed down in the Conciliation process and copy of the Certificate of Outcome from the Conciliation must be attached during the referral to Arbitration. LRA 7. 3 form is completed by the ex-employee at CCMA; the CCMA will notify the employer about the date, time and venue of the Arbitration hearing. At this stage is where a full re-hearing of the entire case including the investigation of the fairness of the procedure leading up to dismissal is tested. The test involves the presentation of all evidence and, cross examination of witnesses. Once their entire case has been presented the commi ssioner make a decision in a form of an arbitration award stating his reason for reaching such a decision and should justify any compensation awarded. The award must be handed down within 14 days of the conclusion of the arbitration. If the reason given by the Commissioner do not justify the award made, then in principle the award is reviewable, which means that the matter can be taken to Labour Court and request a review. Over and above the award the commissioner hands down at arbitration he can make an order for certain cost to be paid depending if the dispute has little or no chance of succeeding, the party who brought the dispute before CCMA will find himself having to pay CCMA the costs. Conciliation and Arbitration The process was introduced in the first amendment of the LRA in 2002, this enables the CCMA to finalise disputes much faster and does not consume time for all the parties. It is also less expensive for the parties and CCMA. The combination of Conciliation and Arbitration is a process in which a dispute is conciliated and if the dispute is not settled during conciliation, the commissioner moves straight into holding arbitration. This process is effectively a one stop process, which is quicker than the normal two stages process for resolving a dispute. It takes place as continuous process on the same day. This process is compulsory for certain disputes such as dismissal for any reason relating to probation and unfair labour practise on probation. It maybe used on other dispute but is not compulsory meaning that either of the disputing parties might reject it. Labour Court The Labour Court is like the Supreme Court, but is only concerned with labour, or employment disputes. The Labour Court will only hear a case if the case was first referred to the Commission for mediation, and if the conciliation process failed to resolve the dispute. If the conciliation or mediation process is properly handled, therefore, the intention is that less and less cases will actually be referred to the Labour Court. Only time will tell if this is a correct prediction. The Act specifies which cases are to be referred to the Commission and which disputes must be referred to the Labour Court. Disputes that should be referred to the Labour Court include * Automatically unfair dismissals. * Illegal strike dismissals. Remember, persons who embark on legal or protected strikes may not be dismissed, and * Operational requirement or retrenchment dismissals. These are all cases that must be referred to the Labour Court. However, the Director of the Commission for Mediation and Arbitration may also, upon request of a party, refer a matter to the Labour Court, if the Director is satisfied that the dispute is sufficiently complex, or if it is in the public interest to refer that dispute to the Labour Court. Labour Court of Appeal In addition to the Labour Court, the new Act also establishes a Labour Appeals Court. The Labour Appeals Court may hear Appeals from the Labour Court and is the final Court of Appeals in relation to all labour disputes. There are no further Appeals from the Labour Appeals Court to another Court. Question 4 Discuss industrial relations changes, Collective Bargaining, the social partners and employment legislation impact on industrial relations in the post Wiehahn era One of the major functions of the trade unions is to ensure better working conditions, wages and salaries for its members. This is achieved through the process of collective bargaining. The most essential instrument tool for serving the interest of the union members is through collective bargaining. This a process in which organise groups and employer seek to reconcile their conflicting goals into mutual agreement and accommodation. Post Wiehahn, the commission gave the unions power to form unions and participate in strikes. Unions did not react positively on the inclusion in the existing official centralised system of collective bargain that they where deprived of. Unions continued to bargain collectively on the plant level in terms of recognition agreements entered into with relevant employers. There was a resistance from the employer to sign the recognition of unions on a plant level; gradually employers started signing this recognition which led to the growth of the unions. The unions continued embarking on strikes for the promotion of economic, political and civil rights which eventually led to the un-ban of political organisation and political prisoners. Ultimately there was an agreement of an interim constitution and bill of rights which constituted the workers fundamental rights. Chapter 3 of LRA, Collective Bargaining is part of this right which is still in existence in three levels and is practised in today’s Industrial Relation discipline. After the first democratically held elections in South Africa in 1994, the new Government of National Unity introduced the Labour Relations Act (LRA) No. 66 of 1995, which aimed at normalising the relationship between politics and industrial relations. This Act has redefined South African labour relations. The Act brought about fundamental changes to employment relations and collective bargaining in all levels (Sectoral, Centralise and Plant). It also introduced important new concepts such as workplace forums and unfair discrimination into South African workplaces, while a comprehensive system of trade union, organisational and individual workers’ rights, including the all-important and fundamental right to strike, was statutorily regulated. It made provision for four dispute resolution bodies, namely the Commission for Conciliation, Mediation and Arbitration (CCMA), the bargaining council, Labour Court and Labour Appeal Court.

Poor Communication in Workplace Essay Essays - Communication Studies

Poor Communication in Workplace Essay The management normally assume that that the way they communicate is received and interpreted well by employees. However, this is not always the case. RopeASW conducted a survey in 2009; where they found out that 55% of managers who responded to the survey assume they communicate well with workers. 65% of employees said that their seniors do not communicate well (Zaremba, 2010). In my study I found out that lack of credibility increases the communication gap between employers and employees. Many employees do not believe what they are told by management. This study shows that employees with longer tenure are less likely to belief their superiors than new employees. This proposal will focus on all causes of communication problem. It will also give recommendation in order to give good solutions to eliminate this problem. It contains a conclusion at the end. Statement of Problem Communication is the most important and basic activity of a company. In organizations, communication is becoming more complex because of work activities and multi-cultural environment which is becoming complex at high rate. Availability of high transmission media also contribute to communication breakdown (Zaremba, 2010). Companies are required to focus more on communication so that they can effectively increase job satisfaction in work place. Lack of good communication leads to actions not completed. Management ends up being out of touch with the staff that it needs to motivate so that the company can operate at full potential. Poor communicate affects even the customer department making the company lose sales. It also makes organizations making poor decisions which affect the progress of the company. The company ends up losing workers and money. Many researchers have researched widely on communication issues. However, there has been few studies in this area. The need for this project is to explore the effects of poor communication, causes and solutions to the problem. The proposal is important to companies as it will help them put in place communication networks. These networks give different perspectives of employees. It will also assist companies boost the morale of employees as well as increasing job satisfaction. These benefits will be derived from this study. Management Plan This section contains my qualification for carrying out project research. It also contains cost incurred. I already books and articles on communication, hence I used most of my time sifting through information, looking for key results. The only cost I incurred was in printing and copying articles. I obtained all sources of literature review from university library. My experience in Youth Health Partnership Organization helped me to assimilate proposed literature review. Literature Review I started the project with the understanding that communication is the foundation of any organization. I discovered it is important to evaluate the solutions to communication problems. I reviewed relevant literature to support my study. I used literature related to communication; others expressed the effect of communication on job satisfaction of employees. I other literature showed the perception of both male and female in the organization. Finally, I included literature that dealt with ways of improving communication. Zaremba(2010) argues that there exist differences in the way male and female employees perceive communication behaviors of their seniors. According to Zaremba (2010) managers' leadership style, conflict management skills contribute to effectiveness of communication. Research Methodology In this research, different methods were used to collect information and data. Primary sources used were interviews and conversations. Journals were used as secondary sources. Variables I used formal communication, informal communication and communication climate as my variables. The three variables were affected by various issues. Communication climate This is the atmosphere that is created by people who use listening skills, verbal and non-verbal communication skills. It involves how communication takes place in an organization. The environment in which communication is taking place determines if communication will take place or not. Communication climate is affected by various factors and one of them is credibility (Klyuknanov, 2013). Credibility involves the qualification of the sources of information. It also involves the consistency with which knowledge is applied and the overall reliability. Credibility starts from the top level management and it trickles down to the middle level managers up to operational level. If workers

Essay on Causes and Impact of Global WarmingEssay Writing Service

Essay on Causes and Impact of Global WarmingEssay Writing Service Essay on Causes and Impact of Global Warming Essay on Causes and Impact of Global WarmingFor 2,5 million years the Earth climate has fluctuated, cycling from ice periods to warm ages. The last century has changed the temperature extremely fast. Most scientists consider that human activity rises the temperature up and this process is called â€Å"global warming†. The cause of the change is industrial revolution: the work of plants, factories and the use of cars. All these things release too much gas into the atmosphere. Industrialized nations continue to use big amounts of oil and gases worsen the situation on the planet. Scientists expect that the temperature will increase 2 to 10 degrees Fahrenheit by the end of this century.To change the situation, many organizations work hard to reduce the level of greenhouse gases in atmosphere. People can help by saving energy around their houses, replace light bulbs with energy saving, driving less miles by the car. These simple actions may help make our planet cooler in the futur e.I also try hard to reduce the level of impact greenhouse gases in the atmosphere. First of all, knowing a lot about this problem I spread the information among my friends, rising their awareness and responsibility. I believe that the first and main step in the fight against global warming – is knowledge. Knowing the truth about warming, it is easier to change the situation, fight and encourage other people.Being responsible, I try to save energy in the house and never leave my computer on when I go out and try not to leave the phone charging for too long. I support the idea of my parents to use public transport instead of car when we have an opportunity.When I got interested and enthusiastic about fighting global warming, I started my online search and found out that â€Å"a single tree will absorb one ton of carbon dioxide over its lifetime. Shade provided by trees can also reduce your air conditioning bill by 10 to 15%† (Top 50 Things To Do To Stop Global Warming). So, next spring I plan to plant several trees. If every person acts responsibly, he will change the situation for better and help to keep the Earth cooler in the future.

Dairy Milk Chocolate Essay Example

Dairy Milk Chocolate Essay Example Dairy Milk Chocolate Paper Dairy Milk Chocolate Paper delightful combination of milk chocolate and white chocolate. Giving consumers anexciting reason to keep coming back into the fun filled world of Cadbury. Our Journey: Cadbury Dairy Milk has been the market leader in the chocolate category for years. Andhas participated and been a part of every Indians moments of happiness, joy andcelebration. Today, Cadbury Dairy Milk alone holds 30% value share of the Indianchocolate market. In the early 90s, chocolates were seen as meant for kids, usually a reward or a bribe for  children. In the Mid 90s the category was re-defined by the very popular `Real Taste of  Life campaign, shifting the focus from `just for kids to the `kid in all of us. It appealedto the child in every adult. And Cadbury Dairy Milk became the perfect expression of  spontaneity and shared good feelings. The Real Taste of Life campaign had many memorable executions, which people stillfondly remember. However, the one with the girl dancing on the cricket field hasremained etched in everyones memory, as the most spontaneous ; un-inhibitedexpression of happiness. This campaign went on to be awarded The Campaign of the Century, in India at theAbby (Ad Club, Mumbai) awards. In the late 90s, to further expand the category, the focus shifted towards wideningchocolate consumption amongst the masses, through the Khanewalon Ko Khane Ka37 Bahana Chahiye campaign. This campaign built social acceptance for chocolateconsumption amongst adults, by showcasing collective and shared moments. More recently, the Kuch Meetha Ho Jaaye campaign associated Cadbury Dairy Milk  with celebratory occasions and the phrase Pappu Pass Ho Gaya became part of streetlanguage. It has been adopted by consumers and today is used extensively to express joyin a moment of achievement / success. The interactive campaign for Pappu Pass Ho Gaya bagged a Bronze Lion at the  prestigious Cannes Advertising Festival 2006 for Best use of internet and new media. The idea involved a tie-up with Reliance India Mobile service and allowed students tocheck their exam results using their mobile service and encouraged those who passedtheir examinations to celebrate with Cadbury Dairy Milk. The Pappu Pass Ho Gaya campaign also went on to win Silver for The Best IntegratedMarketing Campaign and Gold in the Consumer Products category at the EFFIES 2006(global benchmark for effective advertising campaigns) awards. During the 1st World War, Cadbury Dairy Milk supported the war effort. Over 2,000male employees joined the armed forces and Cadbury sent books, warm clothes andchocolates to the front. 38 Cadburys big Bytes Kuch meetha ho jaye uggests Cadbury India, its brand ambassador Amitabh Bachchansmiling down the hoardings lined along Mumbais Marine Drive right down to thecompanys corporate head office at Mahalakshmi. While the chocolate major is waitingfor Diwali to see a turnaround in its business after the worm’s controversy, at the momentits all about driving growth for the category, which has seen a decline since the firstquarter of this year. Being the market leader in chocolates with a 70 per cent share, the company hasattempted to stretch the boundaries withi n chocolate confectionery. It has also beenadventurous in unleashing a brand new category within chocolate early this year. Introducing the concept of sweet snacking, it launched Cadbury Bytes in the south withthe positioning `Snacking ka meetha funda. The product is a crunchy wafer pillow with achoco-cream centre and is being rolled out nationally. 39 Explaining the need to introduce this new category, Bharat Puri, Managing Director,Cadbury India, says, While we were sure of our core competencies, there was need for  innovation to deliver double-digit growth. What we found was that we were under-represented in the area of snacking on the go and that there was a need for a light crunchysnack. While entry into salted snacks was ruled out, sweet snacks were the obviouschoice, and Bytes is unique to the chocolate majors Indian portfolio. Getting the right product and packaging was a challenge for the company. It has sub-contracted the product to get the volumes and is poised for a national launch. Adds Puri,After all this was the first category anywhere in the world that Cadbury was entering andwe did not have the expertise. So the best way was to test-market the product and todaywe find that it has already bagged five per cent of the chocolate market. The company has no apprehensions of cannibalization of its chocolate brands. It believesthat while its chocolates are more of indulgence products, Bytes is about snacking whenone is hungry and can be treated as a snack in between meals. The aim of this project is to evaluate the marketing strategy of Cadburys Dairy Milk. To do this, I will need to gather information about the product; I will ask a questionnaire which is a primary research method. Then I will also gain some secondary research, this will be achieved by searching the internet for information and from a product information letter from Cadbury. I will investigate all aspects of Dairy milks marketing mix, these include: product, price, promotion and place. After I have investigated these aspects I will analyse and evaluate my results from the Primary research. History of Dairy Milk and Cadbury Cadburys started as a one-man business, opened in 1824 by a Quaker, John Cadbury, in Bull Street Birmingham, was to be the foundation of Cadbury Limited, now one of the worlds largest chocolate producers. By 1831 the business had changed from a grocery shop and John Cadbury had become a manufacturer of drinking chocolate and cocoa, the start of the Cadbury manufacturing business as it is known today. Dairy Milk is a brand of chocolate bar made by Cadburys popular in the United Kingdom and around the world. It was introduced in 1905. There are a number of varieties including Fruit ; Nut and Whole Nut. And Fruit variety was available for a short time but was discontinued. In 2003 Cadburys made Dairy Milk into superbrand, bringing a number of different products under the Dairy Milk branding. For example Wispa bars were phased out and replaced by Dairy Milk with bubbles. As of 2004, there are ten varieties of Dairy Milk produced in the UK

Self-Evaluation- (Justice Theory) Essay Example | Topics and Well Written Essays - 750 words

Self-Evaluation- (Justice Theory) - Essay Example John Rawls offers just one of these theories, which is broken into two parts, the Principle of Equal Liberty and the Difference Principle. It is through this theory that human beings can live a in a fair and just society where all of its members are valued and have a place. Of course, there is no such thing as a singular universal solution to the problem, but it does offer some interesting viewpoints. In the simplest explanation Rawls perspective is that the Principle of Equal Liberty allows that each person in the society should have an equal rights to a system that creates a level of compatibility of everyone within the that society. The Difference Principle is also broken into two distinct parts. The first part states that the all of the economic and social inequalities are structured in a way that allows, firstly, the greatest benefit to those in the least advantageous positions. The second part explains that the equalities of society should be formed so that the offices and positions ( political, civic, or professional) should be open to all, regardless of income, station or status (Garrett, 2011). The egalitarian viewpoint of the Principle of Equal Liberty is very libertarian in its perspective. On the surface this principle sounds quite fair and sound. However, in a society filled with classism, the poor, the middle class, and the wealthy it can be difficult to devise such a system based on that principle. In order for everyone to have truly equal rights to all of the same opportunities, be it education, employment, politics, or other forms of public service then the class system would have to be deconstructed or allow it to fade away while this new perspective becomes dominant. The second part of the Difference Principle also favors a rather egalitarian or libertarian perspective in that anyone should have the same

Fashion Industry Through H&M and GAP Essay Example | Topics and Well Written Essays - 750 words - 1

Fashion Industry Through H&M and GAP - Essay Example This showed that the Gap is interested in these charities, too. Also, the Gap on their web page has emphasized their socially responsible projects. H&M also targets young people, and they also stress corporate responsibility, as this is part of their web page, telling about their activities in protecting the environment. Additionally, on their web page, H&M has a social media room, where people can post on the wall, tweet and read blogs about fashion.   H&M indicates that they get their fashion ideas from designer runways, then â€Å"rip them off’† and bring the ideas to their stores. For instance, H&M’s blog states that Prada might consider using them for reproducing their skirts and shirts, and their designer, Zara, goes to the fashion shows and copies the looks, trends and designs. So, basically, H&M’s claim to fame is that they get the ideas from the runway, then pares it down to affordable prices, so that designer looks can be had for less. The Gap is a bit different, as they do not emphasize couture, so they probably do not get their ideas from the runways. What they emphasize is classic – â€Å"modern, sexy, American, cool† is their motto. Therefore, the ideas that they emphasize are different, seasonal takes on classic designs, with less emphasis on runway looks and more emphasis on what has been popular for ages, then put different twists on these looks. Both GAP and H&M outsource all of their manufacturing, mostly to Asia. This means that the companies have to worry about getting the clothing into the distribution warehouses and out to individual stores. How do these companies control their transportation costs?   With H&M, they control transportation costs by concentrating their stores on the coasts, and virtually neglecting the Midwest. Their stores are concentrated into clusters, which means that there is less fuel to be spent going from store to store. Also, the stores that are not on the coasts are still by bodies of water, such as the Great Lakes, which is another way that merchandise may be transported.  Ã‚  

Drunk Driving Essay Example for Free

Drunk Driving Essay Driving under the influence, driving while intoxicated, drunken driving, drunk driving, drink driving, operating under the influence, drinking and driving, or impaired driving is the act of driving a motor vehicle with blood levels of alcohol in excess of a legal limit . Similar regulations cover driving or operating certain types of machinery while affected by drinking alcohol or taking other drugs, including, but not limited to prescription drugs. This is a criminal offense in most countries. Convictions do not necessarily involve actual driving of the vehicle. In most jurisdictions a measurement such as a blood alcohol content in excess of a specific threshold level, such as 0.05% or 0.08% defines the offense, with no need to prove impairment or being under the influence of alcohol. In some jurisdictions, there is an aggravated category of the offense at a higher level e.g. 0.12%. In most countries, anyone who is convicted of injuring or killing someone while under the influence of alcohol or drugs can be heavily fined, as in France, in addition to being given a lengthy prison sentence. Some jobs have their own rules and BAC limits, for example commercial pilot, and the Federal Railroad Administration has a 0.04% limit for train crew. Some jurisdictions have multiple levels of BAC; for example, the state of California has a 0.08% BAC limit, which is lowered to 0.04% if the operator holds a commercial drivers license. The California BAC limit is 0.01% for those younger than 21 years of age and those on probation for a previous DUI conviction. Some large corporations have their own rules; Union Pacific Railroad has their own BAC limit of 0.02% that, if violated during a random test or a for-cause test — for example, after a traffic accident — can result in termination of employment with no chance of future re-hire. Many states in the U.S. and provinces in Canada have adopted truth in sentencing laws that enforce strict guidelines on sentencing, differing from previous practice where prison time was reduced or suspended after sentencing had been issued. Some jurisdictions have judicial guidelines requiring a mandatory minimum sentence. The specific criminal offense may be called, depending on the jurisdiction, driving under the influence, driving under intense influence, driving while intoxicated, operating under the influence operating while intoxicated, operating a motor vehicle while intoxicated, driving under the combined influence of alcohol and/or other drugs, driving under the influence per se or drunk in charge . Many such laws apply also to motorcycling, boating, piloting aircraft, use of motile farm equipment such as tractors and combines, riding horses or driving a horse-drawn vehicle, or bicycling, possibly with different BAC level than driving. In some jurisdictions there are separate charges depending on the vehicle used, such as BWI, which may carry a lighter sentence. In the United States, local law enforcement agencies made 1,467,300 arrests nationwide for driving under the influence of alcohol in 1996, compared to 1.9 million such arrests during the peak year in 1983. In 1997 an estimated 513,200 DWI offenders were in prison or jail, down from 593,000 in 1990 and up from 270,100 in 1986. Blood alcohol level With the advent of a scientific test for blood alcohol content, enforcement regimes moved to pinning culpability for the offense to strict liability based on driving while having more than a prescribed amount of blood alcohol, although this does not preclude the simultaneous existence of the older subjective tests. BAC is most conveniently measured as a simple percent of alcohol in the blood by weight. Research shows an exponential increase of the relative risk for a crash with a linear increase of BAC as shown in the illustration. BAC does not depend on any units of measurement. In Europe it is usually expressed as milligrams of alcohol per 100 milliliters of blood. However, 100 milliliters of blood weighs essentially the same as 100 milliliters of water, which weighs precisely 100 grams. Thus, for all practical purposes, this is the same as the simple dimensionless BAC measured as a percent. The per mille measurement, which is equal to ten times the percentage value, is used in Nor way, Sweden and Finland. The validity of the testing equipment/methods and mathematical relationships for the measurement of breath and blood alcohol have been criticized. Driving while consuming alcohol may be illegal within a jurisdiction. In some it is illegal for an open container of an alcoholic beverage to be in the passenger compartment of a motor vehicle or in some specific area of that compartment. Drivers have been convicted even when they were not observed driving if it could be safely concluded they had been driving while intoxicated. Within the American system, citation for driving under the influence also causes a major spike in car insurance premiums – 94.1% in the first year, and still 63.5% higher by the third year. The German model serves to reduce the number of accidents by identifying unfit drivers and removing them from until their fitness to drive has been established again. The Medical Psychological Assessment works for a prognosis of the fitness for drive in future, has an interdisciplinary basic approach and offers the chance of individual rehabilitation to the offender. George Smith, a London taxi driver, was the first person to be convicted of drunk driving, on 10 September 1897. He was fined 25 shillings, which is equivalent to  £71.33 in 2005 pounds. Field sobriety testing Historically, guilt was established by observed driving symptoms, such as weaving; administering field sobriety tests, such as a walking a straight line heel-to-toe or standing on one leg for 30 seconds; and the arresting officers subjective opinion of impairment. The officer must correctly perform the Field Sobriety Tests that are approved by the National Highway Transportation Safety Administration . The US Department of Transportation explains the Field Sobriety Test as, a battery of three tests administered and evaluated in a standardized manner to obtain validated indicators of impairment and establish probable cause for arrest. Starting with the introduction in Norway in 1936 of the world’s first per se law which made it an offense to drive with more than a specified amount of alcohol in the body, objective chemical tests have gradually supplanted the earlier purely judgmental ones. Limits for chemical tests are specific for blood alcohol concentration or concentration of alcohol in breath. Drunk driving law by country The laws relating to drunk driving vary between countries and varying blood alcohol content is allowed before a conviction is made. Comparison with cell phone use Studies show that cell phone use is comparable to driving while intoxicated in rate of increase of likelihood of causing an accident, yet is not even illegal in many locations. This comparison has led users of alcohol to question why DWI should be illegal, and others to consider making cell phone use while driving illegal. The penalties where this is done are never commensurate with the penalties for DWI. Texting while driving is very dangerous, as it takes eyes off the road for an average 4.6 seconds at a time. When laws against drunk driving were implemented in the United States in 2000, fatalities due to drunk driving increased, as was predicted by opponents.

Children and the Media/Advertising Essay -- essays research papers

It has been noted that the media and advertising industries have targeted the children in the process of selling products and services. Children are in the age range that is most influenced and are most desired for companies to sell products to. Minors are young and are therefore potential long-term consumers. Some of these advertising industries include companies selling credit cards, tobacco, alcohol, clothing and fast food. According to marketing expert James U. McNeal, PhD, author of "The Kids Market: Myths and Realities" (Paramount Market Publishing, 1999), children under 12 already spend a $28 billion a year. Teen-agers spend $100 billion. Children also influence another $249 billion spent by their parents. At the same time they are helping these companies prey and destroy little minds. According to him "Advertising is a massive, multi-million dollar project that's having an enormous impact on child development." "The sheer volume of advertising is gro wing rapidly and invading new areas of childhood, like our schools." A letter protesting psychologists' involvement in children's advertising was written by Commercial Alert, a Washington, D.C., advocacy organization. The letter calls marketing to children a violation of APA's mission of mitigating human suffering, improving the condition of both individuals and society, and helping the public develop informed judgments. It urged the APA to challenge what it calls an "abuse of psychologi...

M&M History

How many of you like M&M’s? I’m sure a lot of you do, but do you know how they were introduced to us? Well, let me tell you. Forrest Mars came up with the idea of creating the now famous M&M’s. Mars saw soldiers eating pieces of chocolate covered with a hard sugary coating. The coating preventing the candy from melting in the hot sun. In 1940, he made his first, independent move into the candy business in the United States.Somewhere in his travels, Mars had come across a candy that was essentially tiny chocolate pellets surrounded by a sugar shell. He may have seen soldiers eating them during the Spanish civil war; no one seems to know for sure. What is known is that in 1940, Mars concocted his own version of candy-coated chocolate drops and took them to the Hershey Corporation. There he proposed an 80-20 partnership to Bruce Murrie, the son of Hershey executive William Murrie, where Bruce would be the 20-percent partner.At the time, World War II was developing, and chocolate would be rationed during this period. The Hershey Corporation, however, already had a deal to provide chocolate for the troops. Bruce Murrie helped create this candy. M&M’s got their name of the abbreviation of their inventors Forrest Mars and Bruce Murrie. In 1941, the first M&M’s were introduced to American GIs serving in WWII. The first wrapper that they came out in was a cardboard tube and in 1948 it became the brown bag we now know.In 1950, the first â€Å"m† was imprinted in black, now giving them a trademark. In 1954, chocolate peanut M&M’s are introduced and also the black m on the candies was changed to white. They get their own logo â€Å"melts in your mouth, not hands† and animated characters made a television debut. Throughout time more and more different types of M&M’s came out like the peanut butter, pretzel, milk chocolate, dark chocolate, dark chocolate peanut, coconut, mint chocolate, almonds, wild cherry, amon g other special lines he brought out.

Executive Summary Essay

Posted by Petra at 1:43 PM No comments: Wednesday, January 9, 2008 9. Pricing Price is the amount of money a buyer has to sacrifice in order to get what he/she wants. Pampers’ tends to make their products available to wide range of customers, so their price must also be affordable, reasonable and relatively low. I’ve already mentioned that Pampers’ makes constant improvements of the products, but also ofthe production process with new technology. That makes possible lowering of the price with noback step in the product’s quality. P&G generally uses the strategy of price reductions on recognized brands, cost control throught the organization, and introduction of economy-priced products worldvide. Pampers’ often uses price promotion mix by giving coupons and temporary discounts togenerate higher sales. Price promotion mix is generally used to reinforce the basic price mixwhich includes fixed prices and terms of payment, whereas price promotion mix representsadditional reductions in order to tempt customer to buy. For example, Pampers’ coupons are given in some stores on the register when a customer buyscompetitors’ products†¦ This is a way in encouraging potential customers to join the crew and discouraging them in buying competitors products! Pampers’ also uses non monetary promotions in order to avoid contractions in customers’ qualityperception and to enhance brand loyalty. Pampers’ must be careful with its pricing decisions because the demand for diapers isrelatively elastic nowadays. That means that sudden change of prices can decrease the demand in the extent that higher profits wouldn’t be able of covering that. The biggest cause of this sensitive situation is the presence of competition with similar, slightly differentiated products.

The Benetton Group Essays - Benetton Group, Shock Advertising

The Benetton Group Essays - Benetton Group, Shock Advertising The Benetton Group The Benetton Group The Controversy Continues Problem Identification Benetton, the world famous clothing producer, once again dives into social issues that the United States may not be ready for. The Italy based group is well known for their shocking world issue advertisements that only bear the company logo. In fact, Benettons advertisements traditionally do not feature the clothes it sells; only the issues play the lead role. After years of controversy over ads such as AIDS, war, interracial relationships, and priests kissing nuns, it may be time for Benetton to campaign about something other than controversial social issues, like clothes. On January 1, 2000, Benettons new advertising campaign wasnt about sweaters or pants, but about convicted murderers that are on death row. The death row ads feature portraits of American death row inmates in prison uniforms with the slogan Sentenced to Death. The ads give the inmates name, date of birth, crime, and expected method of execution. Within the campaign, inmates also talk about topics ranging from their childhood to their dreams, everything except their victims. According to CNN, victims rights advocates are outraged as well as are the individuals that lost loved ones to the profiled inmates. Once again, Benetton is faced with another controversy that could perhaps worsen their already poor US market share. According to the New York Stock Exchange, where The Benetton Group is publicly traded, it seems that the company has lost over ten dollars per share since their peak of 50 15/16 in January. This decrease could be attributed to many things, but perhaps the most significant was the February announcement that Sears would immediately pull Benetton designed clothes from all 400 of its stores that had been selling the Benetton USA line. The Benetton USA line was specifically designed for Sears when the two companies joined last summer to introduce a new line of juniors, kids, and mens apparel. Troubled by the campaign, Sears renegotiated its contract with Benetton to gain the right to preview future Benetton ad campaigns. A revised clause in the contract also gave Sears the ability to withdraw from the deal without penalty if the two parties were unable to agree on future ca mpaigns, according to CNN. Regardless of these changes, the controversy was too significant for Sears to ignore due to the hundreds of consumer complaints that poured into the store after the campaign released. According to the February 21, 2000 article in Advertising Age, a Sears spokesman said the chain allied itself with Benetton because We thought they were past that and had come to a point where they were interested in selling merchandise. The whole episode is tragic, for the victims, for Sears and for Benetton. However, Sears is not the only one taking action against the company. According to CNN, it was announced on February 10, 2000 that the state of Missouri was suing Benetton for ads featuring death row inmates that reside in Missouri prisons. Missouri claims that the company deceived the state when it used the death row inmates as part of its ad campaign. The state thought the inmates were being interviewed for a project sponsored by the National Association of Criminal Defense Lawyers. In addition, according to the February 19, 2000 article in The Economist, a Benetton spokesperson in New York admitted that payment was made to two inmates for the rights to their likeness. The state accuses Benetton of fraudulent misrepresentation, trespass by deceit and trespass by exceeding the scope of consent. Although the problems with Sears and Missouri could have significantly decreased the overall value of Benetton, the fact remains that consumers ultimately decide the fate of a company by whether or not they shop there. It seems that sources such as CNN, Wall Street Journal, and Advertising Age, among others, have touched upon US consumer reactions to the new ad campaign. Overall, it is not being accepted well in the United States and an already weak market will continue to weaken as long as Benetton refuses to change its US advertising techniques. According to the Washington Post, Benetton is standing by its campaign. In fact, its US director of communications stated, Once again, its very hard for people to see what

Earning Trust vs. Learning Trust How Are You Doing

Earning Trust vs. Learning Trust How Are You Doing â€Å"Stack Trust† I remember a body work session, specifically a Network Spinal Analysis (NSA) session, that I had many years ago. Donny Epstein, the founder of NSA, positioned my head and made contact with a specific point in my spine. â€Å"Stack trust,† he said. I don’t know if it was the point he touched or the command he gave me to â€Å"stack trust,† but felt a huge shift and broke out in tears. Trust is a big deal. I have always thought of myself as a trusting person, willing to share things about myself with strangers. I don’t expect people to cheat or lie and I have done things like rent my apartment to Airbnb guests, leaving them alone in my house with all my belongings. When a friend doubted whether I was telling the truth in a recent situation, I was hurt and angry. Not only do I trust people to tell the truth about things, but I also like to think people trust my word. Learning to Trust Can trust be learned? The answer, apparently, is yes. I recently received a link to what I thought was an article about how to teach trust. It turns out it was an advertisement for a Franklin Covey training, leading me not to trust Franklin Covey all that much for having misled me. Nevertheless, the idea that trust can be taught is fascinating to me and rings true. Google searches for â€Å"Harvard Business Review Trust and Teams† and â€Å"Harvard Business Review Teaching Trust† gave me a plethora of information on how we become trusting and on how to build trust in a business. I must confess that there are some areas where my trust level is very low, and where I have some definite growing to do. When I am in charge of a project, for instance, and ask someone to take responsibility for something, I often don’t trust them to perform. If they do the job and do it well, great. They have â€Å"proven themselves† to me. But if they don’t do the job or do it well, my first instinct is that I can’t rely on them and need to do it myself. If it’s something I don’t know how to do, I easily become scared and angry. I was amazed on a recent project that when a team member did not do a task, all I had to do was write him a note and he did it immediately! I had made up that because this person was usually very responsible, and had a ton on his plate at the time, he was overloaded and would not be able to it. Where was my sense of trust? I’ve had multiple opportunities to practice trust as my new website has launched, along with a new email and client management system, Infusionsoft. As many of you have experienced, we faced many breakdowns in the implementation process. Incorrect and duplicate emails went out to my list members. Pages on my site had missing and incorrect content. New clients were directed to pages where they received 404 errors instead of the documents they needed. Leaning In While I have admittedly done my share of stressing out and blaming about all these breakdowns (my web developers can â€Å"trust† me to do that), I have also leaned on the people who can fix the issues. They have come through for me every time, including going the extra mile to give my clients assistance on weekends and on short notice. I’m learning, slowly but surely, that when someone doesn’t do something they said they would do, or doesn’t do it well, the first step is to ask them to do it or coach them to do it better. It’s amazing how well that works! Commensurate Trust Of course, some people truly are not trustworthy, and those are the people not to do business with or form close relationships with. The term â€Å"commensurate trust,† which I learned recently, tells me that one trustworthy person in a relationship, whether business or personal, does not a trusting relationship make. Both parties must be able to handle a commensurate level of responsibility, truth, and vulnerability for the relationship to work. I will be working probably for the rest of my life on my own process of â€Å"stacking trust† – becoming trusting myself, and demanding trustworthiness of others. As I have discovered, I have a lot to learn.

Laws of Physics behind Aikido Research Paper Example | Topics and Well Written Essays - 1750 words

Laws of Physics behind Aikido - Research Paper Example Aikido methods comprise of entering and turning movements, which readdress the force or energy of an opponents attack, and a joint or throw lock that ceases the technique (Mroczkowski, 2012). Even though, it derives largely from the martial arts of DaitÃ… -ryÃ… « Aiki-jÃ… «jutsu, it started to deviate from it in the late 20s, partially because of Ueshibas association to the Ã…Å'moto-kyÃ…  religious conviction. His initial students writings have the phrase aiki-jÃ… «jutsu (Mroczkowski, 2012). However, his senior students have unique approaches to the fighting method, relying partially on when they learnt with him. Today, the style is seen all over the world in countless methods, with a couple of interpretation and stress. Nevertheless, they all share methods that were developed by Ueshiba and a majority have apprehension for the safety of the attacker. Because the technique involves force and reaction, physics is normally involved when it comes to the execution of its techniques. Th is paper will discuss the laws of physics behind Aikido and how things like force, momentum, rotational speed, direction, impulse and conservation of energy can work for or against a person. Similar to Judo, Aikido is a form of martial arts, which demands an intuitive comprehension of the physics of forces, stability, torques plus rotational motion (Mroczkowski, 2012). The grace that each needs is not simply conveyed, but each and every method can be split into components, which can be assessed in reference to classical physics. Aikido seeks to surmount a rival’s stability. It is a fairly modern type of martial art, which integrates methods from a couple of other martial art methods. It is differentiated by its firm code of making sure that you do not injury the opponent. Thus, it is mainly a type of self-defense when compared to other martial arts methods such as judo (Mroczkowski, 2012). It incorporates no methods, which can be deemed as attacks and many critics have deemed it as the

Gender Pay Gap In Sweden Essay Example | Topics and Well Written Essays - 2750 words

Gender Pay Gap In Sweden - Essay Example Estimates vary on the extent of the pay gap, ranging between 15-25% (Advisory Committee on Equal Opportunities for Women and Men, Opinion on Gender Pay Gap, 2007, pp.1-2). Like many other EU member states the gap between men's and women's pay in Sweden has not changed much in the last ten years and there is a general consensus that women are still earning almost 18% less than men. The paper explicitly analyzes and addresses the different aspects of Gender Pay Gap in Sweden. The data presented in the paper is based on different sources particularly EU study group reports. It highlights different facts and figures about GPG in Sweden, its origins and Swedish government policy response to counter measures and to level out wage differences between women and man. It also gives few examples of good practices. And finally few recommendations are made to reduce the GPG IN Sweden. The gender pay gap refers to the difference between the wages earned by women and by men. In order to take into account differences in working hours and the impact of the income tax system, most estimates are based on differences in gross hourly wages. The most common method is to calculate the gender pay gap as the ratio of women's average gross hourly wage to men's average gross hourly wage, or as the difference between men's and women's gross hourly wage as a percentage of men's average gross hourly wage. In this case, the gender pay gap indicates how many percentage points the earnings of men have to decrease in order to be equal to those of women. Another method is to use the earnings of women as a reference point. In that case, the gender pay gap indicates how many percentage points the earnings of women have to increase in order to be equal to those of men (Meulders et al., 2006). It is unimaginable in a democratic and equal society that women continue to earn on average 15% less than men and 25% less in the private sector. Like many other EU member states the gap between men's and women's pay in Sweden has not changed much in the last ten years and there is a general consensus that women are still earning almost 18% less than men. Sweden's official wage statistics also indicate that over past ten years, the wage levels for women and men in various sectors of employment do not show any significant shift towards equality and has remained unchanged. According to the National Mediation Office 2003 annual report the gap between the sexes has remained largely unchanged over the past 10 years (Berg, 2004, para. 13). The same situation is reiterated by Anita Harriman, an expert on equal pay at the office of the Equal Opportunities Ombudsman which was created in 1980 when Sweden passed its first law against gender discrimination in the workplace. Anita Harriman some what dejectedly admits that they haven't been able to get at wage differentials. "Women in Sweden still earn only 82 percent of what men earn, and the only explanation for some of that disparity is wage discrimination" says Anita Harriman (Alfredsson, 2006, para. 1). In last couple of years the Swedish GPG has observed a fluctuating trend towards levelling GPG. Nevertheless, these inconsistent changes in levelling out

Staffing Ethics for HR in a Globalized World Research Paper

Staffing Ethics for HR in a Globalized World - Research Paper Example Each contributes insights. Some are specific to that culture, but several cross-cultural themes emerge from the literature. One cross-cultural pattern that emerged was challenges to ethical staffing, especially in the face of multinational companies with HRM that are not in touch with the influence of cultural dimensions on staffing. Another pattern was resistance due to tradition, which was revealed in Canada, India, Mexico, and Poland. A third cross-cultural pattern was the overwhelming agreement that HR must lead the way to a more ethical workplace. Recommendations are offered to facilitate protection, ethical leadership, cultural sensitivity, and the balance of rights and agenda that HR faces. Staffing Ethics for HR in a Globalized World Human Resources is probably the most crucial component of any company. They must, after all, negotiate a delicate balance between the needs of the company and the needs of applicants and employees. They must not only do so within the context of t he law, but must traverse the netherworld of ethics, which applies even when the law is unclear, insufficient, or when there is not yet a law specific to the issue. The latter case is seen with online privacy issues, for example, when utilized by to screen applicants. In an increasingly globalized world, Human Resource departments find increasingly complex demands on their role. Change is rapid and it is not enough to stay updated. Instead, Human Resource Managers must serve as leaders in the company. This is especially so in the arena of ethics. This paper is a thematic literature review with a global focus. Too often, globalization imposes Western standards. As developing nations increase their involvement in and concern for fair practices in HR, the world has an opportunity to gain new insights from new voices. This paper will review the literature from ten selected cross-cultural sources, including Romania, Poland, India, Mexico, Canada and the USA, in order to understand how to ethically staff in a way that balances privacy rights with company need-to-know; affirmative action with profit and tradition; local culture with globalized standards. This cross-cultural dialogue can make HR management an even stronger ethical force and inspiration to companies and their employees around the world. Methodology A Google Scholar search was conducted, utilizing a relevant search phrase, HR and ethical hiring practices. A strong effort was made to locate peer-reviewed journals, particularly in the business management area. A special effort was made to select articles that reflected the voices of other cultures beyond the US, as well as articles that mentioned globalization. Effort was made to reflect both male and female authored articles. Both theoretical and research-based articles were selected. Current articles were selected since, given the rapid changes, engendered by globalization, HR should be currently informed. The oldest article was published six years ago, but most articles were published within the past couple of years. This is particularly important in the area of ethics. No effort was made, during the article selection process, to support a particular point of view, nor to narrow the themes down any more than those already mentioned. Rather than considering an hypothesis, the selection process held a central organizing question: What is the role of HR in an ethical hiring process?

Multi-faceted character Essay Example for Free

Multi-faceted character Essay In Shakespeares The Tempest, Prospero has been represented variously as a good, caring man or as a manipulating, devious puppeteer. Compare and contrast how he has been represented and make your conclusion as to what kind of character Prospero actually is. A-Prospero, the protagonist of Shakespeares Tempest, has been variously presented as a kind, wise man as well as an uncaring, power hungry tyrant. A very real and multifaceted character with plenty of grey shades, Prospero has been seen as some as a manifestation of the play writer himself. I believe that, although Prospero has his faults, all his seemingly callous actions are directed towards a happy ending for every one. The best side of his personality is reserved for his daughter, Miranda. Though he is, at times, domineering towards her (Hence! Hang not on my garments! ) he loves her deeply. He tells her that he done nothing but in care of her, and all his actions are for her benefit ad to secure her future. He calls her a cherubin and uses various terms of endearment for her wench which bring out his love for her. However, Prospero also meddles a lot with his daughters emotions. She is led to fall in love with Ferdinand, and Prosperos comments, It goes on, I see shows that the relationship is all part of his master plan. He spies on her clandestine meeting with Ferdinand, and he is, often, a puppet master and she is his puppet, docile and obedient. This underlines the control he has over her, and his lust for power, but he is redeemed by the fact that he is doing it all for her good, after all, the end justifies the means. His test for Ferdinand is because Elizabethan romantic convention holds that a mans love must be proved to be true through feats of tests. Towards his estranged brother, Antonio, and his companions, Prospero is less kind. He subjects them to mental torture by conjuring a violent tempest, leading them to believe they are ship wrecked. He is portrayed as a master puppeteer manipulating his puppets as he watches the company blunder about the island. But however sinister his attitude was, the fact remained that Prospero instructed Ariel to keep them unharmed. His frequent praise of Gonzalo, honest old lord shows the audience that he does not really intend any malice. He did not want to use physical violence, even though it could be justified by the cruel actions of Antonio. Even though Antonio is a thoroughly bad character, Prosperos lack of violence redeems him to the audience. At the end of the play, Prospero forgives all his misdeed that had taken place and it is this forgiveness that labels him as a kind wise man. The only time Prospero shows a truly ugly side to his character is when he deals with Caliban. He hurls epithets such as tortoise and earth to him and inflicts him with cramps and side stitches. Caliban terror on seeing Stephano shows the fear instilled in him by Prosperos spirits. Prosperos actions towards Caliban are also, however, justified. Calibans attempted rape of Miranda and his repulsive desire to people the island with Calibans rightly earns a harsh punishment from Prospero. The only unjustified act of Prospero is that he seems to put too much stock by Calibans birth and appearance. He calls him a freckled whelp, hag born. But even here, the prevailing Elizabethan belief was that anyone so misshapen was evil and deserved to be treated as such. Towards his other servant, the airy and light Ariel, Prospero is much kinder. He frequently calls her a brave spirit and my tricksy Ariel, using possessive pronouns to signal acceptance and pride. The only time he is angry with Ariel is when the spirit demand its freedom, just when Prosperos master plan is about to unfold. He is understandably angry: she is the key to a plan he has waited twelve years to operate and it is an opportunity not be given again. Prospero is a man who is multi-faceted and perhaps that is why he is so human. Though he has shades of grey, he is essentially a good man, who has been usurped of his dukedom. Shakespeare realised that Prospero was dealing with great evil, and could not afford to be too good and therefore nai ve. He had to be written as a firm, stern man who knew what he wanted and how to achieve it. Prospero may have manipulated his daughter, but only to restore her future and her status. He is callous to Ariel, but promises to set it free. He leads the company all over the island, but reunites them in the end. Alls well that ends well and Prospero delivers, restoring his dukedom, marrying the lovers and ensuring happy endings.

Marlow and Human Limitations Essay -- Africa Philosophy Essays

Marlow and Human Limitations In Heart of Darkness Marlow takes us on a journey into the heart of darkest Africa, at a time when explorers and treasure seekers were venturing up the Congo River in search of the riches of ivory. What separates Marlow’s tale from a mere adventure story, however, are the uncomfortable truths about civilization and humanity that Marlow uncovers during his voyage. One of the inescapable truths he runs up against concerns the basic limitations of the human species. While humans may become so utterly confident in our civilization’s prowess, and sometimes even believe we can act like gods, the truth is that we are still human and are bound by the basic human limitations that are inherent to our world and species. Although in a rush of confidence we humans may believe ourselves to be immortal, omnipotent, and omniscient, Marlow realizes the reality is that humans are limited by death, have weaknesses, and sometimes must contend with knowing less than the absolute truth. It is Marlow’s contending with human limitation and weakness that provides a major focus for Heart of Darkness. In the following passage, Marlow states his attitude towards the human limitations implied by the act of lying. In order to reach an understanding of the significance of lies to Marlow it is important to note how he finds in lies â€Å"a taint of death†: â€Å"You know I hate, detest, and can’t bear a lie, not because I am straighter than the rest of us, but simply because it appals me. There is a taint of death, a flavour of mortality in lies,—which is exactly what I hate and detest in the world—what I want to forget†[1] This quote shows how the inevitability of never knowing the absolute t... ...art of his own self-knowledge. But he deliberately lies, submerging himself in the detested taint of death and mortality, for the greater protection of civilization and humanity from the subversiveness of naked truth. Marlow comes to the realization that he must live and sometimes bathe in the appalling waters of human limitations in order not to disrupt the whole human world. [1] Joseph Conrad, Heart of Darkness, London, Penguin, 1995, 49-50. [2] Conrad, 101. [3] Conrad, 92. [4] Conrad, 16. [5] Conrad, 20. [6] Conrad, 60. [7] Conrad, 58. [8] Conrad, 62. [9] Conrad, 106. [10] Conrad, 62-63. [11] Conrad, 60. [12] Conrad, 63. [13] Conrad, 28. [14] Conrad, 20. [15] Conrad, 20. [16] Conrad, 28. [17] Conrad, 28. [18] Conrad, 115. [19] Conrad, 115. [20] Conrad, 80. [21] Conrad, 114. [22] Conrad, 104.

Personal goals and accomplishments Essay

Today the accomplishment of ideas and goals encourages people to do extremely well. The achievement of a degree in Bachelor of Science in Information Technology is a very important aspect in satisfying my goals. This accomplishment should permit me to become an individual with expertise that will equip me to overcome obstacles that I am seeing day after day. As a computer and network specialist, I am seeking a more stable yet structured job in the Information Technology field. This is because one must have quality knowledge in order to find such a job. A specialist should be like a leader, in which they always need to display good character, and I need to be professional at all times. I also need to be reliable and accountable in our work. I believe this can be obtained through guidance at The University of Phoenix. There are computer certifications and conferences available to me; which I plan to utilize. These conferences and certifications will help me with new equipment and techniques to apply the knowledge to my profession. At this point in my life, I feel that I have a strong aspiration to improve certain areas in my profession. In order for me to accomplish these goals, I need to keep a positive mind in achieving them. Every day I interact with the director, manager, office staff, and the whole local government through phone, e-mail, and direct contact. On a daily basis I receive several trouble calls which need to be resolved and researched in a timely manner. Therefore, my systematic thinking skills need to be exact; since I have to communicate and demonstrate my knowledge to several people. There are times that I am asked to teach what I have learned to our department, and interested users in other departments. My teaching structure  needs to be clear and understandable. This is through using words that people can comprehend, instead of using complicated computer jargon. Though I have realized it takes practice to teach, but I am certain that I will become a better teacher and a better computer and network specialist through the University of Phoenix. Obtaining a Bachelor’s degree in Information Technology will help me to become more marketable. There are plenty of job opportunities that will be available to me with this degree. I also will not be restricted in what I do. As a specialist, I will be able to break away from where I am and go into a pc repair business of my own. This is because I will be able to apply the knowledge that I have learned, along with the experience that I have. In the technical field, professional opportunities can be gained or lost through skills and job performance. Through my interaction with co-workers, I will learn how to develop my presentation skills to encourage learning. This is because it will give me additional skills that could allow me to demonstrate my skills more professionally. While it is important to focus on learning a trade, it is equally important to have people skills. With a degree in Information Technology I will have the necessary tools to effectively demonstrate skills. As a student of University of Phoenix, I can pursue my goal of earning my degree and furthering my education as a professional technologist. An additional goal I hope to accomplish, while pursing my degree, is to master management skills. This is because in most organizations it is necessary to establish good management skills. This could reduce the possibility of a hostile work environment. It can be difficult at times to organize projects and trouble calls, because I would like to know how I should prioritize each assignment that has a deadline. Then there are those aggravating e-mails and how to respond to them. Therefore, my days become overwhelming at times. If I do not pay attention this could affect my working relationship, along with my private relationships. This includes church, home, and civic clubs. I stay so busy with so many things that I may  forget what is going on, and I will let somebody down. So I am hopping that I will learn how to manage time while at University of Phoenix, and to become better organized in time management.

American Colonies Essay

The journey to America by Christopher Columbus in 1492 marked a new path for explorers from all over the world. England was one of those countries to explore the Newfoundland and settled into colonial America. By the 1700’s, Britain’s settlers divided into three distinct cultures within America. The New England, Middle, and Southern colonies were formed because of their differences in religious beliefs, geographic aspects, and occupation types. The variety of religious view in the New England, Middle, and Southern colonies helped evolve the differences between them. The New England colonies heavily practiced puritanism. Puritanism was a strict religion that’s main ideal was â€Å"everything you do affects all of us.† The puritans highly prioritized work ethic and were not afraid to publicly shun their members if the puritans disapproved of their actions. They believed their religion should be involved in all aspects of their life. The puritans strongly opposed the Quakers who, by the 1700’s, had settled into the Middle colonies. Quakers, also called the Religious Society of Friends, greatly differed to New England’s religious beliefs. The Quakers were a diverse group of people of deep conviction. They were advocates of passive resistance, but also devoted democratic people. The Quakers believed that they were all children in the sight of God. To the Puritans, the Bible supplied all religious authority, but Quakers believed that God could and did speak directly to the people. The Southern colonies largely supported the Church of England. The Church of England, whose members are called Anglicans, clung to a faith less severe and worldlier than the Puritanical New England. All three religions in all three different societies differed majorly in their beliefs. The Puritans strict ways clashed with the Quakers diverse and open views. The Church of England conflicted with the goal of the Puritans to purify the Church. The varied beliefs of the people divided them into the three colonies in early America. In addition, the distinct geography of each colony furthered the separation of their societies. The heavily glaciated soil in New England colony was filled with rocks. This rocky soil left New England less ethnically mixed. European immigrants were not attracted to the rocky soil of New England and decided to move elsewhere. Unlike the rocky soil of the New England  colonies, the Middle colonies became known as the â€Å"breadbasket† colonies because of the fertile soil and heavily exports of grain. Rivers also played a vital role in the difference of the Middle colonies from the others. The broad streams like the Susquehanna, Delaware and Hudson attracted fur trade and some adventurous spirits of the colonists. Unlike the New England’s many waterfalls, the Middle colonies waterways allowed little power with a water wheel. The Southern soil created a major difference to the rest of the colonies. The soil of the South was rich and fertile. Unlike New England’s hot summers and cruelly cold winters, the Southern heat was very humid and made the Southern colonies perfect for farming. The geographic differences between the colonies, including the variances of soil, rivers and weather, caused each colony to become more unique. As a result of the geographic aspects of the three colonies, specific occupations were found more often in certain colonies. The New England soil and climate created a diverse agriculture and industry. Unable to farm on rocks, some New England people turned to the harbors for fishing while others turned to dense forests, to work on cutting down trees and building ships. These jobs created a town-like atmosphere in the New England colony. The Middle colonies occupations proved very similar to the New England colonies. With the dense Virginal forest many became a lumberjacks or a ship builders. However, the Southern colonies fertile soil and humid weather created a farming franchise. Men had big farms called plantations. They grew crops to get cash and sold these crops to Great Britain. Because of the demanding work of owning a plantation, many slaves from Africa worked for the English farmers. The spread of slavery in the South created major gaps in their social structure. At the top of social ladder stood the small group of powerful plantation owners. Beneath them were small farmers, the biggest social group. Still lower on the social ladder were the landless whites, and beneath them were the indentured servants who were soon replaced with black slaves. The South created a separation between them and the other colonies because of their immigration of slaves. The variety of occupation types in each colony created majorly different societies. The major differences in each society helped evolve three distinct colonies. Each society had different beliefs and religions. The strict ways of the New England puritans clashed with the free spirit of the Quakers in the Middle colonies and the Anglican ways of the Southern colonies. The variety of soil, rivers, and weather helped create three distinct colonies. The rocky soil in the New England colonies, large rivers in the Middle colonies, and good soil and humid weather in the Southern colonies also helped create a vast assortment of occupations in each colony. With lumberjacks and ship builders in the New England and Middle colonies, and farming in the South, the jobs of the people in each society were majorly varied. The difference in each colony allowed groups of people to regulate their own lives. This later the creation of different states and governments, further separated the America. This separation in beliefs helped cause the civil war. The early difference in society in the 1700’s helped pave the way for many other conflicted views later on in America.