Apple's Balance Sheet Essay Example | Topics and Well Written Essays - 750 words

Apple's Balance Sheet - Essay Example Resources From the gave monetary data to Apple for the two six months working periods taken in 2008 and 2009, plainly the organization encountered an upward development in various things with respect to resources. Introductory money and its reciprocals for the two indicated periods speak to a noteworthy degree of decrease from USD 11.875b in 2008 to USD 4.466b in 2009 (Apple, 2009). Though money and comparative money things development couldn't really speak to development taking into account liquidity common sense issues, it is proper to make the suspicion that the materiality of the distinction didn't influence the general impression of business tasks as income esteems show. This contention is additionally upheld by the perception of expanded momentary attractive protections over a similar period by twofold from USD 10.236b to USD 20.547b which could clarify the reflected liquidity distinction. In spite of the way that the records receivable after applicable compromise alterations g ive a decrease in 2009, the distinction indicates an immense contrast regarding activities. Held inventories additionally show a decrease that would be clarified by tasks when request projections would be scaled downwards in the midst of monetary emergency. Be that as it may, in general fluid resources mirrored a development of USD 1.542b (from USD 32.311b to USD 33.853b), which gives a superior reflection that the organization developed its fluid resources. Interest in type of long haul protections gives detail of fixed resources and the expansion from USD 2.379b to USD 3.865b (37 percent) affirms the present resources pattern as a development direction (Apple, 2009). Other fixed resources components, for example, structures and properties possessed expanded from USD 2.546b to USD 2.455b, a reflection likewise reflected in the class of different resources that rose from USD 2.498b to USD 1.935b. To affirm this pattern, the general resource figure was a development of 9.3 percent (U SD 43.237b from USD 39.572b). On the side of this data, maybe the organization can counsel certain coincidental data of income nature to feature the evident development in resources and activity level. The estimation of salary and other working exercises demonstrate upward developments in overall gain (USD 2.81b from USD 2.626b) just like the compromise developments for money creating exercises. Certain working ideas, for example, devaluation and amortization represent an ascent in the charged qualities, which deciphers in development of the related resources. An expansion in the estimation of these activity costs for example for deterioration from USD 222m in 2008 to USD 330m every year later mirrors an enormous climb of related resource base to help tasks of the enterprise. In different developments, expanded stock-based pay cost by 45 percent (USD 242m to USD 351m) means that development in tasks that event stock-based pay, deciphered as development by the organization. It is app arent that this data mirrors a ground-breaking reasonableness of Apple as a venture goal. Regardless of the way that such increment in pay could likewise show wastefulness in activities at the equivalent working limit, the decrease of air misfortunes from USD 10m in 2008 to USD 8m in 2009 also

Comparing Father-Son Relationships in The Chosen, The Gift, and Pauls

Father-Son Relationships in The Chosen, The Gift, and Paul's Case   â â â â The bond between a parent and a youngster is probably the most grounded thing on this planet. The connections among father and child in the novel The Chosen by Chaim Potok, the sonnet The Gift by Li-Young Lee, and the short story Paul's Case by Willa Cather all show this solid bond. In each of the three kinds father and child are the most conspicuous characters. All have the nonappearance or close to nonattendance of mother figures. They additionally all show how significant a dad is to his child. The Chosen by Chaim Potok, The Gift by Li-Young Lee, and Paul's Case by Willa Cather all show the significance of father-child connections through the dads' contribution in their children's lives, the dads showing their children fundamental abilities, and the dads' enormous love for their children.  The dads in The Chosen, The Gift, and Paul's Case all show contribution in their children's lives through the consideration that they give them and the assist they with giving them. In The Chosen, David Malter indicated a lot of care for his child Reuven. When Reuven was in the medical clinic, David regularly would stay with him to check whether he was OK. He was likewise constantly kind and comprehension towards Reuven, regardless of whether Reuven accomplished something he didn't endorse of. Potok expresses, He took a gander at me and I saw his eyes were abruptly miserable. 'I didn't plan to admonish you,' he said(Potok 64). In The Gift, the speaker's dad additionally indicated care towards the speaker in the evacuating of the splinter. The dad did it so as to give the youngster no agony. The speaker says, To pull the metal splinter from my palm/my dad presented a story in a soft tone/I watched his stunning face and not the cutting edge/before the ... ... also, their affection for their children, regardless of what sort of adoration it might be. The dad child relationship is improved in these works by the nonattendance of moms, who had either given or were not basic to the plot of the work. Through these works, the significance of a dad child relationship can really be appeared.  Works Cited  Cather, Willa. Paul's Case. Perrine's Literature: Structure, Sound, and Sense. seventh ed. Ed. Thomas R. Arp. Ft.â Worth: Harcourt, 1998. 154-169. Potok, Chaim. The Chosen. Ballantine Books. New York City, New York. 1967.  Works Consulted:  Chang, Juliana. Perusing Asian American Poetry. MELUS 21.1 (Spring 1996): 81-98  Lee, Li-Young. Rose. New York: BOA, 1986. - . The City in Which I Love You. New York: BOA, 1990. - . The Winged Seed: A Remembrance. New York: Simon, 1995.  Looking at Father-Son Relationships in The Chosen, The Gift, and Paul's Father-Son Relationships in The Chosen, The Gift, and Paul's Case   â â â â The bond between a parent and a kid is probably the most grounded thing on this planet. The connections among father and child in the novel The Chosen by Chaim Potok, the sonnet The Gift by Li-Young Lee, and the short story Paul's Case by Willa Cather all show this solid bond. In every one of the three types father and child are the most noticeable characters. All have the nonattendance or close to nonappearance of mother figures. They likewise all show how significant a dad is to his child. The Chosen by Chaim Potok, The Gift by Li-Young Lee, and Paul's Case by Willa Cather all show the significance of father-child connections through the dads' association in their children's lives, the dads showing their children fundamental abilities, and the dads' huge love for their children.  The dads in The Chosen, The Gift, and Paul's Case all show association in their children's lives through the consideration that they give them and the assist they with giving them. In The Chosen, David Malter demonstrated a lot of care for his child Reuven. When Reuven was in the medical clinic, David frequently would stay with him to check whether he was OK. He was likewise constantly kind and comprehension towards Reuven, regardless of whether Reuven accomplished something he didn't favor of. Potok expresses, He took a gander at me and I saw his eyes were out of nowhere tragic. 'I didn't expect to reprimand you,' he said(Potok 64). In The Gift, the speaker's dad additionally indicated care towards the speaker in the expelling of the splinter. The dad did it so as to give the youngster no torment. The speaker says, To pull the metal splinter from my palm/my dad recounted a story in a soft tone/I watched his flawless face and not the sharp edge/before the ... ... what's more, their adoration for their children, regardless of what sort of affection it might be. The dad child relationship is improved in these works by the nonattendance of moms, who had either given or were not basic to the plot of the work. Through these works, the significance of a dad child relationship can genuinely be appeared.  Works Cited  Cather, Willa. Paul's Case. Perrine's Literature: Structure, Sound, and Sense. seventh ed. Ed. Thomas R. Arp. Ft.â Worth: Harcourt, 1998. 154-169. Potok, Chaim. The Chosen. Ballantine Books. New York City, New York. 1967.  Works Consulted:  Chang, Juliana. Perusing Asian American Poetry. MELUS 21.1 (Spring 1996): 81-98  Lee, Li-Young. Rose. New York: BOA, 1986. - . The City in Which I Love You. New York: BOA, 1990. - . The Winged Seed: A Remembrance. New York: Simon, 1995. Â

Coaching in the Knowledge Era

Coaching in the Knowledge Era This is the era of information overload. The advent of the internet, personal computers, and smartphones mean everyone has easy access to almost all kinds of information.This has posed a special challenge for coaches from all fields of life, especially business. Executive coaching is evolving and it is expected to embrace quite a few trends in the coming years.Watch the video to find out what executive coaching is and why you need it. The only thing that is constant in this world is change.There are certain things in our society such as collective values, beliefs, thoughts, family life, working practices and lifestyle that change from time to time.For example, it was not necessary for the executives in the 1950s to acquire a work/life balance because the entire responsibility of running homes was rested with the women.Moreover, they strictly followed a structured and regimental 9-5 hours a day work routine.They would also not try to balance the leisure time against the work because i t was culturally not important back then.Imagine coaching someone in the 1950s or the 1960s compared to modern era executives and businessmen.The issues of today are totally different from the problems encountered by the executives some 60-70 years ago.As the priorities and problems of the business and people have changed, the coaching industry has evolved itself accordingly as well.The people of the 50s and the 60s consider coaching as we know it today as a new form of psychotherapy.It was not until the 80s or the 90s that they started taking coaching as a way to learn new techniques and ideas and how to implement them to drive the companys success.With the passage of time, coaching became a full-fledged service and the coaches started to create and employ scientific methods to teach their students.Here is a famous Six-Question process for adopting a coaching approach by the best executive coach in the world, Marshall Goldsmith. COACHING IN THE MODERN ERAThere is nothing wrong in s aying that executive coaching has totally changed from what it was just a decade ago.It is important to delve little further into history in order to fully understand this transformation.As mentioned above, coaching transformed into a fully commercial activity way back in the 1970s. Since then, it has changed and evolved drastically.From the early 70s to the early 80s, coaching was only associated with sports.However, it infiltrated into other fields, especially business as the time passed by.It was during that decade that companies seriously started to think about their corporate cultures and things like embracing change, professional development, and employee mindset.Coaching became an important component of companies functions across Australia and the rest of the world in the later years of the 1980s.Sir John Whitmore presented his famous GROW Model of coaching at the beginning of the 1990s which garnered worldwide popularity. The basic purpose of the model was problem-solving an d goal setting.The model is so effective that individual coaches and institutes still widely use it to great effect.Subsequently, coaches across the globe started to adopt many different techniques such as learning development theories and psychological development to name the few as the importance of coaching started to grow.Here is a basic diagram of the Grow Model. Source: slidemodel.comLife coaching also gained tremendous popularity in addition to executive coaching in the 1990s.More and more people hired personal coaches to seek help regarding decision making, how to boost their confidence or make a career change.It was in the 1990s that executive and life coaching entered into the mainstream mode and got all the limelight it deserved.However, a large number of under-qualified and untrained people also moved into this growing and lucrative industry, which had adverse effects on the quality and results of corporate coaching.Therefore, companies started to consider coaching as a specialized field.By then, a number of reputable organizations had already started to offer accreditation programs.These organizations also put forward industry-specific rules and regulations.Today, thousands of coaching organizations are working in the United States alone.They impart industry-specific training and knowledge to both the experienced and novice businessme n. Even the general public has access to a variety of coaching programs.Some of the organizations go to the extent of finding different methods and techniques to support their coaches.There are ample professional development opportunities for different types of coaches.Similarly, various networking events, books and publications, and coaching supervisions also add to their knowledge and experience.The following chart, taken from the final research report of Executive Coaching Industry Research published in 2013, highlights the primary purposes of executive coaching. Source:  www.coachingsurveys.comTHE REQUIRED DISCIPLINEIt can be said with certainty that coaching has become a required discipline in almost all kinds of companies.Most of the courses are designed for senior management, but there are some brilliant coaching programs for junior management and low-level staff as well.Today, around 52% of companies offer coaching programs, both to their senior management and employees.The coaching field is still expanding and there is a lot of scope for new and emerging personal coaches as well as the coaching organizations. The industry is also not stagnant, but it continues to grow.In fact, numerous companies are developing in-house coaching programs for their employees. It also means the demand for individual coaches and coaching organizations will not dwindle anytime soon.THINGS TO TAKE NOTICE OFBusiness coaching has changed a lot over the years and there is no doubt about it. Companies are also much more aware of this change than ever before.They have also recognized the essential link between behavioral psychology and the functioning of an organization.Therefore, it is becoming even more important for the coaches to raise a bar on their performance and enhance their knowledge in areas like individual psychology and organizational understanding.It is the only way to maintain professionalism and high standards in the industry which is getting overly crowded.Business and life coaches are also putting greater emphasis on various psychological aspects of coaching including cognitive behaviors, mindfulness, neuroscience, positive psychology, and emotional intelligence.Nowadays, coaching has a greater impact on human psychology and behavior as well as professionalism.   It also explains why it has transformed into a proper profession over the course of 6-7 decades.Businesses across the world are currently experiencing a sort of recession.During these desperate times, coaching organizations are offering programs which assert the im portance of aggressive marketing and sales techniques.The main goal of these programs is to help organizations increase their revenue in a very competitive yet frustrating business environment where some of the most experienced marketers have failed to deliver.Similarly, dedicated and highly professional coaches also continually evolve and adapt to changing the business landscape, making this industry even more attractive and fascinating.CHANGING EXPECTATIONSThe sports coaches of 1970s worked differently from the coaches of today. There are three main reasons which prompted this change.First of all, the expectations of the clients have changed.Secondly, a number of new businesses with different requirements have emerged in recent years.Thirdly, incessant technological advancements have introduced new methods of delivering effective coaching.Todays executives want to be extra effective.But, the techniques they use to become effective leaders are constantly evolving as is every other aspect of their business, making it necessary for the coaches to always stay on their toes to survive in this industry.CERTIFICATION AND ACCREDITATION IS VERY IMPORTANTJust because you are a qualified coach does not mean you are an effective coach as well. In fact, these two attributes have nothing in common.It can be said that the growing number of coaching accreditation and certification programs is a positive development.Unfortunately, most of these programs are not good enough to produce high-quality coaches who have the ability to be effective and successful with their clients.It has become mandatory for the coaches to acquire coaching certificates despite their apparent shortcomings. If you don’t, you will significantly decrease your chances of getting hired.These programs are growing in importance as companies are hiring both business and life coaches for their employees at a continually increasing rate.After all, a company that is investing heavily in executive coaching pr ograms will make sure that the return on their investment is always positive.Therefore, it is necessary for you as an executive coach to get accredited with a reputable coaching organization if you want to have any chance of success.Here is a detailed guide on how to become a certified coach. COMPANIES EXPECT FAST, MEASURABLE RESULTSCoaching is no longer an exercise which only boosts the confidence of your client and increases his happiness levels.Nowadays, both companies and individual clients want fast and measurable results over a specified period of time.For instance, gone are the days when companies would wait for years for their newly appointed CEOs to reach their full competence.Now, they would rather hire a coach who promises to deliver quick results in the short run and permanent results in the long run.Some of the best executive coaches who deal with c-level executives are equipped with all sorts of analytics and assessment tools.These tools help them develop an actionable plan with their client, including objectives and goals and how to attain them.In simple words, companies expect a business coach to deliver demonstrable results. Most importantly, these results should make a real difference to their company as well.APP-BASED COACHING PLATFORMSThe influx of mobile coaching apps has had a major impact on the coaching industry. Some of these apps are really popular and they have totally changed the way people think of executive coaching.You may argue that apps cannot replace human coaches. We have to agree with you because executive coaching requires actual human relationship which an application can never stimulate.Nevertheless, app-based coaching programs are springing up like mushrooms.They are also expected to make coaching tools such as tracking functions and assessments much more reliable, accurate, and faster.There are, in fact, many benefits of mobile-based coaching programs especially for your clients.For example, he can easily measure his pr ogress against the set milestones.He can also measure your performance as a coach with the utmost ease.You do not have to explain to him everything during the next in-person coaching session and both of you can spend your time on more important matters, such as learning and practicing new leadership techniques.The purpose of mobile apps is to complement coaching and make it more efficient. They are not here to supplant it.NICHE COACHINGCoaches who have specialized in a single field or industry will be in greater demand in the years to come. Niche coaching is on the verge of becoming the next big thing in the coaching industry.You may opine that some characters are common among all leaders and executives.However, executives working in different industries have different requirements. What a tech executive wants is totally different from what an executive working in the gas and petroleum industry requires.All these executives need a coach who has demonstrable experience in their respe ctive fields, making it important for coaches to specialize in a single field of their choice.The following infographic explains why coaching is the best leadership behavior. Source: zengerfolkman.comCOACHING FOR NON-EXECUTIVE LEADERSBusiness coaching is no longer for executives and senior management only. Businesses have realized that coaching has the potential to change the life and career of non-executive leaders as well.In fact, an increasing number of non-executive leaders are taking a keen interest in coaching and it is a very positive development.It is a common saying that people leave the manager not the company when they resign from their jobs. In this regard, senior management can only be effective when they are worried about bad decisions, and moral problems of junior level executives.Companies that can dedicate resources and arrange coaching programs for their non-executive leaders often perform better compared to companies which cannot or do not spend money on non-executive coaching.INTEGRATION OF COACHING INTO LEADERSHIP DEVELOPMENT PROGRAMSNumerous companies are integrating their leadership development programs with their coaching programs. According to some experts, the trend will continue to grow and resonate for a long time to come.It actually makes a lot of sense because the leadership development work is actually a part of the companys coaching process.Instead of learning leadership in the classrooms, active coaching enables you to practice it during your routine, day to day activities.Integrating theory-based knowledge with practical on-job application opportunities is the way to go for both the leaders and their companies.LEADERS AS A COACH TRAINING IS GAINING TRACTIONThis is another growing trend which has gained a lot of traction among business leaders. Working as a leader-coach has a lot of perks. It is an emerging skill which leaders have to master.When leaders teach and guide others about various aspects of business or life, it expands their own knowledge of leadership and management.Furthermore, they get in a better position to promote action and accountability in the teams they lead.The following is a bea utiful TED Talk about leadership and coaching by Mark Smith THE TYPE OF COACHING TO FOCUS ONThere is hardly any organization in the world which does not provide professional development opportunities to their employees.Many companies have even put coaching for their staff on the top of their priority or to-do lists.How do these companies prioritize their coaching needs? Whether the focus should be on the team, executives, external or internal coaching or something different altogether?In this regard, many organizations prefer to develop coaching programs or classes for their senior managers only.On the other hand, external coaches like to coach teams, arguing that it will become a top trend in the coaching world sooner rather than later.Here is an excellent video about different types of coaches you normally come across. STREAMLINED AND CENTRALIZED EXECUTIVE COACHINGThe trend of centralized and streamlined executive coaching enabling companies to hire fewer coaches is also on the ri se. Currently, companies have dedicated coaches for every tier of their employees.Although they are doing a pretty good job yet it is difficult to measure results when so many disconnected coaches are working in your organization.You can align your coaching programs with your corporate goals, enhance their consistency and get demonstrable results by centralizing and streamlining your coaching system.MORE COACHING OPPORTUNITIES FOR MILLENNIALSIt is not surprising that millennial leaders are also taking on the challenge of coaching their teams.Similarly, companies are feeling a greater need to add more coaching opportunities for their millennial employees and leaders. Such employees have a craving for feedback.Similarly, they are more likely to use the latest technological tools to go about their business.Therefore, focusing on providing them with training opportunities might be the perfect recipe for success.The International Coach Federation has also released an infographic which ex plains why coaching really works. Source: https://kenmcgarity.wordpress.com/CONCLUSIONCoaching is on the rise in organizations around the world.This is the trend which is not likely to vanish anytime soon. In fact, companies spend billions of dollars on different types of coaching every year.Coaching has also emerged as one of the most important business trends and needs in the last couple of decades.Similarly, coaching is also evolving just like all other professions.The current generation of leaders who grew in the late 20th century has a totally different opinion about coaching compared to the top leaders who grew in the 60s or 70s.Both companies and individuals are recognizing and appreciating the importance of coaching in the modern world.Similarly, specialization and technology are helping the clients and the coaches to effectively work together and obtain desirable yet measurable results.

Belief in a Higher Power and Greek Philosophers - 1371 Words

To many people in the world there can be such things as a higher power. In my eyes I do believe in such a thing, I believe that Socrates does as well. When reading Euthyphro there are many components to why Socrates believes in the gods. When reading the Apology there are many reasons to why Socrates believes in the gods as well. Finally when reading Crito there are also numerous reasons to why Socrates believes in the gods also. There are many reasons to prove that Socrates does believe in the gods. The discussion in the piece Euthyphro is about pious and impious. Euthyphro a man who says to have the knowledge of the divine is unsure what to do about prosecuting against his own father. Turning to Socrates for help, the discussion about pious and impious begins. Socrates does not necessarily have a side in the situations, but he is impressed by Euthyphro’s knowledge. Socrates tends to guide Euthyphro throughout this debacle by helping him to see what he truly believes. The fir st question Socrates asks Euthyphro is â€Å"Tell me then, what is the pious, and what the impious, do you say?† (6). Answer number one was, â€Å"I say that the pious is to do what I am doing now, to prosecute the wrongdoer,† (6). After the tragic story about Cronus, Socrates begins to think, â€Å"I find it hard to accept things like that being said about the gods,† (7) I feel that the fact that Socrates thinks so highly of the gods, makes him believe in them. If someone does not believe in something or someoneShow MoreRelatedXenophanes and His Ideology of God1280 Words   |  5 Pages Xenophanes His Ideology of God Xenophanes and his philosophical beliefs related to God or Divinity belong to late 5th century BC. Where the beliefs of Xenophanes were rebellious to the prevailing Greek concepts about Almighty powers, it shows striking resemblance to the existing western philosophy regarding existence of God. According to the Western philosophy, God is one and is an independent entity. Considering the flow of history, Xenophanes can be considered as the compiler of buildingRead MoreGreek Mythology And Its Impact On Modern Culture1055 Words   |  5 Pagesfrom Greek Mythology and has had a significant impact on our history and mythology helped shed light to it’s culture, religion, and government of ancient Greece. The Mediterranean has served as a vessel for the early civilizations., Greek mythology has influenced the life style and religion of the Greeks, especially because Greek mythology served as the primary basis of Greek belief, it became the nearest thing the Greeks had to a holy bib le.1 These mythologies served as the center of Greek lifeRead MoreThe Radical Thinkers Of The 18th And 19th Centuries1602 Words   |  7 PagesCivilization ideals, many of these radical thinkers were condemned during their lifetimes for their unorthodox views. Around the 17th century, Western European society began to adapt to a new method of thinking known as rationalism, which focused on proving beliefs with rational sources such as data and reasoning instead of faith and tradition. While William Paley was one of the first highly influential rationalist thinkers of his era, he also agreed with the orthodox views of his time. Paley was not significantRead MorePhilosophy : The Liberalistic Philosophy Of Education807 Words   |  4 Pages Perspective: The Liberalistic Philosophy of Education The empowerment of individuals within a community appeared to be nonexistent in Greek philosopher Plato s, Allegory of the Cave. Preferentially, it was simply not within the range of one s knowledge, experience, or understanding; strange; therefore, unfamiliar. Greek philosopher Plato, an astute student of Socrates, his focal point - an advocate of the Liberalism philosophy of education. Liberal Education is a philosophy ofRead MoreCicero : The Statesman And Philosopher942 Words   |  4 PagesCicero: The Statesman and Philosopher Cicero was a Roman statesman, lawyer, and philosopher. He did not have a set major belief in a particular philosophy. Cicero studied under an epicurean, a stoic, and an academic. He did call himself an academic however, his theory of knowledge was based on probability over stating certainty. He preferred it this way to help justify any contradictions in any of his works. â€Å"He usually writes as a theist, but the only religious exaltation in his writings is toRead More The Apology and the Republic Essay939 Words   |  4 Pages Socrates was a renowned philosopher in the ancient Grecian times. His peak was around the Peloponnesian War, when the Spartans defeated the Athenians and ended the Golden Age. The reason Socrates is one of histories most famous philosophers is largely due to Platos writings. Two of Platos famous works include The Apology and The Republic, both written about Socrates views about the so called wise philosophers of his time. The two works hold unique vie ws about government, as well as openingRead MoreThe Romans Were Influential People Essay895 Words   |  4 PagesLearning Activity 2 The Romans were influential people. They were once, the power head of the world. Their value system included the belief in eclecticism, practicality, and imperialism. This evidence that the Romans made their worldview known throughout the world, including these three key values. First, Merriam-Webster dictionary, defines eclectic as selecting what appears to be best in various doctrines, methods, or styles. It also composed of elements drawn from various sources; also heterogenousRead MorePlato And Plato s The Apology1623 Words   |  7 Pagesrealized that the world and many of the things and concepts within the world were inconceivable, which created a desire or love for wisdom. While many were interested in philosophy, pre-Socratic philosophers were more interested in determining how the world worked and its origins/cosmology, as oppose to philosophers such as Plato And Socrates who focused more on ethics or morality. Plato’s conception of God and religion can be depicted in his literatures â€Å"Euthyphro† and â€Å"The Apology† which he expressesRead MoreBeowulf Vs. Achilles Essay754 Words   |  4 Pagesroughly a thousand years before Beowulf. They were both a part of the ancient Greek world. Though Homer was blind, some scholars believe that a philosopher as a blind man had an exceptional inner vision. (72) The theme revolves around the war between Greece and Troy in twelve hundred B.C. Beowulf and Achilles both fulfill their role of an epic hero by making sacrifices, following the rules by their own individual beliefs and cultures. Also by showing off their courage through dangerous acts of braveryRead More Analysis Of Human Cultural Identity Essay932 Words   |  4 Pagesin many topics including history, literature, law, architecture, science, and philosophy. He had the motivation and the connections to apply Enlightenment political philosophy to nation-building. Denis Diderot was a French encyclopedist and philosopher, who also composed plays, novels, essays, and art. He greatly influenced other Enlightenment thinkers with his translations of Encyclopedie ou dictionnaire raisonne des sciences, des arts et des metiers, usually known as Encyclopedie. He used

Essay about Heineken Open Your World Ad Analysis

Heineken - Open Your World 2011 Nadine Garrison (10015730) MKTG 435 Advertising Critique 11/21/2011 INTRODUCTION The year is 1864. When 22 year old Gerard Adriaan Heineken acquired a small, local brewery in the heart of Amsterdam, it is doubtful that he would have imagined his modest company growing and expanding well into the 21st century. Despite its extensive history, Heineken claims to continue to use the original recipe formulated almost 150 years ago. Presently, Heineken International boasts a portfolio of 170 beer brands, 119 breweries in 65 different countries, and is ranked the third largest brewery in the world (JAZD, 2008). The brewery Gerard Heineken acquired so many years ago is now preserved in an interactive†¦show more content†¦Going viral. VIRAL VIDEOS TO TELEVISION COMMERCIALS Heineken and their chosen ad agency decided to take the non-conventional route towards digital advertising. Recently, there have been many provocative television commercials that have stood out so much that viewers across the continent have taken the opportunity to upload them online for the world to appreciate. YouTube has become the ideal breeding ground for these videos to become viral. Instead, the agency created the series of videos aforementioned specifically for certain websites including their own YouTube channel. There are several reasons to taking this approach but two are obvious: cost and dignity saving. It costs practically nothing to upload a video online and if the first spot turns out to be a bust, the spot can be pulled. The consequence is saving more face than if it made it to television. Thankfully, the first spot turned out to be a hit, as well as the following videos in the series. The television commercials, although featuring different characters and storylin es, continued to achieve their goals. In July, Heineken Light was introduced under the tagline Occasionally Perfect. The advertising efforts for the new beer were aligned perfectly with the successful Open Your World campaign. As predicted, the campaign was widely accepted in comparison to the previous, unrefined See the Light campaign (Rudenko, 2011). POSSIBLEShow MoreRelatedMurphys Brewery924 Words   |  4 PagesMURPHY BREWERY IRELAND SYNOPSIS This case examines the marketing of Murphy’s Irish Stout at the time of the merger between Guinness and Grand Metropolitan. Murphy Brewery is owned by Heineken International and has expanded its scope beyond Ireland in recent years. However, the brand is a distant second internationally to Guinness in the stout category. Furthermore, the company has launched a new brand—Murphy’s Irish Amber. This case discusses the Murphy’s situation in Ireland, the UK, andRead MoreThe Uefa Champions League: Heineken Sponsorhip1966 Words   |  8 Pagessporting event worldwide. For an event of this magnitude, the stakes for everyone involved are very high (appendix 1). This essay includes a short description of the tournament along with an overview of the stakeholders, followed by an analysis of one of the sponsors, Heineken. Description: UEFA has been organizing the Champions league since 1955, although it changed format in 1992. Since 1992, the competition is divided into several parts; it begins in mid-July with three knockout-qualifyingRead MoreThe Uefa Champions League: Heineken Sponsorhip1953 Words   |  8 Pagessporting event worldwide. For an event of this magnitude, the stakes for everyone involved are very high (appendix 1). This essay includes a short description of the tournament along with an overview of the stakeholders, followed by an analysis of one of the sponsors, Heineken. Description: UEFA has been organizing the Champions league since 1955, although it changed format in 1992. Since 1992, the competition is divided into several parts; it begins in mid-July with three knockout-qualifyingRead MoreRhetorical Analysis Of Heineken s Worlds Apart Ad1397 Words   |  6 PagesRhetorical Analysis: Heineken s Worlds Apart Ad https://www.youtube.com/watch?v=etIqln7vT4w Throughout the video the author is trying to get one message across, which is that no matter how different peoples views are and what the political climate is, people can sit down over a beer and discuss their differences without having an argument. The author is mostly using pathos in the ad. He wants the audience to fully understand and feel why it is important to have discussions instead of fights orRead MoreMarketing Guinness Essay3335 Words   |  14 Pages Table of Contents: 1.0†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦....Introduction 3 1.1†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Present Situation 3 2.0†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Environmental forces 4 2.1†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Micro 4 2.2†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Macro 6 3.0†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦SWOT Analysis 8 4.0†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Product and Branding Strategies†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦......9 4.1†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Guinness most popular branding strategies 12 5.0†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Pricing Strategies†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦................................13 6.0†¦Ã¢â‚¬ ¦..Promotional Strategies†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦14 6.1†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Arthurs Day 14 6.2†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Hurling 14 7.0.†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Distribution 15 References 16 List ofRead MoreAdvertisemet Analysis of Johnson Baby Powder6401 Words   |  26 PagesAdvertisement analysis of Johnson’s baby powder Related organization: Johnson amp; Johnson The report contains analysis of advertisement campaign of Johnson’s baby powder product line. Submitted to: Mr. Abhinav Nigam Assist. Professor Banasthali University Submitted by: Versha Gupta MBA 2nd Year Banasthali University Banasthali university Acknowledgement Many of the ideas that lead me to design and develop the first objective of the project â€Å"Advertisement Analysis Of JohnsonRead MoreThe Ultra Miami Festival Event2626 Words   |  11 PagesStakeholders†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.†¦.4 4. Media†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..7 5. Unique qualities of an event†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦8 6. Conclusion†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.9 7. References†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.10 Introduction: Ultra Music Festival (UMF) is a yearly open air electronic music celebration that happens in March in the city of Miami, Florida, United States (DURAN, 2013).In this report I have analysed about the ultra-Miami festival event in USA and what is behind the success of the event. Events rarelyRead MoreImportance of Surrogate Advertising in Creating Brand Identity for Liquor Industry(Final)14020 Words   |  57 Pagesliterature review 5-40 research methodology 41-49 FINDINGS AND ANALYSIS 50-60 Conclusion and RECOMMENDATIONS 61-66 BIBLIOGRAPHY 67 Appendix 68-69 QUESTIONNAIRE 68 INTRODUCTION Background Information For some â€Å"advertising† is a surrogate for being on stage—in the limelight. When people work on a brand, they identify with the brand, and its â€Å"advertising† becomes part of them. Therefore when ads and other promotional brand messages appear on TV, radioRead MoreManagement Course: Mba−10 General Management215330 Words   |  862 PagesFeigenbaum−Feigenbaum: The Power of Management Capitol 1. New Management for Business Growth in a Demanding Economy Text  © The McGraw−Hill Companies, 2004 3 the strong business growth of pacesetter companies in the United States and throughout the world? How can companies renew and sustain those factors in the face of the business slowdowns and major fluctuations that challenge the longterm continuation of profitable earnings? As we continue to experience the twenty-first century’s economic, socialRead MoreMarkstrat19634 Words   |  79 PagesStudent Handbook The Alfred H. Heineken Chaired Professor of Marketing INSEAD Jean-Claude Larrà ©chà © The Claude Janssen Chaired Professor of Business Administration and Professor of Marketing INSEAD Hubert Gatignon Partner, Director of RD STRATX International Rà ©mi Triolet To search this document click CTRL+F i Publisher: STRATX International Production: Minute Man Press, Cambridge, Massachusetts Cover Design: Synergy Network, Waltham, Massachusetts Marketing Manager: Lucy

The Interpersonal Relationships in The Workplace Free Essays

string(66) " to convince their subordinates of the policy†s importance\." In recent years the corporate workforce has become more diversified in gender, race, ethnicity and sexual orientation. As a consequence the workforce at most major corporations is now more reflective of the general population than it was in the past. Yet the issue of diversity in the workplace is often not addressed or, in some cases, overlooked by management. We will write a custom essay sample on The Interpersonal Relationships in The Workplace or any similar topic only for you Order Now Of particular interest is the management of interpersonal relationships of both heterosexual and homosexual employees in the workplace. In a prosperous economic climate, corporations are often forced to compete for qualified employees. Many corporations have attempted to attract such employees by offering benefits that meet their lifestyle needs. Some examples of such benefits are on-site daycare and the recognition of same sex couples in terms of benefits. Benefits of this nature project an image of the corporation that emphasizes acceptance and fairness. These characteristics are highly valued by prospective employees and are one of the primary factors considered when choosing between competing offers. From a management perspective the interpersonal relationships of employees is a delicate issue that requires attention. Management must recognize that the workforce is a diverse ever-changing entity. To that end management must assess the lifestyle needs of the workforce and integrate that into the corporate policy in such a way as to not adversely affect other areas. To accomplish this, management must constantly evaluate and evolve corporate policy to address the issues that will undoubtedly arise. The effective management of interpersonal relationships is intrinsically complex. From an organizational level it requires a corporate policy that defines what it considers a workplace relationship and specifies guidelines regarding what is and is not acceptable behavior. First and second level managers are then required to implement the corporate policy on the frontline. Also of concern is the method, if any, of enforcing such a policy. The complications of workplace relationships are varied. There are obvious cases of problems within the relationship that are directly observable and able to be managed. But there are also cases where complications arise outside of the relationship. An important aspect of the management of interpersonal relationships is the ability to detect and resolve these complications fairly. In discussing the management of interpersonal relationships in the workplace, it is important to clarify what is typically considered a workplace relationship. Most corporations that acknowledge relationships between employees, and subsequently have policies restricting their behavior, define a workplace relationship as that of a legally married heterosexual couple. In recent times some corporations have changed their policy to include same sex partners or spousal equivalents in their definition of a workplace relationship. Regardless of whether or not they are formally recognized by the organization, the majority of issues that face married heterosexual employees in a workplace relationship also apply to heterosexual and same sex partners who are not married. For the purposes of this paper we will consider both married and unmarried heterosexual and homosexual couples as a being involved in a workplace relationship. When it comes to workplace relationships, corporations are fearful of all of the associated pitfalls. Generally, an employer will document certain corporate policies pertaining to who can be in a relationship with another employee. Some common restrictions are that managers are prohibited from relationships with their subordinates or that a couple is not supposed to work for the same manager. More often than not, there is an unwritten workplace code that employees should not start relationships from within the same group because of the possible negative consequences. Most corporations will also subject employees to workplace diversity or compliance training where the new employees will learn what is considered appropriate behavior. This usually includes sensitivity training for correctly dealing with diverse employee groups and various sexual harassment issues. Even small companies require these types of policies and training because many types of relationships exist in the work environment, including the introduction of same sex relationships in the workforce. As a result of today’s lawsuit prone environment, corporations are more fearful than ever of impropriety by their employees. The training and rules are designed to avoid the costly litigation involved in harassment suits and the requisite problems that evolve from relationships. Corporations realize the importance of stopping such claims and limiting their liability by enforcing these laws. The problem though, as with any corporate decree, is that it is only as strong as the managers who implement the policies. The first step for a corporation is to put the policy into writing. If a corporation does not have a written policy on workplace relationships, all that is left are unwritten rules. Unwritten rules are left up to the manager to determine what is right, wrong, and the enforcement for that part of the organization. This leads to chaos because there are no management mediation techniques, no way for the employees to know they are about to cause organizational friction, and no common implementation from managers. On the other end of the spectrum, a few companies have gone as far as Aerotek, a high-tech temp agency with a strict no-dating-at-work rule. 1 Once the policy is completed, the next step is to communicate the policy to not only the managers, but also the employees. There are several ways the corporation can choose to notify their employees of any policy changes. First, managers need to attend training and orientation classes to learn how to effectively handle any situation and to receive materials on how to correctly disseminate the information to their employees. Managers will need to sit down with their group and spell out the issues. There is danger here in how the manager communicates the policies. If the manager does not respect the policy and the employees notice, the rules will be ineffective in prohibiting problems. In addition, if the employees are used to policies which the corporation does not enforce, the manager may be unable to convince their subordinates of the policy†s importance. You read "The Interpersonal Relationships in The Workplace" in category "Essay examples" Regardless of corporate policies, employees usually know what their managers expect from them. Some managers stick to the rules word for word while most shape the rules to their style and liking. Lower level managers may not recognize the downside risk of certain workplace relationships, specifically those where both employees are in the same work group. It is easy for managers to see decreased productivity but it is impossible to predict future problems. A manager is likely to ignore these relationships if the employees are responsible and don’t let their outside lives effect the work life. Some managers even encourage relationships because of the emotional bond that they have formed with their employees. When it does become a problem though, it may be too late to save the group dynamic. Managers have a tendency to trust that their employees will always behave professionally, but when it comes to emotions, work usually takes a backseat. The truth is that over the past 20 years, sexual harassment lawsuits have gone from zero to over 15,000 complaints filed annually with the Federal Equal Opportunity Commission. 1 The costs of inaction are clear. One only needs to look at the problems introduced in the United States White House to see the harm and disruption that can be caused in the workplace. Thus, it is important for the manager to communicate the corporate policies clearly and recognize the possibility of problems. It is also important for the corporation to clearly define the problems associated with workplace relationships so the managers will take the policies more seriously. It is important to note that it is only when the relationship causes work related problems that the manager should act. In addition, once a manager discovers a new relationship within the group, it is important to communicate the corporate policy again to avoid any confusion. Another aspect of corporate workplace relationship policies is relationship contracts. Some companies, to avoid harassment and relationship based litigation, require employees involved in a workplace relationship to declare such status to the human resource department. The human resource department will require the couple to sign a legal contract protecting the company from any problems which may result due to their relationship. The contract will state that in spite of all the risks that you independently and collectively desire to undertake and pursue a mutually consensual social and amorous relationship. If the employees refuse to sign the contract, one or both of the employees may be terminated as a result. The company can promote workplace relationships this way and still protect themselves from future problems. This still does not protect the group from relationship problems which affect the group dynamic. An overlooked segment of corporate policies relates to homosexual employees. It is important for homosexual employees to have a safe, productive, and open work environment. If the corporation does not have a written policy on harassment issues, the homosexual employees will feel like they do not fully belong to the organization. Consequently, homosexual employee’s work suffers because of the mistrust, alienation, and emotional conflict about not being able to reveal the truth. It gets much worse when there is a homosexual relationship in the same work group. Not only must they hide their sexual orientation, but also their relationship. When companies have firm written rules about non-traditional relationships and discrimination practices, it makes it easier for the mentioned employees to feel comfortable about who they are and not worry about anything except doing the job. When it comes to homosexual employees, extra policies must be adopted and followed because of the harassment that they are sometimes subjected to in the workplace. The fact is that discrimination and harassment of gays is perfectly legal in most of America. Gays can lose their jobs, homes, kids, and sometimes their lives with little or no recourse available to them. There is no federal protection for gay citizens provided by the U. S. Constitution or Congress. As of the end of 1994, only one-third of the Fortune 1,000 companies had nondiscrimination policies inclusive of sexual orientation. Because of this, it is important for corporations, large and small, to create an inclusive environment for all of their employees. Managers must push for and implement the non-discrimination policies for the good of the organization. Management should also recognize that employees cannot be satisfied with their job without first satisfying the environmental and social problems which are inherent for homosexual employees. Written and enforced corporate policies go a long way towards helping satisfy those lower order needs. All corporate policies are ineffective if the company does not follow through with penalties for those who choose not to follow them. Organizations should have formal written guidelines on what a manager should do if such a problem occurs. Once a manager recognizes a problem, the first step should be to discuss the situation in a friendly environment. It is important for the manager not to confront the employee openly when other employees are present or to address the issue in a hostile fashion. The manager needs to explain what they have noticed and what they think the issue could be. The employee should be given a chance to explain what the problem is. Next, the employee must present what they can do to rectify the situation. The employee then needs to be given time to fix the problem. If the problem continues, the manager can try talking to the subordinate again or forward the issue to the human resource department. It is then up to the human resource employees to handle the problem. The human resource department is better at handling these issues because they do not have the emotional attachment component that the manager may have. The human resource department will be intimately familiar with the policy and can better explain the problems and consequences to the employee. A manager might be willing to work out the employee’s issues and give a lot of time for them to change but this may cause unwanted group resentment to the special treatment. Managers need to realize that they have many employees and that they cannot give special treatment to any one individual without compensating other subordinates in some similar fashion. A common cause of resentment among heterosexual employees is the topic of same-sex partner benefits. Most heterosexual individuals do not recognize the validity of same-sex partners and do not think they deserve to have similar benefits to that of married couples. A study done in 1993 showed that although 70% of Fortune 1000 companies claimed to not discriminate on the basis of sexual orientation, just over 5% had domestic partner benefits. For a corporation to be competitive in the workforce and retain homosexual employees and customers, they must be inclusive. Some companies worry that they may suffer a financial loss from the backlash of implementing such a policy, but studies have shown that none of the organizations that have implemented these benefits have suffered a loss of either customers or employees. 2 Many gay and lesbian people take the availability of these benefits as a signal that an employer values diversity, that the employer in fact wants all its people treated fairly and equitably. The cost of partner benefits is not high. First of all, a large number of gays and lesbians are not going to self-identify. In addition, most of those partners are working and are covered elsewhere. Finally, despite the cost of AIDS, the costs of other medical events ? complicated pregnancies for example ? are higher in the traditional family. At the same time, it is important to provide heterosexual employees with domestic partner benefits. This provides an equitable policy for the entire organization. Once the company has a policy regarding workplace relationships, harassment, and benefits, it becomes time for the managers to take this information and decide how this effects their group. The manager is then responsible for implementing the corporate policy. The possible consequences of unproductive workplace relationships are probation, forced reassignment, or termination. As long as the employee works to fix the workplace problems, and there is no harassment involved, termination should not be an issue. More commonly the employee would be reprimanded by the manager and human resources and be allowed to work through the issue. If the employee and their partner are working together in the same group, a preferred solution would be for one of the employees to transfer to another group. A transfer can eliminate a lot of issues which come up when both employees work together and may be the best solution for the company and the workplace relationship. Some company policies will mandate that married employees cannot work under the same manager and one of the employees will be required to transfer. Termination can also become a problem though, even when the employees are in different groups. If the employee is preoccupied about something personal that happens in the relationship and it causes constant and long-term work degradation, termination may be the only solution for the manager and human resources department. These situations can be reduced if the company policies and consequences are spelt out clearly when employees go through initial orientation as well as when a relationship starts. When an organization refuses to stand behind its nondiscrimination policies with real actions, such as inclusive education, domestic partner benefits, and public support, it is counting on an unspoken rule of the workplace to mysteriously take effect. This rule is that all the employees will put business before everything and act as though their own opinions, ideals, and beliefs are checked at the door in consideration of the common good. However, such a reaction is rarely, if ever, the case when homosexual employees are involved, especially when the issue at hand is so volatile. A manager must look at productivity and motivation. If you have a workplace team in which two of the people conflict because one is homophobic and the other is openly and comfortably gay, your challenge is not to change either of their minds. Your challenge is not getting the employees to accept each other but rather a business problem. The employees do not have to learn to like each other but rather how to work together. In situations where the heterosexual employee cannot handle the situation, they will have to transfer or they will most likely end up being terminated. Other corporate policies can involve nepotism. Most corporations will clearly state that a manager cannot hire a relative or spouse to work under them. Most large companies, like Bell Atlantic and Digital Equipment Corporation, will state that an employee can not influence the hiring process in any way. This includes the hiring of outside firms run by a relative regardless of their qualifications. Such nepotistic actions will generally result in the termination or transfer of the newly hired employees and termination of the offending manager. Managers will not always follow corporate policy so it is important for the human resource department to make sure that nothing discriminatory happens. When it comes to work place relationships, some managers can be expected to act against corporate policy or avoid the situation at all costs. By taking the â€Å"don’t ask, don’t tell† position, the manager can avoid the situation in most cases. Some managers may just ignore that the relationship exists all together to avoid having to deal with it, or possibly losing their employees. These stances probably cause more harm than good because they don’t address the possible problems and leave room open for large issues to arise. It is more important to have good communication with your subordinates. When it comes to same sex relationships, managers must put aside any personal beliefs and perceptions about their different employees. Some people may find this very hard to do and will not be able to tactfully deal with these scenarios. In these cases, the manager will most likely project their negative feelings about the employee and create a poor work environment. The manager may create a bad environment in other ways by assigning undesirable job tasks, jobs which they know the employee cannot complete, limiting compensation and career advancement. This is a way for the manager to force the unwanted employees out of the group. Employees need to recognize these situations and report them to the human resource department. A manager also needs to realize when their subordinates are discriminating against one employee and take quick and decisive action. This is where a good discrimination policy can eliminate bad work conditions and remove non-productive employees. Couples working in the same company will experience some unique challenges because of their relationship. Many of the complications will depend on how closely couples work together. Issues such as personal conflict, affection, children, changing jobs, and the sharing of corporate information are all different complications couples will be forced to address. Personal conflict within a relationship can cause problems in the workplace. During a conflict, couples that have easy access to each other during the day can have some performance degradation above and beyond normal anxiety of being in a domestic conflict. Work related interaction is often the reason couples meet one another in the first place, and hence, the initial steps that lead up to a relationship. Once in the work environment, normal business reasons are the initiator of communication, but personal issues become commonplace conversation. When in a conflict, couples end up taking time out of the workday to talk about the issue without notice by others, since interaction for business reasons is necessary. The opposite effect, personal avoidance, is also a result of personal conflict. In one case regarding a couple that worked together closely, conflict within the relationship would impede performance, because they would avoid one another until resolved. These conflicts caused work requiring each other’s assistance not to be performed. On the other hand, many couples are able to put their problems completely aside at work, and find no additional issues with working in the same place during conflict. Many couples insist there are only benefits to working together, and are always able to leave their problems at home. Affection in the workplace has many aspects, and various opinions. Public affection in the workplace, such as hand holding, hugging, and kissing is universally avoided during work hours. Such behavior is viewed as inappropriate, and professionalism prevails, at least publicly. However, differences in opinion regarding particular situations exist. Couples handle affection differently in cases where they are outside of the work area during work hours, or in the case where they are on work property, but before the workday starts. Some people say they have no problem kissing or hugging â€Å"goodbye† after lunch or in the parking lot before going their separate ways. Those who participate in such activities generally think nothing of it, even if people that work for the same company were in the same restaurant or vicinity. In only one case did someone say they felt slightly uncomfortable. In this particular instance, for 10 to 15 seconds the couple would hug and kiss goodbye before getting out of the car when returning from lunch. The level of comfort depended on whether other employees could see them. Another point couples address when working at the same company is the effect on children. The majority of parents actually feel it is easier to bring small children to work, because it means they are able to transport the child to their partner’s work location very easily when there is a need. However, parents also mention that by working for the same company, both parents had the same standard set of holidays. This means that when a child is off from school, it is more likely that both parents will be expected to be at work, making it more likely the child would be joining them in the work environment. People involved in relationships who look for jobs will often encounter the opportunity to work at the same company. Besides meeting at work, another common way for couples to work for the same company is while looking for jobs in a new geographical area that requires moving. The most interesting data point for couples looking for jobs is that many times employment opportunities for one partner will arise while the other partner is interviewing for a job. This occurs in several different ways. Often the person being interviewed will mention that a condition of accepting the job is dependent upon the ability of their partner to find a job in the same new geographical area. This leads to the interviewer getting information through their human resource department to find positions that the partner could interview for. In this scenario, it is then up to the couple to interview well enough to both receive offers for employment. The advantage gained by the couple that leads to both being employed by the same company is the help they get accessing information about job availability. There are many cases of jobs being offered to both partners. In one case, the interviewer mentioned that they were aware the interviewee had a partner that was looking for a position, and then proceeded to offer the partner a job on the spot without solicitation. Often times, a person will accept a job with a new company with the understanding that their partner will then have a better opportunity of getting a job once they have secured employment for themselves. This is because many companies provide information about job openings to employees first, then turn to publicizing the position. The employee with a partner looking for a job has a time advantage that often leads to partner employment. In addition, the internal employee will often have additional information about desirable skills can make a potential candidate for a position more attractive. Another very interesting issue arising from relationships in the workplace is the information that couples share that would normally not be available to them. This turns out to be a very significant issue. Under normal circumstances, managers in the corporate environment have access to certain metrics and information that are not available to non-management employees. Information such as salaries, benefits, policies, and raises are closely kept secrets by management. Also, certain information between different company divisions is not normally shared. However people in relationships share this information with each other, often breaking the code. These are items that managers need to know in order to prepare for them such as changes in company policy or reorganizations. Many times the information shared would eventually be available to their partner, but just not in the same timeframe. Some information, however, would never be available to the general employee population. Information such as pay scales and special benefits are many times shared only with those who need to know or those who are participating in such programs. Quite often information about special benefits, such as bonuses or company options, are shared with partners. This type of information is specifically not shared with employees who do not participate because company policy forbids it. Managers are trained to keep confidential material to themselves. In addition, managers often have the added incentive of participating in programs that they are told to keep confidential. Certainly, sharing such information with life long partners is necessary to make financial decisions. But in less permanent relationships, the partner who is not a participator in such benefits has information meant only for those chosen to participate, or those trained to keep it confidential. This breach of confidentiality is much more likely to occur, and slip into the ranks of peers who are not managers. A special complication of workplace relationships is dealing with the issue of nepotism. Although a buzzword in the corporate world, nepotism among couples is rarely an issue. Even in situation where people in relationships feel the opportunity for employment was gained through a partner or relative, rarely do couples feel their employment is viewed as nepotistic. In fact, just the opposite was stated. Many people in relationships feel the companies they work for encourage relationships among employees, as long as corporate policy was adhered to. It is difficult to determine whether such a view is accurate, or simply self-justification. Feeling that one’s employment is viewed upon as nepotism is more likely amongst relatives. Rarely do the relatives feel it is looked upon negatively by their peers. The diversification of the corporate workforce has changed the way in which management must deal with workplace relationships. Whether formally acknowledged or not, they are a common occurrence in today’s corporate environment that must be addressed. The administration and management of employees is, at the very least, complicated by workplace relationships. From an organizational perspective it is advantageous to have a stated, written policy regarding interpersonal relationships in the workplace. To be effective it is important that the corporation properly communicate the policy to the managers and the employees. If properly implemented such a policy will serve to reduce the legal liability of the corporation and explicitly define what is considered a conflict of interest. It should also state what the corporation will tolerate in terms of a workplace relationship and how it will react to complications that arise from it. In most cases it is the responsibility of the frontline manager to enforce this policy. The implementation of corporate policy is usually executed at the frontline management level. It is the responsibility of the frontline manager to recognize the relationship and ensure that it does not become a workplace issue. When problems occur, the frontline manager must enforce the corporate policy based fairly and authoritatively. From the data gathered, it appears this is the area most in need of improvement. In general, workplace relationships seem to be a positive for both the employer and the employee. From the perspective of the people involved in the personal relationship it offers many advantages such as convenience and increased benefits. For the corporation workplace relationships provide committed, career minded employees who are less likely to change jobs as often. But when complications arise, it is important that a policy is in place and management is properly trained to effectively deal with the situation. How to cite The Interpersonal Relationships in The Workplace, Essay examples

Koran And Women Essays - Islam And Women, Women In Islam

Koran And Women The Koran's Attitude Towards Women The Koran is a book following the religion of the Muslim people. In it, many aspects of their ways of life and their attitudes towards different people are addressed. It mentions the strong feelings of the true believers towards Jews and Christians, however it gives a view of women that is taken two ways. A major part of their religion is the way women should be treated. This idea is a controversial topic as seen from a person that is not a true believer, or a Muslim. Conventional thinking brought out by the media have led non-Muslim people to perceive the treatment of women as suppressive. The Koran shows the reader both sides of the coin, and therefore, the reader must form an opinion of the way they thing women are treated. After reading The Koran, one would think that it belittles women, such as the way they are treated, and the role they play in society. However, with respect to their society habits, rituals, ways of life, and their religion, Muslim women are actually treated wi th more respect, and with more decency. The people of the book have very strict ideas about how society is to be run based upon their religion and culture. They are given certain rules and are expected to follow them. They have a proper understanding of how they are to live their life and how they are to treat other people. In the case of women, The Koran is very specific when it comes down to how they are to be treated and their role in life. ?Women shall with justice have rights similar to those exercised against them, although men have a status above women.? As long as you are not a true believer, you will never really know what this exactly means. Obviously in The Koran, men have more rights than women. But then how is this statement to be understood? In The Koran, men and women have rights that are far more gender bias; men are guided more towards money and power, while women are guided towards a family and the home. It is a society in which the woman is in charge inside of the house while the man has more power outsi de. People would think of this as degrading towards women, but it is done to look after them. As a protection to women, men are forced to go outside of the house into the world that is cold and evil. They are told that they must do this everyday and bring home money to provide for their family and wife. The woman is to stay home in a safe place and take care of what she knows best. This is not mean to make women feel inferior but to make them feel safe and free from the world. There are many reasons why people believe that women are treated without respect in the Islamic nations. First and foremost, it says in The Koran that women may be beaten: Men have authority over women because God has made the one superior to the other, and because they spend their wealth to maintain them. Good women are obedient. They guard their unseen parts because God has guarded them. As for those from whom you fear disobedience, admonish them, forsake them in beds apart, and beat them. Then if they obey you, take no further action against them. (64) Many people see this as wrong, but why? It is clearly stated in the Islamic religion that women may be beaten if they are disobedience. Why then, would a woman do something defiant if she knows that she will be hurt? She should realize that she must be a true believer and not be insubordinate; and if she is, then she must realize that she did something wrong, and according to her religion, she must be punished. She will know that she has done something wrong, and unfortunately will get beaten; however, if she is smart, she will know not to do it again and obey her husband. Another point that is stated in The Koran is that if a woman feels like she is being treated unfairly by