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

Wife Of Bath Essays - Fiction, Literature, Kingdom Hearts Characters

Wife Of Bath Essays - Fiction, Literature, Kingdom Hearts Characters Wife Of Bath The Wife of Bath, Dame Alice is quite a spiteful woman even though she desires only a few simple things in life; power and control. Through her prologue and tale, she makes mirror images of herself , which reflects the person who she really is. Dame Alice desires the obvious in life, but what she most desires above all is being more powerful than her man, her spouse, and her lover. In a relationship, she wishes to be dominant, the one who has the last to say, the one who has control over all things in the relationship. This can be first seen in her prologue, I'll have a husband yet who shall be both my debtor and my slave and bear his tribulation to the grave upon his flesh, as long as I'm his wife. For mine shall be the power all his life over his proper body, and not he(55-59). It is then shown again in her tale when knight returns the castle and fulfills the task assigned by the queen, a woman wants the self-same sovereignty over her husband as over her lover, and master him; he must not be above her (174-176). Yet another example of Dame Alice's wish to be dominant is presented later in the tale told by her. The old hag, after marrying the knight, gives him a choice. It was either to have her old and ugly but faithful o r young and pretty but wonder off. You have two choices; which one will you try? To have me old and ugly till I die, but still loyal, true, and humble wife that will never displease you all her life, or would you rather I were young and pretty and chance your arm what happens in the city where friends will visit you because of me, yes, and on other places too, maybe.(309-316) By comparing the Wife of Bath's prologue to her tale, it is quite obvious that Dame Alice wants to be the old hag. In some aspects, Dame Alice can be said to be jealous of the old hag. After all, the hag was given power and dominance over her husband. In Dame Alice's true life it was not completely true. The husbands that Dame Alice had, three of them were good and two were bad. (92) The three that she had were called 'good' because they were rich and old(93) Dame Alice had complete control over them. But for her fourth and fifth husband, there was another story. The fourth one cheated on her and the fifth one, Johnny, she loved most, the one I took for love and not for wealth(339) And it is because she loved him so that she gave up everything to Johnny. I handed him the money, lands, and all that ever had been given me before; this I repented later. . .(401-403) From this it can be seen that Johnny had the upper hand. And of course, this is not what Dame Alice desire. However, in he r tale, the old hag has the power in the relationship. She is given the choice of what to do and when to do it, you make the choice yourself(322). Dame Alice had the option of choosing taken away from her when she gave everything to Johnny. The major similarity between Dame Alice and the old hag is the appearance. Both Dame Alice and the hag are not very attractive and both are old. Dame Alice is describes herself as I was forty then, to tell the truth. But still, I always had a coltish tooth. Yes, I'm gap toothed; it suits me well(394-396). The old hag is described by the knight in the tale as old, and so abnomably plain, so poor to start with, so low-bred to follow(236-237). The old hag is then described as being old and fouler then a fen(303). After Dame Alice's tale is told, it is simple to see that all she wants is what every woman wants in a relationship, the self-same sovereignty over her husband as over her lover, and master him; he must not be above her.(175,tale) And it is because of this desire for power that Dame

Useful English Phrases for Running a Business Meeting

Useful English Phrases for Running a Business Meeting This reference sheet provides short phrases to help you run a business meeting from start to finish. Generally speaking, you should use formal English to run a business meeting. As you participate, its a good idea to paraphrase others ideas to make sure you understand. Opening the Meeting Welcome participants with quick phrases and get down to business. Good morning/afternoon, everyone.If we are all here, lets. . . get started (OR)start the meeting. (OR). . . start. Good morning everyone. If were all here, lets get started. Welcoming and Introducing Participants If you have a meeting with new participants, make sure to introduce them before as you start the meeting. Please join me in welcoming (name of participant)Were pleased to welcome (name of participant)Its a pleasure to welcome (name of participant)Id like to introduce (name of participant)I dont think youve met (name of participant) Before I get started, Id like to please join me in welcoming Anna Dinger from our office in New York. Stating the Principal Objectives of a Meeting Its important to begin the meeting by clearly stating the main objectives for the meeting. Were here today toOur aim is to ...Ive called this meeting in order to ...By the end of this meeting, Id like to have ... Were here today to discuss the upcoming merger, as well as go over last quarters sales figures.   Giving Apologies for Someone Who is Absent If someone important is missing, its a good idea to let others know that they will be missing from the meeting. Im afraid.., (name of participant) cant be with us today. She is in...I have received apologies for the absence of (name of participant), who is in (place). Im afraid Peter cant be with us today. Hes in London meeting with clients but will be back next week. Reading the Minutes (Notes) of the Last Meeting If you have a meeting that repeats regularly, make sure to read the minutes from the last meeting to make sure that everyone is on the same page. First, lets go over the report from the last meeting which was held on (date)Here are the minutes from our last meeting, which was on (date) First, lets go over the minutes from our last meeting which was held last Tuesday. Jeff, could you please read the notes? Dealing with Recent Developments Checking in with others will help you keep everyone up to date on progress on  various projects.   Jack, can you tell us how the XYZ project is progressing?Jack, how is the XYZ project coming along?John, have you completed the report on the new accounting package?Has everyone received a copy of the Tate Foundation report on current marketing trends? Alan, please tell us how the final arrangements for the merger are coming along.   Moving Forward Use these phrases to transition to the main focus of your meeting. So, if there is nothing else we need to discuss, lets move on to todays agenda.Shall we get down to business?Is there any other business?If there are no further developments, Id like to move on to todays topic. Once again, Id like to thank you all for coming. Now, shall we get down to business? Introducing the Agenda Before you launch into the main points of the meeting, double check that everyone has a copy of the agenda for the meeting. Have you all received a copy of the agenda?There are three items on the agenda. First,Shall we take the points in this order?If you dont mind, Id like to ... go in order (OR)skip item 1 and move on to item 3I suggest we take item 2 last. Have you all received a copy of the agenda? Good. Shall we take the points in order? Allocating Roles (secretary, participants) As you move through the meeting, its important that people keep track of whats going on. Make sure to allocate note taking. (name of participant) has agreed to take the minutes.(name of participant) has kindly agreed to give us a report on this matter.(name of participant) will lead point 1, (name of participant) point 2, and (name of participant) point 3.(name of participant), would you mind taking notes today? Alice, would you mind taking notes today? Agreeing on the Ground Rules for the Meeting (contributions, timing, decision-making, etc.) If there is no regular routine to your meeting, point out the basic rules for discussion throughout the meeting. We will hear a short report on each point first, followed by a discussion around the table.I suggest we go round the table first.The meeting is due to finish at...Well have to keep each item to ten minutes. Otherwise well never get through.We may need to vote on item 5, if we cant get a unanimous decision. I suggest we go round the table first to get everyones feedback. After that, well take a vote. Introducing the First Item on the Agenda Use these phrases to begin with the first item on the agenda. Make sure to use sequencing language to connect your ideas throughout the meeting. So, lets start withShall we start with. .So, the first item on the agenda isPete, would you like to kick off?Martin, would you like to introduce this item? Shall we start with the first item? Good. Peter will introduce our plans for the merger and then will discuss the implications.   Closing an Item As you move from item to item, quickly state that you have finished with the previous discussion. I think that covers the first item.Shall we leave that item?If nobody has anything else to add, I think that covers the important points of the merger. Next Item These phrases will help you transition to the next item on the agenda. Lets move onto the next itemThe next item on the agenda isNow we come to the question of. Now, lets move onto the next item. Weve been having a bit of a personnel crunch lately. Giving Control to the Next Participant If someone takes over your role, give control to them with one of the following phrases. Id like to hand over to Mark, who is going to lead the next point.Right, Dorothy, over to you. Id like to hand over to Jeff, who is going to discuss the personnel issues. Summarizing As you finish the meeting, quickly sum up the main points of the meeting. Before we close, let me just summarize the main points.To sum up, ...In brief,Shall I go over the main points? To sum up, weve moved forward with the merger and expect to start work on the project in May. Also, the personnel department has decided to hire additional staff to help us with the increased demand. Suggesting and Agreeing on Time, Date and Place for the Next Meeting As you end the meeting, make sure to arrange for the next meeting if necessary. Can we fix the next meeting, please?So, the next meeting will be on... (day), the . . . (date) of.. . (month) at...What about the following Wednesday? How is that?So, see you all then.   Before we leave, Id like to fix the next meeting. What about next Thursday? Thanking Participants for Attending Its always a good idea to thank everyone for attending the meeting. Id like to thank Marianne and Jeremy for coming over from London.Thank you all for attending.Thanks for your participation. Thank you all for your participation and Ill see you next Thursday. Closing the Meeting Close the meeting with a simple statement. The meeting is closed.I declare the meeting closed. Explore useful phrases and proper language use in these business English articles: Introduction and Example Meeting Dialogue Phrase Reference Sheet for Participating in a Meeting Formal or Informal? Appropriate Language in Business Situations

Bacteriophage therapy Essay Example | Topics and Well Written Essays - 750 words

Bacteriophage therapy - Essay Example Presently, people are in danger from exposure to chemicals that are hazardous risks to infectious burns. Acquisition of the pathogens thus serves as a triumph for medicine. Options available for treating burn patients are often few and only very toxic antibiotics the likes of colistin can effectively work due to their high levels of toxin. It is thus evident that there underlies impending danger in medicine if better solutions for treating patients with severe burns are not sought. It is a result of this observation therefore that this research study aims at carrying out a survey of the use of bacteriophage to treat patients suffering from severe burns. Bacteriophage viruses use bacteria as their host, and, therefore, the human body cells are at no risk at all. With the help of this thesis therein, not only will an analysis of the use of bacteriophage in the infections be sought but also possible threats to the human immune system. Based on a number of lab tests performed by a couple of collected samples, there has been no scientific evidence on the probable toxic potentiality making the widespread use of the bacteriophage over the years. However with intent of adopting them as sole treatment method of dealing with harmful bacteria infections among countries of the west, there is the quest to carry out more scientific research and testing as well as adopt more stringent measures to effectively authenticate on harmless state of the bacteriophage (Fillipis & Mckee 39). Upon some samples being separated from human biopsies, identification for toxic traces, as well as possibilities of the proliferation of cells, was carried out, and the phage passed the test as no traces were evident. On the contrary, researchers posed possible importance of the phage on the survival of cells. Based on this research evidence, therefore, since the bacteriophage showed no traces of toxins in the human

Cross Culture Managment - South Korea Essay Example | Topics and Well Written Essays - 1500 words

Cross Culture Managment - South Korea - Essay Example The capital of South Korea, Seoul is also the city covering its largest area of land. Korea was a huge region that came under separation into its North and South portions after the end of World War II. Since the two parts of Korea were not in a good friendly relation from the time of their formation, therefore, it resulted in wars between them. The war was a stepping-stone for the southern region, as after the war their economy saw a dramatic boom that revolutionized the recognition and position of the country in its neighborhood (Haggett, 2002). With the economical boom, that the country experienced gave a rise to the lifestyle of its citizens, thus boosting its social sector. Over the passage of time, it developed its technological, transport, manufacturing, industrial and economic sector phenomenally that it made its place in the world rankings. The country has a high population density, as a huge number of people inhabit a comparatively small piece of land. Diverse cultures do no dominate the Korean population and it has come under observation that a larger proportion of the populace consists of people of Korean race and Chinese people forms a minority. South Korea does not restrict its denizens to practice a particular religion and have the liberty to follow their religious rituals. A big faction of the people follows â€Å"Christianity and Buddhism, whereas Islam, Shamanism, Confucianism, Chondogyo are the religions that comes under practice by the minorities† (USA International Business Publications, 2005). South Korea is a democratic country that comes under the leadership of President but the power does not come under confinement only in the hands of the president. Legislation and Judiciary also have rights on the power of making legal decisions. Culture of South Korea Korean language generally known as Hangul by the natives comes under common usage to communicate with one another. This language finds its origin from an ancient language known as Altaic, which was widely spoken centuries back. Hangul is well comprehendible and understandable by the locals despite of the fact that it has quite a lot of forms and accents (Connor, 2009). The language is simple and easy and due to this reason, one can learn it effortlessly without difficulty. It also contributes to one of the achievements of the country that is to have a secularly qualified and educated population. Though Hangul do not relate much to the Chinese language, still some Chinese characters come in association with it as an influence of the minor Chinese population residing in the South Korea. English being a universal language retains its importance amongst Koreans as well, therefore, schools have made English as a subject of learning (Connor, 2009). The attitude of the Korean population has seen a drift as earlier people had thinking that was more conservative and gender discrimination came under finding in heights. This trend saw a radical turn after the boosting of the economy and the perceptions towards the girls came under transformation. Opportunities came into the provision to the females in the world of business. The opportunities developed the concept of individualism and independence in females and they no longer made themselves dependent on their male spouses, which uplifted their position in the society (Connor, 2009). Despite of all the success and gains that South Korea has experienced, it has retained its history and has not