Ethnographic Research in Workplace Culture Studies

Ethnographic Research in Workplace Culture Studies Summary Ethnography: a research method for deciphering a behavior that is not in words or numbers. Ethnographic Research is a discipline based on the concept of culture that combines tactics of observation and interview to record the dynamic behavior. It needs the personal experience and possible participation, not just observation, by researchers. It has multidisciplinary teams and is very important have a focal point. Ethnographers study any human area; and the principal idea is moving from learning to testing. Ethnography has its roots planted in the fields of anthropology and sociology. Ethnographic research has variations in observational methods, which involves a commitment to get close to the subject being observed in its natural setting, to be factual and descriptive; and variations in observer involvement, observer is also a participant in the program activities being studied. In participant observation the challenge is to combine participation and observation so as to become capable of understanding the experience as an insider while describing the experience for outsiders. Three methodological principles: Naturalism. The objectives are the ethnographers carry out their research in natural, settings that exist independently of the research process. And the notion of naturalism implies that social events and processes must be explained in terms of their relationship to the context in which they occur. Understanding: in this point the human actions differ from the behavior of physical objects; involve interpretation of stimulus and the construction of responses. It is necessary to learn the culture of the group one is studying before one can produce valid explanations for the behavior of its members. Discovery: They have a general interest in some types of social phenomenon and/or in some theoretical issue or practical problem. The ethnographic research has generic guidelines for conducting fieldwork, and in particular evaluation situation, the needs of the interview, and the personal style of the interviewer all come together to create a unique situation for each interview. It is important have in mind that the privacy or copyright issues may apply to the documents gathered. Regard to ethics in ethnographic research; the researchers must make their research goals clear to the members of the community, where they undertake their research and gain the informed consent of their consultants to the research beforehand. The purpose of analysis is to organize the description in a way that makes it manageable. Description is balanced by analysis and leads into interpretation. Ethnographic With International Business The relationship between ethnographic research and international business has a great importance in our organisations, because they musthave a comprehensive and specific knowledge of the characteristics of each of its target markets in which they want to generate future international negotiations. Then as ethnographic research is the study of customs, behaviors, symbols of a specific culture, it becomes a tool that brings efficiency when business worldwide take place, because these studies facilitate to the organisation to adapt faster according to the features of the culture target. The ethnography as research method allows the companies to get an idea on consumers actual practices, and suggests the needs to promote certain products and communication strategies. Thus, problems are not verbally articulated by consumers are identified by the ethnographer, and turned into opportunities for modifying marketing strategies. Ethnographic observation came to be the first step towards innovation, because it promotes the discovery of uncover opportunities , not articulated in words or concepts. The ethnography of markets is an effective way to develop a detailed and contextualized understanding of the behavior and choices of consumers. For example, some applications in which ethnography has proven to be useful are: In the discovery and development of new products. The ethnographic approach is useful in studying the internal operations of businesses, employee groups and business environments. By knowing the appropriate language and cultural codes in different regions and cultural groups through ethnographic immersion, it is possible to reach new market niches such as groups ensuring loyalty to brands. References GORDILLO, Andrà ©s. â€Å"Contac with the real world†. [http://www.centronacionaldeconsultoria.com/articulos/Contacto%20con%20el%20mundo%20real.pdf] McDonalds [EAST http://www.youtube.com/watch?v=bgN7UNrjf3kfeature=related] [INDIA www.youtube.com/watch?v=AvjK5FJJjrQfeature=related] [EUROPE www.youtube.com/watch?v=aS3qoo0hzu0feature=related] [ www.youtube.com/watch?v=pDix0VvrV1g ] [ www.youtube.com/watch?v=40DykbPa4LcNR=1 ]   GENZUK, Michael. A synthesis of ethnographic research.   www-rcf.usc.edu/~genzuk/Ethnographic_Research   www.youtube.com   Class presentation. Ethnographic research.2010 National Organisational Culture National culture is a matter of what people believe deep down, and no one can force or buy such belief. [Millman, Gregory J.Culture. Jul 1, 2007] Organizational culture has expectations, standards and goals common to a group experiences, beliefs and values, both personal and cultural organization. So, organizational culture is different to national culture and is incorrect put in the same place, is necessary separate. So start in the organizational culture to one person, that in group develop and shape an organization, any and all decide to follow and work with it. It is important to recognize that organizational culture takes time to apply within an organization and describe the whole collection of assumptions, practices and norms that people adopt in an organization over time. The resulting culture of the organization is externally influenced by the culture of the nation and in many cases the communities that surround it. Now when we talk about changes in a company is not about changing the culture, but rather help it to solve the problems. A change in behavior depends on how the company uses its cultural strength, changing certain actions people should and should not do. The idea of changing culture in order to achieve some business objective, or even to comply with a court order, comes from a misunderstanding of what culture means. Cultural anything comes at the end of the process, and the cultures don ´t change, is possible but think I am trying a new strategy, trying to use acquisitions and integrate them to make the company grow. The point is, you do not go out and try to change the culture. You do something to improve performance. When entrepreneurs start businesses, they do what makes sense to them in the context of values and assumptions they may have had in mind since they were children. How they treat their people, and what their people expect, may depend on national cultural assumptions so deeply rooted that few ever question them but they can stymie attempts to change corporate culture. Now, in globalization, we need people who make slow decisions, who think before they act, who do not immediately voice any opinions, who are prepared to go against established practice.   Mead, Richard. 2004. International Management: Cross-Cultural Dimensions London: Blackwell Publishing. Chapter 1.   Millman, Gregory J. . 2007. Corporate Culture: more myth than reality? . The Free Library 23:44-47. Millman, Gregory J. (2007, July 1). Posted by MARIA CAMILA at 2:20 PM Is a corporate culture in every organisation?- Can it be modified?- How does is affect processes that require a deep organizational change? Organisational culture is the union of values (beliefs, ideas,) and rules which are shared by individuals and by groups within an organisation, which define the way you interact between people and the environment of the organisation. So, is possible that in every organisation are corporate cultures. With targets set from the values of the organisation, develop standards, guidelines and expectations that determine the appropriate behavior of workers in particular situations. But trying to determine the corporate culture, the desire to impose values and behavior standards that reflect the objectives of the organisation, not an easy task, since past situations brings with organisational decisions could be taken earlier. Organisational culture is symbolic, with its element leads its members to establish identity and exclusion processes. It is intangible and the only observable manifestations, so to get to change it; you have to start making simple changes from the symbols and customs that guide it. For example, in the conduct of its old and new workers, it should encompass all levels and departments within the organisation, from personal and social relations to the accounting rules. This culture has several effects on the behavior of its members, like: The attraction and selection processes. On memory processes and voluntary turnover, that if there is greater understanding between the values of employees and organisational culture, the greater the employee commitment to the organisation, and less voluntary departure. To be successful, changes in competitive strategy will require a consistent change in people, work roles, organizational structure, and technology. Internal changes in the organizational approach to improve human capability will require organizational learning, and an alignment of the strengths and values within the organization. By aligning the strengths and values within the organization, it will improve the overall success of the competitive strategy and meet with the long-term goals of the organization.Ver: [www.managementorganizationaldevelopment.blogspot.com ] If a culture is achieved flexible, changing cash, may adapt more easily to the external environment, fulfilling its mission and vision for. References Millman, Gregory J. Corporate Culture: more myth than reality?. Jul 1, 2007 www.humanresources.about.com/od/organizationalculture/ www.au.af.mil/au/awc/awcgate/ndu www.soi.org/reading/change/culture TOGGENBURG, Gabriel. EURAC research:Who is Managing Ethnic and Cultural Diversity in the European Condominium? The Moments of Entry, Integration and Preservation. Posted by MARIA CAMILA at 4:24 PM Migrants Workers Immigration to Canada refers to the process by people from other countries migrate to Canada to live permanently. Canada must have experienced some sort of immigration over the course of its early existence, for it had a population of around five million by 1901. Along the Canadian history millions of people have migrated to this country and nowadays the country has a population of more than 30 millions, the principal cause of population growth has been immigration. Immigration is generally caused by social, political and economic reasons, groups of people settle down permanently or temporarily in other country in order to find a better quality of life. Some countries typical of immigrants are Germany, Australia, Argentina, Brazil, Canada, Chile, USA, France, New Zealand and United Kingdom, where it ´s possible to study the phenomenon of foreigner who go to work. The immigrants face a challenge in the new country, the must to be part of it in the work field (legal permits, ID and social security) and also they have to assume new costumes and ways of life and integrate them to theirs. The history of immigration to Canada in the modern age began in great numbers after World War II. More Europeans moved into the country: Italians, Irish, Greeks, as well as continuing numbers of French and British. A second wave of immigrants came in the 1960s, mostly consisting of Asians, Hispanics, Indians, Caribbeans, and Arabs. At that time the Government introduced severe immigration restriction. In the 1960s, explicit discrimination on the basis of race or religion was eliminated, to be replaced by criteria and then a â€Å"points system† which emphasized the skills, education, and training of the independent immigrant, rather than his or her ethnic or confessional background. Canada has the highest per-capita immigration rate in the world, driven by economic policy and family reunification. There are three categories of immigrants: Family Class: closely related persons of Canadian residents Independent Immigrants: admitted on the basis of a point system that account for age, health and labour-market skills Refugees: seeking protection by applying to remain in Canada. In 2008, there were 65,567 immigrants in the family class, 21,860 refugees, and 149,072 economic immigrants amongst the 247,243 total immigrants to the country. Canadas future prosperity will depend on its ability to supplement its aging workforce by more effectively utilizing its current and future human capital. Indeed Canada is part of a global war for talent and need to attract the brightest and the best people such as scientists, entrepreneurs and engineers. Canada and other immigrant countries need an adequate planning and infrastructure to make sure that new citizens and future immigrants are able to maximize their potential and contribute to economic growth of the country. Do you think the Points System in Canada is meant to protect the countrys sovereignity?, or  ¿is it just a deliberated form of discrimination? Why? Immigration is a global phenomenon, which affects mostly developed countries. Many developed nations have restricted immigration policies in order to prevent unequal competencies and ensure the contribution to the economic and social growth of the country. I think the Points System in Canada is meant to protect the countrys sovereignity and it is not a form of discrimination. Canada is an open country and well recognized for its immigrations system, which attracts thousands of immigrants every year. The Canadian system is part of a set of immigrations policies and emphasizes the skills, education, and training of the independent immigrant, rather than discrimination factors. The Points System evaluates the capacity of the future immigrants to become a part of the Canadian society successfully and it is based on the demands of labor market. A fact which confirms the non-discrimination in immigration policy in Canada is the diversity of origin and culture of the current immigrant population. Immigrants come from Asia, Europe, Latin America, Africa and Middle East. Another remarkable fact is that all permanent residents are entitled to the same benefits from the government. Canadian immigration policy has kept a process of refinement and adjustment to achieve a balance between generosity and the countrys economic and social interests. This balance is the key support and credibility of such policy.   Verbeeten, David. 2007. The Past and Future of Immigration to Canada. Journal of International Migration Integration, 8(1): 1-10.   Class presentation. Migrants workers. 2010 Managing Diversity If we want to be successful, diversity is something we need to take care of. We must understand our context and realize how important it is to make diversity an item that can make us improve. The diversity can make us expand every day. This is because diversity brings with itself several cultures, depending of the place where they are. Those kind of points of view can increase the possibilities of create a lot of products that all the human classes would be able to afford. So diversity has the possibility not only to learn about it, but setting up our organization with the different ideas that came up from it. And these ideas are very significant because they are developed for the culture and traditions (and more). Also, its important to know that diversity can be present in different ways. For example, demographic variables, beliefs, behaviors, self conceptions, skills. This means that if we use all of these differences, we will be able to have too many options that increase us, not even as a company but as a person. And as a person, you can also acquire abilities to be an excellent manager; for example, avoid prejudices, increase employing, increase tolerance. As a team, we get the experience to talk work in groups, we can work with too many ideas that will help us in managing conflicts and in problems solution (â€Å"two heads think better than one†) and this will be productivity, that means less costs for the organization. As an organization, the most important thing its adapting a positive posture to the constantly changes that are happening all the time, thats why the organization needs to be flexible too. Of course these aspects together, permit to know a lot of ways to work in the organization, if we know how to include them, and work in a positive way with them, the differences always will allow having new projects in an efficient way and more complete. Accepting all the feedbacks, and correcting them, will bring you the possibility to improve day by day. 3. What are the limitations or challenges that a corporate diversity program faces?   Leadership: It must be well distributed instead of concentrated across the organization. The leaders must be able to create networks. They must to know how to manage diversity , letting people to express themselves and creating a share identity.   Diversity must be part of the organizations as policy and ethic factor, it let them to survive in the future scenes highly diverse.   Recognize all kinds of differences in profile and needs of the people, such as culture, age, sexual orientation, disability, professional competence, personal abilities, leadership styles, communication, etc.. The inclusion of the people because their differences in the organization will generate creativity, innovation and effectiveness. If people is happy in their workplace they will be more productive.   Slater, Stanley F., Weigand, Robert A., Zweilein, Thomas J., 2008. â€Å"The business case for commitment to diversity†. Business Horizons 51: 201-209.   Thomas, David A., 2004. â€Å"Diversity as Strategy†, Harvard Business Review, September 2004, 98-108.   Sylvie, Chevrier. 2003. Cross-cultural management in multinational project groups Journal of World Business 38:141-149.   Class presentation. Managing Diversity. 2010. Posted by MARIA CAMILA at 4:22 PM Understanding Diversity Definition of Diversity The concept of diversity encompasses acceptance and respect. It means understanding that each individual is unique, and recognizing our individual differences. These can be along the dimensions of race, ethnicity, gender, sexual orientation, socio-economic status, age, physical abilities, religious beliefs, political beliefs, or other ideologies. It is the exploration of these differences in a safe, positive, and nurturing environment. It is about understanding each other and moving beyond simple tolerance to embracing and celebrating the rich dimensions of diversity contained within each individual. The rise of multinational companies and increased global diversification by even small companies has resulted in people of diverse backgrounds and cultures working together in the same office or for the same organization. Conflict in such situations is inevitable, but understanding the diversity issues can help companies implement programs designed to keep conflict at a minimum and to take full advantage of the many benefits which such diversity brings to an organization. Key to understanding how diversity is managed in multinational organizations understands the concept of corporate culture (which defines organizations), diversity programs and their use to minimize conflict among employees, and the unique problems that employees working overseas encounter. The behavioral regularities are typified by the language, tasks, jargon and roles which members of the organization use and expect to find within the organization. Just as in a larger societal culture, an organizations culture supports certain language and behaviors from its members. The standards of behavior, or norms, that an organizational culture establishes define behavior newcomers to the organization. For example the Multicultural organizations (or organizations that value diversity) generally reflect the contributions and interests of diverse communities in their mission, operation and services. They enable diverse cultural and social groups to participate fully at all levels of the organization, particularly at the policy level. They act to eradicate all forms of discrimination and oppression and they seek to advance the principles underpinning multiculturalism/diversity at the broader societal level. When into the organizations Celebrating Diversity in the workplace, makes employees feel appreciate for their uniqueness, but acknowledging similarities fosters a more cohesive workplace, forging common bonds amongst colleagues. Most of these connections come from interpersonal interaction. Do you think the entry and integration of new members to the European Union are processes that promote diversity? , or on the contrary,  ¿strive to homogenize the European Society? I agree with the statement that the entry and integration of new members to the European Union are processes that promote diversity, because they reflect the aim to be organized in a way that ensures an interactive, educational and interesting experience for all country members. Europe is a continent proud of its cultural and social diversity, which proceed from different countries or specific regions and at the same time are part of the European cultural heritage. European Union wants to preserve that diversity, promote it and share it with the rest of the world. Those aims are specified in the Maastricht Treaty (1992), where for the first time the cultural dimension of European integration was officially recognized. European Union gives a cultural dimension to many ambits, such as art, literature, politic, education, language, scientific research, information technology and communication and economic development.   TOGGENBURG, Gabriel. EURAC research:Who is Managing Ethnic and Cultural Diversity in the European Condominium? The Moments of Entry, Integration and Preservation.   Millman, Gregory J. Corporate Culture: more myth than reality?. Jul 1, 2007   www.au.af.mil/au/awc/awcgate/ndu   www.soi.org/reading/change/culture   www.amssa.org   www.lotsofessays.com/   www.humanresources.about.com/od/organizationalculture Posted by MARIA CAMILA at 2:44 PM Expatriate Assignments Expatriates the type of people who go to another country, hired in most of the cases by transnational companies, in order to work successfully in a international environment. Expatriate employees pertain to employees that are non-citizens of the country in which they are working. Currently, the purpose of international expatriate assignments has evolved along with the changing globalization trends. Expatriate international assignments require that cost effectiveness and appropriateness issues be considered. Since globalization is now the current trend, it is important to be able to manage these international workers strategically and effectively. Increasing globalization of business requires more expatriates but employee costs and family considerations impede the mobility of the employees. personal aspects can include technical qualifications, personality and character factors, family willingness (including dual career and education aspects). Social, economic and political factors contribute to an expatriates feeling of satisfaction and well-being, so location is an important determinant. Many cultures are uncomfortable setting concrete goals and targets, prefering just in time planning and management tactics. The real success factor seems to be not so much in sending them out on assignment but in bringing them back home. One of the causes for expatriate assignment failure and some recommendations could be. An inability on the part of the expatriate family to adjust to the foreign environment is the main determinant of expatriate failure. Given that the reasons for expatriate failure tended to be the same, the role of the home company has increased as a contributor toward expatriate failure. Organizations need to be aware of their role as well as the importance of the spouse and family in managing expatriate assignments effectively. Nowadays exist a high failure rate among expatriates because neither they nor their families are prepared to deal with the level of uncertainty associated with the process. It is important that each organization that wants to succeed with the goals set for expatriates, meets their family details, as this is a fundamental aspect when someone is sent to another place of work, because being far away from family or having to leave several times, does that employees have family problems and can ´t meet the expectations. The selection policies must establish some features to choose the right person who can meet the requirements of the company, without interfering in the family relationship of their employees. Having a larger investment to be able to cover expenses for the expatriate and his family, thus organization gets a better performance from its employees, due to their relationships go well and their motivation can be higher. Participation flexible work being performed, where expatriates can have a chance to be a short period with a certain frequency in their country of origin.   www.themanager.org/Knowledgebase/HR/Expatriates   books.google.com.co   Class presentation. Migrant workers 2010. East Asia Japanese And Korean Korea is currently a front-runner among developing nations, getting closer to the ranks of developed nations. In the process of economic growth, a few dozen big business groups, of chaebols, have emerged. The fifty largest business groups account for as much as 20 percent of Koreas gross domestic product (GDP), and the five largest business groups, such as Hyundai, Samsung, Lucky-Goldstar, Sunkyong, and Daewoo, account for as much as 10 percent of GDP (Korea Development Institute, 1982). Chaebol Korean term for a conglomerate of many companies clustered around one parent company. The companies usually hold shares in each other and are often run by one family. Similar to the keiretsu in Japan. The conglomerates of South Korea, known as chaebol groups, have exerted enormous influence upon that countrys fast-growing economy. The tendency is that the large size chaebol results in larger shares of the family ownership. Keiretsus The zaibatsu were family-owned conglomerate businesses that were promoted by the Meiji government of Japan. The general structure of the keiretsu is an association of companies formed around a bank. They cooperate with each other and own shares of each others stock. The similarities and differences of Japanese and Korean management styles. Most of the similarities are concentrated in the area of cultural traditions in the form of Confucianism, with includes the harmony of interpersonal relationships, the hierarchical structure of the society and organization, the importance of family, the prevalence of authoritarianism, paternalism and personalism, the system of mutual obligation, and the universality of the guanxi network. The differences can be discussed along the lines of organization a structure, management process, and business strategies. To begin with, the nature of ownership varies a great deal among the four systems. In between are de Japanese keiretsus and the Korean chaebols. For the former, family ownership and business management have long been dissociated, while the latter is in the process of giving professional managers more decision-making power, though most families still hold the key posts in the companies. In addition, the ownership of large Japanese companies has become fairly public while the ownership of Korean business groups remains largely private. The also differ each other a great deal in terms of organizational size, ranging from very small CFBs to very large keiretsus, with Korean chaebols and the Chinese CSEs lying in between. Except for the keiretsus, the other three are highly centralized, with small CFBs probably having the highest degree of centralization. In Korea, the family inheritance is strictly based on the blood relationship, with the eldest son given the priority. Government ´s intervention: Credit; foreign exchange rationing; export growth:benefits .Favorate firms grew faster and diversified better. In Japan, however, the concept of is applied to family inheritance, and its primary purpose is to maintain the wealth of the family under the leadership of a capable person rather than to bequeath the wealth only to the blood-related family. Not all companies are alike. Market share-growth strategy. Value maximization.Participation of workers and middle management-building group loyalty. Right kind of customers information exchange.Flexible manufacturing connecting product design and production. Corporate values- to carry organization through a change.   Lee, Jangho, Thomas W. Roehl, Soonkyoo Choe. 2000. What Makes Management Style Similar and Distinct Across Borders? Growth, Experience and Culture in Korean and Japanese Firms   Class presentation. Korea. 2010 China The economy of China is the third largest in the world, after the United States and Japan. China is the fastest-growing major economy in the world, and has had the fastest growing major economy for the past 30 years. China, economically extremely backward before 1949, has again become one of the worlds major economic powers with the greatest potential. In the 22 years following reform and opening-up in 1979 in particular, Chinas economy developed at an unprecedented rate, and that momentum has been held steady into the 21st century. In 2004, China further strengthened and improved its macro control, and the economy entered its best ever development period of recent years. So far, Chinas remarkable economic growth has come mostly from its trade and export dominance. A combination of low wages, specialized regional networks and product exporters has enabled China to become the global economys low-cost supplier. To achieve high performance, Chinese companies need to identify where their competitive advantages will lie in a global marketplace and build the necessary skills to capitalize on these opportunities. The relevance of Guanxi and the existence of Chinese business networks as supporting factors to the internationalization process of Chinese companies. Guanxi is a second currency and constitutes a key or a secret to corporate success in China and It is a Chinese word which is also recognized in Japan and Korea. Thus, together, Guanxi can be translated as relationships and connections. Thus, Guanxi is a social dimension, and a human factor. A large number of researches on doing

Mildred Pierce and the Domestic Role of Women in the 1930s Essay

Mildred Pierce and the Domestic Role of Women in the 1930's Women’s place in society during the 1930’s was very different compared to the role that women have in today’s society. Fortunately, these days women are free to decide what type of jobs to have when to marry and when to have children. Unfortunately during the thirties women did not have these choices. According to Mary Kinnear in her book Daughter of Time, â€Å"In the United States the proportion of women workers engaged in professional work increased only from 11.9 percent to 14.2 percent between 1920 and 1940.† During this time, the role of housewives meant that they were responsible for most of the household duties and taking care of the children. Ann Oakley said in her book Woman’s Work, â€Å"In the social image of a woman, the roles of wife and mother are not distinct from the role of housewife.† This was the role that the character Mildred Pierce played in the Mildred Pierce novel until she discovered that she could do better than being a housewife. Her talent in the kitchen became the asset to her success. When Mildred discovered that she was good in the kitchen, and specially at baking pies and cakes she took this as the first opportunity to sell her cakes to her friends. The cakes that Mildred baked were not the ordinary cakes that sold on the marketplace. Her cakes had the extra touch that made people admire them. They were so beautiful and delicious that the orders increased as well as her confidence. She knew that baking cakes could lead her to have a better future as a businesswoman. Her second opportunity came while working in a restaurant where she knew that this could be a great place to get to be known for her talent in baking delic... ...her book Images of Women in American Popular Culture, â€Å"Many analysts agree that woman’s place was in the home, having and raising children and not in the paid labor force.† However, Mildred’s abilities to grow as a cook not only allowed her to succeed in opening her first restaurant, and eventually turning it into a profitable chain of restaurants, but it also made her unique from women of this era. Works Cited Cain, James M. Mildred Pierce. New York: Random House, 1941. Deckard, Barbara S. The Women’s Movement. New York: Harper and row, 1975. Dorenkamp Angela G. Images of Women in American Popular Culture. San Diego: Harcourt Brace Jovanovich, 1985. Kinnear, Mary. Daughters of Time. Michigan: The University of Michigan, 1982. Oakley, Ann. Woman’s Work. New York: Random House, 1974. www.otal.umd.edu/~vg/images/woman_in_kitchen_c.1937.jpg

Doud Chronicles Power Trip :: Essays Papers

Doud Chronicles Power Trip The story Disney’s Doug Chronicles Power Trip is about Doug and his problems at school. Doug’s problem was that Vice Principle Bone chose Doug to be the hall monitor. Doug was surprised because he was hand-picked from all the other students. At first Doug thought that it would be dorky, he put on the orange belt but as he was walking to class all the other students were walking the opposite direction, Doug saw he friend, Skeeter. Doug asked â€Å"whats going on?† â€Å"Principle White Announced that there was going to be an assembly in the auditorium,† Skeeter said. The assembly was about a police man from the city, Doug saw how he looked in the uniform and he started day dreaming about him being hall monitor and how he can impress Patti (Doug has a crush on Patti). On Tuesday Doug was doing his regular routine of being the hall monitor, Doug saw Roger the school bully, walking by as the tardy bell rang. Since Doug was new he let him slide and just give him a warning, the other kids in the classroom were amazed that Doug actually stud up to Roger. On Wednesday Doug felt he had more power. A student went up to Doug congratulated him.As Doug was going back to class he saw Roger and his gang in the hall Doug pointed at the clock and Roger left disappointed. On Thursday, Doug was getting a little carried away, he was standing on a stepladder with a megaphone in his hand barking orders. Doug saw Patti running but he just asked â€Å"would you please slow down?† Skeeter walked up to Doug, Skeeter started talking but it seemed that nobody was home. Skeeter walked away mumbling disapoitedly. When Doug went home he still felt like he was in control, he started telling everyone what and what not to do, everyone was angry at Doug. Finally on Friday morning Doug once again caught Patti running, Doug was nervous of what to do, he tried not look at her eyes as he was giving her a detention slip. Patti was undoubtedly upset. Doug really felt bad and he decided to wait for her before she got to detention but unexpectedly it was Vice Principle Bone to arrive first, Doug

Foods That Make You Hungrier Essay

Feeling hungry? You should eat. But what if the foods you’re eating actually make you hungrier than you were before you dug in? It’s a more common conundrum than you might think.  Ã¢â‚¬Å"Hunger is a result of many complex interactions that occur in the stomach, intestines, brain, pancreas, and bloodstream,† says weight-loss specialist and board-certified internist Sue Decotiis, MD. Problem is, it’s a circuit that’s easily hijacked. Here are 11 foods that can make you feel like you’re running on empty—even when your stomach is stuffed. Juices Juicing is all the rage, but these â€Å"healthy† drinks contain all the sugar of your favorite fruit, but none of the fiber-containing pulp or skin. That means drinking a glass of juice can shoot your blood sugar levels up—and then back down again—bringing on hunger, according to Mitzi Dulan, RD, author of The Pinterest Diet: How to Pin Your Way Thin. Your better bet: blend a smoothie using whole fruit instead, and mix in a scoop of protein powder or nut butter to help balance your blood sugar and boost satiety. (Just be sure to steer clear of sugary fro-yo or sherbet.) Salty snacks There’s a reason why you crave something sweet after polishing off a bag of potato chips. Chips, pretzels, and salty snack mixes are little more than quick-digesting simple carbs, which can spur insulin highs and subsequent lows, Dulan says. And since your taste buds and brain link fast-acting energy with sweet foods, it’s common to have a craving for something sweet once you finish your salty nosh. What’s more, thanks to a phenomenon known as sensory specific satiety, you can fill up on chips and feel like only your salty stomach is full. Your sweet one can still feel empty, Dulan says. So get ready to eat two stomachs’ worth of food. Alcohol Alcohol doesn’t just lower your healthy-eating resolve, it downright makes you hungrier: According to research published in Alcohol & Alcoholism, just three servings can slash your body’s levels of leptin—a hormone designed to squash hunger and keep you feeling full—by 30 percent. â€Å"Alcohol can also deplete your body’s carbohydrate stores (called glycogen), causing you to  crave carbs in order to replace what was lost,† Dr. Decotiis says. And if you find yourself craving salty snacks, dehydration and a loss of electrolytes may be at work. Fast food Pretty much every ingredient behind a fast food counter is designed to make you supersize your meal. For instance, trans fat inflames the gut, potentially impairing the body’s ability to produce appetite-controlling neurotransmitters such as dopamine and serotonin, Dr. Decotiis says. Meanwhile, the GI tract absorbs high fructose corn syrup (commonly found in buns, condiments, and desserts) quickly, causing insulin spikes and even bigger hunger pangs. Lastly, fast food’s huge helpings of salt can spur dehydration. And with symptoms that closely mimic those of hunger, it’s easy for dehydration to trick you into thinking you need to go back for seconds. White pasta White pasta packs all of the same problems as white bread, but it does deserve its own mention as a hunger-offender because it’s so easy to eat far too much of it. A standard serving size of cooked pasta is just half a cup cooked, but restaurants regularly serve up four cups in a single entrà ©e. When you overload your body with simple carbs, your pancreas goes into overdrive churning out insulin, and soon you’ve produced so much of the sugar-managing hormone that your blood sugar levels are low and you’re ravenously hungry. And consider this: What are you pouring over your pasta? If it’s a store-bought sauce, then it probably contains even more hunger-spiking sugar.

Code of conduct Essay

A Code of Conduct is published and disseminated to its employees, and to existing and potential stakeholders such as members of the board of directors, customers, partners, vendors, suppliers, potential employees and the general public. Frequently posted on the organization’s website and in their annual report to shareholders, the Code of Conduct is both an internal commitment to a standard of behavior and beliefs and a public declaration of the organization’s position on a set of standards, values, principles, and beliefs. The Code of Conduct is the heart and soul of a company. Think of a Code of Conduct as an in depth view of what an organization believes and how the employees of an organization see themselves and their relationship with each other and the rest of the world. The Code of Conduct paints a picture of how employees, customers, partners, and suppliers can expect to be treated as a result. After going through major corporation code of business I decided to write a paper based off of one companies code of business ethics outline. That company is Amazon. The reason I chose Amazon was how simple there code of conduct in ethics was for how large of a corporation they are. The following are the things I felt could used revision. The company I found online for code of conduct was Amazon. They had a short and simple code of ethics page. Although short and to the point I feel they left a few things out. Amazon is a company that relies on distribution through vendors and returning customers. I felt that nowhere on this page was there a place that states they hold management or vendors accountable. Owner and upper level management accountability is very import for a company’s code of conduct. These individuals are requires to show honesty, transparency and integrity in their daily rolls. This sets the ethical base for a company, along with it also keeps individual owners and managers accountable for their actions. A unethical manager that is allowed to rein free in a business can create a difficult business situations and over extend a company’s resources. The next point I would like to make is, even though they mention compliance  with the laws I think they fail to mention anything about inappropriate behavior. Many companies use a code of ethics to prevent inappropriate employee behavior. Inappropriate behavior can include lying to clients, engaging in froud, failing to meet specific operational standards or similar conduct. A code of ethics about this subject can help employees understand why these actions are inappropriate and the reasons companies expect better behavioral performance. Companies may also limit their legal liability from poor employee performance by usiing this code of ethics. Another great point I would like to bring up about Amazons ethics code is their ability to institute the code. For a code of conduct to be useful, it is importance to introduce and endorse it at the highest level of business. Once the code is written, The CEO and governing body should sign off on it. Then, the company can incorporate it into training programs. Many companies require staff members to sign a document that they read and understand the code, and others require all employees to abide by the code as conditions of their employment. Many companies also use an internal review to measure the effectiveness of their code. This may be all done internally, but nowhere on the code of conduct was it instructed or announced that they do this. A code of conduct is developed either by a powerful executive, or often the owner. In amazons case is feel this was a cross section of employees that have executive influence, so it would be easier to incorprate and integrate. It is more likely to affect the actual beleifs and operation of the organization. The code of conduct will most likely acheive full implementation with in the organization when more are involved in the creation. Due to this I feel amazon has missed a few valuable areas in which they can improve on with their revisions for the future with code of conduct and ethics. Cite: Retrieved June 1, 2014, from http://phx.corporate-ir.net/phoenix.zhtml?c=97664&p=irol-govConduct

PACCAR System Lab Essay

1. Why did PACCAR commit such a large amount of resources to electronic systems during the recession? PACCAR decided to commit such a large amount of resources to electronic systems during the recession because they knew it was something they needed to introduce in their company to stay competitive. It also would help their staff with smart technology as it relates to navigation and engine performance. PACCAR knew that with these upgraded systems they could both have better intelligence for their customers as well as better navigation and output readings for their drivers. Even though it was during a recession, PACCAR saw this as an opportunity to do some in house improvements. 2. What are the beneï ¬ ts of PACCAR’s new navigation system and diagnostic system to truck drivers? The benefits of PACCAR’s new navigation system and diagnostic system to truck drivers are abundant. With the new diagnostic system drivers can keep an eye on anything wrong with their truck and with new software updates to only add gauges, it seems like drivers will be able to see a small problem and fix it before it becomes a bigger problem. The new navigation system shows drivers heights of bridges, weight limits on bridges, rest stops, weigh stations, and anything else a driver may need. As we all know it is hard navigating somewhere you’ve never been before. With this navigation system the driver doesn’t have to worry about any height or weight issues because the system knows any restrictions. 3. What are the beneï ¬ ts to PACCAR of collaborating with outside companies in building new systems? Some benefits to PACCAR collaborating with outside companies in building new systems are that they have an already knowledgeable group working on the new systems and that they, in turn, get taught that knowledge and can take on  the responsibility of upkeep and updating the system after it has been integrated. When you are not an expertise in software development and things like that, trying to just do everything in house can be just as, if not more expensive as getting someone to do it that knows what they are doing. Not only that, but if you mess something up, you may not even realize it until it is way too late, causing more problems. Also what better way to learn then from watching and working with someone that is an expert in the field. By gaining all of that experience and know how, PACCAR can now create updates and fix issues on their own without having to outside consult anymore, unless it is necessary. 1. Describe the reasons that Hilton decided to collaborate with IT partners rather than develop its own information systems in house. Hilton decided to collaborate with IT partners rather than develop its own information systems in house because they knew what a huge undertaking developing its own information systems would be. Hilton had different business it needed to deal with and it had no real knowledge of the IT world, so it needed some help. We know it was a huge undertaking because they asked five different companies to run five different parts of their IT. This leaves Hilton the ability to run its business and not have to worry about things like IT. 2. What are the problems associated with collaborating with ï ¬ ve large strategic IT partners? Provide speciï ¬ c examples to support your answer. Some problems associated with collaborating with five large strategic IT partners would be each company has its own strategy. For example, IBM and Microsoft do a lot of the same things, so how does Hilton decide who runs what, or who has power to adjust things over the other. Does IBM run all the data collection and storage with its server knowledge or does Microsoft because Hilton is using their software. At the same time, all of this is done wirelessly, so when there is a problem, who do we contact? The network provider, who is AT&T, or the server provider IBM. It can get tricky, but I am sure Hilton has a team that sorts these type of problems out.

The Bribary Scandal at Siemens Ag

For example, I am quite familiar with the ways business is done is Russia and I can assure you that bribing cases are very common there, with number of them being literally unavoidable. As for the case with bribing Wilhelm Seychelles, the chairman of the AUP labor union, I think it was completely unnecessary for such a big and respected company like Siemens to do that. Such bribing is certainly avoidable and It Is not worth for the company to risk It's reputation.In my opinion, It should be a concern of governments to prevent such actions and create mechanisms hat make any types of bribing activities Impossible, especially In companies In which the state owns a controlling stake. 2. I think if a company has a respected name in the field, offers competitive prices and meets all qualifications to win a contract, then it has couple of options to do so without bribing: a. Status off well-known and respected company gives it an ability to contact the government officials and local analogu e of U. S.Securities and Exchange Commission beforehand and ask to monitor the process of tendering. B. If the contract is for a large amount of money and, maybe, socially important, it might e a good Idea to attract the media to the deal. I believe these two options would scare away any company managers who are Intended to benefit from bribing. However, If the company Is In the situation when somebody demands money in return for a contract, it should immediately notify an appropriate agency and provide sufficient evidence in order for the officials to impose punitive sanctions against a breaking company. . In my opinion, the board made a right decision in not extending Killdeer's term. Even though Killed was not implicated in the scandal directly, l, honestly, hardly live that he, as the CEO of Siemens GAG, was unaware of the unlawful actions that had taken place within the company, since the amounts spent on the ‘consulting services' (Ð ²?420 million) seem to be too large n ot to notice them, or at least questionable.The practice of bribing for contracts might have been common at Siemens before and was Inherited by Killed from former CEO, Heimlich von Peeler. This practice doubled with Killdeer's aggressive, American style of management could have been reasons why Siemens GAG performed so well in the last few years roll to ten scandal. I also Delve Tanat whenever Clientele 010, It was Tort ten Detente of the company.After Killdeer's departure, considering how successfully he managed the company, it is most likely that Siemens' rate of growth and value of its shares will drop. If it wasn't for the bribery scandals, Killed could have much more work done for the company benefit over the following years. 4. As I could tell from the case and from my own experience, there are many companies that give money or gifts in exchange for contracts or some sort of favors. Siemens is not the only company accused of bribery.The enormous amounts Siemens spent on bribin g government officials and companies' managers probably led the investigations to begin. There are number of Siemens' competitors who were not as wealthy, and, as a consequence, couldn't get the same contracts, even though they might have been more qualified. My assumption is that the Siemens' competitors, angry about such injustice, could have been initiators of the investigations, which revealed the cases of bribing. Generally, I think Siemens was just unfortunate to get caught.