Personal Values Essay Example | Topics and Well Written Essays - 750 words

Personal Values - Essay Example There is a great deal of focus on customer satisfaction and loyalty within the company. I found these values highly impressive and since they were reflected in the way things were done at Kudler, I feel they were more than just words. Kudler believes that it doesn't need to lower its prices to draw more customers. It wants to retain its existing customers and attract potential ones with the help of a different strategy. This is a good strategy and I believe that the firm understands that it is not always the price that matters. Kudler knows that the people who appreciate its products are quality conscious people and hence it is the product itself which is important to them and not the price. Thus Kudler has not made Price a differentiating factor to attract customers. Kudler has been working on various things to improve customer loyalty and to track their preferences. For one, Kudler plans to offer differentiating services to its customers who this would be a new and unique bakery experience for them. In order to do that, the firm plans to track customer's tastes and preferences in order to serve them better. The one area where I need more understanding is company's use of technology. While the company has always been willing to incorporate technology, I still find its use of technology very limited. This shows that the company either has not been paying too much attention to technology or it is deliberately keeping the use to a minimum. As a manager that first thing I would like to work on would be the use of technology. With Internet becoming such a formidable force, I would like to harness the power of this technology to make operations even more efficient and systematic at Kudler. Internet can be used for various purposes such as: 1. To reach a wider customer base 2. to track the tastes and preferences of customers 3. To announce new promotions and products 4. To conduct polls on products 5. To offer new customers with coupons 6. To track the number of customers interested in Kudler products 7. To get feedback My plan to accomplish this would include minimum budget since I understand that Internet systems do not need cost a lot provided you know the right people in the business. I understand that once a system is in place, we would need to train some of our staff especially for the purpose of working online to product customers with instant answers to their queries and to work on their feedback. We will need to start with having a website dedicated to customer service improvement. This site will have a poll, information on new products and new promotions, it would also include a feedback form plus other important things in an entertaining way so people would want to stay on the website. I find its customer service focus very appealing. I have worked for other companies and have found that often the reason for failure is lack of concern for customers. I am highly interested in improving customer service at Kudler and I find that this company is equally interested and equally committed to it.

Comparative Commentary Essay Example for Free

Comparative Commentary Essay Examine the use made by writers of innocence and/or ignorance, comparing the presentation of such elements and their effects on the individual works you have studied.  Ignorance has impeded human progress, impeded human prosperity. This very characteristic has tainted the world with injustice and allowed ignorant ones to abdicate responsibilities. Within the Greek tragedy Oedipus Rex, and the modern tragedy Death and the Maiden, Sophocles and Dorfman have focused upon this universal trait to depict a microcosm of the world with the political and social issues stemming from ignorance. The central theme of the pursuit of knowledge has been highlighted through employing ignorance as the fundamental trait of the protagonists within both plays. A hierarchical society is portrayed within both plays and male protagonists dominate the peak. They have the ultimate power and power provides soil for ignorance. The male protagonists are ignorant to accept the truth. In the exposition of Oedipus Rex, Oedipus declares You know me, the world knows my fame, I am Oedipus. The protagonist fully displays his power and ignorance has rooted upon his attitude. The notion of male superiority is also embedded within Death and the Maiden. Gerardo has the ultimate power in the household. In fact, he abdicates domestic responsibilities within the household. This is the son of a bitch that gave me a flatIf his wife happened to remember to fix the spare, right? Ignorance has been presented to readers at the exposition of the Greek tragedy Oedipus Rex. It has also provided the play with the central conflict. Oedipus murdered Lias at the intersection where three roads meet. The setting is highly symbolic as the father and son may have taken an alternative path. Yet, due to ignorance, they neglected this prospect and the quarrel was resolved by death of the father. Oedipus encrusted his soul with his fathers blood allowing the prophecy to partially unveil. Furthermore, Lias only surviving servant reported that they were attacked by a gang of thieves, ignorant to divulge the truth that Oedipus murdered the entire crew individually. This very lie caused Oedipus to blindly suspect others and ironically curse the murder. You said thieves-I cannot be the killer. One cant equal many. Purely ignorance has formed the basis of the central conflict within Oedipus Rex. Ignorance is also presented as a foremost quality within Oedipus. Through the climax of the play, Oedipus evolves from an impetuous, ignorant tyrant to a man of denial, a man enclosed by darkness, a tragic hero. The potent truth has elicited self-realization within the protagonist. Gradual revelation of truth has caused a gradual eradication of ignorance within Oedipus. He learns to accept his destiny. Ignorance is eliminated at the resolution of the play and the town of Thebes is redeemed from sin. Within Death and the Maiden, ignorance is also presented through the portrayal of male power. However, ignorance revolves around both female and male protagonists. It serves as a motif within this play and enhances the central theme of the pursuit of truth. There is a continuous implicit power struggle amongst the couple and Paulina is neglected until she gains power from the gun possession. Even then, Gerardo is reluctant to acknowledge the truth. Well die from excessive does of truth. Differ to Oedipus Rex, ignorance has a less significant role into forming the basis of the central conflict. In fact, Gerardo and Paulina do not step out of their ignorant character in the end. The handling of Roberto is also left ambiguous despite Paulinas promise to free Roberto. Perhaps this is the effect of the embedded trust-betrayal relationship between her and her husband as he had an affair while Paulina was tortured by Dr. Miranda. The trust-betrayal relationship allowed Paulina to neglect her promise and the destiny of Roberto is left unanswered at the resolution. Roberto too is ignorant. At the climax of the play, Paulina says But Im not going to kill you because youre guilty, Doctor, but because you havent repented at all. Dr. Mirandas ignorance has triggered the cycle of sin. His ignorance forbid him to repent. Therefore he could not be redeemed or forgiven. His consequences are left unrequited and Dorman depicts a rhetorical resolution. A parallel is drawn to the conseq uences of the country when oppressors do not repent. Through employing ignorance within the characters, Dorfman underscores the central theme of pursuit of truth. Within the two plays, Oedipus Rex and Death and the Maiden, the writers use ignorance as a powerful characteristic within the characters. The ways in which this trait is presented, however, is different. Oedipus grows and accepts fate while Roberto refuses sin. Sophocles and Dorfman have depicted a microcosm of reality comprising the social and political problems. Through ignorance, the writers have conveyed to readers that this trait has implanted sin within the society. Physical and spiritual wounds must be healed for human prosperity.

Stupefying Symbolism In The Yellow Wallpaper English Literature Essay

Stupefying Symbolism In The Yellow Wallpaper English Literature Essay In Charlotte Perkins Gilmans short story, The Yellow Wallpaper, the narrator, whose name is not given, has been placed in the top of an old house in a room with yellow wallpaper. The woman had just undergone child birth and is going through a nervous condition (Gilman 721). As the woman stays in the room, she becomes obsessed with the yellow wallpaper plastered to the walls of her room. Within the literal factors of the story, are symbols that show the underlying message of the story; symbols such as the room, writing in her notebook, and the yellow wallpaper. The story, when simply read, shows a woman slowly going insane, but when read critically, the reader is able to see a deeper significance captured in the symbols that lie in the story. The room that the narrator is staying in is an isolated one at the top of the house, containing nothing but a bed that is nailed to the floor and the yellow wallpaper that she tremendously dislikes (724). The isolated room is her place to write when alone, though she believes that her husbands sister thinks it is the writing which made me sick (724). The writer might infer from the latter statement that the isolated room is a symbol of a safe-haven for the narrator. As the story drew to its closing, the narrator locks herself in the room from both her husband, John, and his sister, Jennie, calling to them that the key is down by the front door under a plantain leaf (731). She was attempting to finish peeling the wallpaper back to stand behind it and the room was her only thing keeping her family out (731). Though the narrator was insane by this time, the reader can infer that by locking herself in the room and her family out, she felt safe there. The narrator writes in her notebook throughout the story, keeping it hidden from her family, and taking it out only when they leave the room (724). The notebook symbolizes a hint of stableness in, what seems to be, a deeply oppressed life of the narrator. An example of said oppression is when the narrator writes, There comes John, and I must put this away,he hates to have me write a word. The narrator believes that the writing is not making her sick and proves so when she writes about Jennie, I verily believe she thinks it is the writing which made me sick! But I can write when she is out, and see her a long way off from these windows (724). As the story draws to a close and the narrator has begun to end her writing sessions, she goes insane. The reader might draw the conclusion that her writing was the only thing that was keeping the narrator sane. The yellow wallpaper, which the narrator refers to as paper, symbolizes the repression of the narrator by her husband, and eventually, freedom from said repression (721). Throughout the story, the narrator tells her audience of her dislike for the yellow wallpaper, describing the color as repellent, almost revolting: a smouldering unclean yellow, strangely faded by the slow-turning sunlight. It is a dull yet lurid orange in some places, a sickly sulphur tint in others (722). The narrator states that, when she asked him to repaper the room, John [à ¢Ã¢â€š ¬Ã‚ ¦] meant to repaper the room, but afterward he said that I was letting it get the better of me, and that nothing was worse for a nervous patient that to give way to such fancies. He said that after the wallpaper was changed it would be the heavy bedstead; and then the barred windows, and then that gate at the head of the stairs, and so on (723). The reader can pull from the latter statement that John was only making up excuses. He knew that his wife was upset by the paper and still would not change it. The narrators statements, Ive got out at last and in spite of you and Jane. And Ive pulled off most of the paper, so you cant put me back shows that the narrator has realized that the wallpaper was a way her husband oppressed her from life, and by tearing it off the wall, was able to become free (731). Some might argue that the narrators room is not a symbol of a safe-haven, but the symbol of imprisonment. As for writing in her notebook, some might dispute that symbolizes rebellion, instead of stability. Others may consider that the yellow wallpaper symbolizes the narrators sanity, and not repression. Though the points stated are logical to an extent, there are grounds to take a different approach to the symbolism of said symbols. Those who believe that the narrators room is a symbol of imprisonment may see the room in this way because of the blandness of it, the fact that the bed is bolted to the floor, and the reality of the narrator not being permitted to leave the room. What said people need to see is that the room is not imprisoning the narrator, her husband is. The room symbolizes security for the narrator because, as stated previously, the room is the only thing giving the woman the occasion to write. Some believe that the narrator writing in her notebook symbolizes rebellio n because she states, I did write for a while in spite of them, but what those people fail to see is that she did not does (721). The narrator felt only love towards her family and knew that it bothered them to see her write, so, she only did so when they were out of the room. The notebook symbolizes stability because it is only while writing in the notebook that the reader sees that the narrator is sane. It is not until the reader begins to tell a story, rather than write down events, that she turns insane. As for the yellow wallpaper representing the narrators sanity, some may see that as the wallpaper gets removed from the wall, the narrators sanity gets ripped away with it. What said people do not comprehend is that the narrator is slowly removing years of oppression that her husband laid on her. She states, in spite of you and Jane. And Ive pulled off most of the paper, so you cant put me back (731). The latter quote shows that the narrator realizes how oppressed she was by her husband and refuses to go back to being repressed by him. When read simply, The Yellow Wallpaper, portrays a woman who is slowly going insane, and by the end has a mental breakdown. After looking at the short story critically, one must notice the use of symbolism in the story. The secluded room that the narrator stays in symbolizes a sanctuary, giving the narrator time to write when her family is away. The narrator writing in her notebook symbolizes the stability in the narrators life that slowly deteriorates as the story draws to an end. Last, but not least, the horrid yellow wallpaper symbolized the oppression that the narrator undergoes from her husband, and when finally removed, the freedom. The symbols displayed in The Yellow Wallpaper give the story a stronger underlying meaning, and to the narrator, by her audience, a sense that she was not completely insane, but a woman who found independence in something as ugly as yellow wallpaper. Work Cited Gilman, Charlotte Perkins. The Yellow Wallpaper. Exploring Literature: Writing and Arguing About Fiction, Poetry, Drama, and the Essay. Frank Madden. 4th ed. New York: Pearson Longman, 2009. 496-501. Print.

The Yellow Wallpaper :: essays research papers

We Must Creep to be Heard   Ã‚  Ã‚  Ã‚  Ã‚  It’s 2:00am and I cannot sleep. I toss and turn while the question, â€Å"Why didn’t you stand up for yourself?† keeps playing over and over in my mind. The picture in my mind of a subjugated woman who feebly attempts to fight against feminine oppression and her impending insanity is vivid and disturbing and continues to slap against the recesses of my mind with an angry hand. What was Charlotte Perkins Gilman attempting to convey to her readers when she wrote â€Å"The Yellow Wallpaper† and created the characters of the narrator, her husband John, Mary and her sister-in-law Jennie? Obviously, in an exaggerated version of her own experience with post-partum depression and its prescribed â€Å"rest cure†, Gilman speaks of a world in which the female is forced into a role of the submissive counterpart to male dominance. In the following pages, I will describe how Gilman has effectively created characters that draw us into their vie w of control, dominance and frustrated silence against imprisonment in a paternalistic society, and how we are given a view into a perfectly healthy mind that goes awry.   Ã‚  Ã‚  Ã‚  Ã‚  To begin with, Gilman created the narrator as a nearly anonymous identity; we know her only as John’s wife. This power imbalance extends to other areas of their relationship. John dominates her in a progressively patronizing manner. His character is displayed as strong, practical and stereotypically masculine and he seems skeptical of her seemingly weak, feminine condition. John diagnoses her problem, and prescribes the â€Å"rest cure† he believes she needs. The narrator has no say in her condition, and when she attempts to speak her mind, he treats her like a child and makes light of her voice. â€Å"John laughs at me, of course, but one expects that† (An Introduction to Fiction 572) which illustrates the role women are expected to play and accept in a marriage. Another main function Gilman gave of John’s control over the narrator is his inhibiting of her writing. Although she believes writing would help her condition, as I’m s ure Gilman did, John insists it would only debilitate her ailment further. He stifles her creativity and intellect, forcing her into the role of the submissive wife. She is forced to hide her writings, which frustrate her more â€Å"I did write for a while in spite of them; but it does exhaust me a good deal—having to be so sly about it, or else meet with heavy opposition† (572).

Layoff and Strategic Downsizing Decisions Essay

INTRUDUCTION Downsizing is a permanent reduction of workforce through layoffs and other means. Organizations usually downsize to save payroll costs and prevent bankruptcy during tight economic conditions. Downsizing, when done right, makes the organization more efficient, lean, and mean .On the other side, a faulty approach to downsizing can cause the organization to run the risk of losing key talent and intellectual capital, and becoming dysfunctional by breakdown of hierarchies and systems. The criteria adopted for who stays and who goes largely determines the success of the downsizing intervention Many organizations, especially traditional ones, in a bid to ensure impartiality and objectivity adopt the LIFO or â€Å"Last in First Out† principle whereby those who joined the organization last become the first to leave. The rationale of making seniority the basis of downsizing is that newer employees have spent less time in the organization and are less committed or acquainted with the fin er nuances of its running. Also, the organization would have invested lesser time and resources training such employees compared to older employees. other organizations make the combination of competence and performance, or the ability to do required tasks well, the basis of retaining an employee during downsizing. A fresh performance appraisal should precede downsizing, or the last appraisal can be the basis for determining who goes and who stays. Those at the bottom of the appraisal list usually get the layoff notice first. While making performance the primary selection criteria for downsizing and restructure is apparently a just and equitable method, two major concerns remain The soundness and objectivity of the performance appraisal method adopted. A poorly designed performance appraisal method that does not assess the true indicators of performance might churn up a wrong list, causing the danger of the organization dispensing with true performers and retaining people who cleverly mask or cover up their in efficiencies. Whether the performance or competence ofthe employee remains relevant for the organization. The expendability of the person to the organization is another sound basis for determining the selection criteria for downsizing and restructure. This approach primarily considers the value added by the employee to the organization more than any other factor. Regardless of the performance of an  employee, an employee might remain critical for the functioning of the organization, or conversely not needed. For instance, with technology taking roots, most companies do not require specialist stenographers or typists, no matter how skilled or efficient they may be in their work. Similarly, closing down the marketing arm of the business and outsourcing the marketing effort might lead to the lay-off of all marketing executives, no matter how skilled or successful they may be. Organizations would, however, do well to identify people with good generic skills, and the right attitude and commitment, and retain them in other jobs even if the jobs they remain competent in become irrelevant to the organization. The commercial interests of the organization notwithstanding, legal considerations play an important role in determining who goes and who stays during downsizing. The federal Worker Adjustment and Retraining Notification Act (WARN) requires employers to give employees, state and local officials a 60 days’ notice to mass layoffs when reducing their workforce by 33 percent or more, or laying off 500 employees within a 30-day period. WARN further requires employers of unionized employees to give the union 60 days’ notice before lay-off of their members, and provide individual notice to non-unionized employees. DEFINITION OF DOWNSIZING Downsizing occurs when a company permanently reduces its workforce. Corporate downsizing is often the result of poor economic conditions and/or the company’s need to cut jobs in order to lower costs or maintain profitability. Downsizing may occur when one company merges with another, a product or service is cut, or the economy falters. Downsizing also occurs when employers want to â€Å"streamline† a company – this refers to corporate restructuring in order to increase profit and maximize efficiency. Downsizing results in layoffs that are often followed by other restructuring changes, such as branch closings, departmental consolidation, and other forms of cutting pay expenses. In some cases, employers are not fired, but instead become part-time or temporary workers (to trim costs). ACTIVITIES OF DOWNSIZING It undertaken to improve organizational efficiency, productivity and competitiveness that affect the size of the firm’s workforce the costs and  the work processes. DOWNSIZING STRATEGIES: There are 3 types of strategies. These are below: 1.workforce reduction: 2.work redesign 3.systematic change 1. Workforce reduction: Typically a short term strategy aimed at cutting the number of employees through such programs as attrition, early retirement or voluntary severance packages and layoffs or terminations. Whils a number of these approaches allow for a relatively quick reduction of the workforce, the problem is that their impact is often short term and in many organizations. 2. Work redesign: Often a medium-term strategy in which organizations focus on work processes and assess whether specific functions, products and services should be changed or eliminated. this strategy which is frequently combined with workforce reduction, includes such things as elimination of functions, groups or divisions. 3. Systematic change: Long term strategy characterized by changing the organizations culture and the attitudes and values of employees with the ongoing goal of deducting costs and enhancing quality. By its very nature this strategy takes considerable time to implement. RESTRUCTURING HOW COMMON IS WORKFORCE REDUCTION AND?: The issue that comes up regularly involves how common workforce reduction in Canada. In a national study of major Canadian organization conducted in 1992 and in 1998, it was found that 56% of respondents permanently reduce the workforce over two year period ending in 1992, while 50% cut the number of employee during two year period prior to 1997-1998 about 31% of employee reduced in both 1992 and 1998 5% precent of organization did not engage in workforce. Three recent studies found 45% of participants reported that their organization permanently reduced workforce in two years. Among  organizations reducing the workforce average reduction was around 15% of the workforce. Similarly, when investing how the workforce reductions were carried out; combining the result from the studies revealed that about 355 of reductions were by attrition, 45% by voluntary severance or early retirement; and 40% by layoffs. Compared 1990s, these results suggest that organization s are relying less on layouts and more voluntary services. WHY DO ORGANIZATIONS DOWNSIZE? There are several reasons why organizational decide to downsize the workforce. Some of the factors most commonly mentioned include the following: Declining profits Business downturn or increased pressure from competitors Merging with another organization, resulting in duplication of effort Introduction of new technology The need to reduce operating costs The desire to decrease levels of management Getting rid of employee â€Å"deadwood† Simply put, many organizations engage in downsizing because managers believe that cutting people will result in reduced cost (with cost being more predictable than future and improved financial performance. In addition, labour cost is often seen as easier to adjust relative to other expenditures. Although executives often perceive that reducing the number of people in the organization will lead to lower overhead cost, reduced bureaucracy ,better communication, improved decision making, increased innovative activity and higher productivity, there is considerable evidence that workforce reduction programs often fail to meet their objectives, as has been observe by Cascio: Study after study shows that following a downsizing, surviving employees become narrow-minded, self-absorbed, and risk averse. Morale sink, producing drops, and survivors distrust management. Some organizations drastically reduce the workforce and employ a severe reduction strategy despite increasing demand and a favourable competitive enviroment.This development, which has been mentioned by HR managers in personal interview, may be due to a variety of reasons, including a decision to follow the lead of other firms engage in cutback management and increase awareness of the need of operate in a lean and mean  fashion. THE DOWNSIZING DECISION: For many organizations, going through a downsizing is a very painful and difficult experience. A 1994 article Business week profiled Robert Thrasher, executive vice-president at Nynex and the individual responsible for cutting labelled the â€Å"corporate assassin†. In speaking about downsizing Thrasher commented. This is tough, ugly work. The stress is palpable .I’m vilified throughout the company .that’s tough thing to carry around. â€Å"More recently, Robert Burtlon of Moore Corporation, when discussing his role in a cost cutting plan at a previous company, stated.† I don’t get frustrated any more. I just fire people.† Too often, organization embarks on a downsizing program without careful consideration of whether there are feasible alternatives to downsizing. Studies after study reveals that many downsizing are not well planned frequently ignore the linkage between downsizing and the strategic direction of organization, and underestimate the impact of downsizing on the organization and its human resource. ALTERNATIVES TO DOWNSIZING: Downsizing can be a costly strategy for organization to pursue and as a result, it is desirable to investigate whether alternatives to downsizing exis.In a number of instance, organizations discover that pursuing different alternatives to downsizing may eliminate the need to reduce the workforce or allow for a less severe downsizing strategy. Some of the alternatives include: 1. Cutting no personnel costs (e.g, through energy conservation, planned capital expenditures, leasing of capital equipment, reductions in travel or club memberships) 2. Cutting personnel costs (e.g, through a hiring freeze, job sharing, a reduction in work hours, reduced benefits, and wage concessions) 3.Providing incentives for voluntary resignation or early retirement Although this list is not complete, it emphasizes the need to consider other ways to manage costs within an organization One organization, road communications inc, asked each member of its staff to take one week of unpaid leave during the summer months. According to senior partner mia wedgbury , it let us keep our core team together while reducing cost. And  it went over well with the staff because it precluded layoffs. another organization acxion corporation cut the pay of each employee earning more than 25000 dollar by 5% but also gave the employee the option to by company stock that would be matched one-foe one by the firm INPLACEORMENT AND OUTPLACEMENT ISSUES: Outplacement Issues .Inplacement Refers To A Career Management Approach Inappropriately Placed Workers Into a Restructured organization ,while outplacement focuses on the provision of a program In Examining The Downsizing Decision, It Is Necessary To Consider Both Inplacement And of counseling and job-search assistance for workers who have been terminated. In making career management decisions, organizational decision makers may opt for an inplacement program or termination with outplacement In a survey of Canadian manufacturing firms completed in 2000, organizations that had gone through downsizing were asked to report on the benefits they provide to displace workers. These results are provided in figure11.2 .The most common benefits were severance pay, continuation of employee benefits, outplacement retraining assistance or family counseling PLANNING FOR DOWNSIZING: If downsizing is essential, the key issues that need to be considered: Determining how many people will lose their job and who will be let go (ie. based on seniority or performance) Determining how reduction will be carried out. For example, to what extent will the organization use attrition, early retirement or voluntary severance programs and layoff or termination. Its possible to consider the approach to workforce reduction from the perspective of employee? As indicated in figure 11.3,the approaches to workforce reduction vary in the degree of protection to employees and the cost to employee Determining the legal consequences. For example organizations often ignore or are unaware of legal requirements when downsizing the workforce .some areas of law to be aware of include the law of wrongful dismissal,employment  standards legislation, trade union law ,existing collective agreement provisions, and human right legislation. for instance, there may be a very narrow line between voluntary and involuntary termination, and with the termination of older workers, there exists a possibility of an age discrimination claim Designing current and future work plans .this issue represents a key challenge for the organization and is frequently neglected Implementing the decision. Implementation includes such elements as severance payments, outplacement counseling, the communication of the termination decision, timing if the decision, issues, and communications with remaining employees Performing follow-up evaluations and assessment of downsizing effort Figure 11.3 Approaches To Workforce Reduction Workforce Degree of Reduction protection to Implementation Approach Example Employee Time Attrition Hiring Freeze High Show Voluntary Early Retirement Redeployment Voluntary buyout Work sharing Involuntary Transfer Redeployment Demotion Imposed job sharing Layoff with Retraining Assistance job counseling Advance notice Layoff without Termination Low First Assistance No advance notice No Severance PROCESS OF DOWNSIZING: There are 6 processes. These are below: 1. Develop an RIF team to plot initial strategy. 2. Plan the goals and timing of the RIF. 3. Perform an overall workforce analysis. 4. Review employment policies, individual contracts of employment. 5. Ensure compliance with the Worker. 6. Special considerations for unionized employers. 1. Develop an RIF team to plot initial strategy: Nobody likes the prospect of a downsizing – especially employees who may feel particularly vulnerable to being laid off – and the mere mention of the word can trigger widespread hysteria and morale problems. At the early stages of the initial strategy phase, a company should limit discussion of downsizing to a trusted core of high-level management personnel and consultants. For large companies considering large-scale layoffs, the RIF team ideally should include the chief financial officer, the chief executive officer, the chief operating officer, a senior-level human resources or employee relations executive, an upper-level payroll specialist, an employment law attorney, and a public relations consultant. 2. Plan the goals and timing of the RIF: The first task is to determine the magnitude of savings that need to be realized from a layoff. This task is part of an overall cost-cutting plan, which could implicate other costs and expenses in addition to those related to personnel. Second, the RIF team should consider ways to realize the desired savings, such as subcontracting; consolidation of divisions, operating units or functions; the sale of the company or a work unit; and shutdowns. 3. Perform an overall workforce analysis and an analysis of each proposed termination: The most complicated and difficult aspect of the RIF process is determining which employees will be laid off. The most common legal challenges to layoffs are administrative charges and lawsuits premised on discrimination based on age or other legally protected characteristics. Accordingly, it is crucial for an employer to be able to give legitimate, nondiscriminatory reasons for every termination decision. Those reasons need to be easy to articulate and logically consistent. 4. Review employment policies, individual contracts of employment, separation benefits and stock-option agreements under which affected employees may claim rights or benefits: The RIF team should perform a due-diligence review of potential liabilities and verify whether, by policy or contract, the company has limited its ability to lay off employees. Likewise, where a collective bargaining agreement or policy dictates a priority for reductions in force, or â€Å"bumping rights,† such procedures should be examined. The company should also review policies and agreements to determine eligibility for severance benefits and accrued benefits such as paid time off, vacation or sick leave. 5. Ensure compliance with the Worker Adjustment Retraining and Notification (WARN) Act: Generally, employers with 100 or more employees are subject to the WARN Act. Covered employers are required to give 60 days’ advance written notice of a â€Å"plant closing† or â€Å"mass layoff.† A â€Å"plant closing† is defined as the permanent or temporary shutdown of at least one facility or operating unit that results in an employment loss of 50 or more employees at a single site of employment. A â€Å"mass layoff† is a loss of employment at a single site of employment that affects at least 50 employees and one-third of the covered employer’s work force. a loss of employment of 500 or more workers at a single site of employment. Special considerations for unionized employers: The National Labor Relations Board maintains that, with certain exceptions, employers must bargain with employee representatives over the effects of  layoffs stemming from entrepreneurial decisions such as closing a plant or transferring bargaining-unit work. In the case of layoffs that do not constitute a business closing or a transfer of bargaining-unit work, employers generally must bargain over the effects of such decisions and, depending on contract language, the very decision to lay off employees. ADJUSTING TO JOB LOSS: Workers who have lost their jobs frequently experience tremendous pain. As well, job loss can be very difficult for family members. Furthermore, many downsized employees are very bitter and angry with their former employer. A U.S. study of downsized workers revealed that 67% would never work for their former company again, 54% would not recommend that others purchase the organization’s products or services, and 11% considered going to the media and talking about their layoff experiences. One can start adjusting to job loss by using a little psychology. There have been a lot of studies done on how to deal with loss. Psychologists have found that people often have an easier time dealing with loss if they know what feelings they might experience during the â€Å"grieving process.† Grief doesn’t usually overwhelm us all at once; it usually is experienced in stages. The stages of loss or grief may include: Shock — you may not be fully aware of what has happened . Denial usually comes next — you cannot believe that the loss is true. Relief then enters the picture for some, and you feel a burden has lifted and opportunity awaits. Anger often follows — you blame (often without reason) those you think might be responsible, including yourself. Depression may set in some time later, when you realize the reality of the loss. Acceptance is the final stage of the process — you come to terms with the loss and get the energy and desire to move beyond it. The â€Å"acceptance† stage is the best place to be when starting a job search, but you might not have the luxury of waiting until this point to begin your search. While some people may see a job loss as a challenge which opens up new opportunities, most associate job loss with strong negative emotions. It is important to know that it is natural to have some negative feelings (especially at first) after a job loss, and that most people experience  them. Here are some feelings and experiences that you may have after losing your job: Loss of professional identity: Professionals identify strongly with their careers. Unemployment can often lead to a loss of self-esteem. Being employed brings respect in the community and in the family. When a job is lost, part of your sense of self may be lost as well. Loss of a network: The loss may be worse when your social life has been strongly linked to the job. Many ongoing â€Å"work friendships† are suddenly halted. Old friends and colleagues often don’t call because they feel awkward or don’t know what to say. Many don’t want to be reminded of what could happen to them. Also, when work and social activities mix, such as with company picnics and dinner parties, the job loss can be hard for all family members who participated in such activities. Emotional unpreparedness: Those who have never been unemployed may not be emotionally prepared for job loss and may be devastated when it happens. It is natural and appropriate to feel this way. You might notice that some people you know don’t take their job loss as hard as you have taken it. They might be more prepared for this time of uncertainty. Studies show that those who change jobs frequently, or who are in occupations prone to cyclic unemployment, suffer far less emotional impact after job loss than those who have been steadily employed and who are unprepared for cutbacks. A number of organizational interventions and practices have been identified as helping previously employed workers adjust to job loss and secure new employment. They include the following: Advance notification of layoffs, which gives employees time to dent with the reality of job loss and to seek future employment. Severances pay and extended benefits, which provide an economic safety net. Education and retraining programs, which give individuals time to acquire marketable skills. Outplacement assistance to inform employees of new job opportunities and to improve their ability to â€Å"market† themselves. Clear, direct and empathetic announcement of layoff decisions. Consideration of HR planning practices that represent alternatives to large scale layoffs. There are some benefits of losing a job: Time to reflect Grow new ideas, direction and career plan Get out of a job that was substandard Spend more time with family and hobbies

Free Essays on Rap Music And Youths Behavior

Rap Music and Youth’s Behavior ABSTRACT Parents are becoming increasingly concerned about the potentially misleading content of violent themes and lyrics in gangta’ rap. The content of this branch of rap (rhythm and poetry) focalizes on extremely controversial topics such as politics, sex, religion, racism, and drug addiction. Initially attracted by the catchy beats of gangsta’ rap, youth start to listen to this music many times without knowing of the potential psychological damage it may cause. It misleads them to a distorted reality where morally wrong actions are positively rewarded and good actions are no longer needed except when there is a sexual goal behind it. Despite its entertainment value, gangsta’ rap misleads our impressionable teens by showing them that violence, and aggressiveness is acceptable behavior; and unless government officials decide to make a change, gangsta’ rap will continue to influence the behavior of adolescents for the worst. After many discussions about this topic, musicians and the music producers seem to blame each other for the violent end sexually explicit lyrics contained in their music. Due to the negative influence of this popular music among youth that are struggling for popularity in school and among peers, the government should produce new regulations to involve the parents on what kind of music their children are listening to. Rap Music and Youth’s Behavior Gangsta' Rap and its violence Music has always had a tremendous affect on cultures and societies around the world. It affects how people dance, speak, and even the styles of clothing that are worn. As rap music has emerged from ghettos, it too has played an extremely important role in the lives of American youth today. Large numbers of "parental-advisory" and "explicit lyrics" CD's releases from disco-graphic companies are causing tremendous parental concerns because of their vio... Free Essays on Rap Music And Youth's Behavior Free Essays on Rap Music And Youth's Behavior Rap Music and Youth’s Behavior ABSTRACT Parents are becoming increasingly concerned about the potentially misleading content of violent themes and lyrics in gangta’ rap. The content of this branch of rap (rhythm and poetry) focalizes on extremely controversial topics such as politics, sex, religion, racism, and drug addiction. Initially attracted by the catchy beats of gangsta’ rap, youth start to listen to this music many times without knowing of the potential psychological damage it may cause. It misleads them to a distorted reality where morally wrong actions are positively rewarded and good actions are no longer needed except when there is a sexual goal behind it. Despite its entertainment value, gangsta’ rap misleads our impressionable teens by showing them that violence, and aggressiveness is acceptable behavior; and unless government officials decide to make a change, gangsta’ rap will continue to influence the behavior of adolescents for the worst. After many discussions about this topic, musicians and the music producers seem to blame each other for the violent end sexually explicit lyrics contained in their music. Due to the negative influence of this popular music among youth that are struggling for popularity in school and among peers, the government should produce new regulations to involve the parents on what kind of music their children are listening to. Rap Music and Youth’s Behavior Gangsta' Rap and its violence Music has always had a tremendous affect on cultures and societies around the world. It affects how people dance, speak, and even the styles of clothing that are worn. As rap music has emerged from ghettos, it too has played an extremely important role in the lives of American youth today. Large numbers of "parental-advisory" and "explicit lyrics" CD's releases from disco-graphic companies are causing tremendous parental concerns because of their vio...