Leadership Impacts on Organizational Performance of ANZ

Question: Examine about the Leadership Impacts on Organizational Performance of ANZ. Answer: Presentation Administration is an essential deciding component of the accomplishment or absence of it in any association, particularly those occupied with business. A pioneer is an individual who has the intensity of affecting, propelling and guiding others to perform explicit obligations and furthermore animate others in the gathering towards the accomplishment of the business objectives(Reh, 2017). The idea of the effect of authority is an act of provoking others duty towards the accomplishment of their maximum capacity, subsequently, accomplishing esteem expansion with want and veracity. Pioneers of effective associations, whose exhibitions are on the game, consistently center around accomplishing results past the typical set standards(Bertocci, 2009). These kinds of pioneers can impact the presentation of people in an association through the defining of corporate objectives, mix a feeling of the essentialness of the groups crucial, inspire workers to thoroughly consider of the crate about an issue or task. The pioneer can put the requirements of the association over their personal responsibility. The accentuation is on how banking establishments, for our situation ANZ (Australia and New Zealand) Banking Group in Australia, guarantee skillful administration to meet the set destinations. In most recent occasions, many account organizations recorded instances of dishonest and indecent practices; many can't meet the necessary commitments built up by the state. The outcome is that numerous associations have consolidated and some have been placed into receivership(Joshi, Cahill, Sidhu, Kansal, 2013). Points and Objectives This exploration is planned for deciding how ANZ Banking gathering, in Australia, have conflicted with all chances to guarantee that they are good to go and working at an elevated level than the majority of its rivals. Considering the authority of the foundation which is critical to the general execution. The investigation targets deciding how the association, through its authority program has had the option to enough nature and form people into better pioneers who are ingested into the different bank offices of the ANZ gathering. The accompanying destinations will empower the accomplishment of this assignment. The investigation will likewise show how authority impacts on the exhibition of the business all in all. A Brief Methodology The accompanying strategies will be utilized to comprehend and examine the point of this examination. Writing Review: Involves breaking down and checking on noteworthy writing and material from solid sources, for example, diary articles and Google researcher. A topical assessment of these records will be done to build up their significance to our investigation. Information arrangement and studies: copious material gathered from different sources and studies is to be analyzed to give a thought regarding authority and its effects on the ANZ Banking gathering. Information examination will utilize two strategies, subjective and quantitative. The subjective assessment will use online settings and reviews while subjective investigation utilizes exceed expectations sheets, pie outlines, and figures. ANZ Leadership culture. ANZ is among one of the biggest banking corporates organizations in the Australian market as of now. The association has in excess of 30,000 representatives spread in Australia as well as in neighboring New Zealand, the UK, USA, Asia and the Pacific(Stockport, et al., 2012). The association targets sustaining the gifted people and makes a setting where these individuals can include their insight into adding to the association's general objective of accomplishing its goal of being the main, regarded and quickest developing bank. The association realizes that for it to accomplish its motivation, it recruits the best ability out there as well as have put intensely in preparing its pioneers. The association thought of a continuous authority preparing system to empower it to roll out maintainable social improvements. The partakers of this program leave away with a much close to home understanding and applied devices preparing them arranged to lead others. The pioneers prepared can think of systems and needs to help the individuals who will be their subordinates to augment their potential in the activity environments(ANZ, 2017). This strategy is successful in that it can make a connection between close to home authority conduct and the results of the business. The members can comprehend their individual practices and the effect of these practices on their positions of authority and style they embrace and the earth they make at the spot of work(Barclay Shankar, 2015). Discoveries Through the program chose by ANZ gathering to prepare their future heads, the association has delivered in excess of 600 officials who are sent in different parts of the establishment. These officials have had the option to make an empowering situation for the workers who give their 100 percent exertion in an offer to enable the association to amplify benefits. Through viable administration at the bank offices, holes have been recognized in activities of the business just as the inspiration of representatives to perform better. For example, bank operational practices and execution is being estimated against a lot of benchmarks empowering the workers to recognize on their own their individual weaknesses. This is instead of the authority of the foundation going legitimately to educate workers concerning their shortcomings which may demotivate the representatives. The authority has likewise been prepared on fitting projects that are remarkable to specific branches which go far at fortifying center administration esteems. The key result is that banks administration are presently effectively playing an on - going job in changing the confidence of the workers in the financial corridors. The representatives are made mindful of their activity necessities, and the authority makes an empowering authoritative atmosphere that goes far into accomplishing the ideal goals of ANZ Group(London, 2011). Initiative isn't about pressure; it is tied in with furnishing individuals with a one of a kind chance of pondering their character and conduct at the work environment, and furthermore empower them to think about their particular employment duties(Riggio, 2008). ANZ bunch have prepared their pioneers to urge representatives to be progressively inventive and connect with their partners in talking about innovative thoughts and introducing them to the initiatives of the banks. The official administration has distinguished that a portion of its workers are exceptionally imaginative and can think of thoughts which can enable the business to develop. The firm likewise energizes the pioneers of the different parts of its banks to put resources into a prize plan where consistently a representative of the month is remunerated a little whole of cash in addition to a customized trophy. Effective and profitable initiative is crucial for representatives in that workers can create familiarity with the condition that they make in their working gatherings. They can see how this atmosphere influences their presentation, particularly with satisfactory authority at the working environment. The objective is that administration ought to have the option to draw out the best in the employees(Brown Hawkins, 2013), that is the reason ANZ Banking bunch in Australia is on the financial business, and the business understood that for it to bring in cash, it needs to put resources into the most fundamental piece of the business: leadership(Elena, 2015). This is a direct result of administration impacts on representatives yield at the work environment. End A powerful association is one which can find some kind of harmony between what the partners need and the different needs of its laborers. Suitable authority in an association can impact and guarantee the financial development and flourishing of both the workers and the establishment as a rule. Thinking of the ways to deal with improve the presentation of representatives is the essential obligation of each pioneer today. From the conversations, it is very clear that there is a positive connection between's the presentation of workers, the administration of associations and the exhibition of the business in the serious field of business. References ANZ. (2017, 4 2). Administration and Talent. Recovered from ANZ Banking Group: https://www.anz.com/about-us/corporate-maintainability/representatives/creating professions/authority ability/ Barclay, J., Shankar, S. S. (2015). Cognizant Culture: how to manufacture a high perfoming working environment through qualities, morals and initiative. New York: Morgan James Publishing. Bertocci, D. (2009). Initiative in associations : there is a contrast among pioneers and directors. Lanham: University Press of America. Earthy colored, D., Hawkins, B. (2013). Draw out the best in each representative : how to connect with your entire group by making the most of each administration second. New York: McGraw-Hill. Elena, R. (2015). THE IMPACT OF LEADERSHIP ON ORGANIZATIONAL PERFORMANCE. Writing Reviews. Joshi, M., Cahill, D., Sidhu, J., Kansal, M. (2013). Scholarly capital and budgetary execution: an assessment of the Australian money related part. Diary of Intellectual Capital. London, M. (2011). The Oxford Handbook of Lifelong Learning. Oxford: Oxford University Press. Reh, J. (2017, April 2). Understanding the Role and Reponsibilities of Leadership. Recovered from The Balance: https://www.thebalance.com/what-is-a-pioneer 2275811 Riggio, R. (2008). The enthusiastic and social insights of powerful administration: A passionate and social ability approach. emerald knowledge, 169-185. Stockport, G., Godley, M., Guagliado, D., Leung, O., Mercer, B., Wong, S. (2012). ANZ Bank: Building a Strategy for Asia. Sage Journals.

Marketing Essay Example for Free

Promoting Essay For any business person, promoting is a significant part for the achievement all things considered. Showcasing can be recognized as the procedure in which any business advises, fulfill and keep assets of its clients. It is the fundamental fixing to acquiring clients to expand benefits for a business. Many may believe that showcasing is as basic as ads and advancements yet in the genuine business world to be effective, advertising is more mind boggling. A business needs a strong advertising intend to succeed and furthermore to show the financial specialists the organization can restore the speculation the speculators have given. For a business person to ace the advertising aptitude the individual must comprehend the promoting blend. Showcasing blend is the mix of the components of advertising and what jobs every component plays in advancing your items and benefits and conveying those items and administrations to your clients (about. com). Components of Marketing Mix The showcasing blend has four components and up to this point there have been a couple of new added components which are alluded to the 4 ps or the 7 ps of promoting blend. The 4 ps of showcasing are item, spot, cost, and advancement and the extra p’s are procedure, individuals and physical proof. When taking a gander at it from a marketing prudence of view it bode well in light of the fact that despite the fact that the additional p’s can be clarified in the first 4 ps, they each can remain solitary. For example procedure can be taken a gander at as the convention utilized by organizations for the advertising systems and individuals can be viewed as what they used to clarify under water the item or administrations. To wrap things up physical proof is the thing that most shoppers today pass by which shows firsthand that an item or administrations accomplishes work. Item is the item and administrations offered to your client, and how they are not the same as the competitors’ items. Organizations likewise need to ensure when offering an item to their clients it must have the right highlights meaning it must look great and function admirably and have enough to go around. Cost is portrayed as how you value your item or administration with the goal that your value stays serious yet at the same time permits you to make a benefit. In estimating organizations ought to likewise remember their focused on advertise guaranteeing it is reasonable to them and potential future clients. Spot is depict as the appropriation or where your business sells its items or administrations and how it gets those items or administrations to your clients. Spot is significant in light of the fact that a business would need to ensure that their products and enterprises show up when and where they are required. For the advancement component it is the techniques used to convey the highlights and advantages of your items or administrations to your objective clients. In today advertise advancement is made simpler on the grounds that your focused on buyer can be reached by the press of a catch. All things considered organizations should keep method and liberation of the item and administrations offered into thought too. The fifth p in showcasing blend is portrayed as individuals and is the manner by which your degree of administration and the aptitude of the individuals who work for you can be utilized to separate your business from the contenders. With most of items and administrations being offered by the snap of a catch, most buyers will in general depend on surveys to enable them to choose. On the off chance that the business doesn't have the ideal individuals that look proficient and have great morals with the information on the item or administrations they are selling it can hurt the business incredibly. Which carries us to the truism an early introduction last. Association The Atlanta hair stylist and magnificence flexibly organization or ABBS is an association that provisions hairdresser and excellence shops all around the nation. They have been doing business serving proficient hair salons since 1946 with new, utilized and antique hairdresser supplies and hardware. It is explicitly showcased to the authorized hair stylist or beautician retailers. Much the same as some other association ABBS has utilized the four components of showcasing blend to aid the promoting technique. For the item component the organization has indicated how every one of their items are of incredible expert quality and keep going for a considerable length of time. Despite the fact that they sell top quality items, they likewise give lower final results to those that perhaps not willing or ready to spend so a lot. They sell indistinguishable items from their rivals yet they have a more extensive assortment of scissors and shears in stock that are collectibles. This permits them to give their items to a bigger purchaser bunch from the more seasoned shops to the more youthful and regularly evolving shops. The organization invests wholeheartedly in having any sort of hair items in stock. A few hair stylists have strength shops that just take into account a more established market and likes nostalgic items and hardware to cause their shop look and to feel like the hairstyling parlors of the past, and ABBS has these items and things in stock and can deliver them anyplace all around the globe. This component doesn't influence the advancement of the company’s showcasing system since it causes it by ensuring the organization keeps a lot of supply of their items. This component additionally gives the organization motivation to take a gander at different nations hair items to perceive what new items are being made and utilized in that nation that can be offered to that advertise later on. In the value component this influences the promoting technique of the business by causing the organization to conclude how to value their items without making the cost to costly however alluring to clients to acquire clients than the contenders. The costs for the items are at serious rates however lower than other stylist flexibly organizations since they offer limits to the proprietors of the hairstyling salons. They likewise give a rebate on transportation on all things bought $60 and over. That is a procedure to get and keep more clients to utilize their web site. The spot component/circulation component for the ABBS is put in 186 Mitchell St. S. W. Atlanta, GA that is the primary structure set for appropriation of all stylist and excellence items. The organization uses its web site by offering its items by means of web based business to an overall market. This influences the company’s promoting methodology and strategies positively by expanding their market to draw in more clients. The more the customers they can produce worldwide the more the companies’ benefits will increment. The web is the best device to promote a business and its items nowadays, as a result of its capacity to arrive at a mass measure of individuals around the globe surprisingly fast. They likewise use lists to keep their current clients refreshed on new items and cost and can likewise be a decent method of keeping them on the up and up of new experiences to come. In past years the radio and TV advertisements were the top promoting device for organizations, however it accompanied a costly cost to get a radio or TV promotion spot it additionally just arrived at a neighborhood showcase so private companies were stuck just working together locally. The web made it simpler and less expensive for essentially anybody to promote anything to anybody all around the globe. Presently the organization disperses its items from the primary structure in Atlanta to a large number of customers in a wide range of nations. The ABBS Company has created strategies for its web customers that are abroad; it additionally ships to APO/FPO addresses. In the advancement component the organization conveys through the web to promote its items it additionally conveys index magazines to every new barbershop that are recorded in the telephone directories of every city. The organization is a top hunt when looked on Google. ABBS advances the business in all types of the advertising perspective, from paper advertisements, magazines, radio/TV promotions, and the web. Taking everything into account new business people comprehend that the showcasing blend is a decent device to utilize when arranging the advertising system of the business. It shows that these systems are ever developing with time and for a business to be and continue being fruitful their way to deal with take into account their buyer should likewise advance. Subsequent to recognizing the four components of advertising blend which are item, value, spot, and advancement I had the option to portray how every component influenced the improvement of the company’s showcase methodology and strategies. I additionally depicted how every one of the four components was actualized for the business, and recognized the business wherein ABBS exists.

Tyba

Tyba INTRODUCTIONMartin: Today we are in  Madrid  at Tyba. Eiso, who are you and what do you do?Eiso: Hi. My name is Eiso Kant and Im the Managing Director here at Tyba. And my day-to-day responsibilities vary, but our main goal is to fix junior recruitment here. Thats what the whole company works towards.Martin: What did you do before you started this company?Eiso: So before I started this company, we actually started it while studying together with 3 co-founders, myself from the  Netherlands,  Jorge is  half Spanish half German, and Philip from  Germany. And so, we actually started this while studying but however before studying, I was personally involved in several other startup projects.Martin: Okay. Can you tell us a little bit about your entrepreneurial journey?Eiso: So my entrepreneurial journey started relatively early. When I was 14, I was in an international school in the Netherlands and we were given this project for about 5 months, where youre allowed to do pretty much whateve r you wanted, as long as you did a write up on it.We had a family friend who is shutting down a store, which had over 15,000 pieces of classic prints, art. In 1920th century lithographies. And I was always a bit of a pure geek and I said, can I settle these things for you online. So its such a shame that the store was going offline.Well, offline offline. And then, I started learning a bit how to program, learn a bit how to design, use Photoshop and about 5 months later after taking pictures of all of these 15,000 friends, launching it all in store. I learned a big lesson, is that build it and they will come does not apply on the online.But that actually worked out, and several months later, the whole inventory was sold. And that was my first  experience  in, I didnt even know the word startup back then, but into having a little internet company. And since then Ive been involved in different projects.Later on, I expanded a little bit, working as a freelancer, primarily as a programme r but also as a design freelancer. No one here really knows it, I think. Designs werent too good.And moving forward into that, I worked a lot in the online publishing sphere. So actually, having it one moment network with over 1,000 sites that had writers working for it and continuously publishing content and making money in the old days of Google AdSense. Its not that lucrative anymore, but it used to be.That moved into several other projects. A project which was put around the company working for retails here in Germany, where we published a lot of the medical content online and later on after finishing my high school, a startup called Twollars, where we raised money for charities through Twitter. We were the first company to do so and we worked with many big brands and we had a lot of exposure at that time, it was a great experience. And I found myself in between Europe and  San Francisco.Martin: Cool.TYBA BUSINESS MODELMartin: Lets talk about Tybas business model. Can you briefl y explain what you exactly do?Eiso: So, Tyba exists to make it easy for companies to hire the right junior talent, so interns, but also people up to 4 -5 years of work experience. And at the same time, we exist to make it much easier for that talent to find the opportunity, the job, and the place that they love to be at.  So our mission is to fix the junior recruitment.In terms of business model and how that works, were completely free for the talent side and we actually will always be. From the company side, at the moment they choose, to actually want to interview candidates and then also hire them, thats where we charged them.Today we have a very strong focus on what we internally call sexy fast growing companies, so startups are a very big part of that. And were growing now across Europe and  have been at most major hubs in  Europe  already, where we actually go and visit all of these companies and profile them on a new platform thats launching  actually  next month.Martin: And how do you improve this matching between the people looking for a job and the sexy fast growing startups?Eiso: So one of the things that we do here is that, were very much a technology company. Cant see it, but behind us is a large engineering team.Martin: Yes, thats right.Eiso: And we have a very regular selection process of how we hire. And what we look at why were such a technology oriented company is that, we believe in the data that young people give us. Information if you allow in my platform, place theyve studied, interests, books theyve read, museums theyve visited, lot’s and lots of what we internally call data points.  At the same time we learn from the companies, a very structured data about who theyre looking for. Just essentially taking a job requirement and turning that into a more structured information.What we then do is, we have different algorithms, we have what we internally call a recommendation engine, which is similar to  how today when you rate a movie on IM Db or youre looking at Flix for suggestion movies. That technology is called recommendation engines, we apply that to matching. And at the same time, we do matching on what we internally call a semantic level. So one of the things, youre a young person, you graduated from, did you study business?Martin: Yes.Eiso: So you study business. And one of the things you might know that theres about 50 different ways to name a business degree. Business Administration, International Business, Management, and it goes on and on. So they are all synonyms. At the same time those things that are related to business, which essentially International Marketing, Sales, all of these things. So we do is, we take all those terms and we internally call a mapping.One of the things is that what we can do is, we have a recommendation engine that works across hundreds and hundreds of different areas to do the matching. But we also have all this very structured data that allows us to know when a young person te lls us what they studied or what their interested in, or where they worked, we know much more about it.So theres a lot of technical things, among them is too much details, this is essentially the high level overview of how we do our matching. And we continuously working on improving that.Martin: How do you acquire the individuals using your platform?Eiso: So the biggest growth is word of mouth. At the end of the day, if you think about it, you get someone a job. I mean, theyre going to tell their friends. And thats essentially the fundamental part of our business. There are obviously other channels from the entering to new markets, sometimes its paid acquisition. At the same time we have a fantastic network of student ambassadors across  Europe. There are currently 120 and they cover means the top schools spread all over Europe from the Copenhagen Business School to  Munich, to Berlin,  everywhere, I mean in Spain as well.And then theres the fourth channel, is that we have partnersh ips with universities. So today actually we have partnerships with schools such as LSE, Kings College, I can spell many more fancy names. Essentially what that means is that, when we have interesting opportunities that match what we know that students are interested in, they publicize it towards their talent.Martin: For free?Eiso: For free. And we have this, I mean with growing partnerships in many countries right now. In the moment many partnerships are being closed in  Germany.Martin: Okay. Interesting. Is there some kind of a built-in virality in your product as well?Eiso: So this concept of viral loops and growth hacking, you know, you sent free invites to your cousins and what not and. Weve played a lot around with that. And we had some initial traction actually around doing that. But we realized that fundamentally, it wasnt serving our mission. So what we actually said is, guys, when we do our job right, when we get people into jobs, we see that theres growth. When we see that we can give people real opportunities and do better than the status quo, which today are shitty job sites.  And so we actually dont focus that much anymore, especially in the new platform thats launching on send invites to here, especially many of these sites who try to trick people into doing it.Virality works in my opinion, how we look at it, when theres something inherently viral to your product. A chat system like WhatsApp, where you know you can not exist without writing with other people has some inherent virality. Tagging people in pictures because you want to notify other people about these things. But still finding your job is quite a personal thing. And so, there might be some things that wed figure out in the future, but we havent yet today.Martin: Okay. Interesting.CORPORATE STRATEGYMartin: Regarding the corporate strategy of you, what do you think are the most important drivers in order to become a very successful company?Eiso: So corporate strategy, its a totally over used word and its quite a fancy word as well. We look at essentially 3 different things.We look at:whats the next 18 months for us,whats the next 3 years, andwhere do we want to be in 5 years. And when we get to 5 years, its not strategy, its vision.  Our vision is to be the number player globally in junior recruitment.So this is where we want to get to.How we look at kind of the short and medium term, in terms of strategy, is that its driven by a few things.Its driven by the basic metric of getting people placed into jobs.At the same time, our strategy heavily focused on deciding where to go geographically and where to go in what verticals.So, geographic expansion for us is when we want to own a continent, essentially, or part of the continent.  So right now, between now and the end of the year, were heavily expanding in Europe, weve been at most European cities, yet I think were still missing Paris, which is happening in a few weeks. By the time this is published, we’ll be there as well. At the same time we are starting in  South East Asia. We have already been placing some people in jobs, those not our main market focus, in  Mexico and  Colombia.So were seeing, for us the opportunity is global. Everywhere you go to, companies are hiring young people. There are some cultural differences, and we can talk a little more about this in a bit. But overall, fundamentally, people graduating, people wanting to leave jobs, and going into new ones, happen everywhere.And  yes, there is an  economic cycle,    some countries that are booming and hence its faster to grow. However even here in Spain today, we see that companies struggle to hire young people. And this country has 50% youth unemployment. So its not so much the fact that talent availability, its often a problem of matching, of actually search.So can a company actually reach the young people that it looking for? Of course Google can reach anyone its looking for. But if youre a startup with 50 people and actua lly no one really knows who you are, its not as easy sometimes to actually go get the talent on board.So its a 2-sided problem. Its a problem of being able to actually reach the talent and after you reached them, to actually do the matching part. And we focus on both areas.MARKET DEVELOPMENTMartin: Eiso, you have made a very good bridge to market development. I would like to understand how the market for recruiting differs in between the European countries and how the development over the last years has been happening?Eiso: So, there are a few things thats interesting to note.And the first thing is, the trends on the talent side. So one of the things where and maybe you remember this from when youre graduating is that, everyone maybe youre a bit too young, wanted to go into consulting and investment banking. And thats essentially, you know, any graduates in class 6 7 years ago, you know, a Bachelor in Business from any of the schools or Masters or MBAs, its investment banking consu lting. Im talking about business talent now, which is essentially social science is the big growth of all graduating talent in  Europe, with engineering and sciences being next.Today thats starting to differ and  Germany  is a very good example,  Berlin  is a very good example of this as well, for the good and for the bad. That all of the sudden, theres 3 options for business student graduate. And not just for  business students by the way, its for engineering and other sciences as well, is that its no longer just about the traditional corporate brands, the Goldman Sachs, the PWC, Accenture, the Lloyd, all of the names that we can round off.  But startups have become a real possibility. And people are excited about them. And this is a trend we see in Europe, its a trend we see in the  US, its a trend that has not yet to happening in Asia or South America or the  Middle East.And in Europe and the  US,  its fundamentally built on 2 things. Its built on the fact that were a generation thats been told to be happy. And its a generation thats starting to realize that when theyre talking to their friends or people a little bit older about what is it like to work at Goldman Sachs, what is it like to work at  Booz  company, I was for a little while at  Booz  company.  Well guys, I never leave the  Oxford  at 2 am, I never have weekends, I shouted out a lot I mean it goes on and on and on and on. So people have become a little bit more spoiled in a good way and sometimes in a bit between the 2 extremes. And so, and this build up on everything that weve seen from the Steve Jobs speech given at Stanford, thats had a big impact on this generation, to Mark Zuckerberg coming and being a role model and theres a lot of things that you can add on to this to say why we get to this point.  And the fact there are many children today from divorced homes.So this word happiness and wanting to be happy not just in your life but also in your career, matters to them. And startups are great outlet for that, because they allow people to focus on the things they care about most in their first years of their job. And its not money. It was money if maybe 2 decades ago, its still money today in several more developing economies.But actually purpose, masteries to being able to get better and like learning in your skill, all of these things, the team that we get to work with are much more important factors today for young people to decide where they want to work and the exact dollar youre amounting on their paycheck.  So this is a little bit about the trend on the talent side.On the company side, were seeing several trends as well. Corporate companies are starting to realize, that these things are happening. And theyre trying to adapt. Not all of them yet, and many arent yet but were seeing more and more great companies starting to realize that talent today is not there to stay for the next 20 years. And they are starting  accept it and  sometime being okay with it. Iv e seen the examples, Im not going to name the exact companies, but its the big large multinational companies that say, We want you to be here one or 2 years and then we want you to leave our company. We want you to work abroad in another company and we love to have you back 3 years later. Or we want and go develop you, we want to actually Because they realize they can’t no longer retain someone for 20 years in the same company, because thats not the reality of us anymore.And this is one major trend that we starting to see happen. At the same time, we see a bigger growing volume of startups happening in Europe, and the  US  and hence being an actual labor market. There is a significant volume today that can actually be considered a real labor market. Theres some EU report that just came out trying to estimate the size and you know millions of jobs being created through some of these new companies. So this is another thing where we see that, you know, startups take, theres a new com pany thats being founded  doesnt  have legacy, so they take a look around and say what are the best practices in recruiting, in HR, in  managing people, in policy, all of these things and theyre implementing those. So it means that a lot of the legacy staff of existing corporate companies, the strictness about hours or about a holiday policy or things like this, it is starting to changing at startups because theyre their taking and this doesnt work in the past, this is whats applicable to todays youth.And then what we see, the funny thing is that the big companies then copy from the startups again and thats quite an interesting side.Martin: Okay. In terms of the difference between the recruiting markets, between for example in Europe between  Germany  and around. Can you tell us about that?Eiso: So there are a few things that we see. Obviously there are companies in  Europe  that are doing better than others. So we have to start an economy that are,  Spain  actually starting to kick up and strengthen quite a bit now at the moment. Weve been through to peak of the recession here now since about last month. Its in the  US  and other places.But there is still high youth unemployment, in  Spain,  Italy,  Greece,  Ireland  as well. And we see that there are talent flows happening from these countries to Northern European countries where there are huge demands for especially engineering talent. This is usually only limited by language. So in countries where English or German in our case, is not as well taught, or not as well spread, we see some of the barriers of those flows. But the willingness of the talent is huge. People are starting to move more inside  Europe  because they have to.So some of them are very interesting. We do see that theres many countries that people return to after a few years, it’s pretty hard to live in Spain and to go to Germany and be under grey sky most of the year and then actually decided for 2 3 years  you want to stay for the rest of your life.So we do actually in reality see that these things bring people back to their countries. So some of them maybe will say yes theres a lot of outflow, and theres people coming. Actually, theres as much as people coming back at a time period as theyre leaving. And it might not become purely reflected in the immigration, immigration numbers yet. But we see this already happening and well see that as the economy strengthens in the Southern countries again, we expect a lot of young people to return to their homes.Martin: Okay.ADVICE TO ENTREPRENEURS FROM EISO KANT In Madrid, we met the Co-founder and Managing Director of Tyba Eiso Kant. Tyba is an online platform that gives businesses access to its junior talent database using cloud-based recruiting tools.Eiso told us about the business model of Tyba, about their corporate strategy, the development of the recruiting market, as well as his advices for other entrepreneurs.The transcript of the interview is provided below.INTRODUCTIONMartin: Today we are in  Madrid  at Tyba. Eiso, who are you and what do you do?Eiso: Hi. My name is Eiso Kant and Im the Managing Director here at Tyba. And my day-to-day responsibilities vary, but our main goal is to fix junior recruitment here. Thats what the whole company works towards.Martin: What did you do before you started this company?Eiso: So before I started this company, we actually started it while studying together with 3 co-founders, myself from the  Netherlands,  Jorge is  half Spanish half German, and Philip from  Germany. And so, we actually starte d this while studying but however before studying, I was personally involved in several other startup projects.Martin: Okay. Can you tell us a little bit about your entrepreneurial journey?Eiso: So my entrepreneurial journey started relatively early. When I was 14, I was in an international school in the Netherlands and we were given this project for about 5 months, where youre allowed to do pretty much whatever you wanted, as long as you did a write up on it.We had a family friend who is shutting down a store, which had over 15,000 pieces of classic prints, art. In 1920th century lithographies. And I was always a bit of a pure geek and I said, can I settle these things for you online. So its such a shame that the store was going offline.Well, offline offline. And then, I started learning a bit how to program, learn a bit how to design, use Photoshop and about 5 months later after taking pictures of all of these 15,000 friends, launching it all in store. I learned a big lesson, is t hat build it and they will come does not apply on the online.But that actually worked out, and several months later, the whole inventory was sold. And that was my first  experience  in, I didnt even know the word startup back then, but into having a little internet company. And since then Ive been involved in different projects.Later on, I expanded a little bit, working as a freelancer, primarily as a programmer but also as a design freelancer. No one here really knows it, I think. Designs werent too good.And moving forward into that, I worked a lot in the online publishing sphere. So actually, having it one moment network with over 1,000 sites that had writers working for it and continuously publishing content and making money in the old days of Google AdSense. Its not that lucrative anymore, but it used to be.That moved into several other projects. A project which was put around the company working for retails here in Germany, where we published a lot of the medical content online and later on after finishing my high school, a startup called Twollars, where we raised money for charities through Twitter. We were the first company to do so and we worked with many big brands and we had a lot of exposure at that time, it was a great experience. And I found myself in between Europe and  San Francisco.Martin: Cool.TYBA BUSINESS MODELMartin: Lets talk about Tybas business model. Can you briefly explain what you exactly do?Eiso: So, Tyba exists to make it easy for companies to hire the right junior talent, so interns, but also people up to 4 -5 years of work experience. And at the same time, we exist to make it much easier for that talent to find the opportunity, the job, and the place that they love to be at.  So our mission is to fix the junior recruitment.In terms of business model and how that works, were completely free for the talent side and we actually will always be. From the company side, at the moment they choose, to actually want to interview candidates and then also hire them, thats where we charged them.Today we have a very strong focus on what we internally call sexy fast growing companies, so startups are a very big part of that. And were growing now across Europe and  have been at most major hubs in  Europe  already, where we actually go and visit all of these companies and profile them on a new platform thats launching  actually  next month.Martin: And how do you improve this matching between the people looking for a job and the sexy fast growing startups?Eiso: So one of the things that we do here is that, were very much a technology company. Cant see it, but behind us is a large engineering team.Martin: Yes, thats right.Eiso: And we have a very regular selection process of how we hire. And what we look at why were such a technology oriented company is that, we believe in the data that young people give us. Information if you allow in my platform, place theyve studied, interests, books theyve read, museums theyve visited, lo t’s and lots of what we internally call data points.  At the same time we learn from the companies, a very structured data about who theyre looking for. Just essentially taking a job requirement and turning that into a more structured information.What we then do is, we have different algorithms, we have what we internally call a recommendation engine, which is similar to  how today when you rate a movie on IMDb or youre looking at Flix for suggestion movies. That technology is called recommendation engines, we apply that to matching. And at the same time, we do matching on what we internally call a semantic level. So one of the things, youre a young person, you graduated from, did you study business?Martin: Yes.Eiso: So you study business. And one of the things you might know that theres about 50 different ways to name a business degree. Business Administration, International Business, Management, and it goes on and on. So they are all synonyms. At the same time those things that are related to business, which essentially International Marketing, Sales, all of these things. So we do is, we take all those terms and we internally call a mapping.One of the things is that what we can do is, we have a recommendation engine that works across hundreds and hundreds of different areas to do the matching. But we also have all this very structured data that allows us to know when a young person tells us what they studied or what their interested in, or where they worked, we know much more about it.So theres a lot of technical things, among them is too much details, this is essentially the high level overview of how we do our matching. And we continuously working on improving that.Martin: How do you acquire the individuals using your platform?Eiso: So the biggest growth is word of mouth. At the end of the day, if you think about it, you get someone a job. I mean, theyre going to tell their friends. And thats essentially the fundamental part of our business. There are ob viously other channels from the entering to new markets, sometimes its paid acquisition. At the same time we have a fantastic network of student ambassadors across  Europe. There are currently 120 and they cover means the top schools spread all over Europe from the Copenhagen Business School to  Munich, to Berlin,  everywhere, I mean in Spain as well.And then theres the fourth channel, is that we have partnerships with universities. So today actually we have partnerships with schools such as LSE, Kings College, I can spell many more fancy names. Essentially what that means is that, when we have interesting opportunities that match what we know that students are interested in, they publicize it towards their talent.Martin: For free?Eiso: For free. And we have this, I mean with growing partnerships in many countries right now. In the moment many partnerships are being closed in  Germany.Martin: Okay. Interesting. Is there some kind of a built-in virality in your product as well?Eiso: So this concept of viral loops and growth hacking, you know, you sent free invites to your cousins and what not and. Weve played a lot around with that. And we had some initial traction actually around doing that. But we realized that fundamentally, it wasnt serving our mission. So what we actually said is, guys, when we do our job right, when we get people into jobs, we see that theres growth. When we see that we can give people real opportunities and do better than the status quo, which today are shitty job sites.  And so we actually dont focus that much anymore, especially in the new platform thats launching on send invites to here, especially many of these sites who try to trick people into doing it.Virality works in my opinion, how we look at it, when theres something inherently viral to your product. A chat system like WhatsApp, where you know you can not exist without writing with other people has some inherent virality. Tagging people in pictures because you want to notify o ther people about these things. But still finding your job is quite a personal thing. And so, there might be some things that wed figure out in the future, but we havent yet today.Martin: Okay. Interesting.CORPORATE STRATEGYMartin: Regarding the corporate strategy of you, what do you think are the most important drivers in order to become a very successful company?Eiso: So corporate strategy, its a totally overused word and its quite a fancy word as well. We look at essentially 3 different things.We look at:whats the next 18 months for us,whats the next 3 years, andwhere do we want to be in 5 years. And when we get to 5 years, its not strategy, its vision.  Our vision is to be the number player globally in junior recruitment.So this is where we want to get to.How we look at kind of the short and medium term, in terms of strategy, is that its driven by a few things.Its driven by the basic metric of getting people placed into jobs.At the same time, our strategy heavily focused on deci ding where to go geographically and where to go in what verticals.So, geographic expansion for us is when we want to own a continent, essentially, or part of the continent.  So right now, between now and the end of the year, were heavily expanding in Europe, weve been at most European cities, yet I think were still missing Paris, which is happening in a few weeks. By the time this is published, we’ll be there as well. At the same time we are starting in  South East Asia. We have already been placing some people in jobs, those not our main market focus, in  Mexico and  Colombia.So were seeing, for us the opportunity is global. Everywhere you go to, companies are hiring young people. There are some cultural differences, and we can talk a little more about this in a bit. But overall, fundamentally, people graduating, people wanting to leave jobs, and going into new ones, happen everywhere.And  yes, there is an  economic cycle,    some countries that are booming and hence its faster t o grow. However even here in Spain today, we see that companies struggle to hire young people. And this country has 50% youth unemployment. So its not so much the fact that talent availability, its often a problem of matching, of actually search.So can a company actually reach the young people that it looking for? Of course Google can reach anyone its looking for. But if youre a startup with 50 people and actually no one really knows who you are, its not as easy sometimes to actually go get the talent on board.So its a 2-sided problem. Its a problem of being able to actually reach the talent and after you reached them, to actually do the matching part. And we focus on both areas.MARKET DEVELOPMENTMartin: Eiso, you have made a very good bridge to market development. I would like to understand how the market for recruiting differs in between the European countries and how the development over the last years has been happening?Eiso: So, there are a few things thats interesting to note. And the first thing is, the trends on the talent side. So one of the things where and maybe you remember this from when youre graduating is that, everyone maybe youre a bit too young, wanted to go into consulting and investment banking. And thats essentially, you know, any graduates in class 6 7 years ago, you know, a Bachelor in Business from any of the schools or Masters or MBAs, its investment banking consulting. Im talking about business talent now, which is essentially social science is the big growth of all graduating talent in  Europe, with engineering and sciences being next.Today thats starting to differ and  Germany  is a very good example,  Berlin  is a very good example of this as well, for the good and for the bad. That all of the sudden, theres 3 options for business student graduate. And not just for  business students by the way, its for engineering and other sciences as well, is that its no longer just about the traditional corporate brands, the Goldman Sachs, the PWC, Accenture, the Lloyd, all of the names that we can round off.  But startups have become a real possibility. And people are excited about them. And this is a trend we see in Europe, its a trend we see in the  US, its a trend that has not yet to happening in Asia or South America or the  Middle East.And in Europe and the  US,  its fundamentally built on 2 things. Its built on the fact that were a generation thats been told to be happy. And its a generation thats starting to realize that when theyre talking to their friends or people a little bit older about what is it like to work at Goldman Sachs, what is it like to work at  Booz  company, I was for a little while at  Booz  company.  Well guys, I never leave the  Oxford  at 2 am, I never have weekends, I shouted out a lot I mean it goes on and on and on and on. So people have become a little bit more spoiled in a good way and sometimes in a bit between the 2 extremes. And so, and this build up on everything that weve seen fro m the Steve Jobs speech given at Stanford, thats had a big impact on this generation, to Mark Zuckerberg coming and being a role model and theres a lot of things that you can add on to this to say why we get to this point.  And the fact there are many children today from divorced homes.So this word happiness and wanting to be happy not just in your life but also in your career, matters to them. And startups are great outlet for that, because they allow people to focus on the things they care about most in their first years of their job. And its not money. It was money if maybe 2 decades ago, its still money today in several more developing economies.But actually purpose, masteries to being able to get better and like learning in your skill, all of these things, the team that we get to work with are much more important factors today for young people to decide where they want to work and the exact dollar youre amounting on their paycheck.  So this is a little bit about the trend on th e talent side.On the company side, were seeing several trends as well. Corporate companies are starting to realize, that these things are happening. And theyre trying to adapt. Not all of them yet, and many arent yet but were seeing more and more great companies starting to realize that talent today is not there to stay for the next 20 years. And they are starting  accept it and  sometime being okay with it. Ive seen the examples, Im not going to name the exact companies, but its the big large multinational companies that say, We want you to be here one or 2 years and then we want you to leave our company. We want you to work abroad in another company and we love to have you back 3 years later. Or we want and go develop you, we want to actually Because they realize they can’t no longer retain someone for 20 years in the same company, because thats not the reality of us anymore.And this is one major trend that we starting to see happen. At the same time, we see a bigger growing vol ume of startups happening in Europe, and the  US  and hence being an actual labor market. There is a significant volume today that can actually be considered a real labor market. Theres some EU report that just came out trying to estimate the size and you know millions of jobs being created through some of these new companies. So this is another thing where we see that, you know, startups take, theres a new company thats being founded  doesnt  have legacy, so they take a look around and say what are the best practices in recruiting, in HR, in  managing people, in policy, all of these things and theyre implementing those. So it means that a lot of the legacy staff of existing corporate companies, the strictness about hours or about a holiday policy or things like this, it is starting to changing at startups because theyre their taking and this doesnt work in the past, this is whats applicable to todays youth.And then what we see, the funny thing is that the big companies then copy fr om the startups again and thats quite an interesting side.Martin: Okay. In terms of the difference between the recruiting markets, between for example in Europe between  Germany  and around. Can you tell us about that?Eiso: So there are a few things that we see. Obviously there are companies in  Europe  that are doing better than others. So we have to start an economy that are,  Spain  actually starting to kick up and strengthen quite a bit now at the moment. Weve been through to peak of the recession here now since about last month. Its in the  US  and other places.But there is still high youth unemployment, in  Spain,  Italy,  Greece,  Ireland  as well. And we see that there are talent flows happening from these countries to Northern European countries where there are huge demands for especially engineering talent. This is usually only limited by language. So in countries where English or German in our case, is not as well taught, or not as well spread, we see some of the barriers of those flows. But the willingness of the talent is huge. People are starting to move more inside  Europe  because they have to.So some of them are very interesting. We do see that theres many countries that people return to after a few years, it’s pretty hard to live in Spain and to go to Germany and be under grey sky most of the year and then actually decided for 2 3 years  you want to stay for the rest of your life.So we do actually in reality see that these things bring people back to their countries. So some of them maybe will say yes theres a lot of outflow, and theres people coming. Actually, theres as much as people coming back at a time period as theyre leaving. And it might not become purely reflected in the immigration, immigration numbers yet. But we see this already happening and well see that as the economy strengthens in the Southern countries again, we expect a lot of young people to return to their homes.Martin: Okay.ADVICE TO ENTREPRENEURS FROM EISO KANTMartin : Eiso, we always try to help our first time entrepreneurs with some advice from other entrepreneurs. And I think you have one or two very interesting learnings that you would like to share with our readers?Eiso: So, I have no idea Actually, the first thing Im going to tell you is that, any piece of advice anyone is going to give you, might work for you, might work for me, but it might not work someone else. And thats one of the main things that weve learnt is that, yes you can gather advice from people and you should always, you know, what we do  actually here is we start with reading blogs and books, with extra talking to experts, our advisors and then actually come up with a summarized conclusion.But one of the things that weve learnt is that, the experience that has helped our company, might actually not help another company. But the way we approached actually by looking at gathering advice and going through systematically through these kind of steps, has help us a tremendous a mount. Im able to sit here and the whole company able to exist on the shoulders of many fantastic people who have helped us over the last years. Thats a bit of a general advice about advice and how useful that is.But, some more concrete pieces of advice, we believe that people in your company are everything. We believe that the number one asset for any startup is not its app or its money in the bank, its actually people that sit there.As a startup youre trying to disrupt, in most cases, the existing industry or youre trying to change something thats the status quo, or trying to introduce something new. And you have to move faster than everyone else. You have to do it better. And that only works if you have the right people in your company.How we do our recruitment here, is that we focus it on essentially two main areas. We don’t care so much about the formal education that youve had or your age or where youre from or even the language that you speak as long as we can communicate t ogether. We care about the fact that you have a high willingness and the ability to always be learning. And thats incredibly important for us. Because as you come into a startup, its a dynamic environment, theres a lot of things always changing, a lot of new projects coming up, your role might even change over time, and we need people there who can consistently actually keep on getting better at their jobs.So these is a little bit very concrete in terms of how we, were a recruitment company, who genuinely believes that recruiting is actually the pillar of our success.And then, a little bit of cliché advice, you cant see it but Im actually reading it from the wall behind. It says, Its really hard to beat the team that never gives up. And actually someone in my company brought this the other page in our About page, and when Chuck was writing this, he said, this is exactly what defines what weve been doing for the last 3 years with this company. A relentless and continuous focus on ha ving a mission and wanting to succeed at that mission and being able to tackle whatever comes at you. Youll probably heard this in the word of emotional roller coaster a lot, where in the morning, you know you think, youre on top of the world with your company but in the evening you think the whole thing is about to fall apart because  a deal fell through in between. Managed that roller coaster. Get enough sleep, be able to and know the fact that youre in a roller coaster because theres always ups and theres always downs. With a little bit of luck, youre going to get to the finish line.Martin: Thank you very much, Eiso. And one quick thing, especially with the Tyba Entrepreneurial Insights relation would be, if some when in the future you want to start a company, a quick start would be just using Tyba to get into a startup company, learn some skills and then continue reading Entrepreneurial Insights and then you have all that you need for starting a great company.Eiso: I couldnt a gree more.Martin: Thank you very much.

Minimum Wage Conflict Theory - 1501 Words

Christopher Ferraro Law and Society 10/10/17 Minimum Wage Argument Marx s conflict theory has a very distinct ideology, it is stated that it mainly focuses on the causes and effect of class conflict between the bourgeoisie and the proletariat. The Bourgeoisie represented the members of a higher society which held onto the majority of the wealth and means also known as the owners of the way of manufacture and the capitalistic. While the proletariat class was constructed by individuals who belong to the working class or the poor. While they would focus on the economical, societal, and governmental implications of the rise of the capitalist economy in Europe. With the rise of the capitalist economy, it was theorized that the bourgeoisie,†¦show more content†¦The Federal Labor Standard Act was originally being set by five individuals who would create a board, and had to keep the minimum wage under 1,200 per year, had to keep it under so many hours 40-50 per week, Items made by children were not prohibited to be sold, and t hey had to appoint an individual to consider the conditions in the work place of occupations before they were allowed to establish a specific wage standards. During this time, the Board went to a few stores (grocery, and clothing), and priced what it would cost for an individual to purchase food that would help them achieve the minimum required calories for a day for a week. Once the research was completed (didn t take long since they only went to stores in a specific area) they took the information that was gathered and used that to come up with an amount. In 1936 by President Roosevelt who signed the Fair Labor Standard Act(FLSA) making a federal minimum wage of .25 cents an hour (equivalent to $4.18 today)(Grossman) in order to maintain a â€Å"minimum standard of living necessary for health, efficiency and general well-being, without substantially curtailing employment†. This wage only affected about 20% of the entire labor force. The Fair labor Standards act was not alwa ys looked at being the best way to go, when it was enacted just like in today s society it was fought against to raise the minimum wage. Many corporations were arguing against the creation of theShow MoreRelatedThe Causes And Consequences Of Class Conflict Between The Bourgeoisie And The Proletariat1422 Words   |  6 PagesMarx s conflict theory has a very distinct ideology, it is stated that it mainly focuses on the causes and consequences of class conflict between the bourgeoisie and the proletariat. The Bourgeoisie represented the members of a higher society which held onto the majority of the wealth and means also known as the owners of the means of production and the capitalists. While the proletariat class was constructed by individuals who belong to the working class or the poor. Focusing on the economic, socialRead MoreThe Negative Effects Of The Minimum Wage1282 Words   |  6 PagesMinimum Wage Should the government raise minimum wage? Should the government lower or keep the current minimum wage? Minimum wage is a very controversial topic when it is discussed between all parties. For those arguing for minimum wage increase believe that it will bring people living below the poverty line above it. Former President Obama stated, â€Å" no one working forty hours deserves to be living in poverty.† For those arguing against the raise on minimum wage believe that it has more negativeRead MorePolitical Involvement os Power of the Public1456 Words   |  6 Pagesthat distress (Kraft and Furlong, 2013). There are currently nineteen states that offer a higher minimum wage than the federal mandate. Thirteen states raised their minimum wage levels on January 1, 2014, increasing the purchasing power of the lowest paid workers in each respective state, some of the increases were under fifteen cents (United States Department of Labor). It is projected that minimum wage increases will drive consumer spending; and that can encourage job growth which will promote theRead MoreSocial Conflict Theory : Class Conflict Essay1299 Words   |  6 Pagesemployees starvation wages, having welfare pick up their slack, and outsourcing American jobs. Corporations will even stoop as low as not giving employees enough hours to be considered full-time, just so they can get around providing them with health insurance. Even though they provide a service to the economy, the damage these corporations do to individual’s lives outweigh that service. Karl Marx constructed a social conflict theory called class conflict, this theory states that people haveRead MoreJustice and Fairness Essay1261 Words   |  6 Pagesundertakes many noble trades, working in low wage and underappreciated jobs while of trying to figure out how the people of this country do it everyday. She works at Hearthside and Jerrys in Florida waitressing, with The Maids in Maine cleaning houses, and with Wal-Mart in Minnesota, serving their `guests, all while earning the minimum wage. She also looks to examine the functional and conflict theories of stratification as they relate to the low wage jobs she pursues. Two very different ideasRead More Working and Poor Essay1089 Words   |  5 Pagessame financial level. Strategic plans should be sought out to ensure effectiveness to its targeted group by considering all the interests of the stakeholders and the impact that will affect these stakeholder groups. According to the free market theory, the government ultimately has the social responsibility to its public. The important task the government must face is to maximize the benefit at a minimized cost. It must approve and implement laws that benefit overall society while adhering strictlyRead MoreWar And Exercise Sound Judgment1201 Words   |  5 Pagesability to wage war according to the tenets of jus in bello. The goal of war should not be total annihilation of the enemy without regard to life and property. Although there are many perspectives on this topic, most philosophers believe technologically advanced air power has gone outside the realm of jus in bello. However, based on careful analysis, research shows leaders are required to follow the laws of war and exercise sound judgment. This argument is supported by examining just war theory and theRead MoreThe Cost Of The Minimum Wage2450 Words   |  10 Pagesstagnant minimum wage rates in the United States, Hawaii is not always the paradise that many consider it to be. Between 2007 and 2014—during which America went through one of its biggest financial crisis since the Great Depression, the minimum wage rate remained at $7.25. According to economic professor Amy Glasmeier’s Living Wage Calculator, a person with a spouse and two children would have needed to make $28.95 to subsist in the county of Honolulu, $21.70 more than the $7.25 minimum wage (Lam,Read MoreChildren s Social And Emotional Development1274 Words   |  6 Pagesmother goes to daycare. Children’s social and emotional development are greatly impacted due to the extended amount of time children are in daycare and not cared for by their maternal mother. Behavioral problems, aggressive behavior, resolving conflict, and lower academic performance is examples of these adverse impacts. These negative social and emotional consequences of day care on children range from early childhood and continue into their teens. On average, children spend more than twentyRead MoreDifferences Between Society And Human Body1341 Words   |  6 Pages Theoretical Theories Tania Garcia Modesto Junior College Sociology has three major theoretical perspectives, which are functional analysis, symbolic interactionism, and conflict theory. It is where sociologist will develop some theories to explain why that theory works the way it works. By using these three perspectives sociologists will, â€Å"†¦study social events, interactions, and patterns, and they develop theory†¦Ã¢â‚¬  (Griffiths et al., 2015, pg. 14). These three perspectives

Violence In The Pardoner, The Knight, And The Wife Of Bath

In all the tales we read I saw the aspect of violence in each and everyone, each story has involved some type hostility such as combat, homicide, molestation, and foul. Chaucer includes the sense of suffrage and takes on the approach of violence so that the audience is gripped onto the stories and to get the aspect of pity for that character or characters. The sake of these stories steering near the chaos it has a purpose in which gives the reader intel n detail on the tale told by The Pardoner, The Miller, The Knight, and The Wife of Bath. These four tales have this similarity in violence and each end with a lesson learned or an expected outcome. I believe he includes this condition of aggression because of the time it was written†¦show more content†¦She comes to her senses to give him the opportunity to have a year and a day to tell the queen what women most desire when he returns if his response is incorrect he will be beheaded. Just the little that Ive discussed there is an intense amount of violence and it is clear that this around this time Chaucer involved his readers with the point of view of the knight. These two tales are both effectively fall into the category of violence, Chaucer uses these scenes from the tales to portray the characters in the fable and the character that is telling the story. It is ideal for Chaucer to include them so that he may go in depth with the story and it wouldnt have a vague description. I feel that most readers would want to know what happened to the three men in the Pardoners tale or want to know what became of the knight after he had raped a woman. The violence is included because it is what wraps the tale together although these stories dont have much of a filter like any other stories these have conflicts. The conflict is what makes the story come together as a whole it is the basic plot structure where there is an exposition then there is rising action then the climax, falling action, resolution. It goes to say that the tails utilize a clear violence facet for the understanding of the readers. The 13 century is another reason why violence reflected inShow MoreRelatedGeoffrey Chaucer s The Canterbury Tales1781 Words   |  8 Pagesthe majority could cost him his life, so instead he expressed his ideas through writing. In his infamous poem, The Canterbury Tales, Chaucer portrays his feminist ideals through the Wife of Bath. According to Allyson, the Wife of Bath, the ideal relationship consists of the husband relinquishing his power to his wife. During this time, women were taken advantage of by men who exploited their power. In the prologue to her tale, Allyson tells the pilgrims women need to bere hem [husbands] wrong onRead MoreFigurative Language and the Canterbury Tales13472 Words   |  54 Pagesepisode in the life of contemporary middle- and lower-class people. The fabliau uses satire and cynicism, along with vulgar comedy, to mock one or several of its characters. Not infrequently, the ridiculed character is a jealous husband, a wayward wife, a braggart, a lover, a proud or greedy tradesman, a doltish peasant, or a lustful or greedy clergyman. Plot development often depends on a prank, a pun, a mistaken identity, or an incident involving the characters in intrigue. The fabliau was popular

The Telecommuting and Its Effects Free Essays

On September 20, 1994, some 32,000 ATT employees stayed home. They weren†t sick or on strike. They were telecommuting. We will write a custom essay sample on The Telecommuting and Its Effects or any similar topic only for you Order Now Employees ranging from the CEO to phone operators were part of an experiment that involved 100,000 people. It†s purpose? To explore how far a vast organization could go in transforming the workplace by moving the work to the worker instead of the worker to work. Today ATT is just one of many organizations pioneering the alternative workplace (AW-also known as telecommuting) – the combination of nontraditional work practices, settings, and locations that is beginning to supplement traditional offices (Apgar, 121). According to IDC/Link Resources, New York, approximately 8 million Americans currently telecommute. A survey conducted by Olsten Corp., Melville, N.Y., reports that 62 percent of North American companies encourage telecommuting (Riggs, 46). In addition, research shows about 50% of all employees either have a job that lends itself to telecommuting or want to get involved in telecommuting. Most researchers agree that telecommuting growth is fastest in companies employing more than 1,000 and in those with under 10 employees (Harler, 26). Telecommuting came into existence out of necessity. First, increasing global competition has brought pressures and opportunities to businesses, consultants, and service vendors. As a result, the Yankee Group predicts that as many as 80 percent of all employers will have to adopt remote work in order to compete in world markets by mid-to late nineties (Manire, 51). Second, the Information Age necessitates that companies move faster and thus act and react to business conditions sooner. Third, telecommuting has been increasingly enforced at state and federal levels due to the Clean Air Act (CAA) of 1970, as amended in 1990. The CAA affects any firm with over 100 employees in areas with â€Å"severe ozone attainment levels†, which covers every good-sized city in the nation (Harler, 27). The Impact of the Internet on Telecommuting The Internet is widely becoming part of the plan when implementing and integrating telecommuting solutions. The Internet can add a powerful dimension to the management of both internal and external information functions and strengthen the organization†s human resource management information systems. Communicating Internally. The Internet is redefining how we communicate at all organizational levels – with individuals, teams and groups, and the corporation†s entire labor force (Kuzmits and Santos, 35). While the Internet is not about to eliminate phones, fax machines, or the U.S. postal service, it will gradually wean us from our reliance on traditional forms of communication, and will reduce the need to conduct one of the biggest time-wasters: face-to-face meetings. This can be effectively achieved by using e-mail, which reduces toll charges on phone calls and rounds of frustrating attempts via voice mail. Internet â€Å"phones†, while limited, currently allows for free communication without the toll charges of traditional phone networks (Kuzmits and Santos, 36). Communicating Externally. With the Internet†s links to millions of computers across the world, human resource professionals can now tap into a rich array of external information resources. There are numerous links to human resources and management associations, consultants, research organizations, and local, state, and federal government organizations. Publishers of human resource information and journals are also on the Internet, providing an important source of articles on current human resources issues and trends (Kuzmits and Santos, 37). Telecommuting provides many benefits to both employers and employees. Telecommuting increase productivity, decrease office space (and thus fixed costs), improved morale, and absenteeism. Disabled workers can benefit enormously from working at home, and can save companies some of the costs of in-depth compliance with the American Disabilities Act (Harler, 27). In addition, the following benefits could be derived: Achievement of the balance between work and personal time Geographic dispersion of staff resources (Berhard, 22). Implements a means to distribute resources strategically and accommodate customers with measurable satisfaction ratios (Berhard, 22). Achieve new levels of operational efficiency Contemporary trend toward executive management using remote connectivity for video conferencing and global access to mission-critical application systems (Berhard, 22). Gives companies an edge in vying for – and keeping – talented, highly motivated employees. In addition, compensation will eventually be changed to reflect the new work environment. The valued role of incentive rewards may increase as a result of the extra hours that employees are now clocking (Hein, 9). Closer teamwork and greater flexibility (Apgar, 127). Value that employees place on increased personal time and control (Apgar, 127). There are also numerous issues and disadvantages to telecommuting that human resources should be aware of and anticipate. Among these include: Human Resources should be able to handle ending an AW relationship, especially if the company feels it must eliminate a person from its program for poor performance. There is difficulty in anticipating deterioration in the employee†s at-home situation. For example, a divorce can result in the company losing an established office address, phone and fax number. What processes is or should be in place to assure invoices or work documents delivered to the former home are forwarded to the new location? Cost considerations for the telecommuter go above the basic infrastructure requirement. Integrating telecommuting into the corporate culture involves cautiously estimating personnel considerations, support issues, long-term investment strategy and productivity standards. Higher recurring expenses and a steeper cost impact to support remote computing. Corporations must start investing capital dollars in security economics-the analyzed loss of corporate information as a result of data piracy. Proper planning and careful review of security procedures helps corporations overcome this problem. The alternative workplace provides both tremendous tangible and intangible benefits. However, as most economists would point out, â€Å"There†s no such thing as a free lunch†. There are many human resources problems and issues that must be addressed before telecommuting can be optimally and positively impacted. Examining the Obstacles to Telecommuting First, companies wishing to utilize telecommuting should uncover any potential obstacles that could deter or impact its effectiveness. During the planning process for telecommuting, it is important to brainstorm to uncover any possible problems or threats. In addition, access to the Internet, inappropriate transmission of potentially offensive materials and electronic mail are also concerns for companies wishing to deploy telecommuting should address (Courtenay, 67). Among the potential obstacles that must be overcome include ingrained behaviors, cultural and system improvements, and legal and tax ramifications. Ingrained behaviors and practical hurdles make telecommuting hard to implement (Apgar, 121). This may result in employees who will resist the effort to this new paradigm. A special concern for human resources should be old-line managers. Old-line managers are one of the biggest obstacles to the alternative workplace. The problem is they manage by observation, not by results (Harler, 27). Managing both the cultural changes and the system improvements required by and AW initiative are substantial (Apgar, 121). Human Resources must â€Å"retool† to support the new type of employee. For example, at Levi Strauss. A family task force was created to assist in reconciling between work and family life. The task force was formed to examine the changing needs of employees in terms of flex time, part-time jobs and other issues. The task force, which meets monthly, is chaired by the CEO, a fact that underscores its credibility and organizational priority (Riggs, 47). Among the system improvements include time management. Managers in an AW environment, particularly one in which employees work from a distance, must also pay close attention to time management. Failure to do so will severely impact the workflow of a telecommuter (Apgar, 128). Companies should look at the legal and tax ramifications of a corporate telecommuting program. Among those legal issues that must be addressed include insurance, liability and workers compensation, and local legal and union issues. What would happen if company owned property is stolen or damaged from a worker†s home? Does the worker†s homeowners insurance cover it, or does the employer? While liability and workers compensation is a concern for employers, the issues have not been totally defined, and therefore not worth of much worry. In addition, court cases have not defined this area (Harler, 28). When companies research local legal issues, they should particularly look at zoning in the employee†s hometown. Some condominium bylaws, for example, forbid working out of the home (Harler, 28). How to cite The Telecommuting and Its Effects, Essay examples

Self Reliance Essay Example For Students

Self Reliance Essay The essay Self-Reliance, by Ralph Waldo Emerson, is a persuasive essay promoting the ways of transcendentalism. He uses this paper to advance a major point using a structure that helps his argument. In the paper, Emerson begins his concluding thoughts with a statement that greater self-reliance will bring a revolution. He then applies this idea to society and all of its aspects, including religion, education, and art. This brings Emerson to a new, more precise focus on how society never advance, rather it recedes on one side as fast as it gains on the other. This shocking, yet intriguing, idea is supported and augmented using tone, metaphor, example, and the consequence of ignoring his opinion. The final result is a conglomeration of ideas into the major points that, Nothing can bring you peace but yourself. Nothing can bring you peace but the triumph of principles. With the major points and devices used by Emerson defined, it is now possible to examine in greater detail how he persu ades the reader, starting with the use of tone. The use of word choice, sentence length and structure, as well as many other factors set the tone of this paper. The final result is a paper that has a conciliatory tone. A paper written in this authoritative style is helpful in persuasion. It pulls the reader into the authors ideas, making them your own. The tone of the paper thus allows for metaphors to be extremely powerful in promoting Emersons ideas. The metaphors are numerous throughout the paper, however there is one indelible one towards the end of the paper that really helps to shape the essay. Society is a wave. The wave move onward, but the water of which it is composed does not. The clear metaphor of society to the wave and the particles of water to the people distinctively demonstrates Emersons idea the society never advances. If a man is not self-confident and is unable to share himself with others, as people die so too does their experience. But the ability to be self-reliant eliminates this loss of experience. Although this metaphor is strong enough on its own to provide all of the support necessary for the idea that society never advances, Emerson adds to it and his other ideas with examples. The first examples are used to support the lack of progression of society. The civilized man of the Americas and Europe is compared to the savages of New Zealand. It is here that Emerson brings into question the digression in physical strength of men as he makes advances. These advances do just as much harm as good, making man lazy and indolent. Other areas that Emerson scrutinizes are the loss of skills that only years ago were essential, such as the ability to tell time by the sun, and the loss of attention to detail. With Emersons ideas clearly imbedded in our mind, and added by his style of inductive writing, he uses the consequences of ignoring him as the final blow in this battle to persuade. Although no consequence is clearly defined, Emerson has made it more than clear what will happen if people do not become more individualistic. Society will stay as it is, no matter how many technological advances are made. This fear of being no better nor advanced than previous eras is the most powerful motivator for change of all. Emersons challenge to not rely on fortune, rather to make things happen for yourself is exactly what he want it to be, motivational and persuasive. The promotion of transcendentalism in Emersons essay Self-Reliance is the promotion of a way of better living according to Emerson. The structural support of self-reliance in Self-Reliance through tone, metaphor, example, and the consequence of ignoring Emersons opinion achieves the goal of persuasion. This produces the final result of a vote for independence, telling that Nothing can bring you peace but yourself. Nothing can bring you peace but the triumph of principles. The promise of the transcendentalist of personal peace with the achievement of self-reliance would be nothing more than an outlandish idea without Emersons ability to structure and support his idea.