...Analysis of Unilever Bangladesh: Introducing Unilever: 150 million times a day, someone somewhere chooses a Unilever product. From feeding your family to keeping your home clean and fresh, our brands are part of everyday life. Life partner: With 400 brands spanning 14 categories of home, personal care and foods products, no other company touches so many people’s lives in so many different ways. Its brand portfolio has made us leaders in every field in which we work. It ranges from much-loved world favorites including Lipton, Knorr, Dove and Omo, to trusted local brands such as Blue Band and Suave. From comforting soups to warm a winter’s day, to sensuous soaps that make you feel fabulous, our products help people get more out of life. We’re constantly enhancing our brands to deliver more intense, rewarding product experiences. We invest €1 billion every year in cutting edge research and development, and have five laboratories around the world that explore new thinking and techniques to help develop our products. Continuous development: Consumer research plays a vital role in our brands’ development. We’re constantly developing new products and developing tried and tested brands to meet changing tastes, lifestyles and expectations. And our strong roots in local markets also mean we can respond to consumers at a local level. By helping improve people’s diets and daily lives, we can help them keep healthier for longer, look good and give their children the best start in...
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...Unwrapping ISLLC Standards Gwynne Toellner Grand Canyon University Eda-534 Educational Administration Foundation and Framework December 17, 2014 Unwrapping the ISLLC 2008 Standards * * Standard One: Lead With Vision- A school administrator is an educational leader who promotes the success of all students by facilitating the development, articulation, implementation, and stewardship of a vision of learning that is shared and supported by all stakeholders. ( ISLLC 2008: 1ELCC1) | Knowledge | Skills | Enduring Understandings | Essential Questions | Administrators will know… | Administrators will be able to … | Administrators will understand that… | | An administrator will know how to communicate with his/her faculty. | Collaboratively develop and implement a shared vision and mission (ISLLC 2008: 1ELCC1). Teachers and parents will recognize the broad academic and operational assurances of the vision, as well as its commitment to its students and the community. This will enable stakeholders to apply the mission promptly and correctly. Furthermore, create a linkage between the school and community. | They must develop a shared vision, then plan and implement activities around their vision, allocate resources to support their vision, collect and use data, and monitor progress and revisit when necessary. (Green, 2013). | Does the administrator engage stakeholders when developing or revising the school vision and mission statements? Is student data,...
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...Introduction: The biggest challenge for management in the 21st century is not a financial issue or technology that is the issue of human resources development; in that, the important is focus on solving the problem as lack of teamwork, lack collaboration between functional units, working environment undemocratic, lack the stability and consistency in activities of enterprises. To clarify and resolve these challenges, managers need to have an understanding the concept of "Employee relations". In essence, Employee relations is the relationship between people and people within the organization, it is dominated by the fundamental values of the organization and directly impact the performance, quality and innovation capabilities of business, results affect the competitiveness of enterprises. (Sloane & Witney, 2010) According to Bratton (2007), Employee Relations is concerned with preventing and resolving problems involving individuals who arise out of or affect work situations. The employee relations directly related to the work environment, fairness; it is based on communication with the superior and more important as the policy which directly affects the rights and obligations of employees (Bratton & Gold, 2007). A good employee relations is a result of a variety of tactics and strategies of management, it is done to improve communication, increase contact to minimize errors and to promote state in the work of staff (Bateman and Snell, 2011). According to Rhoades et...
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...age, ethnicity, educational background, geographic location, income, marital and parental status, religious and moral beliefs, physical abilities, working experiences, and job classifications. For example, for the first time in history, today’s workplace accommodates four different generations — the Matures, the Baby Boomers, Generation X, and the Generation Y. Each age group brings different perspectives on life and work; all of them relate differently to the same working environment; all of them bring new ideas that benefit the workplace on different levels. It is a great challenge for both employers and employees to learn to value and to embrace differences and not get caught up in stereotyping those who look, think and act differently. It is a great need to start learning about diversity by talking to people, asking questions and listening. The more we know about differences, the more we understand them and the more we can appreciate and value their contributions to the workplace. Employers need to learn how to integrate and manage their diverse workforce; employees need to recognize the challenges diversity brings and to be more flexible and adaptable. It is a process of cooperative efforts where everyone wins while acquiring new knowledge leading to new opportunities. As it is not possible to add fractions without finding a lowest common denominator, it is not possible to find effective workplace solutions without recognizing differences and finding...
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...Submitted by: Danial Hosseinzadeh December 19, 2010 I. The HRD specialist as change agent Human Resource Development plays the most critical role in the company as they are the main people who know the circulation structure of each organization within, events and employees credibility from the start. These people have a very sharp knowledge on their profession, as specialist of an institution, they have extensive skills and training to perform different task to be applied in the company’s reputation and success. They are called the change agent for they are authorized to implement what are new policies and procedures, in which both can benefit. There are two types of changes in an organization that HRD involved in, the macro and micro. A macro change intends to ultimately improve the effectiveness of the organization while micro is directed to individuals, small groups and teams. So the HRD professional may also be directly involved in carrying out the intervention strategy, such as facilitating a meeting of the employees responsible for planning and implementing the actual change process. II. The HRD Executive as strategic Manager The HRD executive/manager has primary responsibility for all HRD activities. HRD must integrate programs with the goals and strategies of the organization, and normally assumes a leadership role in the executive development program, if one exists. If the organization has both an HRM and an HRD executive, the HRD executive must work closely...
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...not Neil. The company at this point needs efficient leader like Neil to help gain sales back, but due to Hubert’s inaccurate decision regarding performance rating he might have to keep Harriet which might affect the productivity levels of the organization. 2. What HR and legal issues could be raised in this case? The documentation raises questions about the fairness of the evaluation system. As noted in the text, if any part of the appraisal process fails, better-performing employees may not receive larger pay increases, and the result in perceived inequity in compensation. Accurate evaluations can provide justification for actions such as, termination or demotion should they be necessary. Either employee can file a lawsuit against the company. 3. What course of action would you recommend that Hubert take? Explain your rationale for taking this action. I would definitely recommend Hubert to do the right thing, which would be to temporarily demoting Harriet. Though it might be difficult to go back and make changes to the performance appraisals done 10 months ago, Hubert can do another appraisal for both employees. Besides, the next yearly appraisal for them is only two months away. This time Hubert should accurately rate both...
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...high school. Although the achievement gap in math has declined in recent years (AAUW, 1999), girls consistently score lower on the SAT and ACT than boys do, and the gap does not narrow in college. Researchers struggling to identify the origins of gender differences have examined a range of theories, including biological, environmental, cultural, and cognitive developmental approaches to gender differences. What is Gender Equity? Gender equity implies being treated equally fair for both male and female. Gender refers to the social roles of men and women, and boys and girls, as well as the relationships among them, in a given society at a specific time and place. Gender equity is still a major point of discussion in modern-day education circles, although, Title IX, a groundbreaking statute intended to end sex discrimination in education, became the law of the land on June 23, 1972. While most famous for its requirement that schools provide girls with equal athletic opportunities, the law...
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...Standard 2: An education leader promotes the success of every student by advocating, nurturing, and sustaining a school culture and instructional program conducive to student learning and staff professional growth. Knowledge | Skills | Enduring Understandings | Essential Questions | Administrators will know… | Administrators will be able to… | Administrators will understand that… | | School culture | Advocate for a school culture that will produce successful school learning and staff professional growth.(ISLLC 2008:2.A; ELCC 2.1) | A positive school culture in which every individual feels valued is necessary to achieve success. | What is the culture of the school, and how can it be affected in a positive direction? | Instructional programs | Create and nurture effective instructional programs that will promote personalized learning throughout the educational environment.(ISLLC 2008: 2.B, 2.C; ELCC 2.2) | To build capacity the instructional and leadership capacity of the staff has to be continuously developed. | What professional development is relevant to strengthening instructional programs? | Student learning | Sustain an environment of student learning that maximizes instructional time.(ISLLC 2008: 2.D, 2.G; ELCC 2.3) | Differentiation of instruction is vital to creating strong instructional programs that lead to student achievement. | How can we organize an environment so that success is promoted for all students? | Professional development | Promote and develop...
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...Building Synergies Charles Woodall August 9, 2010 Across the United States, state legislatures are responding to rising expectations in the workplace and the demands of a global economy by setting higher standards for schools. To enforce these standards, legislatures are creating high-stakes assessment systems that hold schools accountable for student achievement. In response to this initiative the president of the United States, Barack Obama, has created an initiative called “Race to the top”. This program was developed to give school districts financial incentives to improve failing schools and motivate educators about attaining these expectations. In addition, this “race to the top” initiative will increase the emphasis of accountability on teachers and school leaders. More than ever, in today’s climate of heightened expectations, principals are in the hot seat. They are being scrutinized on their ability to improve teaching and learning. They need to be educational visionaries, instructional and curriculum leaders, assessment experts, disciplinarians, community builders, public relations experts, budget analysts, facility managers, special programs administrators, and expert overseers of legal, contractual, and policy mandates and initiatives. They are expected to broker the often-conflicting interests of parents, teachers, students, district office...
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...through participatory planning deserve increased attention. Issues of governance go beyond ensuring better management of the public sector. They include a concern for increasing ownership by different stakeholders at different levels. One strand of the research focuses on centralization/decentralization to answer questions about what responsibilities within education systems (such as recruitment of teachers, control of budgets, design of curricula) are most appropriately located at national, provincial, district and/or school levels in countries of different sizes and cultures. The research also takes into consideration the distribution of responsibilities within particular levels, e.g. at the national level between national ministries of basic education, higher education, finance, planning, etc. A second strand focuses on management of skills development and training. Expansion of opportunities for young people who have completed basic education does not imply exclusive attention to traditional models of formal education. Attention is given to alternative models and to non-formal modes which can serve out-of-school youths. Learners in modes of post-basic education pay attention to the demands of the labour market. This requires examination of the types of skills offered by different modes of training for both in-school and out-of-school youth. Systems of higher education also require attention. The issues of governance include mechanisms for governments to achieve appropriate...
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...ACC 411 – Accounting Ethics Midterm Exam Due: November 20th by 11:59 p.m. Multiple Choice (2 points each) 1. Each of the following elements make up an integral part of what is meant by "ethics" except for: A. Accepted standards of behavior B. Knowing the difference between right and wrong C. Always following the law D. The moral point of view 2. When is it appropriate to contact the audit committee about a difference of opinion with the CFO over an accounting or financial reporting manner? A. If the CFO does not agree to correct the financial statements B. The CEO supports the CFO and does not agree to correct the financial statements C. The external auditors support the CEO and do not agree to correct the financial statements D. The audit committee should always be the first to be informed about such a difference of opinion 3. "Treating others fairly" encompasses treating them: A. Equally, impartially, and responsibly B. Equally, responsibly, and openly C. Impartially, openly, and diligently D. Equally, impartially, and openly 4. Objectivity requires that a CPA should: A. Maintain a mental attitude of impartiality B. Maintain a mental attitude of intellectual honesty C. Be free of conflicts of interest D. All of the above 5. The method of ethical reasoning that deals with making decisions after considering the interests of others is: A. Egoism B. Enlightened Egoism C. Utilitarianism D. Rights Theory 6. Deontology...
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...ISLLC standards benchmark assessment Anna Skinner Grand Canyon University EDA 534 September 3, 2013 Standard One * * Standard: A school administrator is one who promotes the success of all students by facilitating the development, articulation, implementation, and stewardship of a vision of learning that is shared and supported by the school community. i.e. A successful school administrator leads with vision… | Knowledge | Skills | Enduring Understandings | Essential Questions | Administrators will know and understand… | Administrators will be able to … | Administrators will understand that… | | 1. 1 Systems and data knowledge | 1. 2 Analyze, breakdown data and implement programs that will maximize on student performance | To stimulate student success the education leader needs facilitate the design and implementation of a school vision by which the learning of each student is put first and is supported by students, staff, parents and stakeholders. | 1. 3 What tools, data, and focused understanding are necessary to develop a vision? 1. 4 What technology and resources are necessary to articulate and support the vision? | 2.1 Implementation of strategic planning | 2. 2 Effectively plan, implement, communicate and articulate the vision | | 2. 3 How can the staff and community be involved in the implementation of the vision? | 3. 1 Effective communication and negotiation skills | 3. 2 Set goals and continuous improvement reflection...
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...Executive Summary Now day’s compensation strategies are charged with supporting the company’s mission and objectives through the development and implementation of strategies, which ensure that valuable workers feel secured at their work place and rewarded for their accomplishment. A successful company focused compensation strategy including tuition reimbursement, bonus and paid time off. They are valuable programs and creating attraction process for most common compensation programs. These strategies are useful tool to improve employee satisfaction and work ethics. But, used incorrectly, it can cause some financial damages and relation disconnect between company and work forces. Bonus, tuition reimbursement and paid time off can be created to reward individual performance which is related to company’s mission and building trust in the organization. Company can use these strategy tools to communicate a fresh commitment from the employer to the employees and remind workers how much they are appreciated. The purpose this report is to determine the proper amount of compensations gets applied for different jobs in the organization. The organization because persuading the incorrect determination can cause bad implications for the company and damaging the work ethics of the employee organization as well as the employer’s power to hire qualified employees. Another purpose of the research report Well treated employees make a major role in a company’s power to improve its product...
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...current issue and full text archive of this journal is available at www.emeraldinsight.com/2045-4457.htm SAJGBR 2,1 Profiting from poverty: ethics of microfinance in BOP Linda M. Sama and R. Mitch Casselman Department of Management, Peter J. Tobin College of Business, St. John’s University, New York, New York, USA Abstract Purpose – This paper seeks to examine the ethical dilemmas that emerge when offering microfinance services in BOP markets. Design/methodology/approach – Utilizing the ethical lenses of deontology, teleology, virtue ethics and moral relativism, the paper builds on prior research on ethical issues in BOP markets and the ethics of microfinance to highlight the specific stakeholder impacts facing MFIs. Relevant literature and examples from practice are utilized to illustrate the different ethical perspectives. Findings – In general, many of the key dilemmas represent themselves in the extreme poverty segment of the BOP where commercial business models have the least traction. Research limitations/implications – Propositions are developed for the corrective actions in the paper which might allow future research to uncover differences in intervention success in different BOP markets. Practical implications – The discussion of potential interventions for the various stakeholders may ameliorate criticisms of MFIs, suggest opportunities for cross-sectoral partnerships and improve outreach to the poorest of the poor. Social implications – For each issue addressed...
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...Legal, Safety, and Regulatory Issues of Human Resources Tara Moreno HCS/341 August 24, 2015 Angela Thomas Human resources are greatly impacted by the legal, safety, and regulatory issues that pertain to their company’s employees. The statement, “common sense and compassion has been replaced with litigation”, implies that companies today have become so engrossed with avoiding legal liabilities and lawsuits by employees that a cold management style becomes the result. Human resource managers must be well informed of regulations and laws in place that protect employee and employer rights and enforce employer responsibilities as they pertain to legal, safety, and regulatory issues in the workplace. There are many legal issues that companies must adhere to that are enforced by the Department of Labor. These laws are set in place to protect both the employee and the employer and to ensure fairness and ethical behaviors within the workplace. Some of the legal aspects of human resources that are governed by the Department of Labor include, but are not limited to; wages and hours, workplace safety, and the Family and Medical Leave Act (FMLA) ("U.s. Department Of Labor", n.d.). Employers are required to pay minimum wage to non-exempt employees for regular hours worked and time and a half pay when overtime hours are worked. The standards for wage and overtime pay are set forth by the Fair Labor Standards Act (FLSA), while the Wage and Hour Division enforces these standards. Additionally...
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