...Not All Companies Are Viewed As Equal Strayer University Being a supporter of free trade, market, and capitalism I believe that soda companies are being unfairly targeted doing this time in which American is at war with obesity. There’s nothing wrong with the products from the large soda companies PepsiCo and Coca-Cola. They are responsible companies that are making a product that consumers demand. One reason I am defending the sodas companies is because I feel they are barring to much of the blame for our country obesity problem There is no doubt that drinking sodas irresponsibly can cause weight gain, but treating it as the sole cause of obesity and disease is unfair and want solve our health problems. Many Americans who over indulge in sodas also have diets that consists of foods with low nutritionally values. Also foods that we consider healthy play a factor in America obesity issues, Cardiologist and author Dr. William Davis state that two slices of whole grain wheat bread have the same impact on blood sugar as a can of soda. In no way am I saying sodas are great for diet or your health, but I believe soda companies are being demonized for America obesity problem. When there are other unhealthy products on the market that are not being held accountable for their contribution to America obesity and health situations. Also we has American need to evaluate all factors of the obesity epidemic and just don’t attach yourself to the most popular campaign which at the moment...
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...chronic obstructive pulmonary disease (COPD). Smoking is considered to be the leading cause of preventable deaths in the US. It is responsible for about 480,000 deaths, including 41,000 deaths resulting from secondhand smoke. According to the CDC, the United States spends $300 billion a year on smoking-related costs to include medical care, lost productivity, and premature deaths. By now we are all well aware of the harmful effects that smoking and other use of tobacco products have on use, but according to the CDC 3,200 people under the age of 18 smoked their first cigarette today. Choosing to smoke is a personal choose that affects many. If an employer is required to pay a higher insurance premium for those employees that smoke, who should be required to pay? Who should be responsible for children that develop respiratory problems such as bronchitis or pneumonia from secondhand smoke? With so many people affected by smoking I think it is well with the right an employer and even the government to regulate its use, or even penalize those who make the choice to smoke. With all the...
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...present in many every day situations. Men and women are supposed to be view as equals in society, but many people refuse to inhale this idea. Women and men are equals, but there are some obvious differences in their characteristics that allow people to think otherwise. In communication, the gender characteristics of different cultures impact specific community structures such as life at home, the work environment, and everyday activities. Life at home is a very interesting topic when it comes to gender characteristics. Working class couples take on different roles when it comes to household chores and in many instances women end up monitoring or even redoing the men’s job anyway (Sassler, 2013). This goes to show that women do a disproportionate share of the housework. The research is evident that in two out of every three couples, the woman stays at home during the day, which puts her in the position to take advantage of cooking and cleaning around the house. Most women are being set up and given a disproportionate amount of the household chores. Meanwhile, it is said that the male in the relationship might even do less around the house when he is not working because it challenges his masculinity (Sassler, 2013). Coming from personal experience, it is easy to identify the previous statement as true. Many times the man will come home from work and be exhausted. So the woman usually ends up doing all the cooking and cleaning up after dinner. Many...
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...Netherlands In the Netherlands they are known for their commercial history and famed adaptability. This means that they import goods to re-export them at a profit. Fifty percent of all trucks in Europe are from the Netherlands. Some of the cultural differences between the United States and the Netherlands are work floor, education, business structures, management style, communication styles and prestige. Work Floor In the United States workers what to be rewarded for a job well done. Some companies may give out an employee of the month to the best performing employee or some might give out bonuses for performing well. In the Netherlands it is a general opinion that it is normal to do a good job, expected without reward. Also Dutch employees will stay with one company for a long period of time, showing their loyalty and interest in long-term goals. Another big difference is the labor laws. The Dutch laws are very stringent which make it difficult to dismiss employees. So for a company to downsize it is difficult and can be very costly. Education Education and grades are much more important in the United States than in the Netherlands. In the US having a degree is about the only way one will get very far in any business anymore. The Dutch on the other hand as long as you have a diploma that is enough and grades don’t matter. With that being said the Dutch as a nation are highly educated. A large percentage of the country’s GDP is spent on education. Business Structure ...
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...industry is male-dominated and men greatly outnumber women within the various tech companies. It appears that managers and even a tech CEO (Klout CEO Joe Fernandez) allow stereotypes to influence their hiring attitudes. There is a “similar-to-me effect” that occurs within this industry that contributes to creating a more male dominated society within these companies. These managers are white men who may perceive female employees as different and not as equals. By having this inaccurate perception, women would be more likely to not receive fair evaluations or promotions just because of their gender. Managers do not seem committed to diversity within the workplace. Members of the company look to members of their senior management for acceptable behaviors and practices. When subordinates see that diversity is clearly not an objective of their management team, they will adopt a similar mentality. The tech start-up industry has created this programmer culture that is directed at men, similar to a fraternity, which clearly excludes women. When a woman is hired by one of these companies, she would have a significant disadvantage as a key contributor as the minority within the mostly male company. A woman’s ideas and input may not be as highly valued as her male counterpart due to the programmer environment. This could lead to the woman leaving the company and the company faced with hiring her replacement all because of a lack of effective management of diversity. II. When a particular...
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...Australia. What is it that makes this such an apparently impossible issue to resolve? Critically examine the implications, of this gender inequality, for efficient and effective work and management practices in companies today. Introduction Gender inequality issue originates from Christian ideology, which advocates traditional thought of “male superiority to female”. In the workplace, gender inequality causes unequal treatment between male and female employees, such as women are typically more difficult to get promotions than male; they do the same work as male but get paid less than men, they even suffer from other issues such as sexual harassment. Sexual harassment exists in most countries including Australia. As long as the society couldn’t reach to gender equality, people’s human rights will be threatened whether people in the workplace, or anywhere else. This essay introduces the histories and background of gender equality, and further examines the gender equality improvement in Australia, as well as the effects of this issue in the workplace. Moreover, there also several suggestions for companies on gender equality promotion and related policies making. Gender Equality in Workplace Grown (2003, p.2) claims that the term ‘Gender Equality’ narrates the measureable equal representation of men and women. Gender equality is a basic human right that both men and women are equally contributing to...
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...The three employment laws covered are Title VII of the 1964 Civil Rights Act, The Civil Rights Act of 1991, and The Americans with Disabilities Act; all three employment laws written about are an explanation of non-compliance. There is also an assessment on how an organization can ensure compliance with employment laws. Title VII of the 1964 Civil Rights Act Title VII of the 1964 Civil Rights Act was one law instated to ensure equal employment opportunities for all people no matter his or her race, religion, color, national origin, or gender. The 1972 Equal Employment Opportunity, Title VII states that showing any discrimination towards an employee by an employer bases on the applicants or employees race, color, religion, sex, or national origin is discrimination and will be viewed as unlawful. There are two major functions of the Act regarding discrimination: 1. Showing failure to hire an individual or refusing to hire an individual based on the terms outlined in the act are discrimination. In addition to the hiring process, relieving an individual from his or her duties within an organization, refusing benefits or compensation, changing one’s terms of employment or privileges of employment including any employment conditions of said employee based on race, color, religion, sex, or national origin is viewed as a company practicing discrimination. 2. Practicing segregation, limiting or classifying employees or applicants for employment in any way based on race, color...
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...Jefferson in the declaration of independence “all men are created equal” we see that such never cross the color and gender line. Due to the increase pressures for equal opportunity for all regardless of race, color, religion, sex, national origin or age, employers were force to enact policies which covers areas of discrimination. These actions open the door for corrections of past discriminative acts by employers within the work force under the term affirmative action. According to Bohlander & Snell, 2007, affirmative action is a policy that goes beyond equal employment opportunity by requiring organizations to comply with the law and correct past discriminatory practices by increasing the numbers of minorities and women in specific positions. They further state that, in order to achieve this goal, organizations need to follow specific guidelines and goals to ensure that they have a balanced and representative workforce Bohlander & Snell, 2007. To the directors of Big and Small Incorporated, as I examine your company and its labor force, it is clear that much needs to be done to create a balanced workforce. The law is clear concerning equal opportunity and should there be an action brought against you by any member of the protected class, you are in grave danger of a financial catastrophe. It is therefore my recommendation that affirmative action policies be implemented forthwith. The underlying facts about your company and its financial security connected with federal...
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...Not All Companies Are Viewed as Equal Sidia Vasquez Strayer University BUS 309 Not All Companies Are Viewed As Equal In Free trade, the public views on a particular industry depending on the products brought to the market. The ability of the firm to understand the consumer needs and expectations will attract more attention than other industry (Shaw 2014). Each industry plays a vital role in one way or another in making the life of the public better or worse but what differentiates between them is the market expectations. It is entirely ethical to consider one company less important than the other if the reasons are objective. Issues like the tobacco industry help businesses earn favor from consumers but at the same time it help destroy their own lives. Industries are fairly targeted since a socially ethical industry will always attract customers even though the products or services are not quite essential in life. Not all industries are viewed equally, as some industries happen to be harmful to their consumers. The tobacco industry is one such industry and continues to be a menace to the populace with their addictive products on to which people get hooked and have difficulty getting off it. Even though there is argument that the consumer should be held responsible for their decisions, this would not be fair as far as the tobacco industry is concerned. The tobacco industry goes out of their way to entice people into the habit of using tobacco related products...
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...their employees for training. In conclusion, they believe that business do not grow, people do. 2.0 VISION AND MISSION STATEMENT Defender is striving to be best in the world at attaining customer by providing them the top brand-name products and services that could improve the lives of homeowners. Defender Direct has developed such a strategic vision that directs the company of where it is heading and maps a future business path. On the other hand, its mission statement covers four areas. These four areas describe the company’s present business purpose likewise, what they do. First, the company acquires customers by serving their customers the best service and products. Second, the company uses its unparalleled direct marketing capability to create leads. Third, the company transforms leads into sales like no other. Lastly, the company caters customer experience with world class installations. 3.0 SOCIAL RESPONSIBILITY AND ETHICS Being one of the leading dealers for home security and digital communication products, Defender’s has never forgotten their part to contribute for the society. The company has “The Service Project Challenge” where employees are actively involved in helping less fortunate people....
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...RUNNING HEADER: Breaking the Glass Ceiling: Sociological, Legal, and Organizational Issues Proposal - Breaking the Glass Ceiling: Sociological, Legal, and Organizational Issues HR594: Staffing Strategies Introduction In the year 2012, there are still certain groups of people not being proportionally represented in all levels of the work force. The ‘glass ceiling’ is a metaphor used to describe the invisible barriers that often confront women and minorities when trying to move into the top positions at all levels of employment in business and government because of their sex or race. It’s also important to understand that the “glass ceiling” today has a different meaning than when it was first introduced. The term “Glass Ceiling” originally only referred to women, based on the Civil Rights Act of 1964, which outlawed sexual discrimination in the workplace. It was an article by Carol Hymowitz and Timothy Schellhardt in the March 24, 1986 edition of the Wall Street Journal that brought new meaning to the term. This was the first time that “Glass Ceiling” was used to determine the recognition of the gender bias in Corporate America. By 1991, the US had created a Federal Glass Ceiling Commission with the Secretary of Labor as its chair. The US Department of Labor understood the concept to mean “those artificial barriers based on attitudinal or organizational bias that prevent qualified individuals from advancing upward in their organizations into management level positions”;...
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...The business world today is competitive. It's full of fierce, educated, and motivated people. For some people it's tough to rise to the top and for some people it comes much easier. It's not always about hard work! One might ask for a map to the yellow brick road, but few people are ever provided with it. Most people are stuck in an ocean making calculated guesses as to how they can reach land. Which route is the best? How much school is enough? How many certificates of accreditation is enough? How much work experience is enough? All of us ask these questions attempting to navigate our ships in a competitive world were only a few individuals ever get to their targeted career position. How many of those in leadership positions are women? How many of them men? Generally the few who navigate their way to the top have learned to read their maps, but there is a surprising disparity as to who makes it and who doesn't. People in leadership positions face overwhelming challenges to get to their positions. Not surprisingly the ones who make it to the top are predominately men, yet it's even more of a challenge if you're a women. Women are overcoming the challenges of today's glass ceiling effect, and finding success in a business world dominated by men. Let us discuss the challenges that women face in business. Women have made tremendous strides in facing challenges, and have provided tremendous contributions to our society. Slowly over the years women have been chipping away the bricks...
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...Gender Wage Gap: A Social Injustice Kattie Andrus English 122: English Composition II Erin Reaume May 19th, 2014 Imagine yourself going into work every day, punching the time clock with your fellow coworkers who complete the same job tasks as you but when payday comes around you have only earned about three-fourths of what they were paid. Wouldn’t you be a little outraged or even feel somewhat belittled? In America today statistics indicate there is a gender income gap where women and men do not make the same money for the same job. This is a profound exploitation of women in the workplace. It has been proven over time that women are just as capable as performing jobs that are or were traditionally dominated by men and women should be paid for these jobs equally. Even though there are many stereotypes about women in the workplace, women should earn the same amount of money that men do when performing the same job. By addressing the negative stereotypes of women, understanding the causes of the gender income gap and bridging that wage gap, we are ending a social injustice against women and ensuring gender equality in the workplace. The notion that a woman’s work is not as valuable as a man’s is an archaic way of thinking. This idea comes from early America which was a Christian society where many of the beliefs held at that time came from the Bible. And in the Bible it says “ The Lord says to Moses, ‘Say to the people of Israel, when a man makes a special vow of person...
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...men, most of who had been in the workforce, still did not result in their direct replacement with women. Women’s contribution to the workforce rose, but the increase was in traditional areas of women work, for example in the clothing and footwear industry. Unions were unwilling to let women join the workforce in greater numbers in traditional male roles as they feared it would lead to a lowering of wages (Adam-Smith, 1996). Since the early 1900’s the country has come a long way and developed at a rate faster than anyone expected, take for example technology, people are walking around with the computing power that put a man on the moon in their pocket, yet in 2014 there is still gender inequality in the workplace. Lack of pay equity and equal opportunities is an issue for every women in the Australian workforce, and sex inequality at work is so pervasive and persistent that it is taken for granted...
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...the Workplace 2. Race Diversity in the Workplace 3.Age Diversity in the Workplace 4.Religious Diversity in the Workplace 5.Employees with Disabilities in the Workplace 6. Sexual Orientation Diversity in the Workplace Gender Diversity in the Workplace The Equal Pay Act (1963) prohibits discrimination in pay based on gender. Title VII of the Civil Rights Act (1964) prohibits discrimination in all employment-related decisions based on gender Earnings Gap The median earnings of women who worked full time in 2008 was 79% of men working full time. One explanation is that women are more likely to have gaps in their résumés because they are more likely to take time off to have children Race Diversity in the Workplace Title VII of the Civil Rights Act (1964) prohibits race discrimination in all employment-related decisions. Yet race discrimination still exists in organizations Age Diversity in the Workplace Despite their positive workplace behaviors, employees who are older often have to deal with age-related stereotypes at work. For example, a review of a large number of studies showed that those between 17 and 29 years of age tend to rate older employees more negatively, while younger employees were viewed as more qualified and having higher potential (age discrimination is prohibited by the Age Discrimination in Employment Act of 1967) Religious Diversity in the Workplace In the United States, employers are prohibited from using religion in employment decisions...
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