...Ageism in Corporate America Term Paper October 11, 2011 Ageism in Corporate America 1 Ageism is discrimination against any person based on their age; specifically against the elderly. I would like to focus on ageism in corporate America and the effects on Baby Boomers , Generation x, and Generation y. Today ageism is alive and well in corporate America. It seems the older workers or the baby boomers are effected the most. At the other end of the spectrum you have Generation y fresh out of college with no experience effected by the economy. The whole spectrum of ages are greatly effected in todays economy. We are seeing more and more of generation mixing in corporate america. You have the Baby Boomers who have been with a company for twenty plus years who still writes hand written letters sitting next to Generation y ,who are extremly tech savvy and fresh to the company. Then you have Generation x (ages 29- 42) who is familiar with communications, media and digital technologies and are also feeling the affects of ageism in corporate America. ...
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...SPOTLIGHT ON LEADERSHIP: THE NEXT GENERATION Spotlight ARTWORK Gus Powell, Still Life: Raspberry, from the series Lunch Pictures, 1999—2007 A HBR.ORG Tamara J. Erickson (tammy@ tammyerickson.com) is the author of a trilogy of books on generations in the workforce and has written several articles for HBR, including “It’s Time to Retire Retirement” (March 2004), which won a McKinsey Award. A member of the Boomer generation, she is based in Boston. The Leaders We Need Now Generation X will produce executives who bring a distinctive sense of realism to the modern corporation. by Tamara J. Erickson A NEW COHORT of leaders is poised to take senior executive roles and is bringing with it a whole new mind-set. Baby Boomers have been firmly in charge for the past few decades, and as a rule they have been willing to operate by a well-understood set of corporate practices and policies related to compensation, hierarchy, and expectations for the way work “works.” Generation Xers, born from 1961 through 1981, have different ideas. They’re more apt to reject status-quo definitions of success and seek their own paths. The differences can be traced to the times during which each group came of age and formed its attitudes toward work and society. Although it’s impossible to draw neat boundaries along generational lines and unproductive to overgeneralize, we are each, in part, a product of our time. The formative years of Xers looked very different from those of Boomers. For...
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...From Corporate America to the Classroom Jon Williams University of Phoenix From Corporate America to the Classroom Leadership by definition is a person who guides or inspires others. In corporate America, we can consider Jack Welch a true pioneer in defining leadership. Jack Welch was able to lead and make General Electric a very competitive enterprise in the world (100 Ventures) during the 1980s. Jack Welch is bringing his lifelong management skills to a new online university program (Glader, 2009). Biography Jack Welch was born in Salem, Massachusetts, in 1935. He graduated with a Bachelor of Science degree in chemical engineering. In 1960, Jack Welch joined General Electric and worked his way through the ranks to become the Chairman and CEO of GE, making him the eighth and youngest leader (Woopidoo- Biographies- Business Leaders). During his 20 year reign of General Electric, one of Americas largest and most well known companies Jack Welch's management skills became almost legendary (Woopidoo- Biographies- Business Leaders). His no nonsense leadership style gave him a reputation of being hard, but fair when making business decisions and his style of leadership has been used a model in corporate America. His techniques have been studied and implemented in the U.S. Army (Day, 2001). Jack Welch’s success was the ability to effectively communicating keys ideas, and constantly repeating them to ensure all employees shared the organization’s goals. Goals In order to become...
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...Integrating Corporate Social Responsibility with Competitive Strategy 2001 Winner "Best MBA Paper in Corporate Citizenship" The Center for Corporate Citizenship at Boston College by Dan O'Brien J. Mack Robinson College of Business Georgia State University 2 This paper is the winner of the 2001 "Best MBA Paper in Corporate Citizenship" competition, sponsored by The Center for Corporate Citizenship at Boston College. The Center annually sponsors this competition as part of an initiative to support and encourage research in the area of corporate social responsibility among MBA students and faculty in North America. The award is offered for the best paper on corporate citizenship by an MBA student. The contest is open to full or part-time MBA students enrolled in an accredited institution of higher learning in North America. For his winning paper, the author received a $5,000 award and the opportunity to present it at the 2001 Academy of Management conference, the major convention of leading business management faculty. His faculty sponsor, Shaker Zahra, a professor in Georgia State University's Department of Management, received a $1,000 honorarium. The MBA Competition is sponsored by corporations with the hope of increasing awareness and interest about corporate social responsibility amongst the next generation of CEOs and business leaders. The corporations supporting this project are sending a message to the next generation of CEOs that research and knowledge...
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...Bank of America Case Study The talent management program That led to Success for the Company Bank of America believes successful global leadership development is a mix of three essentials: global consistencies, cultural distinctive and individual ownership. Aligning, teaching and developing key leaders from across the enterprise are main facts of their consistent approach. According tone of the articles of Carter (founder and CEO of Best Practice Institute and the author of several books, including Best Practices in Leadership Development) at Talent Management’s web site, “Participants of their Accelerated Development Program include 80 to 100 high-potential leaders identified from a pool of 5,000 nominees as the bank’s next generation of senior leaders”. The author Carter adds that “The curriculum is a blend of self-paced, Web-enabled content, instructor-led classroom learning, assessment, coaching and ongoing, virtual instructor-led learning”. Carter asserts that, program participants are assigned to coaches from Bank of America’s HR community who know the company culture and live and work in the same region or business unit as those they are coaching (Carter, 2012). Bank of America's overall philosophy of talent management and development is determined by seven base doctrines that create a mindset which penetrate across the company’s executive line. This company...
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...Succession Planning, A parallel between Corporate America and the American Military Cong T. Nguyen DeVry University Professor HRM594 October 07, 2015 Introduction Continuity, a word often spoke of but not practiced. In the human resources world, continuity has been and always good for business but due to many factors such as turnover rate, market and economic forces, succession planning is incomplete or was developed and gather dusts until an emergency arises. Being a military veteran, I’m always mindful of continuity and what it means to accomplish the mission. Succession planning is important as it ensures plans are in place to deal with disruptions of the workforce. In this paper, I will attempt to show how the Marine Corps’ concept of continued leadership development can take place of succession planning in the corporate world. I will use mostly journals from DeVry Database specifically ABI/Inform Global to prove my points and how the concept of continued leadership development should be used in the corporate world of America for better succession planning. Approach: As an HR manager or professional, one will almost assuredly deal with succession planning, to be more specific, continuity in the staffing of any organization. The problem is that at any given time, someone is thinking about a career change, and when they find a new job or career, they tend to drop everything and focus on the new job. This burning of bridges can cause human resource a lot...
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...“Each generation must out of relative obscurity discover its mission, fulfill it, or betray it” - Frantz Fanon, The Wretched of the Earth In cultures all over the world, music can be seen encompassing many aspects of life for many individuals. It is a form of mass communication that speaks directly to society as a cultural form", and often reflects a collection and pattern of personal experiences. Hip-hop or rap, an art form and culture nearly thirty years old originating from The Bronx, New York, has provided a forum for Black and Latino youth to express their respective cultures and speak on a number of issues. Today, Hip-hop is a global phenomenon that appeals to almost all ethnicities and is synthesizing a new culture that goes beyond race, education, and income. Hip-hop has been under continual metamorphosis since its 1970’s inner-city inception. Some of the original artists like Kurtis Blow chose to lament everyday life in the ghettos. Others, Sugar Hill Gang among them, took a more dance inspired approach to the music. But for both these and other artists from the early years of rap through the late 1980’s including KRS-One, Public Enemy, Queen Latifah and LL Cool J, fast beats and socially relevant lyrics were among the primary components of the music. By the 1990’s a new face of rap music emerged. It began with Ice T and later gained popularity with artists such as NWA (Niggaz Wit Attitude) whose first album shocked and titillated the rap world with their...
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...www.hbr.org S POTLIGHT O N L EADERSHIP : T HE N EXT G ENERATION Generation X will produce executives who bring a distinctive sense of realism to the modern corporation. The Leaders We Need Now by Tamara J. Erickson • Reprint R1005C Generation X will produce executives who bring a distinctive sense of realism to the modern corporation. S POTLIGHT O N L EADERSHIP : T HE N EXT G ENERATION The Leaders We Need Now by Tamara J. Erickson COPYRIGHT © 2010 HARVARD BUSINESS SCHOOL PUBLISHING CORPORATION. ALL RIGHTS RESERVED. A new cohort of leaders is poised to take senior executive roles and is bringing with it a whole new mind-set. Baby Boomers have been firmly in charge for the past few decades, and as a rule they have been willing to operate by a well-understood set of corporate practices and policies related to compensation, hierarchy, and expectations for the way work “works.” Generation Xers, born from 1961 through 1981, have different ideas. They’re more apt to reject status-quo definitions of success and seek their own paths. The differences can be traced to the times during which each group came of age and formed its attitudes toward work and society. Although it’s impossible to draw neat boundaries along generational lines and unproductive to overgeneralize, we are each, in part, a product of our time. The formative years of Xers looked very different from those of Boomers. For one thing, Baby Boomers grew up in a world that was fundamentally too small...
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...PIET-MBA (SEM-2) Submitted to-Wg.Cdr.V.K.Agrawal By-Niren K. Shah (50) Human Resource Management Workforce The workforce is the labour pool in employment. It is generally used to describe those working for a single company or industry, but can also apply to a geographic region like a city, country, state, etc. The term generally excludes the employers or management, and implies those involved in manual labour. It may also mean all those that are available for work. Workers may be unionised, whereby the union conducts negotiations regarding pay and conditions of employment. In the event of industrial unrest, unions provide a co-ordinating role in organising ballots of the workforce, and strike action. Workforce management (WFM) encompasses all the activities needed to maintain a productive workforce. Under the umbrella of human resource management, WFM is sometimes referred to as HRMS systems, or even part of ERP systems. Recently, the concept of workforce management has begun to evolve into workforce optimisation. Specifically, workforce management includes * Payroll and benefits * HR administration * Employee self-services * Time and attendance * Career and succession planning / talent acquisition * Talent management and/or applicant tracking * Learning management and/or training management * Performance management * Forecasting and scheduling * Workforce tracking and emergency assist * Absence management Workforce...
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...cities, businesses, and economies. The collapse of major financial companies starting with Bear Stearns, the stunningly botched reaction to Katrina, the inept federal response to tips about Bernard Madoff's Ponzi scheme, and the financial sleight of hand that brought down Enron are only the latest examples of leadership failure. "We keep making the same stupid mistakes, generation after generation," says William Baker, who holds a doctorate in industrial psychology and is the journalist in residence at Fordham University. Many of the most stunning leadership disasters have common ingredients, such as executives who lack integrity and build organizational cultures where dissent isn't heard. "Leadership is not position. It's moral authority. Moral authority comes from following universal and timeless principles like honesty, integrity, treating people with respect," says Stephen Covey, author of several bestselling books on leadership and self-improvement, including The 7 Habits of Highly Effective People. Baker, author of Leading With Kindness, agrees that massive failures often can be traced back to leaders who don't listen. The financial meltdown, which started with risky financial deals and ended with millions of everyday people losing jobs or homes, was an example. "When the Mercedes was coming right up to the cliff, there were plenty of people who knew. They were either afraid...
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...BUSINESS ANALYSIS PART III MGT/521 December 7, 2011 Lee Hoffman BUSINESS ANALYSIS PART III Today Qualcomm plays a central role in the rapid adoption and growth of 4G and next-generation wireless systems around the world. Qualcomm has an extensive portfolio of the United States and foreign patents, and continue to pursue patent applications around the world. Qualcomm patents portfolio is the most widely and extensively licensed portfolio in the industry with more than 195 licenses (Qualcomm, 2011). The company primary operates in San Diego, California and that is one of the most reasons to choose this company for business analysis. Local companies like Qualcomm give this opportunities for author to interview with real employee and even have chance to talk with neighbors that earn benefit because of this company. This paper will address how recent economic trends are influencing Qualcomm business and strategies the company has used or could use for adapting to changing markets. Tactics, the company has utilized or implemented to achieve strategic goals and the role of human resource management that eventually plays a major role in helping company achieve its business goals. Pursuing the combination of right strategies and tactics in well-selected trends would guarantee long-term goals of the company and would definitely lead to success and prosperity. In the competent telecommunication industries of the world today, head hunting and human resource management have a...
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...and increasing revenue the school must embrace program management. Through the use of effective program management, Foundation management can prioritize the projects and staff with the appropriate resources to accomplish each task.Problem Statement – Foundations School major problem is the lack of follow- through necessary to achieve their goals and objectives. Everyone on the board has different plans on how to achieve increase in revenue and the resources to use that the communication surrounding the implementation has been unclear. The board’s strategic plan has to be clear, concise, provide strict guidelines and direction to achieve their objectives in the next two years.Problem Statement – Foundation Schools are thriving with enrollment slated to go up 8% over the next two years plus a 3% tuition increase for next year. The only true problem they face is a comprehensive business plan to best expand their school system on a national scale. They have potential for massive growth but lack a cohesive plan or course of action to realize their potential | | Task B1: Generic...
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...CORPORATE SUSTAINABILITY & HENKEL’S APPROACH There is a growing trend for big companies to use sustainable concepts as core business drivers For decades, many companies have typically responded to sustainability challenges by pursuing incremental operational improvements. But we are beginning to see an interesting new trend – businesses using sustainability as a tactic for long-term offense, rather than just short-term defence. Despite the uncertain economic outlook, leading international companies across diverse sectors are investing heavily in sustainable products and services. Others are making cross-industry partnerships to develop next generation products such as the elusive mass market electric car. Some are even enhancing their business models through mergers and acquisitions that seek to address, and capitalise on, sustainability trends. Drivers of Sustainability A number of factors are driving the adoption of corporate sustainability programmes in the global business community: * Regulatory Mandates: Growing regulatory pressures compel companies to reduce greenhouse gas emissions, industrial effluents, and other environmental hazards. * Operational Cost Efficiencies: Rising raw materials and energy prices incentivize businesses to invest in waste recycling, waste-to-energy, water conservation and related technologies. * Reputational Risks: Increasing scrutiny of corporate conduct induces managers to engage environmental,...
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...past twenty to forty years, the face of corporate America has changed drastically from family owned businesses to conglomerates that absorb smaller businesses by the dozens. Those days where a person works for a single company until retirement are long gone. Retirement funds, 401k’s, investment accounts, and high efficiency technology dominate lunch counter conversations, versus our parent’s conversations about family matters and how the kids are doing. Something has been lost from those days where people actually cared about coworkers and each other. I’m sure if you would ask ten people for a reason for the lack of concern, you would get different responses. According to what I have learned through this course in Organization Behavior, all the case studies, and the research on personal and position power, I have concluded that people are not put first. This has lead to and lack of success in business as well as failures. In most recent times, Enron Corporation comes to mind, along with other companies that accepted government bailout money in order to avoid massive layoffs or closing altogether. My group in this course chose to do the group project on position power and personal power. My individual subtopic deals with how a manager with only position power affects his/her subordinates in the work environment. This term paper will deal specifically with leadership versus management. When one thinks of power in corporate America, leadership or a lack there of comes to...
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...FIVE META-TRENDS THAT ARE CHANGING OUR WORLD* explored by David Pearce Snyder Consulting Futurist INTRODUCTION Last year, I received an e-mail from a long-time Australian client, requesting “five meta-trends that will have the largest impact on global human psychology.” The wording of the brief request gave the impression that they were ordering five off-the-shelf commodities which we could pull from stock and ship in seven days. Moreover, the term “meta-trend,” while increasingly in common use, lacks specificity as a contract deliverable. I asked them to describe what they meant by “meta-trend.” The client, The Meikle Files (www.meiklefiles.com.au), provides leadership development and career coaching for executives of multi-national firms. They replied that they were looking for “future trends that would most powerfully affect human consciousness and behavior around the world.” The Greek root “meta” clearly denotes a transformational or transcendent phenomenon, not simply a big, pervasive one. A Google search on “meta-trend” turned up a rich diversity of uses, almost all of which clearly involve convergent or catalytic change, as opposed to linear or sequential change. “The Oxford English Dictionary and Google,” I wrote back to the client, “agree that ‘meta-trend’ would most appropriately be defined as an evolutionary, system-wide development arising from the simultaneous occurrence of a number of individual demographic, economic and technologic trends.” “Each of your...
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