Unleashing the Vortex of Marketing Free Essays

Basically, marketing revolves around the vortex of financial gain mixed with the never ending maze of public relation skills and forecasting methods.   In first sight, it may sound easy to have a product sold on the market—but on real issues and basis on testimonies from those who are under the schema of marketing and commerce, the challenge comes in a full turn of abilities and finesse.   Perceivably, an individual who does not possess the skill to persuade and create a dimension of intellectual connection over the consumers, then it may be evaluated as an employer or a producer with empty pockets and shallow hands. We will write a custom essay sample on Unleashing the Vortex of Marketing or any similar topic only for you Order Now The world of commerce is vast and vague; one who does not get a ticket to the â€Å"clear† vision on that field will eventually end up on the banquet with rugged clothes, per se.   In further illustration, marketing is like a â€Å"battle of tycoons† the targets are on the center—the consumers—and the probability of having that â€Å"target† get on one’s sleeve is to outweigh all the other players of the realm—consequently a hard task since there are those who may be as competent as you are or rather one’s product is highly focused by the consumer in some instance. Moreover, the idea that every customer is in different markets at different times and different places is not as heretical as it initially might sound. For instance, newspaper publishers have long recognized that most of their customers have more leisure time on Sundays to read the paper and accordingly have filled that edition with a greater number and wider variety of stories. Similarly, airlines, hotels, and car-rental companies find that the desires of their clients differ greatly depending on whether they are traveling for business or for leisure—and differ yet again when they combine the two. One executive at a major airline remarked, â€Å"We’ve even found that the needs of business travelers differ depending on whether they are going to or coming from a meeting.† In the apparel industry, a given customer could be in the market for casual wear at one time and for business attire at another (Vitale, 1998). Reference Vitale, J. G. (1998). There’s a Customer Born Every Minute: P.T. Barnum’s Secrets to Business Success. New York: AMACOM Books.       How to cite Unleashing the Vortex of Marketing, Essay examples

Include Overall Biasness Towards Confidenceâ€Myassignmenthelp.Com

Question: Discuss About The Include Overall Biasness Towards Confidence? Answer Introducation Power and over-confident decision-making are directly related to each other because often leaders in power take decisions without enquiring and taking advice. Thinking that they have enough experience and this leads to devastating results (Bratteteig and Wagner, 2012). The case of BP in 2009 is well known to everyone where overconfidence leads to the massive destruction in underwater. Oil was well located in the Gulf of Mexico which has potential risk associated with it, but the executive of BP confidently down played it. However, months later, an oil rig exploded which killed 11 workers and resulted in massive oil leak which reached to thousand miles underwater. This disaster could have avoided by taking safety precautions but the overconfidence of the executive who was in power, lead to this devastation. Therefore, it is said that power is generally co-related with the over-confident decision-making. Furthermore, this report describes the decision-making the process by power-holder s over utilizing their experience. Basically, the present report describes how power can fuel up overconfidence which may result in bad decision-making by people in leadership positions (Tzeng and Huang, 2011). Moreover, the researcher has also pointed to a fundamental truth of the business world that decision-making can be hindered by unconstrained power and this is also applicable for a political leader as well and is not limited to only business leaders. The three articles revolve around power and decision-making process and describe the nature and decision-making process of a human being. Therefore, these three articles can be named as human psychology. Moreover, this project report demonstrates the link between the effect of power and the humans thought process. From this report, one can get information regarding the decision-making done by the power holders in overconfidence. Moreover, this assignment has been well-structured which will help the reader in getting the idea behind it (Cobb, 2016). Further, the report describes the summary of all the three articles and its analysis in deep. Furthermore, comparison of articles has been done on the basis of their key similarities and key differences. Along with that, on the basis of analysis, conclusion has been drawn of this topic. Article Summary There are basically three articles which have been analyzed in this report. The journal of these three articles is organizational behavior and human decision process in which first article is on Power and overconfident decision-making which have been written by Nathanael J. Fast, Niro Sivanathan, Nicole D. Mayer and Adam D. Gallinsky. Second is on Overconfidence: It depends on How, What, and Whom you ask which have been written by Joshua Klayman, Jack B. Soll, Claudia Gonzlez-Vallejo, Sema Barlas. Lastly, the third article is written by Kelly E. See, Elizabeth W. Morrison, Naomi B. Rothman, Jack B. Soll: The detrimental effects of power on confidence, advice taking, and accuracy. First article which is on Power and over-confident decision-making basically describes the five experiments which have been done for demonstrating the fact that experiencing power may lead to making of overconfident decisions. This article has used multiple instances which prove the above stated fact. These instances are of power including episodic recall task which have been elaborated in experiments 1-3, then a measure of work related power have been described in experiment no. 4 and lastly, assignment to high and low power roles have been demonstrated in experiment no. 5. Moreover, explanation has been made about the power which can produce overconfident decisions and those decisions would generate monetary losses to the powerful. Moreover, this article has also demonstrated the central role which the sense of power plays in producing these decision-making tendencies. Moreover, in this article, experiments have been done and for the first experiment, sense of power has been tested and not mood and that has mediated the link among power and overconfidence. Then think link was served when access to power was not salient to the powerful and lastly it was experimented when the powerful were made to feel about the incompetency of their power. In second article, overconfidence has been described where overconfidence can occur depending upon how, what and to whom powerful person has asked about. It has been analyzed form the first article that the confidence which people have in their judgment often exceeds their accuracy and that overconfidence always get increase with the difficulty of task. However, there are certain analysis which has surprised the systematic psychological effects with statistical effects and that are inevitable in case judgments are not perfect. Thus, three experiments have been done in this article which has separated the systematic effects from the statically inevitable. Moreover, the article still describes the systematic differences between confidence and accuracy which include overall biasness towards overconfidence. Moreover, this article also explains the stable individual differences which describe some people, some domains and certain types of judgments are highly prone to overconfidence. The third and the last article have been written on the detrimental effects of power on confidence, advice taking and accuracy. It is rightly said that to incorporate input from others can enhance decision quality; however, there are many people who do not effectively utilize it. For this aspect, this article investigates relationship across 4 studies and that are; a field survey in which working professionals are asked to rate their own power and confidence and that were rated by coworkers on their level of advice taking; an advice taking task was one in which power and confidence were self-reported; and lastly two advice taking task was conducted and in that power was manipulated. These results consistently showed negative relationship among power and advice taking. Moreover, fourth study also revealed the fact that higher power participants were less accurate. Therefore, it can be concluded form this study that most powerful decision maker can be least accurate. Article Analysis There are three articles which need to be analyzed in this report in order to gain an insight about the topic in a more precise manner. Furthermore, the topics for this analysis revolve around power and overconfident decision-making. Moreover, these three articles have done experiments in their study where they have found out that often power leads to overconfident decision-making which result in massive destruction. Powerful leader always overrate their confidence and take decision without seeking advice from others thinking that they are the most experienced decision maker (Zhou, Chen and Liu, 2012). However, this leads to devastating outcome. Moreover, the article has described this study in a very well manner and also defined how power and overconfidence is interlinked with each other. In first article, author has done 5 experiments for finding out the link between power and overconfident decision-making and with these 5 experiments author has demonstrated that power often leads in making overconfident decisions. In this article, author has used real life instances of power by including an episodic recall task, a measure of work-related power and assignment to high and low power roles. Furthermore, the author has provided enough theories to support his arguments which states that powerful perform always tend to take overconfident decisions. Along with that, proper calculation of mean and median has been done while doing experiments. It can be said that the proper calculations used in these experiments can be considered as its strength. The reason is that, it describes the linkage between power and overconfident decision-making. However, in this article, the author lacked in providing the clear information that is there every person in power do the same mistake or t here are certain exceptions available in this field as well. Therefore, it can be regarded as the weakness of the article (Liao and et.al., 2011). In second article, which is completely written on overconfidence and in that author has described about the dependency of it on how, what and whom the powerful person has asked to. It can be analyzed from this article that author has very well demonstrated the meaning of overconfidence and when it generally occurs. Author has also descried that certain analysis have astonished systematic psychological effects with statistical effects that are unavoidable if judgment is not done in a perfect way. Moreover, author has done three experiments in this article using new methods in order to separate systematic effects from statistical effects. Moreover, author has also described the outcomes which have been generated through three experiments in a proper manner so that reader can get insight about the subject in clear way. However, author lacks in linking this fact with any previous theory which cannot make it authentic. Moreover, third article has been written over the detrimental effects of power on confidence, advice taking and accuracy. In this author has defined that how decisions can be made accurate if taken advice from others but often people lack at it. Further, author has conducted 4 studies to identify the relationship between power on confidence and advice taking. Through these studies, author has calculated results for proving this fact and that has been elaborated using good real life instances. Furthermore, author has also demonstrated of all the four studies separately (Fast and et.al., 2012). Moreover, through his study, author has proved that power can worsen the tendency for people to overweight their own initial judgment and most powerful decision makers could also be the least accurate. However, the author has not linked his studies with prior theories and that is what is lacking in this article. Article Comparison Three articles have been analyzed above and it has been found that there are certain similarities as well as certain differences exist among three articles. Three articles can be compared on the basis of similarities and differences. Thus, key similarities and key differences have been mentioned as below: Similarities All the three articles revolve around the same topic that is power and overconfident decision-making. In all the three articles, author has mentioned the thought process of humans and how it gets affected when the person is in power. Experiments have been conducted in all the three articles in order to prove the main topics of the articles. Three articles reveal the truth that often powerful people tend to take decision in overconfidence and due to which devastating outcomes come. Moreover, they do not take advice due to their overconfidence and human tendency which results in disaster. Differences Two articles has done experiments for finding out their results, whereas, one article has carried out studies for identifying their solution. Secondly, one article has linked its solution with previous theories; however, other two articles havent done so. One article describes only overconfidence and does not provide the insight that only powerful person do this in overconfidence. On the other hand, other article states that people in power mainly do such thing. Conclusion From the above report it can be concluded that all the three articles basically discuss about the decisions taken in overconfidence can worsen the situation and it results in heavy losses for both decision maker and for the organization (Bruine de Bruin, Parker and Fischhoff, 2012). Moreover, experiments done in three articles have resulted that feeling of being powerful often exacerbates overconfidence and due to this decision maker never takes advice before making decision and this leads to the devastating outcomes. Along with that, by doing comparative analysis, it has been found out that there are certain similarities as well as differences between all three articles. Recommendations Organizations must analyze the complete organizations and finds out that people in power are following this tendency or not. Company must educate the people about this fact and provide training to them to avoid such decisions. This will help in creating awareness inside the organization and worsen outcomes can be avoided by adopting such practice. For this, company can encourage more of brainstorming sessions, group discussion, meetings, etc. A team should be made in charge who check all the decisions before implementation so that it can assessed that it has been taken whether in overconfidence or by taking advice. This will avoid destructive outcomes. References Bratteteig, T. and Wagner, I., 2012, August. Disentangling power and decision-making in participatory design. InProceedings of the 12th Participatory Design Conference: Research Papers-Volume 1(pp. 41-50). ACM. Tzeng, G.H. and Huang, J.J., 2011.Multiple attribute decision-making: methods and applications. CRC press. Cobb, J.A., 2016. How firms shape income inequality: Stakeholder power, executive decision-making, and the structuring of employment relationships.Academy of Management Review,41(2), pp.324-348. Zhou, L., Chen, H. and Liu, J., 2012. Generalized power aggregation operators and their applications in group decision-making.Computers Industrial Engineering,62(4), pp.989-999. Liao, R. and et.al., 2011. An integrated decision-making model for condition assessment of power transformers using fuzzy approach and evidential reasoning.IEEE Transactions on Power Delivery,26(2), pp.1111-1118. Fast, N.J. and et.al., 2012. Power and overconfident decision-making.Organizational behavior and human decision processes,117(2), pp.249-260. Bruine de Bruin, W., Parker, A.M. and Fischhoff, B., 2012. Explaining adult age differences in decision?making competence.Journal of Behavioral Decision-making,25(4), pp.352-360.

Electronic Privacy in the Workplace

Introduction Introduction of the internet has brought a host of changes especially in the manner in which information flows from one point to another. At a click of the mouse, one is able to connect with the world and share any kind of information. Coupled with social networks, these connections further expose personal information that could be accessed by unauthorized people.Advertising We will write a custom research paper sample on Electronic Privacy in the Workplace specifically for you for only $16.05 $11/page Learn More Besides promoting business management, the current technology allows employers to monitor their employees and even access their private data, raising concerns over information security of such people. Is it lawful for employers to monitor employees? Is there law that governs employee privacy? This research paper explores the issue of employee privacy, detailing among others, workplace surveillance, reasons for surveillance, findings against surveillance, related cases, dilemma and the way forward. Workplace surveillance Surveillance is defined as the ability of the management to track, monitor and record personal characteristics, performance and overall behavior of all or some employees at a specific time or as a continuous management process. According to Ball 2010, workplace surveillance mainly occurs as a way of limiting the accessibility of different hierarchies within an organization and to the business or organization itself (p. 88). Notably, this topic has remained debatable within the public domain since 1980s. Throughout this time, there are several researches that have been carried out to ascertain the impact of monitoring employees with regard to their behavior and personal information accessibility (Ball, 2010). Although surveillance and monitoring have been used interchangeably to mean the same thing by the public, organizational sociologists believe that surveillance is intertwined with politics, power and resistance while monitoring is associated with only direct supervision by the employer. However, the main concern has been the manner in which monitoring is applied in organizational management as it may have detrimental impact on the business (Ball, 2010). As insinuated above, surveillance at workplace may seek to discover personal information or particular behavior among employees.Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More As a result, information collected through different surveillance methods is usually used in different ways. For instance, an employer may make conclusions about the performance of an employer, which may have impact both at workplace and outside (Luragesi, 2010). In order to carry out effective workplace surveillance, there are several techniques which have been found to be effective in allowing managers to access employees’ private info rmation and monitor their behavior while they are working. These include but not limited to mystery shopping, mobility tracking, CCTV, computer and telephone logging, and electronic recruitment (Ball, 2010). These techniques are commonly applied in service industries although other industries like manufacturing do monitor employees at workplaces. With no doubt, massive use of these surveillance techniques has been augmented by rise in internet usage around the globe with an approximated 27 million employees being monitored in the world. Low resistance to these practices is common in gabling, logistics and contact-center industries where there are no unions to sensitize and advocate for employee privacy (Luragesi, 2010). In general workplace surveillance can be viewed from two perspectives. It is believed to be a normal practice as employees expect a review of their performance, whereabouts and set objectives. On the other hand, extreme usage raises controversies. From the employeeâ €™s perspective While there is support for surveillance in some places of work, the magnitude and overall impact of such approaches on organizational management remains a major point of concern (Ball, 2010). It is true that workplace surveillance is important in productivity and asset management, keeping business secrets and guarding against legal liabilities. However, excessive and unnecessary surveillance has a wide range of effects on employees. The first concern is that surveillance heightens the risk of privacy compromise when a third party is allowed to handle employees’ private information. In some cases, employees may feel threatened especially when information about their physical whereabouts is exposed to their employers (Ball, 2010). Another argument against workplace surveillance is that it may lead to â€Å"functional creep†. (Ball, 2010).The reason behind this postulate is the fact that some surveillance technologies may reveal too much information th at could be unnecessary. In other words, it is possible to employ certain methods of employee monitoring and collect unintended information.Advertising We will write a custom research paper sample on Electronic Privacy in the Workplace specifically for you for only $16.05 $11/page Learn More In this regard, it is important for employers to avoid extending surveillance practices to such levels without seeking approval and consent of respective employees. This is quite essential especially in cases where the information being sought is to form a decision making basis like promotion and pay-rise (Ball, 2010). Additionally, the use of surveillance may lead to â€Å"faking† of behavior and character among employees. When a person discovers that he or she is being monitored, there is usually a higher tendency of behavior camouflage so as not to reveal what the â€Å"monitor† could be looking for. Depending on the nature of the surveillance techn ique, quantity versus quality of work done may be a point of concern among employees and the benefits of working as a team compared to individual efforts (Ball, 2010). This may breed â€Å"anticipatory conformity† as employees may become docile and less commitment to their tasks. Apart from these reasons, surveillance usually puts employer’s trust at risk especially when the process is not carried out in a participatory manner. Lastly, excessive surveillance may contribute to the emergence of behaviors and practices that were to be controlled. This is because employees tend to subvert these efforts through manipulation of the time and way of measuring surveillance boundaries. Some of these manipulative ways may include brief answers to customers, pretence and misleading customers by giving irrelevant and incorrect information. Furthermore, monitored call-center workers may conspire with other workers to generate required information (Ball, 2010). From the employer†™s perspective A common form of surveillance mentioned above is e-mail monitoring, which seems tiresome but effective to several employers. First, employers believe that monitoring of employees has full capacity to reduce legal liabilities in an organization. As a known effective and cheap way of communicating through the internet, e-mails offer an opportunity for employees to share messages which may be deemed as damaging to the employer or another third party (Snyder, 2010). In such cases, employers are held legally responsible for any form of damage that may arise from these e-mails.Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More This risk can be avoided by monitoring various messages sent by employees to other people. An employer who fails to prevent such misconduct out of ignorance or lack of information is always liable for the incurred damages (Smith Tabak, 2009). Another view for workplace surveillance is that it allows a company to protect its assets. The first concern over company property is that some e-mails may undermine the intellectual property of a company and other assets that are not tangible. For instance, e-mail messaging may allow a customer to attach sensitive information about the firm, say, patenting information, pricing decisions, customer records, trading secretes and other sensitive information. It therefore suffices to mention that efforts by any firm to prevent the spread of such information are vital in safeguarding the interests of the company (Smith Tabak, 2009). Additionally, tracking of e-mails allows employers to manage effective use and application of several network resour ces. Due to bulky e-mails, certain network systems may be unable to handle the existing traffic. This monitoring therefore prevents overstressing of the company’s network by people who are unauthorized and add no value to the success of a firm. Moreover, virulent messages are common when e-mails are used to perform other duties apart from the known work. Apart from damaging computers, virulent messages and links also compromise the security of the firm. Since the available equipment was acquired to perform certain duties, it is important for employers to guard against any form of careless communication (Smith Tabak, 2009). Lastly, employers affirm that monitoring of employee emails promotes high productivity for any firm. It is believed that most employers take this step towards the prevention of loss of productivity perpetuated by excessive sending of e-mails (Smith Tabak, 2009). Even though email monitoring has the potential of adding value to ones business, analysts argu e that excessive motoring can promote the reverse process towards productivity. With the use of e-mails having become highly prolific, some employers limit e-mail accessibility among employees until their addresses are vetted and approved by the person in charge (Snyder, 2010). Potential solutions to the dilemma In finding a solution towards the dilemma which exists between employers and employees over workplace surveillance, it is important to double emphasize the fact that most of the negative effects enumerated by psychologists and other theorists focus on the manner in which the process is carried out. A balance between work and managers’ involvement in surveillance affects productivity in different ways. Additionally, organizational characteristics can determine the ultimate impact of implementing workplace surveillance strategies. Aspects of design generally tell the availability of choices to employees with regard to time and pace of assigned duties and responsibilitie s (Ball, 2010). Constant surveillance is considered more harmful to employees than intermittent approach. Furthermore, there has to be a correlation between the task and the surveillance technique being employed. As such, easy tasks require easy monitoring practices and vice versa. Group surveillance is also less stressful compared to cases where employees are monitored singly. Nevertheless, this has to be done by sensitive individuals who have a psychological concern over the impact of surveillance. Another important solution towards the dilemma is adopting a supervisory style and observing performance fluctuations. It has been found out that rating of employees based on monitored figures dictates the mind and future decisions made by employers. In other words, monitored results implant a negative attitude that later affects employers’ management skills (Ball, 2010). As a response towards negative employer attitude, most workers resort to resistance as the only option of ret aliating. It is therefore important for employers to be considerate and appreciate the fact that employees may want to mingle with those under constant surveillance. In making surveillance more acceptable and relevant, it has to be balanced with several factors that promote feedback like coaching and appraisal. Heavy workload done under surveillance generates low output as it results into stress and inability to achieve expected results (Ball, 2010). Additionally, punishment for those who perform below required standards may not always work in promoting performance potential of employees. Correction to committed mistakes is essential in ensuring that employees understand relevant steps other than daily monitoring. The monitoring criteria should also be well communicated to employees through training to allow them meet their set goals with a lot of ease. Employees should also be involved in the designing of monitoring systems. This makes them acceptable with the organization and prom tes the understanding of the need for monitored information together with how it is stored (Ball, 2010). Keeping the trust between employer and employee Trust is a very important ingredient in effective management at any given level of hierarchy. It therefore follows that lack of trust can be detrimental in an organization. In understanding the concept of trust, it is important to underscore the significance of establishing job-related relationships (Ball, 2010). In other words, trust stems from well nurtured relationships between employers and employees of a particular organization. Attaining set goals and objectives could be an uphill task if employers do not focus on establishing solid relationships that are well rooted on trust. Trust paves way for other progressive developments to take place in an organizational setup. There are factors which can affect employer-employee trust. For instance, most employees become suspicious in the wake of downsizing of an organization’s workforce. Since none of the employees could be sure of retaining their posts, many become suspicious about the management, resulting into loss of trust. Threats also contribute to this situation as employees end up feeling insecure working in a particular organization due to strained relationships. In the context of employee privacy, trust is a major point of concern. This is because surveillance has the capability of limiting the existence of trust between employees and employers in a given organization (Ball, 2010). How would an employee feel if he or she learned one morning that the boss was tracking his/her behavior and character? This would definitely result into mistrust and demoralization. As mentioned above, surveillance may send varying messages to different people including lack of trust. Based on the significance of trust in business management, no manager would be willing to nurture strained relationships with employees. Clarity of thought and communication have to domi nate in integrating employee privacy and trust. Monitoring has to be part of the process of strengthening good management relationships rocked on trust (Ball, 2010). By communicating the need of particular information, employees are able to relate with managers freely without the fear of being tracked. Through trust, employers can talk and learn common things about their employees without necessarily employing surveillance techniques. When employers are employed in the designing of a monitoring system, they become more confident to not only interact with colleagues but also with senior management. In general workplace monitoring can either maintain of â€Å"kill† the trust between employers and employees in an organization. Cases and rulings Ontario v. Quon This refers to a United States Supreme Court case revolving around the issue of right of privacy and its application to a government workplace that utilizes electronic communication gadgets (Harding, 2010). The appeal was filed by the city of Ontario which came from a Ninth Circuit verdict arguing that it had breached the provisions of the Fourth Amendment Act of the U.S constitution. It was noted that two police officers had been denied these rights when the city punished them after pager text messages were audited, revealing personal and sexually offensive information. However, the court ruled that the audit in question had been carried out within the context of work and therefore did not infringe the provisions of the 4th amendment that outlaws unreasonable searches and seizures by government officials or law enforcing agents (Harding, 2010). Jeff Quon, a police sergeant officer in Ontario, colleagues and the other people with whom they were found exchanging the messages with had gone ahead and sued the city and pager service providers arguing that the accused had violated both their rights embedded in the supreme law of the land together with an infringement on federal telecommunications laws tha t govern privacy. According to the defense team of the complainant, there had been an agreement between senior officers who had assured them that the text pager would not be put under scrutiny as long as the police officers paid back the fees for extra characters in every month (Harding, 2010). The case was decided based on the reasonableness of the audit, with Justice Anthony Kennedy noting that modern technology was under evolution and therefore he did not consider the implication of underlying issues in the case (Harding, 2010). This decision was however criticized by other justices who argued that the court had not honored the provisions of the 4th Amendment in its ruling. Quon’s decision was expected based on implications of issues that involve employee privacy. This left room for employers and employees to reevaluate parameters needed in workplace surveillance. It gave managers an opportunity to train employees regarding electronic sources and equipment in the context o f privacy rights (Harding, 2010). Employee privacy rights in social networks Social networks have become common in communication across the world. With the emergence of sites like Twitter, MySpace and Facebook among others, many people are at risk of exposing their information to unauthorized individuals. Besides this, there are privacy implications especially when online social networks are discussed in the context of workplace surveillance (Genova, 2009). Many employers have genuine business interests which make them monitor the use of the internet at work place. Among these reasons are: minimization of potential legal exposure, prevent loss of proprietary information and increase business productivity. However, there are numerous employers supporting termination, discipline and failure to hire as a result of employers being present on social networks. With regard to hiring, there are cases where employers have rejected certain candidates for hire based on online information. No f ederal law restricts employers from viewing employees’ private information online (Genova, 2009). Moreover, employers have no right to hack employees’ account to access protected information. Search of online private information is also unwise during hiring unless it is legitimate for the interests of the organization. The California law protects its citizens against privacy infringement of any nature. As a result, employers digging into employees’ privacy after working hours violate these rights and might be accused in a court of law for privacy infringement (Genova, 2009). Conclusion Employee privacy presents a wide range of fascinating issues which revolve around massive advancement in technology. With internet connection, access to private information of employees has become a major point of concern that has to be addressed. Nevertheless, in dealing with issues of surveillance and monitoring of employees, managers ought to be aware of its implications and de trimental effects it may have on the prosperity of a business. Although there could be legitimate reasons to monitor employees, this has to be done in the most acceptable and trusted way. Employees have to be involved in the designing of the monitoring system to enhance inclusivity and trust between employers and employers. References Ball, K. (2010). Workplace Surveillance: an overview. Labor History, 51(1), 87-106. Genova, G. (2009). No Place to play: Current employee privacy Rights in Social Networking Sites. Business Communication Quarterly, 97-103. Harding, J. (2010). City of ontario v. Quon: Electronic privacy in the Workplace. Newsletters, 112-117. Luragesi, N. (2010). Electronic Privacy in the workplace: Transparency and responsibility. International Review of Law, Computes Technology, 24(2), 163-173. Smith, W., Tabak, F. (2009). Monitoring Employee E-mails: Is there Any Room for Privacy? Academy of Management, 33-48. Snyder, J. (2010). E-mail Privacy in workplace. A bound ary Regulation Perspective. Journal of Business Communication, 47(3), 266-294. This research paper on Electronic Privacy in the Workplace was written and submitted by user Trey Love to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

The Definition of Quest in Literature

The Definition of Quest in Literature A quest is an adventurous journey undergone by the main character or protagonist of a story. The protagonist usually meets with and overcomes a series of obstacles, returning in the end with the benefits of knowledge and experience from his quest. There are several elements to a quest in storytelling. Typically, there must be a protagonist, i.e. the quester; a stated reason to go on the quest; a place to go for the quest; challenges along the journey; and sometimes, the  real  reason for the quest - which is disclosed later on during the journey. Examples in Literature Can you think of a favorite novel, movie or play with a strong protagonist ready to go on a quest? Here are a few examples to get you started.  In J.R.R. Tolkiens The Hobbit, Bilbo Baggins is persuaded by the wizard, Gandalf, to set out on a great quest with thirteen dwarves desirous of reclaiming their ancestral home from Smaug, a marauding dragon. L. Frank Baums  The Wonderful Wizard of Oz  features protagonist Dorothy, who is on a quest to find her way back home. In the meantime, shes joined on her journey by the Scarecrow, Tin Woodman and the Cowardly Lion who work together to find their way back to Kansas. Dorothy develops new understanding and self-knowledge during her sojourn of Oz, symbolized through her friends: brains, heart, and courage. In literature that spans more than one volume, such as  J. K. Rowlings  Harry Potter  series, J.R.R. Tolkiens  The Lord of the Rings, or Pierce Browns  Red Rising, there will often be a quest for the protagonist(s) in each volume which are part of the overall quest of the entire series.

International Business Essay Example | Topics and Well Written Essays - 500 words - 11

International Business - Essay Example Globalization enabled investors to enter new potential regions with innovative business ideas. Today companies, governments, and non-governmental organizations have access to equity fund providers. Numerous equity companies are willing to invest in global market providing international business organizations with human capital and equity capital support. For instance, companies like Hamilton Bradshaw assist international companies by supporting expansion, development, and recapitalization. Changing global economy will certainly demand more equity support and outsourcing help in future. It will promote more entrepreneurs entering the global capital market because the aftermath of the recent recession would persist throughout the next decade. Governmental policies across the world on privatization also have contributed to the emergence of capital market. 2. In order to be competitive in a free global market with no trade barriers and restrictions, a company has to expand its business to international level. In the current business environment of cutthroat competition, a company is forced to seek new potential areas and alternatives for business consistency. To illustrate, the absence of constraints has enabled international business entrepreneurs to enter and dominate domestic markets of any area. If critiques are to b believed, many of the indigenous businesses and small scale or cottage industries are at the verge of extinction. It happens as the international giants come up with machine-made quality products at cheaper cost to acquire the local market. They have advanced technological backup and cost effective mode of business operation that enable them to manufacture products in bulk. In contrast, local business groups rely on conventional strategies and out-dated organizational structures which presumably add to their failure. However, business expansion is not a difficult task for modern organizations as they

Critical Review on experiment by S.Robinson, S. M. Sandstrom Essay

Critical Review on experiment by S.Robinson, S. M. Sandstrom - Essay Example L-dihydroxyphenylalanine that was restored under the influence of endogenous dopamine in DD mice changed mice behavior. They became hypoactive and hypophagic and could carry out complicated tasks that are impossible to implement without both activation and plasticity. "Additional goal of this study was to separate performance factors from cognitive processes as described by Denenberg, Kim and Palmiter (2004)2 It was rather difficult to design the experiments in a proper way because of some things. First, learning, liking and wanting are not alternative behaviors. Second, animals tend to be hypoactive and hyperphagic under the influence of dopamine. Some hypotheses were posited. The one concerning hedonia assumes that "dopamine mediates the sensory pleasure of rewards, such as food"3 (Wise, 2004). The evidence was caused by the observation that dopamine leads to the growing reward consumption. The hypothesis about learning presumes that if we want to make animals associate rewards with special clues we must intake them dopamine. The last hypothesis in respect to wanting supposes that dopamine does not influence the interconnection liking-reward and learning- reward. But it's responsible for "recognition of motivational conditions" (Salamone, 1996) "converting a neutral stimulus into an attractive wanted stimulus. Two experiments were conducted. The object of the experiments is genetically engineered dopamine-deficient (DD) mice. Authors tested influence of endogenous dopamine signaling on mice ability for acquisition of an appetitive T-maze. On the basis of two experiments authors came to the conclusion that dopamine had only an impact on the fact whether the mice want reward in the process of goal-directed behavior. However, mice are absolutely indifferent to dopamine influence in regard to liking and learning about rewards. For the experimental design the doze of endogenous dopamine was very important. Too little as well as too much dopamine interferes with reversal learning. Methods: first experiment had lasted for twenty-three days, the second one - for twenty days with two groups of mice: controlled and under the LD-treated mice. They had to perform their learning, liking and wanting skills by finding rewards in a T-maze, reaching the intersection, making right arm entries, latency to begin consumption and the number of rewards consumed. All these data were thoroughly recorded. At the experiment one which consisted of two phases at first controlled and DD mice under the LD-influence had to find rewards and remember the way to rewards, then rewards were changed and mice had to find a new way to rewards, studying in such a way their learning ability. The number of pieces consumed in the second phase after switching rewards evidence the degree of liking and the speed with which they began consumption showed the degree of wanting. Experiment two was conducted on two mice groups that tested saline-LD or caffeine-LD (caffeine was used as a stimulant) and LD-LD 10 times per day for 20 days. In the first part of the experiment mice received one of substances SAL (saline), CAF (caffeine) or LD. During the second half all mice were injected with LD. Some alternatives were for the assumption that if dopamine did not influence learning ability the mice must behave as LD-treated mice in Phase 1. However, if impact exists

Business to Business Marketing & Supply Chain Management Essay

Business to Business Marketing & Supply Chain Management - Essay Example Significantly, the success of an organisation must be pegged on the supply chain as pasrt of the vital elements in the system structure. Observably, supply chain is often regarded as the process of integrating companies and their operations together with regard to the flow of products, services along with other aspects of modern businesses (Ellis, 2010). Basically, the supply chain process entails the contribution of a supplier, distributer along with an instantaneous customer, and this further incorporates the flow of gods and the services of an organisation. In modern business practices, the supply chain retains its critical importance as it is directly associated with the operational wellbeing of the business (Warkentin, 2003). Correspondingly, this particular discussion will primarily deal with analysing the importance as well as the role of supply chain management in the domain of business-to-business marketing. The paper will also conclude some of the major prevailing issues as sociated with the supply chain management with considerations of two different industries, which will include the Textile Manufacturing Industry of China and Chemical Industry in Singapore in a macro prospective. Supply Chain Management (SCM) is one of the most integral processes in the contemporary business environment. It will not be vague to depict that it is one of major elements, which can directly decide upon the success potentials or failure risks of a company, irrespective of its industrial positioning. SCM is often defined as the management of the flow of goods within any particular business context. It primarily involves the movement of materials or finished goods from one domain of the business to the other in a systematic manner, ensuring time effectiveness in each of the stages involved in the supply chain process. The process of supply chain in the modern day business context also involves the