International Legal and Ethical Issues in Business Essay

Worldwide Legal and Ethical Issues in Business - Essay Example 113). For example, in the event that the worker decided to introduce the issue to the higher administration, at that point it is normal that the organization would cause misfortunes for item test and review. Be that as it may, the activity would profit clients to prevent from disparaging the faulty items. In the code of morals, it is an employee’s duty to act in proficient way and report quickly to the higher administration about any data the individual in question thinks about wherein the business is legitimately include so it could be given fitting remedial activities. Be that as it may, â€Å"it isn't exceptional practice for lower-level representatives to convey upwards about just those issues which are probably going to engage individuals at more elevated levels (Rashid, 1983, p. 133); along these lines, the worker should introduce first the topic to their next in order especially if the company’s structure is following an upward correspondence by subordinates. Al so, the person isn't at all capable to advise straightforwardly to the company’s CEO and officials about the information on possibly inadequate items that are being offered to the clients until such time that it is assigned to the prompt director. In any case, the representative is unsure about the organization’s moral rules which should be imparted to them to guarantee that they comprehend the company’s qualities and arrangements. Ultimately, he is simply keeping up the government assistance of the organization and simultaneously satisfying his obligations, regarding the higher specialists and keeping up social request. Qualities for experts and workers specifically are not headed for the association alone yet it needs to serve to benefit the general population. * How might you explicitly inform clients of such an event? Fulfilled client contributes higher income development, in this way, it is their entitlement to be told and it is the company’s duty to furnish them with genuine data. On the off chance that the issue is successfully introduced to the top administration, at that point it is the company’s obligation to test and review the item to know the deformities. This procedure is expensive however it could forestall further misfortunes. Likewise, it is one of their moral and social obligations to make sure about the security of their clients as an end-result of their notoriety (Jennings, 2009, p. 511; Shaw, 2010, p. 222). It ought to consider the reality and recurrence of the injury that the item could make to the clients and recall that nature of items ought to be organized first. The client will be advised through an official statement, portraying to them the genuine issue, ensure their wellbeing, and above all, request an expression of remorse. For this situation wherein faulty items are included, it is a necessity that the organization ought to react immediately and productively. It ought to guarantee that the stayi ng deficient items won't arrive at the clients by following them through supportive signs, and setting up following framework for customers’ protests. Through along these lines of keeping the client educated, everything will be unified and simpler to control. * What sort of inner moves would you make to forestall future issues? The worker must characterize the issue obviously and be mindful on all their activities. For example, in the event that the individual in question finds material data that includes the business, the person ought to immediately report this to the

Why Does Tommo Believe He Lives in Charlies Glow Essay Sample free essay sample

Over the previous month I have been perusing and investigating the book private tranquil by Michael morpurgo. It’s an account about a youthful male youngster called Tommo who has a more seasoned sibling Charlie a companion enormous Joe and their female parent. Tommo admires Charlie. they ever pay special mind to one another. Tommo found a closest companion at school called molly and both Charlie and Tommo in a matter of seconds went gaga for her. Later on in the book molly brings forth a darling miss whose male parent is Charlie and Tommo needs to permit out a mystery that has been kept since his male parent despondently went off. In my paper I will make about how Tommo and Charlie’s connections modification during the story. First I am going to focus about Charlie and tommos relationship while they were at school. Tommo admires Charlie on the grounds that Charlie ever pays special mind to Tommo one delineation of this is the point at which they were in the school pace Tommo got in a fight and Charlie dominated and for his punishment him and jemmy pearsons got the stick jemmy continued yelling â€Å"Ow. We will compose a custom exposition test on For what reason Does Tommo Believe He Lives in Charlies Glow? Exposition Sample or then again any comparative theme explicitly for you Don't WasteYour Time Recruit WRITER Just 13.90/page sir! Ow. sir! Ow. Sir! † yet when it was chalies turn all we hear â€Å"are the whacks. thus the hushes between†Ã¢â‚¬ ¦ this is one of the grounds why I have â€Å"the boldest sibling known to mankind. † When Tommo principal met molly he and molly had an extremely solid relationship they despite everything did when Charlie got cordial with her however as molly was two mature ages more seasoned than him and Charlie was more established by three â€Å"they ever ran quicker than I. † And at times I felt like â€Å"they needed to be without me†¦ I was encountering enduring and abandoned† in the blink of an eye this all deteriorated when Tommo discovers Charlie was involved with molly. â€Å"I was so loaded up with choler and sharpness towards him that I neer needed to converse with him again. nor to molly end up like that. † Tommo at this point is likely accepting what might Charlie so that to me? The one chap I admire I can non swear any more drawn out he realizes I love molly so for what reason did he make this? When Tommo and Charlie both did battle they in the blink of an eye drew nearer and closer. Tommo got worn out simple his â€Å"head was swimming. I w as reeling now. non running and grain ready to look after vertical. My dorsum was ablaze with harming. † Of class as more established siblings do Charlie began yelling at Charlie and began expressing things like leave Tommo completely he can’t March with a rifle over his caput he can scarcely walk. Charlie got the punishment he was under anxiety. When Tommo walked off he sang delicately to himself â€Å"what a companion I have in Charlie. † At the terminal of the new Charlie was heading out to travel procure shot by the discharge crew for cowardness as he would not make a trip to the channels with every other person since his sibling hurt himself. Tommo was singing oranges and lemons with Charlie as he got shot. As they left that dull they all said something very similar â€Å"bye Charlie. † He will be miserably missed by everybody. Tommo needs to populate in Charlie’s newness rather than his shadow in light of the fact that a shadow chases after you everyplace and he doesn’t want to be known as the male youngster whos just companion is his more established sibling he needs to resemble Charlie however he needs individuals to admire him as he did to Charlie. By and large I think Tommo and Charlie have a solid relationship and truly love each other no issue what occurs. They began adoring one another and that’s how it finished. By and by I think it’s genuine that Charlie lives in Charlie’s newness since now he’s the 1 who made a guarantee to Charlie to take care of molly. enormous Joe and Dendranthema grandifloruoms so they will admire him like everybody did to Charlie.

Netflix HR Reinvention Magnificent Policies or Monster Movie Madness

Netflix HR Reinvention Magnificent Policies or Monster Movie Madness DID NETFLIX REALLY DISRUPT THE SYSTEM WITH ITS CULTURE DECK?Netflix gorged itself on human resource inspiration leader Patty McCord.That’s what big companies do.They burn you out, eat you up and spit you out.So why the Netflix culture is considered an inspiration to startups, venture capitalists, and human resource management professionals?Let’s not kid ourselves.The Netflix culture wouldn’t be getting as much attention if Netflix wasn’t Netflix. Netflix is admired by onlookers because of its growth and revenue.The 2018 New Year was met with a record-breaking $11 billion in revenue, 6.36 million NEW international memberships, and $217 million in contribution profits.  The company just happened to put out a very bland-looking slideshow that went viral.If the culture deck was just a little slideshow uploaded by a mom and pop business, it would not have gotten attention from anyone except presentation gurus preaching the importance of graphical representation.When you’re a sm all company and decide to do away with expense account limitations while granting employees unlimited vacation time, people will just think you’re crazy.What do you know?You’re just a small company.But when a billion-dollar company starts talking crazy, people listen. (Just ask Richard Branson and Elon Musk.) People are listening to Patty McCord.PATTY MCCORD â€" HR MASTERMINDWould we dissect the human resource policies of a company if it wasn’t a gazillion-dollar company?HR Departments rarely get a glance unless something disruptive, illegal, or significantly profitable is stemming from the department.Yet, HR Departments define and shape the most valuable resources any company could haveâ€"the people.Reed Hastings, CEO and Co-Founder of Netflix, tells audiences people must see the culture when they walk in the door. Patty McCord, Talent Officer at Netflix from 1998-2012, was the lead talent recruiter and culture innovator that helped build the Netflix culture that spits her ou t. Was it Karma? She had hired and fired hundreds of people during her fourteen-year stint.She fired kindly. She peppered in “Life is a journey” and “it will be easy to get a job” sentiments with cheery compliments, a pat on the back, and a walk out the door. “Go be from Netflix!” she would say. Be proud of who you are.  Netflix provided a generous severance package.Then it was her turn.A Clip of Patty’s Netflix TimelinePatty walked into the startup Netflix door early, invited by Reed Hastings from Pure Software. Reed was excited about this new DVD shipping company idea Marc Randolph was working on.In a middle-of-the-night phone call, Reed told Patty he wanted her to be the VP of HR.She was not impressed, but Reed talked her into joining his venture.Fast forward 14 years, Reed was the one to tell Patty it was time to go. She was devasted. Netflix was her life. But she understood. Netflix hires for an objective, her job was done. She received a generous severance packa ge.  (Generous severance packages include stock options.)Patty had told countless employees it was time to “move on,” and now she had to convince herself.Patty had helped the Netflix team through the agonizing DVD startup years stuffing DVDs into envelopes, and she was a key player during the streaming startup excitement and Apple’s introduction of the iPad featuring the Netflix app.She worked closely with executives, computer geeks, and innovators. She loved the continuous startup vibe. That was her thing. She once told Reed she got bored with a company after five years, yet she lasted with Netflix for fourteen years.Interesting challenges retain employees. At the time of Patty’s departure, Netflix was embarking on international strategy journeys and making a foray into original movie productions. New skillsets were needed.Patty’s experience was in startups and hiring skilled computer programmersâ€"she was a Silicon Valley HR expert, not a Hollywood film recruiter.Now, N etflix was focused on talents from the entertainment industry and experience in international markets.Patty McCord had completed her job. Netflix was no longer a struggling startup. The Netflix tech was built. The Netflix culture was built. A system was in place.Her talents were to be packaged and set off on a new journey.Tawni Cranz stepped in as Talent Officer and brought the gift of unlimited maternity leave.   As of 2018, Jessica Neal is at the helm.Patty is now “being from Netflix.” She coaches million-dollar companies, is a respected author and has speaking engagements around the world.She went from helping startups to being a startup. She’s fired up to reinvent HR practices around the world.Continuous Success = Continuous growth in revenue, profits reputation.  â€" Original Netflix Culture Deck, 2009REINVENTING THE FIRE IN HRLong before Patty left Netflix, she had a personal disdain for the word “fire.” Being “fired” makes you think of ammunition and war and pa in.Being fired is perceived as a stain, but, it’s just a step into the future. It is a change for the company and the person. People change. Companies change.As much as Patty hates the word fired, she knows it is necessary to let people go.Success starts with letting the right people IN the door.How you lead people TO the door affects future success.Success is manufactured by letting the right people OUT the door.Does your company fire like Netflix?Does your company follow Netflix firing practices?YesNoAll new hires are promptly told our dismissal policies:We quickly dismiss dishonest employees:We quickly dismiss employees that harass others:We quickly dismiss jerks, even brilliant ones:We asked the manager if they would fight hard to keep this employee:We do not fire loyal employees because of an unusual negative performance:We explain to employees clearly why they were let go:Employees can see our company values based on who stays and who goes:Our values are given reinforcement during the exit interview:We give honest compliments to our employees when it is time for them to move on:We avoid using the word fired:We offer our employees a generous severance package when they are let go:If you’re a startup company, be proactive in designing a hiring and firing system that doesn’t fire up the desire for retaliation. EVERYONE HATES PERFORMANCE REVIEWSLawyers want performance reviews and written policies and processes to protect companies. Netflix rewinds to human nature. People don’t sue if they are not angry and they are treated fairly.Roy Rapoport, the former Netflix engineer at Netflix, aptly described Netflix HR as a department that “maximizes potential goodness” and traditional HR departments as risk mitigators.Patty and Reed hate the word empowerment. They believe people come into the company with power, and bureaucracy strips away that power. If you strip away the bureaucracy, you give your people power.Netflix has a yearly “360 Review.”The review form is a blank text box. It is not used to determine compensation. It is not anonymous. It happens once a year. Everyone in the company is permitted to review anyone in the company, and the employees are adult enough to write constructive reviews to pertinent team members.A former Netflix employee stated that most reviews contained a “Start doing X, Stop doing Y, and Continue doing Z” formula. Is your company form more complicated than a text box?How much company time is wasted on crafting policies, handbooks, contracts, and processes for the small percentage of people that might sue your company?How much time is spent on career development for adults that are capable of developing their own career?High-performance people are generally self-improving.  â€" Original Netflix Culture Deck, 2009Could the time and money spent on policy papers and performance reviews be better spent hiring the right people and offering a generous severance package?Netflix generally offers four months severance pay to provide “moving on” employees with ample support to continue their journey.Excess policies aren’t needed when you hire mature adults capable of making logical decisions. Netflix does not have a clothing policy, and, as they claim in their 2009 culture deck, “no one comes to work naked.”Netflix does not have vacation policies. It’s expected you’ll work when there’s work, and when you need a vacation to refresh, you’ll take that vacation with the company’s best interest in mind.Reed got rid of vacation policies because of the legal requirements for reporting. How much time could you save? Do you trust your employees? Have you hired the right employees?Examine your company. Do you have unnecessary policies?Get a realistic view of policy paperwork:Start with a rough spreadsheet.Create an itemized list of every handbook, policy paper, employee performance review paper, career development paperwork, employee contract, and employee form an emplo yee or manager will have to handle for hiring, performance, and firing. Go through your filing cabinets and computers. Envision the steps and processes. Highlight the forms which are legally mandated by statute.Next, create two columns: one for non-management employees and one for managers.Put the number of times the employee or manager touches each form in a given year in the appropriate cell. (You can make this simple and combine employee and managers to get a rough idea. If you know you’re going to have to present your data, spend time on formulating accurate estimates and break down the analysis by the department.)Create a column for the time spent on each document, including retrieving, reading, discussing, copying, completing, signing, transferring, mailing and refiling.Create a column for the cost to PRODUCE each document, and a column for the cost to DUPLICATE each document.Create a column for average labor hour for non-management and management employees.What is your tota l number of documents? ______How much does it cost to produce all those documents? ________How much does it cost to duplicate all those documents?________How often are those documents used by non-managerial employees? _________How often are those documents used by management? __________What is the average labor hour of a non-managerial employee multiplied by the number of hours spent on those documents plus the cost of duplication? _______________What is the average labor hour of a managerial employee multiplied by the number of hours spent on those documents plus the cost of duplication? _______________What is the average number of years an employee will stay employed at your company? _______In the U.S., an employee stays with a company for a median average of 4.2 years, in the U.K, an employee stays with a company for an average of five years.How much will you spend on policy puffery per employee during the average length of stay?Can this be better spent on a severance package or improved recruiting Services? The excellent companies… keep the corporate staff small.  â€" In Search of Excellence by Thomas J. Peters and Roger H. Waterman, Jr.THE ROLLING BEGINNINGS OF THE ORIGINAL NETFLIX CULTURE DECKThe famed viral culture deck was born out of a carpool conversation between Patty and Reed shortly after the company had to fire 1/3 of the staff. (This was back in the DVD delivery and dotcom bubble burst days.)The two noticed that though work was more challenging, they were happier going to work with the barebones staff.Why?What made it fun?They had to find out more.The first Netflix culture deck was a result of the quest to discover and frame the Netflix culture. It was created as an employee reference and executive guide with 127 slides (sans graphics) back in 2009. The top value was to value values.The Seven Aspects of Culture Playing on Netflix:Values are What We ValueHigh PerformanceFreedom ResponsibilityContext, Not ControlHighly Aligned, Loosely CoupledP ay Top of the MarketPromotions DevelopmentWhat values are valued? The only difference between 2009 and 2018 is the addition of the “inclusion” value, though Reed has no intentions of adding an inclusion rider.The Ten Values of Netflix Culture 2018:JudgmentCommunicationCuriosityCouragePassionSelflessnessInnovationInclusionIntegrityImpactThese ten values are the drivers of Netflix Excellence. Let them sink into your business brain.When Patty and Reed were lightheartedly applying soft analytics to invent the Netflix culture, they found their joy and adrenaline came from working with an excellent team. Their epiphany demanded that excellence is built into the Netflix culture.The search for excellence is nothing new. Tom Peters and Roger Waterman shared in-depth insight on excellence in their 1982 best-seller In Search for Excellence.Peter Drucker talks about excellence in his 1966 version of The Effective Executive.   Netflix did not invent excellence, but they do operate a billion -dollar company that demands excellence from employees.WHAT IS AN EXCELLENT EMPLOYEE? An employee that actively exhibits the ten values of Netflix is an excellent employee. The 2009 culture deck started with “We seek excellence.”The “Real Values” of 2018 are the values Netflix looks for when hiring and retaining employees. They are the defining elements of excellence.Do your employees exhibit the excellence of Netflix?  Would this paraphrased list of Netflix traits describe your employees?Would these Netflix values describe you?Judgment:   You make strategic well-thought-out decisions using data and intuition.Communication: You calmly listen to understand, speak and write with concise articulation, and adapt to ethnic diversity. Feedback to others is timely, candid, and constructive.Curiosity: You seek global understanding and alternate perspectives, eagerly learning rapidly while making connections and contributing outside your specialty.Courage: You search for truth, you question company inconsistencies with values, you don’t suffer from data paralysis, you speak your mind and take smart risks with a willingness to fail.Passion: You inspire others with excellence, you care, and are humbly confident while being tenaciously optimistic.Selflessness: You put the company first, seeking the best ideas while helping others and sharing openly.Innovation: You thrive on change, challenge assumptions, create useful new ideas and solve hard problems by minimizing complexity.Inclusion: You focus on talent and company values while collaborating with people of diverse cultures and backgrounds, embracing differing perspectives. You knowledgeable stand up for the marginalized.Integrity: You admit mistakes, respect others, are authentic, transparent, and non-political. The only words you speak about co-workers are those you would say to their face.Impact: Your coworkers rely on you and improve because of you. You focus on results over process and accomplish amazing amounts of important work.Netflix, like other successful companies, don’t use “average” as a benchmark. They use “excellence” as a benchmark.   They find people that are already excellent, and then they challenge them.The Netflix way of thinking asks: Why waste company time pushing an average person when you can push an excellent person?To hire excellence, you must have the means to attract excellence.   A difficult task for a startup.  Netflix pays top market wages to its salaried employees.  There are many studies on pay as a motivator, but when two job offers have identical benefits, except that one pays more than the other, guess which job an excellent employee will choose?In her Harvard Business Review article, How Netflix Reinvented HR, Patty advises managers and HR professionals to keep abreast of market rates and encourages employees to talk to recruiters so the company can keep the data on hand.The Netflix values for excellence stems from the core belief that p eople come before the process. But Netflix wants to take those people to create a “dream team,” just like a pro sports team.People come before the process, but the business comes first.THE GEEKS AT THE NETFLIX SUPERBOWLNetflixers are made aware the company is operated like a professional sports team and not a family. Netflix wants the highly skilled players, the team players, the people that live and breathe for Netflix but know they may get cut.Slide 24 in the original Netflix culture deck: Slide 24 of the culture deck builds up the ego (you are a pro sports player!) and plays nice with the word “fire” (an obsession of Patty’s) by retagging “fire” as “cut smartly.”In slide 30 the ominous feeling of getting cut is carried on with mentions of a “fixed number of positions” and “precious slots.”Slide 24 of the culture deck builds up the ego (you are a pro sports player!) and plays nice with the word “fire” (an obsession of Patty’s) by retagging “fire” as “cut smartly.” Netflix attempts to downplay the competitive nature of the company in a later slide that states cutthroat behavior is rare and not tolerated.   They hire based on an applicant’s ability to collaborate with others. But, some online reviews state otherwise.Despite the threat of being cut from Netflix, applications keep rolling in. The benefits are extraordinary. Take a vacation whenever you want! Take as much as you want for parental leave! No expense account restraints! Top market pay!The caveat?The company comes first in every decision you make. The company does not exist for the employees, it exists for the customers.Does your company exist for you, your employees, or your customers?Not everyone is happy at Netflix. This isn’t the only review on Glassdoor alluding to the high turnover and expected perfectionism. Chances are slim this software engineer lasted another year. This review is not an anomaly.A disgruntled employee?There are plenty of other similar reviews and declarati ons of frequent firings. It’s worth noting that Netflix does not apply its culture of freedom for salaried employees to hourly employees and a slide states hourly employees have a more structured environment.Hourly employee cultures are subtly referred to as subcultures in Netspeak. If you skim through Glassdoor reviews, you’ll see a number of call center employees complaining about the environment at Netflix.Glassdoor is a friend to Netflix. The CEO of Glassdoor, Robert Hohman, considers Patty McCord an inspiration and mentor. Culture defines companies. It directs employee behavior. It must be put into action to work.The Netflix culture is for adults.The original culture deck makes this clear.The current workplace of Netflix has adults innovating across the world. Adults have freedom at Netflix, and with freedom comes responsibility. Netflix trusts the adults they hire to make good decisions.This trust, which comes with hiring only excellent employees, allows Netflix to reduce bureaucracy. It allows emp loyees to be independent.Is this new? Employees managing themselves? Is this a reinvention of human resources? It is not a new idea. Peter Drucker in his 1978 book Adventures of a Bystander talks about the self-governing plant community.Here’s an excerpt from Adventures of a Bystander, 1999, by Peter Drucker, describing workplace self-government in a manufacturing environment:[A self-governing plant community is] …the assumption of managerial responsibility by the individual employee, the work team, and the employee group alike for the structure of the individual job, for the performance of major tasks, and for the management of such community affairs as shift schedules, vacation schedules, overtime assignments, industrial safety, and, above all, employee benefit.”Of all my work on management and the anatomy of industrial order,I consider my ideas for the self-governing plant community and for the responsible worker to be the most important and most original.  But management has tended to reject these ideas as “encroachment” on their prerogatives.-Peter Drucker, Adventures of a BystanderThe Netflix culture of adult employees taking responsibility for their vacation time and project management is bringing Peter Drucker’s dream alive.Would Netflix’s policies work in an auto manufacturing industry driven by government regulations?Peter Drucker seems to think so.General Motors has been around for 109 years, Ford has been around for 114 years, Toyota for 80 and Honda for 69. Driverless cars are on the road. Netflix is a baby and Patty McCord is just getting started. Organizations are changing.Netflix is adopting intuition engineering and chaos engineering. Spotify organizes teams in “squads” which are core units. Companies are striving for team fluidity to spark innovation.Should you copy Netflix’s culture? Of course not.Your combined characteristics are unique. There are problems with Netflix’s culture.NETFLIX NEEDS A FIXThe fear of not perf orming well enough is real. The fear of getting fired is real. Google has a fix.Make employees feel safe.Focus on Emotional Intelligence.Google started Project Aristotle back in 2012 to study hundreds of Google teams to find out what made the perfect “dream team.”   Google, the masters of search algorithms and patterns, could not detect a pattern.  Abeer Dubey and Julia Rozovsky worked on the project.The researched fifty years of academic research. They intricately examined all variables. Many groups with sharply differentiating attributes were successful.Then the researchers discovered a 1999 study on psychological safety by Amy C. Edmonson, a Harvard Professor.  Julia immediately felt the connection between psychological safety and her discomforting teamwork at Yale. The Google Aristotle team found psychological safety to be a norm.What creates psychological safety?Communication skillsEmpathyNetflix puts a heavy emphasis on communication skills during the hiring process, and like many companies, they have increased collaboration efforts. A 2016 Harvard Business Report, Collaborative Overload, by Rob Cross, Reb Rebele, and Adam Grant, reports manager-employee collaborative events have increased by 50%.The study also reported that 3%-5% of the employees are responsible for a third of value-added collaborations. The study also found these high collaborators had low career satisfaction. Collaboration often steals valuable time from coveted projects, and a sense of non-accomplishment dims the spirit of contentment and joy.Does Netflix put enough emphasis on empathy? Does any company?In Project Aristotle, an experienced team leader had a team that didn’t share much. One day, he opened up about his cancer. Every team member voluntarily shared a story.Not every personal problem can be left at home.  A cancer diagnosis, a breakup, or financial troubles can linger in the minds of employees even when they’re productive.Netflix declares they look for selfless ness, but the self is really Netflix, and Netflix is selfish in a matter-of-fact way in wanting “what’s best for Netflix.”As an employee, you must think about what’s best for you.   Is it best for you to put the company first? With the benefits that Netflix offers, it may be.Netflix isn’t a family, it’s not a professional sports team, it’s a business.  Businesses, families, and professional sports teams have one thing in common.  People.What makes your team great? ___________________________What makes your people great? _________________________Is your company a psychologically safe place to collaborate?Create your own culture deck.Reed Hastings and Patty McCord started with the ‘Why.” Why did they enjoy going to work? Excellence fired them up. Productivity fired them up. Seeing great things happen fired them up. Firing people fired them up.It is a fallacy to think that business must be defined as a sports team or a family. A company does not have to be one or th e other. Happy mediums exist. Outliers exist. Somewhere out there someone is creating a new culture deck.How to Reinvent HR Netflix-Style in 7 StepsAsk yourself why you enjoy work then create a culture deck.Define your communication policies.Make hiring difficult.Make firing easy.Build Excellence.Build Challenges.Make your team lean.Polly McCord is a reasonable rebel. After all, a policy of having no policy is still a policy. Her ideas that seem rebellious are seen in the classics of forwarding business thinking.Netflix may not have reinvented HR, but they have certainly taken the heads of HR teams and business executives and spun them around.  It’s now HR’s job to build a new corporate culture and spin the heads of managers and executives.Patty McCord has marvelous advice on HR innovation.Netflix has some magnificent policies and a little monster madness.But doesn’t every business?Don’t limit your innovation to products and services, innovate HR. It’s the action needed t o reel your company into an amazing success.

Eating Abnormalities A Disease or Disorder - 1087 Words

Eating Abnormalities: A Disease or Disorder? Did you know millions of people are affected by eating disorders? Well if you did not know, eating disorders are a mental illness and a physical illness in one. There are many young people struggling in the world with these disorders. â€Å"Statistics show that twenty-four million people of all ages and gender are suffering from eating disorders; 47% of girls want to lose weight because of media, but they fail to consider the number of eating disorders that comes from other aspects in life† (Renfew Center Foundation ANAD) Based on cast studies and articles there are a lot of things that contributes to eating disorders including abuse, peer pressure, media and depression. Eating disorders are also very dangerous and harmful to your body. Eating Disorders Eating disorders is an illness that causes disturbances to your everyday food plan. This disorder can come from overeating or eating extremely small amounts of food over time. Eating disorders usually starts in teen years no later than late twenties. There are many causes to eating disorders but the major ones are peer pressure and depression. There are many different types of eating disorders such as anorexia nervosa, bulimia nervosa, and binge eating disorders. Anybody can have any eating disorder but usually it teen’s age thirteen to twenty that develop eating disorders. The number of pre-teen children treated in hospital for eating disorders has tripled in four years,Show MoreRelatedMajor Risk Factors for the Development of Anorexia Nervosa1280 Words   |  6 PagesAnorexia Nervosa is an aggressive eating disorder inflicting people indiscriminately around the globe. It occurs primarily among females with onset generally occurring in early to late adoles cence, often resulting in death. Anorexia nervosa is characterised by an individuals refusal to maintain a healthy weight, intense fear of weight gain and a distorted body image. 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Either in group or individual settings, therapists help people learn to identify distorted or negative thinking about eating and self-image. They learn to recognize and change faulty beliefs, to relate better to othersRead MoreAlzheimer s Disease : A Progressive Disease925 Words   |  4 PagesAlzheimer s disease is a progressive disease that destroys memory and other vital mental functions. Alzheimer s disease is the most common cause of dementia, a group of brain disorders that cause the loss of intellectual and social skills. AD can eventually render a person unable to function in society and to even care for themselves. Since the disease is the 6th leading cause of death in the United States constant research is being done to try to prevent it and to find a cure. Alzheimer s disease (AD)Read MoreObesity Is A Disorder Of The Endocrine System Essay747 Words   |  3 PagesSystem Obesity Obesity is a disorder of the Endocrine System. Obesity means having too much body fat, it occurs over time when more calories are eaten than being use. The balance between calories-in and calories-out differs for each person. Factors that might affect weight consist of your genetic makeup, overeating, eating high-fat foods, and not being physically active. Furthermore, several endocrine abnormalities are reported in obesity. Some of these abnormalities are considered as contributoryRead MoreAbnormal Psychology - Behaviour That Is Not Socially Acceptable962 Words   |  4 Pagesrepeated psychological state that is harmful to the individual or others Person with an illness, on medication, deviates from the norm Study of illnesses, mental disorders that the DSM-IV does not recognize as normal Myths and Misconceptions No single definition of psychological abnormality No single definition of psychological normality Many myths are associated with mental illness {text:list-item} {text:list-item} {text:list-item} {text:list-item}Read MoreMitochondrial Neurogastrointestinal Encephalopathy Disease ( Mngie )1461 Words   |  6 Pages Mitochondrial Neurogastrointestinal Encephalopathy disease (MNGIE) is an extremely rare disease that affects the process of muscles and shows up in equal numbers of men and women. Only 70 cases of this disease have been reported. A mutation of the thymidine phosphorylase causes MNGIE and lowers the production of adenosine triphosphate production. To begin, mitochondrial neurogastrointestinal encephalopathy disease is related to adenosine triphosphate because it lowers the production

Post Colonial Literature Essay - 1017 Words

Post colonial’ as we define it does not mean ‘post-independence’, or ‘after colonialism’, for this would be falsely ascribe an end to the colonial process. Post-colonialism, rather, begins from the very first moment of colonial contact. It is the discourse of oppositinality which colonialism brings into being† (pL.117) The term post colonial is resonant with all the doubts and complexities of the various cultural experiences it involves. It also addresses all aspects of the colonial process from the beginning of the colonial contact. These aspects involve the development of internal divisions based on racial, linguistic or religious discriminations and the continuing unequal treatment of indigenous people in settler/invader societies.†¦show more content†¦A very good example of this case is a drama No sugar. No Sugar by Jack Davis’ is a play that shows Aboriginal family’s experience from an Aboriginal point of view. Being a part of an Aboriginal family Davis knows the problems and sufferings of Aboriginal families. No Sugar is based on Millimurra family’s stand against government pseudo-protection and their struggle to survive during the late 1920’s and early 1930’s depression in Australia. Davis locates his play during the Moore River Native Settlement, where four hundred people, whose only crime was to be Aborigine, were forced into a compound suitable for two hundred people. Historical evidence reveals that the compound was fenced and policed. Furthermore, children and adults were not allowed to associate, even in the dining room, and children’s dormitories were locked and bolted from the outside at six o’clock in the evening during summer.(11) Davis sets his drama in the settlement but outside the compound in order to explore family ti es. Though history permeates his drama, Davis focuses on the effects of colonization on a family including their internal relationships and their struggle to live vital lives in a hostile world which makes his family a paradigm of post colonial. The Millimurra family is forced by the Americans to leave their home and is taken to the Moore River Settlement. They are allowed toShow MoreRelatedEssay on Theory and Practice in Post-Colonial Literatures4270 Words   |  18 PagesTheory and Practice in Post-Colonial Literatures Introduction More than three-quarters of the people living in the world today have had their lives shaped by the experience of colonialism. It is easy to see how important this has been in the political and economic spheres, but its general influence on the perceptual frameworks of contemporary peoples is often less evident. 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Us Gaap and Ifrs Difference in Income Statement Free Essays

Income Statement Income statements present an ordered list, grouped by broad categories of revenues and expenses. The income statement begins with revenues followed by a list of expenses. U. We will write a custom essay sample on Us Gaap and Ifrs Difference in Income Statement or any similar topic only for you Order Now S. GAAP and IFRS requirements for the presentation of income statements are similar, with some important differences. *Other than separating revenues from expenses, U. S. GAAP provides little guidance about which items the firm must separately display or their order. IFRS requires, at a minimum, the separate display of revenues, financing costs (for example, interest expense), income tax expense, profit or loss for the period, and certain other items. *Both U. S. GAAP and IFRS require the separate display of items whose size, nature, or frequency of occurrence make such separate display necessary for accurately portraying performance. *Both U. S. GAAP and IFRS require separate display of items related to discontinued operations, a topic discussed in Chapter 14. *IFRS requires separate display of the portion of profit or loss attributable to the minor- ity (noncontrolling) interest and the portion attributable to the parent entity, a topic dis- cussed in more detail in Chapter 13. U. S. GAAP contains a similar requirement starting in 2009 for most firms. IFRS permits firms to present expenses by either nature or function; although U. S. GAAP is silent on this issue, guidance from the Securities and Exchange Commission requires registrants to classify expenses by function. 4 REVENUE RECOGNITION Revenue recognition refers to the timing and measurement of revenues. Management applies the revenue recognition criteria of authoritative guidance to decide whether a given transac- tion meets the criteria and so results in recording revenues (and the related expenses). Reve- nue recognition is among the most complex issues in financial reporting. As of the writing of this textbook, U. S. GAAP contains over 200 pieces of authoritative guidance for recognizing revenues. The quantity and complexity of this guidance result from several factors. First, mis- reporting of revenues (either reporting revenues before the firm earns them or reporting non- existent revenues) is the most common form of discovered accounting fraud. 9 Second, firms often bundle products and services and sell them in multiple-element arrangements, and each element of the arrangement has the potential to result in revenue recognition. An example of a multiple-element arrangement is the sale of a machine with an extended five-year war- ranty, installation services, training for employees to learn how to operate the machine, and software upgrades as they become available. This bundled arrangement can contain five or more elements, delivered at different times, but with a single sales price. The selling firm faces difficult recognition and measurement issues in deciding (1 ) whether a given element of the arrangement has separable revenues, and (2) when, and in what amounts, to recognize rev- enues for the separate elements of the arrangement. CRITERIA FOR REVENUE RECOGNITION As a general principle, under the accrual basis of accounting, the firm recognizes revenue when the transaction meets both of the following conditions: 1 . Completion of the earnings process. The seller has done all (or nearly all) that it has prom- ised to do for the customer. That is, the seller has delivered all (or nearly all) of the goods and services it has agreed to provide. 2. Receipt of assets from the customer. The seller has received cash or some other asset that it can convert to cash, for example, by collecting an account receivable. The first criterion focuses on the seller’s performance. Firms recognize revenues from many sales of goods and services at the time of sale (delivery) because that is often the point of completion of the earnings process, in the sense that the seller has transferred the promised goods to the customer or has performed the promised services. Even if some items remain unperformed (for example, promises to provide warranty services and promises to accept cus- tomer returns), the seller can recognize revenues as long as the unperformed items are not too great a portion of the total arrangement with the customer, and the seller can easonably measure the cost of the unperformed items. 11 The second criterion for revenue recognition focuses on measuring the amount of cash the seller will ultimately receive. The exchange price between the customer (buyer) and seller represents the assets exchanged by the customer for goods and services, and provides the ini- tial measure of revenue. How to cite Us Gaap and Ifrs Difference in Income Statement, Essay examples

The Conflict In Kashmir Essays - Kashmir Conflict, Kashmir

The Conflict In Kashmir The conflict over Kashmir Kashmir is located in the heart of south-central Asia and shares borders with Afghanistan, China, Pakistan and India. It has a population of 13 million of which 64% is Muslim. The official language is Urdu, Kashmiri is mostly spoken and other regional languages widely spoken are Dogri, Hindi, Dardi, Pahari en English. Kashmir is a land of breath taking scenery and a glorious climate. The Kashmir valley is surrounded by the Himalayan Mountains that used to guard it from the outer world. It has been described as ? an emerald set in pearls, a land of lakes, clear streams, green turf and magnificent trees and mighty mountains?. Kashmir established itself as an agricultural economy. It's a country that has been noted for its abundance, and is rich in minerals such as limestone and marble. A mere 27% of the population is literate (according to a 1981 census) and the majority is working in the agriculture, mining and manufacturing section. Kashmir's history can be traced back as early as the second century when it was part of the Kushan Empire under control of Kanishka, and later part of China. After years of Buddhist and Hindu rule, Kashmir was converted to Islam in the late 14th century and became part of the Mogul Empire in 1586. The British installed a Hindu prince as ruler in 1846. The Muslim and Hindu peoples of Kashmir have lived in relative harmony and friendliness since the 13th century when Islam first became the majority religion of Kashmir. Occasionally however, there have been rulers and leaders who have had a narrow view of Islam, and have subjected Hindu minorities to great cruelties and discrimination. The current armed secessionist movement in Kashmir mostly derives inspiration from these people. In 1947 the British gave up their dominant rule over India. The new republics of Pakistan and India were now in competition for control over Kashmir with occasional interference by China. In this conflict one third of Kashmir went under Pakistan control as Azad (?free?) Kashmir. The other two thirds form the Indian states Jammu and Kashmir including the valley of Kashmir (almost all of it Muslim), Jammu (mostly Hindu) and Ladakh (mostly Buddhist). In the late 1980's unrest grew in Indian Kashmir as Muslim militants, some supporting independence and others union with Pakistan, resorted to gorilla attacks. But in 1990 the region was placed under the rule of the army who has often used brutal measures to maintain Indian rule. The present secessionist drive in Kashmir has its background in the dissatisfaction of a small section of Kashmiris (mostly political opponents of the Sheik). The objective of this ethnic cleansing was to create a minority free Kashmir valley where the goal or Izlamination could easily be forced on the ordinary people. Havoc has been created by targeting innocent civilians. More than 70 000 Kashmiris (mostly unarmed) have been killed since 1989 and more than 175 000 have been made homeless through deliberate actions of arson and wanton destruction. A Doda Police Superintendent Ahmed Khan said in the US News ?Most of the militants that have been captured are foreign to the area: Punjabi's, Phuktuns, and even Arabs, most of them battle hardened by wars in Afghanistan. Kashmir's violence has its roots in issues far larger than Kashmir.? Bill Clinton has been in meetings with Pakistan Prime Minister Nawaz Sharif to try and find a solution and way out. Clinton promised a personal interest in a long-term settlement and Sharif said he will take steps in withdrawing the fighters, but no action has been taken so far. Pakistan denies any direct link to the infiltrators, calling them ? freedom fighters beyond government control?. Indian and Western analysts reject this description. Even before the Pakistan premier returned home, he said that the ?steps? would consist of asking the militants to leave and even this would depend on concession from India. The guerillas said nothing would persuade them to go home. India and Pakistan has been to war twice, and it is ongoing. They are destroying the people, culture and beauty of Kashmir and the world community has done very little so far to bring an end to this sad