Where Are You Going, Where Have You Been - 1733 Words

Where there is desire, there is hope, despair, and struggle. Joyce Carol Oates illustrates animatedly the asphyxiated struggle of desire in her short story â€Å"Where Are You Going, Where Have You Been?† The story narrates the life of a young girl, named Connie, and her fated and enigmatic confrontation with a strange man. Feeling trapped in her own home with her own family, Connie, a self-conscious and rebellious teenager, tries to figure out a way to identify herself with the world around her. Her desire of escaping the reality fuels her struggle to enter adulthood. Through the physical form of Arnold Friend, who embodies both the hope and the despair in Connie’s struggle, the author metaphorically portrays a vigorous and psychological pressure that Connie has to endure. The story is scripted to allude to the danger of identifying oneself through sexuality in young girls. To better understanding this cryptic story, it is important to follow the psychological processe s and conflict of Connie’s character, which help unveil the allegorical meaning of a young girl’s rite of passage through sex. In the beginning of the story, the way Oates describes Connie’s behaviors help construct Connie’s state of mind as a doubtful and vulnerable young girl. The author perfectly capture the essences of Connie’s character by illustrates how Connie has, â€Å"a quick, nervous giggling habit of craning neck to glance into mirrors or checking other people’s faces to make sure her own was all right,†Show MoreRelatedWhere Are You Going, Where Have You Been?1021 Words   |  5 PagesWhere Are You Going, Where Have You Been? By Joyce Carol Oates A short story titled Where Are You Going, Where Have You Been? tells a tale of an adolescent girl who suffers consequences of growing up in the unsupportive environment and the society preoccupied by the media. It is considered to be the most famous work of Joyce Carol Oates, an American writer, the winner of many significant literary awards and a two- time candidate for the Nobel Prize in Literature. The story was firstRead MoreWhere Are You Going, Where Have You Been?1882 Words   |  8 PagesThrough its contrasting reality and dreamlike scenes, Oates’ â€Å"Where Are You Going, Where Have You Been?† uses details from a true American horror story to convey a message about society, youth and a loss of innocence. Arizona native Charles Schmid murdered Alleen Rowe on May 31, 1964. Schmid was considered a serial killer and was subsequently arrested and convicted of the heinous crimes that he was accused of. The profile of Schmid as a short man who wore makeup , wigs and altered boots to makeRead MoreWhere Are You Going, Where Have You Been? Essay2193 Words   |  9 Pagesshort story â€Å"Where are you going, where have you been?† and Flannery O’Connor’s â€Å"A Good Man is Hard to Find,† readers will dismiss the idea of the existence of any similarity in the stories of a fifteen year old girl and a grandmother. However, upon closer inspection, it is easy to appreciate how these two seemingly polar opposites are actually structured to invoke the same feelings in readers and to explore the same concepts. A close examination of â€Å"Where are you going, where have you been?† and â€Å"ARead MoreWhere Are You Going, Where Have You Been?1528 Words   |  7 PagesThe Cultural Revolution and Sexual Desires in Oates’s â€Å"Where Are You Going, Where Have You Been† The late 1950s was a time of cultural revolution which had a large influence on the American youth. â€Å"As the next decade drew near, issues such as civil rights, war, women s rights, and the sexual revolution would deeply affect many American teenagers. The conservative family values and morals that predominated in the 1950s were just beginning to be challenged as the decade came to a close† (Moss andRead MoreWhere Are You Going, Where Have You Been?989 Words   |  4 PagesArnold Friend, a main character founded in the short story, â€Å"Where Are You Going, Where Have You Been?† by Joyce Carol Oates, is often a debated by many readers to be a demon, a crazed stalker and maniac, or in fact Lucifer himself. After reading the short story and analyzing the details of the characters, Arnold Friend really stands out and leaves many unanswered questions on what the author was intending to do with this particular character in identifying who he really is. After thoroughly analyzingRead MoreWhere Are You Going, Where Have You Been?843 Words   |  4 PagesIn the short fiction Where Are You Going, Where Have You Been? tells a story about a young 15-year-old girl named, Connie. Connie spends her time meeting boys, lounging around the house and going out with her friends. One night an unusual man makes a threatening gesture to her in the parking lot of a local drive-in restaurant. Until, one day the unusual man pulls up in her driveway in a gold colored car. The man introduces himself as Arnold Friend and asks Connie to join him for a ride. During theirRead MoreWhere Are You Going, Where Have You Been?1946 Words   |  8 PagesIn the short story, â€Å"Where Are You Going, Where Have You Been?† the author, Joyce Carol Oates, creates Connie, an average fifteen year old girl, who rebels against her parents and begins to discover her sexual appeal as she grows up. At times it seems that Connie wants to grow up too fast. All her attention goes to h er looks, music, and boys. Connie is a dynamic character who goes through an emotional rollercoaster when she meets the mysterious Arnold Friend. At first he seemed like just anotherRead MoreWhere Are You Going? Where Have You Been?1546 Words   |  7 PagesWhere Are You Going? Where Have You Been? In the short story, Where are you going, Where Have You Been? by Joyce Carol Oates, Connie flaunts her beauty to receive attention from the opposite sex and is lead to temptation. The antagonist Arnold Friend, who symbolizes the devil, shows how simple it is to take away your safe haven through sinister acts. Connie is split between how she acts and portrays herself at home, and how she acts whenever she is with her group of friends. Connie refuses toRead MoreWhere Are You Going, Where Have You Been?723 Words   |  3 PagesPsycho, Demon, Dreams, Oh My! â€Å"Where Are You Going, Where Have You Been?† by Joyce Carol Oates is a short story about a 15-year old girl named Connie that falls in the trap of Arnold Friend. There are many interpretations to this short story, and many arguments have fought back and forth to find out the true inside meaning to find out what the reason was for Joyce Carol Oates to write this story. There are hundreds of analyses for this story out there, but I am going to just be talking about three;Read MoreWhere Are You Going, Where Have You Been?717 Words   |  3 PagesJoyce Carol Oates: Where are you going, Where have you been?† The story â€Å"Where are you going, Where have you been?† is about a fifteen year old girl Connie. Connie is like any other teenage girl acting more grown up that she really is. She is obsessed with her look and with boys. â€Å"She was fifteen and she had a quick nervous giggling habit of craning her neck to glance into mirrors, or checking other people’s faces to make sure her won was all right†(323). Teenagers are into their appearance and

Domestic Violence And Public Violence Essay - 1231 Words

Approximately 12 million people in the United States are affected by domestic violence. There are 8.8 million children who will witness domestic violence. Half of all victims of domestic violence will also experience the unimaginable pain of their child/children being abused alongside them. The fact is, domestic violence will affect or touch every person in their lifetime (Pence McMahon, 1999). There are many ground-breaking advocates of reducing domestic violence, though one stands out above the others. Ellen Pence helped build the foundation of batterer programming with the Duluth program. The program forged new ground and bridged the concerns of advocates and criminal justice officials by developing its â€Å"Power and Control Wheel† from women’s experiences with abuse (Zorza, 1998). Born in Minneapolis, Minnesota, she earned her BA from the College of St Scholastica in Duluth and a PhD from the University of Toronto. Her mother inspired her to be an activist an d, as a young woman, Ellen became involved in anti-war, civil rights and homelessness issues. In 1975 she joined the feminist movement against domestic violence, and five years later she moved to Duluth, where, with a group of friends, she came up with the Duluth model (Schechter Ganley, 1995). During this time, domestic violence was considered a private matter, not an issue for community or state intervention. The birthplace of that revolution was Duluth, Minnesota. It was there that she, Michael Paymar andShow MoreRelatedImpact Of Public Health Of Domestic Violence847 Words   |  4 PagesThe impact of public health of Domestic Violence in United States. The violence against women is a global health problem of epidemic and unpreventable circumstances. Domestic violence doesn’t have a controlled policy because it can extend into the society with devastating effects on its victims and costs that ripple across the economy. The two major reasons that the issue are being addressed by policy are not enforced in actions. First reason is that every 9 seconds in the US a woman is assaultedRead MoreDomestic Violence As A Public Health Problem Essay1403 Words   |  6 PagesDomestic violence as a public health problem is studied from an epidemiological perspective. Epidemiology is the core of public health, providing insight into the causes, prevalence, and control of disease in populations. Partner abuse is defined, risk factors, prevalence, and consequences are addressed from both the civilian and military perspectives as it relates to the batterer, spouse, and children. Most of what is known about domestic violence from a scientific perspective are through a civilianRead MorePublic Communication Project : Domestic Violence889 Words   |  4 PagesFor my public communication project, I decided to go with something that is overlooked by many Americans, especially college students, which is domestic viol ence. Although, I have firsthand witnessed domestic violence growing up, I still found things that truly shocked me. For instance, (Safehorizon.org) reported that 1 in every 4 women is involved in some type of domestic violent relationship within their life. (Safehorizon.org) I would have never thought it was so common, especially in AmericaRead MoreDomestic Violence : A Global Public Health Problem Of Epidemic Proportions, Requiring Urgent Action Essay899 Words   |  4 Pages â€Æ' Executive Summary 2 Introduction 2 Theoretical Frameworks 3 Defining Domestic Violence 5 A Brief History 6 International Comparisons 7 Discussion of Domestic Violence 9 References 10 Executive Summary This report will offer a review of Domestic Violence in Aotearoa/New Zealand. The ways in which this abuse occurs will be included as well as theoretical frameworks to aid in understanding the extent of this social problem. A review was issuedRead MoreIn His Account of the Sociological Imagination, C. Wright Mills (1959) Distinguishes Between ‘Private Troubles’ and ‘Public Issues’. Discuss in Relation to Domestic Violence.746 Words   |  3 PagesDomestic violence (at a glance) is considered to be a private matter; it is something that occurs between couples in the privacy of their homes and affects the individuals involved personally (Knoblock, 2008). But if we look closer, domestic violence is largely driven by social forces and structures (Furze, Savy, Brym, Lie, 2008). Ideologies and social norms about men and women such as patriarchy and gender inequalities contribute greatly to the occurrence of domestic violence in society. Hence CRead MoreDomestic Violence : An Dominant Problem Within Australian Society Essay1741 Words   |  7 PagesDomestic Violence- Behind Closed Doors Do you know what laws are protecting you? Domestic violence has become an increasingly dominant problem within Australian society but is constantly pushed to the side like a burden. Domestic violence is a relationship between intimate partners in which one individual seeks to assert power and control over the other and cause fear or intimidation and doesn’t have to be physical abuse, it can be emotional, psychological, financial, sexual or other types of abuseRead MoreThe Strategies Of Australian And Chinese Government Use Reduce Incidence Of Domestic Violence1676 Words   |  7 Pagesthe strategies of Australian and Chinese government use to reduce the incidence of domestic violence. 1.1 Aim To investigate and learn about the strategies of Australian and Chinese government use to reduce the incidence of domestic violence. 1.2 Parameters To research the background and current actions of domestic violence in Australia and China. 1.3 Definitions Domestic violence is one of the acts of violence which occurs between person who with another person in an intimate relationshipRead MoreThe Issue Of Domestic Violence Against Women1497 Words   |  6 PagesOver the last 50 years the world has made huge strides against the issue of domestic violence against women. While this may seem like a great moral victory for us as a society we have a long way to go before the issue is under control. The very image of a man striking a woman immediately strikes a chord with most of us, causing great discomfort. If we switch the roles however the same proverbial chord lies there dormant. In fact when a man is struck in a movie by a woman it is often displayedRead MoreDomestic Violence Against Women Act1639 Words   |  7 Pagesthe federal government to take part in the battle against domestic violence. This new law, named the VAWA, acknowledged that violence against women is a crime with far-reaching, harmful consequences for families, children and society (Domestic and Sexual Violence Data Collection, A Report to Congress un der the Violence Against Women Act, 1 [NIJ Research Report 1996]). To fight this violent crime problem, VAWA made federal domestic violence crimes to be act against by the Department of Justice. ReliableRead MoreDomestic Violence : An Individual Crisis815 Words   |  4 PagesDomestic violence is not merely an individual crisis, but a social crisis. â€Å"Domestic violence is a burden on numerous sectors of the social system and quietly, yet dramatically, affects the development of a nation. Batterers cost nations fortunes in terms of law enforcement, health care, lost labor and general progress in development. These costs do not only affect the present generation; what begins as an assault by one person on another, reverberates through the family and the community into the

A Report on Google-Free-Samples for Students-Myassignmenthelp.com

Question: Prepare a report that critically evaluates the utility of theoretical Models of change for executives who are looking to transform ways of working within their Multinational Firms. Answer: Introduction Organizations increasingly require talent to create a difference. There is a requirement to develop effectiveness across countries and regions to achieve corporate goal while balancing local interest. The requirement for multinational leader in an organization is daunting. Global executives require the same knowledge and capabilities to deal in a different situation. In the recent time the global development has created challenges in term of diversity management. 62 percent of the Multinational executive understands the issues regarding the poor performance of their role (Albach, et al 2015). Diversity management is the key to attain growth in a highly competitive market. Multinational Organization should embrace diversity by managing workforce in an effective way. In todays competitive scenario it is important for the organization to manage business in an effective way. To gain a better understanding it is evident for the business organization to develop noteworthy changes by implem enting plans the best diversity practice thereby permitting business organizations to take strategic measures. Corporate leaders act as an important source to manage the business environment. The entire global business environment is changing and creating a necessity to hire efficient workforce. It is about embracing the changes and to adopt them in order to make an effective change. It is more about embracing differences, innovation and ideas to gain effectiveness. Diversity has allowed many multinational organizations to gain competitiveness (Booth, 2015). From the US perspective, Diversity management is to symbolize a break from legislated parity concepts such as equivalent chance and assenting act. The report assess different ways in which Google assess diversity management and indicates some diversity opinion regarding the management of change in multinational firm (Bradley, 2016). Organization Overview Google is an American based multinational technology company providing with Internet related services and product. It includes online advertising technology, clod computing, software and hardware. It was founded by Larry Page and Sergey Brin in the year 1998. The company has gained a quick development since incorporation. This has caused a chain of products, acquisitions, and partnerships for the company. Management of change at Google Most of the companies are facing major challenges in term of changes. The products and services that produce a continuous income should be restored with better equipment and goods. This will allow in managing the work in the most appropriate way. The advantage related to education competency is short term. Soon other nation will develop efficient professionals by investing on educations and services. The only reason why the organization fails to stand out is due to fewer competencies to match up with the International brand. In order to strengthen the capacity the organization has to implement an effective change management process. This will create abilities to challenge the conventional organization and management abilities (Bridges and Bridges, 2017; Demirkan, Spohrer and Welser, 2016). In order to gain market effectiveness Google has confronted conservative management thinking. The organization complements GM in the 1920s and Toyota in the 1980s through a view to incorporate innovation. Google has a distinguished identity in the market and is worlds most efficient brands for running, according to BrandFinance Global 500. At present, the company is considered as worlds most efficient companies (Schuler, 2015). Google: An inside view From an external viewpoint, Google seemed to have fruitfully shared two debatably rather different competencies. The company is a pioneer of change management and has incorporated engineering skill in computer science. Their knowledge is majorly related to scientifically based expertise concerning human capital. It is based on six management principles. The purpose is to improve the Dynamic capabilities. The companys capabilities to put together, expand, and reconfigure internal and external competencies to meet rapidly changing surroundings (Cameron Green, 2015). An endlessly changing organization: The organization is based on a proactive approach and any delay in terms of changes is not entertained. A people-centric approach: The Company is people-centric, focusing on the entity and energizing his or her innovative control. This principle is based on a belief that people want to be creative and that a company must provide them with a setting in which they can express their creativity. The organization is fostering ambidextrous behavior by motivating innovation with different forms of organizational logic. They are determined hard to gain daily production that works with a conformist planning-and-control advance and innovation, which requires greater liberty, elasticity, and a more unfasten approach toward experimentation (Gollenia, 2016). Google has an unwrap organization that work by imbibing effectiveness. A company can be more or less about working in integrated surroundings. Constantly innovative companies have permeable limits. They want to create a difference through a steady and mindful exchange of information with their ambiance (Cummings Worley, 2014). A systematic approach regarding the effectiveness of work is important in order to gain competency. In order to gain effectiveness it is important to develop a systematic approach to work differs from the conservative linear way of working. This approach necessitates a holistic sight and considerate of the whole corporate system and how the dissimilar mechanism in the system authority over each other (Gibbons, 2015). Googles leadership style The Google model is often described as Googlery leadership style with innovation culture, importance on people, and semi-structure based on six management principles. These principles allow the organization in meeting the objectives (Dubois, 2013). It therefore set the objective in order to maximize the output. The three examples are demonstrated as follows: Google is a dynamic example of gaining effectiveness at work. The organization exhibits many signs of active competencies. Their management gives a specific base to settle on the next vital area for Google. Moreover, there is a customary requirement wherever the organization has to intimidate existing products. In order to develop the features it is significant for an organization to be actively dependent on being an efficient leader. Google is not afraid to expand itself in a best likely way. The management choice concerning the evaluation of the changes is pertinent to convene the pre-defined way. The organization has assigned several hundred engineers to expand Google+ is a model of managing changes (Haslam, et al 2014; Manjoo, 2013). The business has been working competently in increasing active culture facilities. All These capabilities continually survive in the mind of management. Google has people-centric approach. Their background focuses on simplicity and openness, and so t hey trusts in employees. The recruitment process is focused on hiring the right people who can supervise rapid changing environment. Most of the companys contributions to its employees is in the form of education decide whether to opt in. Google is keen to remove needless bureaucratic features in order to give freedom to each and every employee. Moreover it facilitates communication and teamwork between colleagues (Hayes, 2014). The company is known across the world as an ambidextrous organization. At Google, in cooperation with these orientations coexist in order to develop a hardcore culture. Google applies the 702010 percent rule. This rule means that the organization is dedicated to core business which means that 70 percent of employees spent time there. 20 percent of the time is spent on projects related activity. Lastly the 10 percent is spent on projects not related to core business. Their project-oriented activity is approved out in equivalent to daily operations in an ambidextrous Environment. Googles semi-structured organization assists equilibrium between those two orientations. Google has a productive business environment where each employees act is appreciated according to together the characteristic of production and innovation (Daft, 2013). The capability of an organization is to gain competency depending upon the pioneering process that it follows. It is significant for companies to be competitive and to manage the resources in a significant way. The management model consequently requires putting a necessary effectiveness as shown to be in cooperation unconventional and victorious in powerful modernism is the Google model. This model is based on six critical management principles. This has been functional among other things like leadership, culture, HR/processes, and structure (Kondalkar, 2013; Northouse, 2015). Diversity management at Google Sunder Pichai has rightly said - A diverse blend of voices helps in better discussions, decisions, and outcomes for everyone. Diversity is been an important component of Google. The CEO of Google is Sunder Pichai who were appointed replacing Larry Page. This clearly describes the organization interest in managing diversity. By including leaders belonging to different cultural background increases the overall capacity. This affects the organizational productivity. Globalization has affected the way in which the organizations are working (Fostering a fair and inclusive, 2017). The primary motivation behind involving diversity is to increase the productivity. The improving productivity and uts impact on the working behavior has a huge impact on the manner in which work is been carried. Diversity is a combination of ethnic, sexual orientation, national, cultural difference, attitudinal, social-economic, and personal differences. The main focus of the human Resource department is to resol ve issues in an appropriate and well-organized manner (Google Diversity, 2017). Gender Diversity at Google (Source: Google Diversity, 2017) Change is predictable and runs through all businesses regardless of size, industry and age. It is important for business organizations to implement changes in the fast growing economy. The organizations must change quickly in order to grow in a well and effective manner. In order to gain competency, it is important to measure effectiveness. The entire global business environment is changing and creating a necessity to hire efficient workforce. Diversity for a multinational organization is an affirmative way of acknowledging changes. Diversity is much more than a multicultural challenge. The purpose of the change is to retain effective growth by assuring sustainability (Shani Noumair, 2017). Changes are an important part to an organization. While focusing on the effectiveness of the team it is relevant to comprehend the importance of the change to the organization. In order to implement effective rules and procedures it is important to understand effectiveness. The change model there fore allow in gaining competency at work. Changes to an organization are inevitable. Therefore, it is important for the business organization to adopt changes by focusing on effective market growth and development process. The concept of "change management" is a well-known in most of the businesses today. The procedure on how to manage the businesses manage change varies extremely depending on the nature of the business (Armstrong and Taylor, 2014). In the fast paced world the change and the people are involved together hence creating ample of opportunities. The key part of this depends on people who understand the change process. The principle is to improve the Dynamic capabilities (Storey, 2014). People management at Google People management is a process to manage the effectiveness in a well- organized manner. In order to manage people it is important to gain effectiveness. While gaining competency it is necessary for the organization to develop capabilities by gaining longevity. The most difficulty in an organization is to manage people. This is to gain competency by developing long term efficiency. The purpose of an organization is to regain capacity by taking over the most effective long term effectiveness. The effectiveness of an organization largely depends upon the way in which the organization is matching up with the quality (Haughton, 2015). This is to gain proficiency at work and to deliberately provide with the results. The purpose is thereby to focus on gaining efficiency by focusing on individual performance. Growth is only possible if the organization makes efforts to gain longevity. Performance management is an important scale used by the managers to gain effectiveness. This is one of the most important tools used by the managers to gain accuracy at work. Google do understand the process to manage individual capability through the process of people management. They know how to manage the organization in a well and effective way by developing effectiveness. Google works in a multi-cultural environment (Zhang, et al 2015). The company has a responsibility towards gaining competency at work. Employees need to be managed by gaining effectiveness through development of workforce in a significant way. The purpose is to measure the process that allows the employees to grow in a multi-functional way. Employees are given a wide opportunity to develop themselves in a well-defined way. By managing the operations it has become evident that the organization needs to gain competency of work by developing effectiveness. The only reason why the organization fails to stand out is due to fewer competencies to match up with the International brand. For gaining longevity it is important for a team to be more focused on gaining competency. It is important for them to focus on measuring focused growth. People management is thereby a long-term activity that involves each and every individual in a well-defined way. For attain longevity and competency at work the purpose is to manage people in order to gain effectiveness (Thompson, 2013). In order to manage change successfully, it is consequently essential to meet the wider impacts of the changes. Change management at Google As per Kotters Change management theory: The first three steps include: a climate to incorporate a change. The next three steps are regarding engaging the whole organization and last two step are to sustain change. Google being the pioneer of change management focus on change management theory in an effective way by innovation. Change management is a very extensive field and a wide approach that focus on managing change that differ widely, from organization to organization. Numerous organizations and consultants Force for a formal change management methodologies. These offer toolkits, checklists and outline plans that require to be done in order to manage change successfully. The only reason why the organization fails to stand out is due to fewer competencies to match up with the International brand. In order to strengthen the capacity the organization has to implement an effective change management process. From early on, Google employees were encouraged to spend a significant portion of their time on interesting side proj ects. Both Gmail and AdSense, started out as 20% time projects. In 2010, Chris Trimble criticized 20% time both for being costly and for emphasizing ideas over execution. How Google innovates According to the studies, first step at Google is through innovation. It is not only the long-term outlook, that goes with the infrastructure, technical and managerial innovation. Through this they have made possible to imbibe the strategy in each and every product. The organizational structure comes up again in a 2014 piece by Linda Hill, Greg Brandeau, Emily Truelove, and Kent Lineback. This helped Google in innovating continually over year. The important traits of innovative organizations like Google are the ability to learn from experiments and by combining opposing ideas. Another Googles innovation strategy comes from a 2013 piece on DARPA, running an innovation group at Motorola Mobility, which Google acquired in 2012. People are involve in the rare form of innovation known as Pasteurs quadrant . They are simultaneously expanding scientific knowledge to seek societal need. While managing a change it is evident for the managers to firstly question to believe is what change management essentially means in the situation. Change management focus on people, and to ensuring change is methodically, effortlessly and enduringly implemented. In order to know effectiveness that means precisely in the situation, one need to find out the most appropriate theories. A company like Google has embedded network that expressly includes ties with possible colleague and important actors. They possibly can yield better deal making and admittance to new resources. While moving further the organization has to think in a Multi-dimensional way implementing a network viewpoint within a company. It is quite challenging for an organization to develop an effective model in order to gain competencies. One such company is Google. The organization is to develop an effective model and hence following the network company in order to manage the regulatory functions. Google had made clear to all new recruits about their expectations... People are coming to Google in order to become a network and topic expert. For an organization it is important to achieve this determined objective through a lot of organizational effort. The purpose can be achieved by connecting the organizational objective to empower collaborators and give them more liberty to start projects that matter to them(Walter,2014). The organization is focused on developing a flat hierarchy where every individual has a liberty to make their own decisions. At Google, no one has an assistant. They are empowering individual in the organization by empowering every one of their collaborators. There is only little hierarchical level in the organization that is possibly due to a definite structure. The opportunity to meet and interrelate more liberally, resulting in natural leaders or experts. This is helping in emergence of the function of role in the configuration of natural sub-networks within the company. Google has a quasi-flat organization, where an individual can directly interact with the operational leader introducing a lot of elasticity in the company. Google has developed efficient professionals by investing on educations and services. The leadership and training program in the organization is permitting them to gain definite knowledge to the employees to stand out. Recommendations The purpose of the organization is to bring concrete results by managing the organization in accumulation to organising its workforce into little, fast-paced and bendable work teams. Google has to make sure that the organization is apparent and network-focused. It is important to conduct a common peer evaluation questionnaire every six months to assess their peers. In this way it is possible for the organization to gain competency and to evaluate effectiveness in a systematic way. Corporate leaders act as an important source to manage the business environment. The entire global business environment is changing and creating a necessity to hire efficient workforce. Such a network-driven organisation will possibly gain a desirable growth consequently leading to an effective business atmosphere. The organization is fostering ambidextrous behavior by motivating innovation with different forms of organizational logic. They are striving hard to gain daily production that works with a conventional planning-and-control approach. Google is aware about the changes that are taking place in the business environment hence leading to quickly regain effectiveness. This is one of the key assets that the organization has been incorporating in the day-today- model. . By encouraging individuals, Google remains the largest network company on the Web References Albach, H., Meffert, H., Pinkwart, A., and Reichwald, R. (Eds.). 2015. Management of permanent change. Springer Fachmedien Wiesbaden. Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management practice. Kogan Page Publishers. Booth, S. A. 2015. Crisis management strategy: Competition and change in modern enterprises. Routledge. Bradley, G. 2016. Benefit Realisation Management: A practical guide to achieving benefits through change. CRC Press. Bridges, W., and Bridges, S. 2017. Managing transitions: Making the most of change. Da Capo Press. Cameron, E., and Green, M. 2015. Making sense of change management: A complete guide to the models, tools and techniques of organizational change. Kogan Page Publishers. Cummings, T. G., and Worley, C. G. 2014. Organization development and change. Cengage learning. Daft, R.L., 2014. The leadership experience. Cengage Learning. Demirkan, H., Spohrer, J.C. and Welser, J.J., 2016. Digital Innovation and Strategic Transformation. IT Professional, 18(6), pp.14-18. Dubois, D.2013. Google, the Network Company: From Theory to Practice. Online Available at: https://knowledge.insead.edu/leadership-organisations/google-the-network-company-from-theory-to-practice-2602 Accessed on: 21 August 2017 Fostering a fair and inclusive, 2017 Google, Google Diversity. Online. Available at: https://www.google.com/diversity/at-google.html Accessed on: 21 August 2017 Gibbons, P. 2015. The Science of Successful Organizational Change: How Leaders Set Strategy, Change Behavior, and Create an Agile Culture. FT Press. Gollenia, L. A. 2016. Business transformation management methodology. Routledge. Google Diversity, 2017.Online. Available at: https://www.google.com/diversity/ Accessed on: 21 August 2017 Haslam, S. A., van Knippenberg, D., Platow, M. J., and Ellemers, N. (Eds.). 2014. Social identity at work: Developing theory for organizational practice. Psychology Press. Haughton, J.2015. How Google manages its people. Online Available at: https://www.managers.org.uk/insights/news/2015/august/how-google-manages-its-people Accessed on: 21 August 2017 Hayes, J. 2014. The theory and practice of change management. Palgrave Macmillan. Kondalkar, V. G. 2013. Organization effectiveness and change management. PHI Learning Pvt. Ltd.. Manjoo, F.2013. The Happiness Machine. Online Available at: https://www.slate.com/articles/technology/technology/2013/01/google_people_operations_the_secrets_of_the_world_s_most_scientific_human.html Accessed on: 21 August 2017 Northouse, P.G., 2015. Leadership: Theory and practice. Sage publications. Schuler, R.S., 2015. The 5-C framework for managing talent. Organizational Dynamics, 44(1), pp.47-56. Shani, A. B. R., and Noumair, D. A. (Eds.). 2017. Research in organizational change and development. Emerald Group Publishing. Storey, J., 2014. New Perspectives on Human Resource Management (Routledge Revivals). Routledge. Thompson, N., 2013. People management. Palgrave Macmillan. Zhang, Y., Waldman, D.A., Han, Y.L. and Li, X.B., 2015. Paradoxical leader behaviors in people management: Antecedents and consequences. Academy of Management Journal, 58(2), pp.538-566. Walter,F.2014. How Google has changed Management 10 years after its ipo. Online. Available at: https://hbr.org/2014/08/how-google-has-changed-management-10-years-after-its-ipo Accessed on: 7 October 2017

Nestlé Ethics and Social Responsibility

Today’s business requires social responsibility and excellent performance of companies. Ethical responsibility is the integrative element of social responsibility that is destined to satisfy costumers’ demands. In this context, there appear ethical problems of company’s business that can lower an ethical rating of a company and reduce its popularity among people (potential customers). Even multinational world companies have low ratings, and that is why are vulnerable to be blamed in unethical behavior.Advertising We will write a custom report sample on Nestlà © Ethics and Social Responsibility – Report on Issues specifically for you for only $16.05 $11/page Learn More It seems to be necessary to examine ethics of one of the multinational world companies to understand its ethical criteria and rate them. Nestlà ©Ã¢â‚¬â„¢s company can be one of the examples to be illustrated: â€Å"in 1977, Nestle got embroiled in a controvers y, when it was criticized for using unethical marketing practices endangering consumer health to promote its infant formula in developing nation†. [1] Since that time, this company was constantly criticized for unethical behavior and violation of costumers’ rights. The research in the sphere of Nestlà ©Ã¢â‚¬â„¢s ethics shows that the company has lots of low-rated ethical criteria to be accused of. Genetically modified (GM) food would not be an asset for many costumers. According to Lawrence’s on-line article, this company has overcharged prices that can not be accessible for the low-income group of people in the world. For example, the cost of the produced â€Å"Pure Life†, bottled water, is outrageously high for the Asian people for whom potable water is extremely necessary.[2] Moreover, in the article, unfair labor practices were illustrated with examples. Coffee beans and cocoa in Nestlà ©Ã¢â‚¬â„¢s company are the result of hard work of those who get them on African plantations. The author says that unfavorable working conditions and people’s exploitation with a child’s labor worsen the image of the company and proves its unethical attitude towards workers.[3] Ethical standards exist in each world organizations and nonconformity may affect badly on company’s reputation. Nestlà ©Ã¢â‚¬â„¢s experience has proved that the company is lack of respecting of human rights and local regulations (laws for permission or prohibition of something) that can satisfy minimal demands of customers and workers. To be honest with the costumers is one of the unwritten ethical duties of all the companies. Maintenance of ethical standards satisfies costumers’ needs and makes them happy: â€Å"As â€Å"happiness† is the only thing that is good in and of itself, the utilitarian needs to know the details of a situation and its possible consequences in order to decide what is ethically right and wrong†[4]. The aut hor of the cited article is talking about ethical behavior in reference to consumers. Nestlà © does not label GM ingredients of the products; consequently, can customers give credence to the company? The ethical code of this company should correspond to individual human rights and ethical attitude to customers they want to satisfy. Meanwhile, the company sets itself up with well-thought publicity, and shows attractive pictures of the products as if they measure up all the consumer’s needs. If we proceed from the stated above the following table can show the ethical rating of Nestlà ©Ã¢â‚¬â„¢s company, where one can see the ethical criteria and their possible consumers’ evaluations; A=excellent, B=good, C=adequate, D=requiring major improvement, F=failure.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More External image of the company in the world A Vended businessâ€℠¢ ethical principles B Respecting of human rights C Ethical attitude to customers D Ethical attitude to workers D High priced of necessary products D Not labeled GM food F The presence of â€Å"C†, â€Å"D† and â€Å"F† shows the low grade of the company (so five last criteria have bad ethical performance), and 3 â€Å"D† show that several point require major improvement (ethical criteria with â€Å"D†). Thus, I grade this company as D=require major improvement. Nestlà © is a low grade company and needs ethical performance improvement for the costumers, company’s workers, price strategy, and for the public weal. The company should satisfy customers’ needs. Such principles like â€Å"do not harm† and â€Å"do more good† should be taken into consideration here; it should follow the human rights and embody ethical attitude in labeled ingredients (especially, with GM) of their products, favorable working condit ions and fair prices for essential products. If such multinational world companies like Nestlà © do not change their ethical image, human health may be affected, and distrust of customers in the whole world may be developed. Works Cited Casillas, Daisy. â€Å"No More Water Wonderlands†. 2010: n.pag. Web. Lawrence. â€Å"Ethical Dilemma in Today’s Business†. N.d.: n. pag. Web. Footnotes Lawrence. â€Å"Ethical Dilemma in Today’s Business†. N.d., 3 Lawrence. â€Å"Ethical Dilemma in Today’s Business†. N.d., 5 Lawrence. â€Å"Ethical Dilemma in Today’s Business†. N.d., 7 Casillas, Daisy. â€Å"No More Water Wonderlands†. 2010. This report on Nestlà © Ethics and Social Responsibility – Report on Issues was written and submitted by user Jaqueline E. 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.