Joe Salatino, President of Great Northern American Case Study Essay Example for Free

Joe Salatino, President of Great Northern American Case Study Essay Joe’s employees need to understand how people form perceptions and make attributions for several reasons. As they are in a selling business, employees need to know how they can best be perceived as to earn the trust of their customers. It is important to know how to be ethical in selling as well as trustworthy so that customers feel confident in choosing their services time and again. Aside from how their customers may perceive them, they must also be aware of how their employer sees them. It is important to employers to find capable, confident and hardworking potential employees. In 2011 CBS news did a story on how others see us and how we see ourselves. This report asserts that it is more important to know how others see us as it is by their reactions to who we perceive them to think we are that our own actions come from. They give a couple of examples right off about how a first date can leave you feeling defeated or conversely very confident. Just because you walk away feeling one way or another is not necessarily an indicator of how the date actually went or what the other party thought of you. Another example is given in that it not necessarily important for a company’s top executives to have a positive opinion of their product or service, it is more important that the consumer have an idea of their offering that generates more and more business. This usually comes from a positive perception of what they have to offer. These principals easily align with the idea that it is important in general to do what you can to have others form a positive impression of you. So, what makes a good first impression? Forbes magazine proposes theses 5 traits. First, â€Å"set an intention. † This means to visualize what you want out of whatever you are undertaking. For example, if it is a job interview, see yourself in the position with the traits you deem necessary for success at that position. You will be much more likely to pull off an air of those attributes if you have first taken the time to role play in your mind a successful turnaround of the event. Second, â€Å"think about your ornaments. † In other words, pay attention to the details of your outward appearance. For men this may mean choosing the right watch to portray the success they see themselves having, for women it may mean jewelry or makeup that puts them in that same space. For both genders hair, shoes, and clothing are important factors in building the perception you are seeking. For instance, someone who is running for congress would want to choose more conservative and sophisticated looking â€Å"ornaments† whereas someone seeking a job with Vogue magazine may want to dress very current and â€Å"edgy† for their interview to show they are relevant for the position they seek. We can easily apply this to Joes employees as they will want to know what type of companies they anticipate receiving business from. If they know that they are dealing with a very â€Å"traditional† client they may want to dress for success that day by choosing clothing that portrays a traditional and trustworthy image. Conversely, if they are meeting with a client who takes big risks and hopes for their partners in business to as well, they may want to choose a look that portrays confidence and a spunky, no holds barred attitude. At Verizon Wireless we have a very relaxed work culture that more often than not is fun and youthful. However, when interviewing for a new position within the company it is no different than most traditional settings. Candidates seem to do better when they are dressed professionally and are well polished overall. Going back to the Forbes article, the third tip is to â€Å"be conscious of your body language. † Pay particular attention to your posture, handshake, eye contact and what you are doing with your hands. A confident person is not going to be slumped over, slouching and have their arms crossed. A confident person is going to sit or stand up straight, give their attention to the person with whom they are seeking attention by offering polite eye contact and also by using their hands to emphasize they are open to the others input. Fourth on the list of must do’s for a good impression is â€Å"avoid bad days. † Often in the business world networking is a key part of building strong business relationships. Forbes suggests that if you are having a terrible day at work then it is likely you are not going to be up for dealing with people. Your courtesy and smile are going to appear in genuine if you are not really in the mood to be there and people will pick up on that. If you can skip that mixer you had planned to attend go for it. If not, do something that will lighten your mood and hopefully get your head in a more light-hearted place. Lastly, â€Å"be interested and interesting. † Who wants to spend their time on the dud of the group? Be interested in those you are serving. No one wants to only hear about you, and no one wants to feel like you certainly have more important things to be doing than helping them. Learning Theory Joe has several theories of learning to choose from in how he prefers to teach his employees. The two main theories in discussion today are Social and Operant learning theory. For general understanding let’s look further into the specifics of each. Mosby’s medical dictionary defines Operant conditioning as â€Å"a form of learning used in behavior therapy in which the person undergoing therapy is rewarded for the correct response and punished for the incorrect response. †(2009) In other words, a leader demonstrates desired behaviors and rewards others when the same behaviors are demonstrated. Second is Social theory. Mosby’s states, â€Å"A concept that the impulse to behave aggressively is subject to the influence of learning, socialization, and experience. Social learning theorists believe aggression is learned under voluntary control, by observation of aggressive behavior in others, and by direct experience. †(2009) In short, people will not engage in reproduction of a behavior without motivation. The best way for Joe to motivate and empower his employees in this situation is with Operant conditioning. This affords Joe the chance not only to demonstrate the correct behavior he desires, but also gives him a platform to modify negative traits as well. Joe is looking for people to showcase his business and put forth the same united front of loyalty and customer respect that he has put in place at Great Northern American. Improving Employee Performance Operant conditioning is best in the work environment as it gives a more level playing field for all to succeed. Some people are born naturally more talented than others, but this does not in any way make them less important in the workforce. Some people may never be number 1 overall in a company (and some don’t desire to be as it requires a lot of commitment) but that does not mean that they are incapable of modeling successful behaviors and attaining top notch ratings. Operant behavior allows for these individuals to succeed where as Social learning theory only really rewards one person overall rather than celebrating the victories along the way for each individual. I personally find it more rewarding to have encouragement along the way. Too often I’ve come in second place and have nothing to show for all my hard work. When this happens I’ve had nothing in the way of reward though I put in significant amounts of work in hopes that I could be the best. Verizon Wireless rewards us along the way and I have certainly been motivated to do better and try harder because of that. I appreciate that Operant conditioning is consistent throughout the entire work year whereas Social learning builds up to one pinnacle moment. Verizon sets attainable yet challenging goals for each individual and once you have met or exceeded those goals, you are pushed to reach for the next rung of the ladder (I. . going from Representative to Sr. Representative) and with that next step you are rewarded with a pay increase and more opportunities for further career development within the company that will help you in future upward mobility opportunities. Likewise, if you are not meeting the minimum expectation you will not be afforded the opportunity to move into the next level of your position, and you may possibly be put on a â€Å"corrective action plan. † Joe could apply this in practical ways as Verizon does with rewards and consequences along the way of career progression. Value of Self Efficacy Joe can best use his evaluation of potential employees’ self-esteem to hire the best by taking stock in his own first impression of a potential employee. He will have a gut instinct reaction to this first impression and he should feel confident in the portrayal each candidate puts forth. Verizon does a good job of asking employees how they would like to be â€Å"coached. † Joe could put something like this in place with potential employees to see if their learning style matches that of the culture of Great Northern American. Self-Efficacy is something that a potential employer (Joe in this case) can look at and determine how driven someone appears. Psychology Today states, â€Å"For instance, people high in self-efficacy take better care of themselves, see tasks as something to be mastered, and they feel more empowered. They’re not controlled by circumstances. They see setbacks as challenges to be overcome and can cope with hardship better than those with low self-efficacy. They learn from failure and channel it into success, like Thomas Jefferson, Walt Disney and J. K Rowling. People higher in self-efficacy also have a greater sense of motivation and persistence. † (LaVan, 2010) With this in mind a correct assessment of self-efficacy can ensure Joe his is hiring someone who will seek to succeed at whatever task he or she is given. To compliment this assessment, Joe must also be willing to â€Å"pump up† his employees. He should offer compliments to good work and publicly praise achievements. This will keep his employees motivated to continue putting their best foot forward for him long after the interview process is completed and the candidate is settled into their job function.

A Compareison Between When The Legends Die And Dances With Wolves :: essays research papers

  Ã‚  Ã‚  Ã‚  Ã‚   Symbolism   Ã‚  Ã‚  Ã‚  Ã‚  In the novel When the Legends Die and in the film Dances with Wolves symbolism is very important. Throughout both of them the used symbols are very similar but have very different meanings. In the movie, Dances with Wolves the wolf, Two Socks, and the horse, Cisco, are animal symbols, like the bear in When the Legends Die.   Ã‚  Ã‚  Ã‚  Ã‚  Two Socks and Cisco are the main two symbols in Dances with Wolves. Two Socks, is the wolf that befriends John Dunbar symbolizing the Sioux Indians who start trying to also befriend John. Then, when he takes the meat from John’s hand the wolf continues to symbolize the tribe, that will now accept John to come and be one of them. After, when Two Socks is shot by soldiers it symbolizes the fate of the Indians, later to come. Cisco, John Dunbar’s favorite horse is a symbol of John’s faithfulness to the Sioux Indian tribe, although they have tried to take the horse away many times he has always found a way to return to his master. Later in the story, when John is being shot at by the army the horse finds a way to make those shots hit him instead of John and separates from John in death, symbolizes that John will have to leave the Indians, to protect them.   Ã‚  Ã‚  Ã‚  Ã‚  In When the Legends Die the Bear cub who grows up with bears brother is a symbol, of hope, love, meaning, direction, and most importantly the heritage of Tom Black Bull. The bear symbolizes the Tom’s heritage because he came around just as Tom, started learning the old ways, his heritage, and he was separated from Tom when he, Tom, went to the new ways of life. In the new ways of life Tom’s difficulty is that he cannot find a place to run from his past. Then, he realizes that bear symbolizes his past, so Tom sets out to kill it. As Tom reaches the bear he pulls out the rifle and prepares to shoot the bear, but than he realizes that the bear not only symbolizes his past but all the good in his life because that is where he had the life in the old ways and was the happiest time in his life.

Diversity Audit

DIVERSITY AUDIT Diversity Audit at Starbucks Starbucks Corporation is a multinational company based in United States. It was founded in the year 1971 and is headquartered at Seattle, Washington. Starbucks is engaged in the business of selling coffee, coffee beans and different types of bakery products all over the world. The company also has a division known as Starbucks Entertainment division which is utilized for marketing films, music and books (Yahoo Finance, 2012). The coffeehouses owned by Starbucks are known for its relaxing atmosphere and the stores are mostly located in places where there is high traffic.This study entails about the diversity audit that have been conducted for Starbucks. The findings of such diversity audit, its assessment and subsequent recommendations have been presented in this study. Findings Diversity audit was conducted for Starbucks through an online survey of the company’s website and other information required for the purpose of conducting th e audit was mostly available over the internet. In addition, some of the employees present in few Starbucks stores were also interviewed to collect relevant facts regarding the cultural diversity prevalent in the company.The key findings of the diversity audit conducted at Starbucks are given below: Starbucks operates its business and stores in different parts of the world. Hence it is obvious that people from different cultures of the world are a part of Starbucks. The people connected with Starbucks can be any of its stakeholders, including its employees, suppliers, etc. As indicated in its website, it can be found that cultural diversity is given high priority and due respect in the company (Starbucks, 2012a). Apart from selling coffees, Starbucks is also engaged in the business of building up new human connections and relationships.Celebration of cultures and community involvement are also part of Starbucks activities. At Starbucks, diversity is defined as the composition of thr ee different aspects. They are: a) Inclusion, b) Accessibility, and c) Equity. Inclusion means human relationships and their engagements in the company. Accessibility refers to removal of barriers for all kinds of people associated with the company and the ease with which people can perform their activities within the organization. Equity represents equal treatment for all with justice and fairness being the two important virtues associated with the company.The strategy of diversity being followed by the company is considered to focus on four main areas. They are: partners, suppliers, customers and communities. The employees of the company are termed as partners here. The company management is involved in the activity of engaging people belonging to different regions and following varied cultures. The people working at Starbucks come from diverse family backgrounds. Starbucks organizes different activities meant for the development of its partners or employees by educating them and engaging them in different kinds of activities.Starbucks is also committed towards giving high levels of satisfaction to its customers by catering to their unique needs. Starbucks is prompt in its service and values the preferences and tastes of its customers. Starbucks tries to build relationships with its customers through adoption of different cultures as required for the purpose. Starbucks also arranges different community development programs as well to show their concern for the community. Starbucks also creates strategic partnerships by investing in companies in the local neighborhood.It also provides different kinds of opportunities for economic development which helps to build a strong relationship between the company and the communities in which it is operating its business. As regards the suppliers of Starbucks, it conducts a program termed as supplier diversity program. This program is meant for increasing the presence of minority groups and women as suppliers of the com pany (Starbucks, 2012a). The diversity effort of the company is mainly directed through a strategic plan formulated by them which is known as Global Diversity Strategy Plan.According to New York Times, nearly 24% of the corporate officers working at Starbucks comprises of women. Women represent around 31% of the population in Starbucks, and 13% of them are people of color. The team members of the Global Diversity team are engaged in different activities in Starbucks. Employees of Starbucks working in different parts of the world and their working environment are assessed and evaluated by the global strategy team of Starbucks. The company also tracks the progress made in the field of diversifying vendors and suppliers of the company. All these are done through an accountability scorecard prepared for he purpose by the global diversity team (The New York Times, n. d. ). The diversity program run by Starbucks named as Starbucks Supplier Diversity Program is meant for encouraging divers ity amongst all the suppliers of the company. The company has set criteria for the suppliers who want to be a part of this program. The two criteria being, a) More than 50% should be owned by either minority people or women, and b) It should be certified by any of the government public agencies like National Women Business Owners Corporation (NWBOC), National Minority Supplier Development Council (NMSDC), etc (Starbucks, 2012b).Results of Audit The interview conducted with the Human Resource Manager of Starbucks suggests that diversity is encouraged at all levels and departments of the organization. The women and minorities are given preferences. There are certain criteria laid down by the company regarding recruitment of minorities and women as a fixed percentage of the total employees recruited by the company. The findings from the interviews carried out in Starbucks store includes the employees comprising of different cultures, working together and having a good relationship with each other.It has been observed that the employees of Starbucks love to share their cultural information amongst each other and want to know more about each other. People from different communities come together at Starbucks and they are encouraged to work as a team. The employees seem to be happy while working in the relaxed and friendly atmosphere at Starbucks. Customers are always greeted with smile as they enter the Starbucks stores. Employees get rewarded for their good performance in the company. Everyone seems to encourage diversity in the company and have due respect for each other.People are found to be highly motivated to work for the company and wish to have a long term relationship with the organization. Most of them are found to be loyal to the company. Employee turnover is low and everyone likes to be a part of the Starbucks brand. People are found to be enjoying their work in Starbucks and do not feel any kind of compulsion being imposed on them. Assessment All the f indings mentioned above suggest that diversity is encouraged in Starbucks in almost all aspects of its business operations.Special initiatives are taken by the higher officials of the company to bring about cultural diversity in their organization. The company feels diversity to be the key towards being successful in their strategy of expansion of its business in different parts of the world. The corporate culture at Starbucks is multicultural in nature. The morale of the employees working in the company seems to be high and people coming from various cultural backgrounds are found to work together quite efficiently in the company.The working environment within the organization is also good. Everyone is found to be happy doing their work in the Starbucks stores. The customers visiting the stores are also found to be having a relaxed time and satisfied with the services offered by the company. The company has made a huge progress in the field of imparting cultural diversity in the co mpany through the implementation of various types of initiatives and programs. Hence the managers of Starbucks have been successfully dealing with the diversity issues related to the company.However, it has been argued sometimes that the steps taken by Starbucks regarding cultural diversity was more of a reactive type than being a proactive one (Grodan, 2008). It implies that Starbucks developed all these diversity initiatives only after they found it necessary for running a sustainable business in different parts of the world. Recommendations As evident from the findings and assessment of the diversity audit conducted for Starbucks, it has been successful in implementing multicultural activities within the organization.It is recommended that the company should continue giving value to diversity at all levels of its operations. This would help the company to maintain its competitive advantage in the market. It would also help the company to expand its business successfully in other nations of the world where it does not have presence now. Diversity in the organization would ensure that all the employees working for the company are treated equally. Hence, it would bring about a healthy competition within the organization which would in turn result in increased fficiency of the employees. Apart from the employees, the company should also continue to encourage diversity for other stakeholders of the company like its suppliers and the customers. It would mean customers from different backgrounds and culture could be easily acquired by the company, thereby leading to increased revenues for the company as well. References Grodan, G. (2008). Issues Facing Starbucks and Bank of America. Retrieved from http://voices. yahoo. com/issues-facing-starbucks-bank-america-1901086. html. Starbucks. (2012a).Diversity at Starbucks. Retrieved from http://www. starbucks. com/about-us/company-information/diversity-at-starbucks. Starbucks. (2012b). Starbucks Supplier Diversity Progra m. Retrieved from http://www. starbucks. com/responsibility/diversity/suppliers. The New York Times. (no date). Leading with Diversity: Starbucks Coffee Company. Retrieved from http://www. nytimes. com/marketing/jobmarket/diversity/starbucks. html. Yahoo Finance. (2012). Starbucks Corporation (SBUX): Profile. Retrieved from http://in. finance. yahoo. com/q/pr? s=SBUX.

A house to remember (descriptive essay) - 1406 Words

Lai Xu Per. 10 2-4-03 A House to Remember I have moved in and out of many houses throughout the years, but none of them were as important to me as the house in which I grew up. I must admit that this house, although enormous, was neither the nicest nor the most comfortable house, yet my nostalgic nature has propelled me to treasure that house above all others. Having parted it for almost ten years, some details of the house are out of my grasp. The memory of the house now stands as a symbol of my childhood. It is the only place that I remember nothing but pure happiness, suffused with youthful innocence and carefree laughter that would never fade. The front yard of the house was a vacant space with a large concrete sink conspicuously†¦show more content†¦Lunch was held at the little round table placed in the center of the kitchen. Usually, grandma would be at the table as I entered the room, kitting, strings of wool ascending tirelessly out of a basket near her feet as she skillfully transformed them into garments. While I climbed into a chair next to her, she would lay down her needlework atop the colorful balls of wool and start transporting plates of food to the table under my anticipatory watch. As soon as my bowl of rice arrived, I would launch a ravenous attack into the foods; chopsticks clicked hungrily amongst the different dishes as I mounted palatable delicacies on top of my steamed rice. In contrast, grandma ate her meal with suaveness; she had told me rules like dont eat with your mouth open dont make noises when you eat, but they were luckily never enforced (at least not then). Slow down, she would say be nignly, watching me munch on my mouthful. I would mumble something in reply, but kept on devouring my favorites. Despite all these, my avarice still had its payback on me, I was never able to finish all the foods I hoarded in my bowl, thus by the end of each meal, I could find myself begging for grandmas pardon. Im so full. I whined, meanwhile searching for traces of relent on grandmasShow MoreRelatedLoss of Freedom in Sedaris This Old House and Angelous Caged Bird1274 Words   |  6 Pageswriting, and Angelou explores her concerns through descriptive writing with the analogy of a bird, they still are exploring the similar topic of perceived loss. The loss of freedom, demonstrated by the demand to uphold a family image, versus the caged bird, remain very similar in both pieces due to perceived entrapment, disappointment and self-nonentity. Descriptive essays leave room for misinterpretation and confusion, where as a narrative essay is straightforward and to the point. 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