Understanding Vietnam Assignment Example | Topics and Well Written Essays - 750 words

Getting Vietnam - Assignment Example Another war broke, and this time different countries likewise joined the war. Numerous Vietnamese had taken asylum in different nations when the battle heightened Jamieson. It was late 1950s and mid 1960s that the Americans began getting into Vietnam gradually by gradually and by 1970s, they were at that point an excessive number of in Vietnam. The Americans poured cash, gear, and even offices in Vietnam to help them in their crucial (50). As the war proceeded in late 1968, which is named as the time of death, the quantities of vagrants expanded, disabled individuals were all finished, the bereft also the amputees and paraplegics. This turned out to be so amazing, and the Americans, in spite of the fact that they had not surely known the estimations of convention for the Vietnamese which stayed in their souls, chose to get a change the country. The Vietnams grasped the thought however they didn't know of what plan the Americans precisely had and for their enduring to end (Westheider 82). This are helicopter wars utilized by the Americans troops to battle Vietnam whereby troops were moved to any area in the country, affirming the measure of battle seen by officers during a yearly visit were far higher than during world war II. During Viet Cong Camp, the helicopters poured automatic weapon shoot as a type of assault. The Americans on perceiving how the war had such a great amount of affected on them and furthermore to the Vietnamese, they chose to thus advocate for a conclusion to the war. The Vietnamese reacted very well to this and consequently the Americans acquainted instruction framework with the country and Vietnamese had option to gain admittance to study halls along with the Americans. They could likewise get planes to different goals of their decision. All through the entire of Vietnam, everybody moved to an adaptable and less demanding social conventional qualities (Jamieson 301). The bootleg market blasted again by 1970s in Saigon, and the administration moved further in their

Performance Measurement Systems Essay

Execution Measurement Systems Performance estimation frameworks are a fundamental piece of the administration control frameworks. The board control is a procedure through which the board guarantees that assets are gotten and utilized viably and proficiently in achieving the organization’s objectives. To be best execution measures ought to be attached to the vital targets of the association. Two key standards of execution estimations are; estimation of execution and remuneration dependent on estimated execution. The objective of execution estimation framework is to actualize systems. An exhibition estimation framework is just a system that improves the probability the association will execute its procedure effectively. Any presentation estimation framework mixes the money related data and non-monetary data with one another. In setting up such frameworks, the senior administration chooses measures that best speak to the company’s technique and these measures can be viewed as present and future basic achievement factors. Employments of Performance Measurement According to Behn (2003) the employments of execution estimation are as per the following: 1) To assess. To assess execution, the ranking directors need to figure out what a specialty unit chief should achieve. 2) To control. Execution estimation can guarantee the ranking directors that their subordinates are making the best choice. 3) To financial plan. At times financial plans increment could be the response to improving execution. 4) To persuade. Execution estimation frameworks give individuals huge objectives to accomplish and afterward use execution measuresâ€including between time targetsâ€to center people’s thinking and work and to give intermittent feeling of achievement. ) To celebrate. By accomplishing explicit objectives, individuals gain feeling of individual achievement and selfworth. 6) To advance. To persuade the investors that their association is doing acceptable, oversees need effectively comprehended proportions of those parts of execution about which numerous investors by and by care 7) To learn. Learning is engaged with some procedure, of examination da ta gave from assessing corporate execution (recognizing what works and what doesn't). By breaking down that data, enterprise ready to learn purposes for its poor or great exhibition. 8) To improve. With the end goal for companies to gauge what it needs to improve it first need to recognize what it will improve and create processess to achieve that. Execution estimation frameworks build up a criticism to evaluate with plans to accomplish upgrades and to decide whether those processess make anticipated outcomes (enhancements). Restrictions of Financial Control Systems 1. It might energize transient activities that are not in the company’s long haul interests. . Business directors may not attempt helpful long haul activities, so as to acquire transient benefits. 3. Utilizing momentary benefit as the target can twist correspondence between a specialty unit chief and senior administration. 4. Tight budgetary control may spur administrators to control information. Extensive Performance Measures Comprehensive execution estimates must address: 1. Budgetary execution 2. Consumer loyalty 3. Inside business process improvements and 4. Permit an association to learn and develop. Monetary Performance can be estimated by: 1. Leftover measures (bookkeeping benefit measures, for example, overall gain, working benefit, profit before intrigue, expense, deterioration, and amortization (EBITDA) 2. Proportion pay (bookkeeping return measures, for example, Return on Investment (ROI), Return on Net Assets (RONA), or Risk Adjusted Return on Capital (RAROC). Client related estimates 1. Appointments 2. Delay purchases 3. Piece of the pie 4. Key record orders 5. Consumer loyalty 6. Client maintenance 7. Client steadfastness Internal Business Process Measures 1. Limit use 2. On-time conveyance 3. Stock turnover 4. Quality 5. Process duration Learning and Growth estimates 1. Learning and development recognizes the framework an association must form to make long haul development and improvement. 2. Development originates from: individuals, frameworks and authoritative methods. Actualizing a Performance Measurement Systems Implementation of a presentation estimation framework includes four general advances: 1. Characterize Strategy: * The BSC assembles a connection among technique and operational activity. * Therefore, it starts with the technique first, to accomplish the objectives and targets. 2. Characterize Measures of Strategy: The subsequent stage is to build up the measures to help the planned procedure. * The association must concentrate on a couple of basic measures and ought not over-burden with the measures. * And critically, the measures ought to be connected with one another in a circumstances and logical results way. 3. Coordinate measures into the administration framework: * The sc orecard must be incorporated with the organization’s formal and casual structures, culture and human asset rehearses. 4. Audit measures and results much of the time: when the scorecard is executed and running, the senior administration should survey is continually. The association should search for the accompanying: * How the association is doing as per the result measures? * How the association is doing as per the driver measures? * How has the organization’s procedure changed since the last audit? * How has the scorecard estimates changed? Challenges in usage Performance Measurement Systems 1. Poor relationship between's non-money related measures and results 2. Obsession with monetary outcomes 3. Measures are not refreshed 4. Measures are over-burden 5. Trouble in building up exchange offs

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.

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.

The Three Views of Conflict How Criminal Justice Agencies...

What is conflict? There are many definitions for conflict. A conflict is defined by Robbins Judge (2011) as A process that begins when one party perceives that another party has negatively affected, or is about to negatively affect something that the first party cares about. In this paper the three views of conflict will be discussed, then compared and contrasted. They are: (1) traditional view ;( 2) human relations view and (3) interactionist view. In addition functional conflict and dysfunctional conflict are discussed with examples of criminal justice agencies that are in the midst of one of these types of conflict. Traditional View According to Robbins Judge (2011), the traditional view of conflict assumes that all conflict†¦show more content†¦After her removal, productivity increased and all the other officers resumed working as a team. Interactionist View According to Robbins Judge (2011) the interactionist view beliefs conflict in some situations is helpful. In some cases a minimal level of conflict can help keep a group viable, self critical and creative (Robbins Judge, 2011). The interactionist view does not view all conflict as good, but rather as: functional or dysfunctional. When an organization is in conflict and the works is constructive and supports the goals of the group it is viewed as functional conflict. However if the conflict hinders the groups performance and is destructive, it is viewed as dysfunctional conflict (Robbins Judge, 2011). The way to differentiate functional conflict from dysfunctional conflict is to look at the type of conflict. The first type is task conflict, which relates to the content and goals of the work (Robbins Judge, 2011). The second type is relationship conflict; this conflict focuses on how group members relate to one another. The third type is process conflict which focuses on how the work gets done. In summary, these three conflict views, not all conflicts are counterproductive. Conflict can be either functional or dysfunctional as seen in the interactionist view of conflict. When conflict occurs in a group that causes constant strife andShow MoreRelatedPolitical Theories And Crime Control Essay1999 Words   |  8 Pagesthe welfare state was to blame for the rise of crime rates, despite investments in welfare programmes and increase in wealth, which those on the right argued was evidence that social conditions as cause of crime was irrelevant and argue that a new view of thinking was needed. This, coupled with the pressures to deal with crime, making its way on the political agenda, saw criminological theory and crime control becoming increasing underpinned by political ideas that sort to find practical solutionsRead MoreRule Of Law And Development10265 Words   |  42 Pagesagendas which are often called as the next generation MDGs includes Rule of Law, one of the most cruci al component of development around the world. Precisely for developing countries like Bangladesh, the fragile state of rule of Law and access to justice implicates the downward situation of development, especially from the human rights perspective. This paper will analyze the sources, nature and elements of rule of law as well as development and scrutinize the nexus between these two. In light ofRead MoreNational Security Outline Essay40741 Words   |  163 PagesSecurity Law and the Role of Tipson 1 CHAPTER 2: Theoretical approaches to national security world order 4 CHAPTER 3: Development of the International Law of Conflict Management 5 CHAPTER 4: The Use of Force in International Relations: Norms Concerning the Initiation of Coercion (JNM) 7 CHAPTER 5: Institutional Modes of Conflict Management 17 The United Nations System 17 Proposals for Strengthening Management Institutional Modes of Conduct 23 CHAPTER 6: The Laws of War and NeutralityRead MoreUnderstanding Conflict Through Sociological Perspective Essay5342 Words   |  22 Pagesï » ¿Understanding Conflict Through Sociological Perspective Table of Contents 1. Acknowledgements 2 2. Table of contents 3 3. Introduction 4 4. Objectives 5 5. Research Methodology 5 6. What is Conflict? 6 7. Works of Karl Marx 9 8. Conflict of interest 12 9. Conflict perspective in sociology 13 10. In classical sociology 14 11. Modern approaches 17 12Read MoreTracing Theoretical Approaches to Crime and Social Control: from Functionalism to Postmodernism16559 Words   |  67 Pages24 CHAPTER 3 ..................................................................................................................... 26 CAPITALISM AND MARXIST THEORY .......................................................................... 26-41 Conflict Criminology theory: Karl Marx ................................................................... 29 Critical Criminology .................................................................................................. 31 Critical Criminology:Read MoreIndian Social Structure and Values Ethics in Business13564 Words   |  55 Pagestraditional value called sanskritization. Since the Industrial Revolution, urbanization and industrialization have moved in great pace. Features of Industrial Society : The industrial society has the following features : 1. Norm and social role conflicts : The diversity of social life is the most important characteristic of urban industrial life. It springs from the size, density and heterogeneity of the population, extreme specialization of the various occupations and the class structure existingRead MoreThe Acquisition, Use, And Disposition Of School Property8925 Words   |  36 PagesHis intellect, his capacity to make something from nothing, and to provide direction in the midst of chaos are inspiring and a testament to the rich tradition of superb faculty support at The University of Alabama. Dr. James Wright willingly gave considerable time and effort to my study. His long drives to Tuscaloosa from Montgomery and his constant encouragement to see this project through made me realize how pivotal a role he played in the completion of this dissertation. He is a fierce friend toRead MoreStephen P. Robbins Timothy A. Judge (2011) Organizational Behaviour 15th Edition New Jersey: Prentice Hall393164 Words   |  1573 PagesDecision Making 165 Motivation Concepts 201 Motivation: From Concepts to Applications 239 3 The Group 9 10 11 12 13 14 15 Foundations of Group Behavior 271 Understanding Work Teams 307 Communication 335 Leadership 367 Power and Politics 411 Conflict and Negotiation 445 Foundations of Organization Structure 479 v vi BRIEF CONTENTS 4 The Organization System 16 Organizational Culture 511 17 Human Resource Policies and Practices 543 18 Organizational Change and Stress Management Read MoreLibrary Management204752 Words   |  820 Pages. . . 3 The Importance of Management. . . . . . . . . . . . What Is Management? . . . . . . . . . . . . . . . . . . . Who Are Managers?. . . . . . . . . . . . . . . . . . . . . What Do Managers Do? . . . . . . . . . . . . . . . . . . Managerial Functions . . . . . . . . . . . . . . . . . . . Managerial Roles . . . . . . . . . . . . . . . . . . . . . . . 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Zimbardos Stanford Prison Experiment Free Essay Example, 1500 words

DeJong, 1975, Lovaglia, 2007). Whilst this finding was not part of the official, published results of the study, it does add some weight to the conclusion, as the legitimizing ideology in this case was the furthering of scientific interest, which allowed visitors to look past ethical issues in favour of science. This conclusion, however, is hotly debated simply because of some methodological considerations that must be made when analysing the SPE. One of the main criticisms of the study is that it’s very nature meant that Zimbardo could not keep to standard scientific controls (Banuazizi & Movahedi, 1975) and could not maintain objectivity throughout the study (Lovaglia, 2007). This meant that much of the released information about the SPE was based on anecdotal evidence, and it has been argued that this is a flaw which renders the findings of the entire study obsolete (Banuazizi & Movahedi, 1975). However, there are those that argue that this type of finding can be useful if it is kept in context and the flaws are taken into account when using the information (Brady & Logsdon, 1988). We will write a custom essay sample on Zimbardos Stanford Prison Experiment or any topic specifically for you Only $17.96 $11.86/pageorder now It is clear from film extracts and published material on the study that, despite possible interpretation bias and methodological flaws, there are situational influences on behaviour, many of which can be influenced by (although not completely dictated by) role-play. Another criticism often made of the SPE is that it lacks ecological validity because the conditions imposed by Zimbardo do not necessarily represent true prison conditions, as they were orchestrated somewhat arbitrarily (Carnahan & McFarland, 2007). This is a somewhat valid criticism, in that it represents the truth – the prison was artificial and held in a basement – but there are several problems with accepting this as an invalidating methodological flaw. Additionally, many pointed out the similarity between the SPE and the situation found in Abu Ghraib, suggesting that there are some real-world situations which can be likened to the SPE (Zimbardo, 2006), however rare th ey may be. Despite questionable ecological validity, there are still interesting conclusions that can be drawn from the SPE. There are many situations in which role-play, legitimizing ideology, and imposed authority play a role outside of prison situations (Haslam & Reicher, 2012). Whilst this is an extreme form of many environments, it is still evident that some effect was still being exerted on the prisoners. Again, it is important to take into account this flaw when considering the results of the SPE, but it does not detract from the contribution it made to social psychology.

Crazy Drivers Essay - 561 Words

I do not know how many times I have been driving down the road when someone does something stupid, ranging from pulling out in front of me or tailgating. More and more drivers enter the road every year and it seems as if less and less of them know how to drive. As a teen I often get stereotyped as a bad driver but this is a very unfair judgment. The fact is I have helped prevent accidents the closest I have ever been to being in an accident was the fault of an older gentleman. Still the numbers do not lie teens have the most accidents of any age bracket. Why do teens have the highest accident rate? I believe it is because of inexperience not bad habits. Most teens have only been driving for a very short time, if at all, when they receive†¦show more content†¦Observing my father who has been driving for 30 year and my little brother who has had his permit for 5 months I have noticed my father has many more bad driving habits. My father will not signal while switching lanes, drink coffee while driving or even talk on the cell phone in heavy traffic. These habits are not exclusive to my father ether may adults develop bad habits such as these. Many drivers young and old seem to be getting worse and worse at judging distance. I cannot count how many times I have been tailgated, illegally passed had a close call T-boning, or high beamed all form motorists who cannot judge distance. Tailgaters seem to be the most dangerous drivers of all. When a tailgater gets behind you on a wet road your best bet is to pull off and let them pass because tailgaters are where 50 car pile-ups come from. Most T-bone collisions could be avoided if drivers would allow larger gaps when pulling out of a store or going though and intersection. Some drivers in this sea of horrible ones seem to be retaining good driving habits. Just the other day I needed to turn into a store off of a two-lane road and a kind gentleman let me into the parking lot, by stopping short of the driveway. Most people with little cars have no idea how much more room it takes to swing a bus or truck when turning mostShow MoreRelatedThe Last Red Macaw2254 Words   |  9 Pagesthat any normal english speaker can not understand. Bartholomew tells the driver, â€Å"to the Moorings dock† and the driver starts the engine and takes off. They drive past the heart of the city and pass many beautiful shops on the way. Some shops consist of colorful handmade clothing, beautiful silverware, and even some with exotic fruits that nobody has ever heard of before. The car was swerving back and forth like the driver was trying to dodge something in the road every ten feet. But in fact thereRead More Innocence In The Catcher In The Rye by J.D. Salinger Es say examples1412 Words   |  6 Pagesbecause Allie dies when he is eleven, Holden does not understand why someone with the amount of talent Allie possessed would have to die before growing up. Despite his death, Holden continues to think about Allie and does not â€Å"enjoy seeing him in that crazy cemetery†¦surrounded by dead guys and tombstones† (Salinger 155). Allie is someone that Holden formed a personal relationship with, and because of his death, Holden experiences a change in his perception of society and life. This change leads to Holden’sRead MoreEssay on The Metamorphosis of Holden in The Catcher in the Rye1186 Words   |  5 Pagesof anyone to call,(pg.59) says Holden. So he hails a cab and strikes up a conversation with the driver, You know those ducks in that lagoon right near Central Park South? That Little Lake? By any chance do you know where they go, the ducks, when it gets all frozen over?(pg.60) The driver brushes him off. Holden invit es him for a cocktail as well. Cant do it, Mac, Sorry.(pg.61) The driver responds.    Holden persists in questioning people about the ducks. The duck are reflectiveRead MoreThe Catcher in the Rye Relative to the 1950s Essay2201 Words   |  9 Pagesmean except me. And Im standing on the edge of some crazy cliff.(Salinger 173) What I have to do, I have to catch everybody if they start to go over the cliff. I mean if theyre running and they dont look were theyre going I have to come out from somewhere and catch them. Thats all I have to do all day. Id just be the Catcher in the Rye and all. I know its crazy, but thats the only thing Id really like to be. I know its crazy(Salinger 173). Holden exhibits the madness describedRead MoreCatcher in the Rye Abstract Essay1364 Words   |  6 Pagesbecome a catcher in the rye. By this he means that in order to protect innocent children from falling over a cliff into the corruptness of the adult or â€Å"phony† world, he must catch them and save them from this stained fate. This idea that he has is crazy, and until this conversation, he did not realize the ridiculousness of his â€Å"plan.† It is not until later in the book does he realize that this ambition that he has chased for so long is impossible to reach and that it’s inevitable to protect the youthRead MoreThe Catcher in the Rye Final Assessment2098 Words   |  8 Pagesthis comment, Mr. Antolini decided it was time to save Holden himself and get him help. He didn’t want to see Holden’s view on the world get worse than it already was, and was afraid that his state of mind might result in some bad actions. A taxi driver, Horwitz, also reported Holden, expressing his concern for this boy who seemed lonely and reckless. Horwitz described how Holden came into the cab and started talking about ducks, which was weird. Then Holden asked Horwitz, â€Å"Would you care to stopRead MoreAnalysis Of The Movie Holden Talks With Mr. Spencer Essay1569 Words   |  7 PagesInstead of Holden’s words connecting to Salinger’s character, they, instead, connect to Salinger’s method of writing. Analysis: Though Holden speaks in a mature way and constantly swears, his childlike personality is revealed when he asks the cab driver where the ducks go when the water gets frozen.† Holden is trying to preserve and guard this side of his personality. As most people would know that birds fly south during winter, Holden is fascinated at the skeptical life of the ducks and wants toRead MoreComparison/Contrast Essay For Catcher in the Rye and Stand by Me2920 Words   |  12 Pagesto get someone to listen to him and meaningfully respond to his fears about becoming an adult. Over and over again Holden tries to reach out to people who might tell him that adulthood will be okay – friends, old teachers, a prostitute, a nun, cab drivers – but he can never quite find a way to ask these questions directly and no one ever listens to him anyways. He says â€Å"people never notice anything† (Salinger 116) because he assumes people are too self-involved to pay attention to one another, andRead MoreTruck Drivers : A Car Driver1148 Words   |  5 PagesTruck Drivers So you think you want to be a truck driver? There are actually many different categories of truck drivers. Auto haulers and Car haulers - The name kind of says it all. You ve probably seen the huge trailers that ferry all manner of vehicles. They are often transporting from destinations such as a port or an auction to your local lots. Obviously, you would rightfully imagine that the job comes with higher stakes and of course more pay. Tankers - These trucks are used mostly to haulRead MoreThe Needs Assessment For Safety Training For School Bus Drivers Essay1539 Words   |  7 PagesSafety Training for School Bus Drivers correctly identified the training needs for the organization and for the bus driver position; however, it does not include other key players who should have training such as the Pupil Transportation Supervisor and School Administrators. It is important to include the supervisors and administrators into the training as they oversee these employees as are accountable for bus safety. Responsibility is extremely high for school bus drivers. The learning objectives are