Thermoplastic polyester elastomer nanocomposites Assignment

Thermoplastic polyester elastomer nanocomposites - Assignment Example It also shows very good resistance to impact, tear, creep, and abrasion. Inorder to improve to improve mechanical, therma and electrical properties of TPEs (Aso 2006, 2854) fillers such as mica, clays, silica, kaolin, and talc are added (Sreekanth 2009, pg. 272). Mica improves critical properties of TPEs, these properties are cost effective . which are cost effective (Sreekanth 2009, pg. 272). This position has also been supported by LeBaron et al. (1999, pg.12) who argues that composites that show a change in structure and composition over a nanometer length always exhibit property enhancements in comparison to conventioanally scaled composites. Layered silicates which have been distributed as a reinforcing phase on a polymer matrix are an example of such mixture of inorganic/organic nanocomposites (LeBaron et al.1999, pg.12). Some of these enhanced properties are, increased moduli, increased heat resistance and strength, and also decreased flammability (Ray et al. 2003, pg. 2355). For example, in a nylon layered silicate with 2 % with volume of inorgan ic content, doubling of strenghth and tensile modulus is achieved (Giannelis 1997, pg. 675). The reason why nanocomposites exhibit improved characteristics as compared to conventional composites is because the dispersion of clay nano layers increases the number of reinforcing elements available that can deflect cracks (LeBaron et al.1999, pg.13). Coupling between polymer matrix and the large surface area (760 m2/g) increases stress transfer to the reinforcement phase, which enable toughning and tensile improvement by (LeBaron et al.1999, pg.13). In addition, layered silicates thickness are in the order of 1 nm and they also have high aspect ratios in the magnitude of (10-1000) (Ray et al. 2003, pg. 2355). There are various reasons why there is an increase in the high aspect ratios of the nanocomposites.According to Yano et al. (1993), it is possible that the improved barrier

The Overall Strategic Plan for Blackberry Research Paper

The Overall Strategic Plan for Blackberry - Research Paper Example According to Rhandawa et al (2009), Blackberry was founded in 1984 and it is headquartered in Waterloo, Canada. Blackberry’s strategic plan is to target professionals through the provision of a range of activities such as push email, mobile telephony, text messaging, internet faxing, web browsing and additional wireless information services (Moro, 2007). Jim Balsillie, co-founder of RIM, sums up the strategic plan for RIM â€Å"easy in, impossible out† which implies that it is very easy for corporations to install their email system, but because the way the proprietary RIM software and servers work, it’s almost impossible to extract (Harnish, N.D). Thus, the strategic plan is based on the notion that the products are strategically designed to appeal to the interests of the targeted customers and it is almost impossible for rival competitors to imitate the same strategy. It can be seen that RIM is at the forefront of designing, manufacturing, and marketing innovat ive mobile communication devices. This strategy makes it clearly different from other rival competitors in the market for Smartphones and is mainly based on productivity and utility in terms of the services offered. However, the industry itself is highly competitive where there are companies like Nokia, Samsung, Sony Ericsson as well as Apple competing for the same customers in this particular Smartphone industry. Research has however shown that if RIM wants to continue its dominance in the market, it needs to market its devices moreover in Asia and Europe (Rhandawa et al, 2009). However, Blackberry of late has come under the spotlight for firing influential people who are seen as suggesting ideas that are within the scope of its strategic plan. For instance, the CEO was fired in 2011 though it was popularly stated that it was a resignation (Yarow, 2011). There have been some reports that anyone who goes against the culture of the organization with regards to its strategic plan is o ften viewed as a villain. The organization does not see itself in a position where it diverts from its outlined strategic plans. Such a stance has drawn criticism from other quarters and this is the reason why there is need to develop a Human Resources strategic plan for Blackberry which is based on its overall strategic plan. Thus the following section of the essay seeks to develop a strategic plan for Blackberry as well as to outline how it will be aligned with the organization’s plans organization’s plans as well as the measures that can be taken to implement the HR strategic plan. Strategic HRM for Blackberry Currently, the HRM strategy for RIM is mainly concerned with the optimum performance of the employees whereby the interests of the employees are not given due consideration (Harnish, N.D). Priority is given to the overall goals stated in the strategic plan of the company and this is the reason why the company has been criticised for bad HRM practices. As such, a strategic human resources management (SHRM) plan ought to be implemented. Basically, SHRM can be defined as the combination of human resources management with the strategic aims and objectives/plans in order to enhance business performance as well as the culture that promotes innovation, flexibility as well as the competitive advantage (Becker & Huselid, 2006).

Free College Essays - Change of Characters in Shakespeares Othello :: GCSE Coursework Shakespeare Othello

Change of Characters in Othello Othello's character during the play is first shown as a hero of war and a man of great pride and courage. The other main characters in the play all form their own opinions of him and as the play continues, his character begins to deteriorate and become less noble. Chronologically through the play Othello's character changes from a flawless military leader, to become a murderer. Also as the play progresses, the other characters in the play change their opinions of Othello which causes the plot to happen the way it did. Throughout the first act of the play, Othello was shown as many different characters depending on who was speaking. Iago complains of Othello's pride and "bombast circumstance" and is angered by the appointment of Cassio, and educated military theoretician of Florence to lieutenant, instead of himself. Although he knows Othello is a proud man, his open and trusting nature in the beginning of the play will be eroded by the conclusion of the plot. As Iago is spe aking to Brabantio about Othello, he uses the term "white ewe" to represent Desdemona, and "black ram" when referring to Othello. By using these terms, it shows that he is trying to give a bad impression of Othello when he is speaking to the royal family in Venice, because Othello is a Moor or a Negro. Iago shows his black hatred for the Moor, and his jealousy of Cassio in his first soliloquy and also reveals his evil intentions. As the act continues and Othello is being searched for by a group of people, Iago attempts to incite Othello into anger against Brabantio, but Othello does not take the bait. He feels that he (Brabantio) may do his worst because Othello is assured that his military services to the government will outweigh Brabantio's complaints of him marrying Desdemona. These answers to Iago's persistence show that he is still a character of calmness and dignity, and he still has the self-assurance suitable to command armies of men. When Othello is foun d by Cassio, he seems to be relieved because he does not like personal conflict, which would have occurred if Brabantio had found him instead. After he is found, Othello is taken to Brabantio where he is interrogated on how he possessed Desdemona enough in order to make her run off with him.

Organizational and Management Theories Essay

Abstract The purpose of this paper is to explain why reframing can be so important to a business. In today’s world, businesses must stay on top of the competition and in touch with the ever-changing world of technology. Over time, a business can become stagnant, may be running on cruise-control or run out of new ideas. Sales may even start to slip with new competition affecting the bottom line. Initially a business is organized and it begins to function on a structural level that works for the business. In time, minds can become hard-wired to continue to function within that initial frame; however, framing is simply a concept. It can be changed by altering the conceptual and emotional setting or viewpoint of the business. Reframing allows a business to break free from the limits of the original frame. The business first assesses its operations via multiple outlooks and frames. There are four common frames used to analyze operations and those include the Structural Frame, the Human Reso urce Frame, Political Frame, and the Symbolic Frame. Each frame has its own emphasis and key concepts and each will be further explained in this paper. Vision 2011 Organizations are complex entities. There are many factors that make organizational life complicated, ambiguous, and unpredictable. â€Å"The biggest challenge for managers and leaders is to find the right way to frame our organizations in a world that has become more global, competitive, and turbulent (Stadtlander, n.d.) Organizational framing is a theory in which the management of a business assesses its operation via multiple outlooks. The ability for a leader to make sense of the complex and ambiguous work world depends on the mental models or â€Å"frames† applied to the task (DeGrosky, 2011). A frame â€Å"is a mental model-a set of ideas and assumptions-that you carry in your head to help you understand and negotiate a particular â€Å"territory† (Bolman & Deal, 2008, p. 11). It helps managers understand the situation at hand so they are able to make decisions. There are different angles for managers to consider while making decisions in their organizations. Each angle gives the manager a different view of the situation and helps them capture what is actually going on. The Four Frames Bolman and Deal (2008) developed an organizational theory that consists of four frames. The organizational theory â€Å"prescribes a multi-dimensional or multi-frame approach in understanding the attributes and situational contexts of organizational behavior† (Thompson, n.d.). The four frames are: Structural, Human Resource, Political, and Symbolic. Structural Frame â€Å"The structural frame is the view that an organization is a â€Å"factory† or a â€Å"machine†. â€Å"The structural frame depicts a rational world and emphasizes organizational architecture, including goals, structure, technology, specialized roles, coordination, and formal relationships† (Bolman & Deal, 2008). It defines the responsibilities of each position and the relationships between them. Six assumptions undergird the structural frame: 1. Organizations exist to achieve established goals and objectives. 2. Organizations increase efficiency and enhance performance through specialization and appropriate division of labor. 3. Suitable forms of coordination and control ensure that diverse efforts of individuals and units mesh. 4. Organizations work best when rationality prevails over personal agendas and extraneous pressures. 5. Structures must be designed to fit an organization’s current circumstances (including its goals, technology, workforce, and environment). 6. Problems arise and performance suffers from structural deficiencies, which can be remedied through analysis and restructuring. Human Resource Frame â€Å"The human resource frame centers on what organizations and people do to and  for one another† (Bolman & Deal, 2008, p. 117). It focuses on the individuals that work in an organization and their skills, attitudes, energy, and commitment. The human resource frame is built on core assumptions that highlight the following linkages: * Organizations exist to serve human needs rather than the converse. * People and organizations need each other. Organizations need ideas, energy, and talent; people need careers, salaries, and opportunities. * When the fit between individual and system is poor, one or both suffer. Individuals are exploited or exploit the organization-or both become victims. * A good fit benefits both. Individuals find meaningful and satisfying work, and organizations get the talent and energy they need to succeed. (Bolman & Deal, 2008, p. 122). Political Frame â€Å"The political frame views organizations as roiling arenas hosting ongoing contests of individual and group interests† (Bolman & Deal, 2008, p. 194). Politics occurs because employees are trying to obtain power. The individuals with the most power will be the individuals that will get want they want. There are five propositions to summarize this frame: 1. Organizations are coalitions of assorted individuals and interest groups. 2. Coalition members have enduring differences in values, beliefs, information, interests, and perceptions of reality. 3. Most important decisions involve allocating scarce resources-who gets what. 4. Scarce resources and enduring differences put conflict at the center of day-to day dynamics and make power the most important asset. 5. Goals and decisions emerge from bargaining and negotiation among competing stakeholders jockeying for their own interests. (Bolman & Deal, 2008, p. 194-195). Symbolic Frame The symbolic frame â€Å"views an organization as a tribe or nation† (Henderson, 2011). It helps to give employees a meaning to their work. There is a traditional way of completing tasks. It is the way that an organization forms its culture. The organizational culture shows the internal (employees) and external (customers & stakeholders) how the company wants to be perceived. The symbolic frame distills ideas from diverse sources into five suppositions: * What is most important is not what happens but what it  means. * Activity and meaning are loosely coupled; events and actions have multiple interpretations as people experience life differently. * Facing uncertainty and ambiguity, people create symbols to resolve confusion, find direction, and anchor hope and faith. * Events and processes are often more important for what is expressed than for what is produced. Their emblematic form weaves a tapestry of secular myths, heroes and heroines, rituals, ceremonies, and stories to help people find purpose and passion. * Culture forms the superglue that bonds an organization, unites people, and helps an enterprise accomplish desired ends. (Bolman & Deal, 2008, p. 253). Background Steve Jacobs worked as an engineer in the US Army. After serving for 15 years he retired and he started a small workshop that manufactured parts for industrial boilers. The company was called Steve Jacobs Engineering however with the growth he changed it to Steve Jacobs Engineering LLC. From the start hard work and luck seem to have paid off and over the years the company continued to grow in capital and production. By the time his great grandson Martin Jacobs took over the company in 2007 as the CEO the company had 2200 employees and an annual turnover of $3.2 billion. An engineering graduate with an MBA, he had worked in the company during his student days and was concerned about the company and its tread based on the changing business environment. Despite the growth in capital, labor force, market and profits the company had outdated management systems that made it venerable to a crisis in a changing business environment. Martin Jacobs spent his first year as CEO identifying the challenges being faced by the organization. He figures he need to change the * Structure of the organization to make it more decentralized and open where employees can share ideas within divisions and ranks. The old system was based on a top down system that he believes cannot be sustained. * Groupings in the organization based on position, skills, age and department * Training, motivation and compensation of the workforce is not in sync with current economy * Technology which is outdated * â€Å"Way things are being done now† Martin Jacobs ponders on these changes and as he contemplates on how to  roll them out the United States Congress, in their infinite wisdom and pressures of the global economy has elected to change the formal U.S. weights and measures standards to the metric system, effective by 2010. Changing into metric system will be good for the company and the country as all the exported goods have to be labeled in metric system or they will not sell. For the CEO Steve Jacobs Engineering has to change the way it operates or it will not survive. This provides an opportunity for him not only to change the metrics system but the entire operations of the company. Analysis of Theories being used Maslow’s hierarchy of need-people are motivated by a variety of wants, some more fundamental than others. (Human Resource Frame). * Basic needs for physical well-being and safety are â€Å"prepotent; they have to be satisfied first. Once lower needs are fulfilled, individuals are motivated by social needs and ego needs. At the top of the hierarchy is self-actualization. * When changes occur in organizations, people become fearful of the new changes and the unknown of the future. * Managers need to decrease this fear by providing employees with psychological support and training to help them overcome this fear. When this fear is overcome; they can move up in the hierarchy of needs and take a step closer to reaching self-actualization-developing to one’s fullest and actualizing one’s ultimate potential. *Andrew will be writing the analysis once everyone has provided their root theories. Academic Literature Review Needs to include at least 5 peer-reviewed journal sources. 1. de Jager, P. (2001). Resistance to change: A new view of an old problem. The Futurist, 35 (3), 24-27. Retrieved from http://search.proquest.com/docview/218565953?accountid=40635 2. Tan, N. (2005). Maximising Human Resource Potential in the Midst of Organizational Change. SingaporeManagement Review, 27(2), 25-35. Retrieved from: http://search.proquest.com/docview/226853640?accountid=40635 3. Sigler, K. J. (1999). Challenges of employee retention. Management Research Review, 22(10), 1-5. Retrieved from http://search.proquest.com/docview/223553576?accountid=40635. Comprehensive Business Literature Review 1. Case Studies 2. News Reports 3. Service Offerings. Predictions of Major Challenges Structural Frame The Structural Frame emphasizes goals, specialized roles, and formal relationships; this frame can be used to organize and structure groups and teams to get results and fit an organization’s environment and technology. The process of organization design matches people, information, and technology to the purpose, vision, and strategy of the organization. Structure is designed to enhance communication and information flow among people. Systems are designed to encourage individual responsibility and decision making. Technology is used to enhance human capabilities to accomplish meaningful work. The end product is an integrated system of people and resources, tailored to the specific direction of the organization. Good organizational design helps communications, productivity, and innovation. It creates an environment where people can work effectively. The fundamental responsibility of managers and leaders is to clarify organizational goals, to attend to the relationship between structure and environment, and to develop a structure that is clear and appropriate to the goals, the task, and the environment. Without such a structure, people become unsure about what they are supposed to be doing. The result is confusion, frustration, and conflict. In an effective organization, individuals are clear about their responsibilities and their contribution. Policies, linkages, and lines of authority are well-defined. When an organization has the right structure and people understand it, the organization can achieve its goals and individuals can be effective in their roles. Major challenges: * Lack of structural design to enhance communication and information flow among people. * Outdated technology to enhance human capabilities to accomplish meaningful work. Human Resource Frame The human resource frame â€Å"highlights the relationship between people and organizations† (Bolman & Deal, 2008, p. 137). â€Å"It includes people’s skills, attitudes, energy, commitment and relationships as fundamental resources of organizations† (DeGrosky, 2011). During times of change, managers need to consider the effects the changes will have on the workforce. If the changes that occur do not align with the employee’s needs and wants; it could cause negative impacts on the organization. Managers need to understand that whenever changes occur; resistance will happen. â€Å"Resistance is simply a very effective, very powerful, very useful survival mechanism (de Jager, 2001). Employees question the reasons things need to change when they have worked in the past or are currently working. Losing employees that resist the change process is one of the biggest risks in managing business change. The employees that make the greatest contribution to your business are usually heavily invested in their role and your business operations. Often these employees are the most challenged by change process. â€Å"Research has shown organizational change to be a primary cause of stress. Because of the feelings of uncertainty, insecurity, and threat that it invokes† (Tan, 2005). Organizations that have employees that are overly stressed or burned out have more cases of absenteeism, lower productivity, lower job satisfaction, and low morale. Major challenges: * Resistance to change due to not being involved in the change decisions and/or implementation process; and fear of having to learn something new * Retaining employees through the changes * Increased stress on employees Political Frame Bowman and Deal (B & D) describe organizations as â€Å"living, screaming political arenas that host a complex web of individual and group interests.† (2008, p. 194). Organizations comprise groups of people from diverse background with different beliefs, preferences, experiences and ideals. Organizations have goals to achieve and they hire people from diverse backgrounds to help them achieve them. On the other hand people come into organizations with their own expectations and desires which they expect to be fulfilled within the organization. Individuals in the  organization join groups that will advance their agendas or that share their ideas and desires. Due to scarce resources and differences in the organization conflicts erupts among different groups. To access more resources each group tries to use its power and skills to influence decisions that work to their advantage. However, the goal of the leaders is to bring different groups of people together and ensure they work together as a team in order to achieve organization goals. Leaders are the guardians of the organizations and its goals. Therefore they result to negotiations, bargaining and discussions with different groups to ensure despite their differences they are able to work together. Major Challenges * Divisions among groups that may affect productivity * Union resistance to changes arising from new metrics systems for fear of job loss * Inability of leaders to negotiate, bargain and jockey with different groups * Retraining of employees on the new metrics system may further divide the old and younger employees Symbolic Frame The Symbolic Frame describes the organizational culture, the rituals, the ceremonies; all the symbols and heroes that help us make meaning of organizational events and activities (Bolman & Deal 2008). In the symbolic frame, people judge organizations primarily by their appearance. It is in this frame that organizations create the image that is expected of them, reassure their constituencies, and generate support for their missions. The symbolic frame can offer insight into fundamental issues of meaning and belief within an organization and bring employees together if the leader is effective. Symbolic leaders are able to interpret experience and in that interpretation, they can bring meaning and purpose. Leaders of this type need to look for something visible and dramatic to signal that change is on the way. A key function of symbolic leadership is to offer plausible and hopeful interpretations of experience. An effective leader is able to do this is by painting a vision, a hopeful image of the future. The vision addresses both the challenges and the hopes and values of its followers. When employees are confused or uncertain in times of change, they seek hope  and direction – this is where a symbolic leader can bring people together and succeed. Symbolic leaders can create the vision – and then they can persuade others to follow it. Symbolic leaders tell stories. A successful way to do this is to embed their vision in a mythical story. A story that tells where the company has been, where it is, and where it is going in the future or looking back at the history of the company and the employees and what has brought you this far already. These types of stories will succeed because people want to believe them and it makes it personal. Even a flawed story will work if the leader is persuasive in the values and hopes of the listeners. Good stories and a genuine personal touch reflect the power and the danger of symbolic leadership. Power is positive in the right hands but power in the wrong hands, can create devastation (2004). Major challenges include: * Afraid of the changes and the impact it will have on their jobs * Can I learn the new ways-what if I can’t?  * The symbolic leader may fail to find symbols, rituals or hero’s that can bring the listeners together * The symbolic leader may fail at finding and incorporating humor and play at work to ease tensions during the times of change * The organization’s culture is not well aligned with the challenges the organization faces or the organizations symbols and customs lose meaning Assessments on How to Resolve Challenges Structural Frame Lack of structural design to enhance communication and information flow among people. The job of managers and leaders is to focus on task, facts, and logic, not personality and emotions. Most â€Å"people† problems really stem from structural flaws rather than from flaws in individuals. Structural managers and leaders are not necessarily authoritarian and do not necessarily solve every problem by issuing orders. Instead, they try to design and implement a process or structure appropriate to the problem and the circumstances. A structural scenario casts managers and leaders in fundamental roles of clarifying goals, attending to the relationship between structure and environment, and developing a structure that is clear to  everyone and appropriate to what needs to be done. This is a structural design to enhance communication and information flow among people. Without a workable structure, people become unsure about what they are supposed to be doing. The result is confusion, frustration, and conflict. In an effective organization, individuals are relatively clear about their responsibilities and their contribution to the mission. Policies, linkages, and lines of authority are straightforward and widely accepted. When you have the right structure, one that people understand, organizations can achieve goals and individuals can see their role in the big picture. Outdated technology to enhance human capabilities to accomplish meaningful work. Technology is about improving how we put our knowledge to work and increase our ability to produce valued results. Performance improvement continues to shape the future of many individuals and organizations around the world through learning, sharing, working together, and networking. If recent assertions are to be believed, the pace of implementation of Information Technology (IT) within organizations would appear to be relentless and its scope pervasive, with extravagant claims made in terms of IT’s organizational benefits such as increased efficiency and higher levels of customer service. IT has also been said to facilitate the way in which information is processed, with the potential to change the way in which decision making is undertaken, and even to effect a shift in the nature and scope of activities undertaken by the business. For example, IT at least promises dramatic repercussions for the form and content of inter-organizational relationships as well as intra-organizational communication; the bases on which organizations compete; the means of production; the process of distribution and service support; indeed for almost every aspect of accepted organizational activity. Human Resource Frame Resistance to change. The first challenge in the human resource frame that Martin Jacobs will need to face is resistance to change. Resistance to change can happen due to many reasons. Employees resist because they feel uninvolved and ignored. It is important to get employees involved either by letting them explore and provide some options in the decision-making process. When people are  involved in the decision-making and/or implementation of changes, they feel more committed to it. (de Jager, 2001). Another reason employees resist change is they fear having to learn something new. â€Å"It’s not that they disagree with the benefits of some new process; rather, they simply fear the unknown future and doubt their ability to adapt to it† (de Jager, 2001). This type of resistance can be overcome by creating an environment where learning is the norm. In this learning environment, â€Å"early failures of any learning endeavor are not frowned upon or punished, but are rewarded because failure is honored as evidence of effort (de Jager, 2001). Retaining employees through the changes The loss of talented employees may be very detrimental to the company’s future success. During times of change, outstanding employees may leave an organization because they become dissatisfied and/or feel unmotivated. Management can help keep employees by offering incentive pay, such as: cash bonuses and stock ownership. Another way that this company can help retain employees during times of change is through increase job satisfaction. â€Å"Management can insure talented employees are given autonomy in their job functions and are given meaning meaningful assignments, allowing them to be involved in the decision making for their area of expertise† (Sigler, 1999). Other ways that can help increase job satisfaction are making sure that the working conditions are pleasant and offering employees training to ensure they know how to use the new metric system within their job positions. Increased stress on employees When employees are overly stressed, it could cause more cases of absenteeism, lower productivity, lower job satisfaction, and low morale. Managers can help relieve the stress employees feel during the change and maximize their human resource through the following: 1. Increase communication and disseminate adequate information about the change. 2. Create a supportive environment at the workplace. 3. Empower their employees to play a more active role in the implementation of change. (Tan, 2005). Political Frame Changing the company to metric system may elicit different opinions from different groups in the organization. New alliances will be formed between those who support the changes and those resistant to them. This will call for new bargaining and negotiations that may affect the morale and production. Union within the organization will seek assurances that the changes will not lead to layoffs and changes in benefits. Management assurance of availability of expanded market due changes may motivate the unions to negotiate. In their bargaining management must educate employees the benefit of being proactive in a changing economic environment. The younger groups of employees who are more technologically advanced and curious may immediately embrace the changes. On the other hand older employees with more experience and dedication to the organization may feel threatened. This can strain relations between the groups. Careful planning will need to be implemented to ensure both groups embrace the change within workable differences. Managers will spend more time communicating changes and answering questions. This is important to prevent grapevine and rumors that may undermine the changes. Managers will be called upon to hold meetings with different groups to discuss progress and updates. Symbolic Frame Resolving the changes in the symbolic frame include finding a way to bring employees together using stories, symbols, rituals or finding hero’s that unite the group. The group is looking for hope, a role model, a history that shows they will get through this change. Simple actions can unite. Things such as sharing stories, talking to the group or individuals about positive attributes of the companies history, being positive yourself, recognizing the fears and concerns and reassuring, celebrating the things you can to bring the group together. A good visual that unites by telling a story without actually even being present is to put up bulletin boards, photos, birthday or anniversary lists†¦the pictures from last years Christmas party or picnic will bring the group together and offer support and reassurance for the coming year. It’s all about being able to inspire and create a vision. The symbolic frame relates to the human needs theory but goes even beyond that by asserting that organizations are populated by people who strive for self-actualization through cooperative efforts. Forecast of the Future Impact of the Recommended Changes Structural Frame *Waiting for Joe to provide his information. Human Resource Frame (Topics discussing) * Employees may need to be dismissed if their role becomes redundant after the change occurs. * Attitudes may change in the workplace; this could cause a negative/positive work environment; low employee morale * Decrease of productivity; costing the company money. * Relationships grow stronger or weaken between management and the employees. * Loss of talented employees Political Frame (Topics discussing) * New groups and alliances will emerge and some groups may be formed or eliminated * Union and management will have to compromise and failure to agree may result to strained relations or strikes * There will be intensive negotiations, bargaining and jockeying within the first one year until a balance is reached among different groups * There could emerge strained relationships between some technologically challenged and technologically savvy workers Symbolic Frame Changing from the formal U.S. weights and measures standards to the metric system will impact everyone at our company. The symbolic frame leads us to find a unifying them that will bond everyone together, a common ground to rally around. For this change in our company, we are going to go back to the beginning, what brought everyone to this company and the longevity of the company. * Afraid of the changes and the impact it will have on their jobs Each employee has their own concerns and worries about this change. Am I too old to learn this is one concern along with what was wrong with the â€Å"old†Ã‚  way of doing things† This is where the symbolic leader must assure employees that there will be a learning curve for sure but everyone will be worked with to help them understand the new changes. * Can I learn the new ways-what if I can’t? It will not be an overnight change and everyone will learn at their own pace. The organization is committed to the employees and their jobs are not on the line. * The symbolic leader may fail to find symbols, rituals or hero’s that can bring the listeners together The symbolic leader will focus on the companies founder and how the company was able to make it to this point. All the years of commitment from the employees rallying around the company. The company will not turn their backs on the employees over this change but this will just be another challenge for us to all ALL overcome. And we will. * The symbolic leader may fail at finding and incorporating humor and play at work to ease tensions during the times of change This is where the symbolic leader must find that unifying symbol. The founder of this company and his vision. The company was founded by the great-grandfather of the current CEO, back in the days when Henry Taylor and Scientific Management was all the rage. Today the company needs to keep up with the global economy and this is one way of assuring we are staying current and up-to-date. This will unify us with the world and allow us to go forward with our vision. Focus on the grandfather, father etc. – a family owned company and each employee is part of that family. * The organization’s culture is not well aligned with the challenges the organization faces or the organizations symbols and customs lose meaning In this case with changing to the metric system, most employees will only fear the change as far as learning it and how it will affect their job. As long as the symbolic leader keeps this change in perspective as one small piece of the changes that have occurred over the history of the company, he will put this change into perspective for them. The symbols and customs will have meaning using the family company angle and how they are part of that family. Conclusion *Completed by Andrew once paper has been fully written. References. Bolman, L.G. & Deal, T.E. (2008). Reframing organizations artistry, choice, and leadership. San Francisco, CA: Jossey-Bass Critical leadership skill: Multi-frame thinking. (2004, November). Wildfire Magazine, Retrieved from http://www.guidancegroup.org/k2news/Uploads/WTL-11-2004.pdf DeGrosky, M. Wildfire. (2011). What Does This Viewpoint Suggest? Retrieved on December 3 2011 from: http://wildfiremag.com/command/viewpoint_suggest/ de Jager, P. (2001). Resistance to change: A new view of an old problem. The Futurist, 35 (3), 24-27. Retrieved from http://search.proquest.com/docview/218565953?accountid=40635 Henderson, KJ. chron.com. (2011). Strategies on Reframing Change in Your Organization. Retrieved on November 3, 2011 from: http://smallbusiness.chron.com/strategies- reframing-change-organization-3113.html. Morgan, G. (1986). Images of organization. Beverly Hills, CA: Sage Publications, Inc. Sigler, K. J. (1999). Challenges of employee retention. Management Research Review, 22(10), 1-5. Retrieved from http://search.proquest.com/docview/223553576?accountid=40635. Stadtlander, C.T.K.-H. (2007). Reframing Organizations: Artistry, Choice, and Leadership Book Review. Electronic Journal of Business Ethics and Organization Studies, 12(1). Retrieved from: http://ejbo.jyu.fi/pdf/ejbo_vol12_no1_pages_48-49.pdf http://guweb2.gonzaga.edu/orgl/orgl500/Module2/Mod2pg26.htm Tan, N. (2005). Maximising Human Resource Potential in the Midst of Organizational Change. Singapore Management Review, 27(2), 25-35. Retrieved from: http://search.proquest.com/docview/226853640?accountid=40635

Common Themes in Speeches by Passionate Leaders - 791 Words

An effective and enthralling speech does not only relate to the content or context, but to the appropriate utilisation of rhetorical techniques and structure that contest universal requisite ideas, past, present and future that captivate and engage audiences. Since the beginning of time, society has been presented with inspirational and passionate leaders who deliver speeches that remain invaluable due to their themes regarding peace, security, prejudice, equality and basic human rights. These themes are explored in Anwar Sadats, Aung San Suu Kyi and Faith Bandlers unique speeches â€Å"Statement to the Knesset† (1977), â€Å"Keynote Address at the Beijing World Conference on Women† (1995) and â€Å"Hope, Faith and Reconciliation† (1999) which allow the memory of the past and a reminder of who we are today. Continuous battles and terrorism between Israel and Egypt had been occurring four years preceding to Anwar Sadat’s â€Å"Statement to the Knesset† (1977). Anwar Sadat, the Prime Minister of Egypt, address to the Israeli Knesset was presented to an audience which involved both parties and persons who supported and resented him. Sadat draws upon religious, political and personal values to motivate and propose to the Israeli Knesset a solution for peace to the extremity of an age long conflict between the Egypt and Israel. Beginning his speech, Sadat employs the use of religious allusions and pathos in order to set the foundations of his argument to bring unity to both countries through theShow MoreRelatedTheme Of Martin Luther King And Obamas Speech1405 Words   |  6 Pages The Progressive Theme of Martin Luther King’s and Obama’s Speeches President Obama’s victory speech and Martine Luther King’s speech are two of the most famous discourses that everybody is discussing today, which they delivered 50 years apart. Both are representation of racial progression, which starts from the beginning of the Civil Rights Movement to the election of the first black president in the American history. Both speeches are a symbol of hope and a new start of the upcoming changesRead MoreVoices of Protest Essay example1234 Words   |  5 Pagescompanies such as Rockefeller, Carnegie and Pullman were to blame for the financial woes of the United States. Long and Coughlin were successful in taking their arguments and beliefs to the American people in the 1930s. Huey Long was an energetic, passionate young man at a very young age. In fact, at the age of twenty he stated he planned to run for election. He said, first to secondary stated office Louisiana, then for governor, then for United States Senator, and finally for president. He wroteRead MoreShakespeare s Tragic History : Julius Caesar1346 Words   |  6 Pagestherefore dangerous ruler. In the pages of this complex play, two words are used often and are applied to the main characters. Though initially appearing unrelated, these words, ambition, and honor, are actually related, and can help to unlock the theme of the play. First, it is important to know what meanings Shakespeare would have been intending by using these words in the play. After exploring how they appear in the play, they will then be used to explore the meaning of the entire play. FinallyRead MoreAll Quiet On The Western Front By Erich Maria Remarque1292 Words   |  6 Pagesencouraged to enter the war. In the book many scenario are shown, the most critical theme being nationalism and being used as a young youth not realizing the comment of entering a battle field which leads to death or phonological insane to the person or comrades. In between the lines in the novel, a lot of the author’s judgmental of nationalism are built in Paul’s meeting with Kantorek, the teacher whose passionate speeches encouraged Paul and the others to enter the army for the battle and fight forRead MoreThe Great Bob Marley1537 Words   |  7 Pagesoften thought of as a way of life or mindset. The name Rastafari was derived from the words Ras Tafari, where Ras means head or king and Tafari means one who demands respect. An Ethiopian Emperor by the name of Haile Selassie I is the claimed leader of the Rastafari religion. He encouraged those of African descent to return to their homeland where they belong as they were un-rightly taken from their homeland via slavery. The Rastafarian religion promotes the message of peace and often tries toRead MoreAbraham Lincoln: Organizational Culture and Leadership5118 Words   |  21 Pagesunique culture that consists of several sub-cultures have been the basis of Part I. Part II of the report discusses the background factors, characteristics, leadership styles, motivational and inspirational skills observed in world renowned great leader, the late Abraham Lincoln, 16th President of the United States of America (USA). This part has been compiled referring to several biographies and other information related to him. Part I Imperial College of Business Studies (ICBS) BackgroundRead MoreThe Home and the World5529 Words   |  23 PagesEvents * 3.1 The Rally * 3.2 Bimalas Realization * 4 Characters * 4.1 Nikhil – Husband of Bimala * 4.2 Bimala – Wife of Nikhil * 4.3 Sandip * 4.4 Bara Rani (Bimalas sister-in-law) * 4.5 Amulya * 5 Important Themes * 5.1 Nationalism * 5.2 Tradition vs. Modernism * 5.3 Sandip vs. Nikhil * 5.4 Illusions * 5.5 Truth * 5.6 Love/Union * 5.7 The Role of Women * 5.8 Religion versus Nationalism * 6 Film, TV or theatrical adaptationsRead Morereflected best self4339 Words   |  18 Pagesthat when companies focus on positive attributes such as resilience and trust, they can reap impressive bottom-line returns. (For more on this research, see the sidebar â€Å"The Positive Organization.†) Thousands of executives, as well as tomorrow’s leaders enrolled in business schools around the world, have completed the RBS exercise. In this article, we will walk you through the RBS exercise step-by-step and describe the insights and results it can yield. Before we proceed, however, a few caveatsRead MoreNelson Mandela and the Fight Against Apartheid4689 Words   |  19 PagesMandela’s Role in the Realization of Racial Equality and Freedom in South Africa Table of Contents Introduction†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..2 Chaos and Dissension in South Africa†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦...3 Mandela – The Charismatic Leader†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.5 Iconic Image of Integrity and Perseverance†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦...†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦6 Uniting the African National Congress†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦....†¦.9 Mandela Takes Reconciliatory Action†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.†¦.11 Mandela’s Unique AdvantageRead MoreLeadership Power10259 Words   |  42 Pages Leadership, Power Influence. {draw:frame} Which form of power has the best influence on effective leadership? Word count: 2,746 Executive Summary Leadership, power and influence is a theme within management that is constantly developing overtime. Leaders are continuously developing new and innovative ways to empower their followers in order to get the best out of them. For the purpose of this report, we have decided to look at the assumption that leadership is based

The Effects Of Domestic Violence On Teens - 1386 Words

1 out of every 3 teenagers will experience some form of domestic violence within a relationship before they turn 25. Out of these people, only 1 out of every 3 will tell someone about it (PDVG). Dating violence among teenagers has risen alarmingly in the past few years, and unfortunately many people in this age group do not have the maturity or common sense to recognize warning signs of an unhealthy relationship. Due to this, many teenagers become trapped in toxic relationships and it can damage them mentally and physically. Domestic violence amongst teens is a complicated, touchy subject with complex causes that can cause many psychological effects as well as lead to problems for the teenage victims later in life. Abusive behavior in teenage relationships can stem from many different complicated sources. According to a study on teen dating abuse done by Liz Claiborne 72% of teens say that serious boyfriend/girlfriend relationships usually start at the age of 14. At this young age, many teens are easily influenced by what they see around them and are unable to properly channel their emotions. Due to their impressionability, seeing violence and aggression around them, especially if they themselves have or have had an abusive family member, can cause teens to believe it is acceptable to act this was towards others. â€Å"Teen dating violence† as it is often called, can also be caused by mental illnesses such as depression, paranoia, or schizophrenia. Teenagers with these,Show MoreRelatedDomestic Violence : The United States And Around The World Essay979 Words   |  4 PagesKnowledge of domestic violence is becoming prevalent in the United States and around the world. Family violence, teen dating violence and intimate partner violence are being talked about openly more; they are also becoming known as abuse and not something that is just â€Å"ok† or â€Å"just how a person is†. Beliefs and laws are changing toward nonviolence as discussed in this report. There are several different types of domestic violence that affect people today. According to â€Å"justice.gov† (2014), domestic violenceRead MoreTeens and Domestic Violence1336 Words   |  5 PagesIn today’s society, teens are becoming more and more involved in domestic violence. No one would have thought that we would have a problem with domestic violence in our generation, that we left that back in the ancient times. We have overlooked domestic violence, we thought that it wasn’t an important matter but now in the past decade it has increased rapidly. In this paper, I will discuss whether or not teens are being physically and emotionally hurt in relationships are because when they were youngerRead MoreYouth Crime And Domestic Violence Essay1599 Words   |  7 Pages Youth Crime and Domestic Violence Name: Institution: Youth Crime and Domestic Violence Introduction Youth Crime has increased in New Zealand and although the prosecution has decreased the issue has attracted the attention of the members of the public. According to data from the Ministry of Justice (2015) the numbers of children between the ages of ten to thirteen and young people between the ages of fourteen and sixteen who are charged in court is lowest in over two decades. NonethelessRead MoreDomestic Violence : Violence Between Adult Intimate Partners1632 Words   |  7 PagesDomestic Violence Introduction Domestic Violence isn t just hitting, or fighting, or an occasional mean argument. It s a chronic abuse of power. The abuser tortures and controls the victim by calculated threats, intimidation, and physical violence. Actual physical violence is often the end result of months or years of intimidation and control. Defining the problem: Domestic violence is violence between adult intimate partners. Though the definition above seems simple enough (it is widely acceptedRead MoreDomestic Violence And Its Effects On People1708 Words   |  7 Pages What is domestic violence? Domestic violence is when a person uses a physical violence such as threats, intimidation, isolation, stalking, emotional abuse, sexual abuse, and taking control over another partner in a relationship (Understanding abuse). This happens every day to thousands of people all over the world. It’s a serious issue and people don t realize how serious it is. It’s killing people, ruining families, and leaving a lasting impact on people. Each year, 2 million people are injuredRead MoreEffects of Domestic Violence on Children908 Words   |  4 PagesEffects of Domestic Violence on Children by Mary Pelham English 1010-19 5 October 2011 Pelham i Outline I. Effects on younger children A. Feelings of deprivation Read MoreArgumentative Essay On Domestic Abuse1312 Words   |  6 PagesDomestic abuse has touched the lives of most people, whether the victim was themselves, a family member, or a friend. They’ve seen it happen to countless women and men too. It’s incredibly important to start education of domestic abuse awareness early, because the effects of abuse go far deeper into the lives of survivors than is acknowledged, and the effects can be present for years after the abuse stops. Even teenagers -- still literal children -- are at risk for this new epidemic. Most teenagersRead MoreThe Cost Of Domestic Violence1662 Words   |  7 PagesCenteria Cooley Sociology 101 Professor Nelms 20 November 2015 The Cost of Domestic Violence in America â€Å"Just because the scare have healed, doesn’t mean the pain has.† –healthyplace.com Domestic violence is a pattern of behavior used to exhibit control over another person through fear and intimidation by threat, force, or use of violence in intimate relationships. This issue has been an overlooked problem in American society for ages however as it becomes mainstream time and time again and theRead MoreChild Exposure to Domestic Violence1163 Words   |  5 PagesChild Exposure to Domestic Violence Introduction: Domestic Violence is any willful intimidations, sexual assault, physical assaults, or any other forms of physical or verbal violent behavior by one intimate partner towards another. Domestic Violence can create both psychological and emotional effects on both the intended victim and anyone that witnesses it to include children. Some children that witness domestic violence are experiencing serious effects that they have to deal with all theirRead MoreThe Negative Effects of Teenage Dating1512 Words   |  7 PagesThe Negative Effects of Teenage Dating Sean D. Foster Bellevue University The biggest threat about teenage dating is their inability to maintain a relationship. Teenagers mostly, do not understand the necessity of sustaining a relationship over a period of time. Therefore, frequent break ups and arguments lead to attempts of suicide, teenage pregnancy, STD’s, teen violence, and substance abuse. This happens due to lack of experience and a broader understanding of what relationships are (Dasgupta

My Interview On My Roommate s Boyfriend - 1711 Words

For this assignment, I chose to perform my interview on my roommate’s boyfriend; Jose Sandoval. I have been friends with him for about one year, the time that he has been dating my roommate. I have to say that we get along very well, he often comes to hang out at our apartment and we have shared some good times; the three of us together. To be honest, I thought I knew him pretty well up to this point. Well, I was wrong. After completing the interview, I was able to learn so many new things about his background, which I will happily share now for this assignment. This paper will transcribe his life story with three major areas of focus. My first focus will revolve around his life before moving to the United States. Secondly, I will describe his immigration process and lastly, the paper will also touch on how his life progressed once living in the United States. First and foremost, this section carries out a detailed interview on Jose’s life before his arrival to the United States of America. Where I discussed his family bond and focused on his growing up environment and his biculturalism through playing Mexican and American games and the constant migration and tourism that revolved around this city. My interviewer made reference of having a strong bond among his family while growing up. His family was composed by his father, mother and two older siblings; brother and sister, who always treated him, like their own son. They spoke to each other in Spanish, did everythingShow MoreRelatedInterview From My Subculture Of People With Siblings Who Have Developmental Disabilities1073 Words   |  5 Pageschose to interview from my subculture of people with siblings who have developmental disabilities is my roommate Hannah Dorough. Hannah and I had met briefly before coming to school at various events through the University Honors Program before we truly introduced ourselves at SOAR at the beginning of June. Since then, we have become close friends throughout our time spent living together in our dorm room. I interviewed Hannah in our dorm room this past Sunday after I got back to school from my weekendRead MoreThe Lgbt Community And Its Own Unique Culture Essay1572 Words   |  7 Page s Before starting my research on the LGBT community and it’s own unique culture, I didn’t know too much about it. All I knew was that I myself was very accepting of it and was in no way judgemental of anyone who felt that they belonged in that community. Little did I know that the term â€Å"LGBT† has grown to include other categories. According to Mardell (2016), â€Å"LGBTQIA+: Stands for lesbian, gay, bisexual, transgender, queer/questioning, intersex, asexual/aromantic, and plus for other identitiesRead MoreAnalysis Of The Devil Wears Prada 1294 Words   |  6 Pagesthe same character trait and even better since Miranda’s unpredictable character comes with surprises. Lastly, Miranda is ordered to type an entire speech for just 30 minutes or so. The friendship with Lily Goodwin, her former roommate and relationship with Alex, her boyfriend which are a fundamental and critical apart of life are dwindled as shown in the movie. This calls for a flexible and timely employee so as to maintain what has been there and accommodate what has come his/her way as well. SoRead MoreRelationships And Family Roles Over Three Generation Of Women Essay2166 Words   |  9 PagesThis paper was written to explore the changes in the relationships and family roles over three generation of woman in the same family. My major focus in my interviews on the three powerhouse woman in my life, my grandma, mom, and sister, and how each woman’s life is different in respect to the types of relationships they’ve had and how this relates to trends from class and how they don’t. Joan Dorothy DeGolier (Zebraski) – March 16th 1930 Mrs. Joan DeGolier was born on March 16th 1930 in New YorkRead MoreThe Relationship Between Women And Women Essay1951 Words   |  8 PagesInterviews were conducted to explore the changes in the relationships over three generations of woman’s lives in the same family. The majority of the focus is on the type of relationships each woman have had in their lives and how these relationships have shaped their lives. The powerhouse woman who were interviewed are my Grandmother, Mother, and older Sister. Joan Dorothy DeGolier (Zebraski) – March 16th, 1930 Mrs. Joan DeGolier was born on March 16th, 1930 in New York. She met her future husbandRead MoreDepression : Depression And Rape2997 Words   |  12 Pagesrecurrent thoughts of death or suicide.† I was 18 years old around the time I had my first serious episode of depression. I was depressed about an attempted rape that almost occurred at a party. Fortunately I had good friends and family to help me be able to talk about my problems. I did however become open about what was happening to me. Additionally, I found out that I was at risk for depression because there are people in my family with Bipolar Disorder which can cause depression. There are many differentRead MoreTruth in media Essay2752 Words   |  12 Pageseasily accessed by just looking at the rack in the supermarket, and could have been seen by anyone, of any age. The target audience is from male teens to men, to improve their sex life. The article shows a very young couple, in late teens to early 20’s, without any clothes on, and only a bed sheet to cover the female breast area. Pornography: The article suggestively simulates that the couple is having sexual intercourse. The female is sitting facing the male, with both arms wrapped around him, withRead MoreEssay on Media Portrayal of Mental Illness in America3893 Words   |  16 PagesThe chances of a serious injury are very slim (Mental Health Organization, n.d.). Despite the history and stigmatization surrounding mental illness, perception of the mentally ill has changed in some ways in the past few decades. Back in the 1950s, people saw mental illness as an unidentifiable and confusing concept. The public was uneducated and unaware of the truth of mental illness. Surveys and studies show that back then people could not differentiate between normal lows and diagnosable symptoms;Read MoreMedia Portrayal of Mental Illness in America4048 Words   |  17 PagesThe chances of a serious injury are very slim (Mental Health Organization, n.d.). Despite the history and stigmatization surrounding mental illness, perception of the mentally ill has changed in some ways in the past few decades. Back in the 1950s, people saw mental illness as an unidentifiable and confusing concept. The public was uneducated and unaware of the truth of mental illness. Surveys and studies show that back then people could not differentiate between normal lows and diagnosable symptoms;Read MoreWe Googled You - Hbr Case Stydy5679 Words   |  23 Pageswww.hbrreprints.org HBR CASE STUDY AND COMMENTARY S hould Fred hire M imi d espite her on line history? Four commentators offer e xpert advice. We Googled You by Diane Coutu †¢ Reprint R0706A Hathaway Jones’s CEO has found a promising candidate to open the company’s flagship store in Shanghai. Should a revelation on the Internet disqualify her now? HBR CASE STUDY We Googled You COPYRIGHT  © 2007 HARVARD BUSINESS SCHOOL PUBLISHING CORPORATION. ALL RIGHTS RESERVED.