Paul Cronan Analysis :: essays research papers

A.  Ã‚  Ã‚  Ã‚  Ã‚  Relevant Dates and Facts a.  Ã‚  Ã‚  Ã‚  Ã‚  1973 – Paul Cronan hired by New England Telephone (NET) straight from high school. He began working as a file clerk. b.  Ã‚  Ã‚  Ã‚  Ã‚  1983 – Cronan was promoted to Service Technician. c.  Ã‚  Ã‚  Ã‚  Ã‚  January to June 1985 – Cronan was ill at various times, having symptoms of AIDS-related complex (ARC). d.  Ã‚  Ã‚  Ã‚  Ã‚  June 1985 – Cronan was denied permission to leave work for a medical appointment by his supervisor, Charles O’Brian. O’Brian had given permission on two other occasions, but refused this third time unless Cronan revealed the reason for the appointment. Cronan told O’Brian of his condition only after O’Brian promised the information would be held in confidence. O’Brian excused Cronan for his medical appointment. The next day, Cronan was required to see a company doctor who examined him for 10 minutes. Several days after the appointment, a co-worker phoned Cronan to say that she had heard Cronan was infected with AIDS. e.  Ã‚  Ã‚  Ã‚  Ã‚  June 10, 1985 – Cronan began receiving departmental sickness benefits after phoning his supervisor and requesting medical leave. One week later, Cronan began receiving company paid illness benefits. f.  Ã‚  Ã‚  Ã‚  Ã‚  June 21, 1985 – Cronan’s personal physician provided a medical certificate stating that Cronan was disabled for 3 months. This certificate was renewed and extended for one year. g.  Ã‚  Ã‚  Ã‚  Ã‚  During the summer of Cronan’s absence, graffiti was written on the bathroom walls at work. h.  Ã‚  Ã‚  Ã‚  Ã‚  August 1985 – NET department heads from Personnel, Labor Relations, and Medical began meeting to talk about the potential impact of AIDS on the company and its workforce. O’Brian is replaced by Griffin as Cronan’s supervisor. i.  Ã‚  Ã‚  Ã‚  Ã‚  September 13, 1985 – Cronan diagnosed with AIDS. j.  Ã‚  Ã‚  Ã‚  Ã‚  September 16, 1985 – NET announces new corporate AIDS policy. k.  Ã‚  Ã‚  Ã‚  Ã‚  December 1985 – Cronan, with the help of the Civil Liberties Union of Massachusetts, files a lawsuit in state court against NET. He charges that NET violated state privacy laws and discrimination. l.  Ã‚  Ã‚  Ã‚  Ã‚  January 1986 – NET tries to have the case moved to federal court. m.  Ã‚  Ã‚  Ã‚  Ã‚  June 10, 1986 – Cronan’s illness benefits run out and NET puts him on disability which equals 50% of his wages. n.  Ã‚  Ã‚  Ã‚  Ã‚  October 16, 1986 – Cronan and NET reach an out of court settlement where by Cronan is able to return to work and he receives a transfer. B.  Ã‚  Ã‚  Ã‚  Ã‚   Critical Issues a.  Ã‚  Ã‚  Ã‚  Ã‚  Privacy – Cronan’s right to privacy may have been violated when his supervisor revealed his medical information to management other than O’Brian’s immediate supervisor. b.  Ã‚  Ã‚  Ã‚  Ã‚  Discrimination – Cronan may have been discriminated against by his dismissal when his medical benefits had run their course.

Mrs. Acres Homemade Pies and Soft Drink

Mrs. Acres Homemade Pies and Soft Drink Joaquin Angles BUS 508 The Business Enterprise 04/23/2010 The company produces specialty pies and sells them in local supermarkets and select family restaurants. In each of the first six months, Shelly and three part time employees sold 2,000 pies for $4. 50 each, netting a profit of $1. 50 per pie. The pies were quite successful and Shelly could not keep up with demand. The company's success results from a quality product and productive employees who are motivated by incentives and who enjoy being part of a successful new business.To meet demand, Shelly expanded operations, borrowing money and increasing staff to four full-time employees. Production and sales increased to 8,000 pies per month, and profits soared to $12,000 per month. However, demand for Mrs. Acres Homemade Pies continues to accelerate beyond what Shelly can supply. She has several options: (1) maintain current production levels and raise prices; (2) expand the facility and sta ff while maintaining the current price; or (3) contract the production of the pies to a national restaurant chain, giving Shelly a percentage of profits with minimal involvement.When Shelly Acres started selling her pies, she had to find her own customers. None of the local restaurants and supermarkets knew her products, so she had to offer an affordable product to interest restaurants and supermarkets in her products. As demand increased, Shelly started producing more pies to meet this demand. At the moment, she cannot supply all the demand. A way to decrease this demand is to increase prices. She can also increase the production level to meet the demand.The first option implies that Shelly’s company is not going to grow since its current size will be maintained by keeping an artificially high price. The second solution requires Shelly to find the resources to finance the expansion of her activities. The third option leads Shelly to lose her specific know-how by providing it to the national restaurant chain. It also implies that Shelly does not own her business any longer. In economics we classify goods as â€Å"tangible† products, example might include food and drink, cars, digital televisions, flat-screen televisions, energy roducts and cricket bats! Services are sometimes known as intangibles, education and health-care are two important services and tourism, business consultancy, cleaning and home insurance are all examples of services. A soft-drink manufacturer produces several flavors of drink for example, cola, orange, and lemon. Each flavor has several versions such as regular, diet, and caffeine-free. The manufacturer operates factories in several states. You have input records that list version, flavor, yearly production in gallons, and state (for example: Regular Cola 5000 Kansas).The aim of segmentation in consumer markets is to bring the focus on to manageable groups of like-minded individuals who have a high disposition for a produc t. Coca-Cola has customers who want low cost drinks for consumption at home. It has customers who want a mixer or a non-alcoholic drink in a bar. It has customers who are hot and thirsty and want a cool refresher outside the Duomo in Florence. The same consumers may at various times join one of the segments and when they do, they will see the product in a different light and value it in a different way.In business-to-business markets the aim of segmentation is similarly to arrive at clusters of like-minded companies. There is a very strong pressure to use segmentation in business-to-business markets to win a competitive advantage as there is often little to differentiate one product from another. Segmentation therefore links strongly with a strategy to achieve a sustainable differentiated position. References: highered. mcgraw-hill. com/sites/dl/free/†¦ /ferrell_walkthrough. pdf http://www. b2binternational. com/library/whitepapers/whitepapers03. php

The Decision Between Organic And Conventional Foods

â€Å"Sales of organic foods have soared in recent years, as more consumers pay attention to where their food comes from and try to eliminate exposure to chemicals and toxins.† (Walmart2015) Multiple factors such as cost, convenience and health risks can influence a consumer in the decision between organic and conventional foods. In the past years the media has opened consumer minds to the risks of conventional foods and resources have been made available to close the gap in cost and convenience between organic and conventional foods. In recent years, resources have been created to close the financial gap between organic and conventional foods, though you might find yourself shopping at different stores or farmers markets. Most consumers go towards weekly adds in their local grocer clipping coupons and shopping on a budget that usually led to a cart filled with conventional foods. In recent years that has changed. Typical stores are now carrying organic options and also advertising sales and new items. Walmart is trying to make organic food more accessible to its budget- conscious shoppers. The nation’s largest retailer is making a bigger bet on the fast-growing category, teaming with Wild Oats to sell organic packaged food priced in line with conventional foods and at least 25 percent less than other organic brands it carries. The effort by Wal-Mart, the world’s largest retailer and the largest seller of food in the United States, could have a ripple effect in theShow MoreRelatedWhat Are The Pros An d Cons Of Organic Foods1393 Words   |  6 Pages Organic Foods Courtney Rathmann HLTH 232 10/1/2017 Hearing the term organic foods, we think what are those and how do they compare to conventional foods? Organic foods and other ingredients are grown without the use of pesticides, synthetic fertilizers, sewage sludge, genetically modified organisms, or ionizing radiation. 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The Viktor Frankl - 1315 Words

Viktor Frankl, an Austrian psychiatrist and neurologist, astutely believed, â€Å"When we are no longer able to change a situation – we are challenged to change ourselves† (â€Å"Viktor†). As a Holocaust survivor, Frankl remained helpless throughout his entire time at multiple concentration camps (â€Å"Viktor†). Yet his arduous experience was invaluable in revealing an important difficulty. Many other experienced people, in addition to Frankl, have discovered the presence of challenges associated with change. Multiple sources indicate that overwhelming external conditions and fixed traditional mindsets are primarily responsible for restricting one’s ability to change, in spite of some optimists’ firm belief that anyone can change. An article entitled â€Å"Dating Violence: A High School Student’s Nightmare† by Nina Burleigh and the allegory Animal Farm are two of many literary sources which illustrate that overwhelming external conditions prevent people from successfully changing themselves. The article, â€Å"Dating Violence: A High School Student’s Nightmare†, by Nina Burleigh, is focused on a single victim of dating violence. Sarah Van Zanten was a victim of teen dating abuse, facing â€Å"insults and demands, and, finally, physical abuse† from an unhealthily possessive boyfriend (Burleigh 1). Sarah had difficulty in changing herself and realizing that she deserved better because she faced a tremendous external load (Burleigh 4). The article states that not only was Sarah in an abusiveShow MoreRelatedViktor Frankl And The Holocaust1517 Words   |  7 PagesViktor Frankl, renowned psychiatrist and Holocaust survivor, often quoted Nietzsche saying, â€Å"He who has a â €˜why’ to live for can bear almost any ‘how’†. 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Frankl wrote, â€Å"When one examines the vast amount of material which has been amassed as the result of many prisoners’ observations and experiences, three phases of the inmate’s mental reactions to camp life become apparent: the period following his admission; the period when he is well entrenched in campRead MoreMean s Search For Meaning By Viktor Frankl1711 Words   |  7 Pages Mean’s Search for Meaning by Viktor Frankl Linda Felix Positive Psychology Dr. R. Barke November 28, 2016 â€Æ' The book, in autobiographical mode, relates Auschwitz to the life of the author Viktor E. Frankl in the concentration camps of the former Nazi Germany. It reports the cruelty in which the SS soldiers used to mistreat the prisoners and in turn explains how the concentration camp life in the mind of the average prisoner affected. 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Frankl talks aboutRead MoreViktor Frankl s Man s Search For Meaning1939 Words   |  8 PagesNumber 119,104: Viktor Frankl’s Man’s Search for Meaning Viktor Frankl had a chance to escape the wrath of World War II, but he didn’t! Instead, he chose to stay behind so that he could be close to his parents. That choice, ultimately led him to extreme experiences within several Nazi concentration camps, including the infamous Auschwitz. Watching those around him suffer the same fate, the same hardships and the same pain, he noticed that they all reacted differently. Those who had found a meaning

The Diversity At The Workplace - 747 Words

Thomas (1992) entails the diversity at workplace in terms of all ancestry, ethnicity, age, gender, race, educational background, sexual orientation, marital status, religious belief, income, geographic location and work experience. The mobility in human resource trend is emerging within the competitive market that requires more strategic role on account of human resource management. Organizations may fall in dire consequences of outplaying by other competitors in strategic employment. Nowadays, workforce is no longer a set of employees (Narasimhan, 2004). It is composed of workforce constituting employees that work for operating remotely, compensated hourly or might be actually working for some external firm. The ethnic minorities in the†¦show more content†¦Research shows that only 25 % of employees within a company feel comfortable with learning environment based on digital networking and technology. It has been observed that providing employees with the opportunities of t eaching roles makes learning a natural part for employees to work effectively and together instead of something HR tends to force them to do (Walker and Walker, 1992). Analytics of people and HR It is a strategy that has been recently evolved, has the ability to change the way HR works. Advantages of analytics potential can help to boost the organization’s status (Wood, 1999). However, lack of analytics’ perception leads towards creating additional challenges for diverse workforce of minorities in an organization. Alternatives of talent Use of machines and technology to analyze, speak, decision making and reading has also impacted adversely on performance of minorities at all levels. Most of the jobs are eliminated. Dissemination of personal information It is beneficial for the organization to access the employee’s data from external source. Despite of the least significant issue for minorities, almost 52 percent of the employees’ responded for the importance of employee’s data everywhere. These organizations utilize information for leverage. It also generates good revenue. Employment laws The enforcement of state laws has contributed to the importance and

A Boy and a War Essay Example For Students

A Boy and a War Essay For about three years, all Ishmael could think of was the war, fighting, and his family, who were no longer there to comfort him when he needed it. A Long Way Gone: Memoirs of a Boy Soldier is a story that starts out with the author, Ishmael Beah, at age 12 in Mattru Jong. It was in January 1993 that the war came to where he lived and ruined his life. He was taken in by the government army after walking around to different villages trying to escape the horrors of the war, and was forced to fight against the rebels. The rebels were emotionless; they went around burning villages and cities, and killing innocent people for absolutely no reason. The book itself is quite graphic, with its description of Beahs fellow soldiers, but the story in itself is a travesty. The story, an emotional roller coaster, shows that coming of age,   for Ishmael, meant for him to discard his past life with his families and friends in order to fight, and to channel his rage towards the rebels for murdering his family and friends, but he has to do it all himself. Of course Ishmael could not just discard his past life and emotions in just a snap. He had to learn to do it over time. He loved his family, much like many people do, and it is hard to let go of them if they are lost from a life. When the corporal is telling the soldiers to stab the banana tree, he tells the soldiers to visualize the banana tree as the enemy  ¦ who are responsible for everything that has happened to you   (112), which helped Ishmael discard his life. It helped him forget about what his past life was. It helped him focus on the training and fighting, for his parents, even though they were not there anymore. Channeling his rage of his family and friends deaths was another thing Ishmael had to do. It was what would really help him to fight the rebels; the ones who murdered everyone he loved. When the soldiers were stabbing the banana tree, the corporal says repeatedly to visualize the enemy, the rebels who killed your parents, your family, and those who are responsible for everything that has happened to you   (112). After Beah channels his rage, he becomes a mass murderer of the rebels. He kills everyone that he sees that isnt a part of the government army, for he wants revenge. He channels his rage to Beah wants them to know how it felt when he lost everything important to him. In the long run, though, this does not help him. He does not trust anyone after he is removed from the army by UNICEF. This emotional roller coaster is amazing, though sometimes it is forgotten that it is a real story, non-fiction, and not a story written for the sole purpose to make one cry. Coming of age can mean different things for different people, though. For some, it might mean to discard his or her past life or channel his or her rage, like it meant for Ishmael. However, Ishmaels story of tragedy is much different from others.

Reflection on Authentic Leadership-.com

Question: Write a Reflection on Authentic Leadership Development. Answer: Leadership can be defined as the action of leading people in a group or an organization. It may also refer to leadership as being the art that motivates people to act in a particular manner in order to achieve a certain goal. . The authentic theory of leadership is based on the authenticity of the leader fostering the development of their followers. The follower in return will contribute to the attainment of performance that is veritable and sustainable. This discourse is a reflection on the development of authentic leadership. Definition of Authenticity The roots of authenticity are based on the concept of being true to self. As an authentic leader, this to me means being myself. I also believe that it extends to seeing myself accurately and being in tune with my basic nature. Within the perspectives of authentic leadership, it is developed by self-actualization that produces ethical convictions that are strong (Harter, 2002). Since it is not a fixed state, I believe it also extends to attaining and achieving levels of sincerity and commitment when relating to other people. Development Components Psychological capital that is positive- Authentic leadership is developed by possessing the psychological qualities of hope, confidence, resiliency and optimism. These qualities are heightened in the authentic leader against the background of positive organizational contexts. As a leader, positive development is manifested in self-awareness and behavior that is self-regulated (Avolio Gardner, 2005, p. 322). Since these psychological qualities are open to change and development, the authentic leader can help to develop people, teams and organizations to flourish. Positive morality- An authentic leader should possess moral values that draw upon reserves of courage and resiliency. This is important in addressing issues that are ethical in nature. I also believe that it extends to sustaining and achieving authentic actions which are moral. Positive perspectives of morality are also important for the authentic leader when making decisions that transparent. This calls for the development of moral capacity for the leader. Leader self-awareness- The authentic leader should be cognizant of their existence in the context of time and temporality. It incorporates understanding their strengths, beliefs and sense of purpose. As an authentic leader, I should be aware of my capabilities, knowledge and experiences (Luthans Avolio, 2003). Three important elements that the authentic leader should posses include: cognitions of identity, goals, values, and emotions. An effective authentic leader nurtures and develops these elements of self-awareness. Self-regulation by the leader- The authentic leader should be able to align their values with the intentions and actions that they take. This involves self-control that is three pronged: setting standards which are internal, identifying the chasm between the ideal standards and actual outcomes and reconciling the two. Self-regulation is developed through transparency, behavior that is authentic and balanced internal processing that is unbiased. Leadership behaviors- One way in which the authentic leader attracts followers is leading by example through actions that demonstrate confidence, hope, optimism and transparency in making decisions (Avolio Gardner, 2005, p. 325). I agree with the postulation that followers are developed by the behavior of the authentic leader that supports self-determination through modeling. Social exchanges that are positive and emotional contagion developed by the leader are also important influence processes in attracting followers. Self-awareness of followers- The development of the followers is achieved through heightening the self-regulatory and self-awareness of the followers. The follower develops authentic behavior that is in congruence with that of the leader. I see the connection between the actions of the leader that are important in moving the follower towards processes that are internal which move them to achieve goals that are congruent with the leader. Open and positive exchanges between the leader and follower are important in this context. Development of the follower- The natural consequence of authentic relationships nurtured over time is that both the leader and follower develop individually. The follower is able to perceive the possibilities of their true self over time as the result of the values espoused by the leader. When the follower realizes what their true identity is, they will become more transparent with the leader. The follower in the end becomes a leader through the role modeling by the authentic leader. Organizational context- For the follower to develop an authentic relationship in an organizational context, several things should be considered. The authentic leader should create the environment that provides equal opportunities for all the followers (Avolio Gardner, 2005, p. 327). There should also be resources that support the development of the follower. Such an environment will allow the leader and follower to grow and learn within the context of an organization. Differences with other styles of leadership. One difference of the authentic leader with the transformational leadership is that the former is not necessarily charismatic (George, 2003). The difference with charismatic leaders is that the self-regulation of the leader and follower is missing in the charismatic theory. The difference with the spiritual and servant leader is that the aspects of psychological capital that is positive, is missing in this approach. There is also no mediating role of self-regulation in the spiritual and servant leader. Limitations of authentic leadership. One shortcoming of the theory of the authentic leader is that it does not provide a proper analysis of metrics that can measure two considerations. The first is to what extent can the leader contribute to enhancing the selves of the follower and themselves? (Avolio Gardner, 2005). The second is to what extent do the leader and follower contribute to the veritable performance that is sustained? These are limitations that need further research on the development of the authentic leadership model. Conclusion The authentic leadership is based on several considerations. It is founded on authenticity and is relational in nature. The development of the leader is dynamic based, on psychological processes. It can operate in different levels of temporality such as within a group or organization. At the same time, it has distinct differences with other theories of leading such as the transformational leader. The limitation of the theory is that it does not clearly quantify the actual contribution of the leader in the development of self and the followers. References Avolio, B., J Gardner, W., L. (2005). Authentic leadership development: Getting to the root of positive forms of leadership. The Leadership Quarterly, 16, pp. 315-338 George, W. (2003). Authentic leadership: Rediscovering the secrets to creating lasting value. San Francisco: Jossey-Bass. Harter. (2002). Authenticity. In C.R. Snyder S. Lopez (Eds.), Handbook of Positive Psychology, (pp. 382-394). Luthans, F Avolio, B., J. (2003). Authentic leadership: A positive development approach. In K.S . Cameron, J.E. Dutton R.E Quinns, (Eds.), Positive Organizational Scholarship, (pp. 241-261).