Crisis Communication at Glaxo Smith Kline

Crisis Communication at Glaxo Smith Kline Corporate communication constitutes the totality of companys efforts to transmit a favourable image of its internal values onto key audiences. However, businesses best efforts to be perceived in superlatives only are often inhibited by dissemination of contradictory information. Crisis communication management allows the companies to respond to such allegations to diminish their detrimental impact on stakeholder relations. GlaxoSmithKline in communication with key stakeholders attempts to convey the ethos of seeking to improve peoples lives by providing cutting-edge medicines as well as engaging in extensive corporate social responsibility actions. However, communicates projected mainly via the website, mission statement, press releases and direct-to-consumer-advertising seems achieve the goal to an extent. GSKs image is often undermined by allegations of conduct contradicting its internal values. Avandia crisis has been the most prolonged and acknowledged to date. In response to Avandia safety allegations GSK adopted a strategy based on undermining the methodological bases of studies suggesting the drug malfunction, simultaneously downplaying the risk and denying putting peoples lives at danger. This approach has contributed to further losses. Perhaps GSK should consider surveying publics attitude before responding to future crises, and adopt more emphatic approach. Introduction This report investigates the crisis communication management as an element of corporate communication function at GlaxoSmithKline. In order to fulfil the aim assigned, the paper first defines the concept of corporate communication and crisis management, and looks at their importance in the pharmaceutical industry. Next, the report introduces GlaxoSmithKline, its target audiences, core message and communication media used to develop favourable image of the business and assesses whether emitted message achieves its aim. Subsequently, the paper focuses on Avandia crisis as an example of an image crunch and critically analyses GlaxoSmithKlines response. The paper finalises with a set of recommendations towards improvement of crisis communication management in the said company. Corporate communication, crisis management and Big Pharma Corporate communication constitutes the totality of messages issued by the company to its stakeholders to transmit the organisations values and qualities that distinct it from competitors (Gray Balmer, 1998). The function holds responsibility for ensuring integrated coordination of all communication activities undertaken via communication means borderline of public relations and marketing communication (Cornelissen, 2008). The ultimate goal of the function is to develop a positive association between companys identity, and image of it held by the audiences, therefore generating sustained favourable reputation of the business (Cornelissen, 2008). Positive reputation is a source of competitive advantage (Fill Dimopoulou, 1999; Gray Balmer, 1998) and can aid the organization in achievement of strategic goals (Argenti et al., 2005) by supporting it in retaining committed employees and reinforcing positive buyer habits by enhancing perception of the quality of the brands endorsed (Smith, 1994). However, organisations best efforts to develop and maintain positive image in the eyes of contractual and community stakeholders are often eroded by dissemination of information suggesting a conflict between the values the organisation aspires to stand for and its actions, therefore creating and image crisis. Crisis communication management is an important element of corporate communication function enabling the business to respond to such revelations in a manner allowing offsetting their detrimental impact on public perception of companys standards (Fearn-Banks, 2002). Pharmaceutical companies commonly experience such challenges to their reputation, mainly in the form of accusations of malpractice (Pines, 2009) and unethical portrayals in media and culture (Parker, 2007). The presence of Internet allows otherwise marginal societal groups, e.g. NGOs, to gain access to plethora of information beyond organisations control and to exercise substantial pressure on the pharmaceutical companies (Little Grieco, 2010) holding them to account on fulfilment of the assumed moral obligation to provide safe and affordable medicines (Lee Kohler, 2010). Furthermore, Internet fosters for treatment of information as fast-tradable commodity, often leading to rapid image crisis escalation exacerbating damage to profits. Moreover, the consumer stages of the product life cycle of pharmaceutical merchandise are relatively short due to patent durability constraints (Gray Balmer, 1998) leaving the companies little time to recuperate the image in case of a crisis. Consequently, effective crisis management aimed at preventing further reputation deterioration and restoring credibility in the brand name to develop favourable conditions for new product launches (Smith, 1994) is Big Pharmas biggest concern. Corporate communication at GlaxoSmithKline GlaxoSmithKline (GSK) is one of the five top research-based pharmaceutical companies worldwide, capturing 7% of the total market, with US and Europe as the main sales-generating regions. The organisation operates in two dominant sectors: pharmaceutical and health-related products. GlaxoSmithKline is a conglomerate entity with origins in the UK, USA and New Zealand, with the present structure effective of mergers of SmithKline Beecham and GlaxoWellcome in 2000 (GSK, 2010a). Key audiences Due to varied product portfolio including prescription and self-medications as well as healthcare products, the company considers patients as participating consumers rather than end users of the merchandise. This is motivated by the pervasiveness of consumerism in the patient-medical practitioner relationship (DTC Report, 2005) and emergence of consumers actively researching information online on treatment options available (Little Grieco, 2010), rather than relying solely on the medical intermediary. The individual consumer group is particularly influential in the US market due to direct-to-consumer advertising permit. Other audiences recognised by GSK include as key to communication include (GSK, 2010b): Medical practitioners Government and regulatory bodies Stockholders and prospective investors NGOs Employe Communication objectives We have a challenging and inspiring mission to improve the quality of human life by enabling people to do more, feel better and live longer. (GSK, 2010c) The end objective of GlaxoSmithKlines communication is to transmit the information on companys identity conveyed in the mission statement and Spirit of GSK values of respect for people, patient focus, integrity, and transparency (GSK, 2010c) to create and maintain positive image of the business counterbalancing common unfavourable perceptions of the company. Simultaneous communication goals include generating product awareness, informing the stakeholders on companys financial tenure, and developing brand and corporate image to generate sales (Smith, 1991). Considering the nature of GSKs business and heavy regulatory burden significant part of the product communication is devoted to the informative imperative. Organisation of corporate communication function To communicate the values constituting the centre of companys identity to key audiences in distinctive manner, however maintaining overall integrity of the communicate (Argenti et al., 2005) GlaxoSmithKline divides the function into operational units overseen by the Board, reflecting key stakeholder groups (GSK, 2010b): employees (internal communication) media NGOs investors The media unit is responsible for crisis management. Additionally, the company devotes one division to managing dissemination of information on CSR activities, which suggests companys realisation of the social responsibilitys potential to add value to the businesss reputation (Adams Zutshi2004). Key communication means Website Prominence of consumers actively searching information online on products and ethical standards of their providers enables GSK to use the website to disseminate favourable message in a fully controlled environment (Sones et al., 2009). GSKs website serves the threefold purpose of: informing and educating the consumer by providing product info boosting companys image by addressing transparency imperative through online trial database and financial reports availability airing companys efforts to bring the mission statement to life via CSR The website constitutes the most all-embracing communication tool in transmitting companys identity onto the public by developing trust in external stakeholders, as well as fostering for increased commitment and loyalty on employees part (Morsing, 2006). Mission statement and Spirit of GSK projecting companys persona in the aspects of strategy, philosophy, values and behaviours in reference to broad, objective and culturally un-constrained values of diminishing social costs and emphasizing transparency and integrity. Directed at both external and internal stakeholders to contradict the negative conception of GSK, and foster for publics affinity, and frame employee behaviour (Hackley, 1998). CSR reporting constitutes the axis of GSKs website (Sones et al., 2009). The company provides extensive data on its actions towards offsetting social costs, aiding struggle against life-threatening diseases, as well as investments in society, maintaining strong bond with the essence of the mission statement, simultaneously extending it to preserving peoples habitat Press releases are applied to communicate with media journalists and investors, serving the purpose of quick dissemination of vital positive information, or rapid response to issues and crises arising (see GSK press releases) Direct-to-consumer advertising GSK extensively applies direct-to-consumer advertising within the US market, taking the lead among Big Pharma in marketing expenditure. The company targets consumers in the American market by newspaper and magazine adverts featuring experts and members of independent bodies emphasising product credibility (FiercePharma, 2008). Similar technique is applied to OTC medicines and healthcare products, e.g. Sensodyne toothpaste campaign featuring dentists, as direct-to-consumer advertising is prohibited within EU. Communication effectiveness: corporate image maintenance GlaxoSmithKline is currently ranked 108 in the most-trusted companies classification (Reputation Institutue, 2009). Remaining ahead of some of its competitors, which suggests effectiveness of the identity dissemination, GSK attracts contradictory publicity effectively equalising its reputation to the industry average. The most widely acknowledged image crises experienced by GSK include: Accusations of animal testing Profiteering from sales of overpriced patent-protected HIV/AIDS medication Safety concerns: Seroxat/Paxil, Avandia Failure to adhere to production quality standards Avandia safety crisis is the most prominent and long-lasting issue experienced by GSK to date. Avandia crisis The case In May 2007 an article in medical journal revealed that GSKs blockbuster drug, Avandia, originally devised to lower blood sugar levels and reduce the risks of diabetic patients developing a secondary heart problem severely increases the risk of heart failure and attack. The negative side effects have been linked to deaths among the patients on the medication. Nevertheless, the drug remained on the market until conclusive data be gathered on the basis of longitudinal RECORD study; nevertheless additional usage constrains were issued by the regulators. In 2009 RECORD study and leaked staff e-mails suggested that GSK knew of potentially lethal side effects of Avandia, and might have knowingly bias pre-approval study results to conceal the dangers. This gave rise to second revision of the safety profile of the drug. In 2010, the crisis reached the third peak with US Senate Commission investigation, EU drug regulatory body withdrawing Avandia from marketing, and BBC Panorama broadcast reviving the issue in European media. However, Avandia remains on US market, again with restrictions towards its use. (Lofstedt, 2010) GlaxoSmithKlines response To manage the crisis GSK employed an integrated strategy based on distancing itself from the accusations by undermining the methodologies and statistical significance of the study findings suggesting Avandias side effects. The complexity of the disease, challenge it creates in treatment and economic savings to the public health system, as well as comparability of alleged Avandia risks to other diabetes drugs were attended to throughout. GSK also challenged the impartiality of medical periodicals publicising unfavourable results. To date GSK consequently opposes to agree with the notion of its own error and deceptive practices, repeatedly referring to studies depicting favourable results (see GSK press releases). In its appeals to investors and media through press releases largely constituting responses to allegations or pre-emptive statements, GSK emphasized compliance with regulatory requirements, openness in communication and data disclosure, as well as focus on patients safety as the priority, therefore reassuring the stakeholders on the appropriateness of a chosen course of action and lack of error (see GSK press releases). Appeals to patients and members of general public where handled through the website, with Avandia resource centre section aimed at providing information on the drug. Additionally, at the wake of the crisis the company has issued a printed letter-styled advertising copy in the newspapers, with message from the chief medical officer reassuring the public on Avandias safety and encouraging patients not to withdraw the treatment without prior consultation (TargetMarketNews, 2007). However, the attempt to pre-empt negative response and ensure consumer trust by recalling expert authority of GSK was limited to US market only, due to prohibition of direct-to-consumer advertising in Europe. Within EU the company has used the website to appeal to practitioners, only addressing the patients following Avandia recall via video message from the Chief Medical Officer (GSK Europe, 2010) Effectiveness of adopted approach In its crisis management approach, GSK failed to appreciate the context of the crisis and misjudged certain stakeholder groups perceptions of responsibility and blame, consequently adopting inappropriate response strategy (Cornelissen, 2008). This evoked consequences in the form of (Lofstedt et al., , 2009): 8% share price drop following the crisis outbreak 60% prescription rate decrease in the first 6 months following the accusatory article 50% of diabetes patients failing to switch from Avandia to any other drug following the public anxiety outbreak in the US Potential compensation expenses of 1.6$ billion extending beyond patent expiry in 2012 GSK failed to account for the publics distrust towards the Big Pharma and regulators following the infamous Vioxx case in 2004, where the drug has been voluntarily recalled by the manufacturer following comparable safety concerns. The regulatory crisis transferred trust mandate to independent researchers, therefore assigning credibility to Dr Nissens research on Avandia (Lofstedt, 2010). Additionally GSKs public image has not yet recuperated from the detrimental impacts of concerns surrounding Seroxat linking the drug to increased tendencies in teenagers to self-harm and have suicidal thoughts (BBC, 2002). Given such circumstances, the response based on reference to GSKs expert authority and credibility failed due to the public perceiving the company as the one to blame (Cornelissen, 2008). GSK seems to have erred in noticing a strong emotional baggage associated with raised concerns. Public is vigilant to allegations on medicines possibly causing death and health damage, as this puts peoples lives at stake, and life is a value to the public (Parker, 2007). Concern for peoples safety combined with factors identified before, inhibited the recovery potential of GSKs assertions that patient wellbeing is their prime concern, consequently leading to loss of patient affinity. In similar vein, GSK erred in its crisis communication approach with medical practitioners, which is projected in significant slump in Avandia prescription rates shortly after the crisis outbreak. This suggests that medical practitioners made up their mind regardless of GSK consequently reinforcing message on Avandia safety. GSK has also failed to notice an important stakeholder to the crisis management relationship: consumer groups. Following the allegations a number of websites such as avandiarecallnews.com emerged projecting ex-patients and family members testimonials on Avandia, as well as reporting mounting lawsuits and providing support in filing a case (Avandiarecallnews, 2010). This significantly offset GSKs attempts to marginalise the scale of issue and its severity. Recommendations It is justifiable to assume that the current and future profit losses and still non-quantified detriment to the brand name, could have been mitigated had the company tap into stakeholders needs with the crisis response. Given the commonness of image crises in Big Pharma, it is permissible to say that accusations of conduct contradictory to the mission statement recur. Provided similarity of contextual factors, GSK should consider the following as improvements to crisis communication management: Consider surveying key stakeholder groups perceptions of the responsibility for a given crisis matter before giving a statement that is difficult to withdraw. This allows devising complimentary communication strategy, reducing the potential of public defiance. Consequently, should the public blame the company perhaps admit the error and apologise (Cornelissen, 2008). Consider JohnsonJohnsons response to Tylenol crisis as an example. Perhaps rely more on video messages from board members to address the stakeholders. This allows for more personal approach and permits to transmit strong message on companys involvement and effort to solve the issue. Consider Toyota crisis as an example. Accordingly, increase spokespeoples presence on the media. This fosters for the publics perception of the company as adopting open and frank communication approach (Fearn-Banks, 2002). Address other stakeholder groups more forcefully. Possibly intensify communication efforts with medical practitioners through symposia and representatives visits to reassure favourable relationship (Pines, 2009). Issue press releases aimed at informing NGOs on actions taken to resolve the issue and recall CSR efforts to gain publics favourable attention, thereof reducing the crisis to a single mishap in a series of positive actions (Parker, 2007). Reference section Adams, C., and Zutshi,A. 2004. CSR: Why Business Should Act Responsibly and Be Accountable? Australian Accounting Review. 14 (3) pp.31-39 Argenti, P.A., Howell, R.A., and Beck, K.A. 2005. The Strategic Communication Imperative. MITSloan Management Review. 46 (3). Pp.82-89 AvandiaRecallNews. 2010. Home Page. [online] Available at: http://avandiarecallnews.com/ Accessed: 16 December 2010 BBC. 2002. Patients May Sue Over Anti-depressant. [online]. Updated: 13 June 2002. Available at: http://news.bbc.co.uk/2/hi/health/2041430.stm Accessed: 16 December 2010 Cornelissen, J. 2008. Corporate Communication: A Guide to Theory and Practice. London: Sage DTC Report. Internet is the Key to Integrated DTC: Study. Medical Marketing and Media.[online] Available at: Accessed: 16 December 2010 Fearn-Banks, K. 2002. Crisis Communications: A Case Book Approach. Mahwah: Lawrence Erlbaum [e-book] Available at:http://books.google.pl/books?id=7GU4BVS-a2sCpg=PA59dq=fearn-bankshl=plei=M0MKTbqAH4XOswbqhpWxCgsa=Xoi=book_resultct=resultresnum=1ved=0CCkQ6AEwAA#v=onepageqf=false Accessed: 16 December 2010 FiercePharma. 2008. Big Pharmas Top 13 Advertising Budgets. [online]. Updated 24 September 2008 Available at: http://www.fiercepharma.com/special-reports/top-13-advertising-budgets Accessed: 16 December 2010 Gray, E.R., and Balmer, M.T. 1998. Managing Corporate Image and Corporate Reputation. Long Range Planning. 31 (5). Pp.695-702 GSK. 2010a. About Us. [online] Available at: http://www.gsk.com/about/index.htm Accessed: 16 December 2010 GSK, 2010b. Roles at GSK: Communication. [online] Available at: http://us.gsk.com/html/career/career-roles-communications.html Accessed: 16 December 2010 GSK.2010c. Culture and Values [online] Available at: http://www.gsk.com/careers/culture-values.htm Accessed: 16 December 2010 GSK Europe. 2010. Health GSK News: Avandia Information for Patients. [online] Updated 23 September 2010 Available at: http://public.gsk.com/news/138494/ Accessed: 16 December 2010 Hackley, CH. 1998. Mission Statements as Corporate Communciations: the Consequences of Social Constructorionism. Corporate Communications: An International Journal. 3(3). Pp.92-98 Lee, M., and Kohler, J. 2010. Benchmarking and Transparency: Incentives for the Pharmaceutical Industrys Corporate Social Responsibility. Journal of Business Ethics. 95. Pp. 641-658 Little, S., and Grieco, M. 2010. Big Pharma, social movements, international labour, and the Internet: Critical Perspectives on Coordination. Labour History. 51 (1). Pp. 71-86 Lofstedt, R. 2010. Risk Communication: the Avandia Case, a Pilot Study. Expert Reviews: Clinical Pharmacology. 3(1). Pp. 31-41 Lofstedt, R., Bouder, F., Warman, J., and Chakraborty, S. 2009. The Changing Nature of Communication and Regulation of Risk in Europe. Risk and Regulation Advisory Council Report. Morsing, M. 2006. CSR as Strategic Auto-communication: on the Role of External Stakeholders for Member Identification. Business Ethics: A European Review. 15(2). Pp. 171-182 Parker, J. 2007. The Reputation, Image and Influence of the Pharmaceutical Industry: Regaining Credibility. Journal of Medical Marketing. 7. Pp. 309-313 Pines, W. L. 2009. Pharmaceutical Physicians and Crisis Management. Pharmaceutical Medicine. 23 (1). Pp.7-10 Reputation Institute. 2009. The Worlds Most Reputable Companies, 2009. [online] Available at: http://www.corporatereputation.it/idee/docs/Global_Pulse_2009_Free_Global_Report.pdf Accessed: 16 December 2010 Smith, P.R. 1991. Pharmaceutical Marketing: Strategy and Cases. Pharmaceutical Products Press. in Fill, Ch., and Dimopoulou, E. 1999. Shaping Corporate Images: Attributes Used to Form Impressions of Pharmaceutical Companies. Corporate Reputation Review. 2 (3). Pp. 202-213 Smith, P.R. 1994. Marketing Communications: an Integrated Approach. London: Kogan Page in Fill, Ch., and Dimopoulou, E. 1999. Shaping Corporate Images: Attributes Used to Form Impressions of Pharmaceutical Companies. Corporate Reputation Review. 2 (3). Pp. 202-213 Sones, M., Grantham, S., and Vieira, E.T. 2009. Communicating CSR via Pharmaceutical Company Web Sites. Corporate Communications: An International Journal. 14 (2). Pp. 144-157 TargetMarketNews. 2007. GlaxoSmithKlines Niche Marketing Strategy for Diabetes Drug under Stress. [online] Updated 6 June 2007. Available at: http://www.targetmarketnews.com/storyid06060701.htm Accessed: 16 December 2010

First Confession Essay examples -- essays research papers

Mrs. Ryan and the Priest In Frank O’Connor’s story â€Å"First Confession†, Mrs. Ryan and the priest are different. Mrs. Ryan and the priest approach Jackie differently and have different affects on him. Mrs. Ryan makes Jackie feel like a sinner in her approach to him. She teaches him how to examine his heart by asking himself a few questions, â€Å"Did we take the name of the Lord, our God in Vain? Did we honor our father and mother? Did we love our neighbors as ourselves? Did we covet our neighbors goods?†(614). This made Jackie feel like he is a sinner because he feels that he was not honoring his grandmother and feels that he coveted Nora’s penny she got every week from their grandmother. Mrs. Ryan affects Jackie by making him feel that confession is scary. After telling her story about the ma...

Arthur Miller wrote the play Essay

What Miller does do to excellent effect is keep the pace of the plot speeding along and twisting in different directions all the time, at one time the focal point is on Danforth and his control of the court, then at another it is Abigail and the girls feigning that Mary Warren’s spirit has possessed them. Throughout this extract he keeps the dramatic effect by having many different plot lines run into each other at this point; Proctor’s attempt to save Elizabeth, Mary Warren’s declaration that the girls are putting on a show and Abigail Williams’ and the girls dramatic role-play claiming Mary Warren is sending her spirit out on them. All of these plot lines are intertwined in the court room scene and are exposed in John Proctor’s announcement that he is guilty of lechery. Some of the central themes and concerns in The Crucible are evident in this extract intolerance, being a society run strictly by a theocracy means that Salem is run by strict laws and religion. Any wavering outside these rules or religious thoughts is unacceptable. Danforth is intolerant when listening to Proctor and Giles Corey’s attempted reasoning and proposals. Salem at this time was intolerant of any un-natural endeavours, just as America in the 1950’s was intolerant of any un-American activities or communists. Acts of search and arrest became known as McCarthyism, led by Senator John McCarthy. Hanging those who were accused was seen as restoring purity to the theocracy in Salem. Another recurring theme in The Crucible is that of personal reputation. In this extract Proctor seeks to keep his name from being tarnished by giving testament against Abigail claiming that she is delivering her accusations through jealousy of his wife Elizabeth, and by announcing that he has committed adultery through his affair with Abigail. Reverend Parris acts only on what he thinks is best for his reputation throughout the whole play, particularly in this extract when he lies about seeing the girls naked dancing in the woods, â€Å"I do not deny they danced, but I never saw any of them naked†. Parris lies in order to keep his reputation, for if it were released that he had found his daughter and many other girls dancing naked in the woods and ‘compacting with the devil’ then he would be driven from his office as the reverend of Salem. Judges Danforth and Hathorne are both unwilling to accept that Proctor is innocent and do not want to admit to being deceived by a bunch of girls claiming witchcraft and are therefore forced to charge John Proctor to keep their own reputations, making the interrogation partial towards the young girls and unfair on Proctor. The other central theme of the play is the role that hysteria can play in societies. The lies by Abigail all the way through the play and particularly in this extract easily manipulate the judges and the residents of Salem to turn against the accused which ultimately leads to their executions. Miller has linked this hysterical theme to the McCarthyism period in which he lived in the 1950’s, the hysteria led by Senator Joseph McCarthy and his hunt for communists and communist sympathisers in post WWII America and during the Cold War. Miller seems to have based his character Judge Danforth on the individual Senator Joseph McCarthy: both are over-seeing the hysteria of the communities and are leading the search for the accused and presiding over their trials.

Rates of Reaction Example Problem

This example problem demonstrates how to use reaction rates to determine the coefficients of a balanced chemical equation. Problem The following reaction is observed:2A bB → cC dDAs the reaction progressed, the concentrations changed by these ratesrateA 0.050 mol/LÂ ·srateB 0.150 mol/LÂ ·srateC 0.075 mol/LÂ ·srateD 0.025 mol/LÂ ·sWhat are the values for the coefficients b, c, and d? Solution Chemical reaction rates measure the change in concentration of the substance per unit time.The coefficient of the chemical equation shows the whole number ratio of materials needed or products produced by the reaction. This means they also show the relative reaction rates.Step 1:Â  Find brateB/rateA b/coefficient of Ab coefficient of A x rateB/rateAb 2 x 0.150/0.050b 2 x 3b 6For every 2 moles of A, 6 moles of B are needed to complete the reactionStep 2:Â  Find crateB/rateA c/coefficient of Ac coefficient of A x rateC/rateAc 2 x 0.075/0.050c 2 x 1.5c 3For every 2 moles of A, 3 moles of C are producedStep 3:Â  Find drateD/rateA c/coefficient of Ad coefficient of A x rateD/rateAd 2 x 0.025/0.050d 2 x 0.5d 1For every 2 moles of A, 1 mole of D is produced Answer The missing coefficients for the 2A bB → cC dD reaction are b6, c3, and d1.The balanced equation is 2A 6B → 3C D

Maslow s Theory Of Self Actualization - 1221 Words

According to the Greenwood Dictionary of Education (2011), Abraham Maslow, an American psychologist, believed that everyone has a need for self-actualization, to develop an individual’s full potential by maximizing his/her talents and abilities. Maslow proposed that human needs are categorized in a hierarchy into the following requirements (from basic to complex and/or advanced needs): physiological, safety, love and belonging, esteem, and then self-actualization (Maslow, 2006). The hierarchy is often projected as a pyramid figure, with basic needs at the bottom, and more complex needs at the top. According to Atkins (2001), people must achieve lower needs before they attempt to fulfill higher and more advanced ones (p. 1396). Self-actualization is a concept experienced from adolescence to emerging adulthood. It is motivated by the individual’s innate determination for growth (Schnitker Emmons, 2013, p. 2127). According to Arnett (2007) from age 18 to 25, emerging adu lts are often miserable with anxiety and unhappiness, entering a dark period in their lives (p. 24). They also experience an identity crisis where individuals face difficulties in assessing their interests and abilities, using that knowledge and experience to review possible futures, and eventually making enduring decisions in work and love (Arnett, 2007, p. 24). From adolescence to emerging adulthood, individuals are constantly building and learning about their identities, enduring responsibilities, lifeShow MoreRelatedMaslow s Theory Of Self Actualization772 Words   |  4 PagesIntroduction: The theory of self-actualization was introduced by psychologist Abraham Maslow. Maslow s famous work â€Å"Hierarchy of Needs† has drawn admiration and criticisms from supporters and opponents alike. For Maslow, man quest for self-actualization falls within five hierarchical orders set up in a pyramid style. To become everything that one is capable of becoming, Maslow, noted that the order in which these needs are fulfilled does not always follow the standard progression. FurtherRead MoreMaslow s Theory Of Self Actualization Essay2048 Words   |  9 PagesAbraham Maslow theorized the concept of self-actualization which is the term used to describe the state of self-fulfillment in which people realize their highest potentials in their own unique way. Maslow’s theory includes sublevels that must be achieved before reaching self-actualization. In this paper, I will explain how each of his previous levels have affected my life, and give an idea of when I may hope to achieve self-actualization. Self-actualization is the term that Abraham Maslow used toRead MoreMaslow s Theory Of Self Actualization1824 Words   |  8 PagesMaslow Abraham H. Maslow, an American psychologist who explores the complexities of human nature in his theoretical piece, The Farther Reaches of Human Nature, examines the theory of self-actualization. This theory, which focuses on experiencing completely, evocatively and selflessly while maintaining full focus and absorption, is practiced to become the best version of oneself and undergo transcendence (44). Maslow’s ideals are influential and implemented by James Arthur Baldwin. Baldwin, a civilRead MoreAbraham Maslow s Theory Of Self Actualization901 Words   |  4 Pagesman named Abraham Maslow. Maslow was an American psychologist who developed a pyramidal hierarchy of needs. At the base of his pyramid, Abraham Maslow placed the basic â€Å"physiological needs† such as: food, water, and sleep. The next layer of his pyramid was â€Å"safety†, which was followed by â€Å"love/belonging†, and then â€Å"esteem†. Although, my interest truly began when I reached the very top of the pyramid which was labeled â€Å"self-actualization†. Self-actualization was the term Maslow used to describeRead MoreMaslow s Theories Of The Hierarchy Of Basic Human Needs And Self Actualization Essay1072 Words   |  5 Pagesglobally representative. This survey had the objective of confirming or dismissing Maslow’s famous theories of the hierarchy of basic human needs and self-actualization. Maslow’s theory, whether one believes it or not, is still a theory that is debated by psychologists. This article argues that Maslow’s theory features many flaws, such as its fuzziness when it came the main concept of self-actualization and stipulate that the main disagreement reported towards it by psychologists is the fact that itRead MoreHumanistic Theories Debate On Abraham Maslow And Carl Rogers1617 Words   |  7 PagesHumanistic Theories Debate Team B – Anthony Garcia, Becky Billison, Cher Keen, Britanie McKernan, Megan Groulx PSY/310 September 7, 2015 Dr. Sadie Fine â€Æ' Humanistic Theories Debate In the debate between Abraham Maslow and Carl Rogers, both whom are humanistic theorists that share a mutual interest in the teachings of self-actualization, will discuss the specifics of their individual theories regarding the main points, their contributions, and the criticism they have received about their theories. We willRead MoreKurt Maslow s Concept Of Self Actualization1115 Words   |  5 PagesRogers self-actualization theory continues to have significant influence in contemporary psychology. Both Maslow and Rogers discussed the concept of self-actualization in their theories. Though there is some overlap, there are some significant differences in the way they use this term. In this assignment you are to compare and contrast their views on self-actualization. Answer the following questions: 1. Briefly describe Maslow’s concept of self-actualization Abraham Maslow s concept of self-actualizationRead MoreA Nursing Practice Theory : Unifying Holistic Approach Essay933 Words   |  4 PagesA Nursing Practice Theory: Unifying Holistic Approach Maslow’s Hierarchy of Needs Influences of Theory and Theorist It is undeniable that Maslow is one of the most famous and influential psychologists, whose theory is a base for various motivation theories. Maslow`s Hierarchy of Needs theory explains the drives and the urges that govern human behavior. However, there were many other famous psychologists influencing Maslow during his lifetime; indeed, this fact greatly shaped his professional stanceRead MoreAbraham Maslow s Influence On The Human Psyche1660 Words   |  7 PagesAbraham Maslow. He is cited as one of the top ten psychologists of all time, which is not an easy task to achieve. Abraham Maslow was born on April 1 in 1908 in Brooklyn New York. He comes from a Jewish background with his parents coming from Russia as immigrants to the United States of America. Maslow’s childhood was not a good or easy one as one would think of such a successful person. His father and mother more times than not often ill treated him, which led to his poor self esteem. Maslow oftenRead MorePsychology : The Positive Psychology Movement1269 Words   |  6 Pagesaspects in determining how to enhance the personality by helping individuals recognize their human potential to learn and achieve. In this assignment one will compare the view points of Maslow, Rogers, and the positive psychology movement concerning individual personality. Recent studies have shown that personality theory and assessment plays an important role in the new era of positive psychology. Positive psychology today, emphasizes that personal strengths and their contribution to an individual well-being

What Is Transitioning The Analytical Project To Operations

After the final model review meeting with stakeholders, closing down the project and transitioning to operations begins. The first step in transitioning the analytical project to operations is to create a guidebook of the model outputs for business users (Alt-Simmons, 2016). The document should explain: the work that has been completed; the data sources used; data definitions/metadata on the data; commentary on the data quality; the model development; limitations of the model; model output; appropriate applications; and usability of the model. The guidebook should be written in plain language so that both technical and business employees can comprehend the information. During the development of the predictive model, many disparate data†¦show more content†¦A review of any significant issues discovered with the company data would be covered as well. Any change management issues that may arise due to the operationalization of the model will be included so action items for the relevant leaders can begin. The project manager or project sponsor may show summary slides from the various milestone project meetings that occurred during the project. This is not a repeat of those meetings; just highlights to refresh attendees’ memories. At the close of this session, it should be evident the project is complete. The second part of the meeting deals with lessons learned during the project. The project team had bi-weekly lessons learned meetings throughout the project, and those learnings were cumulative on the project effectiveness. The final project team meeting reviewed all the lessons learned and ranked the most significant improvements and most successful processes. Those will not be rehashed in this meeting. This lessons-learned session will focus on the perspective of the stakeholders, those outside the core team. The core project team members have a good understanding of how the team functioned during this project, but they need to receive feedback from the stakeholders. The professional facilitator will ensure that commentary is directed around improving processes or products. The facilitator will pivot theShow MoreRelatedDefining The Company s Distinctive Capability Essay1980 Words   |  8 PagesDefining the company’s distinctive capability is the first of the four p illars. The distinctive capability of ECA has been defined as being the low-cost operator. The low-cost advantage is what the analytics within the organization support. ECA has the ability to drill and produce their wells at the lowest cost among the competition. This ability is highly supported by the use of analytics and provides continuous opportunities to focus on measures that will drive the organization’s cost down. WithoutRead MoreQuestions On Workplace Ethics : Eastward Steps Into The Unfamiliar1718 Words   |  7 Pagesreferred to as marriage – subsisted on endeavoring through the procurement of our first home in California. It was during which time, within the fresh establishment of 2012, that my direct Management approached me. With an efficacious chronicle in project support, steeped in politically sensitive arenas, they inquired if I was interested in an assignment in Western Pennsylvania. The work entailed a strategy of locating and building / reconstruc ting a technical laboratory for the work of a newly establishedRead MoreWhat Is Ewaah?1439 Words   |  6 PageseXtensible Markup Language (STIX XML) 1.1.1. It also allows participants adhering to the ESSA Information Sharing Architecture (ISA) access control specification to choose what they are willing to share and with whom. Supporting This Effort †¢ Russell as security engineer External Web Application Hosting: EWAH Description: The EWAH project provides the capability to host multiple externally facing web applications. These web applications support the information-sharing needs of multiple National CybersecurityRead MoreHome And Writing Resources And Strategies For Essay Writing1241 Words   |  5 PagesSkip to main content Writing Project Writing Program NEWSTUTORINGRESOURCESBLOGSTAFF HOME / WRITING RESOURCES / STRATEGIES FOR ESSAY WRITING / Essay Structure Writing an academic essay means fashioning a coherent set of ideas into an argument. Because essays are essentially linear—they offer one idea at a time—they must present their ideas in the order that makes most sense to a reader. Successfully structuring an essay means attending to a reader s logic. The focus of such an essay predictsRead MoreBusiness Intelligence Software at Sysco Case Study7127 Words   |  29 PagesCouncil of SYSCO to proceed with a company- wide deployment of business intelligence (BI) software. The effort was intended to help SYSCO, the largest food distributor in North America, make better use of the information generated by its operations and serve its customers better. The Director’s Council, a group of senior managers with substantial power and influence, had been impressed enough by the results of a prototype to recommend full-scale adoption. Day’s IT group would provide the bulkRead MoreThe Construction Industry Value Chain2845 Words   |  12 Pagesconstruction of a wide range of public and private sector facilities including but not limited to: Transport and communications sector – roads and public works, bridges, airports and sea-ports, telecommunications systems, etc Water and sanitation projects- dams, portable water schemes, sewage schemes, irrigation systems, etc Energy – Power stations, power transmission lines, renewable energy schemes, etc Buildings- Residential buildings and estates, slum redevelopment, hospitals, schools andRead MoreEnterprise Resource Planning ( Erp )2102 Words   |  9 Pagesimplementation size, system complexity and security issues can be used as key factors in determining whether a cloud based ERP is right for an organization. What is ERP? At its most basic level, ERP software integrates these various functions into one complete system to streamline processes and information across the entire organization† (What is ERP?). Businesses will often seek out an ERP software solution to help find specific inefficiencies or complex issues exist in their business processesRead MoreApplication Architecture, Service Oriented Architecture1798 Words   |  8 PagesOffice of Organizational Policy and Governance, within the office of Chief Information Officer, U.S. Patent and Trademark Office (USPTO), I.... The USPTO consists of 15K employees and 3 billion annual budget. The CIO office is a 700 million dollar IT operations with over 1000 personnel that consists of a mix of 500 federal and 500 contractors. USPTO is one a very few federal agencies that develops its own applications in house and spends roughly 230 million a year in application development. One of myRead MoreTalent Management at Infosys4075 Words   |  17 Pag esiRace (Infosys Role And Career Enhancement tool, which had a negative effect on their image as an apex company resulting in 4500 employees leaving their occupations. The opening years that led to Infosys becoming a viable entity were besieged with what many would consider to be insuperable challenges. Nevertheless it was through unswerving dedication to become a notable world class software company, to which determination also proved to be a key component, that the qualities inherent within theseRead MoreHrm Practices at Infosys14494 Words   |  58 Pagesspecialties. Though less known, they each play a critical part in shaping the culture and running the operations at Infosys. These unique personalities, with their particular strengths, create the basis for an uncommon culture at Infosys. According to Narayana Murthy, what Infosys has on its side is youth, speed, and imagination and [they] are constantly innovating in every area of [their] operation. The founders efforts have been paying off. According to a California-based management consultant

Gender Discrimination And Inequality Health -Myassignmenthelp.Com

Question: Discuss About The Gender Discrimination And Inequality Health? Answer: Introduction In the current external environment, the policies of the human resource management keep on fluctuating due to which the human resource department of the companies also needs to develop their policies accordingly. So, the purpose of this task is to provide a brief overview of the gender inequality issue faced different companies all around the world. The report examines the news article posted by Human Resource Director. Gender inequality issue is widely seen in organizations nowadays. Irrespective of industries, this issue has been a part of all organizations. This issue is specifically faced because the female employees of the company are not paid sufficient according to the requirement of their work (Hacker, 2017). They are always paid less as compared to male, even if the work profile is same. This is a serious concern for companies as this aspect give rise to discrimination between male and female in the whole country. Further, it shall be noted that many studies claim that many organizations have given rise to gender inequality in the business culture; also now females feel insecure while working in an organization due to prevalence of such activities. The below mentioned task discusses the role of strategic human resource management in analyzing and evaluating the gender inequality issue. It also discusses the current environmental situation and the recommendation to solve the issue (Hilton, 2017). More details about the task are discussed below: Problem of Gender Inequality Female employees worldwide are facing the issue of gender inequality. As the females do not receive equal pay according to the male due to which they feel discriminated in the environment and leave the job. The human resource department of the company also does not treat the female worker equally if compared to male. The department of the company does not promote them in the senior position as well. Further according to the Human Resource Director report 2016-2017, the Workplace Gender Equality Agency (WGEA) explained that large numbers of companies are implementing understanding the need of the era to address the gender inequality issue and initiate corrective measures according to it. The director of WEGA mentioned in their comments that more than four million employees and eleven thousand employees are concerned for the issue of discrimination (WGEA 2017). But even after taking various measure to solve the issue, there is still presence of such problem in Australia. In the current scenario, there is gender gap of 15.3% in Australia and the male employees are still earning more than the female employees. The human resource departments of organizations are considering it as an important issue and they are implementing the policies in their system to remove inequality. Equal Employment Opportunity (EEO) refers to the process of removing the discrimination from race, religion, gender, or age in the society. The Australian bill passed in the year 2012 stated that there should be equal opportunity for men and women in the workplace. The workplace amendment bill aimed to improve the workplace environment for women and provide equal pay to them as well (Hirsh, 2014). The HR department of the company aims to take the responsibility of effectively managing the workforce. They aim to reduce the issues faced by employees in the organization, manage diversity properly and initiate equality among men and women at the workplace. The Equal Opportunity for Women in the Workplace Agency holds the responsibility of gaining data from different sources and implementing policies to stop the discriminatio n against women in the Australian companies (Barak, 2016). Further, it shall be noted that this issue of gender inequality with women is present in the whole world, even after taking several initiatives by government it is becoming difficult for the organizations to reduce or minimize this problem. In current nosiness environment, the HR managers understand the requirement of equality between number of male and females in an organization, so with respect to that, they implement policies and procedure to correct the ratio (Kirton, Greene, 2015). But, their initiative seems to be inefficient as the structure of the organizations and issues are not changing at all. Discrimination has now become a major problem because even after taking several measures, the organizations are unable to reduce its effect. So, various policies can be implemented in the culture of the workplace to resolve the issue (Benschop, Holgersson, Van den Brink, Wahl, 2015). Current Environment In earlier times it was considered that the higher section of the society (men) will go to work and the weaker section of the society (women) will stay at home only. There were definite duties for both the sections of the society; men were considered to earn money whereas women were considered to perform household chores only. But in today's era, women have proven that they are equal to men in every field, but even after proving themselves in every possible industry women are still treated as the weaker section of the society. Although the awareness of this issue is spreading in whole environment and the organization is accepting it as their corporate social responsibility. It is the responsibility of the organization to initiate equality among male and female so as to create a good workplace culture (Stainback, Kleiner, Skaggs, 2016). Further, it shall also be noted that many initiatives are being led by the governments of different countries so as to raise their level of number of women employed in the country. The government is changing the mindset of the people of the countries. The major aim of the government is to change the thinking of the people and make them understand that women are no less than men in any field. In organizations, the HR departments understand the depth of the issue and are implementing various reforms as well (Hesmondhalgh, Baker, 2015). This is becoming a difficult task to manage because; in earlier time the HR department only demoted the women. They never considered women fit for the top level management job due they never provide the opportunity to move above men. Also one of the reasons for occurrence of this issue is the failure of the HR department to address it as a major concern. Much big organization is also a part of this problem like, in Uber, it has been noticed that the male staff of the company does not treat the female staff appropriately. But now, the companies are critically examining the issue and aiming to take responsibility for this problem as well (Abendroth, Melzer, Kalev, Tomaskovic-Devey, 2017). Inefficiency of HR Department The HR executives have failed to fulfill their moral obligation that is to initiate gender equality among men and women, they were unable to address the issue which gave rise to the inequality in the market. The human resource management of the company should be held responsible as they did not implement such policies which can prevent such actions in the internal as well as external market (Strachan, Adikaram, Kailasapathy, 2015). Inefficient HRM policies increased the issue for the women in the society as they were being sexually harassed, paid less and discriminate at the workplace but no such norms were formed to address this issue and take corrective measures in the environment as well. Further, it shall be noted that an organization can successfully run their business in the market only when there is presence of diversified human resource at the workplace that can provide their opinion to initiate new and innovative reforms in the company. The problem of discrimination and gen der inequality also decreases the productivity and goodwill of the companies in the external environment (Joshi, Son, Roh, 2015). Subsequently, employee turnover rates also increase with this problem along with attrition rates as well. The organization also faces many problems and losses due to this problem. Like, decrease in performance and productivity, increase in employee turnover which increases the cost of recruitment as well. Further, many companies like PWC, Google, Facebook, and Glassdoor understand the requirement of the female staff and their security in the company, which respect to which they are implementing strategic HRM policies as well (Dipboye, 2016). Female staff in the company not only faces problems because of gender inequality but there are many other factors present in the culture of an organization which harasses their capacity to successfully work in an organization. The first of every female is their safety in the organization and as discussed above in the case of Uber, female is not safe in the environment, another factor is the negative work environment where female is always treated as they are not qualified or efficient to perform some acts. So, the only reason due to which such activities started and they are still prevailing in the market is due to the negligence of the human resource management towards the issue and inefficiency of the top level management to initiative corrective policies which can be implemented in the organization (Othman, Othman, 2015). This has become the mindset of the HR executive of the company that they cannot promote women employees on higher positive than male employees (Newman, 2014). But this orthodox practice is now changing as many organizations are promoting female efficient employees on the position of CEOs like Sheryl Sandberg (COO of Facebook), Chanda Kochhar (CEO of ICICI) , Indra Nooyi (CEO of PepsiCo) and many more. Thus, this shows that now the practice of discrimination is ending with the changing mindset of people. Recommendations Following recommendations will help the HR manager of the company to resolve the issue of gender discrimination existing in their environment. Further, the recommendations are discussed below: The HR department of the companies should initiate policies which motivate the female employees and appraise their performance as well. This will reduce the discrimination on the basis of pay and will motivate the female staff to work more and more for the betterment of the organization. The performance appraisal method shall be implemented that it reduces the attrition rate and keep all the employees on the same scale as well (Thomas, 2016). The department should also establish flexible and positive working culture in the organization. This will promote the healthy communication in the organization and it will ensure the safety of the female staff of the company as well. Positivity in environment will also increase the efficiency of employees and reduce the problem of discrimination, jealousy etc. Training programs will help the executive to train the male employees regarding the safety of female staff in the organization. Also through this way, they can improve the skills of the employees and help them to work together. The HR executives shall train the male staff on how to treat the female staff in the organization and how to work ethically. Lastly, the top management shall focus on way of initiate equality among the employees in the organization. They shall keep with the same designation at the same pay, irrespective of their age, sex, caste etc. Further, they shall also initiate flow of communication in the organization so all the problems of the female employees can be resolved easily. The HR executive shall pay more focus on the recruitment of female staff in the organization and their comfortability and safety in the workplace environment as well. Conclusion Thus, it shall be concluded that in todays working environment, it is important for an organization to provide equal opportunity to both male and female in the society. Activities like discrimination; gender inequality etc. shall be prohibited by the executives of the company. Further, the above mentioned task talks about the way in which the HR department shall promote the equality activities in the environment. The current situation analysis explains that the gender inequality issue is increasing day by day as there is a gender pay gap of 15.3 percent in Australia. Further the task also talks about the critical situation which is faced by women worldwide at work. They are being ill treated and discriminated in every field. People consider them weak due to which they do not promote them on higher position as well. But now the environment is changing and they are achieving higher position than men as well. They are proving themselves due to which different organizations are providing them opportunities as well. In the industry the HR department should training their male staff to treat women properly as safety of women has become major concern nowadays. So, training them will help the organizations to improve their internal communication process which will make females comfortable at the workplace. Thus, female employment and safety shall be promoted by all organizations to fulfill the corporate social responsibility and the organizations shall also pay more concern towards their CSR activities. The above mentioned report successfully fulfills the requirements of the task. References Abendroth, A. K., Melzer, S., Kalev, A., Tomaskovic-Devey, D. (2017). Women at work: Womens access to power and the gender earnings gap.ILR Review,70(1), 190-222. Barak, M. E. M. (2016).Managing diversity: Toward a globally inclusive workplace. Sage Publications. Benschop, Y., Holgersson, C., Van den Brink, M., Wahl, A. (2015). Future challenges for practices of diversity management in organizations.Handbook for Diversity in Organizations, Oxford University Press, Oxford, 553-574. Dipboye, R. L. (2016). discrimination as high risk behavior in the workplace.Risky Business: Psychological, Physical and Financial Costs of High Risk Behavior in Organizations, 177. Hacker, S. (2017).Pleasure, power and technology: Some tales of gender, engineering, and the cooperative workplace(Vol. 5). Routledge. Hesmondhalgh, D., Baker, S. (2015). Sex, gender and work segregation in the cultural industries.The Sociological Review,63(1_suppl), 23-36. Hilton, J. (2017). Is HR doing enough to address gender inequality?. Viewed on February 4, 2018 from https://www.hcamag.com/hr-business-review/leadership-development/is-hr-doing-enough-to-address-gender-inequality-244874.aspx Hirsh, C. E. (2014). Beyond treatment and impact: A context-oriented approach to employment discrimination.American Behavioral Scientist,58(2), 256-273. Joshi, A., Son, J., Roh, H. (2015). When can women close the gap? A meta-analytic test of sex differences in performance and rewards.Academy of Management Journal,58(5), 1516-1545. Kirton, G., Greene, A. M. (2015).The dynamics of managing diversity: A critical approach. Routledge. Newman, C. (2014). Time to address gender discrimination and inequality in the health workforce.Human resources for health,12(1), 25. Othman, Z., Othman, N. (2015). A literatural review on work discrimination among women employees.Asian Social Science,11(4), 26. Stainback, K., Kleiner, S., Skaggs, S. (2016). Women in power: Undoing or redoing the gendered organization?.Gender Society,30(1), 109-135. Strachan, G., Adikaram, A., Kailasapathy, P. (2015). Gender (in) equality in South Asia: problems, prospects and pathways. Thomas, T. A. (2016). Remedying Systemic Sex Discrimination with Gender Quotas:'Just Because'. WGEA. (2017). Equal Pay Day: 4 September 2017. Viewed on February 4, 2018 from https://www.wgea.gov.au/media-releases/equal-pay-day-4-september-2017